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https://www.statista.com/statistics/1171043/number-employees-group-renault-by-zone/
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en
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Renault workforce worldwide 2019
|
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This graph shows the number of employees of the French group Renault as of December 31, 2019, by geographic area.
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en
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Statista
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https://www.statista.com/statistics/1171043/number-employees-group-renault-by-zone/
|
Workforce of Renault in the world 2019, by geographic region
Published by Statista Research Department,
Number of employees of the French group Renault worldwide as of December 31, 2019, by geographic region
table column chart
CharacteristicNumber of employeesEurasia74,773Europe73,087France47,978Africa Middle East India19,637Americas11,997China71
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Source
Use Ask Statista Research Service
Release date
March 2020
More information
Region
France
Survey time period
December 31, 2019
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Citation formats
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https://leadiq.com/c/renault-digital/5a1d988c2300005b00873a85/employee-directory
|
en
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Renault Digital Employee Directory, Headcount & Staff
|
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"renault digital employees",
"renault digital employee count",
"renault digital number of employees",
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[] | null |
Explore Renault Digital's employee directory to find accurate email addresses and contact information. Book a demo today.
|
en
|
https://public-pages.leadiq.com/c/renault-digital/5a1d988c2300005b00873a85/employee-directory
|
Renault Digital Employee Directory
IT Services and IT ConsultingIdF, France51-200 Employees
Welcome to Renault Digital ! Our aim ? Digitalizing Renault core business for its employees, partners and clients worldwide ! Innovation is in the Renault DNA. We're working to build tomorrowâs digital abilities and scope. We're new ! We just started our operations on January 1st, 2017. How are we working ? We have based our approach on an inspiring start-up ecosystem. We will work with multidisciplinary teams to support strategic digital projects, aimed at digitalizing all the automotive core business. These teams will integrate various core competencies, such as data science and design thinking. Most projects will be run using Agile methodologies and on the basis of on the job training. Projects will also serve to provide on-the-job training Are you ready to digitalize ? Join us !
|
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https://www.thedigitaltransformationpeople.com/channels/the-case-for-digital-transformation/renault-an-industry-4-0-case-study/
|
en
|
Renault – An industry 4.0 Case Study
|
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[
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] |
2020-04-29T11:12:37+00:00
|
Autonomous driving is turning from a moonshot to a reality. These technology shifts are shaping the next industrial revolution, i.e. the Industry 4.0.
|
en
|
The Digital Transformation People
|
https://www.thedigitaltransformationpeople.com/channels/the-case-for-digital-transformation/renault-an-industry-4-0-case-study/
|
The Digital Economy and the rapid convergence of exponential technologies is forcing many companies to rethink their business models and this is true for automotive companies as well.
Technologies like the Internet of Things, Artificial Intelligence, Blockchain, Robotics or Augmented reality are all converging, and this provides both threats and opportunities for companies like Renault.
We are in an age where autonomous driving is turning from a moonshot a few years back to a reality that will soon hit our streets in most cities. These technology shifts and the convergence of them is also what is shaping the next industrial revolution, i.e. the Industry 4.0.
But not only that, consumer behaviors are changing as well. Vehicle ownership is less on the mind of Millennials that are accustomed to transportation on demand from the likes of Uber or Lyft.
These millennials are also more worried about the impact transportation can have on the environment, they want to see sustainability higher on the agenda for large corporates.
Renault recognizing many of these threats and opportunities decided to embark on a digital transformation journey that is supposed to take the company to new levels.
The Vision: Mobility, Electric Power and Autonomous Driving
It started in 2015, when, with the help of Management Consulting Firm BCG they decided to shape the strategic plan of Renault. The outcome of that effort led to the 2017-2022 strategic plan.
Increase in revenue and productivity are among the usual suspects, when it comes to objectives, but there was also a clear objective to continue strengthening their position in electric vehicles, becoming a more connected and efficient company, leveraging autonomous driving and thinking about new forms of mobility services.
Transforming the company both Upstream and Downstream
In order to execute on this strategy, Renault needed first to understand the impact digital could have on their business. They looked at both upstream and downstream activities to find efficiencies and revenue opportunities.
They found out initially that the cost-saving and optimizations that could be achieved on the design and manufacturing side were close to 300M Euros/Year. Digital and in particular better usage of data, that was still scattered around 2000 legacy applications could provide them with better and faster decisions, increasing productivity.
Getting more of their production equipment connected and getting more of that data to unit managers in real-time was also essential to monetize data. Similarly, they found that becoming more data-driven could also help them to better manage the lifecycle of the customer relationship.
From better managing personalization needs to stronger engagement throughout the lifecycle of the customer relationship, they found out that here also they could make a 300M Euros / Year impact.
Having outlined the vision and developed a long list of use-cases that could impact the business both downstream and upstream, they came up with an overall impact of 600M Euros/Year. They decided then to quickly validate these initial assumptions by going into end-2-end pilots that could measure the real impact.
The problem they faced then was a real challenge, they hit a road block. As Frederic Vincent, the “CIO” of the company said in one interview “the company suffered from lack of internal digital skills, Inconsistent digital methodologies across the company, Heavy governance and processes not adapted to the speed of digital, As well as rigid legacy IT systems.”
Basically for Management, the transformation was not moving fast enough, and the slow down was related to a lack of digital skills and rigid governance. It was essential to change all of this and do it quickly!
Renault Digital, A Digital Center of Excellence
On January 1, 2017, Renault Group decided to set up Renault Digital, an independent, but fully owned subsidiary with the sole objective of supporting the group to achieve its digital transformation objectives.
Renault Digital is the center of excellence that provides all the skills needed to execute digital, agile projects. It consists nowadays of more than 350 employees, with skills and knowledge in Agile methodologies, UX Design, DevOps and Data Science.
Renault Digital works a bit like a startup incubator and that is also the mentality it tries to instil to its staff, but also to the other persons working on their projects, a startup mindset.
For each project request that they get from the business units, they would set up an agile team, that is composed of subject matter experts from the business unit as well as specialists from the centre of excellence.
The projects are then incubated and go-through two distinct phases, an initial framing phase, which aims to narrow down the problem, gather insights and initial hypothesis. This is similar to what you would normally do in initial design thinking workshops, analyzing customer pain points and mapping customer journeys.
In the second phase, they move to an agile development model with the objective to develop the minimum viable product (MVP).
The good thing with this approach is that Renault Digital is really working as a startup and can easily and rapidly recruit new talent when needed.
Secondly, the persons from head office or other business units, that have been incubated for a period of 4-5 months, can now move back to their offices, with a new mindset, they effectively become change agents in the digital transformation.
Industry 4.0 Opportunities
Once Renault set up their Digital Unit, it was important to start building up success stories. Success stories are what helps you set the seeds for a change of culture and since Renault has a lot of staff working in their production plants it was only natural that they tried to find how digital could provide values to their employees.
Project CHUET was this first success story! Basically the challenge plant unit managers were facing back in the days is that they had to manage teams of 10-12 people, but needed to constantly run back and forth to their office computer to get the latest updates on how production had to be tuned, adjusted.
By putting Wi-Fi connectivity in their plants and by developing a bespoke mobile office solution for their unit managers they allowed them to save 45min/Day of ineffective time.
The productivity increase and job satisfaction were notable, now Unit Managers work around with their mobile office tablets and have access to real-time product data whenever they need it.
Connecting equipment helped the unit managers, but connecting machines and robots also allowed them to create value in other areas.
Predictive maintenance is one of these areas where expensive downtime due to machine failures can be avoided or at least its probability reduced. Renault has put more than 2000 Lora sensors in place to collect data from their equipment.
In manufacturing plants, robots and automation are of course essential, but with the increasing needs of personalization, with the increasing complexity of the product, some tasks become more complicated and human intervention is often needed to ensure quality.
The collaboration that is needed between robots and humans is such that we are now talking about co-bots (collaborative robots). While the bot takes on heavy lifting and repetitive tasks, the human employee is given more time to perform more complex tasks like quality control.
This new type of collaboration and shift in tasks for plant employees also requires a new type of training, a type of training that is best done with augmented reality and virtual reality tools. Renault is leveraging this type of experiential learning to make sure employees quickly and safely prepared for this new work environment.
Downstream opportunities
Downstream opportunities are real as well. One of the challenges all auto-makers and dealership face is that they don’t have that long-term permanent relationship with the customer.
Customers typically only come back when a problem arises, and after the warranty is expired they won’t come back until they need a new car… if somebody else didn’t catch their attention first. Connecting cars is the first step, but then it is about building applications that provide engaging experiences and allow to create new value for customers.
By staying connected with its customers Renault expects more sales lead generated through digital, providing better opportunities to achieve its growth ambitions.
Transformation with a culture change at Heart
Renault Digital has proved to be an immense asset for Renault. Already delivering clear value within 12 months of its inception (through the CHUET project), the ambitions of the group when it comes to the impact of digital have been revised upwards. It is now estimated that the impact will reach 1Billion Euros per year.
But at the end of the day, Renault is aiming to change the entire culture of the company. New leadership mindsets, but also a workforce that becomes increasingly agile.
That focus has also led HR to take a leading role in the transformation of the company. Besides setting various programs to develop digital skills, they also realized that the management style needs to change and that collaboration is becoming more essential to drive agility.
Collaboration and the development of a more aspirational environment are also what is supposed to attract new talent. Ultimately these changes will also lead HR to transform itself. Focus on end-2-end employee journeys, giving more power to employees to manage their careers are all elements that aim to make Renault an attractive employer in a world where digital talent is still scarce.
If you have more insights on the Renault Digital Transformation story, then I would love to hear form you to make this story better and more developed.
Do you have similar stories to share? What is the most interesting part of the Renault story?
Disclaimer: This article is based on open public reports, interviews posted in magazines, some of them translated from french. It is an external analysis of the Renault Digital Transformation story to the best of my knowledge. If anything here is inaccurate, please contact me directly and I will update the article.
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https://www.eurofound.europa.eu/en/resources/article/1997/closure-renault-vilvoorde
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The closure of Renault-Vilvoorde
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/themes/custom/eurofound/favicon.ico
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https://www.eurofound.europa.eu/en/resources/article/1997/closure-renault-vilvoorde
|
The closure of the Renault assembly plant in Vilvoorde in Belgium came unexpectedly and has sparked reactions from all segments of Belgian life, as well as numerous international responses. The consensus is that the decision was announced inappropriately and demonstrates what has been called "the unacceptable face of capitalism".
An unusual closure procedure
On Thursday 27 February 1997 Renault announced - completely unexpectedly - the closure of its Belgian production plant in Vilvoorde by July of this year. As a result, more than 3,000 Renault employees and an estimated 1,500 employees in direct supply companies will lose their jobs. There is a general consensus that the decision ignored all legal rules and procedures concerning factory closures. This includes ILO and OECD procedures as well as national codes of conduct, and European Union and national legislation on collective redundancies and works council rights. These regulations lay down that employees have to be notified before a decision about a factory closure is made and informed about the ways in which the company plans to deal with the consequences for the employees.
General disapproval of the decision is based largely on the manner in which Louis Schweitzer, the French chief executive officer, made the news public: the closure was announced at the same time both to the works council of Renault Vilvoorde and at a press conference in a hotel in Brussels. It seems that announcing the closure in such an abrupt way sent a clear message that it was irrevocable, a fact that Mr Schweitzer has repeatedly confirmed. Its irreversibility was apparently further confirmed in contacts between the Belgian Government and Renault's top French management. The press conference also sent a signal to the stock markets. The Paris stock market reacted almost euphorically: Renault shares gained 13% in one day.
Immediately after the announcement, the 3,100 Renault-Vilvoorde employees launched a series of campaigns. They occupied the production plant and took control over the stock of finished cars as a sort of collateral. Their key aim was to reverse the plant closure; there was, for the time being, no willingness to negotiate accompanying measures to alleviate its social consequences.
A wave of reactions
The closure of Renault-Vilvoorde caused a wave of reactions from all segments of Belgian society.
Reactions from the political world
The Belgian and Flemish governments strongly condemned the closure and the style - or lack - of communication. There have been emergency talks with Mr Schweitzer in protest against the way in which it was announced, and also to propose alternative solutions. Belgian Prime Minister Jean-Luc Dehaene even visited Paris to talk to the French Government, which is the largest shareholder in Renault (47%). Moreover, the Flemish and Belgian Governments have decided to take legal action against Renault. The Belgian Minister of Economic Affairs, Elio di Rupo, has filed a complaint with the OECD for breach of the organisation's code of conduct on multinational corporations, while it is believed that the closure also violates the EC Directives on collective redundancies and on European Works Councils. A heated debate in the Flemish Parliament ensued. After a rather ideological debate, a joint resolution, condemning the closure, was passed.
Reactions from the employers
Belgian employers and their organisations VBO (Federation of Belgian Enterprises) and VEV (Flemish Federation of Enterprises) also reacted with dismay against the closure. Their reactions focused on the manner in which it was announced. According to the employers it completely lacked social responsibility, infringed all codes of conduct and constituted a decision made without any corporate ethic. At the same time, however, the employers understand the inevitability of economic logic in management decisions.
Pressure for (international) union solidarity
A rarely-witnessed international solidarity has emerged following the factory closure. Work stoppages were organised not only in other Belgian car assembly plants, but also Renault plants in France and Spain. A combined demonstration of French and Belgian unions took place in France and several rallies involving Belgian and French employees took place. This type of international solidarity is not common nowadays. Companies such as Renault use comparisons between their different production centres to exert pressure on those plants in the group that do not meet required standards. Judging from reactions, however, it seems that employees across the various plants well understand that they themselves might be the next victims of restructuring. The Renault European Works Council, one of the first to be set up, sharply condemned the closure. The European Trade Union Confederation (ETUC) and theEuropean Metalworkers' Federation (EMF) called on the EU to take action.
In Belgium, the closure also fed the flames of the debate enveloping the Government's employment policy, regarded by critics as ineffective and fading. This became very clear during the large national demonstration for employment organised by the ACV/CSC (Confederation of Christian Trade Unions) and the ABVV/FGTB (Belgian General Federation of Labour), the two largest union confederations, on 15 March. This march had been originally planned for the end of May. The Renault closure moved the march to the top of the agenda and mobilised an estimated 50,000 people. The different organising groups stressed issues such as reduction of working hours, redistribution of employment, reducing the fiscal pressure on labour, and economic growth.
Other acts of solidarity
Further acts of solidarity also were expressed by Renault car dealers and sales people. In addition, Government agencies and a number of cities and companies cancelled fleet orders. Vande Lanotte, Minister of the Interior, cancelled an order of 150 Renault Meganes for the National Guard, whilst Brasschaat, Bruges, Liege and Namur announced that they would not include Renault in future tenders for fleet orders. Companies like Electrabel, Egemin and the Flemish Automobile Association (VAB) have decided not to replace older vehicles with Renaults. Even individual citizens are driving their cars decorated with signs stating "This is my last Renault". This type of action may have little financial effect given that Belgium is a small market, but they are an indicator of the unexpectedly strong reaction of citizens. Finally, even the Belgian and French Conference of Bishops has officially stated that it is a sign of elementary respect for humans to inform and involve employees in decisions which have such an impact on their lives.
Assembly, a Belgian speciality
Belgium has a long-standing tradition in car assembly. Besides Renault, other companies have important assembly lines in Belgium including Ford, Volvo, General Motors, Volkswagen and in earlier days Citroën andBritish Leyland as well. Their corporate headquarters and decision-making centres, however, are not located in Belgium. Indeed, although recent developments in the car assembly sector have promoted specialisation and more decentralised decision making, key strategic decisions remain the prerogative of central, and hence foreign, centres.
A serious problem in the automobile sector is the current overcapacity in Europe. According to estimates, only 80% of productive capacity is currently being used. The closure could therefore herald far-reaching rationalisation and restructuring in the sector as a whole. Observers expect this in the near future, but definitively in 2000 when the European market will abolish its import quotas for non-European cars, which can only sharpen competition. The problem of overcapacity also jeopardises the chances that the plant may be taken over, as suggested by Renault. Although there was talk of such a move by Korean car manufacturers in need of extra production capacity, no such candidates have actually come forward.
Legal aspects
Sharp condemnation by Belgian and Flemish officials has only limited scope in bringing legal pressure to bear on Renault policy. They have to admit that there is a lack of legal instruments to reverse the closure. One possibility is to prosecute Renault top management for non-compliance with legal procedures and codes of conduct. This could possibly result in a BEF 20 million fine, a rather small sum compared with the BEF 17 billion budgeted by Renault to deal with the financial and social consequences of the closure. According to the unions, closing a factory in Belgium is fairly easy from a legal point of view. This could have been a reason to choose the Renault plant for closure instead of a plant elsewhere. Procedures are more complicated and fines much higher in France.
Commentary
The European character of the reactions to the closure could have further far-reaching consequences. Social unrest in other parts of the Renault concern and even in other companies is one such. Employees in other European car assembly plants now realise more keenly what their own fate might be. Collective agreements on productivity and flexibility do not guarantee employment security. The unions had accepted extensive compromises on those issues at the Renault Vilvoorde plant, which have, however, apparently proved to be useless. This could have consequences for similar labour negotiations in other companies.
More citizens now realise that a United Europe also needs a strong social dimension. Public debate on this issue has been more than ever given an edge by the Renault case. This might present a major challenge to the EU, which has largely ignored the social consequences of a single economic market. And finally, there are the numerous public condemnations of the Renault decision which cast a slur on Renault's public image even though a positive commercial image is crucial for a company. It remains to be seen whether those who decided on the closure have taken all of these consequences into account. (Hans Bruyninckx, Steunpunt WAV)
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https://www.steelcase.com/eu-en/research/articles/topics/case-studies/innovative-office-space-for-renault-in-madrid/
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Innovative office space for Renault in Madrid
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2020-03-16T11:47:29
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For more than 100 years, Renault has successfully reinvented the automotive industry and has become one of the largest automotive groups worldwide.
|
en
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https://www.steelcase.com/content/plugins/tribe-branding/assets/branding_icon_favicon.ico
|
Steelcase
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https://www.steelcase.com/eu-en/research/articles/topics/case-studies/innovative-office-space-for-renault-in-madrid/
|
For more than 100 years, Renault has successfully reinvented the automotive industry and has become one of the largest automotive groups worldwide. To mark this growth over the last century the French company built a new corporate headquarter combining the four cornerstones of its corporate culture: innovation, design, sustainability and technology.
The new office, a five-storey building – about 12,000 m2 – for 600 employees, is located in Alcobendas a town just outside of Madrid.
The main objective when it came to design the new workspace was to support collaboration. To achieve this, 80 meeting rooms were created varying sizes, privacy and equipment. Now spontaneous interaction can also take place in corridors and transit areas, where informal meeting zones invite colleagues to interact. Furthermore, the new space encourages employees to change postures, one is able to work either standing or sitting depending on the type of activity.
All areas are equipped with WLAN and cloud-based work platforms to foster mobility throughout the entire office.
Employees as well as managers don’t have any assigned workstations. As a result, communication has become more transparent and influences the company culture positively.
Promoting well-being and boosting creativity were among the top priorities when the new workspace was designed. Hence, the facilities support a healthy lifestyle with healthy food, an open-air terrace to take a break and recharge batteries and a gym to encourage movement.
Renault’s office in in Alcobendas is an innovative workspace where people feel as comfortable as at home.
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https://money.cnn.com/magazines/fortune/global500/2013/full_list/
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Global 500 2013: Full List
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Global 500 2013 - from Fortune on CNNMoney.com
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CNNMoney
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//money.cnn.com/magazines/fortune/global500/2013/full_list/
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https://www.greenbiz.com/article/renault-breaks-silos-automotive-industry-achieve-circular-goals
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Renault breaks silos in the automotive industry to achieve circular goals
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2022-12-09T00:00:00+00:00
|
What will it take to get to “car-to-car” recycling?
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en
|
Trellis
|
https://trellis.net/article/renault-breaks-silos-automotive-industry-achieve-circular-goals/
|
After a pandemic-induced hiatus, auto shows have returned with a newfound focus on the inevitable electric future of the automotive industry, and this year’s Paris Motor Show was no different. This year’s show in October, with the theme “The Revolution Is On,” saw the debut of sleek new electric SUVs from industry giants such as U.S.-based Jeep and electric urban mobility solutions from young startups such as Tel Aviv-based City Transformer.
Perhaps the most revolutionary reveal, however, was not of a tangible product, but of a demonstration to commitment to automotive sustainability and circularity by French multinational automobile manufacturer Renault Group.
A new model for automotive circularity
Renault, founded in 1899 and with 170,000 employees today, is one of France’s oldest and largest automobile manufacturers, and has been carving a new legacy for itself over the past decade. At a press conference just a few days ahead of the start of the 2022 Paris Motor Show, Renault Group announced the creation of a new business entity, The Future is NEUTRAL. This new company is entirely dedicated to providing closed-loop solutions across the automotive value chain in order to maintain the value of car parts and materials for as long as possible, and aims to reach $2.43 million in revenue by 2030.
As a founding partner and longstanding strategic partner of the Ellen MacArthur Foundation, Renault has a long history of spurring innovation and developing expertise in circular economy practices. The Future is NEUTRAL draws on over a decade of this expertise, which manifests in initiatives such as Renault’s Refactory, an existing factory that is being transformed to house circular economy activities, and strategic partnerships with other industry players such as Veolia, a resource management company.
“Based on this experience and convinced of the potential of these activities, we are accelerating and creating The Future Is NEUTRAL, which brings together all our industrial and technological assets, as well as our network of strategic partners,” said Luca de Meo, CEO of Renault Group, in a press release.
Renault is well practiced at coalescing resources and organizations to work towards a common vision of circularity, and The Future is NEUTRAL is just the latest iteration of what this sort of collaboration can look like. “Companies are siloed. When you change your organization to become a circular organization, you have to break your silos. When you think at the system level, you have to break the silos outside of your organization,” said Alice Bodreau, strategic partners manager at the Ellen MacArthur Foundation.
Breaking silos within the organization
One major focus for The Future is NEUTRAL is actualizing the “car-to-car” concept, where the car itself becomes the primary source of raw materials for future vehicles. The many paths towards this vision are being explored at the epicenter of Renault’s efforts in this area: the Refactory in Flins, a commune in north-central France.
The first circular economy factory of its kind, Renault’s Refactory houses an industrial and commercial ecosystem that operates across four key pillars: Re-trofit; Re-energy; Re-cycle; and Re-start. Each pillar tackles a different segment of the circular automotive value chain: Re-trofit is focused on extending the life of vehicles through repair and conversion of combustion vehicles to less carbon-intensive vehicles; Re-energy aims to extend the life of vehicle batteries; Re-cycle seeks to increase the percentage of recycled materials in vehicles; and Re-start offers resources to automotive start-ups and partners looking to develop circular innovations.
Enabling vehicles to become their own supply chains requires partnerships with other companies, and The Future is NEUTRAL will accelerate those within the Renault ecosystem. For example, a key outcome of the Re-cycle pillar is developing a vehicle dismantling line. Gaia, one of Renault’s subsidiary companies with operations in the French commune Flins, has expertise in identifying recyclable car parts and materials and ensuring their reuse or recovery through recycling networks. In the future, the Refactory’s vehicle dismantling line will supply Gaia’s operations.
This synergistic environment has many benefits, particularly for the participants of the Re-start incubator program. According to Nathalie Rey, head of innovation hub at the Refactory, the Re-start incubator is designed to facilitate interactions between Renault and startups, entrepreneurs and universities working in the automotive space, who can lean on Renault’s resources to develop or co-develop innovations. There are three types of incubation programs for startups of various types and maturity levels: a circular economy program applied to mobility; an industrialization preparation program; and an industrial-scale vehicle reconditioning program. “The proximity to the Refactory makes it possible to see concretely the projects implemented on an industrial scale,” Rey said.
One such example of the benefits of direct access to Renault’s resources is the work of vehicle manufacturer Tolv (formerly Phoenix Mobility), part of the Re-start incubator. Tolv will develop a retrofit kit that will enable a combustion engine vehicle that is more than 5 years old to be converted to an electric vehicle. The 1,000 retrofit kits, to be developed before the end of 2023 as the first stage of this partnership, will be assembled by Renault and commercially distributed by Tolv.
A microcosm of a circular automotive ecosystem, the Flins Refactory demonstrates the pace of innovation that can be achieved in a heavy industry when silos are broken.
Pursuing ecosystem partnerships
Another of The Future is NEUTRAL’s ambitions is to become the leader in closed-loop battery recycling in Europe. This ambition would not be attainable without ecosystem partnerships with companies up and down the battery supply chain. Renault’s pursuit of such partnerships over the years demonstrates the challenges companies face in working towards common goals.
In 2013, Renault inked a partnership with Veolia, a resource management company with expertise in dismantling and recycling lithium-ion batteries, the most common batteries used in electric vehicles today. Together, the companies hoped to improve the recycling process for batteries, with aims to increase the amount of precious metals that can be recovered and prevent toxic materials from entering the environment during the resource recovery process.
In 2020, Veolia and Solvay, a chemical company with expertise in chemical extraction and purification, formed a consortium to develop solutions for closed-loop lithium-ion battery recycling. Soon afterwards, in 2021, Renault joined the consortium. Each with expertise at a different stage of the battery recycling process, Renault, Veolia and Solvay aimed to form a partnership of the magnitude required for meaningful circular economy innovation. “I think this tells a very strong story of how they’ve demonstrated this need to work internally to deliver on the circular economy agenda, and also embrace and onboard other players as well,” Bodreau of the Ellen MacArthur Foundation said.
Recently, however, Renault terminated the memorandum of understanding with Véolia and Solvay for the closed-loop recycling of EV batteries. When asked to comment on why the partnership had been dissolved, Renault’s press team stated that “all the conditions for the creation of a joint venture/consortium had not been met.”
According to the press office, Renault is continuing its work with Veolia on open-loop battery recycling, in which battery metals are recycled for purposes other than creating new EV batteries.
An enduring strategy
Although competition is typically the name of the game in business, the transition to a circular economy requires companies to think collaboratively and envision new ways of generating value. For Renault, the creation of The Future is NEUTRAL is a tangible statement of their belief in the business value that circular economy practices can bring, and another opportunity to exercise an enduring strategy of breaking silos within the company and across the industry.
With aims to push the automotive industry towards resource neutrality by increasing the rate of recycled material in the production of new vehicles and becoming a leader in closed-loop battery recycling, The Future is NEUTRAL marks an exciting new beginning for Renault and for the future of automotive circularity.
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About our Group
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Find all information about Renault Group: employees, key figures, brands, etc.
|
en
|
/apple-touch-icon.png
|
https://www.renaultgroup.com/en/our-company/
|
About us
Renault Group is at the forefront of a mobility that is reinventing itself. Strengthened by its alliance with Nissan and Mitsubishi Motors, and its unique expertise in electrification, Renault Group comprises 4 complementary brands – Renault, Dacia, Alpine and Mobilize – offering sustainable and innovative mobility solutions to its customers.
Discover the section About us
Innovation
We are working on four major areas of innovation in order to develop the mobility of the future. Learn more!
Discover the section Innovation
Commitments
Renault Group’s commitments to ESG – Environment, Social/Societal and Governance – are at the heart of the company’s strategy, its businesses and its brands. Find out more about our vision and our actions.
Discover the section Commitments
|
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https://www.salary.com/research/company/renault-finance-sa-salary
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How much do Renault Finance SA employees make?
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The average annual salary of Renault Finance SA is estimated to be approximate $107,843 per year. The majority pay is between $94,595 to $122,207 per year. Visit Salary.com to find out Renault Finance SA salary, Renault Finance SA pay rate, and more.
|
Salary.com
|
https://www.salary.com/research/company/renault-finance-sa-salary
|
View salary at Renault Finance SA by Job Title BETA
The average salary of Renault Finance SA jobs will vary depending on the location, industry, category, and department. The table below shows the job titles you might be interested in and the salary range of different positions at Renault Finance SA. A difference in pay for the same job title may be based on a number of factors, such as experience, training, level of education, skills and competencies, and so on. Assistant Credit Manager jobs at Renault Finance SA earn the most with an average annual salary of $131,933, while Allocation Analyst jobs earn the least with an average annual salary of $78,423.
The estimate average salary for Renault Finance SA employees is around $107,843 per year, or the hourly rate of Renault Finance SA rate is $52. The highest earners in the top 75th percentile are paid over $122,207. Individual salaries will vary depending on the job, department, and location, as well as the employee’s level of education, certifications, and additional skills.
JOB TITLE SALARY RANGE AVERAGE SALARY COMPANY NAME Assistant Credit Manager $106,724 - $144,578 $131,933 Renault Finance SA Manager, Accounting $109,561 - $134,415 $122,012 Renault Finance SA Allocation Analyst $71,394 - $85,057 $78,423 Renault Finance SA
DISCLAIMER: The salary range presented here is an estimation that has been derived from our proprietary algorithm. It should be noted that this range does not originate from the company's factual payroll records or survey data.
1. How much does Renault Finance SA in the United States pay?
Renault Finance SA pays its employees an average of $107,843 per year. The average salary at Renault Finance SA range from $94,595 to $122,207 per year. Assistant Credit Manager jobs at Renault Finance SA earn the most with an average annual salary of $131,933, while Allocation Analyst jobs earn the least with an average annual salary of $78,423.
2. Do Renault Finance SA employees get a higher salary than other similar companies?
The salary at Renault Finance SA is higher than Stradoo. The highest salary package reported for an employee at Renault Finance SA is $122,207 per year, meanwhile the highest salary package reported for an employee at Stradoo is $121,232 per year.
3. How much does Renault Finance SA pay compared to Stradoo?
The average annual salary at Renault Finance SA is $107,843, or an hourly wage of $52, in comparison to Stradoo which pays $106,978 per year or $51 per hour.
4. Which job skills can boost a Manager, Accounting salary at Renault Finance SA?
Accounting, Accounts Payable and Accounts Receivable are key to a Manager, Accounting job at Renault Finance SA. Possessing these skills could lead to a higher salary. You can learn and develop high income skills now if you’re looking for a position at Renault Finance SA.
5. What is the lowest salary at Renault Finance SA?
The lowest paying job at Renault Finance SA is Allocation Analyst with an annual salary of $78,423 or an hourly rate of $52.
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https://www.detroitnews.com/story/business/2019/10/17/renaultl-strategy/40334899/
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Renault CEO signals new strategy reset to get carmaker back on track
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[
"Ania Nussbaum, The Detroit News"
] |
2019-10-17T00:00:00
|
Renault SA interim Chief Executive Officer Clotilde Delbos called into question the strategic road map meant to carry the French carmaker through 2022
|
en
|
Bloomberg
|
https://www.detroitnews.com/story/business/2019/10/17/renaultl-strategy/40334899/
|
Within a week of taking the helm, Renault SA interim Chief Executive Officer Clotilde Delbos called into question the strategic road map meant to carry the French carmaker through 2022.
In a video address to employees Tuesday, Delbos said Renault will review the plan because the market has changed since it was unveiled two years ago.
“Unfortunately the situation hasn’t improved during the summer and we need to put Renault back on track,” she said in the session viewed by Bloomberg News. “We need to adjust the strategy.”
Delbos isn’t wasting any time after being named temporary CEO on Friday following the board’s dramatic ouster of Thierry Bollore. By putting the six-year “Drive the Future” strategy under review, she’s taken on part of the legacy of fallen leader Carlos Ghosn. At the same time, she may have burnished her own credentials as a contender to stay on in the top job.
“We need to make some choices,” Delbos said, pointing to Renault’s negative cash flow in the first six months of the year and relatively high spending on research and development and investment. She also called for greater honesty and transparency within the company.
A spokeswoman for Renault declined to comment on internal company communication.
Ghosn unveiled the strategy with great fanfare in October 2017, pledging to expand Renault’s global reach, deepen operational ties with Japanese partner Nissan Motor Co. and improve profitability. In parallel, the French carmaker would invest in electric and autonomous vehicles, he said.
Delbos told employees the plan might be too tall an order in the midst of a downturn in the global auto market. She was flanked by her two deputies, Jose-Vicente de Los Mozos and Oliver Murguet.
Renault took a hit in the first half of 2019 from Nissan’s poor results and a slowdown in emerging markets like Turkey and Argentina. The French automaker owns 43% of the Japanese company, which is smarting from slumping U.S. sales and aging vehicle models.
While Renault cut its revenue target for this year, it stuck to its profit outlook. Delbos, who is chief financial officer, is readying to publish third-quarter revenue Oct. 25. MainFirst analyst Pierre-Yves Quemener expects the number to be marginally down at 11.4 billion euros ($12.7 billion) due to lower European and Renault-brand sales.
Delbos brushed aside the question of whether she wanted to remain CEO at a press conference on Friday. At least one headhunter was hired to conduct the search, which is focusing on candidates from outside the company, according to a person familiar with the matter.
Since Ghosn’s arrest in Tokyo last November on allegations of financial crimes — which he has denied — Renault and Nissan’s alliance has nearly come unraveled. Renault Chairman Jean-Dominique Senard has pushed for a merger Nissan didn’t want, and then pursued talks to combine with Fiat Chrysler Automobiles NV without telling its partner. Those talks collapsed in June.
Delbos reiterated Senard’s stance that the Franco-Japanese alliance needs to be fixed before any combination with Fiat could be rekindled.
“If there is a way to revive it, of course we would be interested, but first we need to take care of ourselves and the alliance,” she said.
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https://www.ft.com/content/504e1682-9e76-11e9-9c06-a4640c9feebb
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en
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Subscribe to read
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Then €69 per month. Complete digital access to quality FT journalism on any device. Cancel anytime during your trial.
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https://www.wsws.org/en/articles/2024/06/14/sabo-j14.html
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en
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Strike at Renault in Brazil demands more jobs
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"Paraná",
"Renault",
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"auto workers"
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2024-06-14T00:00:00
|
The struggle of the Renault workers in Brazil unfolds in the context of the restructuring of the auto industry with a focus on electric and hybrid vehicles, leading to a jobs bloodbath internationally.
|
World Socialist Web Site
|
https://www.wsws.org/en/articles/2024/06/14/sabo-j14.html
|
Some 5,000 Renault workers at the Ayrton Senna Industrial Complex (CAS) in São José dos Pinhais, in the metropolitan region of Curitiba, in the southern Brazilian state of Paraná, are continuing their struggle in defiance of the union’s attempts to end the movement with a defeat.
Workers voted for a new 24-hour strike on June 11, just a week after the Metalworkers Union of Greater Curitiba (SMC) ended a 29-day strike.
At the time, SMC president Sérgio Butka said that the end of the strike was “a vote of confidence by the workers in the company,” which “committed itself to presenting a new proposal within 72 hours.”
The workers’ primary demand is the hiring of 300 workers to keep up with the intense pace of the production line. Throughout the strike, the company offered to hire 50 workers, and now, after the suspension of the strike, it offered 70, but this was again rejected by a mass assembly, resulting in a new walkout at the factory.
The workers had demonstrated dissatisfaction and anger with conditions at the company during the strike. They rejected the company’s proposal three times in a row. In addition to hiring, the movement is also demanding R$30,000 (US$5,600) in profit sharing (PS) and a 6.8 percent pay rise, compared to the R$25,000 (US$4,700) PS and just over a 4 percent pay rise offered by Renault.
Being overworked on the production line has caused workers to fall ill systematically. According to union data published on the Legislative Assembly of Paraná website, a thousand workers are currently on leave from the factory due to repetitive strain injuries.
Also, according to the SMC itself, evidence of the current intensity of work “is the worker engagement rate on the production line, which is at 95 percent, that is, within the work process, the worker has only 5 percent time to take a ‘breath.’”
The daily Bem Paraná reported that workers cannot leave the production line even for bathroom breaks. According to it, “Due to the lack of absentees, there are reports of workers having to wait up to 40 minutes to use the bathroom.”
With a daily output of around 800 vehicles, the plant stopped producing 15,545 vehicles during the strike. The movement also affected the Horse engine plant in the same complex as Renault, which has around 600 workers producing 900 engines daily.
To pressure the workers to return to work, Renault/Horse had cut their pay and had the support of the capitalist courts, which ruled the strike illegal.
In the first decision of the Regional Labor Court, on May 9, Judge Marco Antonio Vianna Mansur ordered an immediate return to work, stating that there was a “clear appearance of an abusive work stoppage” and imposing a daily fine of R$30,000 (US$5,600) on the union if it failed to comply with the decision. As the strike movement continued, on May 17, the Court increased the fine to R$100,000 (US$18,700).
The suspension of this fine was the union’s great “victory.” In ending the 29-day strike, the SMC claimed that the company “accepted the proposal to suspend the court injunction against the strike movement.”
The Renault plant in São José dos Pinhais currently has around 5,000 workers, 3,500 of whom are production staff and 1,500 management staff. That’s 2,000 fewer workers than in 2020 when a strike brought the plant to a standstill.
At the time, the workers were mobilizing against a mass layoff by the company. Even then, the workers told the WSWS that they were falling ill because of the intensity of the production line. They also denounced the company for trying to take advantage of the pandemic to “discard” employees with illnesses or injuries acquired at work.
The strike lasted for 20 days and even faced police repression. The movement ended with the union agreeing to reinstate some of the 747 dismissed workers on the condition that others would give up their jobs through a Voluntary Dismissal Plan.
The current condition of a reduced and over-exploited workforce is the product of a series of defeats led by the union, whose president, Sergio Butka, has revealed himself in recent years to be an essential player for capitalist interests in the region.
The role played by Butka and the SMC was exposed in a statement by the president of Renault in Brazil in December of last year when the company announced R$2 billion (US$370,000) in investments at the plant for the production of a “completely new” C-SUV with a hybrid engine.
According to the company’s website, “For this investment cycle, the conditions granted by the state of Paraná and the current collective agreement with the Metalworkers Union of the Metropolitan Region of Curitiba (SMC), representing Renault in Brazil, were critical.”
As well as being the president of the SMC, Butka is the president of the Metalworkers Federation of Paraná (Fetim) and of the Força Sindical in Paraná. Força Sindical is the country’s second largest trade union federation. While having around 1,700 affiliated unions, its job is to keep workers divided in each of these unions, blocking the unification of their struggles nationally and internationally.
Renault is a French company with plants worldwide and is part of an international race for profits amid a restructuring of the auto industry with a focus on electric and hybrid vehicles. This restructuring has been carried out through a jobs bloodbath internationally.
It is in this context that the struggle of the workers at Renault in Brazil has unfolded. The movement for more jobs at Renault cannot be taken forward by Butka and the SMC. This movement requires the political independence of the workers from the union bureaucracies and the capitalist state, as well as an international orientation, which addresses workers in other factories not only in Brazil but around the world.
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https://kaizen.com/insights/kaizen-project-renault-dealerships/
|
en
|
KAIZEN™ In Renault Dealerships
|
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[
"Sara Azevedo"
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2023-09-15T10:21:33+00:00
|
Discover how Renault implemented a culture of continuous improvement in dealerships to achieve operational excellence and customer satisfaction.
|
en
|
https://kaizen.com/insights/kaizen-project-renault-dealerships/
|
The Company
Renault, a trailblazer in the automotive sector, has been revolutionizing mobility for over a century. Established in 1899 by Louis Renault in France, the company has consistently pushed the boundaries of innovation, driving the industry forward with sustainable technologies and solutions.
At its core, Renault’s business model revolves around delivering an expansive array of automotive products and services. The group boasts a broad range of vehicles tailored to meet the diverse preferences of their clientele.
In this article, we will delve into the transformation journey of Renault’s dealerships and workshops, fostering a culture of continuous improvement, and shed some light on the outcomes achieved.
Renault and Continuous Improvement
Over the years, Renault has acknowledged continuous improvement as a pivotal force in propelling both innovation and process improvement. The company has embraced this philosophy at different levels of the organization and in various departments and areas.
Implementing a culture of continuous improvement has allowed Renault to optimize operations, striving for excellence across the whole business and engaging its entire workforce in this process. As a result, Renault has reaped a plethora of positive outcomes.
This article will delve into the strategies and initiatives championed by Renault’s dealerships and workshops in France and share the results achieved thanks to the CI approach. Join us on this journey focusing on the after-sales transformation, seeking operational excellence and increased customer satisfaction.
The Approach
Since 2019, the Kaizen Institute has supported Renault’s quest for continuous improvement. Today, over 170 French dealerships are using KAIZEN™️ methodologies in their after-sales services. Find out more about the KAIZEN™️ initiatives rolled out and the results achieved.
Daily KAIZEN™ – Streamlining Team Management
Daily KAIZEN™ is an approach that provides leaders with the tools to manage and organize their teams day after day effectively. The aim is to ensure alignment between performance and objectives, enhance responsiveness to deviations, and optimize the time spent discussing improvement opportunities.
This approach includes regular meetings between leaders and their teams. Performance metrics, work planning, and team improvement activities are reviewed during these sessions. A table is used to present this information.
At Renault dealerships, this sharing ritual happens every morning, lasting approximately five minutes and marking the day’s onset. Priorities, workshop quality, and performance are the central topics of discussion. These meetings do evolve over time, constantly improved based on team insights.
Within the dealerships, the team board houses information such as the quality and communication plan, daily plan, and vehicle tracking, among other relevant data. Quality metrics and business volume are closely monitored, coupled with 5S and an action plan.
Implementing Daily KAIZEN™ has resulted in a significant transformation. Communication between the customer-facing front office team and the production-oriented back office improved significantly. All employees also had a greater awareness of the activities carried out in the workshop.
Realigning the flow of information between various departments was also a focal point, resulting in more transparent communication about tasks at hand and improved task monitoring.
Overall, the rollout of Daily KAIZEN™ at Renault has made a substantial impact, championing continuous improvement and fostering a more efficient and collaborative work culture.
Upselling – Encouraging Additional Sales
In a fiercely competitive market, customer loyalty is paramount. To achieve this, meeting client expectations and anticipating their needs is essential. They offer solutions to issues that clients might not have considered but ensure the proper maintenance of their vehicles benefits both the customer and dealership. The need for this workshop arose during the KAIZEN™️ diagnosis, sparking a focus on upselling.
Upselling initiatives involve inspecting vehicles using a checklist, emphasizing specific elements like tires, rims, windshields, and the overall body condition. The customer reviews the proposed course of action for the vehicle, deciding whether to proceed with additional tasks.
Since launching this workshop at the Renault Issoire dealership, the average basket value has surged from €328 to €382 – a €50 increment per customer. The “Challenge Performance Atelier,” a quarterly challenge set by the manufacturer to boost parts sales at dealerships, witnessed a 140% hike since 2019, thanks to mechanics’ dedication to inspecting vehicles.
Front-Back – Organizing the Front-Back and Leveling the Workload
Delivering excellent service requires meticulous attention to customers and their vehicles. The receptionist’s role is crucial in managing the customer’s journey, from vehicle reception to return, ensuring a methodical, courteous service aligned with the manufacturer’s standards. Meanwhile, the production manager needs to oversee workshop planning, ensuring both the set deadlines and work quality are met.
At the Renault Angoulême dealership, following a diagnostic phase with the local team, the reception area showed apparent signs that it needed reorganization. The workload was unevenly distributed throughout the day. Implementing this workshop balanced morning and afternoon appointments at consistent 15-minute intervals. The tracking of work progress by receptionists did not match actual progress, impacting quality, as customers were not timely informed about delays, if any.
To ensure an adequate workload, the appointment load potential was updated. A loading board was introduced, allowing a quick and clear view of the available mechanics. Additionally, a visual loading board was created, giving a rapid glance at availability to work with the vehicles on a given day. This board is complemented by another one indicating the work status. Both are updated throughout the day by the Production Manager, allowing the receptionist to keep clients informed about their vehicle repair status.
The front-back organization workshop not only optimized workload and deadlines but also enhanced productivity by 4 points and improved client satisfaction (NPS) by 4 points.
Parking Organization – Optimizing Parking Areas
Parking can be a source of customer stress and a productivity drain for employees. In this sense, having a well-organized car park at the dealers is essential. After the KAIZEN™️ diagnosis at the Renault Calais dealership, improvement opportunities were identified in terms of time savings for teams, parking accessibility, and enhancing customers’ well-being.
Straightforward solutions were devised: sizing the number of parking spots based on service (mechanics, Renault Minute, bodywork, new and used vehicles) based on the number of customers per day and tagging vehicles and key holders with service-specific colored cards. This system allows for swift identification of a vehicle’s designated service.
Following the workshop’s implementation, locating keys and parking became effortless, resulting in time savings. Optimizing parking areas yielded significant benefits, including enhanced efficiency, improved work time, and decreased customer and employee parking-related insatisfactions.
Standardization – Streamlining Processes to Enhance Client Experience
Ensuring process consistency and stability is paramount for any organization. Standards uphold consistency, serve as benchmarks for identifying deviations, ensure knowledge preservation, facilitate team training and versatility, and form the foundation for audits.
With the introduction of KAIZEN™️ at the Renault Verdun dealership, one of the first improvements was employing a load board to monitor processes. A tool was also designed to track mechanics’ productivity, allowing them to view their daily productivity, along with the team’s, during the Daily KAIZEN™ session and track their monthly progress. Every tool developed comes with a standard to make it easy to use.
After a 12-month follow-up, the indicators skyrocketed: productivity soared by 22 points, the average basket increased by €111, and the Net Promoter Score (NPS) rose by 10 points compared to the previous year. These positive outcomes underline the significance of standardization in process improvement and achieving great results.
Quality – Promoting Excellence
Ensuring quality at every step of the customer journey — a process outlined by Renault’s standards — is imperative. During the diagnostic phase at the Renault Saint-Etienne dealership, a significant improvement opportunity was identified due to the non-compliance with the standards set for the customer journey. This was adversely impacting the workshop’s NPS score.
To address this, reimplementation and consistent monitoring of the customer journey standards were reintroduced into the daily tasks of the receptionists. Subsequently, a checklist was created to embed quality controls, ensuring they are applied to all the mechanical interventions.
The customer journey steps were tailored for the Saint-Etienne dealership using Renault’s standards. A designated parking area was established for customer reception, ensuring they always find a spot upon arrival. Quality control was also reinforced through a checklist completed by the employee responsible for vehicle cleaning, guaranteeing that vehicles are returned in pristine condition.
Key performance indicators showed significant progress, especially the NPS score, which surged by 23 points in 12 months, moving from 56 to 79. The rate of return visits due to complaints plummeted by 50%. Such outcomes show the positive impact of the KAIZEN™️ improvement project on the quality of services the dealership offers.
“Jockey” – Efficiently Allocating Resources
In an ever-evolving sector, organizational stability and efficiency are paramount. Hence, maximizing the added value of specialized/technical labor by focusing on core tasks is essential. Introducing a team member to handle non-technical yet crucial duties proves advantageous. This employee is part of the after-sales team and is managed by the production manager.
Upon initial assessment, a substantial loss of time was noticed in vehicle preparations and tasks undertaken by mechanics, electromechanics, and cotech technicians. Implementing the “jockey,” responsible for non-technical duties (like cleaning the vehicle and managing its movements within the dealership’s boundaries), enabled freeing up the technical workforce for high-value tasks. This shift was well received, leading to productivity gains and customer satisfaction.
Implementing this workshop allowed mechanics and technicians to focus on critical tasks, boosting their capacity to service more vehicles daily and ensure timely completion. This strategy led to a 9-point surge in productivity, a 17% revenue increase, and a 25% drop in return visits at the Renault Dijon mechanical workshop.
Workload Planning – Maximizing Planning Efficiency
The efficient operation of a workshop is directly linked to its management, taking into account the technical diversity of operations. Understanding the capacity of each specialization is key, and planning should be accessible, visible, and depicted on a dynamic physical or digital board.
During the diagnostic phase at the Renault Courbevoie dealership, workload planning issues were identified, especially in the highly technical areas. Teams grappled with challenges like workload surges, leading to customer dissatisfaction and communication barriers between the front and back-office teams. To address these issues, the workload board was redesigned to foster communication across both teams. The customer appointment load was redefined based on intervention types to prevent team overloads. Vehicles were color-coded, denoting whether they were being worked on (green), awaiting approval (red), or had parts waiting to arrive (blue). Additionally, color codes were used to track progress and update customers in real time.
These improvements resulted in significant benefits for the Renault Courbevoie dealership, including a 5% rise in team productivity, a 7% increase in vehicles serviced, and a 10% quality boost. The improvements helped establish a robust workshop structure, better communication across different departments, involve all employees, and, most importantly, escalate productivity and customer satisfaction.
Pre-picking – Optimizing Order Preparation
Typically, the workshop stands as the dealership store’s primary client in terms of volume, loyalty, and transportation cost savings. Consequently, synergy between services is vital for seamless operations. Delays in preparation and part unavailability lead to time losses for staff, customer service delays, revenue reduction, and even dissatisfaction. Adequate anticipation and planning increase business, efficiency, staff comfort, and a more gratifying customer experience. Pre-picking plays a pivotal role.
Pre-picking is an advance order process for parts. This system was introduced to correct out-of-stocks in the workshop and communication gaps between the warehouse and the workshop.
In the project’s initial phase at the Renault Marmande dealership, 10 columns were established, each associated with a number from 0 to 9. Every advanced parts preparation was placed in a box, labeled with the repair order number. The last digit corresponds to the column where the box was positioned. Additionally, to ensure there are no parts swaps or anyone taking the wrong box, each carries a copy of the warehouse request, quickly identifying parts linked to the repair order.
In the subsequent phase, carts containing ordered parts were prepared and adjusted by pickers when needed. This approach distributed their workload throughout the day, fostering greater flexibility and warehouse organization enhancing staff comfort. Furthermore, the box system eases order tracking and upselling by increasing parts availability. Production teams also save time every day as they no longer wait for parts preparation and delivery. The boxes are placed in the warehouse, next to their workstations.
In a nutshell, implementing pre-picking at the Renault Marmande dealership significantly reduced mechanic wait times, anticipated stock shortages, and enhanced customer satisfaction. It fostered better organization, communication, and cooperation between the store and workshop, resulting in substantial quality and revenue gains.
5S Workshop – Organizing Workspaces
The 5S is an approach to manage and organize the workplace. They consist of a set of five steps, with each “S” denoting a Japanese term associated with organization and discipline: SEIRI (Sorting), SEITON (Set in order), SEISO (Shine), SEIKETSU (Standardize), and SHITSUKE (Sustain). The 5S became one of the KAIZEN™️ project’s primary focuses within Renault dealerships. The aim was to improve workstations, ensure work quality and efficiency, and foster a better environment for employees and customers.
Implementing the 5S starts with a pilot. Later, the finalized model is planned for replication across the remaining workshop zones. A leader and a team are designated for each zone, with a set deadline for completing the 5S in stages. With this strategy, there is no need to halt production for an extended period to conduct a workshop, which should be part of the team’s daily routine.
Thanks to the collective commitment of the Renault Nantes Rezé dealership team, the 5S routine was consistently integrated into the company’s daily operations. The receptionists and the director also embraced the workspace organization concept.
Regarding the 5S implementation outcomes at this dealership, there was a reduced waiting time for borrowing tools amongst peers, parts exchanges, orders, and warehouse communication. Organization fostered efficiency in all employee’s daily tasks.
In summary, the 5S implementation significantly impacted the quality, efficiency, and motivation of the employees. A continuous commitment to the 5S as a daily practice ensures these benefits endure over time.
Results
The KAIZEN™️ project yielded considerable quality, efficiency, and customer satisfaction improvements. Renault optimized its operations by adopting a philosophy of continuous improvement within its dealerships, propelling excellence throughout every business aspect.
Here are some quantifiable results achieved by the Renault dealerships and workshops mentioned in this article, throughout their continuous improvement journey.
Daily Management
Mechanical Workshop KPIs Evolution – Maintenance/Wear: 83.3% NPS
Productivity Increase: +8.1 points
Increase in Revenue per Hour: +29.5%
Upselling
NPS Evolution: +4 points
Average Basket Increase: + €50/transaction
Front-Back
Mechanical Productivity Evolution: + 4 points
Mechanical NPS Evolution: + 4 points
Parking Lot Organization
Productivity Evolution: +12 points
Standardization
Productivity Evolution: +22 points
Average Basket Evolution: + €111/transaction
Quality
Customer Return to Dealership Due to Issues: -50%
The “Jockey”
Productivity Evolution: +9 points
Business Volume Evolution: +17%
Defects Evolution: -25%
Workload Planning
Productivity Evolution: +5 points
Business Volume Evolution: +5%
Paid Workshop Entries Evolution: +7%
Pre-Picking
Paid Entries per Hour of Presence: +7.2 points
Business Volume – Paid Replacement Parts: +16.5%
5S Workshop
Productivity Increase: +6 points
DQA Audit Score: +96%
Conclusion
The KAIZEN™️ project within Renault’s dealerships and workshops in France led to significant improvements in quality, efficiency, and customer satisfaction. Renault and its dealership network acknowledged the significance of continuous improvement, incorporating this philosophy throughout the organization, with over 200 dealerships in France already rolling it out.
Through practices like Daily KAIZEN™️, Upselling, Front-Back Enhancement, Parking Lot Organization, Standardization, Quality Assurance, “Jockey” introduction, and Workload Planning Optimization, Renault streamlined operations and fostered a more efficient, collaborative work culture.
The initiatives resulted in tangible improvements including better productivity, high average sales figures, improved NPS, and expanded business volume. Moreover, there was a decrease in customer complaints, loss of time, and operational failures.
The KAIZEN™️ project within Renault’s dealerships and workshops in France showcased its potential to achieve excellence, increase service quality, escalate operational efficiency, and amplify customer satisfaction. Renault will keep embedding continuous improvement into its organizational fabric, championing excellence across all operational areas.
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https://www.renaultgroup.com/en/our-company/
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en
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About our Group
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Find all information about Renault Group: employees, key figures, brands, etc.
|
en
|
/apple-touch-icon.png
|
https://www.renaultgroup.com/en/our-company/
|
About us
Renault Group is at the forefront of a mobility that is reinventing itself. Strengthened by its alliance with Nissan and Mitsubishi Motors, and its unique expertise in electrification, Renault Group comprises 4 complementary brands – Renault, Dacia, Alpine and Mobilize – offering sustainable and innovative mobility solutions to its customers.
Discover the section About us
Innovation
We are working on four major areas of innovation in order to develop the mobility of the future. Learn more!
Discover the section Innovation
Commitments
Renault Group’s commitments to ESG – Environment, Social/Societal and Governance – are at the heart of the company’s strategy, its businesses and its brands. Find out more about our vision and our actions.
Discover the section Commitments
|
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https://www.zippia.com/renault-winery-careers-547571/demographics/
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en
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Renault Winery Resort Number of Employees, Statistics, Diversity, Demographics, and Facts
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2022-03-25T02:00:00-08:00
|
Renault Winery Resort have 350 employees. Learn more about the Renault Winery Resort's demographics and statistics by exploring diversity metrics and key facts about the company.
|
en
|
/ui-router/images/favicon.ico
|
https://www.zippia.com/renault-winery-careers-547571/demographics/
|
Zippia gives an in-depth look into the details of Renault Winery Resort, including salaries, political affiliations, employee data, and more, in order to inform job seekers about Renault Winery Resort. The employee data is based on information from people who have self-reported their past or current employments at Renault Winery Resort. The data on this page is also based on data sources collected from public and open data sources on the Internet and other locations, as well as proprietary data we licensed from other companies. Sources of data may include, but are not limited to, the BLS, company filings, estimates based on those filings, H1B filings, and other public and private datasets. While we have made attempts to ensure that the information displayed are correct, Zippia is not responsible for any errors or omissions or for the results obtained from the use of this information. None of the information on this page has been provided or approved by Renault Winery Resort. The data presented on this page does not represent the view of Renault Winery Resort and its employees or that of Zippia.
Renault Winery Resort may also be known as or be related to Renault Winery, Renault Winery Inc, Renault Winery Resort, Renault Winery Resort & Golf, Societe Renault Freres and Renault.
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https://www.brandnav.io/reports/platforms/prom/
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en
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Websites using prom (July 2024)
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Download a list of all websites using prom with email and phone number. Grow your business with full reports that include 30+ qualification metrics such as social media followers, product price, monthly sales revenue and much more.
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en
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/favicon.ico
|
Websites using prom (July 2024) - BrandNav
|
https://brandnav.io
|
1furnitura-ua.comHome & Garden Accessories$ 178,884[email protected]
+380 50 538 4284 and 1 more +380 96 737 5410
46,3242agrolavka.com.ua
Agriculture & Forestry and 1 more Gardens & Yards
$ 163,329[email protected]+380 68 325 4505Kyiv1,7223camforma.com.ua$ 156,654[email protected]+380 63 234 1361Vinnytsia5,6844shinshilka.uaPets & Farm Animals$ 156,286[email protected]
+380 67 149 9980 and 9 more +380 57 766 0138,
+380 57 766 7208,
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+380 57 782 2402,
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+380 57 782 5667,
+380 57 782 8305,
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+380 57 766 0127
4,4345instrument-tsentr.com.uaHome Repair & Construction$ 155,552+380 95 706 52363936klioma-servise.in.ua
Gardens & Yards and 1 more Agriculture & Forestry
$ 155,552[email protected]
+380 50 168 1408 and 1 more +380 98 955 3536
7firednepr.comHome & Garden Accessories$ 148,821[email protected]+380 68 230 48863,4618radiostore.com.uaElectrical Accessories$ 147,774[email protected]
+380 66 178 2889 and 1 more +380 67 140 0156
3759elnik.com.uaHome & Garden Accessories$ 147,774
+380 67 503 8212 and 1 more +380 98 627 7012
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+380 66 987 7100 and 1 more +380 63 615 2525
41314kievsat-shop.com.ua$ 140,988
+380 97 755 3005 and 2 more +380 44 599 0341,
+380 95 661 5599
22115fishermen-shop.com.ua$ 140,649[email protected]34,92916shock.org.uaHome & Garden Accessories$ 139,996[email protected]
+380 44 393 7550 and 2 more +380 96 931 8769,
+380 99 444 2260
23,54817feyeriya-aromativ.com.ua$ 139,996[email protected]
+380 95 450 3432 and 2 more +380 800 300 545,
+380 800 500 609
4,03918vps-vape.com.ua$ 139,996[email protected]+380 97 625 4757Kyiv3,53019bulatochka.com.uaGardens & Yards$ 139,335+380 99 642 397924,70020zapara.com.ua$ 139,005[email protected]
+380 96 799 0855 and 3 more +380 3602 02360,
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11421auto-mechanic.com.uaAutomobiles & Parts$ 135,966[email protected]1,15122zirkova.com.ua$ 132,219[email protected]+380 67 688 147710,14223agro-landing.com.ua
Agriculture & Forestry and 1 more Gardens & Yards
$ 132,219+380 96 003 545424erg.com.uaComputer Accessories Broad$ 131,594
+380 68 868 3011 and 1 more +380 97 620 1620
1,39025sham-textile.com.ua$ 131,594[email protected]
+380 95 920 3040 and 2 more +380 97 920 3040,
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1,55626donna-misteriosa.comClothing Broad$ 128,849[email protected]+380 98 970 51704527naidideshevle.com.ua$ 128,235[email protected]+380 68 934 111228soulbooks.com.ua$ 127,086[email protected]3,651297sotok.com.ua
Chemicals and 1 more Home & Garden Accessories
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+380 50 065 9943 and 1 more +380 66 625 0606
31million-nails.com.uaSkincare & Cosmetics$ 124,441[email protected]+380 93 999 9922Odesa2,28132zadeshevo.com.ua$ 124,441[email protected]+380 96 153 3331Kyiv44733best-home-goods.com.ua$ 124,441[email protected]+380 67 999 56221,03634eco-sadyba.com.ua$ 124,147+380 63 039 93902,15035ogorod.net.ua$ 123,853+380 50 558 126264,50036big-catch.com.ua$ 119,143[email protected]+380 67 311 771037zahid-agromiks.com.ua$ 118,317[email protected]+380 352 433 59338aumi.ua$ 116,664[email protected]+380 50 050 403837,21139spektrumix.com$ 116,664[email protected]+380 50 302 42119,26340ukryarmarka.com.ua$ 116,664
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+380 48 735 7280 and 4 more +380 67 780 3467,
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Beverages and 1 more Home & Garden Accessories
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14,90575prohouse.com.ua$ 102,541[email protected]
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Odesa76autosklad.netAutomobiles & Parts$ 102,541[email protected]
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77n-knigi.com.ua$ 102,541[email protected]+380 93 758 763678fashion-girl.uaWomen's Apparel$ 102,541
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79repairkit.com.ua$ 101,825
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80tricotaj-poltava.com.ua$ 101,108
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24,60981rukodelniy-sunduchok.com.ua$ 101,108[email protected]7,92082asiasecret.com.ua$ 101,108+380 93 985 30403,14183timofei.com$ 101,108
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1,22784imperia-kamney.com$ 101,108+380 98 555 693389585bf-logistic.com.ua$ 101,108[email protected]86openl.com.ua$ 101,108+380 68 017 853387xtarget.com.ua$ 101,108[email protected]
+380 68 922 1988 and 1 more +380 93 674 0925
88strodo.com.ua$ 101,108[email protected]+380 98 200 262689armeyka.com.uaClothing Broad$ 101,108[email protected]
+380 73 483 0459 and 3 more +380 96 456 0333,
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90radio-product.com.uaConsumer Electronics$ 101,108[email protected]+380 67 670 258691hydro-maximum.com.ua$ 101,108[email protected]+380 97 133 997792utcakpp.com.ua$ 101,108
+380 67 505 2468 and 4 more +380 67 842 2424,
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45693domoluxshop.net$ 101,108[email protected]+380 63 608 052594bahily.com.ua$ 100,631
+380 63 625 0161 and 3 more +380 800 359 513,
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4,89295megapega.com.ua$ 100,631+380 68 915 063768296sloyik.com.ua$ 100,631+380 95 195 717297masterok-key.com.ua$ 94,653[email protected]+380 66 283 444398online-marketlviv.com.ua$ 93,992
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9,24999alfa-coffee.com.uaBeverages$ 93,992193100all-electro.com.ua$ 93,992[email protected]187101vitamins.in.uaSkincare & Cosmetics$ 93,331[email protected]7,400102tagore.com.ua$ 93,331
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+380 68 382 72212,248103garden.ua$ 93,331+380 96 705 3223104artstory.com.ua$ 93,331+380 93 567 19741,945105agrodia.shop$ 93,331[email protected]
+380 44 228 1731 and 1 more +380 50 307 1905
446106notre.com.ua$ 93,331[email protected]+380 67 163 5353107tehremont.xyz$ 93,331[email protected]
+380 63 358 0177 and 1 more +380 66 797 8946
108optmaster.com.ua$ 92,89011,020109rozina.com.ua$ 92,890[email protected]
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7,393110tet-textile.com.ua$ 92,890[email protected]
+380 73 020 9009 and 2 more +380 66 887 2007,
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Odesa1,093111agrosupermarket.com.ua$ 92,890[email protected]+380 66 446 618814112strekozzza.com.ua$ 89,044+380 95 593 29441,893113merezhka.com$ 86,765
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114zavod-teplic.com.ua$ 86,765+380 98 109 0015Kyiv115livelyshop.com.ua$ 86,159[email protected]
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116lulka.net$ 86,159[email protected]+380 97 306 1676117medteh-ua.com$ 86,159+380 97 078 4778118caseshop.com.ua$ 85,553[email protected]76,224119avenir4you.com.ua$ 85,553+380 68 355 09252,202120paketshop.com.ua$ 85,553
+380 93 253 1120 and 1 more +380 99 727 4844
74121fammy.com.ua$ 85,553[email protected]+380 67 408 6778122resserve.com.ua$ 85,553[email protected]+380 99 270 2229123elasto.com.ua$ 85,553
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124kondratiuk.com.uaFashion Accessories$ 85,553[email protected]+380 63 111 0055Kyiv125detskaya-skazka.com$ 85,553[email protected]
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126notebookcell.com.ua$ 85,553[email protected]
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127memory-store.com.ua$ 85,553[email protected]+380 63 252 8557128gefestplus.com$ 85,553+380 67 809 6674129tehno-bazar.com$ 85,553+380 50 945 1704130remkit.pro$ 85,553[email protected]
+380 95 216 9328 and 1 more +380 3110 00294
131shoptkani.com.ua$ 85,149
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9,670132metrtkani.com
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135vojak.com.ua$ 85,149[email protected]+380 96 993 3713136lkm.kiev.ua$ 85,149[email protected]+380 63 376 3713137jlady.net$ 82,184138fd24.com.ua$ 78,878139tovara.net$ 78,878+380 93 553 1121140balsad.com.ua$ 78,327141print-market.com.ua$ 78,327142good-choise.com.ua$ 78,327[email protected]143hydromarket.com.ua$ 78,272[email protected]
+373 22 123 105 and 1 more +380 95 007 1049
Vyshneve4,840144agronom.es$ 77,776[email protected]493145lightmarket.com.ua$ 77,776[email protected]+380 97 314 9030146kvadratniymetr.comHome Repair & Construction$ 77,776+380 93 554 3455147fonariki.com.ua$ 77,776+380 97 912 9354148baushop.com.ua$ 77,776
+380 97 603 4828 and 1 more +380 50 001 2000
149resteq.com.uaInnovative Tech Solutions$ 77,776+380 96 114 8596150baton.ua$ 77,776
+380 97 048 4858 and 3 more +380 93 048 4858,
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151fresh.in.ua$ 77,776
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152semenyaka.com.ua$ 77,776[email protected]976153autorozborka.net$ 77,776[email protected]
+380 3197 91989 and 20 more +380 3198 21991,
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+380 72 011 2015,
+380 72 013 2017,
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154umnie-deti.com.ua$ 77,592+380 66 246 7822155sonicr.com.ua$ 77,408+380 96 061 0558243156stabitex.com.ua$ 77,408+380 99 601 4343157shinestyle.com.ua$ 77,408[email protected]+380 93 383 0192158supersumka.com.ua$ 77,408[email protected]
+380 44 233 3385 and 1 more +380 3334 02443
159poplavkov.net$ 77,408+380 66 527 0346160longnails.com.ua$ 75,844[email protected]+380 66 132 564217,550161smokegadgets.com.ua$ 75,770[email protected]+380 95 877 47973,366162vito.in.uaHome Furnishing & Decoration$ 75,320
+380 50 130 2447 and 1 more +380 96 475 9334
Dnipro1,427163armoline.com.uaClothing Broad$ 73,931[email protected]
+380 50 034 5015 and 1 more +380 97 616 8845
1,440164rds.com.ua$ 73,215[email protected]
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909165makelove.net.ua$ 71,493+380 97 990 08041,758166turbovent.com.ua$ 71,486[email protected]167goodsshop.in.ua$ 71,105[email protected]+380 66 507 37378,388168remsintez.com.ua$ 70,824[email protected]4,500169bronyman.com.ua$ 70,494170hvmarket.com.ua$ 70,494[email protected]
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171pozolotka.com.uaFashion Accessories$ 70,329[email protected]
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172territoriya-etno.com.ua$ 69,998[email protected]
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206173doktortoner.com.ua$ 69,998[email protected]
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90174parolab.com.ua$ 69,998[email protected]175oscar-gp.com$ 69,998
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1761stname.com.ua$ 69,998[email protected]
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177tyrfan-trade.com.ua$ 69,998+380 67 317 9749178sdvu.com.ua$ 69,998+380 98 173 3117179vn-opt.com$ 69,998+380 99 608 8705180bystik.net$ 69,667[email protected]
+380 63 100 3937 and 1 more +380 67 992 3940
67181dekor-tekstil.com$ 69,667
+380 93 775 5897 and 1 more +380 97 106 2174
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+380 93 646 4200 and 1 more +380 67 240 8259
2,833183compbest.com$ 68,353[email protected]
+380 68 506 8388 and 1 more +380 800 750 997
17,458184omoda.com.ua$ 68,172[email protected]+380 68 364 89487,800185agrosever.com.ua$ 67,206[email protected]
+380 67 387 0683 and 2 more +380 95 419 3268,
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2,650186ru4ki.com.ua$ 66,442[email protected]
+380 66 794 9478 and 1 more +380 97 100 0950
36,794187lestorg.org.ua$ 66,326
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494188euro-car-parts.com.uaAutomobiles & Parts$ 66,286[email protected]
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503189semsad.com.ua$ 65,970+380 66 839 523120,945190alkamebel.com.uaHome Furnishing & Decoration$ 65,930[email protected]+380 67 549 639927,627191favorit-td.com.ua$ 65,892[email protected]
+380 800 304 455 and 2 more +380 67 520 4448,
+380 50 002 5000
7,482192livolo.kiev.ua$ 65,807[email protected]
+380 44 232 3992 and 1 more +380 98 700 5007
5,652193polomarket.com.ua$ 65,789[email protected]
+380 67 245 3333 and 4 more +380 67 533 3775,
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1,054194bestprint.ua$ 65,711+380 67 325 9100597195dental-group.com.uaDental Care$ 65,650[email protected]
+380 67 336 2323 and 2 more +380 97 794 6424,
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13,577196autoreg.com.ua$ 64,852
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24,886197pravpochta.com.ua$ 64,852[email protected]
+380 50 903 3511 and 2 more +380 67 594 7957,
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2,411198garant-master.com.ua$ 64,829
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693199korea-butik.comSkincare & Cosmetics$ 64,699[email protected]+380 99 309 8593Kyiv5,291200mahovyk.com.ua$ 64,579[email protected]+380 67 323 83851,490201top-device.com.ua$ 63,818[email protected]+380 93 781 10562,013202avtostarter.od.ua$ 63,783[email protected]+380 50 402 2722790203domovichok.net$ 63,683[email protected]+380 66 313 92423,537204profsalon.com.ua$ 63,669[email protected]+380 98 884 56132,251205ukrvet.com.ua$ 63,102[email protected]206batareechka.com.ua$ 63,102207darius-shop.comGames for Kids & Adults$ 62,734[email protected]+380 68 057 2223Kyiv5,046208presstochka.com.ua$ 62,696[email protected]+380 98 686 2310209isolon-west.com.ua$ 62,220158210longrun.com.ua$ 62,220[email protected]+380 800 359 376211magnetron.com.ua$ 62,220[email protected]212kuzovparts.com.ua$ 62,220
+380 63 688 6054 and 1 more +380 5201 22018
213boetc.com.ua$ 62,220214velomarket24.com.ua$ 62,220
+380 50 677 2228 and 1 more +380 68 202 0225
215sergant.com.ua$ 62,220216tukva.in.ua$ 62,220+380 67 544 3848217kot555k1.net$ 62,220+380 63 863 4350218pkk.com.ua$ 61,926
+380 50 729 9583 and 2 more +380 93 004 3534,
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219green-estate.com.ua$ 61,926[email protected]220buyself.com.ua$ 61,604[email protected]+380 67 339 613126,855221decolux.in.uaHome Furnishing & Decoration$ 61,565[email protected]
+380 50 926 9888 and 1 more +380 68 700 9888
228222mpr-kip.com$ 61,068+380 95 638 7441Kyiv5,030223wagner.org.ua$ 61,032
+380 66 972 1295 and 1 more +380 67 621 1276
27,481224gool.com.ua$ 61,031
+380 66 783 7603 and 1 more +380 67 996 5265
379225energosave.in.ua$ 60,995[email protected]
+380 68 153 7303 and 2 more +380 96 153 7303,
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1,129226aquatehnica.com$ 60,857[email protected]
+380 50 013 1074 and 2 more +380 98 855 4477,
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321227capitalforpeople.com.ua$ 60,806[email protected]+380 93 088 0888928228kashtanua.com.ua$ 60,670[email protected]+380 97 690 0520Kyiv12,509229euromag.biz$ 60,219
+380 68 377 8855 and 1 more +380 68 577 8855
5,683230mazama.com.ua$ 60,142[email protected]+380 99 688 6922Kyiv235231edis.com.ua$ 59,298+380 96 390 7101724232raagro.com$ 59,035[email protected]+380 97 437 33931,244233slovak-mtz.com$ 59,014+380 98 395 6877234katrina-fashion.com$ 58,730[email protected]+380 95 494 2999Kharkiv11,508235pan-sportsmen.com.ua$ 58,366+380 96 327 44081,399236mycomfort.in.ua$ 57,406+380 95 648 1281975237ukrmedgarant.com.ua$ 56,912[email protected]
+380 67 463 7475 and 3 more +380 97 940 6498,
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12,282238demartik.com.ua$ 56,882[email protected]+380 95 765 6050274239ua-room.com$ 56,882[email protected]+380 67 398 6494Kyiv109240tvmusic.in.uaAutomobiles & Parts$ 56,871[email protected]+380 95 135 36359,029241zdraviya.com.ua$ 56,846[email protected]+380 50 775 213136,349242glossfire.in.ua$ 56,846[email protected]
+380 96 106 6470 and 1 more +380 97 194 5567
2,913243mp-rodzunka.com.ua$ 56,842[email protected]+380 97 908 60292,003244krasotainfo.com$ 56,834[email protected]
+380 63 920 4046 and 2 more +380 67 325 9129,
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2,432245magazinvkysa.com$ 56,831[email protected]+380 97 766 4418375246bebike.kiev.ua$ 56,822[email protected]+380 67 837 89981,640247coverphone.com.ua$ 56,821[email protected]
+380 50 599 2223 and 1 more +380 67 446 1013
16,027248ukrgabro.com$ 56,819[email protected]
+380 97 188 8837 and 2 more +380 67 209 0265,
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806249turboexpert.in.ua$ 56,818[email protected]
+380 67 908 0838 and 1 more +380 96 445 2507
1,100250licvidator.net$ 56,815
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+380 67 548 2088 and 1 more +380 95 514 1212
58,491251dekograd.com.ua$ 56,814
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+380 63 487 63881,995252super7svet.com.ua$ 56,814[email protected]+380 99 162 24261,840253zolotoyrybak.com.ua$ 56,511[email protected]
+380 50 137 0402 and 1 more +380 68 685 0702
1,661254tancy-vsem.com.ua$ 56,511[email protected]
+380 66 809 3175 and 1 more +380 50 557 7199
1,461255lezo.market$ 56,509[email protected]+380 93 960 333312,086256gardenwood.com.ua$ 56,507[email protected]
+380 63 848 3715 and 1 more +380 97 631 0087
1,672257shagayka-shoes.com.ua$ 56,505[email protected]+380 96 995 00629,635258diylab.com.uaElectrical Accessories$ 56,501[email protected]+380 63 989 6640686259style-shoes.mk.ua$ 56,485[email protected]+380 63 788 8309813260svarmaster.comIndustrial Materials & Accessories$ 56,475[email protected]+380 57 766 241712,100261danzo.in.ua$ 56,469[email protected]+380 99 388 402226,104262kshoes.com.ua$ 56,460[email protected]
+380 99 305 2245 and 1 more +380 5205 21438
1,753263mpr-lab.com$ 56,458[email protected]
+380 66 612 2259 and 2 more +380 93 106 7570,
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Kyiv5,030264modno.com.ua$ 56,425[email protected]
+380 93 984 1749 and 1 more +380 72 080 6131
6,391265kronor.com.ua$ 56,422[email protected]
+380 95 365 8110 and 1 more +380 96 041 7046
5,948266pro100remont.com.ua$ 56,406[email protected]+380 97 907 03011,077267mywish.in.ua$ 56,404[email protected]+380 73 499 65712,702268sport-store.com.ua$ 56,389[email protected]
+380 93 584 5907 and 2 more +380 95 616 9076,
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393269viva-art.com.ua$ 56,365[email protected]
+380 67 109 7786 and 2 more +380 93 512 7796,
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3,743270primaterra.uaHome Storage & Cleanliness$ 56,358[email protected]
+380 50 309 1033 and 1 more +380 68 197 6782
2,002271agroline.od.ua$ 56,339[email protected]
+380 50 495 6209 and 2 more +380 63 130 0333,
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1,586272aquastyle.od.ua$ 56,339[email protected]
+380 67 747 1383 and 1 more +380 97 214 6565
1,617273ktaping.com.ua$ 56,328[email protected]+380 93 498 88002,744274qitech.com.ua$ 56,314[email protected]+380 95 465 44772,294275soco-coxo.com.ua$ 56,302
+380 93 041 0990 and 2 more +380 96 457 1707,
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978276motoskarb.com.ua$ 56,281[email protected]
+380 93 263 1914 and 1 more +380 99 486 4448
806277skif-turbo.com.ua$ 56,278[email protected]
+380 50 076 5657 and 1 more +380 96 044 2160
1,684278kamilleshop.com$ 56,263[email protected]+380 63 915 44971,698279100kg.com.ua$ 56,245[email protected]+380 68 386 0178Kyiv888280show-plus.net$ 56,239[email protected]
+380 67 167 8493 and 1 more +380 93 987 6069
927281labzona.com.ua$ 56,232[email protected]
+380 50 347 6639 and 1 more +380 50 595 6447
1,986282interbag.com.ua$ 55,637[email protected]+380 97 652 24901,0742837gnomov.com.ua$ 55,631[email protected]+380 93 540 795313,397284vkusnokhudey.com.ua$ 55,629[email protected]+380 68 952 463147,327285poliv-service.kiev.ua$ 55,624[email protected]+380 97 082 2608128286beautyprof.in.ua$ 55,623[email protected]+380 67 180 802866,433287i-shop.net.ua$ 55,619[email protected]+380 66 443 5283505288eleyus.com.uaHome Appliances$ 55,613
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+380 67 408 54989,430289fermerpro.com.ua$ 55,612[email protected]
+380 50 593 1610 and 1 more +380 68 398 4120
14,400290climateh.com.ua$ 55,611[email protected]
+380 50 667 1918 and 2 more +380 68 552 2799,
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3,449291sionlux.com.ua$ 55,609[email protected]+380 73 500 74621,181292promo-zp.com.ua$ 55,578[email protected]
+380 96 050 5566 and 1 more +380 50 425 5566
Zaporizhzhia423293mak-shop.com.ua$ 55,578[email protected]
+380 95 401 6436 and 1 more +380 97 410 3736
77,532294edburg-mebli.com.ua$ 55,574[email protected]
+380 44 221 1606 and 1 more +380 63 605 4050
576295anmir.in.ua$ 55,533[email protected]+380 95 795 5239296bestdent.net$ 55,532[email protected]+380 44 383 48413,473297energservisvp.kr.ua$ 55,520[email protected]
+380 50 555 4440 and 1 more +380 312 100 001
352298220ua.biz$ 55,504[email protected]
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1,115299trendy-lion.com.ua$ 55,502[email protected]+380 68 740 7020Kyiv548300fancyshop.in.ua$ 55,501[email protected]+380 63 208 25517,689301amelit.com.ua$ 55,475[email protected]+380 67 910 56025,638302ruba4ok-shop.com.ua$ 55,471[email protected]+380 97 745 4563Kyiv34,036303dimax-comfort.com.ua$ 55,470[email protected]+380 96 058 5858357304mir-stendov.com$ 55,469[email protected]+380 66 373 555013,855305obuvaika.com$ 55,461[email protected]+380 67 778 0584Kyiv6,480306ukrneon.biz$ 55,451[email protected]+380 73 735 8813Odesa999307commus.uaHome Furnishing & Decoration$ 55,429[email protected]
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540308agcdnepr.com.ua$ 55,425[email protected]
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927309scuba.in.ua$ 55,424[email protected]
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809310dekora-group.com.ua$ 55,422[email protected]+380 97 925 4756354311ip24.com.ua$ 55,419[email protected]+380 96 510 54604,951312magsmak.com.ua$ 55,414[email protected]
+380 96 535 3726 and 2 more +380 95 670 6024,
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2,445313outlander.com.ua$ 55,411
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1,212314xn--d1absfibdw.xn--j1amh$ 55,405[email protected]+380 63 313 71372,282315teplo.kr.ua$ 55,399[email protected]
+380 50 909 9793 and 3 more +380 67 708 6445,
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937316fashop.com.ua$ 55,385[email protected]+380 93 369 491176,312317slingopark.com.ua$ 55,382[email protected]+380 50 418 354712,953318magrimar-dekor.com.ua$ 55,380[email protected]
+380 68 560 3626 and 2 more +380 66 831 2287,
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3,331319madeforlady.com.ua$ 55,372[email protected]
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1,508320thespiceroomshop.com.ua$ 55,364
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22,197321cosmocity.com.ua$ 55,339[email protected]+380 63 811 127117,241322garden-line.com.ua$ 55,2143236kilometr.com.ua$ 54,828[email protected]Odesa324kami.in.ua$ 54,760[email protected]+380 67 618 4408657325saunaplus.com.ua$ 54,747[email protected]+380 95 383 23941,027326goobkas.com$ 54,747[email protected]
+380 68 879 8540 and 1 more +380 99 129 5403
2,775327stepler.in.ua$ 54,739[email protected]
+380 63 429 5782 and 3 more +380 98 726 7976,
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1,360328kava-plus.com$ 54,725[email protected]+380 96 426 29137,645329plechiki-opt.com.ua$ 54,720[email protected]
+380 73 485 4141 and 1 more +380 95 485 4141
255330moderika.com$ 54,714[email protected]+380 99 141 00152,379331alucreator.com.ua$ 54,691[email protected]+380 3103 100101,329332lider-dnepr.proHome & Garden Accessories$ 54,679[email protected]
+380 50 926 5503 and 1 more +380 98 863 0305
997333pashmina.com.ua$ 54,678[email protected]
+380 67 346 4800 and 1 more +380 68 068 9535
25,492334vve.in.ua$ 54,661[email protected]
+380 97 188 2727 and 1 more +380 63 245 9781
Kyiv3,188335berryfruit.com.ua$ 54,650[email protected]+380 50 109 7466660336likehome.com.ua$ 54,647[email protected]
+380 67 549 1777 and 2 more +380 95 753 1953,
+380 50 554 2690
8,677337krok123.in.ua$ 54,646[email protected]
+380 800 339 753 and 3 more +380 93 299 2558,
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+380 97 299 2558
2,702338headlightuning.kiev.ua$ 54,636
E-mail and 2 more [email protected],
[email protected]
+380 63 682 7143792339listasad.com.ua$ 54,625[email protected]
+380 73 565 5580 and 2 more +380 97 045 7401,
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473340kramnicya.com.ua$ 54,618[email protected]
+380 93 379 1860 and 3 more +380 95 643 3307,
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5,809341geliosfireworks.com$ 54,614[email protected]+380 68 606 25554,012342levorwood.com.ua$ 54,593[email protected]
+380 93 443 8434 and 1 more +380 99 431 6085
Odesa1,087343teplotema.com.ua$ 54,584[email protected]
+380 50 545 5605 and 1 more +380 67 545 5605
1,232344depilax.com.uaBeauty & Health Broad$ 54,575[email protected]+380 63 780 03006,040345faraon2000.com$ 54,566[email protected]
+380 73 481 1991 and 3 more +380 93 071 0710,
+380 95 073 0702,
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1,351346bus-profile.com$ 54,555[email protected]
+380 3463 10006 and 2 more +380 5300 48210,
+380 92 840 0508
1,317347yarokuz.com.ua$ 54,552[email protected]+380 66 487 58255,845348activity.in.ua$ 54,542[email protected]+380 99 669 49451,865349papa-mama.org.ua$ 54,529[email protected]+380 67 900 60071,877350fitoroom.com$ 54,529[email protected]
+380 73 937 8993 and 1 more +380 95 937 8993
674351yarmirina.com.ua$ 54,516
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+380 66 722 335922,426352evrofermer.com.ua$ 54,502[email protected]+380 98 032 5998Kyiv368353bushe.kiev.ua$ 54,485[email protected]+380 93 144 670614,431354bprocards.com.ua$ 54,474[email protected]+380 63 442 844214,824355sobike.com.uaSporting Goods$ 54,443[email protected]Odesa356eurobudkamin.com.ua$ 54,443[email protected]+380 66 964 0904357dressmoda.net$ 54,443[email protected]+36 31 780 8020358raybee.com.ua$ 54,186[email protected]248359shikimiki.uaToys$ 54,186[email protected]+380 68 344 3409360dojdevik.com.ua$ 54,186361zdoroveda.com.ua$ 54,186[email protected]Kyiv113362xstrelok.com$ 54,186363dommix.top$ 54,186+380 93 188 18773643g-group.com.ua$ 54,186[email protected]365elite-candles.com.ua$ 53,905[email protected]+380 98 477 07026,031366sportboom.com.uaClothing Broad$ 53,881[email protected]+380 97 240 115511,840367dionauto.com.ua$ 53,876[email protected]+380 68 203 00321,353368bsk.ua$ 53,873[email protected]
+380 68 255 6565 and 1 more +380 68 868 5094
3,170369smartline.if.ua$ 53,866[email protected]+380 95 716 2055895370ahc.in.ua$ 53,856[email protected]+380 50 462 22855,959371mobilife.kh.ua$ 53,850[email protected]
+380 96 404 4888 and 1 more +380 99 227 6111
11,499372epoxy-lviv.com.ua$ 53,842[email protected]+380 67 808 22036,198373karasey.netFoods$ 53,831[email protected]+380 96 022 006648,643374stomatools.com.ua$ 53,831[email protected]
+380 63 921 9933 and 1 more +380 93 467 0887
3,800375pandaluxe.com.ua$ 53,813[email protected]+380 63 319 5231495376soapbysoap.com$ 53,805
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+380 95 343 6312 and 1 more +380 68 216 0798
432377noutkomplect.com$ 53,800[email protected]+380 3200 82016567378salesprinthead.com$ 53,796
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+380 50 528 5499 and 1 more +86 183 2090 9135
1,347379vegetaria.com.ua$ 53,777[email protected]
+380 66 868 8829 and 1 more +380 96 151 0508
8,241380mastakshop.com.ua$ 53,765[email protected]+380 98 398 12191,990381new-stylenails.com.ua$ 53,719[email protected]+380 93 155 0383Odesa312382rodis.com.ua$ 53,701
+380 66 440 5574 and 4 more +380 3198 61991,
+380 3200 32009,
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2,979383travy-sedniv.com.ua$ 53,687[email protected]+380 63 301 72542,552384sai2007.com.ua$ 53,059[email protected]
+380 50 424 2007 and 2 more +380 67 010 2007,
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24,000385kotyara.biz.ua$ 53,047[email protected]+380 68 516 33561,226386toolgrand.com.ua$ 52,967[email protected]+380 96 893 1946771387happykids.net.ua$ 52,938[email protected]
+380 66 030 6953 and 1 more +380 67 560 0389
4,874388lyubovhandmade.com.ua$ 52,920[email protected]+380 98 983 583389,168389burunduchok.com.ua$ 52,909[email protected]+380 63 870 5195508390shkolyarik.com$ 52,858[email protected]+380 63 299 30087,249391sv-dizain.com.ua$ 52,850[email protected]+380 95 559 9953685392krohinmir.com.ua$ 52,845[email protected]+380 98 130 8747488393prettylady.com.ua$ 52,844[email protected]+380 50 233 67693,427394wonkey.shop$ 52,837[email protected]+380 73 132 886613,725395autopride.com.ua$ 52,814[email protected]+380 97 743 34731,833396evroprofil.com$ 52,812
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+380 67 519 9910 and 3 more +380 93 629 6946,
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919397petitoclub-barbaras.com.ua$ 52,768[email protected]+380 96 587 4969Kyiv1,436398verywood.ua$ 52,207[email protected]+380 50 015 44801,032399activepro.com.ua$ 52,200[email protected]
+380 50 178 8051 and 1 more +380 63 740 1802
Kyiv1,114400zirozok.com.ua$ 52,192[email protected]+380 99 203 95601,534401dillershop.com.ua$ 52,176[email protected]+380 93 168 448838,823402myrka.com.ua$ 52,167+380 68 921 927111,220403prosafe.com.ua$ 52,144[email protected]+380 50 888 5555Kyiv6,789404zdorovij-organizm.com.ua$ 52,142
+380 98 258 8499 and 2 more +380 63 473 8878,
+380 66 667 5959
624405dives.com.ua$ 52,137[email protected]+380 95 572 100011,818406bobrov.com.ua$ 52,132[email protected]
+380 68 309 1114 and 1 more +380 95 127 1747
7,454407kapets.in.ua$ 52,131
+380 97 762 2767 and 3 more +380 73 719 8383,
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5,993408babyservis.com.ua$ 52,127+380 66 361 5040Kyiv10,310409forsage-svarka.com.ua$ 52,126[email protected]
+380 50 562 4060 and 1 more +380 67 855 2525
5,452410diamond-shop.com.ua$ 52,124[email protected]
+380 66 704 3864 and 2 more +380 68 507 5077,
+380 93 257 0204
4,888411vedastan.com.ua$ 52,111+380 96 805 075714,133412mebelgost.com$ 52,101
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+380 73 722 3707 and 1 more +380 95 722 3707
1,634413glavniy-agronom.com.ua$ 52,099[email protected]+380 66 004 41011,522414zelen.in.ua$ 52,096+380 50 527 0817738415star-prof.com.ua$ 52,091+380 50 646 2705513416kraskopult.com.ua$ 52,089+380 66 972 12954,381417beauty-market.com.ua$ 52,085+380 63 233 5855Odesa19,741418prostirco.com.ua$ 52,084+380 67 442 8235139419velo7km.com.ua$ 52,082
+380 66 305 2410 and 1 more +380 93 499 6988
3,552420belya-market.com.ua$ 52,082+380 50 027 999317,581421helga-ulm.com.ua$ 52,078
+380 67 672 2684 and 1 more +380 95 310 0253
2,331422umarket.top$ 52,077
+380 63 761 1969 and 1 more +380 97 528 0080
4,831423maniacs.com.ua$ 52,076+380 95 303 32611,850424automoda.com.ua$ 52,071+380 50 242 555216,092425arvisa.com.ua$ 52,020+380 63 408 153117,394426ukrsportpit.com.ua$ 52,007[email protected]+380 93 762 3883Kyiv1,309427anfisa7.com.ua$ 52,005[email protected]
+380 44 333 7276 and 2 more +380 800 330 853,
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659428posuda-igryshki.com.ua$ 51,961[email protected]+380 96 718 480457,748429cubeshop.com.ua$ 51,958[email protected]+380 63 122 02323,865430eviehoney.kiev.ua$ 51,955[email protected]+380 95 822 8895794431nevalyashka.com.ua$ 51,928[email protected]+380 93 100 22776,858432agro-zahist.od.ua$ 51,801+380 68 871 55711,403433vkrovati.com.ua$ 51,799+380 99 515 454012,691434cherry-shop.com$ 51,797
+380 96 318 0910 and 1 more +380 98 352 2990
407435seven-systems.com.uaSafety, Security & Emergency$ 51,781
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+380 67 819 3997 and 2 more +380 99 313 0497,
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436elitfurs.com.ua$ 51,734+380 66 941 2830Kyiv5,073437artstonedon.com.ua$ 51,693+380 99 038 75531,813438urbino.com.ua$ 51,676+380 97 990 253413,509439balun.com.ua$ 51,659+380 67 673 0900705440proteininlviv.com$ 51,638[email protected]734441diamarket.com.ua$ 51,595[email protected]1,062442xatynka.com.ua$ 51,589+380 97 480 4934279443starlook.com.ua$ 51,568+380 97 955 555015,966444berty.com.ua$ 51,563+380 66 572 75146,359445listik.in.ua$ 51,559
+380 68 199 7070 and 1 more +380 73 199 7070
446elemag.dp.ua$ 51,550
+380 66 969 3727 and 1 more +380 67 563 3284
4,310447bodybuilding-shop.com.ua$ 51,533+380 68 267 3393327448elite24.com.ua$ 51,528
+380 67 387 0008 and 2 more +380 93 256 1395,
+380 95 696 4269
Kyiv2,737449pryagamakosh.com$ 51,528
+380 63 631 3311 and 2 more +380 66 621 5010,
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37,511450milwest.net$ 51,318[email protected]+380 97 506 84912,741451kindernika.com.ua$ 51,285[email protected]
+380 93 182 0957 and 1 more +380 93 690 2826
2,153452rolletto.com.ua$ 51,261[email protected]
+380 68 900 7090 and 1 more +380 73 900 5090
3,099453estet-service.com.ua$ 51,255[email protected]+380 68 212 66144,331454rassvet.in.ua$ 51,245[email protected]+380 63 374 13051,433455tandemshop.com.uaSporting Goods$ 51,107[email protected]
+380 93 479 9290 and 1 more +380 99 326 4383
5,736456malvaopt.com$ 51,104[email protected]
+380 99 141 0015 and 2 more +380 44 333 6604,
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2,379457svit-fito.com$ 50,970+380 67 598 5756286458balloon-if.com.ua$ 50,954+380 95 468 83485,401459uvelife.com.ua$ 50,939+380 93 469 1222192,505460meriam.kiev.ua$ 50,928+380 93 233 48605,955461gazel-avto.com$ 50,904+380 98 046 20171,443462stimultools.com.ua$ 50,877[email protected]+380 63 510 2088463parketti.kiev.ua$ 50,877+380 97 300 36301,948464patricat.com$ 50,870
+380 96 069 5797 and 1 more +380 97 778 9315
50,350465mixcolor.in.ua$ 50,867+380 50 810 01001,212466mashgroup.ck.ua$ 50,863
+380 63 639 6929 and 1 more +380 68 502 7485
2,310467tmagro.com.ua$ 50,846
+380 73 054 1519 and 3 more +380 95 947 7521,
+380 96 475 5114,
+380 95 491 4665
2,310468copy-print.in.ua$ 50,835
+380 93 533 4049 and 2 more +380 99 003 2853,
+380 67 739 8247
2,593469samkonditer.com$ 50,805+380 50 590 1591256470agro7.net$ 50,800
+380 97 810 0555 and 1 more +380 99 551 7005
1,711471zabavazone.com.ua$ 50,786
+380 67 639 1400 and 1 more +995 599 53 19 01
4,774472cuppedia.com.ua$ 50,783+380 96 952 3590Odesa115,936473systemstore.com.ua$ 50,778+380 96 140 06635,328474zhogan.net$ 50,771+380 68 303 093018,500475xn--80aafk2chdcdke.xn--j1amh$ 50,771
+380 50 430 3347 and 1 more +380 67 672 8829
400476diving-plus.com.ua$ 50,763[email protected]
+380 99 657 9094 and 1 more +380 50 948 7722
1,358477motolab.com.ua$ 50,756+380 93 646 65423,086478dniprocomp.com.ua$ 50,752[email protected]
+380 95 199 7732 and 1 more +380 97 917 7732
164479just-nuts.com.ua$ 50,741
+380 67 956 3205 and 1 more +380 96 388 7862
3,080480sportmania.online$ 50,432[email protected]
+380 98 646 5363 and 1 more +380 99 364 0192
5,939481sport-active.in.ua$ 50,399[email protected]+380 93 504 12556914827sundukov.com$ 50,379[email protected]+380 97 065 104417,860483tobuy.com.ua$ 50,360[email protected]+380 97 526 76995,494484tehnarik.com.ua$ 50,321[email protected]
+380 66 005 6525 and 2 more +380 99 047 2549,
+380 97 398 8476
3,572485exoticflowers.com.ua$ 50,207+380 95 303 32611,850486adirondak.com.ua$ 50,193
+380 50 317 3172 and 1 more +380 95 802 9525
736487manificdecor.in.uaHome Furnishing & Decoration$ 50,147+380 96 431 6565Lviv16,947488optinvest.com.ua$ 50,119
+380 67 569 6194 and 2 more +380 98 738 6339,
+380 98 269 5289
441489ism-promin.com$ 50,105+380 68 007 8181900490gf.kyiv.ua$ 50,097
+380 96 378 0380 and 1 more +380 97 199 7679
Kyiv2,047491funfox.net.ua$ 50,097+380 63 394 65033,088492crabs.com.uaFoods$ 50,094
+380 97 889 3933 and 3 more +380 99 008 4117,
+380 68 493 6695,
+380 95 165 5152
14,045493moxom.com.ua$ 50,078
+380 73 711 9999 and 1 more +380 99 297 9299
310494organize.in.ua$ 50,070
+380 63 328 2621 and 1 more +380 66 941 7457
99,881495rrr-moda.com$ 50,066+380 93 849 08441,580496karmel.com.ua$ 50,021+380 800 305 200964497craft-sf.com.ua$ 50,020+380 68 257 08881,161498buket-menu.com$ 50,018+380 50 521 67101,474499empiremaxim.com.ua$ 50,017
+380 73 010 1500 and 1 more +380 98 555 6933
Odesa343500organicmom.com.ua$ 50,003+380 93 144 8755Kyiv32,555501glebamama.com.ua$ 49,990+380 67 726 218611,280502newday.com.ua$ 49,958
+380 44 334 7682 and 1 more +380 67 406 8995
361503tyrwear.com.ua$ 49,936+380 99 711 186325,331504modnuy-mir.com.ua$ 49,619[email protected]+380 97 638 2564684505mila-mebel.com.ua$ 49,560[email protected]
+380 68 844 9609 and 3 more +380 93 349 1720,
+380 93 575 6121,
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650506zakypu.in.ua$ 49,485[email protected]+380 97 999 2754663507hozopt.com.ua$ 49,475[email protected]
+380 63 820 7529 and 2 more +380 63 820 7396,
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584508kremcoffee.com$ 49,372+380 73 311 0010508509isportshop.com.ua$ 49,368+380 95 030 068813,924510ayurveda.kiev.ua$ 49,320+380 98 248 5560Kyiv14,133511izumrudik.com.ua$ 49,317+380 44 222 8182Kyiv535512trico-company.com.ua$ 49,291+380 96 611 11474,831513shprici.com.ua$ 49,269[email protected]+380 67 811 0252106514bazovkin.com.ua$ 49,245
+380 93 726 8566 and 1 more +380 66 483 6573
357515tkanini.comChildren's Apparel$ 49,244+380 66 587 299219,464516manicureprof.com.uaBeauty & Health Broad$ 49,243
+380 50 582 5051 and 2 more +380 93 033 0116,
+380 97 875 6347
3,529517smartfox.in.ua$ 49,189+380 50 328 5547487518avos-ka.com.ua$ 48,872[email protected]
+380 95 423 2460 and 1 more +380 93 412 3240
14,654519easygreen.com.ua$ 48,868[email protected]+380 73 505 35801,109520bayanchik.com.ua$ 48,637
+380 98 612 3329 and 1 more +380 99 117 8135
2,380521inoar.uaHair Care$ 48,633+380 98 766 00661,100522dimara.com.uaFootwear$ 48,594
+380 3195 31101 and 1 more +380 73 200 8389
11,821523masteroptic.com.ua$ 48,594+380 96 466 8339617524maxfashion.com.ua$ 48,552[email protected]+380 93 569 14547,6505253dtoyslamp.com.ua$ 48,542+380 95 741 252725,228526mebel-nika.com.ua$ 48,493
+380 93 469 7661 and 2 more +380 63 990 3568,
+380 93 496 7661
2,261527bashmachok.kiev.ua$ 48,482
+380 97 393 3958 and 1 more +380 99 236 9181
487528badden.com.ua$ 48,466
+380 44 334 3540 and 3 more +380 800 331 691,
+380 99 484 7179,
+380 99 984 9589
378529mlashes.com.ua$ 48,464+380 95 674 71553,203530torgovoeoborudovanie.com.ua$ 48,456[email protected]+380 50 487 1610134531avangard.kh.ua$ 48,392
+380 50 300 2248 and 1 more +380 67 429 7707
8,495532autoparts-victoria.com.ua$ 48,382
+380 63 421 0569 and 2 more +380 94 931 3063,
+380 3201 32018
691533bibimir.com$ 48,010[email protected]+380 95 295 7505878534solarwind.in.ua$ 47,894[email protected]
+380 96 862 4280 and 1 more +380 97 257 6245
2,024535arenamarket.com.ua$ 47,857+380 66 248 1558916536dneprogaz.com$ 47,835
+380 97 978 6597 and 2 more +380 67 200 2475,
+380 68 207 0892
562537dobrynya-service.com.ua$ 47,834
+380 68 935 7070 and 1 more +380 96 773 7770
401538pavelshop.com.ua$ 47,771[email protected]+380 66 809 55971,331539viva.in.ua$ 47,767
+380 98 511 9953 and 1 more +380 66 772 5045
1,307540ukroselya.com$ 47,716
+380 66 635 5583 and 1 more +380 96 172 2626
3,682541frendt.com.ua$ 47,712
+380 67 010 2102 and 1 more +380 67 431 2114
6,049542norkovajashuba.com$ 47,643+380 63 238 433933,896543apps-studio.in.ua$ 47,631
+380 66 291 0713 and 1 more +380 98 291 0714
579544baltic-forklift.com.ua$ 47,403[email protected]
+380 63 119 9802 and 3 more +380 63 220 0369,
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551545bestknigi.com.uaBooks & Stationary$ 47,391+380 50 000 0000Kyiv546tera-flops.com.ua$ 47,357+380 68 973 8350725477allmarket.com.uaClothing Broad$ 47,352[email protected]+380 462 110 215548parik.in.ua$ 47,352[email protected]
+380 96 999 7409 and 1 more +380 99 389 1242
1,660549agroincom.com.ua$ 47,348[email protected]+380 95 000 0935550artel-bannaya.com.ua$ 47,347[email protected]
+380 96 255 6547 and 1 more +380 98 151 7367
11,928551patok.in.ua$ 47,340[email protected]12,176552sez-on.com$ 47,155[email protected]+380 68 623 4120443553amari.com.ua$ 47,118[email protected]+380 97 560 55601,787554eccomoss.com.ua$ 47,093[email protected]
+380 63 101 9836 and 3 more +380 68 355 6857,
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103,709555ukrpromsvit.com.ua$ 47,091
+380 50 527 5925 and 1 more +380 67 612 3021
556iridacase.com.ua$ 47,076+380 97 806 29501,635557xtc.com.ua$ 47,005+380 67 513 637316,435558parket.zp.ua$ 46,987
+380 68 451 5016 and 1 more +380 93 440 5805
548559pressinform-print.com$ 46,986[email protected]+380 67 470 09351,818560abc-vitamin.comBeauty & Health Broad$ 46,978+380 67 475 2266Kyiv600561spilna-meta.com.ua$ 46,974
+380 50 784 5493 and 2 more +380 67 238 2251,
+380 67 405 7259
185562tmsukraine.com.ua$ 46,921+380 97 006 48432,310563teraplast.com.ua$ 46,905[email protected]+380 800 300 90756412ka.com.uaToys$ 46,873[email protected]
+380 67 502 8423 and 1 more +380 98 455 8005
565sezon-pokupok.in.ua$ 46,665+380 67 959 8279566vsesezon.com.ua$ 46,665567rif.in.ua$ 46,665+380 63 199 1833568energo-partner.com.ua$ 46,665[email protected]569agro-teh.com.ua$ 46,665570kartpac.com.uaPackaging Accessories$ 46,445571charm-pro.com$ 46,445+380 95 800 4995572kuzmichev.com.ua$ 46,290
+380 50 685 0274 and 2 more +380 95 168 4408,
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4,608573ko-group.com.ua$ 46,281[email protected]+380 50 490 58797,800574tehnomashstroy.com.ua$ 46,277
+380 98 435 9343 and 1 more +380 95 947 7521
2,310575polystarabrasive.com$ 46,253[email protected]+380 50 489 7779520576akinak.com.ua$ 46,233[email protected]3,243577baumar.store$ 46,233[email protected]+380 97 589 2260419578uhtishka.kiev.ua$ 46,199
+380 63 175 4744 and 2 more +380 67 534 8485,
+380 98 654 5078
1,757579niltex.com.ua$ 46,178[email protected]+380 67 577 84441,838580fitnessfactor.kiev.ua$ 46,173[email protected]+380 800 330 2454,872581zooalf.com.ua$ 46,171[email protected]+380 68 344 54547,582582bookson.com.ua$ 46,166[email protected]1,019583smpower.com.ua$ 45,814
+380 67 787 7588 and 1 more +380 68 300 5099
3,627584uprofil.pro$ 45,645[email protected]+380 67 184 4375298585evro-sklad.com.ua$ 45,645[email protected]+380 97 724 34691,920586demis.com.ua$ 45,641[email protected]+380 67 360 2096536587spacecoffee.com.uaBeverages$ 45,618[email protected]+380 67 948 3584Kyiv588fortuna8.com.ua$ 45,618
+380 93 244 5566 and 1 more +380 93 663 2809
589palermo.com.ua$ 45,616+380 68 941 87443,327590dimartool.com.ua$ 45,563[email protected]+380 96 661 86013,781591profitlab.com.ua$ 45,528[email protected]+380 98 955 3884497592teplodim.net.ua$ 45,506
+380 98 710 9775 and 1 more +380 66 777 3347
125593isalain.com$ 45,492[email protected]
+380 44 501 8928 and 3 more +380 99 915 1603,
+380 97 180 4466,
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281594charwish.com.ua$ 45,484[email protected]
+380 50 650 9906 and 1 more +380 68 680 1661
1,282595stickerstime.kiev.ua$ 45,475+380 97 662 666631,562596sport-boots.com.ua$ 45,469
+380 97 934 1940 and 2 more +380 93 880 0143,
+380 322 992 063
10,836597madshop.com.ua$ 45,464[email protected]10,007598geekposters.com.ua$ 45,464[email protected]
+380 63 146 5806 and 1 more +380 800 332 403
7,007599you-love-shop.com.ua$ 45,430
+380 63 410 3661 and 1 more +380 68 174 3419
Kyiv562600flavien.biz.ua$ 45,416[email protected]+380 50 343 99081,749601eco-bambino.com.ua$ 44,925+380 95 472 84335,059602scarf-moda.com.ua$ 44,753+380 93 053 8759478603unasolar.com.ua$ 44,743
[email protected] and 1 more [email protected]
+380 50 335 8357452604tvoyholst.com$ 44,715
+380 98 238 6902 and 1 more +380 68 106 0308
408605dogmus.com.uaSporting Goods$ 44,702[email protected]
+380 73 004 0554 and 2 more +380 97 345 0054,
+380 99 272 4546
Odesa7,110606lambrepro.comBeauty & Health Broad$ 44,615[email protected]+380 95 388 86931,773607puziki.com.ua$ 44,615[email protected]+380 73 482 1707Kharkiv2,867608twiggy-shop.com.uaBeauty & Health Broad$ 44,615
[email protected] and 1 more [email protected]
+380 50 505 5960 and 2 more +380 93 130 4290,
+380 96 791 0748
Kyiv2,419609nikatorri.com.ua$ 44,615[email protected]+380 66 435 1900Kharkiv3,611610tincraft.in.ua$ 44,615[email protected]
+380 66 438 3713 and 3 more +380 95 705 3555,
+380 96 430 6444,
+380 98 007 7133
Dnipro3,874611stankosfera.com.ua$ 44,170[email protected]+380 63 129 54141,379612rush.ua$ 44,044[email protected]
+380 66 341 4481 and 1 more +380 93 332 0223
1,210613fabricplus.com.ua$ 44,024
+380 63 278 0863 and 2 more +380 66 167 8801,
+380 98 091 3007
614mol-prom.com.ua$ 43,996[email protected]+380 66 400 9706307615impofood.com.ua$ 43,995[email protected]+380 68 978 02001,659616zhirafa.com.ua$ 43,979+380 96 600 0999Odesa1,228617chunga.com.ua$ 43,979
+380 63 797 0594 and 5 more +380 63 966 1077,
+380 95 039 3931,
+380 98 423 4092,
+380 98 438 0888,
+380 56 797 0594
2,852618uchsnab.com.ua$ 43,924+380 99 175 80293,111619moto365.com.ua$ 43,497[email protected]
+380 95 545 6370 and 1 more +380 98 962 8135
670620olvetdnepr.com.ua$ 43,479
+380 98 481 7834 and 2 more +380 63 061 1998,
+380 99 364 3123
421621vikamade.com.uaHome & Garden Accessories$ 43,470[email protected]
+380 68 669 9051 and 1 more +380 68 347 4825
15,698622martysh.com.ua$ 43,429[email protected]+380 68 864 6080869623strimex.com$ 43,374[email protected]+380 50 406 00772,217624igrismarmalade.com.ua$ 42,808[email protected]+380 67 626 25052,248625shevashop.com.ua$ 42,7122,604626zenet-kharkov.com.ua$ 42,618
+380 67 790 6062 and 2 more +380 96 571 7376,
+380 57 731 5510
627assorti-odessa.com.uaClothing Broad$ 42,605[email protected]+380 93 851 6518628navicar.com.ua$ 42,605[email protected]
+380 5199 72004 and 5 more +380 95 256 9564,
+380 3201 42015,
+380 6201 02017,
+380 3200 92013,
+380 3201 62018
18,877629led-bra.com.ua$ 42,387+380 67 246 3217319630car-tuning-exclusive.com$ 42,379[email protected]+380 98 684 2112158631familyshop.top$ 42,354[email protected]
+380 66 454 1775 and 1 more +380 93 824 1759
201632ukrvesi.com.ua$ 42,350[email protected]
+380 67 950 5555 and 1 more +380 95 724 0006
633tdsport.com.ua
Activewear and 2 more Footwear,
Sporting Goods
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+380 97 900 5910 and 1 more +380 67 185 1177
192634smuzhka.com.ua$ 42,345[email protected]+380 99 260 8682635alex-sales.com.ua$ 42,331
+380 99 613 2236 and 1 more +380 63 000 6360
636amac.com.ua$ 42,320+380 63 841 8024325637svlmebli.com$ 42,311[email protected]
+380 67 145 7322 and 1 more +380 93 142 7322
591638carbag.shop$ 42,306[email protected]+380 93 264 22623,728639gold-dom.com.ua$ 42,300
+380 95 921 0553 and 1 more +380 98 921 0553
9640fuze.com.ua$ 42,290[email protected]+380 98 207 23198,462641lisionok.com.ua$ 42,290[email protected]+380 97 938 6224Odesa2,718642hega.com.ua$ 42,285[email protected]
+380 95 187 5822 and 1 more +380 800 500 609
221643factoriya.com.ua$ 42,267
+380 68 855 0978 and 5 more +380 99 169 1100,
+380 564 716 742,
+380 4172 11236,
+380 66 472 0047,
+380 68 815 2320
644avtoplast.com.ua$ 42,228[email protected]
+380 68 504 2783 and 36 more +380 3212 01008,
+380 6935 07014,
+380 5310 75910,
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+380 6200 42011,
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+380 3198 21990,
+380 3198 21991,
+380 3198 71991,
+380 3200 02005,
+380 3200 32008,
+380 4199 11994,
+380 4199 11996,
+380 5199 31999,
+380 5199 72001,
+380 5199 72005,
+380 5199 82010,
+380 5199 92006,
+380 5200 52011,
+380 5200 72009,
+380 5200 92013,
+380 619 952 010,
+380 619 992 005,
+380 6200 02004,
+380 6200 02005,
+380 6200 12004,
+380 6200 62011,
+380 71 993 1998,
+380 71 998 2002,
+380 72 002 2010,
+380 72 004 2008,
+380 91 996 2010,
+380 3704 01387
645horecacv.com.ua$ 42,170
+380 800 335 646 and 1 more +380 99 288 8158
646mego.in.ua$ 42,169
+380 95 300 1043 and 2 more +380 99 504 5331,
+380 96 781 8116
1,171647garage-store.com.ua$ 41,841[email protected]
+380 50 368 9090 and 2 more +380 50 550 9090,
+380 382 905 402
648actismachinery.com$ 41,712[email protected]+380 56 766 0545721649autoshop-electronics.com$ 41,709[email protected]+380 63 759 15805,107650tourstory.club$ 41,70815,060651barbarisshop.com$ 41,708[email protected]+380 68 686 20132,088652ecobusinka.com$ 41,697[email protected]
+380 98 095 2418 and 1 more +380 99 639 5239
2,326653filler-fran.com$ 41,695[email protected]+380 50 191 1088423654glc-brovary.com$ 41,693[email protected]+380 67 332 27581,069655megatextil.com.ua$ 41,693[email protected]+380 95 906 7880656heats.com.ua$ 41,689[email protected]
+380 98 179 9518 and 2 more +380 800 509 016,
+380 800 509 017
657kanc-plus.com$ 41,685[email protected]+380 96 761 0049284658lebuton.com$ 41,683[email protected]+380 97 854 3527Odesa1,275659lkm-odessa.com$ 41,682[email protected]
+380 93 567 4055 and 1 more +380 98 462 0935
10,067660mega-ron.com$ 41,680[email protected]
+380 50 323 6600 and 2 more +380 50 406 0757,
+380 57 717 0719
103,931661sadok.biz.ua$ 41,672[email protected]
+380 97 865 9743 and 2 more +380 96 931 8069,
+380 96 958 0139
662shalfiki.com$ 41,668[email protected]+380 93 551 73611,124663shopicatalog.com$ 41,667[email protected]+380 66 588 9111446664styleopt.com$ 41,665[email protected]+380 50 564 53204,575665utec-pack.com$ 41,660[email protected]+380 97 191 51331,521666vds-crystals.com$ 41,660[email protected]
+380 50 282 4967 and 1 more +380 97 445 0838
492667veseliygadget.com$ 41,659[email protected]+380 67 574 9890Odesa866668wellness-sistem.com$ 41,658[email protected]+380 50 105 793533,112669sunservis.com.ua$ 41,656+380 67 672 8166670lombard-komod.shop$ 41,652
+380 63 735 7711 and 1 more +380 93 008 9908
9,800671denenburg.net$ 41,634[email protected]+380 67 610 640010,356672vip-t.net$ 41,631[email protected]+380 67 430 4522362673all-for-slimes.com.ua$ 41,616[email protected]+380 66 361 482853,717674astery.com.ua$ 41,616[email protected]+380 97 649 520913,854675akvakamni.com.ua$ 41,616[email protected]+380 66 543 01657,498676barceloshop.com.ua$ 41,616[email protected]
+380 67 376 8142 and 1 more +380 99 336 6820
4,443677allmyphone.com.ua$ 41,616
[email protected] and 1 more [email protected]
+380 63 025 94812,967678allibert-keter.com.ua$ 41,616[email protected]+380 95 812 4450390679alis-shop.com.ua$ 41,616[email protected]+380 68 101 38382,634680bestnail.com.ua$ 41,616[email protected]+380 73 129 57656,282681fabrikamodyodessa.com.ua$ 41,616[email protected]+380 97 531 46364,043682ikrtech.com.ua$ 41,616[email protected]+380 97 846 89861,031683lux-form.com.ua$ 41,616[email protected]
+380 800 335 765 and 2 more +380 48 700 2329,
+380 94 952 5329
23,155684optroz.com.ua$ 41,616[email protected]+380 63 841 893364,520685nikesportplus.com.ua$ 41,616[email protected]
+380 50 636 4110 and 2 more +380 5565 78023,
+380 5575 51023
42,395686shokoladnuybutik.com.ua$ 41,616[email protected]+380 96 708 032510,158687shaker.in.ua$ 41,602[email protected]+380 67 298 6693Kyiv101688tms.ck.ua$ 41,599
+380 97 212 1471 and 1 more +380 50 241 2235
2,310689moidodir4ic.com.ua$ 41,588
[email protected] and 1 more [email protected]
+380 68 684 8119 and 3 more +380 93 746 4446,
+380 98 686 8685,
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204690jd-kristall.com.ua$ 41,576[email protected]
+380 93 967 1671 and 1 more +380 98 662 6591
163691itera.in.ua$ 41,564
[email protected] and 1 more [email protected]
+380 66 968 4346155692aroma-dum.in.ua$ 41,553+380 66 829 14494,778693kava.net.ua$ 41,545+380 50 571 7414913694metall-comfort.od.ua$ 41,529
+380 97 072 8786 and 1 more +380 63 471 0291
Odesa5,250695best-techno.com.ua$ 41,514+380 66 378 4522696profiprot.com.ua$ 41,036[email protected]
+380 66 975 4900 and 2 more +380 63 105 6055,
+380 96 977 2661
89697itlinestore.com$ 41,030[email protected]+380 63 683 2389141698kievtools.com.ua$ 41,009[email protected]
+380 96 346 4395 and 1 more +380 99 211 3858
699uventum.com.ua$ 41,009[email protected]+380 66 188 9223216700promhydraulic.com.ua$ 41,001+380 95 670 1532701suhpay.com.ua$ 40,987[email protected]+380 95 661 3030220702schedraniva.com.ua$ 40,977+380 63 373 0346722703els-shop.com.ua$ 40,977
+380 66 093 6983 and 1 more +380 67 551 4897
396704melstarter.com.ua$ 40,941[email protected]
+380 45 379 3003 and 3 more +380 96 895 9569,
+380 5111 12110,
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427705diyshop.in.ua$ 40,901+380 63 174 41662,116706grandmoto.in.ua$ 40,901[email protected]+380 73 359 4414203707arinka-shop.com.ua$ 40,878[email protected]+380 95 690 1063708asiya.com.ua$ 40,388+380 67 575 3594780709falcon-1.com.ua$ 40,375[email protected]
+380 3622 31101 and 5 more +380 5441 14007,
+380 57 844 6101,
+380 5300 47721,
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107710avamarket.in.ua$ 40,282[email protected]+380 67 402 1386711handmader.in.ua$ 40,239[email protected]+380 97 097 9795712passporty.kiev.ua$ 39,873[email protected]+380 66 613 10131,336713nazemleivode.com.ua$ 39,789[email protected]+380 93 307 7333237714kadi.com.ua$ 39,731
+380 66 898 7690 and 1 more +380 95 636 5025
1,707715kramnychkadobra.com$ 39,688+380 98 126 4910Kyiv3,201716vodomet.com.ua$ 39,614[email protected]+380 67 276 2055180717yasmin-tex.com.ua$ 39,37710,761718wos.com.ua$ 39,344+380 68 150 6506697719provokation.in.uaBooks & Stationary$ 39,270[email protected]13,308720pozolota.biz$ 39,163Kyiv721euromania.if.ua$ 39,062
+380 68 458 6312 and 1 more +380 68 188 8180
3,338722wintersport.com.ua$ 38,954+380 98 515 85023,061723world-renault.com.uaAutomobiles & Parts$ 38,88881724paketov.net$ 38,888725vihome.com.uaHome Furnishing & Decoration$ 38,782+380 99 373 201034,644726nositi.com.ua$ 38,766
+380 93 286 7842 and 1 more +380 93 428 2123
7,408727lambre.sumy.ua$ 38,766+380 99 389 33331,794728prom.ua$ 38,654+380 99 388 3237729belbeton.com.ua$ 38,488[email protected]+380 67 828 6878194730velo.in.ua$ 38,476+380 50 846 50862,164731nppelis.com$ 38,469+380 68 867 6511Kyiv3,168732ubranki.com.ua$ 38,316[email protected]
+380 67 236 1801 and 1 more +380 50 103 3000
145733airontrade.com$ 38,235
+380 93 333 4782 and 2 more +380 67 507 8727,
+380 44 232 3712
1,212734fistashkof.com$ 38,220
+380 95 939 9309 and 1 more +380 96 993 6386
3,339735ivannashop.com$ 38,213+380 96 157 38174,368736mksmotors.com$ 38,206[email protected]+380 99 351 6804563737present-by-blorina.com$ 38,200
+380 50 601 7808 and 1 more +380 63 258 3639
1,575738presto-ps.com$ 38,200+380 66 303 42623,590739salon-nikol.com$ 38,197+380 97 386 17212,218740xn----8sbpjidehfegebao3x.com$ 38,184+380 96 220 05404,960741vsyakorazno.net$ 38,162
+380 63 987 2525 and 1 more +380 93 434 5124
577742le-mon.shop$ 38,150+380 99 044 9848385743satyn.shop$ 38,150+380 98 414 014030,3797444every.com.ua$ 38,148
+380 50 493 8582 and 2 more +380 68 325 5728,
+380 93 545 7289
Kyiv6,702745antonina.ua$ 38,148
+380 44 228 5948 and 1 more +380 97 972 7916
888746amis.com.ua$ 38,148+380 68 300 34004,478747aty-baty.com.ua$ 38,148+380 67 704 1399922748analizvodyshop.com.ua$ 38,148
+380 50 108 7937 and 1 more +380 96 522 3852
830749alisa-shop.com.ua$ 38,148
+380 66 430 2499 and 1 more +380 97 977 5054
2,355750arbery.com.ua$ 38,148+380 66 465 0385Odesa1,063751anneli.com.ua$ 38,148
+380 96 009 5275 and 1 more +380 95 545 7586
1,020752bel-bel.com.ua$ 38,148+380 93 309 0870538753christel.com.ua$ 38,148+380 99 031 13765,816754esthetic-beauty.com.ua$ 38,148
+380 67 115 2020 and 2 more +380 73 418 0768,
+380 93 017 6705
24,437755goodspace.com.ua$ 38,148+380 99 549 38452,972756kingdom-kids.com.ua$ 38,148+380 63 532 083140,487757kiyoko.com.ua$ 38,148
+380 68 436 4797 and 1 more +380 97 242 8972
2,007758megapc.com.ua$ 38,148
+380 93 678 6763 and 2 more +380 98 748 8578,
+380 92 000 2643
15,969759megatopshop.com.ua$ 38,148
+380 68 390 0682 and 1 more +380 95 712 5372
8,238761sadowod.com.ua$ 38,148+380 98 219 4296Kyiv8,163763xn--80ajgehvray.com.ua$ 37,966+380 67 203 1967764ukrstil.com$ 37,930[email protected]Odesa42,847765eco-tech.com.ua$ 37,911Kyiv766krasunia.com$ 37,900[email protected]Kyiv4,011767metelka.in.ua$ 37,900[email protected]Odesa19,476768ukrpostachservis.com.ua$ 37,894+380 67 798 6906769alfa-start.com.ua$ 37,891[email protected]3,719770vitasad.com.ua$ 37,890+380 96 615 9150771ukrstelya.in.ua$ 37,887[email protected]405772applicator-kuznetsova.com$ 37,886+380 50 087 9539773proff-kosmetika.com.uaBeauty & Health Broad$ 37,883[email protected]14,039774vladvoz.in.ua$ 37,881[email protected]1,214775novakniga.com.ua$ 37,810+380 63 570 8466843776setech.com.ua$ 37,674[email protected]539777izioffice.com.uaOffice Accessories$ 37,634+380 95 802 1213778velmi.ua$ 37,615[email protected]2,321779bono.com.ua$ 37,615[email protected]1,743780camerton.com.ua$ 37,547[email protected]9,980782hotdeal.com.ua$ 37,525[email protected]326783xn--e1akb0a0d.com$ 37,520+380 96 777 3666784magiya-krasoty.com.ua$ 37,520+380 93 007 5755Odesa785sportsgallery.com.ua$ 37,501[email protected]583786nicebabyopt.com.ua$ 37,501[email protected]Kyiv266788printerservice.com.ua$ 37,474+380 99 554 5608789bosscom.kz$ 37,179[email protected]450790mebeltrade.com.ua$ 37,179[email protected]+380 66 025 0504Chervonohrad2,667791mir-trav.com.ua$ 37,091+380 99 665 1333793sat-ellite.net$ 37,051[email protected]4677944-y.com.ua$ 37,023
+380 93 309 4900 and 1 more +380 96 800 9226
795e-diag.com.ua$ 37,020
+380 97 683 7057 and 1 more +380 99 444 8734
796polyana-skazok.kiev.ua$ 37,019[email protected]20,930797patinahati.com$ 37,015+380 63 947 1731100798barbersklad.com$ 37,014+380 66 017 5120Kyiv155799topscan.com.ua$ 37,009+380 98 130 8777186800devilon.kiev.ua
Home & Garden Accessories and 2 more Religion Accessories,
Seasonal & Festive Shops
$ 36,958[email protected]Kyiv4,150801kofe-chashka.com.ua$ 36,953+380 67 578 3569183802vitahome.com.ua$ 36,940[email protected]4,090803firedragon.com.ua$ 36,933[email protected]415804rukzak.kiev.ua$ 36,907[email protected]2,015805ukrizol.xyz$ 36,554[email protected]
+380 67 520 7354 and 4 more +380 67 632 5836,
+380 99 296 7300,
+380 67 157 3030,
+380 67 157 4040
38806lapusya.com$ 36,517[email protected]15,575807viletti.com.ua$ 36,507[email protected]483808annika.com.ua$ 36,491[email protected]496809coolbaba.com.ua$ 36,456
[email protected] and 1 more [email protected]
Odesa3,612810b2beauty.com.ua$ 36,456[email protected]Kyiv1,721811tov-grano.com.uaAgriculture & Forestry$ 36,450+380 97 774 3116812trikotaodessa.com$ 36,443+380 93 680 2536813indim.com.ua$ 36,393[email protected]465814brand-shop.net.uaClothing Broad$ 35,942
[email protected] and 1 more [email protected]
Odesa1,128815neo.dp.ua$ 35,926+380 98 713 7285101816my-rastem.com.ua$ 35,910[email protected]Kyiv1,834817energyline.shop$ 35,881[email protected]660818rybae.com.ua$ 35,866[email protected]1,728819yut-style.com.ua$ 35,858+380 67 484 9020216820star-baby.com.uaFamily Stores$ 35,830+380 93 515 2967239821totmarket.com.ua$ 35,824+380 50 530 0707822volmarket.com.ua$ 35,806+380 97 937 2207823agro-torg.in.ua$ 35,360[email protected]527824vegan-tehnika.com.ua$ 35,325[email protected]6,532825furni-market.com.ua$ 35,314+380 98 071 2290170826mommy-me.com.ua$ 35,298+380 50 270 606426,901827ecoastra.com.ua$ 35,195
+380 50 488 3636 and 2 more +380 44 004 0103,
+380 50 341 6554
101828campofiori.com.ua$ 35,183[email protected]Kyiv13,834829lenty.kiev.ua$ 34,791
+380 50 660 8840 and 3 more +380 68 506 7960,
+380 93 056 8560,
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830i-energy.com.ua$ 34,779+380 50 680 4919209831agro-av.com$ 34,760[email protected]
+380 98 554 6900 and 1 more +380 72 220 3012
328832sowa.in.ua$ 34,712+380 97 419 1871833avto-obves.com$ 34,703[email protected]+380 5201 02015104834vostokpromnsab.com.ua$ 34,695+380 68 789 6874171835superline.pro$ 34,686[email protected]+380 50 105 00881,38583650-ottenkov-mody.com.ua$ 34,680[email protected]+380 93 194 5736837agro-fit.com.ua$ 34,680[email protected]
+30 697 174 8078 and 2 more +380 73 063 7677,
+380 94 710 0385
1,178838fop-kotlyarov.com.ua$ 34,680[email protected]+380 99 226 2206839frostmc.com.ua$ 34,680[email protected]+380 63 314 09755,891840smartbag.com.ua$ 34,679[email protected]
+380 98 785 0041 and 1 more +380 63 131 5900
Kyiv106841comphome.com.ua$ 34,234+380 50 807 0337813842artma-shop.com.ua$ 34,233+380 93 258 0698843oberig-store.com.ua$ 34,226[email protected]3,701844nikofarm.com.ua$ 34,198+380 66 408 8052112845oncharger.com.ua$ 34,091[email protected]5,121846m-tuning.com$ 33,680+380 50 289 1562239847stalinit.in.ua$ 33,669
+380 66 353 4842 and 2 more +380 98 749 8959,
+380 44 361 1731
Kyiv7848joymall.com.ua$ 33,221[email protected]+380 63 133 5144849optomed.ua$ 33,196[email protected]+380 66 026 2444850zmey.ua$ 33,186
[email protected] and 1 more [email protected]
+380 67 487 5880851prize.net.ua$ 33,184[email protected]+380 44 528 0001852trikiriy.com$ 33,173[email protected]
+380 68 559 9807 and 1 more +380 95 095 8100
853hydraulicline.com.ua$ 33,156[email protected]+380 67 693 3107854knipex-ukraine.com.ua$ 33,155[email protected]+380 67 242 8512208855kirs.com.ua$ 33,154[email protected]
+380 50 013 4306 and 3 more +380 68 928 9370,
+380 68 771 0187,
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856technomarine.com.ua$ 33,151[email protected]
+380 99 000 5080 and 1 more +380 4780 37481
857printin.com.ua$ 33,146[email protected]+380 63 490 9029Kyiv59858tortiamo.com.ua$ 33,146[email protected]+380 67 340 3030859klimazon.com
Massage Products and 1 more Hair Care
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+380 44 451 4531 and 9 more +380 44 465 7447,
+380 50 065 0265,
+380 67 494 8497,
+380 68 790 7900,
+380 96 370 8003,
+380 98 692 4494,
+380 44 465 6447,
+380 66 360 0302,
+380 50 019 5265
861agrokalina.store$ 33,1411,320862budartelcx65.in.ua$ 33,140
[email protected] and 1 more [email protected]
+380 50 477 0133 and 3 more +380 97 451 5350,
+380 66 164 4643,
+380 50 002 5000
863furnitura.kiev.uaHome & Garden Accessories$ 33,138[email protected]
+380 68 090 0003 and 1 more +380 67 509 6052
864imperiyacomp.com.ua$ 33,136[email protected]+380 67 660 2825865decar.com.ua$ 33,135[email protected]+380 98 380 1930866peli.com.ua$ 33,134[email protected]+380 44 502 1124867razborka-danler.com.ua$ 33,134[email protected]+380 93 700 8000868istar.kiev.ua$ 33,134[email protected]+380 68 687 2022869dekoravto.net$ 33,130[email protected]395870arsenal-instrumenta.com.ua$ 32,986[email protected]1,255871kinder-baby.com.ua$ 32,963[email protected]
+380 67 771 6462 and 1 more +380 99 240 8493
97872biofarma.com.ua$ 32,963[email protected]+380 44 502 2050873moddii.com.ua$ 32,962[email protected]
+380 50 059 3698 and 2 more +380 66 870 2385,
+380 98 550 4409
874sports-people.com.ua$ 32,961[email protected]
+380 50 681 9863 and 2 more +380 93 367 4565,
+380 97 455 4375
Odesa49875dcoil.com.ua$ 32,961[email protected]+380 50 643 3150876labro.com.ua$ 32,961[email protected]+380 99 333 8424877forcamp.in.ua$ 32,961[email protected]
+380 50 333 1757 and 3 more +380 67 550 2912,
+380 67 710 2885,
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879megazona.com.ua$ 32,960[email protected]+380 73 581 9919880proficom.com.ua$ 32,952[email protected]+380 50 380 0423881stalkerdp.com.ua$ 32,940[email protected]
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882notik.in.ua$ 32,923[email protected]+380 95 545 2459883waterflora.com.ua$ 32,922[email protected]+380 50 352 9367884comfort-ua.com$ 32,914[email protected]+380 67 382 6015885kidmir.com.ua$ 32,908[email protected]
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893borgio.in.ua$ 32,881324894supermag.kiev.uaBeverages$ 32,878[email protected]
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895enrandnepr.com.ua$ 32,876
+380 50 420 7260 and 2 more +380 50 535 9610,
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896santehstyle.od.ua$ 32,875[email protected]
+380 50 888 4631 and 3 more +380 99 370 6100,
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897minitrack.net$ 32,874[email protected]
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898verbadom.com.ua$ 32,873[email protected]
+380 67 399 0560 and 1 more +380 63 221 6888
899unicumshop.com.ua$ 32,871[email protected]+380 97 494 5293900bear-shop.com.ua$ 32,871[email protected]
+380 63 336 0976 and 2 more +380 73 800 5703,
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906almedika.company$ 32,849[email protected]
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907planetasiz.com.ua$ 32,849[email protected]+380 99 759 9326908herzukraine.com.ua$ 32,847
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+380 96 886 9614 and 1 more +380 50 826 5006
923vip-lenta.com.ua$ 32,809[email protected]
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10933sanavtoshop.com.ua$ 32,430[email protected]
+380 3200 32009 and 1 more +380 3200 32014
934fishopt.com.ua$ 32,428[email protected]
+380 63 245 5659 and 1 more +380 99 299 5686
935mobigroup.com.ua$ 32,426[email protected]+380 96 473 3631936demi.in.ua$ 32,424[email protected]
+380 800 755 170 and 1 more +380 68 863 4833
937vdtrade.com.ua$ 32,420[email protected]
+380 50 935 8376 and 1 more +380 44 229 0205
27938inpak.com.ua$ 32,420[email protected]
+380 67 777 4844 and 1 more +380 68 572 1000
939avtomatic.com.ua$ 32,416[email protected]+380 99 762 8963940nowasteukraine.com$ 32,416[email protected]
+380 800 330 234 and 1 more +380 44 334 6954
941bestprice.dp.ua$ 32,416[email protected]
+380 97 263 9216 and 1 more +380 99 729 5181
942eaglepharm.kiev.ua$ 32,413
[email protected] and 1 more [email protected]
+380 99 541 6307943starlab.kiev.ua$ 32,411[email protected]
+380 67 332 5233 and 2 more +380 67 496 9280,
+380 800 303 530
944magiablackgold-shop.com.ua$ 32,407[email protected]+380 66 145 5791227945xvape.com.ua$ 32,400[email protected]+380 96 414 9307946ksystem.com.ua$ 32,398[email protected]
+380 67 514 3758 and 2 more +380 67 515 2107,
+380 97 787 2847
947smart-market.org.ua$ 32,397[email protected]+380 63 960 1033948automotors.parts$ 32,394[email protected]+380 67 401 47979494shoes.net$ 32,393[email protected]+380 99 380 6262950rubicon-tt.com.ua$ 32,391[email protected]+380 99 099 5340951koptim.com.ua$ 32,391[email protected]+380 66 005 2252952postavka.in.ua$ 32,387[email protected]+380 93 101 6191Kharkiv58953kupitut.com.ua$ 32,386[email protected]+380 98 001 1409954dom-ekology.com.ua$ 32,384[email protected]
+380 93 607 2944 and 1 more +380 96 067 3895
955profimob.com.ua$ 32,382[email protected]+380 99 739 202572956pearltea.com.ua$ 32,380[email protected]
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957modnodoma.com.ua$ 32,377[email protected]+380 96 362 0885958lumion.com.ua$ 32,371[email protected]+380 68 218 7233959soundlight.com.ua$ 32,371[email protected]+380 50 849 2005960gols-opt.com.ua$ 32,365[email protected]+380 66 514 7491961promtehsnabkr.com$ 32,364[email protected]+380 98 366 4678962kupy.com.ua$ 32,364[email protected]
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963airgunstyle.com.ua$ 32,360[email protected]+380 97 795 5050964etorplus.com.ua$ 32,356[email protected]
+380 6500 81013 and 1 more +380 6500 58041
965ittechnica.com.ua$ 32,354[email protected]+380 95 568 6895Kyiv966doller.kiev.ua$ 32,352[email protected]+380 95 313 2283967magbaby.com.ua
Nursery & Kids Room and 1 more Family Stores
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+380 67 519 7800 and 1 more +380 67 518 7800
969limangroup.com.ua$ 32,345[email protected]+380 67 462 2836970aweld.com.ua$ 32,343[email protected]+380 96 101 0171971diabet-class.com.ua$ 32,338[email protected]
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972gazbetonopt.com.ua$ 32,338[email protected]+380 68 319 1055973kamin.kiev.ua$ 32,337[email protected]+380 67 118 1918974gidravliks.com$ 32,335[email protected]+380 67 885 4488975zatarga.com.ua$ 32,332[email protected]
+380 50 556 7883 and 1 more +380 73 102 2882
976razminka.com.ua$ 32,331
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+380 63 133 4188 and 2 more +380 800 210 221,
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981fazastore.com.ua$ 32,327[email protected]+380 96 756 6030982pack-pro.com.ua$ 32,326[email protected]+380 67 547 0943983racreative.com.ua$ 32,325[email protected]+380 50 359 0599984ifilter.com.ua$ 32,324[email protected]+380 66 670 5393985hobymonster.com.ua$ 32,321[email protected]+380 95 497 4841986homecoffee.com.uaBeverages$ 32,318[email protected]2,981987akva-estetik.com.ua$ 32,317[email protected]
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Kyiv988kultikzone.com$ 32,310[email protected]+380 96 611 3535989ekvator.in$ 32,309[email protected]
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7993ahimsa.in.ua$ 32,300[email protected]994agropostach.com.ua$ 32,289[email protected]
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998biovet.com.ua$ 31,951[email protected]+380 98 543 5454999lidertop.com.ua$ 31,949[email protected]+380 97 794 99851000meblimarket.com.ua$ 31,947[email protected]+380 66 726 033631001meblimarket.com.ua$ 31,947[email protected]+380 66 726 033631002meblimarket.com.ua$ 31,947[email protected]+380 66 726 03363
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https://www.salary.com/research/company/renault-finance-sa-salary
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en
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How much do Renault Finance SA employees make?
|
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The average annual salary of Renault Finance SA is estimated to be approximate $107,843 per year. The majority pay is between $94,595 to $122,207 per year. Visit Salary.com to find out Renault Finance SA salary, Renault Finance SA pay rate, and more.
|
Salary.com
|
https://www.salary.com/research/company/renault-finance-sa-salary
|
View salary at Renault Finance SA by Job Title BETA
The average salary of Renault Finance SA jobs will vary depending on the location, industry, category, and department. The table below shows the job titles you might be interested in and the salary range of different positions at Renault Finance SA. A difference in pay for the same job title may be based on a number of factors, such as experience, training, level of education, skills and competencies, and so on. Assistant Credit Manager jobs at Renault Finance SA earn the most with an average annual salary of $131,933, while Allocation Analyst jobs earn the least with an average annual salary of $78,423.
The estimate average salary for Renault Finance SA employees is around $107,843 per year, or the hourly rate of Renault Finance SA rate is $52. The highest earners in the top 75th percentile are paid over $122,207. Individual salaries will vary depending on the job, department, and location, as well as the employee’s level of education, certifications, and additional skills.
JOB TITLE SALARY RANGE AVERAGE SALARY COMPANY NAME Assistant Credit Manager $106,724 - $144,578 $131,933 Renault Finance SA Manager, Accounting $109,561 - $134,415 $122,012 Renault Finance SA Allocation Analyst $71,394 - $85,057 $78,423 Renault Finance SA
DISCLAIMER: The salary range presented here is an estimation that has been derived from our proprietary algorithm. It should be noted that this range does not originate from the company's factual payroll records or survey data.
1. How much does Renault Finance SA in the United States pay?
Renault Finance SA pays its employees an average of $107,843 per year. The average salary at Renault Finance SA range from $94,595 to $122,207 per year. Assistant Credit Manager jobs at Renault Finance SA earn the most with an average annual salary of $131,933, while Allocation Analyst jobs earn the least with an average annual salary of $78,423.
2. Do Renault Finance SA employees get a higher salary than other similar companies?
The salary at Renault Finance SA is higher than Stradoo. The highest salary package reported for an employee at Renault Finance SA is $122,207 per year, meanwhile the highest salary package reported for an employee at Stradoo is $121,232 per year.
3. How much does Renault Finance SA pay compared to Stradoo?
The average annual salary at Renault Finance SA is $107,843, or an hourly wage of $52, in comparison to Stradoo which pays $106,978 per year or $51 per hour.
4. Which job skills can boost a Manager, Accounting salary at Renault Finance SA?
Accounting, Accounts Payable and Accounts Receivable are key to a Manager, Accounting job at Renault Finance SA. Possessing these skills could lead to a higher salary. You can learn and develop high income skills now if you’re looking for a position at Renault Finance SA.
5. What is the lowest salary at Renault Finance SA?
The lowest paying job at Renault Finance SA is Allocation Analyst with an annual salary of $78,423 or an hourly rate of $52.
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https://www.renault-trucks.com/en/careers/working-renault-trucks
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en
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Working at Renault Trucks
|
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Joining Renault Trucks is
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en
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/themes/custom/corporate/favicon.ico
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https://www.renault-trucks.com/en/careers/working-renault-trucks
|
Simple, pragmatic, warm and committed
We believe that success is based on closeness and cooperation between people, because our choices are not just technical, they are also human.
Our goal is to offer products that are increasingly tailored to the needs of our road transport customers and to the challenges of society. We design robust trucks based on reliable technology and high value-added services.
To achieve this, we focus on teamwork that we extend to include all our partners, as Renault Trucks also encompasses the customers who buy and drive our trucks. We go out to meet them in the field, working with them to design solutions that are tailored to their needs. Our recognition is their peace of mind.
There are 20,000 of us – employees and distributors – serving transport professionals around the world. Together, we are moving forward with simplicity, pragmatism, warmth and commitment.
A strong culture
We have inherited a long tradition of diversity and human values.
So, wherever you work in the world, at Renault Trucks you will come into contact with dedicated men and women from a variety of backgrounds, with specific skills and different ways of understanding situations. We believe that our differences are our strength, so we are committed to creating an environment where everyone will be proud of their uniqueness and feel encouraged to express it. This diversity is a source of innovation, richness and agility.
At Renault Trucks, our way of doing business involves mutual respect, trust and dialogue. The voice of each empowered and autonomous employee is taken into account. So, share what drives you, aim for ambitious goals and involve your colleagues and external partners in achieving these results!
We believe that the well-being of our employees is also one of the conditions conducive to creativity, innovation and the success of our projects. This is why we continually endeavour to ensure that our staff work in a respectful and safe environment that preserves a work-life balance. Similarly, Renault Trucks strives to fairly reward the investment of each employee in the development of the company.
Your development is our development
Are you seeking to work pro-actively for a prosperous and sustainable world? Renault Trucks is looking for employees who want to grow within an international group that values progress and innovation. A group with a rich and diverse culture, influenced by its French and Swedish origins.
Renault Trucks is at the heart of the Volvo Group, a world leader in transport solutions, thereby opening the doors to a range of international career paths and the development of a multitude of skills in cutting-edge technologies.
With the support of the company, you can be master of your own career and responsible for your contribution to the company's goals. You will have the chance to learn something new every day and continue to evolve.
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https://www.macroaxis.com/profitability/RNO.PA/Net-Income/Number-of-Employees
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Renault SA Net Income vs Number of Employees
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Renault SA fundamental comparison: Net Income vs Number of Employees
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Macroaxis
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https://www.macroaxis.com/
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https://www.theautopian.com/le-culture-clash-the-marriage-between-amc-and-renault-was-much-weirder-than-you-know/
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en
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Wine Lunches, Oil Leaks And 36-Hour Work Weeks: Inside AMC And Renault’s Weird Marriage
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2023-01-16T20:28:46+00:00
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When I started producing a documentary series about the history of American Motors Corporation, I thought I knew the story pretty well. I’ve been an AMC nut since high school, I’ve been making videos about them for a decade, and my co-producer is the definitive expert on the company’s history. However, as I progressed through […]
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en
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The Autopian
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https://www.theautopian.com/le-culture-clash-the-marriage-between-amc-and-renault-was-much-weirder-than-you-know/
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When I started producing a documentary series about the history of American Motors Corporation, I thought I knew the story pretty well. I’ve been an AMC nut since high school, I’ve been making videos about them for a decade, and my co-producer is the definitive expert on the company’s history. However, as I progressed through interviews with over three dozen former AMC employees, my internal construct of the company became cloudier, not clearer. The more I heard, the more I realized just how nuanced history can be. Of all the questions I asked, perhaps none received a wider variety of answers than this one: “What was it like working with Renault?”
Some adored the French, others hated them. Most felt something in the middle. But no two people gave the exact same response.
The French Connection
For those who don’t know, toward the end of its existence, The Last Independent Automaker American Motors Corporation (which eventually became part of what is now Stellantis) entered into a partnership with French carmaker Renault in 1978. This move was tied to the way the car market was shifting at the time over gas prices and fuel economy regulations.
Several years ago I interviewed Gerald C. Meyers, the AMC CEO who architected the deal.
“American Motors had been known for high fuel economy,” Meyers told me. “But we were not the fuel economy winners at that time. And we thought that one quick way to get onto the new wave, because of the price of fuel, would be to get to smaller vehicles, and get them quickly. And that’s the reason I went over to France, and made an offer to Renault.”
By the late ‘70s, AMC’s product lineup had become increasingly outdated, and customers were flocking to smaller, fuel-efficient cars from Japanese, European, and even other American competitors. At that point, AMC didn’t even have its own four-cylinder engine, let alone a modern FWD compact car. It desperately needed new, competitive vehicles.
The partnership seemed like a win for everyone. AMC would gain access to Renault’s technology to design and build new cars in the U.S., and Renault would gain access to AMC’s wide-reaching dealer network and North American manufacturing operations. The two companies made sure to emphasize that the operation would be a partnership, not a merger; no stock would change hands. The deal was signed in January 1979.
American Motors had done business in other countries before, but never at this scale. Management reached out to the Chrysler Corporation, which had previous overseas experience from their acquisition of the French automaker, Simca. Although its European division had recently collapsed, Chrysler still provided useful advice for setting up an in-house communication and translation department.
American Motors put great emphasis on having its people learn the French language and culture, with multiple teachers holding classes at the company headquarters during lunch hours and after work.
Pam Huegli had recently graduated college with a degree in French, and her former college professor, Don Iodice, hired her to help write a French textbook for Chrysler employees. As that project came to an end, Pam found herself taking a factory job to make ends meet. But before long, her friend called again, now with an offer to teach French at AMC.
“I was working at GM at the time in the truck and bus plant here in Pontiac,” she explained. “I was really worried about leaving GM and going to an unknown, American Motors. But I got a raise, and I started the first of February, 1980, and it was the best thing that ever happened in my life.”
She took her job seriously, even assigning homework. A wide range of students attended, from upper management down to lower positions, meaning some nervous employees had to share a classroom with Meyers, their CEO.
“I never really wanted to teach,” Pam told me, saying the school setting didn’t appeal to her. “But it was great because I didn’t have to teach children this way. I just had to teach adults who acted like children sometimes.”
VP of Engineering (and father of the AMC Eagle) Roy Lunn, insisted on private tutoring where he couldn’t be embarrassed in front of his coworkers. At the end of the course, she prepared an elaborate French dinner for her students, complete with quiche, beef bourguignon, and even escargot. The catch: they could only speak in French during the entire meal.
Wheels and Deals
Prior to the partnership, Renault already had a tiny presence in the U.S., selling around 13,000 cars a year. As quickly as possible, AMC began importing and distributing French-made Renaults through its own dealers, including the sub-subcompact Renault LeCar and the Renault 18i sedan/wagon. The sporty Renault Fuego would soon follow.
Frank Pascoe, a clay modeler in AMC’s design department, was part of a group tasked with “Americanizing” the cars.
“It was a lot of work,” he told me. “With doing front ends, making the bumpers, you know, so that they would work with American crash and safety things.”
Despite the team’s reservations, they weren’t able to make many changes to the cars beyond the bare minimum required to pass U.S. regulations.
“There were some styling issues,” Pascoe said with a smile. “I can remember the LeCar when it first came over here, it only had three lug nuts in the wheels, and the first thing that people said was, ‘You’ll never sell that car here!’ Americans want to have more than three lug nuts. It has to be at least four, right?”
However, having any new product to sell was good news for dealers, especially if it got good gas mileage. With a second oil crisis in 1979, sales of AMC’s Jeep division (by now, the company’s major breadwinner) tanked almost overnight.
Despite emphasizing the platonic nature of the partnership, Renault and AMC management soon found themselves in a tight situation. The companies had agreed to build a new subcompact car together in America, and AMC had already begun work on a line of downsized Jeeps that would eventually become the XJ Cherokee and Wagoneer. But with American Motors losing more cash by the second, it would be bankrupt before any of these vehicles saw the light of day. Both projects required hundreds of millions of dollars for vehicle design and engineering, plus retooling AMC’s badly outdated factories.
Since Renault was a nationalized company, it was partially owned and controlled by the French government. It also meant the government would likely provide nearly limitless funds to support Renault in an emergency. Not wanting its new business partner to die, in late 1979, Renault gave AMC a capital infusion in return for a 22.5 percent share of the company. As the U.S. economy continued to sour, Renault coughed up even more cash, and its stake in AMC increased to 46.4 percent by the end of 1980.
But like any deal, this one had its strings. Soon, French names began showing up on AMC’s board of directors, and the relationship suddenly went from “just friends” to “it’s complicated.”
Culture Clash
As the two companies became more intertwined, Pam’s teaching job expanded to include translating. Thousands of documents needed conversion from French to English and back again. Engineering reports, blueprints, marketing research, corporate memos… everything went through her new department.
“We had four translators working, and we each had a Radio Shack computer,” Pam remembered. “And that was the era of the Wang word pressor; everybody had Wang computers and thought they were great. Well, we didn’t, because we had to have a Radio Shack computer to do what we did.”
Radio Shack computers offered more flexibility, but in the early 1980s, translation programs of any kind were still uncommon. AMC’s translation software came from an unlikely source: The Church of Jesus Christ of the Latter-day Saints.
“They have their young people go out on missionary trips,” Pam explained, “And they always send them to different countries. They used this software, I guess, for them to be able to communicate and find out words in other languages. So we said, ‘Hey, that’s great! That software might work for us.’”
The program still required all the words to be loaded in manually, so the staff spent hours entering words before all the terms could be printed into an automotive glossary for employees. I had the chance to flip through the older glossary that she developed at Chrysler, and was amazed to find an entire page devoted just to clutch-related vocabulary.
Over time, more Renault representatives came to AMC’s headquarters. While most were happy to collaborate, a few AMC-ers were suspicious of the new blood. Clay sculptor Pascoe could speak the language, and his bosses weren’t above using his skills to their advantage.
“One of the managers approached me one day and said… ‘When these guys come in, hang out in the corner there and listen to what they’re saying, and let us know afterward if what they’re saying is really what they told us.’ So I was sort of hiding behind the plant in the corner you know, with my ear to the wall!” Frank laughed. “But basically we didn’t really learn anything. They were mostly telling us the truth.”
Not every interaction proved so innocent. To protect its investment, Renault began installing its own leaders, and sometimes their way of “doing business” raised a few eyebrows in Detroit. Longtime employees noticed a sudden increase of pretty young secretaries, all of whom seemed to work for Renault executives. Men with families back in France were occasionally seen out at fancy restaurants having very intimate dinners with American women. One employee we interviewed even said a manager tried to put the moves on her as they went through an automatic car wash. While most of this behavior was rare, it certainly stood out at old, conservative AMC.
Friction began to rise as Renault moved to de-emphasize AMC-branded passenger cars and focus only on Renault and Jeep products. New French management didn’t see much of a future in the tired old AMC Concord, Eagle, and Spirit models, and some even wanted the highly-successful Jeep division to play second fiddle to the Renault new cars. Many long-term AMC-ers resented this and dragged their feet to implement the changes. The Americans didn’t like being told what to do, even if the French were the ones paying to keep the lights on. Something had to give.
“When Renault not only bought our company, but they decided to run our company, that was too much for me,” Meyers admitted, candidly. “By that time my ego had gotten overcharged, and I felt if I can’t run this company, I’d better ought to leave it. And I did.”
In a surprise move, Meyers left AMC in January of 1982. A combination of American and French executives got promoted in his wake, including a man named Jose Dedeurwaerder that was appointed President and COO. It became increasingly clear just exactly who was the dominant partner in this relationship. Shortly after Meyers’ departure, marketing VP Joe Cappy—a former Ford man hired by the new Renault management—announced that all AMC-branded products would eventually be phased out.
Le Cars
Unfortunately, Renault products weren’t doing so well in the U.S. market.
The tiny LeCar obviously had limited appeal, but the Renault 18 sedan should have been successful and wasn’t. The 1982 Renault Fuego looked more promising; It was stylish, sporty, reasonably quick (when equipped with a turbo), and decently priced. During a MotorWeek review, John Davis even called it “The most appetizing bargain to reach our shores since nouvelle cuisine.”
Sadly, the Fuego also turned out to be a reliability nightmare. Electrical issues plagued the cars. Fuegos would break down, refuse to start, and randomly stall while driving on the highway. The car’s name, which means “fire” in Spanish, proved to be particularly ironic, as one AMC stylist told me he watched a coworker’s Fuego spontaneously combust in the company parking lot after the fuel injection system sprayed raw gas on top of the engine block.
To make matters worse, Renault’s management initially refused to believe there were any problems. They couldn’t understand why Americans didn’t love their cars. Finally, a sales manager put it rather bluntly why they weren’t selling, telling Jose Dedeurwaerder: “The Fuego is the most attractive car sitting dead on the shoulder of all the highways.”
American cars of the 1980s didn’t exactly have a reputation for impeccable quality, but European cars did carry a certain cachet with buyers. Unfortunately, Renault burned through that goodwill rather quickly. It seemed their cars weren’t quite suited to the rigors of the American highway—one of many areas that helped powerful, Autobahn-friendly German cars rise to luxury dominance.
“One of their favorite expressions that I heard was, ‘In France, we have no problem,’” said AMC engineer Dave Perrine. “They’ve got their driving culture over there, and driving habits there are a lot different than here in the U.S. They relied a lot on mass transportation. They were really surprised at our lack of mass transportation here.”
American drivers wanted cars that would start and run perfectly in every climate, from Alaska to Arizona. They wanted cars that could handle city potholes and dirt roads and 75 mph highways four hours at a time with the air conditioning on. Not every Renault was up to those tasks. As one AMC executive put it, nobody at Renault knew their cars leaked oil, because everyone in France parks on the street. In America, people were alarmed to find puddles when they backed out of their garages in the morning.
Despite being outdated, most AMC cars had big, lazy, bulletproof inline-six engines. The Renault cars had higher-tech, more efficient powertrains, but they lacked the durability American drivers wanted. Plus, French cars all felt just a little… foreign. With their avant-garde styling and often unusual interiors, the cars just didn’t click with American buyers.
“They didn’t make a lot of effort to fine-tune those vehicles for the American market,” John Davis told us during an interview about 1980s cars. “So you got in them, and the radios were weird, the gauges were not quite placed where we would like them, and even the warning lights were different… It all made it a little uncomfortable.”
During that era, Japanese automakers heavily researched American consumer tastes and updated their vehicles accordingly. Meanwhile, many European companies felt like their cars were already good enough, and it was the Americans’ fault if they didn’t like something.
Thankfully, AMC designers and engineers had been given much more time to work on the upcoming joint-venture car, known by the codename X42. Management hoped that American consumers would feel more at home behind the wheel of the X42 than they had with the LeCar, 19i, and Fuego.
Falling In Love
Having largely accepted their fate under Renault, many AMC employees found themselves quite happy. As people on both sides got to know their counterparts better, mutual respect developed. Management could still argue and debate, but most of the engineering and design staff bonded over a shared love of automobiles.
“We would send that talent back and forth across the pond on a regular basis,” Perrine said. “And I think that’s what, from my perspective, helped me see those two companies coming together… Engineers just seem to get along with each other because we all have a common goal. We want this thing to succeed. We want it to be right. We want our customers to be happy with it. We want it to work.”
Exchange programs allowed Americans to live and work in Paris, where they could see Renault’s high-tech facilities in person and learn about the wonders of wine-filled two-hour lunches. The French came to Detroit, Toledo, and Kenosha, where they learned about fine mid-west American cuisine.
“We went to breakfast one morning, and one fellow said,” Pam told us, switching to a thick French accent. “‘I waunt my eggs ‘suuny side oop!’ And I said, ‘oh do you like them that way?’ He says, ‘No, but I love to say it!’”
Some cultural differences were harder to resolve, as the French were adamant about a 36-hour work week and no more. For AMC employees used to working 50-60 hour weeks, this created a feeling that the Renault side wasn’t pulling its weight.
Meanwhile, according to Joe Cappy’s memoir, Jose Dedeurwaerder caused more than a few eye rolls when a pretty blonde bartender he met in Kenosha showed up to work at AMC headquarters as his “assistant.”
Making fun of both his behavior and difficult-to-pronounce name, employees surreptitiously referred to the company president as “Dirtywater” behind his back. While other Detroit executives were hardly innocent of office hanky panky, his failed attempt at subtlety was compounded when his new assistant left a steamy note for him on the wrong company car. Apparently, she didn’t realize that her boss wasn’t the only executive who drove a black Grand Wagoneer with gold wheels.
Faced with the unenviable task of dragging the company’s cash-strapped operations into the modern era, Dedeurwaerder brought a wealth of manufacturing knowledge and experience to American Motors. But his dismissive leadership style–combined with his extra-curricular activities–certainly didn’t help his reputation at conservative AMC.
The Alliance
With the much-awaited X42 subcompact coming to completion, employees and the press still wondered how it would be branded. The car debuted in September 1982 as the 1983 Renault Alliance. The decision, though predictable, was disappointing for many. After all, the car was built in Kenosha by American Motors Corporation employees, but Renault was getting all the glory.
An “AMC” badge was added to the trunk lid at the last minute to help placate dealers and win over some AMC loyalists, but any reference to American Motors in the marketing and sales material was minimal. The AMC brand was on the way out, and soon the 4WD Eagle would be its only product offering.
If Renault and AMC were a couple, then the Alliance was the baby that would supposedly “save the marriage.” From my personal research, it seems that the Alliance got more marketing attention than pretty much any other AMC product launch in history. The number of TV commercials, print ads, custom hats, factory tours, auto shows, press days, and other promotional items and events simply dwarfs anything I’ve found for any other AMC or Jeep model.
All this hullabaloo did seem warranted. After years of hemorrhaging cash, American Motors finally had a new product that was competitive in every metric of the country’s hottest market segment. The Renault Alliance won MotorTrend’s Car of the Year and made it onto Car and Driver’s 10 Best list.
Naturally, there were some teething problems, as it was AMC’s first time building a front-wheel-drive, fuel-injected car. Factory workers had to learn how to diagnose and repair the Alliance’s complex electronics and how to gently handle the car’s much thinner sheet metal without denting it. It wasn’t as exciting as building Javelins or AMXs, but most employees were just happy to have jobs. After years of layoffs and downsizing, AMC began to hire again, and the plant was churning out as many Alliances as they could build.
It seemed Renault and AMC finally had a winner on their hands. MotorWeek described it as “… a fine, thrifty, good-handling, roomy, highly-domesticated European sedan that’s made in the U.S.” And generally, that’s how most of the AMC employees we interviewed felt about it, too. They were proud that little AMC could (with a lot of French money and French-built components) go from manufacturing old-fashioned Spirits and Concords to such a modern car.
Highs and Lows
While the Alliance was essentially a Renault design that underwent a thorough “naturalization,” the partnership’s next big product was largely home-grown. It is no understatement to say that the 1984 Jeep Cherokee/Wagoneer, known internally as the XJ, was (and is) one of the greatest SUVs of all time. It embodied the best of both companies, as the world’s first modern, compact four-door, unibody SUV.
Overseen by VP for Product Engineering and Development, François Castaing, AMC stylists designed a look that was both pure ‘80s yet timelessly iconic. Engineers created a platform that was light, nimble, spacious, and rugged. To build the XJ, the old Toledo Jeep plant was upgraded with some of the most modern robotic assembly equipment in the industry. The XJ was pure Jeep, but it wouldn’t have been possible without the French.
SUVs were growing in popularity during the 1980s, but passenger cars were still the industry’s bread and butter. While XJ sales increased almost every year, Alliance sales, sadly, did the opposite. It had taken Renault and AMC almost six years to launch the new fuel-efficient subcompact that Gerry Meyers had envisioned in 1977. During that time, the economy had begun to recover and gasoline prices were going back down. As fickle as ever, American consumers began flocking back to big cars, which AMC no longer had.
To make matters worse, dreaded quality issues began popping up. Although the Alliance underwent far more durability testing than the imported French-built Renaults, familiar problems were emerging.
“One of them was the cooling system,” Perrine said. “It had to be purged properly and if it wasn’t, the car would overheat and a lot of engine damage would happen. And it took people a long time to figure that out.”
Electronics and fuel injection remained issues, also. Buyers and mechanics just weren’t used to the new technology yet. The company sent dealerships hours of video on Laserdisc, explaining maintenance, troubleshooting, and repair procedures.
Battery troubles would cause cars to die, especially in the cold. A Kenosha plant employee told me that whenever he left the plant in the middle of the night for the 3rd shift change, there’d be Alliances all over the parking lot with their hoods up, unable to start during those brutal Wisconsin winter nights. As the market for subcompact cars shrunk, the Alliance was (figuratively and literally) left out in the cold. Buyers who still wanted a small car had plenty of choices, and nobody wanted to get stuck with a potential lemon.
Despite this, most of the former employees we interviewed said they liked the Alliance. They were proud to “buy what you build,” and the Alliance was a comfortable, affordable car that handled well and got stellar gas mileage (when it ran).
The Divorce
They say problems with money and sex are the two biggest causes of divorce, and the AMC-Renault marriage had both. Of the two, the money problems were far more serious. Ever-increasing Jeep sales couldn’t offset weak Renault sales, the same way they couldn’t offset weak AMC sales before that.
“The French had been pouring money into American Motors, and it was going right out the bottom in red ink,” said Cappy, who became CEO in 1986. “From 1980 to 1983, American Motors lost three-quarters of a billion dollars. Now I don’t care what you say, when it comes with a B, it’s a lot of money. And the French government at the same time was laying off workers in France. So they had a political problem in France, because they saw all of this money being sent overseas to American Motors.”
All that money had been sent with the expectation that it’d be earned back someday. Yet, that was looking more and more unlikely. Renault simply couldn’t break into the U.S. market, and with its deep ties to the French government, the politicians were getting impatient.
Lee Iacocca, riding high on Chrysler’s success, came sniffing around during the mid-’80s for a deal to buy the Jeep division, but Renault’s chairman in France, Georges Besse, still had hopes for turning things around. However, when Besse was assassinated by anti-capitalist French anarchists in 1986, his successors were eager to wash their hands of the whole affair, and they quickly struck a deal to sell AMC and Jeep to Chrysler. The remaining shareholders soon signed on, too.
Years later, some criticized Renault for pulling the plug just as the partnership looked ready to round the corner. The U.S. economy was still improving, and they had some exciting new vehicles in the pipeline. Projections for the rest of the 1980s had looked profitable.
“I think if the relationship would have lasted a lot longer, the next generation product you saw might have been a little bit different,” Perrine said. “Unfortunately, we just never got to see it happen.”
It’s impossible to attribute the failure of the AMC-Renault partnership to one specific thing. You could blame it on stubborn management, faulty products, cultural differences, the economy, gas prices being too high, gas prices being too low, or a thousand other factors.
When I first started producing this documentary, I largely viewed the Renault merger as a mistake on AMC’s part; it was a desperate decision to cede control to a company that didn’t understand the U.S. auto market. I slowly learned that the truth is far more complex than that. Without Renault, AMC would have likely gone bankrupt and been dismantled by the early 80s. With Renault, AMC gave up its independence but still created some great products.
Despite its faults, the Alliance was a huge product for AMC, and the upcoming Renault Premiere (which became the Eagle Premiere) was a highly competent car, too. Not to mention, the Jeep XJ, the Jeep Wrangler, and Jeep Grand Cherokee all owed part of their existence to Renault. Plus, scores of Renault and AMC designers and engineers would go on to play a significant role in reinvigorating Chrysler’s product offerings, including the groundbreaking 1994 Dodge Ram and the remarkably advanced “cab forward” LH platform cars.
Joint ventures are a tricky business, but the auto industry seems unable to resist them. Some, like Ford’s Premiere Automotive Group, end in disaster. Others, like Stellantis, seem to work out (for now). Almost any foreign company that wants to build cars in China has to partner with a domestic automaker, meaning that there are probably lots of unhappy corporate marriages there, but they seem to make it work. Nissan later partnered with Renault, and that’s had its ups and downs, to say the least.
Meyers, Huegli, Pascoe, and Perrine are just four of the over 30 former AMC employees I personally interviewed for our documentary, The Last Independent Automaker. I’ve asked almost every single one what it was like working with the French, and I’m always surprised by their responses.
Three decades later, some are still bitter over the way Renault management treated them and the way things ended. In that old American way, people just don’t like having somebody from another country come in and tell them how to do things.
But there are far more people like Pam, who saw it as a once-in-a-lifetime experience to learn, travel, build great things, and make friends around the world. Today, she still lives in Michigan but has retired from the auto industry. Now she leads guided tours of France, where she often stops to meet old colleagues from Renault.
“Our AMC people didn’t back down just because we were David and they were Goliath,” she told us. “ I mean, they went toe to toe and nose to nose a lot of the time to defend what they felt they needed to do… I was just the teacher and the translator. I was the one trying to make everyone get along and understand each other. I loved it there. It was seven years of fun.”
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Renault Trucks Unites its Network around a New Digital Platform
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2023-03-08T16:50:08+00:00
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Find out how Renault Trucks France has strengthened the link with its entire sales network by developing a new digital communication platform.
|
en
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https://www.sociabble.com/files/themes/sociabble/assets/images/favicons/sociabble.ico
|
Sociabble
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https://www.sociabble.com/case-studies/renault-trucks-france/
|
Renault Trucks France decided to strengthen the link with its entire sales network by developing a new digital communication platform. With “Tous,” a streamlined and accessible digital tool, employees are informed of announcements relevant to them, engaged by sharing their enthusiasm for the brand, and empowered to become influential by increasing the brand’s influence at events.
Renault Trucks France unifies its entire sales network around an open and dynamic digital communication solution
Renault Trucks is a brand of the AB Volvo group, which develops, assembles, and sells industrial and commercial vehicles. Renault Trucks France is responsible for the brand’s distribution and services in France.
Representing 40% of the group’s overall activity, Renault Trucks France has 3 regional hubs, as well as 310 locations. Together with the 4 industrial sites, there are more than 4,000 employees working together as part of the Renault Trucks team.
A new communication strategy to fit the dynamics of electric mobility
The industrial and commercial vehicle market is currently benefiting from a unique dynamic: in addition to an intense recovery following the Covid-19 crisis, electric mobility is an innovation that is also transforming the global truck market.
With its E-tech offerings, comprising a range of electric vehicles and comprehensive support for its customers (research, diagnosis, solution, and implementation), Renault Trucks is positioning itself as a key player in decarbonization and the energy transition.
In this growing field, which is particularly promising but also highly competitive, the support of the sales network is a determining factor. It is essential that all those involved in sales, service, and maintenance are informed and trained as quickly as possible in order to gain a competitive advantage.
At Renault Trucks France, communication with the network suffered because of tools that were not adapted to the reality of the employees in the field. Sales representatives, branch managers, and technicians spend most of their time working with what they are passionate about: trucks. In the field or on the road, few of them have access to a fixed computer station.
Existing communication not effective enough
However, Renault Trucks’ communication was essentially based on web devices:
Intranets
The various intranets (group and France), the business applications, and the media center offered quality content, but only a minority of the 4,000 employees were able to connect regularly. They found dense information that was sometimes far removed from their needs and concerns.
Emails
Emails sent to all employees were often lost in inboxes, never to be read.
Town Hall meetings
Occasional Town Hall meetings, which were essential for important announcements about strategy, products, and events, represented topdown, centralized communication that was not very representative of the field.
As for the quarterly paper magazine, while it offered qualitative coverage of substantive subjects, it did not allow for real-time monitoring of market news, commentary, or the relaying of real-time actions in the field.
It became crucial to switch to a communication system designed for cell phones: reactive, visual, targeted, and accessible.
Florian Perrot Marketing Director Renault Trucks
Gathering and engaging the network around a dynamic communication solution
With heterogeneous and underused communication channels, the information was often one-sided and not very relevant.
According to Fabien Marie, Digital Marketing Manager:
Communication was not contributing to effectively sharing the new positioning and innovations of Renault Trucks. There was a risk of losing brand awareness within the network.
Moreover, the lack of accurate data concerning the consultation of published information or participation in events was another obstacle to improving communication with the network.
For Florian Perrot, Marketing Director at Renault Trucks France: “It became crucial to switch to a communication system designed for cell phones: reactive, visual, targeted, and accessible.”
A strategy based on 4 pillars and a unique platform
It is in this context that Renault Trucks France decided to strengthen the link with its sales network, by developing a new digital communication platform. Driven by the will of top management, the initiative aimed to consolidate 4 distinct pillars of communication within the network:
• Being informed and no longer missing out on relevant information
• Being engaged and giving all employees the means to share their enthusiasm for the brand
• Being influential and increasing the brand’s influence during events or special commercial campaigns
• Streamlining tools and simplifying information access
To carry out this ambitious project over the long term, Renault Trucks France chose Sociabble: a choice dictated by the platform’s services, but also by the know-how and support offered by the various Sociabble teams.
Florian Perrot remembers: “From the preliminary discussions with the sales team, we felt that Sociabble was able to help us enter a new phase in our communication with the network. We recognized an ally for a common mission.”
We felt that Sociabble was able to help us enter a new phase of our communication with the network. We recognized an ally for a common mission.
Florian Perrot Marketing Director Renault Trucks
Deployed in just a few weeks, Tous, the platform designed by Renault Trucks France together with Sociabble, has rapidly become the central hub for information exchange within the sales network. From the mobile application or on the web, everyone can find the relevant information they need on Tous, in real-time.
Equipped with a simplified and secure Single Sign On (SSO) connection, intuitive to use and inspired by the applications of social networks, Tous is quick to launch from any device. Across the various themed channels offered, the content published is now generating significant engagement and commitment at Renault Trucks France.
This enthusiasm comes from both the users who are already comfortable with digital tools, and those who are less familiar with them, alike.
Maximum visibility of the field
With Tous, many activities in the field that were not previously shared with the entire company have found a new source of wider visibility. This content has met with great success because it conveys authenticity, thanks to its usage of the codes and terminology of Renault Trucks’ garages.
In particular, photos of sales, vehicle deliveries, and training and workshop reports generate strong commitment and engagement, and help to strengthen the feeling of belonging to the brand.
Authentic, realistic, and highly representative of Renault Trucks’ employees, the images and messages published on Tous also find a favorable reception on social media. With a simple click, employees can share the content on their own social networks. This is practical when they want to show their pride in belonging to the company, and when they want to simply share their expertise.
This simplicity of usage is also a powerful asset when employees participate in events. For example, at trade fairs, Renault Trucks now regularly takes first place in terms of share of voice, thanks to the content proposed by the marketing team and the posts produced live by employees on site.
Openness, editorialization and interaction
Thematic channels have been designed to quickly identify the main topics. This allows everyone to easily choose the content to consult. But the platform also encourages curiosity: all topics, even those of colleagues from other regions or professions, are available to all. In this way, new synergies are created.
“Tous is a very free space that contributes to breaking down the silos in the network,” Florian Perrot has remarked.
And while employees publish numerous messages every day, the marketing team members at headquarters keep control of the editorial focus thanks to Sociabble’s content distribution features:
Notifications
Sent to all employees or to a specific audience (a region, a job, a business category, a hierarchical level, etc.), notifications attract the attention of employees and bring them to the platform.
Must-reads
The must-read is a feature that forces the user to consult an important publication before being able to continue browsing the platform. On Tous, this feature is regularly associated with content with high information value for the network, such as a government announcement.
Pinning
For content that deserves high visibility, the ability to “freeze” it at the top of the wall for a specific period of time considerably increases exposure to employees, without over-soliciting them.
Newsletters
Edited with just a few clicks and personalized according to the target, the newsletter functionality enables Renault Trucks to send its network the most important content. For example, market trends, head office announcements, and any other content relevant to users’ preferences.
With Tous, Renault Trucks has also introduced a new dimension to its communication with the sales network: interactivity.
Sociabble provides administrators of Tous three levers:
Engagement framework
Tous offers many administration features: for example, awarding points during campaigns and challenges, earning badges, and congratulating employees for their successes. On Tous, many contests and challenges involve sharing the best customer testimonials, the best safety practices in the workshop, etc.
Quizzes
Fun and efficient for measuring the understanding of messages, quizzes allow admins to collect feedback and to adjust the communication accordingly. On Tous, quizzes are often used to assess the employees’ knowledge of Renault Trucks’ electric offerings.
Surveys
Particularly useful when it comes to understanding the expectations or preferences of employees. For example, network members were able to express themselves on Tous regarding their favorite truck model, or give their opinion on the content of the platform or newsletter.
Digital marketing and communication for employees and business
The editorial management and admin features give the Renault Trucks marketing team the means to create a communication and Employee Advocacy platform that really looks like the brand.
Renault Trucks also appreciates regularly benefiting from the many new features of the SAAS application: chat, media drive, and analytics.
For example, the Sociabble dashboard module allows Renault Trucks to consult all the relevant data for their projects in real-time: views, activities, shares, reach and engagement on social networks. All the important data for digital marketing that’s linked to the brand’s content can be consulted in real-time.
The Renault Trucks marketing team also benefits from day-to-day support from Sociabble: on the one hand, with dedicated consultants, who listen to their specific problems; on the other, with access to the online platform, which is full of advice and ready-to-use content. These are two resources Sociabble offers that have helped to drastically speed up the project.
However, Florian Perrot specifies:
Tous is not a marketing tool, it is a platform for employees, where everyone can gain exposure and consult the activities of others. Because it’s as intuitive as a social app, and requires no training, Tous has seen rapid adoption.
Now hosting hundreds of connected and active users on a daily basis, Tous is a success story that strongly contributes to Renault Trucks’ digital transformation. Employees in the Renault Trucks France distribution network are more familiar with the brand and its innovations, and every day they discover the best practices of their colleagues throughout the country.
Tous contribute significantly to the sense of belonging of the teams, which are now more engaged and informed.
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7314
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dbpedia
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2
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https://www.renault.co.uk/group.html
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en
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Discover Renault
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French roots and a history stretching back more than 120 years. One group, one alliance, several partnerships.
|
en
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/renault/apple-icon-57x57.png?ck=8
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https://www.renault.co.uk/group.html
|
Groupe Renault is an international company with French roots and a history stretching back more than 115 years. Present in 128 countries, we design, manufacture and market private and commercial vehicles sold under five brand names worldwide: Renault, Dacia, Renault Samsung Motors, Alpine & Lada.
Thanks to our unique Alliance with Nissan and our strategic partnerships, we are the fourth largest car manufacturer worldwide. Today, we employ more than 120,000 employees around the world, all driven by a shared automotive passion.
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2454
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dbpedia
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https://www.csub.edu/50/black-csub-trailblazers.shtml
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Black CSUB Trailblazers
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/_resources/images/favicon.ico
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Mr. Lee Adams was employed at California State University, Bakersfield (CSUB) for 27.5 years until his passing on January 6, 2000. As an administrator at CSUB and in honor of the positive impact his legacy has made on the institution, its students and staff, we honor him today. His educational career began in 1969 at Foothill High School where Lee Adams was a Physical Education and History Teacher as well as Head Coach of Cross-Country and Track & Field.
While at CSUB, from 1972-1973 he served as the Director of Educational Opportunity Program (EOP). From 1974-1979, he was Assistant Dean for Special Services: EOP, Learning Resource Center (LRC). From 1980-1984, he was Associate Dean for Special Services: EOP, Student Special Services (SSS), LRC and Coordinator of Campus Discipline. From 1984-2000 he was Division Director of Educational Support Services: EOP, Academic Advancement Center (AAC) and University Outreach. Lee touched the lives of many and he will be forever missed.
Sarah Brothers was employed from 1972-1995 and held many positions here at California State University, Bakersfield (CSUB). Having worked in both Student Services and Academic Affairs, she was first interviewed by Vice President for Administrative Services, Dr. Ken Secor, in the early 1970s when the college did not have the university status, and administrative offices were housed in temporary quarters on California Avenue. She was hired sometime thereafter in 1972. Her initial position was in Student Services as Secretary in the Housing Office, from 1972-1973. Her final position, in 1995, was that of Faculty Affairs Specialist; she was essentially the director of faculty personnel. She worked with the Vice President for Academic Affairs, Dr. Fred Secor, as principal staff assistant for Academic Affairs and her primary job duties included developing budgets for all units in Academic Affairs and managing all phases of academic personnel operations. Traveling for the Bakersfield campus was among her most enjoyable and memorable moments. Sarah said, âI value the professional and personal relationships developed during my travels and the breadth of experience my position afforded me from working with the CSU Chancellor Office executives to my counterparts at the other CSU campuses.â
George Calhoun was one of the founding professors of the Special Education Program at California State University, Bakersfield (CSUB) in 1973. During his 25 years of devoted service to CSUB, he served with eight deans: Drs. Bradshaw, Whitely, Hancock, Serrano, Kline, Greathouse, Kellengberger and Santos. He was the third department chairperson. Master's Degree and the Advanced Specialist Credential Program for Learning Handicapped (LH) were completed in 1974. He also developed the Advanced Specialist Credential Program for Severely Handicapped (SH) in 1984. George Calhoun was one of the founding members who initiated the Earnest W. Williams Scholarship Fund for African American Students.
In 1973 Calhoun was appointed Associate Professor and Coordinator of Special Education. He was voted Department Chair of the Advance Educational Program in 1971. In 1977 Calhoun developed and taught the first Special Education online course in California (EDSP â 507) Mainstreaming Exceptional Children. He served as the Coordinator of Technology and Curriculum Development to assist School of Education faculty with webpage development. Before retiring in 1998, the School of Education recognized him with both the Outstanding Professor and Outstanding Publication awards.
Charles Craig began his education career in 1964 at Fowler High School, where he was the Director of the Educational Impaired Program and Head Track & Field Coach. From 1968-1971, Charles was the Assistant Track & Field Coach at UC Berkeley. From 1971-1972 Charles Craig was the Director of the Educational Opportunity Program (EOP) at California State University Bakersfield (CSUB). In 1972, Charles started the Track & Field Program at CSUB and held the position of Director of Track & Field until his retirement in 2004. He was one of the founding members, along with Lee Adams, George Calhoun, Willis Hill and William Perry, who initiated the Ernest W. Williams Scholarship Fund for African- American Students at CSUB. In the School of Education, Charles was a member of the Education Advisory Committee to Dr. Betty Greathouse, the Dean of Education.
Until 2013 Charles was a member of the CSUB Athletic Board of Directors. As Director of Track & Field at CSUB, Coach Craig produced over 195 Division II NCAA All Americans, 16 National Champions and 2 Olympic Trials Qualifiers. Charles was selected to eight Track & Field Hall of Fames. He served on three Olympic Teams: 1992 â Barcelona, Spain â 1996 â Atlanta, Georgia and in 2004 as Head Manager for Track & Field in Athens, Greece. Charles Craig was recognized as the NCAA and USATF National and Regional Coach of the Year. Charles was the past president and current Director of the Bob Elias Kern County Sports Hall of Fame.
In January 1970, Kathy was a Clerical Assistant in the Procurement Department. The campus was still in construction and she was located on California Avenue across from Cain Memorial Church. The college offices were on Chester and California at that time. She was the first African-American hired at California State College. All staff employees at that time moved to the new campus in August 1970.
In 1977, while employed at Cal State Bakersfield, Kathy was selected as an outstanding staff member. She was honored with a plaque for outstanding service to Educational Opportunity Program (EOP) in 2000, and received a plaque for outstanding service to students from the African-American Student Union and EOP in 2004. Kathy worked for the EOP Director, Mr. Lee Adams, for 26.5 years until his death in January 2000. She was reclassified to an Administrative Assistant Specialist in 1990 under Lee Adams. During the period of 2000-2004, she worked with Mr. Keith Powell, who became the EOP Director after Mr. Adams' demise. She continued her service in Educational Support Services until her retirement on December 31, 2004. Kathy's years of service at CSUB totaled 35 years. Since her retirement, she continues to stay active as she is a committee member of the Ernest W. Williams Scholarship Program at CSUB.
Dr. Janet Ford Shell was a founding staff member of California State University, Bakersfield (CSUB). In 1970 Dr. Shell began her tenure with the campus which was at that time named California State Bakersfield. Dr. Shell was temporarily assigned to a 'farm houseâ located near Ashe and Ming Avenue. With the combined staff from the California State University, Fresno Center and CSUB farm house location, she moved to the âfar, far out on the west end of townâ new main campus without running water or trees in August 1970. She served on several campus and state committees before leaving CSUB Library as Head of Circulation Services. She served as the Contract Administrator for the Kern County Public Works Department until 1989. She then served as the Director of Business Services for the Kern High School District until her retirement in 2006.
Dr. Shell was a double alumna of CSUB â Bachelor of Science Degree (1982) and Master of Arts Degree (1990). She also earned a Doctorate in Education and Organizational Leadership (2005) from the University of La Verne. She is an active member of several community organizations, and ardent supporter and advocate for educational, youth and senior citizen programs.
As a founding staff member, Dorothy joined California State College in 1969 and was listed in the time capsule. She began her tenure working at an off-site facility â the old farm ranch house off Ashe Road (between Stockdale Highway and Ming Avenue) in the cataloging department, along with her Library Supervisor, Janice Kirkland. Dorothy was a very kind person who took time to feed the squirrels during her lunch.
In August of 1970, personnel from Fresno Library Center and the old ranch house site moved to campus near the dorms (Student Housing) without trees or running water. She took potty breaks by driving two â three miles to the Stockdale Inn on the corner of Stockdale Highway and New Stine Road (now a service station) or to the Mayfair Market on Sundale Avenue (now Kern High School District Administration Offices).
In 1970, she later moved into a new two-story Library Facility across from Dorothy Donahue Hall where the current School of Education Building resides.
Dr. Willis Hill was employed as a counselor in the University Counseling Center at California State University Bakersfield (CSUB). In addition to being a full time counselor, 1988-89, Dr. Hill was appointed as the first University Ombudsman. He worked with faculty, administrators and staff to resolve issues involving students. Hill says, âThe Ombudsman position was challenging but extremely rewardingâ. Hill said, âRecognition by students and the University community represented the highest acknowledgement.â At the 34th Annual Commencement of 2004, Hill was awarded Emeritus for his works. Hill is very thankful and appreciative of the faculty for their honor and recognition. He was one of the founding members along with Lee Adams, George Calhoun, William Perry and Charles Craig who initiated the Ernest W. Williams scholarship fund for African- American students.
Information was extracted from the CSUB Runner dated February 16, 1994, when interviewed by Staff Writer, Michael Benshoof. Headline reads: Willis Hill's Gentle Touch Brings Comfort to CSUB. No one would ever guess that Willis Hill is a man who appreciates conflict. The soft-spoken reserved Associate Director of Counseling and Ombudsman for CSUB actually enjoys going the extra mile and encouraging people is his favorite pastime. As friends and associates said about Hill âhe is the gentlest, kindest human being in the world.â But it's absolutely true,â insists fellow CSUB counselor, Bobbie George, a colleague of Hill's for over 20 years, âHe is just delightful.â
In 1961 William Perry came to Bakersfield from Pittsburgh, Pennsylvania to play football at Bakersfield Community College (BC). After graduating from BC in 1964, he attended Fresno Extension, which was located across from BC's campus. Also, in that year, he married long-time Bakersfield resident, Margo Malone. They have two sons, David and Kevin, both residents of Bakersfield.
In 1971, Bill Perry was offered a position at California State University, Bakersfield (CSUB). His first assignment was Placement Counselor and he later became Director of Career Planning and Placement. During this time, he earned his MA in Education at CSUB and continued his education receiving his doctorate in Higher Education Administration at Brigham Young University in August 1977. At CSUB, he later became Associate Dean of Students and eventually Assistant Vice President for Student Life. His responsibilities included overseeing of Student Activities, Housing, Counseling, Children's Center, Career Planning and Placement and Advisor to Associated Students, Incorporated. He was one of the founding members along with George Calhoun, Willis Hill, Lee Adams and Charley Craig who initiated the Ernest W. Williams scholarship fund for African-American Students.
Dr. Ira Trail was the founding Dean of the Nursing Program in 1970/1971. The first president of California State College (which is what it was called back then), Paul Romberg, the first president sought out Dr. Trail. She had mixed feelings at first in starting the program. One of the many hats that she wore was the hiring of staff and faculty. Ira was instrumental in the naming of the Nursing Department, Paul Romberg. Dr. Stanley E. Clark, Director of Liberal Studies and Professor and Chair of Political Science at CSUB says, "My memory of her was as a strong, intelligent woman with a good sense of humor. She was also very sensitive about race and ethnicity and the difficulties of using racially sensitive public policies to try to undo the injustices of the past. She clearly understood the need for what was then called affirmative action, but she also saw its limits." If she were alive today, she would undoubtedly be an articulate spokesperson for public policies to help young people rise in adverse circumstances, but she would also demand effort.
Dr. Stanley E. Clark spent a distinguished 44-plus year career here at California State University Bakersfield (CSUB). Dr. Clark joined the faculty as an associate professor of Political Science in 1972. His many leadership positions included serving as Acting Chair of Political Science (1976-1982); Chair of Political Science (1985-2001 & 2004-2006); Associate Dean of the School of Humanities & Social Sciences (2006-2010); and Director of Liberal Studies (2010-2016).
While at CSUB, Dr. Stanley Clark was instrumental in building the pre-law concentration and program both in the Department of Political Science. He mentored countless students as they considered law school, spending many hours providing them with one-on-one advising, and helping them with their personal statements and applications. Dr. Clark treated the path to law school as a vocation and guided students though their discernment process. Dr. Clark's legacy also includes the founding of the Politics Research Center, which supports research and consulting to enhance student training, faculty teaching, and professional competence. Dr. Clark served as the director from 1996-2016. Dr. Clark developed and taught more than 30 different courses here at CSUB. Dr. Clark was also a founding member of the Earnest W. Williams Scholarship Committee and served on the committee for many years. Sadly, Dr. Clark passed away on April 12, 2018. His legacy will live on here at CSUB and in the hearts of countless students he mentored along the way.
For more than 50 years, the late Reverend Dr. Tyree Toliver championed the cause of equal access to education, employment, financial services and housing in southeast Bakersfield, one of California's poorest communities. He was a highly respected community and religious leader, a pioneer of the 1960s anti-discrimination, anti-segregation and anti-poverty movements at a time when racial struggle, overt discrimination and de facto segregation were a part of Bakersfield. As pastor of Saint John Missionary Baptist Church, the once largest African-American congregation in Bakersfield, he brought together a coalition of African-American, Latino, East Indian and Native American community organizers and residents to effect civil and social change.
A staunch believer in excellence through education, Rev. Toliver led a grassroots effort in 1970 to establish a permanent library in southeast Bakersfield. The Holloway-Gonzales Library stands as a testament to his unwavering advocacy and leadership. Rev. Toliver led nonviolent marches against the discriminatory hiring practices of downtown Bakersfield retailers who refused to hire blacks, marching alongside Dr. Martin Luther King, Jr. in an historic local march. He established the St. John Federal Credit Union in 1974, Kern County's first black-owned credit union. In 1983, he developed the St. John Manor Senior Housing Complex, HUD's first housing development project with an African-American organization in Kern County.
The opening of California State University, Bakersfield (CSUB) in 1970 brought the promise of access to higher education to a community that had no university within a 100-mile radius. Rev. Toliver served two four-year terms on the President's Advisory Board under two CSUB presidents, voicing the need for inclusion and diversity in university admissions. He earned a bachelor's degree in theology from Conroe College, and a master's degree in Christian education and an honorary doctorate from St. John Theological Seminary. He served as pastor of St. John Missionary Baptist Church for 50 years until retiring in 2007. He passed away in June 2008.
In recognition of his distinguished leadership, his commitment to social justice and equal rights, and his service to California State University, Bakersfield, the Board of Trustees of the California State University and California State University, Bakersfield are proud to confer upon the late Dr. Reverend Tyree Toliver the honorary degree of Doctor of Humane Letters.
Judy Fambrough-Billingsley was raised and educated in Bakersfield attending McKinley Elementary School, several years after the U.S. Supreme Court ruling separate but equal unconstitutional in the Brown vs Board of Education of Topeka case. After attending Emerson Middle School she was one of the first five African American students to attend Garces Memorial High School and become their first African American Cheerleader. Her parents were lifetime members of the National Association for the Advancement of Colored People (NAACP) resulting in her involvement in the fight for freedom and justice. She served as President of the NAACP Youth Council and an active member of Student Non-Violent Coordinating Committee (SNCC) participating in several sitins. An alumnus of California State University, Bakersfield she earned a Bachelor of Arts degree, and a California Lifetime Teaching Credential. Twenty years teaching at West High School and Bakersfield High School she became Dean of Students at South High School after earning a Master's Degree in Education Administration from the University of La Verne. Advancing her career she moved to Sacramento serving as Vice Principal, Principal of Sacramento High School and other administrative positions while attending Harvard Leadership Training. After retiring she published the memoir, Too Brown To Keep: A Search For Love, Forgiveness, and Healing. The mother to two successful sons, two successful daughters-in-law, and âNanaâ to four grandsons and a member of Alpha Kappa Alpha Sorority Omega Omega Chapter of Bakersfield, Judy finds time to serve her church and community in many ways.
First African American Miss Kern County 1970
Carolyn Jeanie (Hodge) Hill is a product of Bakersfield, California. She attended the local schools, Potomac Elementary, Lincoln Junior High School and Bakersfield High School. She received her Bachelor's Degree in English Literature, from California State University Bakersfield. She is an accomplished writer, public speaker and owner of CJ Enterprises, Event Planning. Her community activism has spanned over 35 years collaborating with a variety of local churches, community groups and professional associations in an effort to focus on educational awareness, health and wellness, accessing college to scholarships and training in social and life skills for the African American youth in Kern County. In an effort to ensure the continued development of the social and life skills for African American youth, Jeanie developed curriculum and conducted etiquette and life skills classes in her home, escorted students on cultural field trips, introduced students to world cuisines and facilitated group discussions on different genres of literature of Black novelists, poets and authors.
Featured in a recently authored book by Dr. William Haynes entitled, âAfrican American Women Trailblazers; A Celebration of Africa's Gift to Kern County,â Jeanie's life's story is revealed in a snapshot of many âfirstsâ as an African American female in Kern County and the struggles that ensued along her journey: First African American Song Leader, BHS 1968; First African American âMiss Kern Countyâ 1970; First African American female Operations Manager, Bank of America 1985; First African American female Branch Manager, Bank of America 1994; and First African American female Executive in the Public Transportation System-Bakersfield. She considers the opportunity to have possibly opened a door, illuminated a path or cleared underbrush for other women to pass safely through the rough terrains of professions, business or life, both an honor and a blessing.
Jeanie's collaborations and community partnerships have included serving on the Boards of the Boys and Girls Club, the Michael Stewart Foundation and the Professional Women's Network of Kern County. Other past and current civic, cultural, professional and community alliances include the African American Network, Friendship House, the Black Infant Health Program, Ronald McDonald House, Bakersfield Museum of Arts, Black Chamber of Commerce, National Society of Human Resource Professionals, American Public Transportation Association, Alpha Kappa Alpha Incorporated-Kappa Omega Omega Chapter, and the Links Incorporated.
Jeanie currently resides in Bakersfield, California, with her husband of 45 years, Andrew L. Hill Sr. They have two sons, Anthony Jason Hill, a Software Engineer and wife, Andrew Lee Hill Jr., Special Education Teacher and wife, and five amazing, adorable grandchildren.
Quote to remember: âRise to the highest part of yourself by speaking to others through a place of truth, peace and grace. Be positive and authentic. Don't be afraid to face your critics or get discouraged by the processâ¦As sure as you live and breathe there will be critics but remember out of rejection comes direction and that momentary trouble it may cause is just a form of transportation to elevate you to where God intended you to be.â
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1201 W Main St, Stockdale, TX 78160 - Home for Rent
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View 16 photos for 1201 W Main St, Stockdale, TX 78160, a 3 beds, 2 baths, 1042 Sq. Ft. rental home with a rental price of $1600 per month. Browse property photos, details, and floor plans on realtor.com®.
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realtor.com®
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https://www.realtor.com/rentals/details/1201-W-Main-St_Stockdale_TX_78160_M88602-39335
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Learn how to avoid scams. Use caution if something sounds suspicious or too good to be true.
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30 Best James Stockdale Quotes With Image
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[
"James StockdaleQuotes",
"James StockdaleQuotes With Image"
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2023-09-06T15:04:27+08:00
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1.There is escape only in one's inner self.2.We must never confuse self-confidence with complacency.
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https://www.bookey.app/quote-author/james-stockdale
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James Stockdale | Introduction
James Bond Stockdale was born on December 23, 1923, in Abingdon, Illinois. He grew up in a small town and showed early signs of intelligence and determination. As a child, Stockdale was an avid reader and had a thirst for knowledge that fueled his desire to succeed academically. After high school, Stockdale attended the United States Naval Academy, where he excelled both academically and athletically. He graduated in 1946 and began his career in the Navy as a fighter pilot. Stockdale distinguished himself as a skilled aviator and quickly rose through the ranks, earning various accolades and commendations for his expertise in aerial combat. However, Stockdale's life took a dramatic turn during the Vietnam War. In September 1965, he was shot down over North Vietnam while leading a mission. He suffered multiple injuries and was captured by the enemy. It was during his nearly eight years as a prisoner of war that Stockdale displayed extraordinary resilience, courage, and leadership. As the highest-ranking officer among the prisoners, Stockdale organized and led a resistance movement within the prison camp. Despite being subjected to brutal physical and psychological torture, he refused to bow down to his captors and always maintained the utmost integrity and honor. His actions inspired his fellow prisoners and made him a symbol of defiance against the enemy. Stockdale's ability to endure and lead in the face of extreme adversity earned him the respect and admiration of his fellow servicemen and the American public. He was awarded the Medal of Honor for his extraordinary heroism and leadership during his captivity. He also received numerous other military decorations, including four Silver Stars. After his release in 1973, Stockdale returned to the United States and continued his career in the Navy. He became a much sought-after lecturer and speaker, sharing his experiences as a POW and the lessons he learned about resilience, character, and leadership. In addition to his military service, Stockdale was also an accomplished academic. He held a Ph.D. in philosophy from Stanford University and taught at the Naval War College. He wrote several books, including "Courage Under Fire," which detailed his experiences as a POW and offered insights into the nature of courage and leadership. James Stockdale passed away on July 5, 2005, but his legacy as a war hero, philosopher, and leader continues to inspire generations. His unwavering commitment to duty, honor, and country serves as a reminder of the values that all individuals should strive to embody.
5 Facts About James Stockdale
1. James Stockdale was a highly decorated Navy pilot who served during the Vietnam War and was awarded the Medal of Honor for his bravery and leadership after being shot down and captured by the enemy. Despite enduring years of torture and solitary confinement, he remained resolute and organized resistance among his fellow prisoners.
2. Stockdale was considered a surprise choice as Ross Perot's running mate in the 1992 U.S. presidential election. He gained national attention during the vice presidential debate when he eloquently discussed the need for moral leadership in government.
3. While in captivity, Stockdale devised a secret code to communicate with other prisoners using tapping and hand signals. This system allowed the prisoners to maintain a sense of unity and provided comfort amidst their dire circumstances.
4. After his release from Vietnam, Stockdale became a prominent military educator and served as the President of the Naval War College. He was known for his intellectual rigor and often challenged conventional wisdom, pushing for critical thinking and strategic innovation within the armed forces.
5. Stockdale was an avid reader and had a deep appreciation for classical philosophy, which greatly influenced his outlook on life and leadership. He drew inspiration from Stoic philosophy and often quoted authors like Epictetus in his speeches, emphasizing the importance of resilience and maintaining a strong moral compass.
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Make Your Day
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Woman receives aviation scholarship
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2017-08-24T06:00:00-07:00
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Courtney Risner of Bakersfield received an Aviation Scholarship from the Tulare County Sheriff’s Aero Squadron.
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Porterville Recorder
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https://www.recorderonline.com/news/woman-receives-aviation-scholarship/article_25c986d2-8882-11e7-a3a1-9b61fbdd9d36.html
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Bakersfield Life Magazine June 2015
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2015-06-02T00:21:38+00:00
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Outstanding high school seniors. Summer travel.
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/favicon.ico
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Issuu
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https://issuu.com/bakersfieldlifemagazine/docs/june_blife_web
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Welcome to Issuu’s blog: home to product news, tips, resources, interviews (and more) related to content marketing and publishing.
Here you'll find an answer to your question.
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https://wohs.hlpschools.org/guidance/scholarships-page
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William Workman High
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Scholarships Page - William Workman High
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Scholarship Links for Lobos
The list of scholarships is organized according to some of the more common subcategories of unusual scholarships, such as physical characteristics, creativity, last name, sports, field of study, the final frontier, animal appreciation, food-related, activity-related, good works, what you don't do, twins and legacies.
Click HERE for access to HLPUSD College and Career Resources Page
Dr. Joseph Chang STEM Scholarships
Technology/Engineering Scholarship (Deadline 3/31/21)
https://hlpusd-ca.schoolloop.com/file/1522480830207/1379140870311/4754309916946935776.pdf?filename=2021%2BDr.%2BJoseph%2BChang%2BTECHNOLOGY%2Band%2BENGINEERING%2BScholarship%2BApplication%2BForm.pdf
Sciences/Math Scholarship (Deadline 3/31/21)
https://hlpusd-ca.schoolloop.com/file/1522480830207/1379140870311/5788227176630798592.pdf?filename=2021%2BDr.%2BJoseph%2BChang%2BSCIENCE%2Band%2BMATH%2BScholarship%2BApplication%2BForm.pdf
Rudy Chavarria Foundation Scholarship
Application Deadline (3/5/21)
Click Here to Apply
Recently Added Scholarships
UEW Healthcare EEOICPA Scholarship
https://www.uewhealth.com/eeoicpa-reca/#scholarship-application
Insurance Company Scholarships
http://www.obrella.com/resources/insurance-scholarships/
Burger King Scholars
www.bkmclamorefoundation.org/WhatWeDo/ScholarsProgram
Physical Characteristics
Scholarship for Left-Handed Students
The only scholarship for left-handed students is the Frederick and Mary F. Beckley Scholarship of up to $1,000. This scholarship is awarded to left-handed students who will be attending Juniata College. This scholarship is only available to students who are enrolled at Juniata College. For more information, write to Office of Student Financial Planning, Juniata College, 1700 Moore Street, Huntington, PA 16652.
Little People of America Scholarship
The Little People of America (LPA) association offers the LPA Scholarship for members of its organization. LPA is a nonprofit organization that provides information and support to people of short stature and their families. Membership is offered to people who are 4'10" or less in height. The deadline for the LPA Scholarship is April 1.
LPA was founded by Billy Barty, the 3'9" actor who starred in Rumplestiltskin and Willow. The Billy Barty Foundation also sponsors a scholarship for college students who have a medical form of dwarfism.
Tall Clubs International (TCI) Scholarship
Tall Clubs International (TCI) offers a $1,000 scholarship for tall people, the Kae Sumner Einfeldt Scholarship. Individual chapters may also offer local awards. Women who are at least 5'10" and men who are at least 6'2" are eligible for the award. Candidates must be under 21 years old and plan to attend college in the fall.
Creativity
Duck Brand Duct Tape Stuck at Prom Contest
The Duck Brand Duct Tape Stuck on Prom Contest is open to students age 14 years or older who are attending a high school prom in the spring. US citizenship is required. Entrants must enter as a couple (two individuals) and attend a high school prom wearing complete attire or accessories made from duct tape. The submission must include a color photograph of the couple together in prom attire. The first place prize consists of a $5,000 scholarship for each member of the winning couple and a $5,000 cash prize to the school that hosted the prom. Other prizes include $3,000 each for second place, $2,000 each for third, and $500 each for the remaining top 10 couples. The winning couple will be selected based on a variety of criteria, including originality, workmanship, quantity of Duck Tape used, use of colors, and creative use of accessories. The Duck Tape contest web site includes photographs of the winning costumes.
Seussvile: Oh, The Places You'll Go! College Scholarship
Random House, the publisher of the Dr. Seuss books, sponsors a $5,000 essay competition for high school seniors age 21 or younger. Essays must be original, typed, double-spaced, written in English, at most one page, in at least 12 point type and no more than 500 words. The essay must answer the essay question fully. The deadline is February 15.
National Make It Yourself with Wool Competition
The National Make It Yourself with Wool (NMIYWW) competition awards $2,000 and $1,000 scholarships for knitting wool garments. Winners are selected based on the appropriateness to the contestant's lifestyle, coordination of fabric/yarn with garment style and design, contestant's presentation, and creativity. For more information send a self-addressed stamped envelope to:
National Make It Yourself with Wool Competition
Box 175
Lavina, MT 59046
David Letterman Telecommunications Scholarship
The David Letterman Scholarship was established by David Letterman in 1985 to provide scholarships for telecommunications students at Ball State University. The awards are intended for average students who nevertheless have a creative mind. Winners are selected primarily based on creativity. Projects may involve a variety of media, including written work, research, audio, video, graphics and film. The winner receives a $10,000 scholarship. The first runner-up receives $5,000. The second runner-up receives $3,333.
Collegiate Inventors Competition
Sponsored by the National Inventors Hall of Fame, the Collegiate Inventors Competition (previously known as the BFGoodrich Collegiate Inventors Program) seeks to encourage undergraduate and graduate students to pursue new ideas, processes and technological innovations. The invention must have been reduced to practice and patentable. It may not have been made available to the public as a commercial product or process or been patented or published more than one year prior to the date of submission to the competition. Submissions are judged on originality and inventiveness, as well as on their potential value to society (socially, environmentally, and economically), and on the range or scope of use. Up to four students may work together as a team, but only one prize will be awarded per entry. The grand prize winner receives $25,000. There is also one Graduate Collegiate Inventors Competition prize of $15,000 and one Undergraduate Collegiate Inventors Competition prize of $10,000. The deadline is June 1. For more information, write to The Collegiate Inventors Competition, c/o The National Inventors Hall of Fame, 221 S. Broadway Street, Akron, Ohio 44308-1505.
Rube Goldberg Machine Contest Scholarship
The Milwaukee School of Engineering runs an annual Rube Goldberg Machine Contest in early March each year. Students who participate in the Rube Goldberg Machine Contest during high school and who enroll as a freshman at the Milwaukee School of Engineering are eligible for a $1,000 scholarship, renewable for up to 4 years. Recipients must maintain at least a 2.25 GPA on a 4.0 scale to retain the scholarship. The application deadline is March 1. Applications are available on the MSOE financial aid web site.
J.D. Salinger Award
The J.D. Salinger Award at Ursinus College is intended to recognize and support "oddball geniuses" in the field of creative writing. The unconventional award is named after the renowned author of The Catcher in the Rye, who attended Ursinus College in 1938. Besides a four-year scholarship of $30,000 per year, the winner will also get to live in the same dorm room previously occupied by Mr. Salinger. The competition is open to high school seniors. Candidates must be nominated by a high school teacher or guidance counselor for their "quirky brilliance". Recipients are selected on the basis of a portfolio of 10 to 15 pages of creative work in fiction, poetry, creative nonfiction or hybrid genres. Although grades are not weighted as heavily, candidates should be able to achieve admission to Ursinus College (i.e., class rank in the top 25%, GPA of B or better, and SAT score of 1,210 or better). The deadline is January 15.
Ayn Rand Institute Essay Contests
The Ayn Rand Institute sponsors several essay contests.
The Anthem Essay Contest is open to high school freshmen and sophomores. It provides annual cash awards for short, original, unpublished essays on the philosophic themes in Ayn Rand's novel,Anthem. The first prize is $2,000. There are three 2nd prizes of $500 and five 3rd prizes of $200. There are a total of 229 awards. The deadline is in mid-March.
The Fountainhead Essay Contest is open to high school juniors and seniors. It provides annual cash awards for short, original, unpublished essays on the philosophic themes in Ayn Rand's novel, The Fountainhead. The first prize is $10,000. There are five 2nd place prizes of $2,000 and ten 3rd place prizes of $1,000. There are a total of 244 awards. The deadline is in mid-April.
The Atlas Shrugged Essay Contest is open to all college students. It provides annual cash awards for short, original, unpublished essays on the philosophic themes in Ayn Rand's novel, Atlas Shrugged. The first prize is $5,000. There are three 2nd prizes of $1,000 and five 3rd prizes of $400. There are a total of 49 awards. The deadline is in mid-September.
Essay topics and other information about these contests can be found atwww.aynrand.org/contests. For more information, send email toessays@aynrand.org.
Last Name
Zolp Scholarships
The Zolp Scholarship is restricted to students at Loyola University in Chicago who are Catholic and whose last name is Zolp. The student's last name must appear on their birth certificate and confirmation certificate. The scholarship provides full tuition for four years.
Other scholarships for students with particular last names include:
Scarpinato at Texas A&M University. Scholarship pays full cost of attendance at Texas A&M University for anyone whose last name is Scarpinato by birth or marriage.
Gatling at North Carolina State University. The John Gatling Grant provides scholarships for students who were born with a surname of Gatling or Gatlin to attend NC State University. The scholarship provides up to $9,000 for in-state students and $18,000 for out-of-state students. (There is no known relationship between John Gatling and Richard Jordan Gatling, the inventor of the Gatling machine gun. John Gatling made his fortune as a real estate developer in Raleigh, NC.)
Harvard University has several scholarships based on the student's last name, including Baxendale, Hudson, Thayer, Downer, Bright.
Van Valkenburg. The Van Valkenburg Memorial Scholarship awards $1,000 to a descendant (by birth or legal adoption) of Lambert and Annetje Van Valkenburg, who emigrated in 1643. Variations in the surname Van Valkenburg are acceptable, including Van Valkenburg, Van Valkenburgh, Van Volkinburg, Van Falkenburg, Valkenburg, Vollick and Van Velkinburgh.
Sports
Patrick Kerr Skateboard Scholarship
The Patrick Kerr Skateboard Scholarship awards one $5,000 and three $1,000 scholarships to skateboarders who are high school seniors with a GPA of 2.5 or higher on a 4.0 scale. Recipients must enroll as a full-time undergraduate at an accredited college or university the fall after high school graduation. US citizenship is required. The award is given to skateboard activists. The deadline is in late April. For more information visit the web site.
Barry Lefkowitz Scholarship Billiards Tournament
The Barry Lefkowitz Scholarship Billiards Tournament is open to University of Akron students each fall and spring and awards a $1,000 first prize, $500 second prize and $250 third prize. The pool competition has been held twice a year since February 2002. The tournament is sponsored by Barry Lefkowitz, a 1966 graduate of the University of Akron who was the university billiards champion in 1965-66.
Scholar Athlete Milk Mustache of the Year (SAMMY) Award (application)
The Scholar Athlete Milk Mustache of the Year (SAMMY) Award is open to graduating high school senior scholar athletes. Candidates must demonstrate excellence in academics, athletic performance, leadership and community service. Candidates must also be a resident of one of the 48 contiguous states or the District of Columbia. There will be one scholarship of $7,500 awarded to each of 25 regional winners. The deadline is in early March. The whymilk.com web site includes photographs of previous winners with their milk mustaches.
Evans Scholars Foundation
The Western Golf Association sponsors the Charles "Chick" Evans Jr. Scholarship for golf caddies. Caddies must be nominated by their club, rank among the top 25 percent of their high school class, have a superior caddie record for two or more years, demonstrate financial need, and have outstanding personal character. More than 200 new Evans Scholars are chosen each year. Another scholarship for golf caddies is the Francis Ouimet Caddie Scholarship.
US Bowling Congress Scholarships
US Bowling Congress sponsors several scholarships for bowlers. The scholarships include:
USBC Alberta E. Crowe Star of Tomorrow. US/Canadian female high school senior or college student, under age 22, with bowling average of 175 or better. $1,500/year. Deadline October 1.
USBC Chuck Hall Star of Tomorrow. Male high school or college student. $1,250/year. Deadline November 15.
USBC Annual Zeb Scholarship. Junior or senior in high school. $1,000. Deadline April 1.
USBC Male and Female Youth Leaders of the Year. 18 years old or older. $1,500. Deadline January 15.
USBC Gift for Life Scholarships. Twelve $1,000 scholarships for grades 9-12, based on financial need. Two are reserved for children of fire/police/EMT personnel. Deadline April 1.
USBC Earl Anthony Memorial Scholarships. Five $5,000 scholarships for high school seniors and college students. Deadline June 1.
Billy Welu Scholarship. College students. $1,000. Deadline May 31.
In addition, the SMART Program & Scholarships Web site lists more than $6 million in scholarships offered by bowling associations and councils, tournaments and proprietors.
National Marbles Tournament Scholarships
The annual National Marbles Tournament awards $5,000 in scholarships to mibsters (marble shooters) aged 8 to 14. The tournament is held in June each year. The children crowned King and Queen of Marbles each receive a $2,000 scholarship. A $1,000 scholarship is awarded to the boy and girl who win the spontsmanship award. For more information, write to National Marbles Tournament, 811 Roeth Avenue, Cumberland, MD 21502.
Surfrider Foundation Thomas Pratte Memorial Scholarship
The Thomas Pratte Memorial Scholarship is sponsored by the Surfrider Foundation for for students with an interest in coastal environmental science, such as oceanography, marine affairs, environmental sciences, public policy, community planning and natural resources. The Surfrider Foundation is a non-profit environmental organization dedicated to the protection and preservation of the world's waves, oceans and beaches. A total of $10,000 is awarded each year: one $2,000 scholarship for an undergraduate student, one $3,000 fellowship for a master's student, and one $5,000 fellowship for a PhD student. The deadline is March 15. For more information, write to Surfrider Foundation, Attn: Pratte Application, PO Box #6010, San Clemente, CA 92674-6010, or send email toprattescholarship@surfrider.org.
Other scholarships with a connection to surfing include:
TJ Stockdale Memorial Scholarship sponsored by the Jersey Shore Chapter of the Surfrider Foundation. $1,000 scholarship for undergraduate and graduate students based on commitment to New Jersey beaches and waves.
East Coast Surfing Scholarship by the Buddy Pelletier Surfing Foundation.
National Scholastic Surfing Association.
Joshua Dean Hall Scholarship. Three $500 scholarships for high school seniors at Huntington Beach High School who are members of the HBHS Surfing Team.
Eastern Surfing Association Marsh Scholarship. $8,000 scholarship. May 15 deadline.
Field of Study
LaFontaine Aquatic Entomology Award
The LaFontaine Aquatic Entomology Award is available to graduate students conducting a research project in aquatic entomology. The award amount is $500.
American Welding Society Scholarships
The American Welding Society Foundation offers several scholarships, fellowships and loans for students enrolled in a welding-related educational or training program. The deadline is March 1. For more information, write to:
AWS Foundation
550 NW Lejeune Road
Miami, FL 33126
Mycological Society of America
The Mycological Society of America offers several graduate fellowships for students who are studying mycology (spores, mold and fungus). Awards include the $500 Backus Award and two $2,000 MSA Graduate Fellowships.
TAPPI Scholarships
TAPPI awards several scholarships relating to the pulp and papermaking industries. The William L. Cullison Scholarship is open to college sophomores who are interested in pursuing a career in the pulp, paper and converting industry. The scholarship provides $4,000 per year for the last two years of the winner's undergraduate program. The award is tenable at two dozen colleges that have pulp and paper programs or which have TAPPI Student Chapters. The deadline is May 1. The TAPPI web site also lists a variety of other scholarships, ranging from the best paper award to scholarships for corrugated packaging. Most of these awards have a January 31 deadline. For more information, call 1-800-291-3145.
Eileen J. Garrett Scholarship
The Eileen J. Garrett Scholarship is restricted to students attending an accredited college or university who are studying the science of parapsychology. The award amount is $3,000. The deadline is July 15. To request an application form send email to office@parapsychology.org. Application forms are also available on the web site. The Parapsychology Foundation also offers the Frances P. Bolton Fellowship and the D. Scott Rogo Award.
The Final Frontier
Klingon Language Institute Scholarship
The Kor Memorial Scholarship is awarded by the Klingon Language Institute to recognize and encourage scholarship in the field of language study. Familiarity with Klingon or other constructed languages is not required, but creativity is preferred. The $500 award is open to undergraduate and graduate students. Nominations must be submitted by academic department chairs and/or deans. Only one undergraduate student and one graduate student may be nominated by each department chair or dean. The deadline is June 1.
Starfleet Academy Scholarship
The Starfleet Academy Scholarship offers several $500 scholarships for active members of the Starfleet Academy. Fields of study include medicine, veterinary medicine, teaching, writing, law enforcement, engineering, acting, dance, music, foreign languages, international studies, business and management. They are available for students at community colleges, technical schools, four-year colleges and graduate schools. The deadline is July 1.
SPAACSE Scholarships
The Society of Performers, Artists, Athletes and Celebrities for Space Exploration, Inc. (SPAACSE) offers two $1,000 scholarships.
The SPAACSE Galaxy Music Scholarship is available to graduating high school seniors who are pursuing an interest in space music as a means of expressing the beauty and inspiration of the universe. The music submission must be recorded on either a cassette or CD and should be 4-6 minutes in length.
The SPAACSE Liliane Webb Art Scholarship is open to graduating high school seniors who have an interest in space art. Candidates must provide an original two-dimensional space artwork to be considered for this award. Candidates must also include a 1-2 page description of prior artistic and other school activities and awards.
Illustrators of the Future Contest
The Illustrators of the Future Contest is open to artists from all nations. An entry consists of three black and white works illustrating a science fiction or fantasy story with no recurring theme. Entries may not have been previously published. The award is up to $4,000. Additional information can be found on the web site.
Animal Appreciation
Chick and Sophie Major Memorial Duck Calling Contest
The Chick and Sophie Major Memorial Duck Calling Contest awards a $1,500 scholarship to the winner. The first runner-up receives a $500 scholarship, the second runner-up receives a $300 scholarship and the third runner-up receives a $200 scholarship. The contest is open to any high school senior in the United States who can call ducks. Contestants have 90 seconds to use four calls (hail, feed, comeback and mating).
National Rifle Association Scholarships
The National Rifle Association (NRA) sponsors several scholarships for NRA Junior Members. NRA Junior Members can qualify for theOutstanding Achievement Youth Award for such activities as participating in shooting or hunting clinics, participating in an NRA Postal Match, entering a submissions in the NRA Wildlife Art Contest, and visiting the National Firearms Museum. Recipients of the NRA Youth Award Certificate are eligible for the NRA National Prizes. First place receives $3,500, second place receives $2,500, and third place receives $1,500. Participants in the NRA Youth Education Summit (YES) are also able to compete for theYES Grand Scholarship. The NRA also offers the Jeanne Bray Memorial Scholarship for children of law enforcement officers who are NRA members. For more information, call the NRA Youth Programs Department at 1-703-267-1505, write to NRA Youth Programs Department, Outstanding Achievement Youth Award, 11250 Waples Mill Road, Fairfax, VA 22030 or send email to youth_programs@nrahq.org.
Mule Deer Foundation Scholarships
The Dannie Jasmine Scholarship is sponsored by the Mule Deer Foundation, a conservation foundation established to conserve mule and blacktail deer. The Dannie Jasmine Scholarship consists of a $500 award to a student at the Department of Environmental and Resource Sciences at the University of Nevada at Reno. The deadline is June 15. For more information, fax 1-775-322-3421 or write to Mule Deer Foundation, Attn: Dannie Jasmine Scholarship Fund, 1005 Terminal Way, Suite 170, Reno, NV 89502.
Food-Related
National Beef Ambassador Program
The National Beef Ambassador Program is a national public speaking competition for students aged 16 to 19. Winners are selected to represent the beef industry and win college scholarships and cash prizes. The cash prizes include $2,500 (1st place), $1,200 (2nd place) and $800 (3rd place). The scholarships, which are sponsored by the American National Cattlewomen Foundation, include $1,000 (1st place), $750 (2nd place), and $500 (3rd place). For more information, write to American National Cattlewomen, P.O. Box 3881, Englewood, CO 80155.
Vegetarian Resource Group Scholarship
The Vegetarian Resource Group (VRG) offers two $5,000 scholarships each year to graduating US high school seniors who have promoted vegetarianism in their schools and communities. The application requires an essay about how the applicant promoted vegetarianism in their high school or community. The deadline is February 20. Applications are available on the VRG web site. For more information, call 1-410-366-8343, write to The Vegetarian Resource Group, PO Box 1463, Baltimore, MD 21203, or send email to vrg@vrg.org.
AACT National Candy Technologists Scholarship
The American Association of Candy Technologists (AACT) sponsors an annual $5,000 scholarship for college freshmen, sophomores and juniors (for use in the next academic year) who have demonstrated an interest in confectionary technology. Candidates should be attending an accredited, four-year college or university in North America, be majoring in food science, chemical science, biological science or related area, and have a GPA of 3.0 on a 4.0 scale. The deadline is March 31.
American Society for Enology and Viticulture
The American Society for Enology and Viticulture awards several scholarships to students studying grapes or winemaking. Candidates must be pursuing a degree in enology, viticulture or other curricula emphasizing a science relevant to the wine and grape industry. The deadline is March 1. Amounts vary. Applications are available on the ASEV web site. For more information, contact:
ASEV Scholarship Committee
PO Box 1855
Davis, CA 95617-1855
Email: society@asev.org
Fax: 530-753-3318
Phone: 530-753-3142
Activity-Related
DePauw University
The Icy Frost Bridge Scholarship at DePauw University is restricted to female music students who can sing or play the national anthem with sincerity. Icy's brother, Jack Frost Bridge, is an alumnus of DePauw University.
Students for Organ Donation Youth Leadership Award
The Students for Organ Donation Youth Leadership Award is available to full-time high school or undergraduate college students. One or two $500 to $1,000 scholarships will be awarded. Candidates must have made a commitment to raising awareness of organ donation and transplantation. Selection is based on effectiveness, leadership, creativity and sustainability of efforts. Applications may be based either on a report of previous events that have successfully raised organ donation awareness, or a detailed and realistic plan to raise donor awareness. (Receipt of the award is contingent upon confirmed execution of the plan.) The deadline is May 31. (As of April 2010, the organization's web site www.studentdonor.org appears to be defunct.)
Tupperware Home Parties Scholarship
Tupperware offers a scholarship to independent Tupperware dealers, managers, franchised distributors and their dependent children. The amount of the award varies. The deadline is January 15. For more information, write to:
Tupperware Home Parties
PO Box 2353
Orlando, FL 32802
Coven of the Sacred Waters
The Coven of the Sacred Waters offers two scholarships for Pagan and Wicca students. The Karma Award is a $500 scholarship for Pagans. TheCommunity Service Award is a $400 scholarship. The application deadline is November 30.
Good Works
Miles "Thank a Professor" Scholarship
The $10,000 Norman A. Miles Scholarship is awarded annually at Rochester Institute of Technology to the junior with the highest GPA. The student, in turn, gets to pick a professor to receive the same amount for professional development.
Hiram College Hal Reichle Memorial Scholarship
Hal Reichle took great pleasure in helping others and would do so secretly and serendipitously. In his memory, family and friends funded a scholarship at Hiram College to reward students for their random acts of kindness. Recipients are chosen on the basis of their humanitarian efforts, community involvement, and volunteerism. There is no application for this scholarship. Instead, the selection committee relies on an army of stealthy observers, the Secret Society of Serendipitous Service to Hal (SSSSH!), to identify students of strong moral character with a spirit of giving and dedication to others.
What You Don't Do
Gertrude J. Deppen Scholarship
The Gertrude J. Deppen scholarship at Bucknell University in Lewisburg, Pennsylvania is restricted to Bucknell University students demonstrating financial need who have resided in Mount Carmel for 10 years, graduated from Mount Carmel Public High School in Pennsylvania, who are
not habitual users of tobacco, intoxicating liquor, and narcotics, and who do not participate in strenuous athletic contests. (It is sometimes referred to as the "unathletic scholarship" in the news media because of the latter restriction.) It was established by Joseph H. Deppen, Class of 1900, in memory of his sister, Class of 1902.
Alice McArver Ratchford Scholarship
The Alice McArver Ratchford Scholarship is a need-based scholarship for female undergraduate students at the University of North Carolina at Greensboro who must be single, live on campus, don't own a car, have never been married and have no other scholarships.
Twins
Colleges that currently offer special scholarships or discounts for twins and triplets include:
Carl Albert State College in Oklahoma (Paula Nieto Twin Scholarship)
George Washington University in Washington, DC (50% discount for second sibling)
Lake Erie College in Painesville, Ohio (each twin gets the scholarship in alternate years)
Morris Brown College in Atlanta, Georgia
Northeastern Oklahoma A&M College
Randolph-Macon Women's College in Lynchburg, VA (15% discount)
Sterling College in Kansas (50% discount for each twin)
West Chester University of Pennsylvania (Bonnie Evans Feinberg Scholarship)
Scholarships and academic awards aren't just for the super intelligent and athletic anymore; now you just have to be left-handed. If you have the right characteristic, last name, or niche interest, you could cash in with one of these unusual scholarships.
1. $1000 from Tall Clubs International for an essay about what being tall means.
3. $1500 from Juniata College for being left-handed.
4. $1000 from the International Star Trek Fan Association for active members.
5. $3000 from Duck Brand Duct Tape for wearing a prom dress or suit made from duct tape.
6. $2500 from Common Knowledge Scholarship Foundation for good quiz takers.
7. Full tuition for 200 golf caddies from the Evans Scholars Foundation.
8. $10,000 from the Ayn Rand Institute for the best essay about Atlas Shrugged.
9. $200 to $1500 for winners of the Sophie Major Memorial Duck Calling Contest.
11. $750 from the National Beef Ambassador Programfor speaking on behalf of the beef industry.
12. $5000 from the Vegetarian Resource Group for actively promoting vegetarianism.
13. Tuition, books, and supplies from American Welding Society for future welders.
14. $4000 from Technical Association of the Pulp and Paper Industry for students looking to work with paper.
15. $10,000 for spreading the word about the dangers oftexting behind the wheel.
16. $10,000 from Random House for Dr. Seuss fans.
17. Hiram College Hal Reichle Memorial Scholarship rewards students for random acts of kindness.
18. $10,000 for winners of the Create-A-Greeting-Card Scholarship Contest.
19. $5000 from American Association of Candy Technologists for future bakers.
20. $2000 for fire safety experts from the American Fire Sprinkler Association.
21. Tuition for "mibsters," or marble shooters who win the National Marbles Tournament.
22. $1000 from the National Association to Advance Fat Acceptance for the corpulent activists.
23. $10,000 from the Academy of Television Arts & Sciences for pursuing a career in television.
24. $500 from the Northern Tier Hardwood Associationfor students majoring in something forest related.
25. Tuition and books from Society of Vacuum Coaters Foundation for students studying something related to vacuum coating technology.
26. $2000 for winners of the National Make It Yourself with Wool Competition.
28. $1000 to study puppetry from UNIMA.
29. $1000 from the U.S. Bowling Congress Scholarship for high school bowlers.
10 Truly Weird Scholarships
7/2/2012 by Tamara Krause in Scholarship Opportunities
Every year, someone publishes a list of weird or wacky scholarships, but it always seems like the same scholarships are listed year after year. The list is bound to include the Kor Memorial Scholarship (popular with those who speak Klingon), the Stuck at Prom Scholarship (Duck Tape) and, of course, the infamous duck calling scholarship (otherwise known as the Chick and Sophie Major Memorial Duck Calling Contest). In fact, these so-called wacky scholarships have become so well-known that they no longer qualify as ‘weird’ in my book. So, we scoured the Web looking for something truly new and unique; we wanted to find programs that require an unusual hobby, career or characteristic to add to our annual list. Here are the programs made our Truly Weird Scholarships List.
1. Zombie Apocalypse Scholarship
There’s been so much media attention surrounding Zombies that not even a statement from the CDC has been able to assuage the masses. So, in that spirit, let’s assume zombies do exist and have overrun your high school or college campus. That’s the premise behind this wacky scholarship. Applicants must devise a plan on where to hide and which five items they would use to survive. The last man (or woman) standing will win a $2,000 scholarship for college. Deadline: October 31
2. Eileen J. Garrett Scholarship
Those who are eligible for this award already know what I’m about to write, but for everyone else, here are the basics of the award: college students who are currently studying any field in parapsychology (telepathy, reincarnation, near-death experiences, etc.) may be eligible to win this $3,000 scholarship. Now, if I could just get the theme song from Ghostbusters out of my head! Deadline: July 15
3. Beans for Brains Scholarship
Does your grandmother knit or crochet? Better start spending some time with her because it could make you $3,200 richer! In fact, the Jimmy Beans Wool Store offers six scholarships that are available to U.S. or international college students who enjoy knitting as a hobby. Deadline: April 15
4. ITSA Graduate Student Scholarship
Bet you can’t guess who this scholarship is for. Give up? It’s for thermal spray processing. What’s thermal spray processing? You got me, but if you’re pursuing a degree in it, you may be able to receive one of three $2,000 scholarships offered by the International Thermal Spray Association. Deadline: July 15
5. Wholesale Halloween Costumes Scholarship
Each month, the folks at Wholesale Halloween Costumes offers a fun and unusual contest for students seeking money for college. You could be asked to capture the Easter Bunny on film or write about the monster living under your bed! The winning entry will receive $500.Deadline: Varies
6. National DHIA Scholarship Program
If you have a passion for cows, this may be the scholarship for you! Eligible applicants must be employees (or family members of employees) of a herd on a DHI (Dairy Herd Improvement) test or belong to a DHI affiliate. Applicants must also be high school seniors or college undergrads at the time of application. More than twenty $750 scholarships are awarded each year. Deadline: October 15
7. Fifth Month Scholarship
We’ve seen some strange scholarships in our time, but this one takes the cake. Students, 13 years or older, must write a letter to the number 5. What? Clearly, this award is for people with a good imagination or a great sense of humor. In any case, it’s worth $1,500, so students should give it a try! Deadline: May 31
8. NACIS Student Web Mapping Competition Award
Believe it or not, there are students still learning how to make maps! If you have completed a course in cartography (or are currently enrolled in one), plot a course to the North American Cartographic Information Society and apply for one of two $500 scholarships available. Deadline: September TBA
9. Young Scholars Prize in Romani Studies
Do you watch TLC’s My Big Fat Gypsy Wedding? Are you fascinated by the traveler lifestyle? Submit an unpublished essay on the gypsy culture and you could win $500 for college. International and U.S. undergraduate and graduate students may apply. Deadline: October TBA
10. Flavor of the Month Scholarship
Most scholarship programs ask about your grades, test scores and/or your income, but this program simply wants to know what flavor of ice cream best describes your personality. So, take a trip to your local ice cream parlor, sample a few scoops and submit your short essay soon because this $1,500 scholarship opportunity melts away on July 31.
Hispanic Scholarships - Minority Scholarships -Scholarships By ...
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Hispanic & Latino Scholarships - Niche (College Prowler)
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Free listing of scholarships for Hispanic & Latino students. Apply for scholarships
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Latino/Hispanic/Chicano Scholarships - My College Options
https://www.mycollegeoptions.org/.../LatinoHispanicChicano/search-results-scholarship-search-by-ethnicity.aspx
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SchoolSoup.com currently has over 438 available scholarship listings for you to
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Hispanics: HS Seniors, College Scholarships, Student Financial Aid
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Hispanic Scholarships - Adelante Fund
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We connect Hispanic College Students to Corporate America, Federal Agencies,
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www.cappex.com/scholarships/ByEthnicity/Hispanic/-s-e-5/
There are many organizations that want to help you out by awarding you with
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CHCI Scholarship - Congressional Hispanic Caucus Institute
www.chci.org/scholarships/
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Filipino Scholarships - Niche (College Prowler)
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Apply for scholarships that are available for Filipino students. ... Applicants must
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Asian Pacific Fund | Apply for Scholarship
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scholarships.fastweb.com/e-filipino-students
Students with Filipino heritage can take advantage of Filipino scholarships.
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Filipino Scholarships - SchoolSoup.com
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Banatao Family Filipino American Education Fund College Scholarship, $5,000
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Filipino Scholarships < Ethnicity - Student ScholarshipSearch
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Are you a Filipino student? ... To begin applying, check out thescholarships for
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The Banatao Family Filipino American Education Fund will award five
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Making Something From Nothing: Desiree Almodovar of The Inlay On How To Go From Idea To Launch
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As a part of our series called “Making Something From Nothing”, we had the pleasure of interviewing Desiree Almodovar. Desiree Almodovar is an angel-investor and strategic growth leader known for…
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Thank you so much for doing this with us! Before we dive in, our readers would love to learn a bit more about you. Can you tell us a bit about your “childhood backstory”?
I was born in Puerto Rico, where vcf my father worked as an advertising executive and my mother worked for PRMA, a non-profit that advocates for Puerto Rican industries. We moved to the mainland when I was only one year old because my father, who had attended boarding school in the U.S. at Moses Brown in Rhode Island, thought my sister and I would have broader educational opportunities in the States. As I noted above, my father had a background in advertising, and he introduced me to the concept of branding and marketing at a young age. I quickly realized that leveraging these concepts is incredibly powerful when you’re trying to connect people to causes you’re deeply passionate about. I began my journey into entrepreneurship at the age of 12 when my mom not only became a single parent but also my family’s primary breadwinner after my father developed serious health complications that stopped him from working. I began to make artwork featuring endangered species to sell to family and friends in order to help pay for, well, the many things a 12 year old needs. It was here that I began to combine my mother’s drive for advocacy with my father’s advertising skills. I discovered my love for building businesses, and figured out how to get people interested in them.
Can you please give us your favorite “Life Lesson Quote”? Can you share how that was relevant to you in your life?
The industrial engineer Allen Morgenstern famously said, “work smarter… not harder.” I’ve enthusiastically embraced this as my work mantra. It may seem counterintuitive — or even irresponsible — to celebrate a piece of advice that encourages people not to work hard. But when you truly understand the nuances of this phrase, you realize that it can be quite liberating. Many of us get caught up in the day-to-day grind of emails and meetings, which means we often end up working 12+ hour days. But if you instead take a step back and evaluate what key tasks really need to get done in order to move a project forward, you’ll see massive improvements in your time management skills, the quality of your work, and, even more importantly, the quality of your life.
Is there a particular book, podcast, or film that made a significant impact on you? Can you share a story or explain why it resonated with you so much?
I’m quite obsessed with everything Wes Anderson. The perfect symmetry, the soundtracks, the offbeat outsider characters, the extravagant yet intimate themes — his fanciful films leave me feeling inspired every time. These opportunities to find inspiration outside of all of the “business talk” media are key to approaching challenges with a completely fresh perspective.
Ok super. Let’s now shift to the main part of our discussion. There is no shortage of good ideas out there. Many people have good ideas all the time. But people seem to struggle in taking a good idea and translating it into an actual business. Can you share a few ideas from your experience about how to overcome this challenge?
The challenges involved in taking a good idea and translating it into an actual business are often rooted in self-doubt — and that doubt is frequently created by our society. I’ve faced skepticism head-on and found ways to overcome it and build something that brings me great pride. In a world where female-founded startups still only raise about 2% of VC funds, it’s clear that there’s a lot of work to do to overcome biases about who makes a good entrepreneur, or even a good investor. I hope to challenge these assumptions while helping others who don’t “fit the mold” do the same.
Often when people think of a new idea, they dismiss it saying someone else must have thought of it before. How would you recommend that someone go about researching whether or not their idea has already been created?
I love this question because my team at The Inlay has helped so many of our entrepreneurial partners work through this exact challenge. Our clients and partners that have prioritized this step, like The Muse and Veracity skincare, have gone on to find huge success.
We highlight three key steps in the early research-and-strategy phase of starting a business. First, define your goals and the problem your product or service plans to solve. Once you’ve done that, study your audience. This can mean interviewing as many relevant people in your network as you can, researching consumer behavior within your space, and even conducting surveys. Lastly, scope out your competition. Do extensive research on others businesses that are trying to accomplish something similar with their products, and analyze where they are succeeding or failing. It’s at this point that you can fully identify your opportunities. These opportunities may be vastly different than what you thought when you started on your journey. This often leads our clients to start businesses that are very different from what they initially dreamed up.
For the benefit of our readers, can you outline the steps one has to go through, from when they think of the idea, until it finally lands in a customer’s hands? In particular, we’d love to hear about how to file a patent, how to source a good manufacturer, and how to find a retailer to distribute it.
As you can imagine, there is no one-size-fits-all path for bringing a business to market. That being said, there certainly are various foundational steps that every entrepreneur should take on their journey to launch.
So you’ve done all of your market research and developed a strong strategy. Now it’s time to build a minimum viable product (MVP) version of your concept. This allows you to test your idea and begin to build awareness so that you’re well positioned to raise meaningful funding down the line. Companies today must prove that they have a path to profitability earlier than ever before. The first step in creating your MVP version will be building your brand identity. This is the foundation of the entire customer experience. It captures your vision and unique value, guides all of your customer interactions, and will inspire your marketing efforts. Your identity will influence everything: what you say to your customers and what channels you use to say it, where you advertise, what your packaging looks like, even how you treat and train your employees. Try to find a studio with which you’d like to build a long-term relationship — one that is willing to work with you on a smaller MVP version of your identity with the understanding that, once you raise more funds, you will partner with them to build on their work.
Next, you’ll want to build capacity. Startups and other fast-growing companies are often led by generalists or people very passionate about a cause. But specialists are required when you execute a launch. For some companies, this means adding some key full-time roles such as an in-house Head of Product or a CMO. However, in the early stages of a company, bringing on part-time hires or consultants, such as a fractional Creative Director or fractional CFO, can offer more bang for your buck, as you’ll only pay a fraction of the cost.
Once the right pieces are in place, you need to operationalize the company. This means building out the most important customer touchpoints. At The Inlay, we collaborate with our clients to map out their desired customer journey for each audience type. This allows us to find gaps in the journey as well as the most important moments. This helps us prioritize what needs to be built, such as websites, applications, product design, email templates, social media content, videos, etc. This step is also key in setting an appropriate launch date.
As you operationalize the business, you should also be developing your marketing strategy. You can build the most incredible product and materials, but if you have not figured out how to connect with your audience and get them interested in what you’re doing, then there is literally no point in building your company.
Following this process is the surest path to success and a seamless brand launch.
What are your “5 Things I Wish Someone Told Me When I First Started Leading My Company” and why? (Please share a story or example for each.)
1 . Mistakes happen regularly, because if you’re doing things right and growing, you’re always encountering new challenges that require completely new solutions.
2 . Try to hire senior people part-time, even if you have to bring them on as consultants. Junior talent requires a lot more hand-holding (which takes time that you don’t have as the founder of a start-up) and could cost you a lot more money in the long run.
3 . Prioritize the tasks where you can make the most impact while effectively delegating to others. Lean into the strengths of the people you hired so that you can better serve your team and customers.
4 . Find and lean on your mentors regularly. Mentors can help you grow your business and your network while also helping you avoid costly mistakes. Try to craft a team of mentors with a variety of backgrounds so that you’re always acquiring diverse perspectives that can help you find the best path forward.
5 . Prepare to be bigger than you think. This will help you put the right pieces in place early so that you don’t have to completely rework the infrastructure of your organization as you scale. You should also have a plan in place for how to both address rising demand and manage a larger team.
Let’s imagine that a reader reading this interview has an idea for a product that they would like to invent. What are the first few steps that you would recommend that they take?
I would echo my prior comments that market research and competitive analysis are the most important first steps when you’re trying to understand how your product would fit into the current market, how to differentiate yourself, and how to connect with your target audience.
There are many invention development consultants. Would you recommend that a person with a new idea hire such a consultant, or should they try to strike out on their own?
I’m a huge proponent of both recognizing your strengths and leaning on specialists who can compensate for your weaknesses by providing their expertise in those areas. Of course, these experts can come with price tags too large for a startup. With that in mind, I’d encourage people to find partners that are excited about your vision and then offer them a small amount of equity in exchange for a discounted rate. When interviewing these potential partners, don’t be easily swayed by fancy talk and big promises — many people out there will talk a good talk without having anything to back it up. See if they’d be willing to workshop something with you for a few hours for a set fee. This is a revealing exercise where you’ll get a taste for their working style and approach before signing on to a long term commitment. And of course, check references.
What are your thoughts about bootstrapping vs looking for venture capital? What is the best way to decide if you should do either one?
Bootstrapping is a solid way to get your MVP version to market. Start with friends and family, and remember that a lot of small amounts can add up to a large sum. If you have success at this stage, your conversations with VCs will be much more fruitful, as you’ll have provided more evidence of your path to profitability, which is key when trying to appeal to VCs.
Ok. We are nearly done. Here are our final questions. How have you used your success to make the world a better place?
I’ve long been focused on mentoring young women and helping female founders build transformational businesses from concept to IPO. You and I know that companies can increase their level of innovation, enhance collaboration, and improve staff retention by focusing on gender diversity across their organizations, particularly at the top. But even though tons of data supports this, it’s still true that only 10% of fortune 500 companies are led by women and only 2% of VC funding goes to female-founded companies. A range of forces contributes to this, and battling unconscious bias is a mammoth task. So I believe we should prioritize consistency above all, because the small things we do on a day-to-day basis can make as much of an impact long term as the largest initiatives.
You are an inspiration to a great many people. If you could inspire a movement that would bring the most amount of good to the most amount of people, what would that be? You never know what your idea can trigger.
My answer doesn’t have much to do with building a business, but it is a topic I’m deeply passionate about. It’s beyond time that our society does more for children and young families. I’m currently focused on how we can build a movement to revolutionize childcare and pre/postnatal support.
A significant federal investment is needed to make high-quality, educational childcare more affordable for all families, while also ensuring caretakers are paid an appropriate wage. Many parents are forced to either leave the workforce to care for children or work long hours as they struggle to afford high-quality care. The problem doesn’t end there.
The U.S. is among the lowest-ranked rich countries in regards to national paid parental leave. Additionally, the U.S. typically ranks last in maternal outcomes and the availability of postpartum care when compared to other wealthy nations. It’s a disgrace and a problem that must be addressed.
Hopefully there are some nuggets of inspiration in there that will trigger an amazing new business idea!
We are very blessed that some of the biggest names in Business, VC funding, Sports, and Entertainment read this column. Is there a person in the world, or in the US, with whom you would love to have a private breakfast or lunch, and why? He or she might just see this if we tag them.
Kirsten Green. I’m extremely impressed with both how she’s expanded the definition of consumer investing and also her ability to identify innovative brands early.
|
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https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5750758/
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Patient‐centred care is a way of doing things: How healthcare employees conceptualize patient‐centred care
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[
"Gemmae M. Fix",
"Carol VanDeusen Lukas",
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"Nora Mueller",
"Sherri L. LaVela",
"Barbara G. Bokhour"
] |
2018-02-27T00:00:00
|
Patient‐centred care is now ubiquitous in health services research, and healthcare systems are moving ahead with patient‐centred care implementation. Yet, little is known about how healthcare employees, charged with implementing patient‐centred ...
|
en
|
https://www.ncbi.nlm.nih.gov/coreutils/nwds/img/favicons/favicon.ico
|
PubMed Central (PMC)
|
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5750758/
|
1. INTRODUCTION
Patient‐centred care (PCC) is growing in prominence. Balint first described PCC as “understanding the patient as a unique human being.”1 During the 20th century, PCC became a focus of healthcare systems with its promise to increase patient satisfaction and improve outcomes.2 A growing body of evidence has linked PCC practices with improvements in a variety of health conditions3, increased adherence4, decreased healthcare utilization5, better ratings of care6 and improved quality of care.7 By 2001, The Institute of Medicine identified PCC as a key aspect of high‐quality care.8 PCC is now ubiquitous internationally9 and extends beyond the provision of health care into medical education, law and quality improvement.10, 11 Moreover, PCC has increasingly become part of the research lexicon. A PubMed search (2016) for “PCC” produces over 20 000 results, with over 2000 publications annually.12, 13, 14
While the term PCC has become pervasive, consensus is lacking on what constitutes PCC.15, 16, 17, 18, 19 Most providers, policymakers and researchers agree that PCC represents a shift from a traditional, paternalistic, provider‐driven and disease‐focused approach towards one that fully integrates the patient's perceptions, needs and experiences, into every phase of medical consultation, treatment and follow‐up.19 In their oft‐cited literature review, Mead and Bower describe PCC as encompassing five conceptual dimensions: the biopsychosocial perspective; patient‐as‐person; sharing power and responsibility; therapeutic alliance; and doctor‐as‐person.20
Presently, there is limited research on hospital employee perceptions of PCC.21, 22, 23, 24, 25 To date, this research has been limited to studies with nurses or providers outside of the US23, 24 or focused on only a small subset of employee perceptions of patient‐centred care22, 25. As the research community continues to examine PCC15, 17, 18, healthcare systems are actively implementing initiatives.26, 27 Substantial efforts are underway, for example, to transform the US Veteran Health Administration (VHA) to a patient‐centred healthcare system. Several system‐wide policies are in place which emphasize the delivery of “personalized, proactive, and patient‐driven” care.28 To facilitate advancement of these PCC initiatives, VHA established the Office of PCC and Cultural Transformation (OPCC&CT), in 2010, to help facilities transform.29
While researchers and policymakers may be invested in PCC, it is up to hospital employees to enact it in practice. Their conceptualizations of what constitutes PCC shape how initiatives are developed, implemented and enacted. Therefore, we sought to understand how hospital employees conceptualize PCC.
4. DISCUSSION
Transforming care to being more patient‐centred is a complex task for healthcare organizations. We found that while the term “patient‐centered care” is expanding in use within the VHA, oftentimes the conceptualizations of employees are not fully congruent with the PCC constructs described in the literature. The VHA's explicit push for PCC by VHA's Office of Patient‐Centered Care and Cultural Transformation offers an ideal setting in which to examine employee conceptualizations of PCC.29 In the four medical centres in our study, many employees discussed PCC in terms that were consistent with Mead and Bower's core concepts (biopsychosocial perspective; patient‐as‐person; sharing power and responsibility; therapeutic alliance; and doctor‐as‐person). Employees also extended PCC beyond the patient‐provider dyad, yet, these were still consistent with the broader PCC literature.8, 17, 27, 34 This tells us that key PCC constructs are understood by those implementing PCC. The leadership, managers and front line staff we spoke with are trying to create a healthcare organization that subscribes to the ideals of PCC.
We found many employees' PCC conceptualizations extended beyond the traditional patient‐provider dyad, into the organization (See Figure ). As Scholl's recent review of patient‐centredness found, policy‐level conceptualizations are lacking in the literature.17 However, the policymakers and front line providers we spoke with were clearly thinking about systems‐level implications of PCC. Our participants broadened the traditional definition by describing PCC as a cultural shift, imbued into care practices and organizational initiatives. Implementing discrete PCC programmes may not be effective at culture change, without a system‐level, multipronged approach26.
Participants discussed how physical surroundings can make patients feel comfortable, which while not reflective of current PCC literature, is highly aligned with organizational trends.35, 36 Yet PCC transformation does not end with physical changes. Our participants explained that PCC could not be achieved with an attractive facility alone—a therapeutic alliance or power sharing must be present. If PCC is conceptualized solely as the patient's experience when he/she enters a healthcare facility, an organization may lose focus on other key PCC components.19
Additionally, some participants talked about PCC in terms that were vague, broad or encompassed essentially everything. Notably, the characterizations of PCC that were unaligned with the PCC literature were primarily from leadership. Leaderships' broad conceptualizations may reflect their broad view of the organization and the need to have an overarching vision that encompasses all aspects of the facility. Yet this view may serve to water down implementation of core components of PCC. These amorphous conceptualizations index an intent to be patient‐centred, but without clearer definition do not provide adequate, actionable scaffolding upon which to implement cultural transformation. A broader understanding of PCC constructs can contribute to cultural transformation, but it may also limit the ability of leadership and policymakers to ensure PCC‐related goals are being achieved. Attempts to expand PCC constructs beyond the clinical encounter and into the organization are important for true transformation; however, when the conceptualizations seek to encompass everything currently subsumed under patient care, what happens in practice may not resemble what leadership and policy‐makers seek to achieve.
Some participants stated that PCC was what they had always done or was inherent to particular disciplines. These findings are consistent with others who found PCC politicized along disciplinary lines or perceived hierarchies in patient‐centredness.37, 38 Similarly, Gillespie et al21 found a tendency to re‐brand activities as patient‐centred, thereby negating the need to transform care. Where the problem lies is when some professionals misconceive PCC as something they have always done. In this instance, there are potential missed opportunities to understand how PCC may not in fact be what one has always done in their practice, or limited to specific roles. This viewpoint may limit these disciplines from re‐examining current practices or adopting new initiatives. When PCC is equated with a disciplinary approach, there is a risk of not making the cultural shift towards key aspects of PCC, such as sharing power, if there is the belief that the discipline is already patient‐centred. Engaging a range of employees is critical because hospitals are, by necessity, staffed with doctors, nurses, psychologists, pharmacists, managers, housekeeping and food service employees—all of whom interact with patients to some extent. Therefore, it is critical to have an organizational strategy, encouraging all employees to reflect on their own practice in relationship to the key components of PCC, as outlined by Mead and Bower, may facilitate greater insight and opportunity for growth39. PCC training could build on disciplinary principles aligned with PCC constructs, while providing clear examples of how PCC goes beyond current practice. Even brief trainings have been shown to be effective in enhancing PCC practice.40
We also found PCC being likened to good customer service. Linking PCC to customer service conflates the key differences between PCC and customer service oriented care.34 Epstein18, 19 cautions that PCC is more than just “giving patients what they want, when they want it.” And as Millenson notes, “what distinguishes patient‐centered care in its fullest sense from beneficence or better customer service is that it involves actions undertaken in collaboration with patients, not just on their behalf. It requires clinicians to appropriately share power even when that sharing feels uncomfortable.”34 Good customer service is important, but insufficient to truly providing PCC.
This study has limitations. Because the four VHA facilities identified key informants, we primarily spoke with employees directly involved in PCC, thus their conceptualizations of PCC might not be representative of employees less involved in PCC implementation. Additionally, the facilities in our study represent a subset of medical centres highly engaged in PCC; outside these centres, there is likely greater variation in how PCC is conceptualized. Further investigation is needed with other employees more removed from organizational change initiatives, yet still have frequent patient‐interactions, such as housekeeping or clerks. Finally, our data only represents how these employees perceive PCC. Observations of interactions between patients and healthcare employees are needed to determine what PCC looks like in practice. Future work should also address how patients understand patient‐centredness,41, 42 critical for shifting provider behaviours towards what patients want.
Nonetheless, our qualitative approach allows for an in‐depth examination of employee conceptualization of PCC in a large, integrated healthcare system. Our findings have important implications for other organizations trying to implement PCC transformation; broadening the definition of PCC beyond the clinical encounter to incorporate organizational elements is critical to culture change initiatives and implementation processes. We provide a caution, however, that when PCC is too broad, efforts may be watered down and true transformation hindered. Employees working in healthcare systems dedicated to PCC must have an appreciation of the model in order to align their efforts. Moreover, many organizations are trying to measure the impact of their PCC initiatives;5, 26, 43, 44 yet without clear definitions of PCC, they may not be measuring what they intend. Therefore, continuing to refine and expand upon models of PCC, such as Mead and Bowers', is essential to informing measurement.
In this paper, we focused on examining the perceptions of what constitutes PCC at the facility level because these conceptualizations shape how PCC initiatives are developed, implemented and enacted in a healthcare organization. Differing conceptualizations and scattered efforts will not serve to systematically advance PCC. In order to embed patient‐centredness in an organization's culture one needs to make it a systems property, which requires a clear understanding of the full range of factors that promote or impede PCC.45 As organizations move ahead with PCC implementation, they will need to consider if they are going to simply task specific disciplines with PCC practices or instead offer a more comprehensive, transformational organizational plan to infuse PCC throughout the facility. As Gillespie et al21 also note, there is a tendency to take the easy path and simply reframe existing work structures. Organizations that have succeeded in advancing PCC have adopted a comprehensive, organization‐wide approach linked to organizational strategy.46, 47 Communicating a strategic vision clearly and consistently to every member of the organization, with leadership engagement and support, is essential to developing an organizational approach to PCC.46, 47 Organizational change strategies that move beyond a shared vision, and engage staff and middle managers in developing work processes and interactions that implement that vision, are critical. It is the shared uptake of this vision that is most likely to result in synchronized efforts to transform the organizational culture to one where patients truly drive care.
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https://www.moverjunction.com/moving-to-bakersfield
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Moving to Bakersfield,CA in 2024 Relocation Guide : Demographics, Cost of living, Job, Taxes
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Are you considering moving to Bakersfield, CA in 2024. Here is a detailed Bakersfield, CA moving Guide including Benefits, Demographics, Cost of living, Job, Taxes, Best School and Weather
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https://www.moverjunction.com/assets/images/favicon.ico
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Moverjunction
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https://www.moverjunction.com/moving-to-bakersfield
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Cost of living in Bakersfield, California
The cost of living in Bakersfield is 102.6. America’s average is 100. Similar to several other large cities in California, Bakersfield cost of living is higher than the national average.
The following are the key components that makes up the city’s cost of living since you’re considering moving to Bakersfield:
Living Expense Bakersfield California National Average Overall 102.6 140 100 Median Home Cost $311,100 $684,800 $291,700 Grocery 99 118 100 Health 88.8 113 100 Housing 105 196 100 Utilities 111.7 102.4 100 Transportation 103.6 133.1 100 Miscellaneous 102.9 103.7 100
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Compare upto 6 Moving Quotes and save upto 65% on Your Move.
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Bakersfield housing market info
Buying a home in Bakersfield California can be one of the best decisions you can make after moving to the city. You’ll find all kinds of homes available for sale in the city. You should have an idea of what to expect in the city’s property market. The following is a quick breakdown of the city’s housing market since you’re mulling over moving to Bakersfield:
Bakersfield median home cost is $311,100
Over the past ten years Bakersfield homes have appreciated by 113.2%
Currently, Bakersfield homes have appreciated by 17.8%
About 40.2% of Bakersfield residents are renters
Up to 1.9$ of Bakersfield homes and apartments are open to rent
Bakersfield median rent
About 40% of Bakersfield population are renters. You’ll find all kinds of homes available to rent if you’re moving to Bakersfield, California. To come up with the right budget you should have an idea of the city’s average rent since you’re considering moving to Bakersfield:
Bakersfield average rent for a studio apartment is $746
Bakersfield average rent for a 1-bedroom home or apartment is $755
Bakersfield average rent for a 2-bedroom home or apartment is $990
Bakersfield average rent for a 3-bedroom home or apartment is $1,406
Bakersfield average rent for a 4-bedroom home or apartment is $1,695
What’s the job market like in Bakersfield, California?
You’ll find all kinds of job if you’re moving to Bakersfield California. The city is home to various businesses and companies. Bakersfield has a sturdy job market and its gradually recovering from the impact of COVID-19.
The following is a simple breakdown of the city’s job market since you’re considering moving to Bakersfield, California:
Bakersfield unemployment rate is 8.0%. America’s average is 6.0%
Over the past year, Bakersfield jobs have risen by 1.2%
Bakersfield job growth has been positive so far
Bakersfield future job growth is 24.23%
Employment Information Bakersfield, California United States The income per Cap $25,044 $31,177 Household Income $60,058 $57,652 Unemployment Rate 8 6.0% Recent Job Growth -6.09% -6.18% Future Job Growth 24.23% 33.51%
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Compare upto 6 Moving Quotes and save upto 65% on Your Move.
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Top career options if you’re moving to Bakersfield CA
You’ll find lots of high-paying jobs if you’re moving to Bakersfield California. The city is home to many businesses and organizations. To give you an idea of what to expect, we’ve listed the top ten highest paying jobs in the city to make it easier to streamline your options if you’re moving to Bakersfield, California:
Rank Job Title Average Salary Entry Level Salary # OF PEOPLE 1 Family and General Practitioners $212,590 $90,750 260 2 Obstetricians and Gynecologists $199,740 $142,100 70 3 Chief Executives $196,400 $93,280 420 4 Internists, General $166,660 $84,780 180 5 Architectural and Engineering Managers $158,260 $92,020 540 6 Mining and Geological Engineers, Including Mining Safety Engineers $148,310 $82,270 70 7 Dentists, General $144,550 $57,710 330 8 Pharmacists $139,790 $107,340 710 9 Petroleum Engineers $137,390 $87,470 1,000 10 Geoscientists, Except Hydrologists and Geographers $136,420 $79,610 300 11 Marketing Managers $136,220 $69,850 180
Bakersfield median salary
If you’re interested in getting a new job after moving to Bakersfield, you’ll most likely be interested in the city’s average pay. To give you an idea of what to expect, we’ve collated key stats about the city’s average pay for average jobs since you’re considering moving to Bakersfield, CA:
Bakersfield average annual pay for average jobs is $69,919 a year
Bakersfield average hourly pay for average jobs is $33.61 an hour
Bakersfield average weekly pay for average jobs is $1,345
Bakersfield average monthly pay for average jobs is $5,827 per month
Bakersfield minimum wage is $15 per hour
Top industries in Bakersfield, CA
Bakersfield is home to several large industries. Moving to Bakersfield means you can get the chance to be a part of some of the largest industries in America. The following are the largest industries in the city since you’re considering moving to Bakersfield California:
Healthcare
Retail
Education
Hospitality
Construction
Government
Agriculture
Manufacturing
Oil & Gas
Transportation
Administrative
Finance & Insurance
Real estate
Entertainment
Utilities
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https://slooowdown.wordpress.com/2012/02/
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Ignition Blog
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10 posts published by slooowdown during February 2012
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Ignition Blog
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Funeral today of Sally Rose who died far too young 😦 It got me thinking ‘What’s it all for?’ She was a truly gifted musician but I will remember her more for her kindness and humanity – you felt really … Continue reading →
Building stronger advertising agency/client relationships Many clients do not feel they get the best out of their agencies (and vice versa). With agency costs being one of the highest expenditures a marketing department has, it makes sense that the added … Continue reading →
Buy.ology By Martin Lindstrom (Summarised by Paul Arnold – Trainer & Facilitator – paul_arnold@me.com) Content = **** Readability = ***** Clarity & Structure = ***(*) In a Nutshell Fundamentally we rarely have rational control over why we buy some products and … Continue reading →
Good to Great By Jim Collins (Summarised by Paul Arnold – Trainer & Facilitator – paul_arnold@me.com) Content = ***** Readability = **** Clarity & Structure = **** IN A NUTSHELL Good is the enemy of Great. Great companies become great … Continue reading →
How We Decide by Jonah Lehrer (Summarised by Paul Arnold – Trainer & Facilitator – paul_arnold@me.com) Content = ***** Readability = *** Clarity & Structure = *** IN A NUTSHEL This book explores the science of how we make good … Continue reading →
The Outliers By Malcolm Gladwell (Summarised by Paul Arnold – Trainer & Facilitator – paul_arnold@me.com) Content = *** Readability = ***** IN A NUTSHELL Genius is over-rated. Success is not just about innate ability. It’s combined with a … Continue reading →
Bounce – The science of success By Matthew Syed (Summarised by Paul Arnold – Trainer & Facilitator – paul_arnold@me.com) Content = **** Readability = **** Clarity & Structure = **** IN A NUTSHELL Matthew Syed was the three times Commonwealth … Continue reading →
Nudge – by Thaler & Sunstein (Summarised by Paul Arnold – Trainer & Facilitator – paul_arnold@me.com) Content = **** Readability = *** Clarity & Structure = *** IN A NUTSHELL Small and often insignificant things can influence (or … Continue reading →
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Sarah Stockdale on LinkedIn: “Hi Barbie!!” I flipped my ponytail over my shoulder and saw a gaggle…
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2023-08-02T16:17:04.434000+00:00
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“Hi Barbie!!”
I flipped my ponytail over my shoulder and saw a gaggle of high-school-aged girls clad in hot pink smiling at me. I beamed back:
“Hi… | 12 comments on LinkedIn
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“Hi Barbie!!” I flipped my ponytail over my shoulder and saw a gaggle of high-school-aged girls clad in hot pink smiling at me. I beamed back: “Hi Barbies!” It felt like a warm hug, a glittery pep talk in a club bathroom. The kind of moment we’ve all been missing these past few years. And I’m not alone, hundreds of thousands of people are saying HI BARBIE. So here are 5 things we can learn from the Barbie movie’s marketing. Just kidding, you know that’s not our vibe. But, yes, the marketing that went into the Barbie movie was brilliant. They deserve their flowers. (But give any of us $160 million, a beloved doll with a 70 year history, worldwide brand recognition, and Ryan Gosling— and it might just go okay!) But there’s more here than just a story about brand marketing. Something cool is happening this summer. The Barbie movie has made $780 million so far. 1.7 million tickets have been sold to the Women’s World Cup. The Eras tour is poised to be the highest-grossing tour in history, injecting millions into cities it lands in. It literally shook the earth. Beyonce’s Renaissance tour is revitalizing local economies and single-handedly creating a market for silver fringe. Someone on CNBC called it the she-conomy, and I gagged so hard you’d assume I saw a flat foot. When 52% of the population wants to consume something— that’s just the economy. Girls have always created outsized economic value compared to what they’re credited for— just Google how much money Twilight made. But so often the people making the art to sell to women and girls are also looking down their noses at the very people paying for it. And, let’s be honest, they’re often men. That content felt like a drawing, someone trying to understand and represent an experience they’d never had. But this time feels different. This time it feels like a mirror. The creators are reflecting real experiences back to us that we can look at and say: Yes, that’s how it feels. Women and feminine-presenting folks are hungry for collective experiences that allow us to reclaim girlhood as a celebration, feel connected to each other, and that give us an occasion to unabashedly dress like loofahs. We want things made just for us. Your customers want that, too. The best marketers are mirrors. We listen deeply to what our customers need, and think of them as individuals (and not as simply targets, or numbers, or sales). The best storytellers, artists, and marketers start at the same place— the people. So talk to your people, and reflect their experience back to them in your copy, your content, and your sales process. Then, find your own unique way to say: Hi Barbie! (this is a section of this week's Growclass newsletter, a link to join us is in my bio!)
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USC Football Announces 30
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2011-02-02T00:00:00
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Feb. 2, 2011 Press Conference Quotes LOS ANGELES-Twenty-one high school football players and 1 junior college player
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USC Athletics
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https://usctrojans.com/news/2011/2/2/usc_football_announces_30_player_signing_class.aspx
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Share:
Feb. 2, 2011
Press Conference Quotes
LOS ANGELES-Twenty-one high school football players and 1 junior college player signed letters of intent with USC, Trojan head coach Lane Kiffin announced today (Feb. 2).
Additionally, 5 high school players and 3 junior college players already enrolled at USC in January and will participate in the upcoming spring practice.
Kiffin noted that several other signings could be announced soon.
This fall's incoming freshmen are: P Kris Albarado of St. Louis HS in Lake Charles, La.; RB Javorious Allen of Lincoln HS in Tallahassee, Fla.; WR Victor Blackwell of Mater Dei HS in Cerritos, Calif.; LB Charles Burks of Edison HS in Huntington Beach, Calif.; RB Amir Carlisle of Kings Academy in Sunnyvale, Calif.; LB Lamar Dawson of Boyle County HS in Danville, Ky.; WR George Farmer of Serra HS in Gardena, Calif.; DB Ryan Henderson of Rancho Verde HS in Moreno Valley, Calif.; DL Christian Heyward of Point Loma HS in San Diego, Calif.; OL Cyrus Hobbi of Saguaro HS in Scottsdale, Ariz.; WR Marqise Lee of Serra HS in Gardena, Calif.; LB Tre Madden of Mission Viejo (Calif.) HS; OL Marcus Martin of Crenshaw HS in Los Angeles, Calif.; TE Junior Pomee of Rancho Verde HS in Moreno Valley, Calif.; LB Anthony Sarao of Holy Spirit HS in Absecon, NJ; DL J.R. Tavai of Mira Costa HS in Manhattan Beach, Calif.; OL Cody Temple of Liberty HS in Bakersfield, Calif.; DL Greg Townsend Jr. of Beverly Hills (Calif.) HS; OL Aundrey Walker of Glenville HS in Cleveland, Ohio; DL DeVante Wilson of Corona (Calif.) HS; and DL Antwaun Woods of Taft HS in Woodland Hills, Calif.
The junior college transfer who will be joining USC is DB Isiah Wiley of Arizona Western JC in Yuma, Ariz., who will be a junior. He originally signed with USC last December as a 2011 spring enrollee.
The 5 prep players who joined USC last month as freshmen are PK Andre Heidari of Stockdale HS in Bakersfield, Calif.; QB Cody Kessler of Centennial HS in Bakersfield, Calif.; LS Peter McBride of Chaparral HS in Paradise Valley, Ariz.; FB Soma Vainuku of Eureka (Calif.) HS; and QB Max Wittek of Mater Dei HS in Santa Ana, Calif.
The 3 juco players who joined USC in January as juniors are OL Jeremy Galten of San Mateo (Calif.) JC; OL David Garness of City College of San Francisco (Calif.); and LB Dallas Kelley of Chaffey JC in Rancho Cucamonga, Calif.
"This may be the most critical class that ever signed at USC," said Kiffin. "It was imperative that we address a number of position and depth issues with this class, and we were able to do that by signing, as of now, 25 quality high school players and 4 junior college players.
"I believe it speaks volumes about the power of USC as a university to be able to sign this kind of class considering the circumstances we faced.
"We look forward to helping these new Trojan student-athletes develop and excel on and off the field." #
2011 USC FOOTBALL SIGNEES
SPRING ENROLLMENTHIGH SCHOOL PLAYERSNAME POS HGT WGT HIGH SCHOOL Andre Heidari PK 5-11 190 Stockdale HS, Bakersfield, CACody Kessler QB 6-2 220 Centennial HS, Bakersfield, CAPeter McBride LS 6-2 210 Chaparral HS, Paradise Valley, AZSoma Vainuku FB 6-2 255 Eureka (CA) HSMax Wittek QB 6-4 205 Mater Dei HS, Santa Ana, CA
SPRING ENROLLMENTJUNIOR COLLEGE PLAYERSNAME POS HGT WGT JUNIOR COLLEGEJeremy Galten OL 6-4 285 San Mateo (CA) JCDavid Garness OL 6-5 290 City College of San Francisco, CADallas Kelley LB 6-0 230 Chaffey JC, Rancho Cucamonga, CA
FALL ENROLLMENTHIGH SCHOOL PLAYERSNAME POS HGT WGT HIGH SCHOOL Kris Albarado P 5-11 200 St. Louis HS, Lake Charles, LAJavorious Allen RB 6-1 205 Lincoln HS, Tallahassee, FLVictor Blackwell WR 6-1 185 Mater Dei HS, Santa Ana, CACharles Burks LB 6-1 220 Edison HS, Huntington Beach, CAAmir Carlisle RB 5-10 180 Kings Academy, Sunnyvale, CALamar Dawson LB 6-2 235 Boyle County HS, Danville, KYGeorge Farmer WR 6-1 205 Serra HS, Gardena, CARyan Henderson DB 5-10 170 Rancho Verde HS, Moreno Valley, CAChristian Heyward DL 6-2 275 Point Loma HS, San Diego, CACyrus Hobbi OL 6-3 275 Saguaro HS, Scottsdale, AZMarqise Lee WR 6-0 190 Serra HS, Gardena, CATre Madden LB 6-0 220 Mission Viejo (CA) HSMarcus Martin OL 6-3 340 Crenshaw HS, Los Angeles, CAJunior Pomee TE 6-3 235 Rancho Verde HS, Moreno Valley, CAAnthony Sarao LB 6-0 210 Holy Spirit HS, Absecon, NJJ.R. Tavai DL 6-2 270 Mira Costa HS, Manhattan Beach, CACody Temple OL 6-2 280 Liberty HS, Bakersfield, CAGreg Townsend Jr. DL 6-3 275 Beverly Hills (CA) HSAundrey Walker OL 6-6 375 Glenville HS, Cleveland, OHDeVante Wilson DL 6-4 235 Corona (CA) HSAntwaun Woods DL 6-1 325 Taft HS, Woodland Hills, CA
FALL ENROLLMENTJUNIOR COLLEGE PLAYERS
NAME POS HGT WGT COLLEGEIsiah Wiley DB 6-1 185 Arizona Western JC, Yuma,AZ
BIOGRAPHIES ON USC'S 2011 FOOTBALL NEWCOMERS
KRIS ALBARADO-His 2010 honors included Max Preps All-American Medium Schools second team and All-State 4A as a senior punter at St. Louis High in Lake Charles (La.)...He averaged 45.3 yards on his 24 punts (with a long of 65 yards) and put 8 punts within the 20-yard line in 2010...As a junior in 2009, he averaged 41.8 yards on his 38 punts, with 19 punts within the 20...He averaged 40.7 yards on his 37 punts (with 8 within the 20) as a sophomore in 2008.
JAVORIOUS ALLEN-His 2010 honors included ESPNU150, Super Prep All-Dixie and Prep Star All-Southeast as a senior running back at Lincoln High in Tallahassee (Fla.)...He ran for more than 1,500 yards in 2010...Lincoln won the 2010 Florida state Class 4A title...He missed his 2009 junior season with an injury...As a sophomore in 2008, he rushed for 1,044 yards on 162 carries (6.4 avg.) with 10 TDs...Lincoln played in the Florida state Class 4A championship game...Current Trojans Jawanza Starling and T.J. Bryant also prepped at Lincoln...His nickname is Buck.
VICTOR BLACKWELL-His 2010 honors included Super Prep All-American, Prep Star All-American, U.S. Army All-American, ESPNU 150, Sporting News Top 100, Prep Star Dream Team, Super Prep All-Farwest, Prep Star All-West, Orange County Register Fab 15 first team, Long Beach Press-Telegram Best in the West first team, Tacoma News Tribune Western 100, Max Preps All-State Division I first team, Cal-Hi Sports All-State second team, All-CIF Pac-5 Division, Orange County Register All-Orange County first team and All-Trinity League Co-Offensive MVP as a senior wide receiver at Mater Dei High in Santa Ana (Calif.)...He caught 50 passes for 976 yards (19.5 avg.) with 14 TDs in 2010, including 3 games with 175-plus receiving yards, despite missing part of the season with a shoulder injury...As a junior in 2009, he made Cal-Hi Sports All-State Underclass second team, All-CIF Pac-5 Division, Orange County Register All-Orange County first team and All-Trinity League Offensive MVP while catching 52 passes for 1,044 yards (20.1 avg.) with 11 TDs...As a sophomore in 2008, he made Cal-Hi Sports All-State Sophomore and All-Trinity League second team...In his career, he had 130 receptions and 33 TDs...Current Trojans Matt Barkley, Robbie Boyer, Khaled Holmes, Max Wittek and Conrad Tavarez also prepped at Mater Dei.
CHARLES BURKS-His 2010 honors included Super Prep All-Farwest, Prep Star All-West, Tacoma News Tribune Western 100, Orange County Register All-Orange County second team and All-Sunset League Defensive Line MVP as a senior defensive end at Edison High in Huntington Beach (Calif.)...He had 86 tackles, including 7.5 sacks, plus 3 deflections, 3 forced fumbles and 2 fumble recoveries in 2010...As a junior in 2009, he made Max Preps Junior All-American second team, All-CIF Pac-5 Division, Orange County Register All-Orange County first team and All-Sunset League Defensive Line MVP while getting 52 tackles and 14 sacks...Edison was a 2009 Pac-5 Division finalist...Current Trojans Martin Coleman and Will Andrew also prepped at Edison.
AMIR CARLISLE- His 2010 honors included Super Prep All-American, Prep Star All-American, UnderArmour All-American, ESPNU 150, Rivals 100, Prep Star Dream Team, Super Prep All-Farwest, Prep Star All-West, Orange County Register Fab 15 second team, Long Beach Press-Telegram Best in the West first team, Tacoma News Tribune Western 100, Cal-Hi Sports All-State first team, Cal-Hi Sports All-State Small Schools first team, SectionSports.com All-Central Coast second team and Palo Alto Daily News Offensive Player of the Year as a senior running back at Kings Academy in Sunnyvale (Calif.)...He ran for 2,110 yards (10.0 average per carry) and 28 TDs in 2010 and also caught 12 passes for 231 yards (19.3 avg.) with 3 TDs...As a junior in 2009, he made Cal-Hi Sports All-State Small Schools first team, Cal-Hi Sports All-State Underclass first team, Max Preps All-State Division III second team and San Jose Mercury News All-County...He ran for 2,037 yards on 187 carries (10.9 avg.) with 29 TDs and caught 11 passes for 182 yards (16.5 avg.) in 2009, plus he returned kicks and punts...As a sophomore in 2008, he made Cal-Hi Sports All-State Small Schools second team and Cal-Hi Sports All-State Sophomore while running for 961 yards with 14 TDs...In his career, he rushed for 5,108 yards (11.0 average per carry) with 73 TDs, and had 26 100-yard performances (in 28 games)...His father, Duane, ran track at Maryland and then was a strength and conditioning coach/speed and performance coach with numerous high school, college and pro teams, including the Philadelphia Eagles, Tampa Bay Devil Rays, Penn State, Philadelphia Charge (women's pro soccer), New Jersey Pride (pro lacrosse) and, most recently, San Francisco 49ers (2005-10).
LAMAR DAWSON-His 2010 honors included Parade All-American, Super Prep All-American, Prep Star All-American, U.S. Army All-American, Max Preps All-American second team, Max Preps All-American Medium Schools first team, Rivals 100, Prep Star Dream Team, Super Prep All-Dixie, Prep Star All-Southeast, Gatorade Kentucky Player of the Year, AP Kentucky Mr. Football and Louisville Courier-Journal All-State as a senior linebacker, running back and tight end at Boyle County High in Danville (Ky.)...He had 158 tackles, including 8 sacks, plus 4 interceptions (1 for a TD) and 3 forced fumbles on defense in 2010, plus ran for 686 yards with 15 TDs and caught 19 passes for 270 yards (14.2 avg.) with 1 TD on offense...Boyle County won the 2010 Kentucky state 4A championship...As a junior in 2009, he made Max Preps All-American Medium Schools first team, Max Preps Junior All-American first team and Louisville Courier-Journal All-State while getting 176 tackles, including 23 for losses, plus 2 interceptions, 3 forced fumbles and 2 fumble recoveries...Boyle County won the 2009 Kentucky state 4A championship...In his career, he made 502 tackles as Boyle County went 43-1 his last 3 years.
GEORGE FARMER-His 2010 honors included Parade All-American, Super Prep All-American, Prep Star All-American, Max Preps All-American first team, U.S. Army All-American, Max Preps All-American Medium Schools first team, ESPNU 150, Sporting News Top 100, Rivals 100, Super Prep Elite 50, Prep Star Dream Team, Super Prep All-Farwest, Prep Star All-West, Orange County Register Fab 15 first team, Long Beach Press-Telegram Best in the West first team, Tacoma News Tribune Western 100, Cal-Hi Sports All-State first team, SectionSports.com All-State first team, Max Preps All-State Division II first team, All-CIF Western Division Offensive MVP, SectionSports.com All-Southern Section first team, Los Angeles Times All-Star, South Bay Daily Breeze All-South Bay Player of the Year and All-Mission League MVP as a senior wide receiver and defensive back at Serra High in Gardena (Calif.)...He had 65 receptions for 1,514 yards (23.3 avg.) with 14 TDs, ran for 2 more TDs, had 5 TDs on kick/punt returns and intercepted 3 passes in 2010...Serra went 14-1 in 2010, won the CIF Western Division title and played in the California state Division II championship game...As a junior in 2009, he was Cal-Hi Sports All-State Medium Schools first team, Cal-Hi Sports All-State Underclass first team, Max Preps All-State Division III first team, All-CIF Northwest Division, South Bay Daily Breeze All-South Bay first team and All-Del Rey League...He had 41 receptions for 891 yards (21.7 avg.) with 12 TDs in 2009...Serra went 15-0 in 2009 and won the CIF Northwest Division title and the California state Division III championship...As a sophomore in 2008, he made Cal-Hi Sports All-State Sophomore and All-Del Rey League first team...Current Trojans Robert Woods and DaJohn Harris also prepped at Serra, as does USC signee Marqise Lee...He also was on the basketball and track (10.44 best in the 100 meters) teams at Serra...At the 2010 California state meet, he was second in the 100 meters (10.45) and seventh in the 200 (21.3)...His father, George, was a wide receiver at Southern and then in the NFL with the Los Angeles Rams (1982-84) and Miami Dolphins (1987).
RYAN HENDERSON-His 2010 honors included UnderArmour All-American, Super Prep All-Farwest, Prep Star All-West, Tacoma News Tribune Western 100, All-CIF Central Division, SectionSports.com All-Southern Section first team, SectionSports.com All-Inland Empire first team and All-Inland Valley League first team as a senior defensive back at Rancho Verde High in Moreno Valley (Calif.)...Rancho Verde went 12-1 in 2010 and was a CIF Central Division finalist...He won the inaugural 2010 SPARQ Rating National Championship, which tests speed, power, agility, reaction and quickness.
CHRISTIAN HEYWARD-His 2010 honors included Super Prep All-American, Prep Star All-American, UnderArmour All-American, ESPNU 150, Rivals 100, Super Prep All-Farwest, Prep Star All-West, Orange County Register Fab 15 second team, Long Beach Press-Telegram Best in the West Best of the Rest, Tacoma News Tribune Western 100, Max Preps All-State second team, SectionSports.com All-State second team, Cal-Hi Sports All-State Medium Schools first team, All-CIF San Diego first team, SectionSports.com All-San Diego first team and All-Western League Defensive Player of the Year as a senior defensive lineman at Point Loma High in San Diego (Calif.)...He had 86 tackles, with 8 sacks, and 3 fumble recoveries in 2010...As a junior in 2009, he made 66 tackles, including 9 sacks, plus 6 deflections, 3 forced fumbles and 2 fumble recoveries.
CYRUS HOBBI-His 2010 honors included Parade All-American, Super Prep All-American, Prep Star All-American, UnderArmour All-American, ESPNU 150, Prep Star Dream Team, Super Prep All-Farwest, Prep Star All-West, Orange County Register Fab 15 first team, Long Beach Press-Telegram Best in the West first team, Tacoma News Tribune Western 100, All-State and All-Region 4A as a senior offensive and defensive lineman at Saguaro High in Scottsdale (Ariz.)...Saguaro won the Arizona state 4A-1 title for the fourth time in 5 years in 2010...As a junior in 2009, he made All-State and All-Region 4A...As a sophomore in 2008, he was All-Region.
MARQISE LEE-His 2010 honors included Parade All-American, Super Prep All-American, Prep Star All-American, UnderArmour All-American, Max Preps All-American Medium Schools second team, ESPNU 150, Rivals 100, Prep Star Dream Team, Super Prep All-Farwest, Prep Star All-West, Orange County Register Fab 15 first team, Long Beach Press-Telegram Best in the West first team, Tacoma News Tribune Western 100, Max Preps All-State Division II first team, All-CIF Western Division Defensive MVP, SectionSports.com All-Southern Section second team, Los Angeles Times All-Star, South Bay Daily Breeze All-South Bay first team and All-Mission League Defensive MVP as a senior wide receiver and defensive back at Serra High in Gardena (Calif.)...He had 57 receptions for 1,409 yards (24.7 avg.) with 24 TDs on offense in 2010 and 45 tackles, 3 interceptions and 11 deflections on defense...Serra went 14-1 in 2010, won the CIF Western Division title and played in the California state Division II championship game...As a junior in 2009, he made South Bay Daily Breeze All-South Bay first team while getting 89 tackles (with a sack), 6 interceptions, 2 fumble recoveries and a forced fumble...Serra went 15-0 in 2009 and won the CIF Northwest Division title and the California state Division III championship...Current Trojans Robert Woods and DaJohn Harris also prepped at Serra, as does USC signee George Farmer...He also played basketball at Serra (he made the 2010 South Bay Daily Breeze All-South Bay first team).
TRE MADDEN-His 2010 honors included Super Prep All-American, Prep Star All-American, U.S. Army All-American, USA Today All-USA second team, Rivals 100, Prep Star Dream Team, Super Prep All-Farwest, Prep Star All-West, Orange County Register Fab 15 second team, Long Beach Press-Telegram Best in the West first team, Cal-Hi Sports All-State first team, Tacoma News Tribune Western 100, Max Preps All-State Division I first team, SectionSports.com All-State first team, All-CIF Pac-5 Division, SectionSports.com All-Southern Section first team, Los Angeles Times All-Star, Orange County Register All-Orange County first team and All-South Coast League Defensive MVP as a senior linebacker and Wildcat quarterback at Mission Viejo (Calif.) High...Despite missing 4 games with a foot injury in 2010, he had 81 tackles, with 3 sacks, and an interception on defense, while he completed 13-of-26 passes (50.0%) for 311 yards and 2 TDs and ran for 310 yards with 7 TDs on offense...Mission Viejo was a 2010 CIF Pac-5 Division finalist...As a junior in 2009, he made Max Preps All-State Division I first team, Cal-Hi Sports All-State Underclass first team, All-CIF Pac-5 Division, Los Angeles Times All-Star, Orange County Register All-Orange County first team and All-South Coast League Defensive MVP...He had 115 tackles on defense, plus ran for 222 yards and completed 5-of-7 passes (71.4%) on offense in 2009...Current Trojan Taylor Ashton also prepped at Mission Viejo...His father, Curtis, was a fullback and defensive end at Kansas State (1988-91)...His grandfather is Lawrence McCutcheon, a Colorado State and NFL All-Pro running back with the Los Angeles Rams (1972-79), Denver Broncos (1980) and Buffalo Bills (1981) who set the since-broken Rams career rushing record (6,186 yards), led the Rams in rushing 5 times and played in Super Bowl XIV (he then was a scout and now is Director of Player Personnel with the Rams)...His uncle is former USC (1995-98) cornerback Daylon McCutcheon (a 2-time All-Pac-10 pick) who played with the Cleveland Browns (1999-2006)...He was born in Texas.
MARCUS MARTIN-His 2010 honors included Super Prep All-Farwest, Prep Star All-West, Long Beach Press-Telegram Best in the West Best of the Rest, Tacoma News Tribune Western 100, Max Preps All-State Division I first team, SectionSports.com All-State second team, All-L.A. City Offensive Lineman of the Year and Los Angeles Times All-Star as a senior offensive lineman at Crenshaw (Calif.) High...Crenshaw won the 2010 L.A. City Division I championship...Crenshaw won the 2009 L.A. City Division I championship and played in the State Open Division title game...Current Trojan Hayes Pullard also prepped at Crenshaw.
JUNIOR POMEE-His 2010 honors included Super Prep All-American, Prep Star All-American, Super Prep All-Farwest, Prep Star All-West, Long Beach Press-Telegram Best in the West Best of the Rest, Tacoma News Tribune Western 100, All-CIF Central Division, SectionSports.com All-Inland Empire first team and All-Inland Valley League first team as a senior wide receiver and tight end at Rancho Verde High in Moreno Valley (Calif.)...Rancho Verde went 12-1 in 2010 and was a CIF Central Division finalist.
ANTHONY SARAO-His 2010 honors included Super Prep All-American, Prep Star All-American, U.S. Army All-American, Super Prep All-Northeast, Newark Star-Ledger All-Non Public second team and Newark Star-Ledger All-South Jersey second team as a senior linebacker at Holy Spirit High in Absecon (N.J.)...He had 79 tackles, with 7.5 sacks, in 2010...Holy Spirit went 12-0 and won the New Jersey Non-Public III state title in 2010...As a junior in 2009, he made Newark Star-Ledger All-Non Public second team and Newark Star-Ledger All-South Jersey first team as he had 123 tackles, with 11 sacks, and 2 blocked punts.
J.R. TAVAI-His 2010 honors included Super Prep All-Farwest, All-CIF Northern Division Defensive MVP, South Bay Daily Breeze All-South Bay first team and All-Bay League MVP as a senior defensive lineman and fullback at Mira Costa High in Manhattan Beach (Calif.)...He had 95 tackles with 12 sacks on defense in 2010 and 278 yards on 59 carries 4.7 avg.) with 3 TDs on offense...As a junior in 2009, he was All-CIF Western Division Defensive MVP, South Bay Daily Breeze All-South Bay first team and All-Bay League Defensive MVP while making 92 tackles (with 7 sacks)...Mira Costa won the 2009 CIF Western Division title...As a sophomore in 2008, he was All-CIF Western Division, South Bay Daily Breeze All-South Bay second team and All-Bay League first team while getting 72 tackles (with 2 sacks)...Mira Costa was a 2008 CIF Western Division finalist...He also was on Mira Costa's track team (shot put and discus throw).
CODY TEMPLE-His 2010 honors included Cal-Hi Sports All-State third team, Super Prep All-Farwest and All-Southwest Yosemite League first team as a senior offensive and defensive lineman at Liberty High in Bakersfield (Calif.)...He had 95 tackles, with 2 sacks, plus 7 fumble recoveries and 5 forced fumbles in 2010...As a junior in 2009, he made Cal-Hi Sports All-State Underclass second team while getting 102 tackles, with 7 sacks.
GREG TOWNSEND JR.-His 2010 honors included Super Prep All-American, Prep Star All-American, UnderArmour All-American, ESPNU 150, Rivals 100, Prep Star Dream Team, Super Prep All-Farwest, Prep Star All-West, Orange County Register Fab 15 first team, Long Beach Press-Telegram Best in the West first team, Tacoma News Tribune Western 100, Cal-Hi Sports All-State second team, All-CIF Western Division and All-Ocean League Defensive MVP as a senior defensive lineman at Beverly Hills (Calif.) High...He missed part of the 2010 season with a jaw injury...As a junior in 2009, he made Cal-Hi Sports All-State Underclass second team and All-CIF Western Division...He had 73 tackles, with 7.5 sacks, plus 3 forced fumbles, 1 fumble recovery and 3 blocked PATs in 2009...As a sophomore in 2008, he had 38 tackles, with 3 sacks...He also played basketball at Beverly Hills...His father, Greg, played at TCU (1981-82) and then was a 4-time All-Pro defensive end with the NFL's Los Angeles/Oakland Raiders (1983-93, 1997) and Philadelphia Eagles (1994).
AUNDREY WALKER-His 2010 honors included Super Prep All-American, Prep Star All-American, U.S. Army All-American, Max Preps All-American second team, Rivals 100, Prep Star Dream Team, Super Prep All-Midlands, Prep Star All-Midwest, AP Division I All-State first team, AP Northeastern Lakes All-District first team and Cleveland Plain Dealer All-Star as a senior offensive and defensive lineman at Glenville High in Cleveland (Ohio)...He had 17 pancake blocks in 2010...He missed part of the 2010 season with a knee injury...As a junior in 2009, he helped Glenville win the state Division I championship...He was a 3-year starter...He also competed on Glenville's track team.
ISIAH WILEY-He originally signed with USC in December of 2010 as a 2011 spring semester enrollee...His 2010 honors included NJCAA All-American first team, Super Prep JUCO 100, Rivals JUCO 50, NJCAA Region I Defensive Co-MVP, Prep Star All-West and All-Western States Football League first team as a sophomore cornerback and safety at Arizona Western Junior College in Yuma (Ariz.)...Arizona Western went 10-2 in 2010...He also started at Arizona Western as a freshman in 2009...He earned 2008 Class 5A All-State first team honors as a senior defensive back at West Monroe (La.) High...He had 45 tackles and 2 interceptions in 2008.
DEVANTE WILSON-His 2010 honors included Prep Star All-American, Super Prep All-Farwest, Prep Star All-West and All-Big VIII League first team as a senior defensive lineman at Corona (Calif.) High...He had 59 tackles with 9.5 sacks in 2010...As a junior in 2009, he made All-CIF Inland Division and Riverside Press-Enterprise All-Riverside second team while getting 84 tackles and 2 forced fumbles...Current Trojan Demetrius Wright also prepped at Corona.
ANTWAUN WOODS-His 2010 honors included Super Prep All-American, Prep Star All-American, UnderArmour All-American, ESPNU 150, Prep Star Dream Team, Super Prep All-Farwest, Prep Star All-West, Long Beach Press-Telegram Best in the West Best of the Rest, Tacoma News Tribune Western 100 and Los Angeles Daily News All-Area second team as a senior defensive and offensive lineman at Taft High in Woodland Hills (Calif.)...He made 31 tackles in 2010...As a junior in 2009, he was All-L.A. City second team, All-L.A. City Division I second team and Los Angeles Daily News All-Area first team while making 38 tackles with 4 sacks...As a sophomore in 2008, he made Cal-Hi Sports All-State Sophomore...He was a 4-year starter...Current Trojan D.J. Morgan also prepped at Taft.
BIOGRAPHIES ON USC'S 2011 MID-YEAR FOOTBALL ENROLLEES JEREMY GALTEN-His 2010 honors included Super Prep JUCO 100 and All-NorCal Conference first team as a sophomore offensive guard at San Mateo (Calif.) Junior College...As a freshman in 2009, he was All-NorCal Conference first team...San Mateo went 10-2 in 2009, won the NorCal Conference title and was a finalist in the state championship game...He was an offensive and defensive lineman at Hillsdale High in San Mateo (Calif.).
DAVID GARNESS-His 2010 honors included Super Prep JUCO 100, Rivals JUCO 50, JC Athletic Bureau All-Region I first team and All-NorCal Conference first team as a sophomore offensive tackle at City College of San Francisco (Calif.)...CCSF went 10-1 in 2010 and was the state runnerup...As a freshman in 2009, he was All-NorCal Conference first team...In 2008, he briefly attended Alaska Anchorage and then walked on at Hawaii, but did not see any action...He was a 2-time (2006-07) All-State and All-Conference honoree at Bartlett High in Anchorage (Ak.), where he played on the offensive and defensive lines and was the long snapper...He could become the first Trojan letterman to claim Alaska as his home.
ANDRE HEIDARI-His 2010 honors included UnderArmour All-American, Super Prep All-Farwest, Prep Star All-West, Tacoma News Tribune Western 100 and Cal-Hi Sports All-State third team as a 2010 senior placekicker and punter at Stockdale High in Bakersfield (Calif.)...He kicked 8 field goals and 17 PATS, had touchbacks on 53 of his 65 kickoffs and averaged 38.4 yards punting in 2010...As a 2009 junior, 59 of his 70 kickoffs were touchbacks and 20 of his punts pinned opponents within the 20-yard line (with a long of 63 yards) as he made the All-Southwest Yosemite League second team.
DALLAS KELLEY-His 2010 honors included All-Central Division West Conference first team as a sophomore linebacker at Chaffey Junior College in Rancho Cucamonga (Calif.)...He had a team-best 82 tackles, including 13.5 for losses (with 4 sacks), plus 2 forced fumbles, 1 interception, 1 blocked kick and 1 deflection in 2010...As a freshman in 2009, he had a team-best 74 tackles, including 9.5 for losses (with 3.5 sacks), and 4 deflections...He prepped at Norco (Calif.) High, where as a 2007 senior he won All-CIF Inland Division honors while getting 100 tackles, 2 interceptions, 1 fumble recovery and 1 forced fumble...He helped Norco to a pair of CIF Inland Division titles...Current Trojan Nathan Guertler also prepped at Norco.
CODY KESSLER-His 2010 honors included Super Prep All-American, Prep Star All-American, U.S. Army All-American, USA Today All-USA second team, Rivals 100, Prep Star Dream Team, Super Prep All-Farwest, Prep Star All-West, Orange County Register Fab 15 second team, Long Beach Press-Telegram Best in the West first team, Tacoma News Tribune Western 100, Gatorade California Player of the Year, Cal-Hi Sports All-State first team, Max Preps All-State Division I first team, Bakersfield California All-Bakersfield Player of the Year and All-Yosemite League Offensive MVP as a senior quarterback at Centennial High in Bakersfield (Calif.)...He completed 175-of-251 (69.7%) of his passes for 2,831 yards and 36 TDs with just 2 interceptions in 2010 and rushed for 324 yards on 75 carries (4.3 avg.) with 8 TDs...He also averaged 36.4 yards on 32 punts in 2010, with a 13 pinning opponents within the 20-yard line and a long of 60 yards...Centennial was 10-2 in 2010...As a 2009 junior, he was named Cal-Hi Sports All-State Underclass first team and Bakersfield Californian Area Player of the Year as he completed 188-of-312 passes (60.3%) for 2,195 yards with 14 TDs and 6 interceptions and also ran for 12 TDs...Centennial was the 2009 CIF Central Section runnerup...As a sophomore in 2008, he completed 133-of-288 passes (63.6%) for 1,878 yards with 10 TDs and 7 interceptions and he also ran for 373 yards with 13 TDs...He also played basketball at Centennial, where he averaged 29.5 points, 11 rebounds and 5 assists and was named the Bakersfield Area Player of the Year (becoming the first player to be so honored in both football and basketball).
PETER McBRIDE-His 2010 honors included UnderArmour All-American, Prep Star All-West and 5A Desert Valley All-Region first team as a long snapper and defensive lineman at Chaparral High in Paradise Valley (Ariz.)...Chaparral won the 2010 5A Division II state championship.
SOMA VAINUKU-He originally signed with USC in February of 2010, but did not qualify for admission, so he returned to Eureka (Calif.) High but did not play football in 2010...His 2009 honors included Super Prep All-Farwest, Cal-Hi Sports All-State Medium Schools first team and All-Humboldt-Del Norte Big Four League first team as a senior linebacker and fullback at Eureka...He had 2,202 yards on 252 carries (8.7 avg.) with 38 TDs on offense and 14 tackles, 1 interception and 1 forced fumbled on defense in 2009...Eureka won the 2009 CIF North Coast Division II title...As a junior in 2008, he had 800 rushing yards with 14 TDs on offense and 34 tackles, 1 interception and 1 forced fumble on defense...As a sophomore in 2007, he had 1,500 rushing yards with 27 TDs...His father was a rugby star in Tonga...His cousin is former USC All-American (2005-08) and current Cincinnati Bengals linebacker Rey Maualuga.
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The Commit Partnership works alongside education practitioners and community leaders to make Texas an inclusive and prosperous place where economic opportunity…
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Want to see more data?
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Shirley Ilean Watson Miller Obituary 2023
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2023-12-08T17:42:40
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Shirley Ilean Watson Miller, was just 2 months shy of her 90th Birthday. Passed away December 5th, 2023.Born on Friday, February 16th, 1934 in Salt Lake City, Utah. She was alwa...
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Shirley Ilean Watson Miller, was just 2 months shy of her 90th Birthday. Passed away December 5th, 2023.
Born on Friday, February 16th, 1934 in Salt Lake City, Utah. She was always our favorite Valentine.
Father, William Ostler Watson, and Mother Leone Agnes Eatchel.
Brothers, William (Bill) Eatchel, Dale Eatchel, Allen Ray, David Glen, Richard Lynn, and sister Velma Leone, and half sisters Dorothy Watson (Slater) and Hazel Watson.
Shirley grew up in South Salt Lake, Utah. She attended Blane school, and Granite High, and West High night school.
She Married David Stockdale Miller and they had 5 children. 4 girls and one fantastic, wonderful, gregarious boy! Oh wait I may have given away who is writing this. Ok, Ok, Vicky Lynn, Leslie Gean, Ilene Kay, David Watson, and Kristine Leone.
The Church of Jesus Christ of Latter Day Saints was a high priority in her life. Throughout her life she held and served with joy many church positions. She was an amazing primary teacher and Sunday school teacher throughout her life. She also held many leadership positions. She was Primary President twice and Relief society president twice. All while working at Miller’s Honey Co. and raising 5 children. She was busier then the Queen Bee in a hive.
She started working at Millers Honey at the age of 14 and worked there part time in the beginning. As she started raising us kids she then transitioned very early on to full time and continued to work there until she was 82 years old, only retiring due to a stroke at 82.
After our fathers passing in 1985 when he was just 52, Shirley became president of Miller’s Honey and took over running the business. She had many positions in the honey industry while simultaneously running the company. And raising us! She was elected to the National Honey board and served there for 12 years. She was also on the Western States Honey Packers and Dealers board, and the National Honey Packers and Dealers, also helped run the Utah Beekeepers Association. She was a busy Bee!!! Ilene and David continue to run the company today as they have worked there many years.
Shirley traveled to many places as related to her business dealings. Almost all of the states in the US and also Hawaii, Canada and Australia, New Zealand, Rome, Italy, England and Mexico.
Shirley has touched and influenced countless hundreds of people in her life, in the church, and in the business world. She had many quotes that she would say. I call them Shirley-isms.
Shirley-ism “There are no boys or girls jobs. Just Jobs.”
Shirley-ism “Be accountable, responsible. Don’t tell me to “call you to remind you.” Who’s going to call me to remind you?” it’s your responsibility to remember your own things.”
Shirley-ism “learn it our way first. Then we can discuss your ideas. It’s likely we’ve tried and already made the mistakes your about to make. There's usually a reason we do things a particular way.”
Miller-ism “There seems to be nothing more permanent then something temporary. Better to do it right the first time just in case.”
Shirley-ism When you move something clean under it or behind it. It ain't gonna clean it’s self!” Shirley-ism “Time is Money, never double-handle things.”
Shirley-ism from her dad. “If you use something put it back. Everything has a place. Put it in it’s place. Then when you need it you don’t wast time looking for it, you know where its going to be.”
Shirley-ism “If something explodes in the microwave, clean it up your mother doesn’t work here. LOL”
And one last one shared by Shirley and Grandma Miller when talking to the employees. “If you can work and talk great. If not... just work.”
All of us that she touched will be forever in her debt for the things she has taught us. She will forever be on our minds and in our hearts.
Shirley is survived by her 5 children and in her words “OODLES” of grandchildren and great grand children.
We Love you mom, we will miss you deeply. Until we see you again. We love you.
Our Special Valentine.
Per Shirley’s request there will not be a funeral. There will be a prayer with immediate family at the mortuary. Then a dedication of the grave at the cemetery on Saturday Dec 9th.
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https://hbswk.hbs.edu/item/what-the-stockdale-paradox-tells-us-about-crisis-leadership
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What the Stockdale Paradox Tells Us About Crisis Leadership
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2020-08-17T00:00:00
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The Stockdale Paradox and survival psychology contain wisdom for how leaders can manage the coronavirus crisis, according to Boris Groysberg and Robin Abrahams.
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LEADING IN TIMES OF UNCERTAINTY
More Stories in This Series
How Remote Work Changes What We Think About Onboarding
What Leaders Can Do to Fight the COVID Fog
It’s Time to Reset Decision-Making in Your Organization
What is the Stockdale Paradox?
Stockdale was a prisoner of war in Vietnam for seven-and-a-half years. Before meeting with the legendary soldier and statesman, Collins read Stockdale’s memoir and found its grim details hard to bear, despite his knowledge that Stockdale’s later life was happy. Collins wondered, “If it feels depressing for me, how on earth did he survive when he was actually there and did not know the end of the story?” (Emphasis in the original.)
When he posed that question to the admiral, Stockdale answered: “I never lost faith in the end of the story. I never doubted not only that I would get out, but also that I would prevail in the end and turn the experience into the defining event of my life, which, in retrospect, I would not trade.”
Collins asked him about the personal characteristics of prisoners who did not make it out of the camps. “The optimists,” he replied. “Oh, they were the ones who said, ‘We’re going to be out by Christmas.’ And Christmas would come, and Christmas would go. Then they’d say, ‘We’re going to be out by Easter.’ And Easter would come, and Easter would go. And then Thanksgiving, and then it would be Christmas again. And they died of a broken heart … This is a very important lesson. You must never confuse faith that you will prevail in the end—which you can never afford to lose—with the discipline to confront the most brutal facts of your current reality, whatever they might be."
This formulation became known as the Stockdale Paradox. The admiral elaborated further on the concept when, at a West Point graduation, he was asked if he dwelt on the end of his imprisonment to sustain him, or if he lived day to day?
“I lived on a day-to-day basis. … [M]ost guys thought it was really better for everybody to be an optimist. I wasn't naturally that way; I knew too much about the politics of Asia when I got shot down. I think there was a lot of damage done by optimists; other writers from other wars share that opinion. The problem is, some people believe what professional optimists are passing out and come unglued when their predictions don't work out.”
How does it apply? (or, Why there is no “normal” to come back to)
Your state, industry, organization—or unconscious mind—may be pinning hopes on some other event or date after which some version of “rescue” will come: a vaccine, a cure, a reliable and cheap test, the acquisition of herd immunity. But to review the brutal facts, none of these developments are likely in the foreseeable short term. The possibility remains that there may never be a fully effective vaccine or cure; this virus may be something that we live with and manage for years to come. Doing so will mean changing elements of our social interaction in unprecedented ways that may well lead to irrevocable social changes.
Already, the follow-on effects of the virus are enough to ensure there will be no normal to return to, as this incomplete list indicates:
Excess fatalities (higher death counts than normal, even excluding COVID-19 deaths)
Mental health crises
Secondary health problems from neglect/postponement of routine/preventative care
Mass unemployment
Dining, entertainment, arts, tourism industries—the whole experiential economy—devastated.
Further, the pandemic is playing out against a backdrop of extreme economic, political, social, and meteorological instability. The Black Lives Matter protests that began in the United States in late May and spread worldwide have thrown another massive change agent into the equation. Meanwhile, globalization itself is under threat:
“Globalization describes a world economy increasingly integrated under a common set of rules and principles.” wrote Ian Bremmer, president and founder of Eurasia Group, in a personal correspondence. “We’re now experiencing the beginnings of an unwind, primarily because of a growing divergence in the rules and principles that major participants in the global economy operate by. The three most powerful economic actors in the world—the United States, China, and Europe—are growing further apart in their economic strategies, and that's going to become increasingly obvious as we see how they act under unusual stress.
No one knows the end of this story.
Wisdom converges
The Stockdale Paradox—have faith, but confront reality—can be seen in slightly different forms in many cultures.
Stockdale himself was a follower of the ancient Greek Stoic philosophers, who were noted for their concern with understanding reality correctly and shaping one’s response to it optimally. The maxim of Epictetus, “What, then, is to be done? To make the best of what is in our power, and take the rest as it naturally happens,” has similarities to both Buddhist doctrine and the Alcoholics Anonymous Serenity Prayer. (“God, grant me the serenity to accept the things I cannot change, courage to change the things I can, and wisdom to know the difference”). Therapy techniques such as radical acceptance similarly emphasize the point of letting go of desires and beliefs about what should be and seeing reality as it is.
These approaches do not maintain that people should not try to change external conditions, nor that we should have no emotional responses to them. People are neither sheep nor robots. In the words of Marsha Linehan, the founder of radical acceptance: “Radical acceptance doesn’t mean you don’t try to change things ... You can’t change anything if you don’t accept it, because if you don’t accept it, you’ll try to change something else that you think is reality.”
And while Stoicism may colloquially refer to repressing emotion, such repression was never part of original Stoic doctrine. And neither emotionlessness nor constant positivity are a hallmark of emotional adjustment during crisis. “In general, resilient people have intensely negative reactions to trauma,” writes Emily Esfahani Smith. “They experience despair and stress, and acknowledge the horror of what’s happening. But even in the darkest of places, they see glimmers of light, and this ultimately sustains them.”
How does mechanisms of survival work?
Why do so many wisdom traditions converge on this basic paradox? The discipline of survival psychology—the study of how people react in disasters—may hold a clue. Psychologist John Leach has spent his career studying survival.
“We are all day-to-day survivors. We are alive today because from childbirth our behaviour has adapted to our own particular environment,” Leach writes. “The danger arises when we are forced outside of our adapted environment. This suggests that there are two types of survival behaviour: intrinsic and extrinsic. Intrinsic survival is supported by our daily, regular, routine behaviours within our normative environment. Extrinsic survival refers to those new behaviours we need to survive in an environment or situation not previously experienced: from a shipwreck to a kidnapping, from a fire in an office block to an airliner crash in the jungle.”
“People who survive disasters are the ones who are able to regain cognitive function quickly, assess their new environment accurately, and take goal-directed action to survive within it.”
Part of the exhaustion common now is that our intrinsic survival mechanisms—such basic behaviors as how to enter a building, or bring in the mail, or greet a friend—require conscious thought in a way they have not since toddlerhood. The services and businesses that facilitated our lives—childcare, dry cleaning, the coffee shop on the way to work, gyms, housecleaners—are shuttered or more difficult to access. Masks must be found and worn and cleaned. Simple conversations require managing new technologies and protocols. Even walking down the street requires a level of hypervigilance not required in even the most dangerous neighborhood.
Research by Leach and others indicates that people who survive disasters are able to regain cognitive function quickly after the event, assess their new environment accurately, and take goal-directed action to survive within it. This is the balance that the Stockdale Paradox facilitates: the realism to let go of intrinsic survival mechanisms and the deep-seated faith to learn the new ones.
Applying survival psychology to the current crisis may be extending the mandate of the discipline—the business leaders who are our reading audience are unlikely to face crises of literal, physical survival. However, the pattern of human response to disasters has been shown to be remarkably consistent across cultures, and for disasters of many different causes, effects, and durations, from earthquakes to shipwrecks to kidnapping. There is every reason to believe that the responses to less-direct threats will be similarly structured.
All disasters have in common phases of pre-impact, impact, and recoil, with typical behaviors occurring during each. In short-term disasters, these three phases are followed by rescue and post-traumatic adjustment. This is what is happening in many countries now, where the virus is being contained and normal activities are resuming, with some modifications. In long-term disasters, rescue does not come, or comes long after expected. This is closer to the situation in the United States. We argue that CEOs who are reporting demotivation and depression in themselves or their teams are currently experiencing the shift from short-term to long-term crisis. That shift is difficult at best. The circumstances of this particular shift, particularly the awareness that things could have played out differently, make it especially difficult. Leach writes in Survival Psychology that hope is curvilinear during long-term crises: “[H]ope is strong at the beginning of an ordeal but weakens substantially if relief does not arrive after an acceptable period of time. What counts as an acceptable period seems to vary from person to person.”
Once it becomes clear that rescue will not happen soon, those who survive move into the phases of adaptation and consolidation. Leach’s description of adaptation is worth quoting in full:
“During the period of adaptation there is a slight initial decomposition of a victim's psychology. There is a breaking of the links of his previously learned behaviour. Once broken, the survivor's behaviour can be adapted and rebuilt to better fit the new environment. Initially, there is a natural reluctance to believe that the old environment has been torn away during the period of impact and consequently denial, crying, anger, and weakness are frequent reactions. The period of recoil follows, which is a further breakdown in the psychological bonds shown by despair, grief, depression, and so on. Only once the victim is through this period can new survival behaviours be developed.”
“We argue that CEOs who are reporting demotivation and depression in themselves or their teams are currently experiencing the shift from short-term to long-term crisis.”
Adaptation is breaking and unlearning, followed by consolidation, during which the new circumstances—though they may be unwanted and hostile—are accepted as “real,” and the survivor begins to function again. “He becomes someone again,” as Leach puts it. People who are in the consolidation phase are able to make jokes, to help others, to articulate their values and live them out in appropriate new ways in their new environment.
What long-term survival looks like
There is no point at which this becomes easy. Both Leach and Stockdale note that success in a long-term survival situation means getting up and fighting each day. Stockdale wrote in A Vietnam Experience: Ten Years of Reflection that it was “the persistent practitioner of endurance who carried the day for courage. The game of physical intimidation was not won or lost in one grand showdown. The hero of us all was the plucky little guy who made them start all over every day.” Leach cited a shipwreck survivor who wrote, during the fifteenth day on his life raft, “My mood follows the sun. The light of each day makes me optimistic that I might last another forty. But the darkness of each night makes me realise that, if any one thing goes wrong, I will not survive.”
The circadian rhythm appears to be very important. Advice on adverse conditions—from unexpectedly having to work from one’s couch to Arctic survival—invariably emphasizes strict daily routine and self-discipline. However, such advice can backfire if it creates a black-and-white mentality in which one lapse invalidates the whole (the “I’ve eaten one cookie so I may as well eat the whole bag” syndrome). The most important thing is to get up each day with determination, not entrapped by the failures of the previous day.
What about the role of faith? “Most men need some kind of personal philosophy to endure what the Vietnam POWs endured,” Stockdale wrote, “For many it is religion; for many it is patriotic cause; for some it is simply a question of doing their jobs even though the result—confinement as a POW—may not seem necessarily fair.”
This insight is repeatedly endorsed by studies of survivors. Having a value system, a sense of identity, a purpose for one’s existence increases the odds of survival and resiliency. Leach’s explanation is elegant:
“Personal spirituality functions in a deceptively simple way. When a person who has lived for themselves and their immediacy is thrown into a new and frightening environment, be it a prison camp or a liferaft, a mountain range or a war zone, they become uprooted and disorientated. They have learnt their former life too well and cannot adapt to the change in circumstances. Their world has sunk and they along with it. On the other hand, those people who possess a personal ideal will take it with them, wherever they go, and wherever they happen to find themselves.”
A personal sense of spirituality, morality, values, meaning—call it what you will—is also indispensable for maintaining relationships during crisis situations. Stockdale repeatedly emphasized the practicality of integrity, the fact that the honest person cannot be blackmailed, shamed, or paralyzed from within. Bad decisions, failures, and mistakes are inevitable, especially in hostile circumstances; Stockdale was vehement on the need to acknowledge your errors, to yourself and your team:
“If you realize fear and guilt are your enemies, and not pain, then you've got a ticket to self-respect and certainly to friendship and support of your fellows. I'm not just telling you how to behave in prison, I'm telling you how to stay out of the grips of bureaucratic or any kind of extortion, how to avoid being used, how to rely on your conscience, how to keep your self-respect. You've got to start right off by unloading to and confiding in and trusting your fellow officers and your men.”
Advice and exercises for leaders
While the entire world is enduring the COVID-19 pandemic, the crisis is affecting individuals in drastically different ways depending on where they live, what they do, their family situation, and their understanding of and expectations about the pandemic, among other factors. Because of this, your team members are likely to be in different phases of reaction to the crisis. Keeping this in mind may be helpful. Here are additional, practical suggestions.
Begin meetings by having each person introduce themselves by their name, job title, mission, and their immediate tasks (e.g, “I’m Sarah, I’m a creative, I’m creating a brand for Client X, I’m in this meeting to present findings and receive feedback”). Emergency responders typically ask people to give their names, where they are from, whom they are with, and what skills or abilities they have. This provides practical information to rescuers, but also has the effect of bringing people back to themselves and helping them begin to focus again. In a survival situation, keeping people connected to their identity, roles, relationships, and tasks is of utmost importance.
In long-term survival situations, these basic facts of the self must be connected to an overarching purpose. This purpose does not need to be grandiose but must above all be clear, and able to be broken down into concrete tasks. Arguably, the most important job a leader has in a crisis is to consistently articulate this purpose, and connect each day’s tasks to it. People drift without such leadership, as Leach explained: “The need for planning is crystal clear in acute, short-term crises. This need to plan is not always so clear in long-term situations where the threat to survival rolls on monotonously day after day. This is because planning automatically implies a future, and this future is frequently in doubt.”
Crisis leaders must motivate people past that doubt—not by happy talk or Stockdale’s “professional optimism,” but by constantly, constantly reiterating the organizational purpose and operationalizing it as tasks.
Talk of vision and ideals may seem a luxury that a crisis does not allow for, but this is a tremendous mistake. “A man must relate to a community, a commonality of communication style, a commonality of ritual, of laws, of traditions, of poetry, of shared dreams, if he is to prevail, if he is to resist,” Stockdale writes “‘Man does not live by bread alone.’ Learning the truth and full meaning of that biblical adage was lesson one for us in that crucible of pressure. It goes without saying that the first job of leadership is to provide the communication necessary for that civilization, that ritual, those laws, those traditions.”
Angela Duckworth’s concept of grit may be useful here. By grit, Duckworth does not mean endurance for its own sake, but rather commitment to a high-level goal, purpose, or mission—and the ability to assess and revise lower-level goals and tactics as necessary. The concept of hierarchical goals applies to both individuals and organizations. Daily tasks and immediate, concrete benchmarks “support broader goals at the next level, which in turn support an overarching primary goal that provides meaning and direction,” Duckworth writes. CEOs must continually reiterate the organizational purpose, and clarify the action chain of subordinate goals. These subordinate goals should be interrogated frequently, as the business environment continues to rapidly change.
It is crucial for all leaders, not only those in the C-suite, to understand the organization’s purpose, values, and how those connect to each day’s work. It has long been known that managers have at least as much impact on team morale and performance as the overall organization itself does. In crises, people tend to rely on the authority figures they already know and trust even more than usual. And remote work means that a direct manager may be an employee’s only real point of contact with the organization.
One question should be regularly asked at meetings: “What is something that doesn’t fit in, that doesn’t make sense?” We are in the midst of a rapidly changing set of circumstances, and it is difficult to know what data points matter. Create regular times to discuss facts that don’t seem to fit the narrative. During a crisis, people tend automatically toward denial, to discount their experiences, “perceptual narrowing” (hyperfocus on the task at hand with no attention to the environment), and behavioral conformity. As a leader, you can help fight these cognitive biases by being aware of them.
Inevitably, you and members of your team will occasionally lose focus, make mistakes, fall victim to errors in judgment. Normalize admitting these mistakes and analyzing them. Discuss weak spots, harm reduction, and damage control—people will sometimes fall when traveling uncertain terrain, so how can they fall without injuring themselves?
Create ways for your team to surface both their deep faith and their real fears. “As if” exercises, roleplay, and assigned mental exercises can help the group articulate thoughts and feelings that may be too threatening to acknowledge otherwise. Use these tools often! (And not only in the workplace—try asking your child how their favorite plush toy, or their friends, are feeling about a particular event sometime.)
“Having a value system, a sense of identity, a purpose for one’s existence increases the odds of survival and resiliency.”
For example, when debating a course of action, have team members list all the “hard, cold” reasons for a decision and then all the “warm, fuzzy” reasons, or the most pessimistic/most optimistic scenarios, or the like. Incorporate both-sides thinking in order to surface tacit knowledge and insights.
One of the few management papers to address the Stockdale Paradox summarizes research on “mental contrasting,” a sequenced-visualization exercise. This exercise, which engages the mind with both faith in the future and brutal facts of the present, would be a useful one for either individuals or teams.
In mental contrasting, a person:
Visualizes a goal and its rewards, and then
Visualizes what obstacles—including their own behavior—stand between them and their goal. (It is important to do it in this order.)
For example, a person might visualize receiving a desired promotion, in lavish detail—their new office, a celebratory dinner with family and friends, the first meeting they would plan, how they would spend their bonus. Then they would envision unexpected budget cutbacks, the loss of a client, their own unaddressed conflict with a superior, or whatever other obstacles—in or out of their personal control—that might scuttle the hoped-for goal.
Mental contrasting has been shown to improve the subjective feeling of being focused and energized, as well as objective performance, in areas from academic achievement to weight loss.
Envisioning both the positive and the negative are necessary. Why? In their paper on the Stockdale Paradox, authors C. W. Von Bergen and Martin S. Bressler point to previous studies that show when people focus on only positive thoughts about the future, “they literally trick their minds into thinking they have already succeeded and, so, do not need actual efforts to attain something perceived as already acquired. However, completely disregarding positive thinking is also not effective. With purely negative thoughts, people convince themselves that they have already lost the goal, so, again, there is no need to make the efforts necessary to achieve it.”
Conclusion: Have faith
What does it mean, fundamentally, to have faith without being an optimist? What does it mean to have faith in the end of the story, as Admiral Stockdale claimed to have done?
For an answer, ask yourself: What were your highest values in January 2020? For you as an individual? For your company (perhaps your industry, or your profession)? Those values still matter. Those ideals do not change because of facts on the ground. If you have faith in those ideals, those values, then how might you customize the Stockdale Paradox for yourself? For your organization, or community?
One of this paper’s authors is a stage actress, and has defined the Stockdale Paradox for her art thus: “The brutal facts are that it will be years before it will be safe to breathe in each other’s faces again. It's possible that the entire infrastructure of theater as we know it will fall apart and have to be rebuilt. And yet—theater will never die. Theater is in the DNA of human civilization. Humans recite, tell stories, move together in groups. It's what we do.”
What are your brutal facts? What is your deepest faith?
What would your version of the Stockdale Paradox be?
What does your organization exist for?
What is your organizational purpose? How engaging is it?
About the Author
Boris Groysberg is the Richard P. Chapman Professor of Business Administration at Harvard Business School. Robin Abrahams is a research associate at HBS.
[Image: iStock Photo]
Related reading from the Working Knowledge Archives
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Hall Ambulance announced today that its commercial for the Hall EMT Academy entitled, Don’t Just Watch the Action, won Gold in the category of Recruitment – Online in the 45th Annual Telly Awards. The Telly Awards honors excellence in video and television across all screens and is judged by leaders from video platforms, television, streaming networks, and production companies. According to the organization, this was a record-breaking year, with over 13,000 entries from across the globe being submitted by top video and content producers. Additional winners this year include Adobe, Calvin Klein, ESPN, NASA, and the LA Clippers (NBA).
“The caliber of work this season truly has reflected the theme of going beyond the frame. Our industry is experimenting with new technologies like never before,” shares Telly Awards Managing Director Amanda Needham. “The Telly Awards is uniquely positioned to meet the industry where it’s actually making work, be that on television or TikTok.”
Those involved in the production were surprised to hear they had won a Telly Award. “We are ecstatic to have had our work judged by industry leaders and to know that we used local talent to create a recruitment spot worthy of receiving an international Telly Award,” said Mark Corum, director of media services for Hall Ambulance. Corum wrote the script and served as producer, working with cinematographer Keaton Punch to bring his creative vision to reality. Amy Hall, a well-known audiobook narrator and daughter of Mr. and Mrs. Hall, provided the voiceover. VP of Operations Myron Smith served as the talent and location scout, selecting actual Hall Ambulance employees to appear in the video, including the star, Vladimir Dragosavlevich, a real-life paramedic. The opening scene was filmed at the historic Fox Theater, and Smith worked with longtime vendor Dick Shepherd of H&S Bodyworks and Towing to stage the car crash scene.
The concept for the commercial follows the lead actor’s transmogrification from casual onlooker to becoming a Hall EMT Academy recruit and then a Hall EMT. The :30 spot opens with him watching an action movie when he is magically transformed into the scene of a car crash. He appears stunned as Paramedic Kevin Newsome dashes past him toward the patient and his EMT partner.
Inspired, we see our star in the next scene as a recruit listening to a lecture and then going through hands-on patient care scenarios at the Harvey L. Hall EMS Academy.
In the final scenes, we see that our star has graduated from the training and is starting his EMS career with Hall Ambulance as an emergency medical technician working alongside his partner, Paramedic Rod Castillo.
Since last October, the spot has aired in local movie theaters, on ESPN+ during CSUB athletic events, and appeared online as part of the Hall EMT Academy’s marketing campaigns on Facebook, Instagram, and Google Ads. The commercial has generated a lot of interest on YouTube, receiving over 431,000 views in seven months.
Winners were chosen by The Telly Awards Judging Council which includes Nathalie Van Sasse Van Ysselt, VP of Design and Creative Services, MSG Sphere Studios; Barry Christie, Global Creative Lead, Meta Creative Shop; Farihah Zaman, Director, member of Brown Girl Doc Mafia; Aiden Darné, VP, Global Studio Lead Shutterstock; Malinda Wink, Executive Director Minderoo Pictures.
The commercial can be viewed at https://www.tellyawards.com/winners/2024/online/-recruitment
The full list of the 45th Annual Telly Awards winners can be found at https://www.tellyawards.com/winners
Nashville — The American Ambulance Association (AAA) has named Lavonne C. Hall, chairman of the board and chief administrative officer of Hall Ambulance, as a recipient of the Vanguard Award. The distinction honors women with at least 35 years of service who have blazed the trail for fellow female emergency medical services (EMS) professionals.
The presentation occurred last evening in Nashville at the Gaylord Opryland Resort and Convention Center during the President’s Reception at the American Ambulance Association’s Annual Conference. “The Vanguard Awards pay tribute to the exceptional women who’ve torn down walls and laid the groundwork for those who follow,” AAA President Randy Strozyk remarked. “We’re honored to recognize and celebrate their contributions.”
Hall is one of 16 women from across the U.S. and the only one from California to be bestowed with the award this year. To be considered for nomination, the individual must have contributed to their organization, state ambulance association, AAA, other professional associations, and/or the EMS profession in an extraordinary way beyond faithful completion of job duties.
“I am delighted and thankful to be receiving a Vanguard award,” a jubilant Hall remarked. “To be honored alongside women who have done incredible and inspiring work in EMS is humbling and a bit overwhelming. I have been lucky enough to have a career I love in an industry that still inspires me after 40 years. To be recognized for that career is icing on the cake.”
In reflection, Hall explains how she feels fortunate to have started her EMS career at a company that welcomed and valued the contributions of female employees. “I remember my first day at Hall Ambulance Service as a new EMT; I was assigned to ride along on a double paramedic ambulance; both paramedics were women,” said Hall. “I was so inspired by their professionalism and confidence. They made sure I felt welcome and needed as a woman in an industry that most positions had been held by men.”
Ever since, Hall has drawn from that feeling of inclusion. “Looking back, I realize what a luxury it was not to have to force myself into a space but to be welcomed into it. I have carried that feeling with me and tried to make everyone, but especially women, feel that a space was already carved out for them, and they were welcome in it,” Hall explained.
Her first exposure to emergency medical services occurred at the age of five when the car she was riding in was struck by a train. After a hectic ride to the hospital in the back of an ambulance, she knew that was what she wanted to do when she grew up.
She got her EMT Certificate from Reedley College in 1983, moved to Bakersfield, California, and started what will be celebrated as a 40-year career this August (and counting) with Hall Ambulance.
In the summer of 1986, she, and Hall Ambulance Founder (and Bakersfield’s 25th and longest-serving mayor) Harvey L. Hall discovered they had a shared love of car racing, which would soon turn into romance. They became engaged in 1987 and married in July 1989.
Hall worked as an EMT until 1991 when she progressed in her career by becoming a paramedic. For the next eight years, she staffed an Advanced Life Support (ALS) ambulance in a bustling 9-1-1 system, priding herself on delivering compassionate patient care.
From 1999 to 2011, she was responsible for paramedic administrative support for the Company, which included providing daily support to the EMTs and paramedics, creating the daily shift schedule, assisting dispatch, and responding to mass casualty incidents.
Her next challenge was taking over as Hall Commercial Vehicle Service’s (HCVS) shop owner in 2011. In this capacity, Hall oversaw the daily operations of HCVS, including the procurement of materials, supplies, and other essentials needed to maintain the Hall Ambulance fleet and external fleet accounts. She hired and trained managers, supervisors, and support staff and ensured that the preventative maintenance and repairs were completed at the desired level of expectation.
In 2018, her world turned upside down when suddenly, her husband was diagnosed with the sporadic form of Creutzfeldt-Jakob Disease (CJD). As Mr. Hall’s illness progressed, he expressed a desire for her to serve as president and CEO of Hall Ambulance. Just two weeks and seven hours following diagnosis, he lost his battle with CJD on May 19 of that year.
Mrs. Hall suddenly found herself trying to come to grips with her husband’s sudden death, be there for her daughter and granddaughter, and take on the enormous task of leading a company with over 450 employees. Despite being enormous shoes to fill, she rose to the occasion, providing exemplary leadership and ensuring continuity in operations based on her husband’s ideals of care, compassion, and community. Working with the CFO, COO, and a dedicated leadership team, Hall led the Company through the opening of the Harvey L. Hall EMS Academy, Hall Ambulance’s 50th Anniversary, the COVID-19 pandemic, and the acquisition of another service area, increasing Hall Ambulance’s coverage area to 94% of the population in Kern County, California.
In the summer of 2023, Hall announced that while remaining the sole owner of Hall Ambulance, she would reduce her daily involvement with the Company. As chairman of the board and chief administrative officer, Hall remains engaged in matters of significance and importance.
Following her husband’s passing, she vowed to become an advocate to raise awareness and funds to support medical research on Creutzfeldt-Jakob Disease. She joined the board of the CJD Foundation, created the Harvey L. Hall Memorial Grant, and co-started Strides for CJD—Bakersfield, which has raised over $451,000 to support medical research and programs for the foundation over the past six years.
2024 Vanguard Award Winners
Lisa Camp | EMS Chief, Friendswood EMS | Friendswood, TX
Jennie Collins | EMS Director, Dare County EMS | Manteo, North Carolina
Michelle Golba-Norek | MICN, Director of EMS Education, HMH JFK EMS | New Jersey
Jacqueline Greenidge-Payne | Director, U.S. Virgin Islands Department of Health State Office of EMS | St. Croix, US Virgin Islands
Lavonne C. Hall | Chairman of the Board and CAO, Hall Ambulance Service | Bakersfield, CA
Kathy Hilton | AEMT, Billing Administrator, Trainer, Beaverhead Emergency Medical Services | Dillon, MT
Vicki Messer | Paramedic, retired | Jasper, TN
Carole A. Myers | Retired, Myers Ambulance Service | Greenwood, IN
J.L. (Matt) Netski | Administration Manager, American Medical Response/Medic West | Nevada
Suzanne Prentiss | Executive Director, American Trauma Society | New Hampshire
Jill C. Ridenhour | EMS Coordinator, Summit Fire and EMS | Silverthorne, CO
Ailyn Feir Risch | Paramedic Project Manager, American Medical Response | Commerce City, CO
Stacie Selmi | EMS Operations Supervisor, REMSA Health | Sparks, NV
Leslee Stein Spencer | Senior EMS Advisor, IL Dept. of Public Health | Chicago, IL
Jennifer A. Swab | Paramedic/Training Coordinator, Foxwall EMS | Pittsburgh, PA
Dawn “Lainey” Volk | Director of Outreach & Community Paramedicine, San Juan Island EMS | Friday Harbor, Washington
About the American Ambulance Association
The American Ambulance Association safeguards the future of mobile healthcare through advocacy, thought leadership, and education. AAA advances sustainable EMS policy, empowering its members to serve their communities with high-quality on-demand healthcare. For more than 40 years, AAA has proudly represented those who care for people first.
The Vanguard Awards are presented in collaboration with Women in Emergency Services (WiES), an organization dedicated to supporting and advancing women’s careers in the emergency services industry through empowerment, networking, mentorship, and education.
About Hall Ambulance
Founded in 1971 by Harvey L. Hall, Hall Ambulance Service, Inc. is the 9-1-1 paramedic provider for 94% of Kern County, California’s population, including Bakersfield, Arvin, Lamont, Frazier Park, Tehachapi, California City, Mojave, Rosamond, Boron, Taft, Shafter, Wasco, Delano, and surrounding communities.
Now in its sixth year, Strides for CJD – Bakersfield has been selected as the CJD Foundation’s regional event for central and southern California families,
friends, and community members who would like to walk in honor or memory of a loved one affected by Creutzfeldt-Jakob Disease (CJD).
CJD is a rare neurodegenerative disease that has no treatment or cure. Proceeds benefit the CJD Foundation, a 501(c)(3) organization, to provide family support, medical education, and research programs.
This year’s event will take place on Sunday, October 15, on the campus of California State University Bakersfield at the Harvey L. Hall Family Plaza, 9001 Stockdale Highway. Hall served four terms as the city of Bakersfield’s 25th mayor and was a respected pioneer of emergency medical services. He lost his battle with the sporadic form of Creutzfeldt-Jakob Disease in May 2018, just two weeks and seven hours following diagnosis.
Onsite registration opens at 9 a.m., and the leisure walk through the CSUB campus begins at 10 a.m. Additional activities are being planned and will be announced on the event’s Facebook page https://www.facebook.com/Strides4CJDBakersfield.
Participants can register online by clicking on the Bakersfield event at www.strides4cjd.com, and walk as individuals or create or join a team named in tribute to a loved one affected by CJD. The early bird rate for an adult walker is $30 and $20 for youths through September 14. Those who register by August 23 will receive a free event t-shirt.
Strides for CJD – B
akersfield is seeking corporate sponsorships for its 2023 event, ranging from $250 to $20,000 for premier-level support. Hospitals, pharmaceutical companies, researchers, and corporations should contact Mark Corum, co-captain at bakersfieldstrides@outlook.com, before July 30 to discuss and enjoy full sponsorship benefits.
While CJD affects one in a million, you are not alone! Coming together with others who are going or have gone through the progression of the disease with a friend or family member can bring a sense of comfort, togetherness, and healing.
Strides for CJD – Bakersfield is one of 22 events held in cities across the United States during the first two weekends of October. Funds raised through Strides for CJD have positively impacted the CJD Foundation’s ability to provide and support the following programs.
Helpline and Support Groups: Helping families navigate their first days or weeks of diagnosis and caregiving.
Medical Education: Connecting with medical education departments of hospitals around the US to offer medical lectures from CJD experts about diagnosis, caregiving, and other vital information.
Advocacy: One of the best ways to help advance prion disease research is to ensure that legislators are educated about prion disease/CJD, its impact on patient families, and what’s needed to study the disease and move towards a cure. The CJD Foundation has been working harder than ever to amplify the voices of patients and caregivers in Washington, DC, and to advocate for increased funding for CJD surveillance and
research.
Research Grants: To date, the CJD Foundation has awarded 77 grants, totaling more than $4 million, to help support scientists who study prion disease. This year, for the first time, the CJD Foundation awarded a fellowship to an emerging scientist, in addition to awarding seven research grants.
ABOUT CREUTZFELDT-JAKOB DISEASE
According to the California Department of Public Health, Creutzfeldt-Jakob Disease (CJD) is a rare disease of the brain and nervous system in humans that is part of a group called prion diseases. In these diseases, prions (proteins that are naturally found in the body) change shape, build up in the brain, and destroy brain and nerve tissue, causing nervous system disorders. These disorders include rapid onset dementia, personality changes, memory problems, impaired vision, difficulty walking, moving, and speaking, all of which worsen over time and ultimately lead to death. There are different types of CJD based on how the disease is caused.
California had 221 new CJD cases from 2013 to 2019, with 25 to 36 cases reported yearly. Of these cases, 172 (78%) were reported to have died with CJD.
About 1 out of every 3 cases were reported in Los Angeles County (40 cases) and San Diego County (37 cases).
A confirmed diagnosis can only be completed by examining brain tissue during an autopsy. There is no cure for CJD, and treatment is provided only to assist with ma
naging symptoms and to make the CJD patient more comfortable.
ABOUT THE CJD FOUNDATION
The CJD Foundation is a 501(c)(3) organization that supports families affected by prion disease. Programs include research grants, a seven-day HelpLine, family support groups, medical education, and an annual conference for families and scientists. For more information, call 800-659-1991, visit www.CJDFoundation.org, or email help@cjdfoundation.org
Friday, February 10, marks the 52nd Anniversary of Hall Ambulance Service, Inc., celebrated by the Company as Founder’s Day.
The prologue leading to the Hall Ambulance story began in 1960 when Harvey L. Hall was working as an orderly at Mercy Hospital in Bakersfield. He ran into a friend working as an ambulance attendant who dared Hall to go on a ride along with him, citing they would have a good time running around with the red lights, sirens, and all that stuff.
In a 1991 article in The Bakersfield Californian, Mr. Hall reflected on that moment that would pave the way for a 58-year career in pre-hospital care. “I took him up on his dare,” Hall recalled. “To my surprise, the next morning, his boss called and asked me if I enjoyed the ride. I confessed that I had. He offered me a job. That’s what I have been doing ever since. That was September 1960.”
With 11 years of experience under his belt, Mr. Hall had developed a vision for the type of ambulance company he desired to build based on his ideals of care, compassion, and community. “I really felt there were things that could be done differently in this business. I wanted to create a company that could be more service-oriented, a company that would become an important part of the community,” he said.
On February 10, 1971, with a $15,000 bank loan, two ambulances, and a lot of enthusiasm, Hall Ambulance Service began answering the call from his residence, located at 1307 S. H Street serving as headquarters.
Under his tenure, referred to as the Founder’s Era (1971-2018), Mr. Hall grew his business based on building relationships with the local hospitals, public safety agencies, communities, and customers served (Mr. Hall didn’t call them patients). He was an innovator, always at the forefront of defining standards in patient care, including the implementation of paramedics in February 1975.
In 2018, Mr. Hall became ill, and just two weeks and seven hours after being diagnosed with Creutzfeldt-Jakob Disease, his battle came to an end on May 19. His impact as a pioneer in pre-hospital care carries on. In 2020, the National EMS Museum and the California Ambulance Association named Harvey L. Hall as one of 17 native Californians responsible for shaping EMS in the United States.
In celebration of Founder’s Day, a handout was created providing an abbreviated biography of Harvey L. Hall and the Ambulance Company he Built. The document can be downloaded here. Founders Day Abbreviated Biography Final
Hall Ambulance has opened recruitment for Class 44 of the Hall EMT Academy, starting on May 16, 2023. The program prepares individuals in under ten weeks to start working in the Hall Ambulance 9-1-1 system as an emergency medical technician (EMT).
An EMT works on the front lin e of emergency medical services as a first responder, assisting with patient care and providing safe transport to the hospital.
Training takes place Monday – Friday, 8 a.m. – 5 p.m., at the Harvey L. Hall EMS Academy, a state-of-the-art training facility. Weekly lectures are supplemented with hands-on skills, assessment training, quizzes, and exams that allow you to test your knowledge.
There is no cost for the recruits; plus, they receive a training wage while completing the program. Upon successful completion, Hall EMT Academy graduates start their new careers earning $43,825.60/year. In addition, employees receive a benefits plan including medical, dental, vision, life, flex spending, long-term disability, and 401(k), preparing them for retirement.
Established in 2001, The Hall EMT Academy has helped hundreds of individuals start their careers in emergency medical services. Several alumni have advanced, becoming paramedics, field supervisors, and management team members.
The Company provides a tremendous career path for those EMTs wanting to progress their career by applying for sponsorship into the Hall Paramedic Academy. New paramedics start at $65,000/year, plus benefits.
The minimum qualifications to apply for the Hall EMT Academy include: a high school diploma or GED completed, a valid driver’s license, at least 20 years of age by the time training starts, and a driving record insurable by Hall Ambulance Service’s insurance provider.
You must be available and willing to work all assigned shifts – nights and weekends included and be able to lift objects weighing up to 75 pounds.
For more information on the Hall EMT Academy, go to www.hallambcareers.com/emtacademy. The deadline to apply is March 24, 2023.
|
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https://sites.google.com/site/ocaptainmycaptaincarpediem/about-me
|
en
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Mr. Chilton's English
|
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Awards and Recognition:
2017-18: Kern Schools Teacher of the Year Runner-Up
2017-18: Stockdale High School Teacher of the Year
2011-Present: Applied for over 50 separate grants for school/classroom, grant awards totaling over $13,000
2016-17: Led quarterly AP English workshops for KHSD
|
en
|
https://lh5.googleusercontent.com/DRwwaPVquf1Kp5EPcODzezkIynUJfEITVg_KBSio8YWHSFPCtHE_EzaVSgITDOUhFbvdq8dNugyVVLdbEs8k5LfwsMupMPah9bhKlr--6MIzkg
|
https://sites.google.com/site/ocaptainmycaptaincarpediem/about-me
|
Awards and Recognition:
2017-18: Kern Schools Teacher of the Year Runner-Up
2017-18: Stockdale High School Teacher of the Year
2011-Present: Applied for over 50 separate grants for school/classroom, grant awards totaling over $13,000
2016-17: Led quarterly AP English workshops for KHSD
2015-Present: Organized annual "Poetry Out Loud" contest for school and district
2014: Awarded National Board Certification for English 9-12
2013-14: Led workshops at statewide conference integrating English and US History
2013: Teacher of the Year, Surry Early College HS
2011: Lead consultant for district on implementing Common Core into English 11 and English 12
Education:
2010: Master of Arts in History of Comparative Religions from Iliff School of Theology, Denver, CO
2008: Bachelor of Arts in English from Mars Hill College, Mars Hill, NC
2008: Bachelor of Arts in Religion/Philosophy from Mars Hill College, Mars Hill, NC
2004: High School Diploma from Surry Central High School, Dobson, NC
Personal Introduction:
Born and raised in the foothills of North Carolina, I spent much of my childhood in the woods, playing among the rocks, creeks, and hillsides of our 100 acre family farm. I seemed to excel in all aspects of high school (except with girls): I was a straight A student, Vice President of the student body, and a three sport athlete (even an all-state wrestler!). But going off to college in the beautiful mountain city of Asheville was where I truly blossomed. I became engaged with my studies, began reading outside of class for my own enlightenment, and started to see where my learning could take me. During this time, I met my wife Katie, and my entire life was changed. She showed me what love was all about. We moved to Colorado to attend graduate school but I got a job teaching high school English in my old hometown in 2010. I taught four amazing years at a small school in North Carolina before moving to Bakersfield to be nearer my wife's family and began our own family. I began teaching AP Literature at Stockdale in 2014. I'm so thankful and blessed to be here!
Favorite things:
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https://www.csub.edu/rise/campaign-priorities.shtml
|
en
|
California State University, Bakersfield
|
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Our campaign focuses on the priorities that are centrally important to CSUB - our students!
The priorities align with CSUB's strategic plan and vision. Our commitment is clear: we are investing in programs that develop our students into leaders who will shape the future - bold thinkers and problem solvers who are able to adapt to rapid change and address the complex issues facing our community and our world.
Student access and support
CSUB serves a diverse region, and we recognize there is talent in every household, across all income levels. CSUB offers access and opportunity for students who otherwise would not be able to further their education. Many of CSUB's students are the first members of their families to attend college, changing the trajectory of their families' futures forever.
But we need your support to grow and continue providing educational opportunities to students in our region and help them succeed while in college.
Your support of the campaign will:
Grow the CSUB Fund, which allows university leadership the flexibility to quickly address unforeseen and immediate needs
Ensure CSUB meets students' basic needs during unexpected catastrophic events, like homelessness or food insecurity
Invest additional resources into services for underrepresented students, continuing to close the achievement gap
Strengthen programs and activities that provide students with the support and resources they need to successfully navigate their path to graduation
Engage students through wrap-around support services, meeting each student's unique needs
Scholar-Athlete Success, On and Off the Field
Both on the field and in the classroom, CSUB scholar-athletes are champions. These Roadrunners represent the university in our community and on the national stage. They tackle the rigors of practice, travel, competition and NCAA academic requirements while in school.
We are proud to have over 300 scholar-athletes representing 16 NCAA Division I sports. They have been recognized both athletically and academically. `Runner scholar-athletes have won seven conference championships, donated over 3,000 community service hours in one year, and achieved a GPA of 3.0 or higher in 10 consecutive semesters.
Your support of the campaign will:
Increase scholarships for scholar-athletes through the Roadrunner Scholarship Fund
Grow the Athletics Excellence Fund, which allocates resources for unfunded team projects and operations
CSUB is committed to ensuring every student - regardless of socioeconomic background - receives a world-class education. The second priority for the campaign is academic excellence, which ensures that CSUB students receive the highest quality instruction across several majors and disciplines.
Student and faculty research
CSUB's vibrant, multi-disciplinary research program is a magnet for brilliant students and faculty who collaborate with local industry partners to find innovative solutions for our region, nation and world. These partnerships create a supportive campus culture and can often be tied to higher graduation rates.
With support from donors like you, student researchers and faculty work to advance engineering, cancer research, education, energy, agriculture and earth science discoveries.
Your support of the campaign will:
Expand research opportunities for students by providing seed funding for innovative and collaborative research projects
Invest in research technology and computing resources to ensure students are able work on cutting-edge projects that positively impact the community now and in the future
Support faculty as they sponsor and mentor student-led research projects, including rewarding researcher-student partnerships through a campus-wide recognition program
Ensure underrepresented students have equitable hands-on educational opportunities
Advance faculty and staff success
Nearly 650 CSUB faculty members provide exceptional education and instruction in the classroom, through research and through the publication of important literature. They are recognized as expert sources of information in the media and community.
But even faculty and staff as exceptional as ours need ongoing professional development.
Your support of the campaign will:
Increase student-centered tools and trainings for faculty and staff members, ensuring they are providing a world-class education to students
Focus efforts on recruiting and retaining the best, brightest and most diverse faculty in the world
Increase endowed professorships, which are permanently-named positions dedicated for faculty with specific expertise
STEM initiatives
Supporters like you ensure that CSUB continues to be an engine of social mobility for all graduates to become innovative scientists, engineers, teachers and researchers that directly transform our region and beyond.
CSUB has a vision to close the achievement gap of all learners and focus on science, technology, engineering and mathematics (STEM) education. Research shows that there is a shortage of STEM graduates in the nation. CSUB's culture of access and providing opportunity for underrepresented populations has led to over 2,100 diverse students majoring in STEM fields, making these academic programs among the most popular on campus.
Your support of the campaign will:
Ensure students benefit from mentorship and support programs linked to STEM careers
Increase high-tech experiences and undergraduate research opportunities for students studying STEM fields
Invest in a world-class master's in nursing program filling a critical need in our community's workforce
Create a science building with state-of-the-art classroom space and laboratories that will enhance the student experience
Provide funding for CSUB summer camps to focus on STEM education for interested high school students representing diverse life experiences
Increase funding for the Fab Lab, a community center with tools and technology that serves as both a learning and demonstration laboratory and is the first of its kind in the California State University system
Enhance innovative centers where faculty and students engage with the community to solve regional problems with applied, high-impact research
|
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https://www.moneywiseguys.com/our-advisory-team/
|
en
|
Moneywise Guys
|
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2015-11-02T20:14:12+00:00
|
Sherod B. Waite CEO/Financial Advisor/Managing Partner Email: Sherod@moneywiseguys.com • CA Insurance: #0C67086 BrokerCheck “I enjoy the interaction with our listeners and sharing information on what’s new and current, whether it’s..
|
en
|
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|
Moneywise Guys
|
https://www.moneywiseguys.com/our-advisory-team/
|
Sherod Waite is a co-owner and managing partner of Moneywise. He wears multiple hats as CEO of the wealth management company, a fiduciary Financial Advisor and registered representative with 20+ years of regularly advising clients on investments and financial planning.
Sherod is also a main co-host on the Moneywise Guys Radio Show + Podcast, and since getting involved with the radio show in 2006, he has unexpectedly and enthusiastically embraced the medium and the opportunity to engage with as many people as possible. The show pushes him to stay current on financial news and accountable not only to our clients but to the community at large.
Sherod has a bachelor’s degree in Business Administration with an emphasis in finance from California State University, Bakersfield. He holds his Series 7, 24 and 66 securities licenses.
Sherod is actively involved in the local community serving several charities, nonprofits and initiatives. He is often found hiking with his dog, concert going with his wife, and avidly reading.
Garro Ellis is a fiduciary Financial Advisor and an original co-founder of Moneywise. He is a well-known face around town, a dynamic personality that clients, co-workers and acquaintances just can’t seem to get enough of – he is the epitome of a people person. In his role, he regularly meets with individuals, couples, families and businesses to understand their life or company goals and help them plan how to reach those goals financially – especially when it comes to retirement. He is an incredible resource and has extensively worked in just about every facet of the financial industry – insurance and securities, state pensions, business ownership and advisory services. He tends to work with many clients in the energy and agriculture industries.
Garro received his license to sell securities in 1998 and still continues to be extremely knowledgeable and current in this area. He has a degree in Business, Commerce and Industry from University of Wyoming, where he also played football on scholarship. He has 20+ years of experience keeping tabs on financial markets by using technical analysis – a way of analyzing the market by comparing past trends to indicate future performance.
In addition to his duties as a financial advisor, Garro is also a co-host on the Moneywise Guys Radio Show + Podcast.
Garro was an actor in the early 1990s and has appeared on stage, in film and television. He also moonlights as a country music singer and has written more than 30 songs. He and his wife are proud parents and now grandparents. If you visit our office on a Friday, you will see Garro’s Harley Davidson parked out front and as long as it is baseball season, he can always be found watching a Dodgers game with friends.
Kris Pelster is a registered representative and a fiduciary Financial Advisor. With Moneywise since 2006, he has extensively worked with employer sponsored retirement plans (i.e. 401k, 403b, SIMPLE), effectively consulting clients as well as the public through numerous seminars and workshops dedicated to helping people maximize their company’s offered investment strategies and benefits. Knowing that the transition into retirement is a huge life milestone, Kris thoroughly enjoys the process of working closely with clients to make sense of their financial reality and implementing strategic planning based on their unique life goals. He is also a co-host of Moneywise Guys Radio Show + Podcast.
Before becoming a financial advisor, Kris worked for eight years at multiple levels within special education. That same drive to be a reliable mentor and educator directly applies to his advisory approach at our firm and the ever-changing financial industry.
Kris holds both the Series 7 and 66 securities licenses, as well as a California Life Insurance license. He has a bachelor’s degree in Communications with a minor in Business from California State University, Bakersfield.
He enjoys donating his time to events like the “Night to Shine,” which is part of a global effort organized by the Tim Tebow Foundation and offers a prom experience for people that have special needs. He also serves on the board for Bakersfield PAL (Police Activities League) and Lovewater. He is married and has three daughters, is highly active in his church and enjoys counseling young married couples. He can often be found coaching his daughters’ softball teams, camping with his family or off-road, dirt biking with friends.
Justin Leland, CFP®, AIF® is a registered representative, fiduciary Financial Advisor, a CERTIFIED FINANCIAL PLANNER™ PROFESSIONAL – CFP®, an Accredited Investment Fiduciary, AIF®, and a co-host on the Moneywise Guys Radio Show + Podcast. After 11 years of experience managing businesses in the transportation industry, he decided to re-direct his focus towards the financial world. Enjoying working with people from all walks of life and backgrounds, Justin finds strength in diversity. He loves assessing and implementing clients’ appropriate investment strategies and financial planning blueprints in order to facilitate their freedom to do the things that make them happy. Also, he has quickly recognized the importance and value of fiduciary services in company sponsored retirement plans (i.e. 401k, 403b, SIMPLE IRAs, etc.)) – helping companies construct and manage the most strategic, optimal plans that benefit – both the employer and employees.
Justin has a bachelor’s degree in Business Management from the University of Phoenix, holds a CA State Life and Health Insurance license as well as his Series 6, 63 and 65 securities licenses.
He is a proud Eagle Scout, is married with three sons and is actively involved in his son’s Boy Scout Troop. He is a member of the Rotary Club of Bakersfield and currently serves on the board. He also serves on the Waterman Foundation Board and the Executive Board for the Southern Sierra Council BSA, is a Leadership Bakersfield 2017 graduate from the Greater Bakersfield Chamber of Commerce and a long time financial supporter and Board Member of the Kern Community Foundation. In his down time, Justin loves to take his sons camping and hiking, playing music and cooking a mean chili.
LaTroy Dinkins, a former athlete turned fiduciary financial advisor holding a Series 65 license at Moneywise Wealth Management, embodies resilience and dedication. Growing up in Long Beach, California, with five brothers, his early achievements on the football field were redirected due to an injury at Minnesota State Mankato.
This pivotal moment led him to pursue and earn a Bachelor’s degree in Finance and Economics from Grand Canyon University. Now living in Bakersfield with his wife of 16 years and their three sons, LaTroy’s personal experiences enrich his professional role.
Dustin Weaver joined the Moneywise team as a dedicated fiduciary Financial Advisor, bringing over 15 years of investment and financial planning expertise. As a CERTIFIED FINANCIAL PLANNER™ PROFESSIONAL – CFP®, Dustin has made significant contributions to the community through his work at both banking institutions and independent wealth management firms.
Dustin excels in providing comprehensive advice on investment portfolios, insurance policies, tax planning strategies, estate planning, and charitable planning goals. His mission is to simplify the complexities of the financial world for every individual and family he encounters.
Holding a bachelor’s degree in Business Management from Fresno Pacific University, Dustin also possesses a CA State Life and Health Insurance License and a Series 65 securities license.
Outside of his professional life, Dustin enjoys quality time with his family and friends, golfing, and relaxing at the lake or beach. He has a passion for great meals and supports local restaurants and businesses. A lifelong resident of Bakersfield, Dustin, along with his wife and two children, cherish their community and the relationships they have built.
Frank Lee is a Financial Advisor and a Registered Representative. His journey to becoming a Financial Advisor at Moneywise Wealth Management is a testament to his dedication and passion for helping others. Prior to joining the financial industry, Frank cultivated a diverse skill set as a Registered Nurse and a Project/Product Manager. His commitment to caring for others, whether through patient care or data analysis, has always been a driving force in his career. These experiences have imbued Frank with guiding principles of empathy, compassion, and professionalism, which he now brings to his role at Moneywise.
Frank embraced the challenge of entering the financial industry with determination and hard work. He successfully obtained his Series 65 license, followed by Series 6 and Series 63, demonstrating his commitment to expanding his financial education. Currently, Frank is furthering his knowledge by studying for the Accredited Wealth Management Advisor (AWMA) designation, with the ultimate goal of becoming a CERTIFIED FINANCIAL PLANNER™ professional at Moneywise Wealth Management, Frank is dedicated to building strong, client-centric relationships, understanding their financial goals, and providing tailored recommendations to help them achieve their objectives.
A proud Bakersfield native, Frank grew up in Pumpkin Center and later moved to the southwest, attending Stockdale High School and graduating from California State University, Bakersfield with a Bachelor of Science in Nursing. He is actively involved in the local community, serving as a founding Board Member of the Kern County Asian Chamber of Commerce and as Treasurer of the Korean Service Organization.
In his personal life, Frank enjoys spending time with his wife, Jacky, whether they are traveling, working out, or watching the latest Netflix shows. He is an avid snowboarder and loves taking annual trips to Mammoth Lakes. Between seasons, Frank enjoys golfing, attending food events, and playing video games.
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https://m.sites.google.com/site/ocaptainmycaptaincarpediem/after-graduation
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Mr. Chilton's English
|
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Glad to see you've come back.
First of all, I miss you already. I hope you'll come back and visit me in person. I'd be honored to see you again.
Write me a letter:
Stockdale High School
Attn: Andrew Chilton
2800 Buena Vista Road
Bakersfield, CA 93311
If you write me a letter or email I
|
en
|
https://lh5.googleusercontent.com/DRwwaPVquf1Kp5EPcODzezkIynUJfEITVg_KBSio8YWHSFPCtHE_EzaVSgITDOUhFbvdq8dNugyVVLdbEs8k5LfwsMupMPah9bhKlr--6MIzkg
|
https://sites.google.com/site/ocaptainmycaptaincarpediem/after-graduation
|
Glad to see you've come back.
First of all, I miss you already. I hope you'll come back and visit me in person. I'd be honored to see you again.
Write me a letter:
Stockdale High School
Attn: Andrew Chilton
2800 Buena Vista Road
Bakersfield, CA 93311
If you write me a letter or email I PROMISE I will always respond.
Email me:
andrewchilton123@gmail.com
Here's some tips on things to do now that you've graduated:
College: See this webpage for everything "college" related from Mr. Chilton
Independent Studies: Miss learning from Chilton? Want to be a life-long learner? Take one of my independent studies courses linked above. Better yet--stay in touch with me and we'll work through things together!
Recommended Reading: This link is some of my all-time favorite books. If you're looking for something to read and enjoy that I personally love...this list is for you!
Academic Writing: Students often contact me about writing in college. What I taught you in AP still applies. The most common requests are about demonstrative statements. All PowerPoints related to this subject are found linked above.
|
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https://conservancy.umn.edu/bitstream/handle/11299/165155/Vierra_umn_0130E_15049.pdf%3Bsequence%3D1
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en
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University Digital Conservancy :: Login
|
https://conservancy.umn.edu/bitstream/handle/11299/165155/assets/udc_base/images/favicons/favicon.ico
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https://gopoly.com/sports/womens-golf/roster/madi-daniel/7324
|
en
|
Madi Daniel - 2021-22 - Women's Golf
|
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Madi Daniel - 2020-21 -- Competed in all eight tournaments of the spring season, averaging 80.3 strokes over 24 rounds ... best finish was a tie for 25th in season-opening
|
en
|
/images/logos/site/site.png
|
Cal Poly
|
https://gopoly.com/sports/womens-golf/roster/madi-daniel/7324
|
2021-22 Women's Golf Roster
Choose a Player:
Madi Daniel
Height 5-8
Class Fifth Year
Highschool Bakersfield Christian HS (U. Oregon)
Hometown Bakersfield, CA
Bio
Related
Historical
Biography
2020-21 -- Competed in all eight tournaments of the spring season, averaging 80.3 strokes over 24 rounds ... best finish was a tie for 25th in season-opening Valley Invitational ... granted fifth year of eligibility due to NCAA ruling for all student-athletes who competed in the spring of 2020 ... best round of season was a 72 in final round of NCAA Stanford Regional ... enters final collegiate season with a 78.50 career scoring average, including a 77.50 average over 24 rounds at Oregon and 79.05 over 44 rounds at Cal Poly.
2019-20 -- Averaged 77.6 strokes over 20 rounds as a junior in her first season at Cal Poly ... one top-20 finish, placing third in the Battle at Old Works hosted by Montana and Montana State with rounds of 72, 74 and 72 for a career-best 218 total.
Oregon -- Daniel played two seasons of golf at the University of Oregon ... competed in seven events as a freshman during the 2017-18 spring season at Oregon and led the team with three eagles over 21 rounds ... maintained a 77.19 scoring average and her best finish was a tie for 40th place in the Pac-12 Women's Championship ... helped Oregon qualify for the NCAA Regional at TPC Harding Park in San Francisco ... Daniel's best round was a 71 at the Westbrook Invitational in Peoria, Ariz., while her best 54-hole total was a 229 at the SunTrust Gator Women's Invitational in Gainesvile, Fla. ... as a sophomore (2018-19) played in just one tournament, the Silverado Showdown in Napa as an individual, and carded rounds of 78, 81 and 79 for a 238 total and 82nd place.
High School -- A 2017 graduate of Bakersfield Christian High School, where she captured the 2017 CIF-Central Section individual title, shooting a final-round 69 ... Daniel finished her high school career as the course record-holder (64) at Stockdale Country Club ... represented California in the 2017 USGA State Team Championships ... her prep scoring average was 73.2 ... helped Bakersfield Christian to four consecutive league titles ... decided to transfer to Cal Poly because "Coach Sofie and the support staff at Cal Poly made me feel so welcomed and comfortable throughout my transfer process. I could feel it would be the perfect place for me to continue to grow athletically and academically. I feel extremely blessed and honored to be a part of the great Cal Poly tradition and to experience the San Luis Obispo community. Go Mustangs!"
Personal -- Daughter of David and Amie Daniel ... two sisters, Lauren and Peyton ... aspires to be a professional golfer ... born in Bakersfield, Calif. ... majoring in business administration.
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Historical Player Information
2019-20Junior
5'8"
2020-21Redshirt Junior
5'8"
2021-22Fifth Year
5'8"
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https://twitter.com/stockdalehigh/status/1182778515885740032
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https://veinternational.org/blog/2020/01/19/2020-california-state-conference-exhibition-recap/
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2020 California State Conference & Exhibition Recap
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2020-01-19T00:00:00
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Virtual Enterprises International
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https://veinternational.org/blog/2020/01/19/2020-california-state-conference-exhibition-recap/
|
View this post on Instagram
Bakersfield Trade show was unbelievable. ReVision’s Business Plan is going to 🥳New York🥳 with second place in state under their belt! We also got first in our marketing plan and sales pitch, third in our hr presentation and state business challenge, gold in company branding, as well as silver and bronze in so many other awards! Thank you @veinternational for giving us this opportunity and every company that attended! 💙 #vei #veinternational #virtualenterprise #ve #mvhs
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https://www.thebluebook.com/iProView/1153988/lmc-corp/general-contractors//construction-projects/-stockdale-high-school-242832/
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Stockdale High School by LMC Corp. in Stockdale, TX
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https://www.thebluebook.com/iProView/1153988/lmc-corp/general-contractors//construction-projects/-stockdale-high-school-242832/
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Project Information
Project Location:
Stockdale, TX
Status:
Completed - Jan 2016
Structure Type:
School / College / University
Scope Of Work
During the summer of 2016 LMC repurposed a 5,000 ft2 gymnasium to classrooms and office spaces. The project was started by LMC at the end of June and completed prior to start of the 2016-2017 School year in August. The timeline on finishing this project as classroom space had to be completed prior to the beginning of the new school year. The project included new sheetrock, doors, vinyl composition tile flooring, rubber cove base at those classrooms, along with the addition of both a girl’s and a boy’s restroom. This project also included extensive HVAC, electrical and fire alarm, and sprinkler system renovations throughout this building.
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Please give this contact information to LMC Corp. when sending the message.
I would like to request the following information be added/sent to me from LMC Corp.:
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https://stoicbreviary.blogspot.com/p/text-james-b-stockdale-world-of.html
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en
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A Stoic Breviary: Classical Wisdom in Daily Practice
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The World of Epictetus James B. Stockdale In 1965 I was a forty-one-year-old commander, the senior pilot of Air Wing 16, flying combat miss...
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https://stoicbreviary.blogspot.com/favicon.ico
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https://stoicbreviary.blogspot.com/p/text-james-b-stockdale-world-of.html
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James B. Stockdale
In 1965 I was a forty-one-year-old commander, the senior pilot of Air Wing 16, flying combat missions in the area just south of Hanoi from the aircraft carrier Oriskany. By September of that year I had grown quite accustomed to briefing dozens of pilots and leading them on daily air strikes; I had flown nearly 200 missions myself and knew the countryside of North Vietnam like the back of my hand. On the ninth of that month I led about thirty-five airplanes to the Thanh Hoa Bridge, just west of that city. That bridge was tough; we had been bouncing 500-pounders off it for weeks.
The September 9 raid held special meaning for Oriskany pilots because of a special bomb load we had improvised; we were going in with our big- gest, the 2000-pounders, hung not only on our attack planes but on our F-8 fighter-bombers as well. This increase in bridge-busting capability came from the innovative brain of a major flying with my Marine fighter squadron. He had figured out how we could jury-rig some switches, hang the big bombs, pump out some of the fuel to stay within takeoff weight limits, and then top off our tanks from our airborne refuelers while en route to the target. Although the pilot had to throw several switches in sequence to get rid of his bombs, a procedure requiring above-average cockpit agility, we routinely operated on the premise that all pilots of Air Wing 16 were above average. I test-flew the new load on a mission, thought it over, and approved it; that’s the way we did business.
Our spirit was up. That morning, the Oriskany Air Wing was finally going to drop the bridge that was becoming a North Vietnamese symbol of resistance. You can imagine our dismay when we crossed the coast and the weather scout I had sent on ahead radioed back that ceiling and visibility were zero-zero in the bridge area. In the tiny cockpit of my A-4 at the front of the pack, I pushed the button on the throttle, spoke into the radio mike in my oxygen mask, and told the formation to split up and proceed in pairs to the secondary targets I had specified in my contingency briefing. What a letdown.
The adrenaline stopped flowing as my wingman and I broke left and down and started sauntering along toward our “milk run” target: boxcars on a railroad siding between Vinh and Thanh Hoa, where the flak was light. Descending through 10,000 feet, I unsnapped my oxygen mask and let it dangle, giving my pinched face a rest—no reason to stay uncomfortable on this run.
As I glided toward that easy target, I’m sure I felt totally self-satisfied. I had the top combat job that a Navy commander can hold and I was in tune with my environment. I was confident—I knew airplanes and flying inside out. I was comfortable with the people I worked with and I knew the trade so well that I often improvised variations in accepted procedures and encouraged others to do so under my watchful eye. I was on top. I thought I had found every key to success and had no doubt that my Academy and test-pilot schooling had provided me with everything I needed in life.
I passed down the middle of those boxcars and smiled as I saw the results of my instinctive timing. A neat pattern—perfection. I was just pulling out of my dive low to the ground when I heard a noise I hadn’t expected—the boom boom boom of a 57-millimeter gun—and then I saw it just behind my wingtip. I was hit—all the red lights came on, my control system was going out—and I could barely keep that plane from flying into the ground while I got that damned oxygen mask up to my mouth so I could tell my wingman that I was about to eject. What rotten luck. And on a “milk run”!
The descent in the chute was quiet except for occasional rifle shots from the streets below. My mind was clear, and I said to myself, “five years.” I knew we were making a mess of the war in Southeast Asia, but I didn’t think it would last longer than that; I was also naive about the resources I would need in order to survive a lengthy period of captivity.
The Durants have said that culture is a thin and fragile veneer that superimposes itself on mankind. For the first time I was on my own, without the veneer. I was to spend years searching through and refining my bag of memories, looking for useful tools, things of value. The values were there, but they were all mixed up with technology, bureaucracy, and expediency, and had to be brought up into the open.
Education should take care to illuminate values, not bury them amongst the trivia. Are our students getting the message that without personal integrity intellectual skills are worthless?
Integrity is one of those words which many people keep in that desk drawer labeled “too hard.” It’s not a topic for the dinner table or the cocktail party. You can’t buy or sell it. When supported with education, a person’s integrity can give him something to rely on when his perspective seems to blur, when rules and principles seem to waver, and when he’s faced with hard choices of right or wrong. It’s something to keep him on the right track, something to keep him afloat when he’s drowning; if only for practical reasons, it is an attribute that should be kept at the very top of a young person’s consciousness.
The importance of the latter point is highlighted in prison camps, where everyday human nature, stripped bare, can be studied under a magnifying glass in accelerated time. Lessons spotlighted and absorbed in that laboratory sharpen one’s eye for their abstruse but highly relevant applications in the “real time” world of now.
In the years since I’ve been out of prison, I’ve participated several times in the process of selecting senior naval officers for promotion or important command assignments. I doubt that the experience is significantly different from that of executives who sit on “selection boards” in any large hierarchy. The system must be formal, objective, and fair; if you’ve seen one, you’ve probably seen them all.
Navy selection board proceedings go something like this. The first time you know the identity of the other members of the board is when you walk into a boardroom at eight o’clock on an appointed morning. The first order of business is to stand, raise your right hand, put your left hand on the Bible, and swear to make the best judgment you can, on the basis of merit, without prejudice. You’re sworn to confidentiality regarding all board members’ remarks during the proceedings. Board members are chosen for their experience and understanding; they often have knowledge of the particular individuals under consideration. They must feel free to speak their minds. They read and grade dozens of dossiers, and each candidate is discussed extensively. At voting time, a member casts his vote by selecting and pushing a “percent confidence” button, visible only to himself, on a console attached to his chair. When the last member pushes his button, a totalizer displays the numerical average “confidence” of the board. No one knows who voted what.
I’m always impressed by the fact that every effort is made to be fair to the candidate. Some are clearly out, some are clearly in; the borderline cases are the tough ones. You go over and over those in the “middle pile” and usually you vote and revote until late at night. In all the boards I’ve sat on, no inference or statement in a “jacket” is as sure to portend a low confidence score on the vote as evidence of a lack of directness or rectitude of a candidate in his dealings with others. Any hint of moral turpitude really turns people off. When the crunch comes, they prefer to work with forth- right plodders rather than with devious geniuses. I don’t believe that this preference is unique to the military. In any hierarchy where people’s fates are decided by committees or boards, those who lose credibility with their peers and who cause their superiors to doubt their directness, honesty, or integrity are dead. Recovery isn’t possible.
The linkage of men’s ethics, reputations, and fates can be studied in even more vivid detail in prison camp. In that brutally controlled environment a perceptive enemy can get his hooks into the slightest chink in a man’s ethical armor and accelerate his downfall. Given the right opening, the right moral weakness, a certain susceptibility on the part of the prisoner, a clever extortionist can drive his victim into a downhill slide that will ruin his image, self-respect, and life in a very short time.
There are some uncharted aspects to this, some traits of susceptibility which I don’t think psychologists yet have words for. I am thinking of the tragedy that can befall a person who has such a need for love or attention that he will sell his soul for it. I use tragedy with the rigorous definition Aristotle applied to it: the story of a good man with a flaw who comes to an unjustified bad end. This is a rather delicate point and one that I want to emphasize.
We had very very few collaborators in prison, and comparatively few Aristotelian tragedies, but the story and fate of one of these good men with a flaw might be instructive. He was handsome, smart, articulate, and smooth. He was almost sincere. He was obsessed with success. When the going got tough, he decided expediency was preferable to principle.
This man was a classical opportunist. He befriended and worked for the enemy to the detriment of his fellow Americans. He made a tacit deal; moreover, he accepted favors (a violation of the code of conduct). In time, out of fear and shame, he withdrew; we could not get him to communicate with the American prisoner organization.
I couldn’t learn what made the man tick. One of my best friends in prison, one of the wisest persons I have ever known, had once been in a squadron with this fellow. In prisoners’ code I tapped a question to my philosophical friend: “What in the world is going on with that fink?”
“You’re going to be surprised at what I have to say,” he meticulously tapped back. “In a squadron he pushes himself forward and dominates the scene. He’s a continual fountain of information. He’s the person everybody relies on for inside dope. He works like mad; often flies more hops than others. It drives him crazy if he’s not liked. He tends to grovel and ingratiate himself before others. I didn’t realize he was really pathetic until I was sitting around with him and his wife one night when he was spinning his yarns of delusions of grandeur, telling of his great successes and his pending ascension to the top. His wife knew him better than anybody else; she shook her head with genuine sympathy and said to him: ‘Gee, you’re just a phony.’ ”
In prison, this man had somehow reached the point where he was willing to sell his soul just to satisfy this need, this immaturity. The only way he could get the attention that he demanded from authority was to grovel and ingratiate himself before the enemy. As a soldier he was a miserable failure, but he had not crossed the boundary of willful treason; he was not written off as an irrevocable loss, as were the two patent collaborators with whom the Vietnamese soon arranged that he live.
As we American POW’s built our civilization, and wrote our own laws (which we leaders obliged all to memorize), we also codified certain principles which formed the backbone of our policies and attitudes. I codified the principles of compassion, rehabilitation, and forgiveness with the slogan:
“It is neither American nor Christian to nag a repentant sinner to his grave.” (Some didn’t like it, thought it seemed soft on finks.) And so, we really gave this man a chance. Over time, our efforts worked. After five years of self-indulgence he got himself together and started to communicate with the prisoner organization. I sent the message “Are you on the team or not?”; he replied, “Yes,” and came back. He told the Vietnamese that he didn’t want to play their dirty games anymore. He wanted to get away from those willful collaborators and he came back and he was accepted, after a fashion.
I wish that were the end of the story. Although he came back, joined us, and even became a leader of sorts, he never totally won himself back. No matter how forgiving we were, he was conscious that many resented him—not so much because he was weak but because he had broken what we might call a gentleman’s code. In all of those years when he, a senior officer, had willingly participated in making tape recordings of anti-American material, he had deeply offended the sensibilities of the American prisoners who were forced to listen to him. To most of us it wasn’t the rhetoric of the war or the goodness or the badness of this or that issue that counted.
The object of our highest value was the well-being of our fellow prisoners. He had broken that code and hurt some of those people. Some thought that as an informer he had indirectly hurt them physically. I don’t believe that. What indisputably hurt them was his not having the sensitivity to realize the damage his opportunistic conduct would do to the morale of a bunch of Middle American guys with Middle American attitudes which they naturally cherished. He should have known that in those solitary cells where his tapes were piped were idealistic, direct, patriotic fellows who would be crushed and embarrassed to have him, a senior man in excel- lent physical shape, so obviously not under torture, telling the world that the war was wrong. Even if he believed what he said, which he did not, he should have had the common decency to keep his mouth shut. You can sit and think anything you want, but when you insensitively cut down those who want to love and help you, you cross a line. He seemed to sense that he could never truly be one of us.
And yet he was likable—particularly back in civilization after release— when tension was off, and making a deal did not seem so important. He exuded charm and “hail fellow” sophistication. He wanted so to be liked by all those men he had once discarded in his search for new friends, new deals, new fields to conquer in Hanoi. The tragedy of his life was obvious to us all. Tears were shed by some of his old prison mates when he was killed in an accident that strongly resembled suicide some months later. The Greek drama had run its course. He was right out of Aristotle’s book, a good man with a flaw who had come to an unjustified bad end. The flaw was insecurity: the need to ingratiate himself, the need for love and adulation at any price.
He reminded me of Paul Newman in The Hustler. Newman couldn’t stand success. He knew how to make a deal. He was handsome, he was smart, he was attractive to everybody; but he had to have adulation, and therein lay the seed of tragedy. Playing high-stakes pool against old Minnesota Fats (Jackie Gleason), Newman was well in the lead, and getting more full of himself by the hour. George C. Scott, the pool bettor, whispered to his partner: “I’m going to keep betting on Minnesota Fats; this other guy [Newman] is a born loser—he’s all skill and no character.” And he was right, a born loser—I think that’s the message.
How can we educate to avoid these casualties? Can we by means of education prevent this kind of tragedy? What we prisoners were in was a one-way leverage game in which the other side had all the mechanical advantage. I suppose you could say that we all live in a leverage world to some degree; we all experience people trying to use us in one way or another. The difference in Hanoi was the degradation of the ends (to be used as propaganda agents of an enemy, or as informers on your fellow Americans), and the power of the means (total environmental control including solitary confinement, restraint by means of leg-irons and handcuffs, and torture). Extortionists always go down the same track: the imposition of guilt and fear for having disobeyed their rules, followed in turn by punishment, apology, confession, and atonement (their payoff). Our captors would go to great lengths to get a man to compromise his own code, even if only slightly, and then they would hold that in their bag, and the next time get him to go a little further.
Some people are psychologically, if not physically, at home in extortion environments. They are tough people who instinctively avoid getting sucked into the undertows. They never kid themselves or their friends; if they miss the mark they admit it. But there’s another category of person who gets tripped up. He makes a small compromise, perhaps rationalizes it, and then makes another one; and then he gets depressed, full of shame, lonesome, loses his willpower and self-respect, and comes to a tragic end. Somewhere along the line he realizes that he has turned a corner that he didn’t mean to turn. All too late he realizes that he has been worshipping the wrong gods and discovers the wisdom of the ages: life is not fair.
In sorting out the story after our release, we found that most of us had come to combat constant mental and physical pressure in much the same way. We discovered that when a person is alone in a cell and sees the door open only once or twice a day for a bowl of soup, he realizes after a period of weeks in isolation and darkness that he has to build some sort of ritual into his life if he wants to avoid becoming an animal. Ritual fills a need in a hard life and it’s easy to see how formal church ritual grew. For almost all of us, this ritual was built around prayer, exercise, and clandestine communication. The prayers I said during those days were prayers of quality with ideas of substance. We found that over the course of time our minds had a tremendous capacity for invention and introspection, but had the weakness of being an integral part of our bodies. I remembered Descartes and how in his philosophy he separated mind and body. One time I cursed my body for the way it decayed my mind. I had decided that I would become a Gandhi. I would have to be carried around on a pallet and in that state I could not be used by my captors for propaganda purposes. After about ten days of fasting, I found that I had become so depressed that soon I would risk going into interrogation ready to spill my guts just looking for a friend. I tapped to the guy next door and I said, “Gosh, how I wish Descartes could have been right, but he’s wrong.” He was a little slow to reply; I reviewed Descartes’ deduction with him and explained how I had discovered that body and mind are inseparable.
On the positive side, I discovered the tremendous file-cabinet volume of the human mind. You can memorize an incredible amount of material and you can draw the past out of your memory with remarkable recall by easing slowly toward the event you seek and not crowding the mind too closely. You’ll try to remember who was at your birthday party when you were five years old, and you can get it, but only after months of effort. You can break the locks and find the answers, but you need time and solitude to learn how to use this marvelous device in your head which is the greatest computer on earth.
Of course many of the things we recalled from the past were utterly useless as sources of strength or practicality. For instance, events brought back from cocktail parties or insincere social contacts were almost repugnant because of their emptiness, their utter lack of value. More often than not, the locks worth picking had been on old schoolroom doors. School days can be thought of as a time when one is filling the important stacks of one’s memory library. For me, the golden doors were labeled history and the classics. The historical perspective which enabled a man to take himself away from all the agitation, not necessarily to see a rosy lining, but to see the real nature of the situation he faced, was truly a thing of value.
Here’s how this historical perspective helped me see the reality of my own situation and thus cope better with it. I learned from a Vietnamese prisoner that the same cells we occupied had in years before been lived in by many of the leaders of the Hanoi government. From my history lessons I recalled that when metropolitan France permitted communists in the government in 1936, the communists who occupied cells in Vietnam were set free. I marveled at the cycle of history, all within my memory, which prompted Hitler’s rise in Germany, then led to the rise of the Popular Front in France, and finally vacated this cell of mine halfway around the world (“Perhaps Pham Van Dong lived here”). I came to understand what tough people these were. I was willing to fight them to the death, but I grew to realize that hatred was an indulgence, a very inefficient emotion. I remember thinking, “If you were committed to beating the dealer in a gambling casino, would hating him help your game?” In a pidgin English propaganda book the guard gave me, speeches by these old communists about their prison experiences stressed how they learned to beat down the enemy by being united. It seemed comforting to know that we were united against the communist administration of Hoa Lo prison just as the Vietnamese communists had united against the French administration of Hoa Lo in the thirties. Prisoners are prisoners, and there’s only one way to beat administrations. We resolved to do it better in the sixties than they had in the thirties. You don’t base system-beating on any thought of political idealism; you do it as a competitive thing, as an expression of self-respect.
Education in the classics teaches you that all organizations since the beginning of time have used the power of guilt; that cycles are repetitive; and that this is the way of the world. It’s a naive person who comes in and says, “Let’s see, what’s good and what’s bad?” That’s a quagmire. You can get out of that quagmire only by recalling how wise men before you accommodated the same dilemmas. And I believe a good classical education and an understanding of history can best determine the rules you should live by. They also give you the power to analyze reasons for these rules and guide you as to how to apply them to your own situation. In a broader sense, all my education helped me. Naval Academy discipline and body contact sports helped me. But the education which I found myself using most was what I got in graduate school. The messages of history and philosophy I used were simple.
The first one is this business about life not being fair. That is a very important lesson and I learned it from a wonderful man named Philip Rhinelander. As a lieutenant commander in the Navy studying political science at Stanford University in 1961, I went over to philosophy corner one day and an older gentleman said, “Can I help you?” I said, “Yes, I’d like to take some courses in philosophy.” I told him I’d been in college for six years and had never had a course in philosophy. He couldn’t believe it. I told him that I was a naval officer and he said, “Well, I used to be in the Navy. Sit down.” Philip Rhinelander became a great influence in my life.
He had been a Harvard lawyer and had pleaded cases before the Supreme Court and then gone to war as a reserve officer. When he came back he took his doctorate at Harvard. He was also a music composer, had been director of general education at Harvard, dean of the School of Humanities and Sciences at Stanford, and by the time I met him had by choice returned to teaching in the classroom. He said, “The course I’m teaching is my personal two-term favorite—The Problem of Good and Evil—and we’re starting our second term.” He said the message of his course was from the Book of Job. The number one problem in this world is that people are not able to accommodate the lesson in the book.
He recounted the story of Job. It starts out by establishing that Job was the most honorable of men. Then he lost all his goods. He also lost his reputation, which is what really hurt. His wife was badgering him to admit his sins, but he knew he had made no errors. He was not a patient man and demanded to speak to the Lord. When the Lord appeared in the whirlwind, he said, “Now, Job, you have to shape up! Life is not fair.” That’s my interpretation and that’s the way the book ended for hundreds of years. I agree with those of the opinion that the happy ending was spliced on many years later. If you read it, you’ll note that the meter changes. People couldn’t live with the original message. Here was a good man who came to unexplained grief, and the Lord told him: “That’s the way it is. Don’t challenge me. This is my world and you either live in it as I designed it or get out.”
This was a great comfort to me in prison. It answered the question “Why me?” It cast aside any thoughts of being punished for past actions. Sometimes I shared the message with fellow prisoners as I tapped through the walls to them, but I learned to be selective. It’s a strong message which upsets some people.
Rhinelander also passed on to me another piece of classical information which I found of great value. On the day of our last session together he said, “You’re a military man, let me give you a book to remember me by. It’s a book of military ethics.” He handed it to me, and I bade him good-bye with great emotion. I took the book home and that night started to read it. It was the Enchiridion of the philosopher Epictetus, his “manual” for the Roman field soldier.
As I began to read, I thought to myself in disbelief, “Does Rhinelander think I’m going to draw lessons for my life from this thing? I’m a fighter pilot. I’m a technical man. I’m a test pilot. I know how to get people to do technical work. I play golf; I drink martinis. I know how to get ahead in my profession. And what does he hand me? A book that says in part, ‘It’s better to die in hunger, exempt from guilt and fear, than to live in affluence and with perturbation.’ ” I remembered this later in prison because perturbation was what I was living with. When I ejected from the airplane on that September morn in 1965, I had left the land of technology. I had entered the world of Epictetus, and it’s a world that few of us, whether we know it or not, are ever far away from.
In Palo Alto, I had read this book, not with contentment, but with annoyance. Statement after statement: “Men are disturbed not by things, but by the view that they take of them.” “Do not be concerned with things which are beyond your power.” “Demand not that events should happen as you wish, but wish them to happen as they do happen and you will go on well.” This is stoicism. It’s not the last word, but it’s a viewpoint that comes in handy in many circumstances, and it surely did for me. Particularly this line: “Lameness is an impediment to the body but not to the will.” That was significant for me because I wasn’t able to stand up and support myself on my badly broken leg for the first couple of years I was in solitary confinement.
Other statements of Epictetus took on added meaning in the light of extortions which often began with our captors’ callous pleas: “If you are just reasonable with us we will compensate you. You get your meals, you get to sleep, you won’t be pestered, you might even get a cellmate.” The catch was that by being “reasonable with us” our enemies meant being their informers, their propagandists. The old stoic had said, “If I can get the things I need with the preservation of my honor and fidelity and self- respect, show me the way and I will get them. But, if you require me to lose my own proper good, that you may gain what is no good, consider how unreasonable and foolish you are.” To love our fellow prisoners was within our power. To betray, to propagandize, to disillusion conscientious and patriotic shipmates and destroy their morale so that they in turn would be destroyed was to lose one’s proper good.
What attributes serve you well in the extortion environment? We learned there, above all else, that the best defense is to keep your conscience clean. When we did something we were ashamed of, and our cap- tors realized we were ashamed of it, we were in trouble. A little white lie is where extortion and ultimately blackmail start. In 1965, I was crippled and I was alone. I realized that they had all the power. I couldn’t see how I was ever going to get out with my honor and self-respect. The one thing I came to realize was that if you don’t lose integrity you can’t be had and you can’t be hurt. Compromises multiply and build up when you’re working against a skilled extortionist or a good manipulator. You can’t be had if you don’t take that first shortcut, or “meet them halfway,” as they say, or look for that tacit “deal,” or make that first compromise.
Bob North, a political science professor at Stanford, taught me a course called Comparative Marxist Thought. This was not an anti-communist course. It was the study of dogma and thought patterns. We read no criticisms of Marxism, only primary sources. All year we read the works of Marx and Lenin. In Hanoi, I understood more about Marxist theory than my interrogator did. I was able to say to that interrogator, “That’s not what Lenin said; you’re a deviationist.”
One of the things North talked about was brainwashing. A psychologist who studied the Korean prisoner situation, which somewhat paralleled ours, concluded that three categories of prisoners were involved there. The first was the redneck Marine sergeant from Tennessee who had an eighth- grade education. He would get in that interrogation room and they would say that the Spanish-American War was started by the bomb within the Maine, which might be true, and he would answer, “B.S.” They would show him something about racial unrest in Detroit. “B.S.” There was no way they could get to him; his mind was made up. He was a straight guy, red, white, and blue, and everything else was B.S.! He didn’t give it a second thought. Not much of a historian, perhaps, but a good security risk.
In the next category were the sophisticates. They were the fellows who could be told these same things about the horrors of American history and our social problems, but had heard it all before, knew both sides of every story, and thought we were on the right track. They weren’t ashamed that we had robber barons at a certain time in our history; they were aware of the skeletons in most civilizations’ closets. They could not be emotionally involved and so they were good security risks.
The ones who were in trouble were the high school graduates who had enough sense to pick up the innuendo, and yet not enough education to accommodate it properly. Not many of them fell, but most of the men that got entangled started from that background. The psychologist’s point is possibly oversimplistic, but I think his message has some validity. A little knowledge is a dangerous thing.
Generally speaking, I think education is a tremendous defense; the broader, the better. After I was shot down my wife, Sybil, found a clipping glued in the front of my collegiate dictionary: “Education is an ornament in prosperity and a refuge in adversity.” She certainly agrees with me on that. Most of us prisoners found that the so-called practical academic exercises in how to do things, which I’m told are proliferating, were useless. I’m not saying that we should base education on training people to be in prison, but I am saying that in stress situations, the fundamentals, the hardcore classical subjects, are what serve best.
Theatrics also helped sustain me. My mother had been a drama coach when I was young and I was in many of her plays. In prison I learned how to manufacture a personality and live it, crawl into it, and hold that role without deviation. During interrogations, I’d check the responses I got to different kinds of behavior. They’d get worried when I did things irrationally. And so, every so often, I would play that “irrational” role and come completely unglued. When I could tell that pressure to make a public exhibition of me was building, I’d stand up, tip the table over, attempt to throw the chair through the window, and say, “No way, Goddammit! I’m not doing that! Now, come over here and fight!” This was a risky ploy, because if they thought you were acting, they would slam you into the ropes and make you scream in pain like a baby. You could watch their faces and read their minds. They had expected me to behave like a stoic. But a man would be a fool to make their job easy by being conventional and predictable. I could feel the tide turn in my favor at that magic moment when their anger turned to pleading: “Calm down, now calm down.” The payoff would come when they decided that the risk of my going haywire in front of some touring American professor on a “fact-finding” mission was too great. More important, they had reason to believe that I would tell the truth—namely, that I had been in solitary confinement for four years and tortured fifteen times—without fear of future consequences. So theatrical training proved helpful to me.
Can you educate for leadership? I think you can, but the communists would probably say no. One day in an argument with an interrogator, I said, “You are so proud of being a party member, what are the criteria?” He said in a flurry of anger, “There are only four: you have to be seventeen years old, you have to be selfless, you have to be smart enough to understand the theory, and you’ve got to be a person who innately influences others.” He stressed that fourth one. I think psychologists would say that leadership is innate, and there is truth in that. But, I also think you can learn some leadership traits that naturally accrue from a good education: compassion is a necessity for leaders, as are spontaneity, bravery, self-discipline, honesty, and above all, integrity.
I remember being disappointed about a month after I was back when one of my young friends, a prison mate, came running up after a reunion at the Naval Academy. He said with glee, “This is really great, you won’t believe how this country has advanced. They’ve practically done away with plebe year at the Academy, and they’ve got computers in the basement of Bancroft Hall.” I thought, “My God, if there was anything that helped us get through those eight years, it was plebe year, and if anything screwed up that war, it was computers!”
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Anitra 'Nikki' Blue, 5-8 guard from West High School in Bakersfield, CA ... Regarded as the No. 1 point guard in nation ... Rated the No. 6 player in the nat...
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WOMEN'S BASKETBALL
Anitra 'Nikki' Blue, 5-8 guard from West High School in Bakersfield, CA ... Regarded as the No. 1 point guard in nation ... Rated the No. 6 player in the nation by All-Star Girls Report ... Cal Hi Sports State Junior Player of the Year ... Broke the all-time Central Section scoring record last year with 913 points, averaging 34 points and six assists per game ... Needs just 342 points this season to break the Central Section career scoring mark of Jackie White ... Blue has scored 2033 career points heading into her senior season ... Named a High School All-American as a junior ... Recruited by every major school.
Ortal Oren, 5-9 guard-forward from Kiriat-Sharet High School and lives in Rishon-Lezion, Israel ... Led her high school to the Israeli Championship last year and was the leading scorer in the title game ... Member of the Israeli Jr. National Team and selected UCLA over major Top 25 colleges ... Averaged 25 points, 10 rebounds and five5 assists per game ... Led her team in 3 point shooting.
Julia Pitts, 6-2 forward from North Torrance High School and lives in Torrance, CA ... One of the best all-around high school athletes in the nation ... All-CIF in basketball and volleyball and league champion in the 400 meters in track and field ... Will do basketball and track and field in her first year at UCLA with an option for volleyball in year two ... Averaged 18 points and 12 rebounds a game last season ... Brother is a wide receiver for USC, but she decided to attend UCLA.
Emma Tautolo, 6-2 forward-center from Moreno Valley HS in Moreno Valley, CA ... All-league athlete in both basketball and volleyball ... Averaged 14 points and 10 rebounds per game last season ... Her father John was a former UCLA football defensive lineman in the late 1970's ... Will only play basketball in college.
Lisa Willis, 5-9 guard-forward from Narbonne High School and lives in Long Beach, CA ... Key starter on Narbonne's California State Title teams in both 2000 and 2001 ... Named 3rd-Team All-State by Cal-Hi Sports after averaging 10 points, seven rebounds and three steals per game last season ... Honorable Mention USA Today High School All-American ... Also was Narbonne's leading 3-point shooter ... Ranked as the 38th best prospect in the nation by All-Star Girls Report.
MEN'S BASKETBALL:
Evan Burns, 6-8 forward from Fairfax HS and lives in Inglewood, CA...McDonald's HS All-American and LA City Co-Player of the Year...Averaged 20 points and 10 rebounds per game...Rated in top 20 players in the nation by almost every recruiting service.
Michael Fey, 6-11, 245 pound center from Capital HS in Olympia, Washington...Sat out this season, but will have four years of eligibility beginning with the 2002-03 season...Rated as one of the top 4 centers in last year's class.
Matt McKinney, 6-8 forward from Santa Ynez HS in Santa Ynez, CA ... Averaged 22 points and 13 rebounds per game last season in making the All-CIF team ... Regarded as one of the nation's top two college volleyball prospects (along with Patrick Nihipali, who signed with UCLA) and plans to play both sports in college ... Led his high school to three-straight CIF Volleyball titles and was All-CIF the past two years as an outside hitter ... Considered as a candidate for the 2004 Olympic Games in volleyball ... Had a good summer playing for Pump N Run Club BB Team ... Rated as the No. 3 forward in California by PrepWestHoops ... Priority will be basketball but plans to play volleyball after basketball season is completed.
BASEBALL: Hector Ambriz, Right-handed pitcher from Valencia HS and lives in Placentia, CA...MVP of League as freshman, sophomore and senior...#41 HS prospect by Baseball America...Second in Orange County in strike outs and wins...Has also played catcher...Excellent hitter.
Scott Botterman, Right-handed pitcher from Grapevine HS in Grapevine, Texas ... Top student-athlete who can develop into a fine college pitcher ... His father Barry played at UCLA for former coach Art Reichle.
Brett McMillan, Left-hand hitting infielder from Ponderosa HS and lives in Shingle Springs, CA ... He is 6-5 and built like former UCLA third baseman and major leaguer Troy Glaus ... Considered the best power-hitting prospect in the state by UCLA coaches.
Daniel Miltenberger, Right-handed pitcher from Laguna Hills HS and lives in Mission Viejo, CA ... Considered as one of the top pitchers in the state ... Very impressive at the Area Code Games ... Coaches believe he can be a starter as a freshman.
Stephen Moss, Right-handed hitting outfielder from Notre Dame HS in Sherman Oaks, CA ... Solid all-around all-league player who is both an effective hitter and fielder with good speed.
Paul Oseguera, Left-handed pitcher from La Costa Canyon HS and lives in Encinitas, CA ... Considered as one of the top five pitchers in the state and may be the top lefty ... Expected to make an immediate impact in the program.
Manuel Parra, Left-handed pitcher from American River JC and lives in Citrus Heights, CA ... Power pitcher who dominated JC hitters last year...Can also hit well enough to DH when not pitching.
Will Penniall, Switch-hitting infielder-outfielder from La Canada HS in La Canada, CA ... Has outstanding speed and athletic ability to play infield or outfield ... Starts for his high school team at sweeper in soccer but will only play baseball for UCLA ... 4.5 honor student.
Adam Simon, Right-handed pitcher/outfielder from Bishop Amat HS in Puente Hills, CA ... Tremendous two-sport athlete who will only play baseball for UCLA ... Starting all-league wide receiver and defensive back in football for his high school team that advanced to CIF Quarterfinals ... Helped pitch his team to the CIF Championship last year ... Good-hitting centerfielder when he isn't pitching and will do both for Bruins.
Garet White, Left-handed pitcher from Centennial HS and lives in Bakersfield...Father Brett was a former kicker for UCLA football team in 1974 and 75...He handed area CIF favorite Stockdale its only two league losses...He is a quality pitcher.
MEN'S GOLF:
Spencer Levin, Elk Grove HS, Elk Grove, CA ... Second-team All-American last year as he recorded five Top 10 finishes and won the Western Regional Tournament ... Won the AJGA Polo event Thanksgiving weekend at Disney World, beating all of the other top high school players in the nation ... Ranked No. 14 in the nation last year, currently No. 1 this year.
WOMEN'S GOLF:
Susie Mathews, Rossyln Park, Australia ... Ranked fourth among Australian Amateurs last year and made the cut as an amateur for the Australian Women's Open ... She fired a score of 67 in the second round ... Currently a member of the Australian Women's National Team.
GYMNASTICS:
Holly Murdock, Northern Ireland ... Placed 14th in the all-around at the 2001 World Championships, the highest finish ever by a British gymnast at a World Championships or Olympic Games ... Captured first place on vault and beam at the 2001 British Championships and won a silver medal in the all-around and bars ... Also competed at the 1999 World Championships and was the alternate for the British Olympic team in 2000 ... Placed first in the all-around, vault, bars and beam at the 2001 Northern European Games.
Kate Richardson, Elite from Coquitiam, British Columbia...Competed in 2000 Olympic Games for Canada...She was a Canadian all-time best of 15th in the All-Around in Sydney...She then finished 16th in the all-around at the 2001 World Championships...She won the Canadian 2001 National Title.
WOMEN'S ROWING:
Michelle Fickling, Capistrano Valley HS and lives in Mission Viejo, CA ... A former high school tennis player who turned to rowing ... Member of Newport Aquatics.
Lindsey Hurban, Mission Viejo HS and lives in Trabuco Canyon, CA ... Former soccer and track athlete who became a rower ... Member of Newport Aquatics ... Has held the stroke position in her boat previously.
Lauren May, Canyon HS and lives in Anaheim Hills, CA ... Former volleyball player who turned to rowing ... Member of Newport Aquatics.
Shannon Packer, El Toro HS and lives in Lake Forest, CA ... Key member of his high school tennis team and also played soccer before switching to rowing ... Member of Newport Aquatics.
Elizabeth Pallas-Jacobs, University City HS and lives in San Diego, CA ... UCLA's No. 1 recruit and an impact rower ... She is one of the top junior rowers in the USA and rows for the San Diego Rowing Club ... She was one of the keys in the boat that won the Head of the American and Head of the Estuary events for the first time for her club team ... Honor student.
MEN's SOCCER:
Evan Corey, forward-midfielder from LA Baptist HS and lives in Van Nuys, CA ... Did not play HS soccer until this year, but was a top club player for West Valley Samba ... Member of both the ODP Region IV and State Teams.
Michael Gardner, midfielder from Damien HS in Alta Loma, CA ... All-CIF player who recorded 81 assists in his first three seasons ... Member of the ODP Region IV and State Teams ... Plays for the Irvine Strikers club team along with fellow recruits Jordan Harvey and Eric Reed.
Jordan Harvey, defender from Capistrano HS in Mission Viejo, CA ... Gatorade State Player of the Year ... Has 23 caps and 93 overall appearances in two years as co-captain of the U.S. U-17 national team ... Left-footed fullback is a Parade All-American.
Lukas Mehring, midfielder-defender from Malibu HS in Malibu, CA ... All-CIF player and league co-player of the year ... Scored 32 goals in 20 games ... Led HS to the 2001 CIF Championship ... Member of the ODP Region IV team ... Team captain of the SoCal United club team that won the 2001 Premier League Championship.
Nate Pena, goalkeeper from Mater Dei HS and lives in Yorba Linda, CA ... CIF Defensive Player of the Year in 2001 after posting 14 shutouts and leading his team to its second consecutive CIF title ... Member of the ODP State Team ... Helped JUSA Select Team to Nomads Tournament win last November.
Eric Reed, goalkeeper from Laguna Hills HS and lives in Mission Viejo, CA ... Member of the U.S. U-18 team ... Led his regional team to the 2001 ODP National Championship, where he won the 'Golden Glove' award ... Three-time All-CIF selection and won the school's scholar-athlete award in 2001.
WOMEN'S SOCCER:
Stacy Lindstrom, midfielder from Aliso Niguel HS and lives in Laguna Niguel, CA ... Parade All-American who is graduating high school a year early ... Member of the U.S. Under-18 and U-19 Teams ... 2001 NSCAA/adidas U-16 Youth All-American ... All-CIF first-team selection ... Top player for Southern California Blues ... Rated as one of top recruits in the nation.
Jill Oakes, midfielder-defender from Harvard-Westlake HS and lives in West Hills, CA ... Gatorade State Player of the Year ... One of only two prep players last summer on the U.S. U-21 National Team ... Scored the game tying goal against Germany in the semifinals of the Nordic Cup, helping Team USA earn a spot in finals on its way to a gold medal ... Was the only high school player nominated for U.S. Soccer's Young Athlete of the Year Award ... NSCAA/adidas U-17 Youth All-American and the CIF Defensive Player of the Year in 2001.
Katie Rivera, forward from Santa Margarita HS and lives in Mission Viejo, CA ... 2001 NSCAA/adidas U-16 Youth All-American and first-team All-CIF selection who missed her senior season due to ACL knee surgery ... Member of the U.S. Under-19 National Team Pool ... Plays for So. Cal Blues club team.
Allie True, midfielder from Monte Visa HS and lives in Alamo, CA ... Considered perhaps the top player in Northern California and among the top 10 in the State ... Member of the U-19 U.S. National Team and a candidate for the U-19 US World Cup Team ... 2001 NSCAA/adidas High School All-American ... National ODP player since U14s.
WOMEN'S SOFTBALL:
Caitlin Benyi, Shortstop, Horizon HS and lives in Scottsdale, Arizona ... Three-time All-State selection ... Plays for PV Premier ASA Team ... Hit 12 home runs as a sophomore in high school ... 5-9 infielder also was an outstanding soccer player in being named 2001 State Player of the Year ... Plans to play only softball at UCLA.
Andrea Duran, Utility, Selma HS in Selma, CA ... Can play anywhere in the field or pitch ... Hit .489 last year in high school with 47 out of 47 in stolen bases while batting leadoff ... Won 20 games as pitcher in leading team to area CIF title ... Was 6 for 10 in the playoffs at the plate ... Central Sequoia League MVP ... All-Fresno Bee selection past two years ... 4.0 student.
Michelle Turner, Pitcher-Utility, JF Kennedy HS in Buena Park, CA ... Orange County Register Softball Player of the Year for 2001 ... Three-time All-CIF selection ... Considered as the No. 1 pitching prospect in Southern California ... Played for Golden Panthers ASA Team.
Emily Zaplatosch, Catcher, Horizon HS and lives in Scottsdale, Arizona ... Had an outstanding hitting summer for PV Premier Team ... Helped her ASA team win the 1998 National Championship ... Two-time All-State selection and the 2001 Scottsdale area Player of the Year ... Also the starting goalkeeper for the soccer team and was named to the All-State team ... 3.8 student.
WOMEN'S SWIMMING:
Kendell Butler, Butterfly Events, Westminster School in Atlanta, GA...Was a national qualifier with prep bests of 56.32 for 100 and 2:02:34 for 200 butterfly events.
Shellene Catalano, Breaststroke Events, Clovis West HS and lives in Fresno, CA ... Versatile swimmer who can also do fly and IM events ... Top 8 finisher in both the 100 and 200 breast at Junior Nationals ... Has gone 56.33 in 100 fly and 2:18.94 in 200 breast.
Kristabelle Daley, Butterfly Events, Placer HS in Auburn, CA ... Placed seventh at US Open Meet in 200 butterfly ... Olympic Trials qualifier in the event ... Team MVP in 1999, 00, 01.
Liz Keating, Distance Freestyle, St. Ursula Academy in Cincinnati, OH...Has best times of 4:57:32 in the 500 free and 17:10:18 in 1650 free.
Taylor Spivey, Backstroke events, transfer from Auburn University and lives in Atlanta, GA...NCAA All-American in 2001 with best times of 54:13 in the 100 back and 1:57:20 in the 200 back.
Kimberly Vandenberg, Sprinter/Butterfly Events, Campolindo HS in Moraga, CA ... Top sprint butterfly specialist ... Has swam 23.08 in the 50 free, 49.41 in the 100 free, 1:48.14 in the 200 free, 55.30 in the 100 butterfly and 1:58.94 in the 200 butterfly.
Luisa Los-Santos, Breaststroke Events, The Peddie School in Highstown, New Jersey ... Member of the Malaysian National Team who has come to the States for high school ... Represented her country this summer at the Southeast Asia Games ... Has potential to develop into a fine college swimmer.
WOMEN'S DIVING:
Carly Banks, 1-3-10 Meters, Laguna Hills HS, Laguna Hills, CA...finished third in CIF Championships...HS All-American, who dives for Mission Viejo Nadadores...Senior national qualifier and junior national scorer...
Amanda Blong, 1-3-10 Meters, Sidwell Friends School and lives in Potomac, Maryland ... Has been an outstanding age group diver who can excel on all three boards ... Junior All-American.
Sara Clark, 1-3-10 Meters, Los Gatos HS, Los Gatos, CA...One of top divers in Northern California...HS All-American and junior national finalist. Will add depth to the program.
Paige Thompson, 1-3-10 Meters, Mountain Pointe HS in Phoenix, Arizona ... High School State Champion and State Diver of the Year ... Has done well in various age group meets.
MEN'S TENNIS:
Aaron Yovan, University HS, Irvine, CA ... Ranked No. 29 in the country in the boys' 18s singles division ... Led his high school team to the CIF title as a sophomore ... Was league champion as a junior ... Played No. 1 singles the past three years.
WOMEN'S TENNIS:
Jacqueline Carleton, John Newcombe Tennis Academy and lives in Jenkintown, Pennsylvania ... Ranked No. 16 in the USTA Girls' 18 singles rankings ... Won the doubles and reached the singles finals at the USTA International Grass Courts in Philadelphia last August ... Top student.
MEN'S TRACK & FIELD:
Matthew Bruno, Sprinter, Trabuco Hills HS and lives in Mission Viejo, CA ... CIF Division II 100 meter champion and won the Master's Meet to qualify for State ... Ran 10.5 wind-aided at State and then 10.62 in the finals to finish third.
Chris Dunbar, Sprinter, St. Mary's HS and lives in Oakland, CA...One of top llth grade sprinters in the State, but has been hurt most of his senior year...Also was an outstanding football player, but will concentrate on track and field at UCLA.
Craig Everhart, 400 Meters, Davis HS and lives in Tacoma, WA...One of tops in the nation...had #1 indoor mark in the fall and had the #5 llth grade outdoor mark in the nation at 47.09 for 400 meters.
Michael Landers, Pole Vault, Golden Valley HS and lives in Merced...Won 2001 California State High School Championship at 16-3, which was #2 llth grade mark in the nation...Has gone 15-9 already this year.
David Murphy, Pole Vault, Arroyo Grande HS in Arroyo Grande, CA...One of nation's top prep pole vaulters and has #2 mark at 16-0 feet going into California State Meet...League Champion.
Justin Nelson, High Jump, Murrietta Valley HS in Murrietta, CA ... Finished second in the 2001 California State Meet at 6-10 ... Also does the triple jump ... League champion.
Brian Ruziecki, Shot Put/Discus, Huntington Beach HS in Huntington Beach, CA...CIF Shot Put Champion and runner-up in the discus...Has thrown 61-0 in the shot put and 188 in the discus.
Chauncee Smith, 100-200 Meters, University City HS in San Diego, CA...Was 5th in the State Meet last year at 100 meters...Will provide depth in the sprint events.
Matthew Willis, 110-400 Meter Hurdels, Servite HS and lives in La Palma, CA..Has California's second best time in 300 hurdles at 37.79 heading into the State Meet...League and CIF Champion...
WOMEN'S TRACK & FIELD/CC:
Tiffany Brown, 400 hurdles, 400 meters, Stockdale HS in Bakersfield, CA..CIF area champion at 300 meter hurdles and state finalist in event...also started for Basketball team that went to State Tournament...Will only do track here...can do all hurdle and sprint events.
Ashley Caldwell, Distances, Los Gatos HS, Los Gatos, CA ... Central Coast CIF 800 Champion ... Has run 2:10 for 800 meters and can also run 1600 meters and cross country ... Excellent student.
Jennifer Esser, Distances, Foothill HS in Pleasanton, CA...Strong cross-country and track & field distance runner...Will do cross country, plus be trained for 1500 meters and up in track & field...All-Area performer.
Sheena Gordon, High-Triple Jump, McDowell HS, Erie, Pennsylvania ... Honor student who is considered perhaps the nation's No. 1 high jump prospect and one of the Top 3 triple jumpers ... She can also run hurdles and may develop into a Heptathlete ... Scored 36 of her school's 57 points in winning the high school State title ... Won the Class AAA high jump, long jump and triple jump and placed second in the 100 meter hurdles ... National Prep Indoor Record Holder in triple jump ... Has gone 5-10 in the high jump and 42 feet in the triple ... Named the Pennsylvania Female Track and Field Athlete of the Year.
Dawn Harper, Sprint-Hurdles, East St. Louis HS and is from Belleville, Illinois ... Recommended to UCLA by Jackie Joyner-Kersee ... State Hurdles Champion with the third-best national mark of 13.54 in 100 lows and ran 44.18 in winning the 300 hurdles ... Will run hurdles and sprint events for UCLA.
Chelsea Johnson, Pole Vault-Hurdles, Atascadero HS in Atascadero, CA...#1 outdoor prep pole vaulter so far this season with a 13-6 mark...Also finished second in CIF Championship in 100 hurdles...Won the Mt. Sac Relay Pole Vault event with a record mark of 13-4...Won 300 hurdles at CIF Championships last year...Also standout in volleyball and soccer...Father Jan won a bronze medal in the pole vault at the 1972 Olympics.
Jenna Timinsky, Distances, San Dieguito Academy and lives in Encinitas, CA ... Four-time San Diego High School Cross Country Champion and CIF Champion at 800 meters ... Won the 2001 California High School State Cross Country Championship ... State qualifier in track and field and finished fifth in the 800 meters at the 2001 State Meet and has run 2:09 ... 4.5 honor student with 1400 SAT's.
Kamaiya Warren, Shot Put/Discus, St. Mary's HS and lives in El Sobrante, CA...Northern California champion in shot put and discus and top 4 finisher in state meet in both events...Also fine basketball player, but will concentrate on throw events at UCLA...
Sarah West, Distances, Davis HS in Davis, CA...Considered #1 distance runner in Sacramento County...League Champion in both cross country and track & field...Had #5 mark at 3200 meters with a 10:46:50 indoors...
MEN'S VOLLEYBALL:
Matthew Acosta, 6-1 outside hitter-libero, Colegio San Ignacio del Loyola HS, San Juan, Puerto Rico...Brother of current UCLA starter Jonathan Acosta...2001 USA Jr. Olympics All-Tournament Team....One of top players on the island this year, who was nationally recruited.
Paul George, 6-5 setter-hitter, Chatsworth HS, Chatsworth, CA...LA City Player of the Year for leading HS to LA City Title...MVP of championship match...two-time team MVP...2001 team captain for his club team...Left-Handed player.
Patrick Nihipali, 6-9 middle blocker, Mira Costa HS and lives in Yorba Linda, CA. Considered as perhaps the No. 1 volleyball recruit in the nation ... Led Mira Costa to the CIF title last year ... His brother Paul played on two UCLA NCAA Championship men's teams, while sister Amy played for the Bruin women's program.
WOMEN'S VOLLEYBALL:
Nancy Barba, 6-1 middle blocker, Westwood HS and lives in Austin, Texas ... 4.0 honor student who is a two-time All-State selection ... Had an excellent club season.
Haley Jorgensborg, 5-11 setter, Marymount HS and lives in Pacific Palisades ... Led Marymount HS to two straight California State titles as a setter-hitter in a 6-2 attack ... Lefty who helped her club team reach the finals at the Davis Invitational last July ... Likely CIF Player of the Year in her division.
WOMEN'S WATER POLO:
Lauren Heineck, Two-Meter/Driver, El Toro HS and lives in Lake Forest, CA...Moved to California this summer from Annapolis, Maryland to train with USA National Team...Starter for USA National Youth `A' Team and has traveled internationally with national team...One of best combo offensive/defensive players in nation...Selected UCLA over USC and Stanford...Was rated #1 out of state recruit before moving to California.
Kristina Kunkel, Two-Meter, Santa Margarita Catholic and lives in Dove Canyon...6-0 inside standout who may be the best all-around recruit in the nation...Has scored over 50 goals each of the last two years of high school while gaining All-CIF honors...Jr. All-American in 1998, 99, 2000...Starter for USA National Youth `A'...Picked UCLA over Stanford.
Kelly Rulon, Driver, University HS in San Diego, CA...Versatile player that has excelled at every level...Plays a key role on USA National `A' Youth Team...Former MVP at Jr. Nationals...Two-time All-CIF player...Can be a standout on both the offensive and defensive ends of pool...
MEN'S WATER POLO:
Joseph "Will" Didinger, Goalkeeper from Mira Costa HS in Manhattan Beach, CA ... Two-time All-CIF selection and named a second-team Junior All-American last summer ... Member of the USA Youth team.
Thomas Foley, Driver from Menlo School and lives in Woodside, CA ... First-team All-CIF selection ... Helped high school to two straight CIF Central Coast Section Championships ... Honorable Mention All-American at the 2001 Junior Olympics.
Tyler Krikorian, Driver from Mira Costa HS in Manhattan Beach, CA ... Division III Player of the Year in 2000 and All-CIF in 2001 ... First-team All-American last summer at the Junior Olympics ... Relative of UCLA coach Adam Krikorian.
Michael March, Driver from Corona del Mar HS and lives in Newport Coast, CA ... 2001 Co-CIF Division II Player of the Year after leading his high school team to the CIF title ... All-CIF in 2000 when his team also won the title ... A member of the U.S. Youth National Team ... Considered perhaps the No. 1 recruit in Southern California and one of top 3 in nation ... Left-handed.
Nick Nolan, Driver from Santa Margarita HS and lives in Mission Viejo, CA ... First team All-CIF selection in 2001 ... First team All-American last summer at the Junior Olympics ... Also earned NISCA All-America honors as a junior.
Christopher "Logan" Powell, Driver from San Clemente HS in San Clemente, CA ... Co-South Coast League MVP ... Led his team with 91 goals, 48 assists and 90 steals ... Led his team to the CIF semifinals ... Left-handed and regarded as one of top 5 players in the State.
Chris Pulido, 2-meter defender from The Bishop's School in La Jolla, CA ... First-team All-CIF selection ... Was also a first-team All-American at the 2001 Junior Olympics ... One of top players in San Diego County.
David Shortenhaus, 2-meters in water polo, plus throws in track & field, from Las Lomas HS and lives in Walnut Creek, CA ... 6-4, 225 pound power player in water polo who will compete in field events (javelin and discus) after water polo season ... Honorable mention All-American last summer in water polo at the Junior Olympics ... Two-time water polo MVP of the North Coast Section ... Threw 185 feet in the discus at the Golden West Track Meet last spring.
Grant Zider, Driver from Menlo School and lives in Portola Valley, CA ... Northern California Player of the Year after leading Menlo to the past two CIF Central Coast Section Championships ... Had five goals in the 2001 championship match ... Earned All-CIF honors and was a first-team All-American at the 2001 Junior Olympics...NISCA All-American last year.
WOMEN'S WATER POLO:
Lauren Heineck, Two-Meter/Driver, El Toro HS and lives in Lake Forest, CA ... Moved to California this summer from Annapolis, Maryland to train with the USA National Team ... Starter for the USA National Youth 'A' Team and has traveled internationally with the national team ... One of the best combo offensive/defensive players in the nation ... Was rated the top out-of-state recruit before moving to California.
Kristina Kunkel, Two-Meter, Santa Margarita HS and lives in Dove Canyon, CA ... 6-0 inside standout who may be the best all-around recruit in the nation ... Has scored over 50 goals each of the last two years of high school while gaining All-CIF honors ... Junior All-American in 1998, 99, 2000 ... Starter for the USA National Youth 'A' team.
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Rep. Good encourages Rappahannock students to shed masks at school and rise up in opposition to mandates
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2021-10-20T09:48:00-04:00
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Courtesy of Rappahannock News
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en
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Fauquier Times
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https://www.fauquier.com/news/rep-good-encourages-rappahannock-students-to-shed-masks-at-school-and-rise-up-in-opposition/article_6cc075f0-31ac-11ec-bb61-bbdb837b8c80.html
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2454
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dbpedia
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https://mccorklefuneralhome.com/obituaries/mary-joyce-stockdale
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Mary Joyce Stockdale Obituary (1928
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Mary Joyce was born on June 10th, 1928 and passed away on
March 3rd, 2023 at the age of 94
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Mary Joyce Stockdale Obituary (1928 - 2023) - Durand, Illinois
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https://mccorklefuneralhome.com/obituaries/mary-joyce-stockdale
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Stephanie Leann Seelk
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Stephanie Leann Seelk On Sunday, June 16, 2024, the world of those who knew Stephanie Leann Seelk became quieter and much less bright with her untimely passing due to complications from diabetes. Stephanie was blessed with a smile that would brighten a room, a laugh that was contagious, and the ability to find humor anywhere
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Wilson County News -
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Audio articles on Wilson County News made possible by C Street Gift Shop in downtown Floresville!
On Sunday, June 16, 2024, the world of those who knew Stephanie Leann Seelk became quieter and much less bright with her untimely passing due to complications from diabetes.
Stephanie was blessed with a smile that would brighten a room, a laugh that was contagious, and the ability to find humor anywhere she went. She had a magnetic personality, and everyone wanted to be around her and be her friend, which came in handy in her career as an educator and school counselor.
Stephanie was the only child born to Willie F. Seelk and Sylvia Schubert Seelk on July 29, 1969. She was just shy of her 55th birthday when she left this world to be with her Savior.
She was preceded in death by both her parents and her grandparents.
Although Stephanie was taken too soon from us, she lived a life well lived and was blessed with many friends along the way.
Stephanie believed in education, was a lifelong learner and educator/counselor for 33 years. Her life of education began at St. James Catholic School in Seguin, Texas, where she attended from kindergarten through eighth-grade. She attended high school in Stockdale where she became a Brahma and was active in many school organizations. After graduation from Stockdale High School, as the valedictorian, she enrolled and attended Texas A&M where she earned her Bachelor of Science in Education.
Her first teaching job was at Pleasanton Junior High where she was a reading teacher for a few years until she earned her Master in School Counseling from Kingsville A&M University. Shortly after earning her degree, she was hired as a counselor at Pleasanton Junior High School, where she worked helping the youth for over 25 years.
In her 33 years at Pleasanton, she helped with many different organizations including cheerleading, student council, and honor society sponsor and serving as a leader and sponsor for many more including The Eagle Closet which she helped to manage and maintain. This was a project close to her heart because it helped children with their needs including clothing, shoes, school supplies, hygiene products, and food for home. During her years at Pleasanton Independent School District, she touched the lives of many students and developed many friendships along the way. She was truly a treasure to her Pleasanton Eagle family and will be missed greatly by her students and colleagues as well.
Her influence has changed the lives of many and helped so many others along the way with her incredible listening, advising, guidance, and counseling skills. Her passion in life was helping others, especially the youth.
She chose to help the youth at her alma mater by being a founding member of the Stockdale ISD Education Foundation. The foundation raises money to help teachers enhance the learning of students. She was a hardworking board member that was in charge of evaluating the grants and most importantly preparing and helping to host the gala each year to raise the funds. Stephanie was looking forward to retiring after this coming school year so she could focus more on raising funds for the foundation.
Stephanie is survived by her uncle, Delton Seelk of Seguin, and first cousins Winn Lindsey and wife Angel of La Vernia and Karol Kennedy of McDade.
Being an only child and from a small family Stephanie chose to adopt several of her friends as her family, which she is survived by Beverly Hummel, her best friend for over 40 years, and her family including the Baker and the Johnson families. She was lovingly referred to and introduced as “my other daughter” by Beverly’s dad, Pete. Stephanie and Beverly met as freshmen in high school, were college roommates, confidantes, co-conspirators, and each other’s ride or die until the time of Stephanie’s death. They were constant companions and were always there for each other during the good times and hard times. When they were together laughter could always be heard! Many hours were spent at family gatherings playing spinner dominoes and various games throughout the years. After Stephanie’s parents’ death, she spent many holidays enjoying the food and festivities making Beverly’s family her own. They had planned on retiring together and traveling and building a house where they could grow old and take care of each other … being the crazy old women living on the hill.
Stephanie is also survived by Jay Martin, her friend, running buddy, and personal fix it man for over 30 years, and his whole Martin family. He was her almost every Friday night eating buddy, estate sale partner in crime, and traveling buddy, where casinos were their main target. Lady Luck was something they both seemed to have in common and they enjoyed traveling all over the South seeing which one “had the nicest bathrooms”. Over the years, she enjoyed watching his children grow and spending time at their house enjoying a night of good food cooked by Jay, games, and just hanging out. Jay was very good at taking care of her and was known to send home leftovers, so she didn’t have to cook. She loved going to the Martin’s family gatherings, holiday dinners, and getting to enjoy the tasty food especially LaDonna’s lemon meringue pie and dressing. But most importantly the visiting. She was considered as one of the Martins and was so happy to be part of their wonderful family.
She is also survived by Mary Howard of Pleasanton, her friend for 29 years. When asked how she became a Howard it was all Gracie’s fault and Stephanie was glad for it. She started by helping Gracie in middle school with tutoring and it bloomed into an instant friendship with her mother, Mary, who was also blessed with the best sense of humor. Laughter seemed to just flow from them when they were together. Stephanie and Mary had a great friendship and were there for each other through good times, bad times, and fun times. Stephanie and Mary both worked for the Pleasanton school district until Mary’s retirement. Then they had a standing date to eat together each week and catch up. It was a bright spot each week that Stephanie looked forward to. Through the years, they enjoyed traveling to many different places including California, Rockport, Canyon Lake, and most recently becoming cruisers, in the last two years. Where they got to experience the Bahamas and Mexico through their excursions. But most of all Stephanie enjoyed being included in their family celebrations.
Stephanie, who had no children of her own, claimed her “Framilies” — friends that became family — kids as “her kids’”. They include Brandi Baker Whitener and husband Cary of Kingsburry and children Kaseton and KayliJo, Charlee Baker of Sutherland Springs (both girls followed her example and became educators); Logan Baker of Sutherland Springs, currently at Texas A&M where he just ordered his Aggie ring (she was so proud of him being an Aggie); Chance Martin and wife Cheyanne of Weatherford and children Edward and Elliette; Skyler Martin Catiller and husband John of Seguin and children Payton, Piper and baby boy on the way; Gracie Littlefield of Pleasanton and son Philip; and Gregory Howard Jr. and wife Amy of Pleasanton and children Charlotte and Gregory III. She loved each and every one of her kids and enjoyed watching them as they grew up and became adults and parents. She was their bonus aunt and was their confidant and counselor whenever they needed advise along their journey in life. They will serve as her honorary pallbearers.
Stephanie loved having fun, spending time with friends and family, and traveling, which she learned from her parents who traveled every summer while she was growing up. She also had a flare for fashion and was always up to date on the latest fashion trends. She had a fondness for animal prints, turquoise, bling, and purses. She loved shopping and many shopping trips were enjoyed with her friends. She loved traveling and was excited when it involved the games of chance, which made her recently found love of going on cruises an excellent choice. These trips gave her so much joy and led to much laughter.
Her laughter is something that will be missed by all. It was one of a kind and just made everyone around want to know the person with the contagious laughter and sparkling eyes. She will be greatly missed by all who knew and loved her.
A Celebration of Life will be held on Saturday, July 13, at 10:30 a.m., in Stockdale Church of Christ in Stockdale.
A private burial will follow at a later date.
In lieu of flowers, her loved ones ask that donations be sent to Stockdale ISD Education Foundation, P.O. Box 7, Stockdale, TX 78160 in memory of Stephanie Seelk or Pleasanton Junior High School, Eagle Closet/ Seelk, 1140 Jolly Street, Pleasanton, TX 78064.
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Gage Legaspi
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Learn more about Gage Legaspi's accomplishments, career highlights, and biography
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https://www.teamusa.com/profiles/gage-legaspi
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By clicking 'Sign Up', I agree to Team USA's Privacy Policy and Terms of Use
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https://www.trulia.com/home/1708-hazelwick-dr-bakersfield-ca-93311-240693487
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1708 Hazelwick Dr, Bakersfield, CA 93311
|
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1708 Hazelwick Dr, Bakersfield, CA 93311 is a 4 bed, 3 bath home sold in 2023. See the estimate, review home details, and search for homes nearby.
|
en
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//www.trulia.com/images/icons/app/app-icon-120.png
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Trulia Real Estate Search
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https://www.trulia.com/home/1708-hazelwick-dr-bakersfield-ca-93311-240693487
|
Beds & Baths
Number of Bedrooms: 4Number of Bathrooms: 3
Fireplace & Spa
Number of Fireplaces: 1Has a Fireplace
Levels, Entrance, & Accessibility
Stories: 2Levels: Two
Parking & Garage
Number of Garage Spaces: 2Has a GarageParking Spaces: 2Parking: 2 Car Garage
HOA Fee Frequency (second): NoneHas an HOAHOA Fee: $175/Monthly
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https://en.wikipedia.org/wiki/Frontier_High_School_(Bakersfield,_California)
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Frontier High School (Bakersfield, California)
|
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[
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2006-07-31T20:31:25+00:00
|
en
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/static/apple-touch/wikipedia.png
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https://en.wikipedia.org/wiki/Frontier_High_School_(Bakersfield,_California)
|
Public senior high school in Bakersfield, California, United States
Frontier High School (FHS) is a public American high school in Bakersfield, California. The school is part of the Kern High School District since its opening in 2006. Its campus is located on the corner of Allen Road and Olive Drive in Northwest Bakersfield.[2]
History
[edit]
Frontier High School was founded prior to the 2006–2007 academic year, opening its doors only to incoming freshmen and sophomores. The first day of class was held August 21, 2006.[2] Frontier's first graduating class was the Class of 2009.
The school's newspaper publication, entitled the Titan Tribune, posted stories and events online until 2011.[3] It currently does not run a newspaper.
Academics
[edit]
FHS provides the following AP courses:[4]
AP European History
AP Psychology
AP U.S. History
AP Calculus
AP English Literature and Composition
AP English Language and Composition
AP French Language
AP Spanish Language
AP Government
Athletics
[edit]
Mike Gibson is the FHS athletic director. FHS sports teams are called the Titans, and have their home games on campus.[5] The Titans participate in the South Yosemite League CIF Central Section and have varsity, junior varsity, and frosh/soph teams. The Titan Girls' golf and soccer teams have won the California Interscholastic Federation championship in both.
In 2010, Frontier won the Valley Championship in baseball in the (Div. II, CIF Central Section) playoffs Its football team also hosted the Valley Championship in the (Div. II, CIF Central Section) playoffs.
The sports FHS participates in, and their respective levels are:
Varsity, JV & frosh/soph – Football, Volleyball, men's basketball, women's basketball, baseball, softball, cross country
Varsity and JV – Women's tennis, women's soccer, wrestling, men's tennis, cheerleading, men's soccer, swimming, track and field
Varsity only – Men's Golf, women's golf, Men's Water Polo, Women's Water Polo
Notable alumni
[edit]
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https://veinternational.org/blog/2019/05/29/2019-bay-area-conference-exhibition-recap/
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2019 Bay Area Conference & Exhibition Recap
|
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2019-05-29T00:00:00
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Virtual Enterprises International
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https://veinternational.org/blog/2019/05/29/2019-bay-area-conference-exhibition-recap/
|
“VE companies from all throughout the nation and world come to the Bay Area Conference and Exhibition to experience great booths, salesmanship, and competitions and to enjoy the beautiful city of San Francisco. Everyone has so much fun and there is plenty of room to network and sell.”
– Jake Stuebbe, VE Regional Director
“The feeling of getting first place in our marketing plan competition at Bay Area was more than I could describe in words. Working hard for months, the looks on my team’s faces after getting called for our award made it all worth it. I love the Bay Area trade show and think that it provides an experience of a lifetime for all Virtual Enterprise students.”
– Vance Carsso, Safe N’ Sound, Murrieta Valley
|
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https://www.slideshare.net/slideshow/highperforming-in-highpoverty-schools-the-school-of-excellence-methodologypptx/252497757
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High-Performing in High-Poverty schools - The School of Excellence Methodology.pptx
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1. Presenters: Dr Muavia Gallie (PhD) Dr Corvell Cranfield (PhD) EMU-SISOPEN High-Performance in High- Poverty Schools Project 5 KPAs of the School of Excellence Methodology (SEM) NPO-2019/247866/08
2. Teaching with Poverty in Mind 2009 Six types of Poverty On the basis of social, economical and political aspects: 1. Absolute poverty. 2. Relative Poverty. 3. Situational Poverty. 4. Generational Poverty. 5. Rural Poverty. 6. Urban Poverty.
3. 2. Teaching with Poverty in Mind 2009 Professional Development Questions: Chapter 1: Understanding the Nature of Poverty 1. You can use the study guide before or after you have read the book, or as you finish each chapter. The study questions provided are not meant to cover all aspects of the book but, rather, to address specific ideas that might warrant further reflection. 2. Most of the questions contained in this study guide are ones you can think about on your own, but you might consider pairing with a colleague or forming a study group with others who have read (or are reading) Teaching with Poverty in Mind. 3. Consider how Jensen's definition of poverty compares with versions that you see or hear at your own school. 4. Which of the six types of poverty (situational, generational, absolute, relative, urban, and rural) are most prevalent at your school? How might the book's definitions of these types of poverty change the way you think about or approach poverty at your school? 5. How can understanding the four primary risk factors caused by poverty (emotional and social challenges, acute and chronic stressors, cognitive lags, and health and safety issues) change perceptions of low-SES students in your school? 6. How does poverty affect students at your school? Discuss strategies that might help you ameliorate these challenges. Chapter 2: How Poverty Affects Behaviour and Academic Performance 1. In what ways are the emotional lives of low-SES kids different from those of kids who come from middle- or upper-income families? What behavioural manifestations of these differences do you observe in school? How will you and your colleagues need to change your own behaviour to succeed with these students? 2. How do the three strong "relational" forces that drive students' school behaviours play out at your school? What proactive strategies can you use to influence these domains? 3. How do acute and chronic stressors affect low-SES students' behaviour and academic performance at your school? What can you do at your school and in your classroom to alleviate the devastating effects of chronic stress in students? 4. We have learned that the correlations between socioeconomic status and cognitive development can be significant. What effects of poverty on cognitive development have you observed in your own school? Think of some ways you and your colleagues can build low- SES students' core skills, assess their greatest areas of need, and provide hope and support. 5. How have health and safety issues influenced low-SES students' academic achievement at your school? Brainstorm some ways your school can provide improved health services and an "enrichment counter-attack" to mitigate these effects. Chapter 3: Embracing the Mind-Set of Change 1. What do we mean when we say the brain has the capacity to change? Looking at the big picture, what are the implications of neural plasticity and gene expression for educators and students? 2. Identify several strategies you can use to increase fluid intelligence in your students. 3. Think of some specific strategies and activities you can use to strengthen the processes in your students' academic operating systems. 4. Does the "enrichment mind-set" prevail at your school? Is every staff member united in the belief that every kid can succeed? If not, what are some steps you can take to change your school's collective mind-set?
4. Teaching with Poverty in Mind 2009 Chapter 4: Schoolwide Success Factors 1. Do you personally buy into the five factors in the SHARE model? 2. What, exactly, does "support of the whole child" mean? How well is your school meeting all students' needs? Which services and accommodations could your school add to help low-SES kids succeed? 3. With colleagues, assess which data your school most needs and discuss ways to gather them. 4. What role does accountability play in the SHARE model? To strengthen accountability, what changes might your school need to make? Which changes do you see as most essential? 5. What components of an enriched learning environment can your school incorporate into its culture? What obstacles might stand in the way? How can you reduce the impact of those obstacles? 6. Which common "achievement killers" has your school avoided, and which ones persist? 7. Which strategies for success have you found to work for you personally? What new ones can you add to your "toolbox"? Chapter 5: Classroom-Level Success Factors 1. In what ways do classroom-level success factors differ from schoolwide success factors? Which set do you have more influence over? 2. Do you agree or disagree with W. James Popham's assertion that "the standard achievement test makers have no interest in selecting test items that will reflect effective instruction," and why? How accountable do you think you should be for low-SES students' achievement, and why? 3. What is the purpose of building hope in the classroom? How much or how little hope do you see in the students you work with? Think of some new strategies that you and your colleagues can use to build hope. 4. Why are arts, athletics, and advancement placement curriculum essential for high-poverty schools? What do you think about policies that encourage more "drill and kill" in math and reading at the expense of these options? Could your students succeed in an advanced curriculum if they had stronger academic operating systems? If so, how can you facilitate that change? 5. Many high-poverty schools that focus on the arts still have high achievement scores. How much art is offered at your school? How much should be offered, in your opinion? If you think your school needs to offer more art classes, how could that be facilitated? Would anything else need to be cut? 6. The better students' academic operating systems are, the better they'll be able to handle the challenges that school and life throw at them. What do you do—and what can you do—every day to strengthen each part of the operating system? 7. What is the role of engagement in the learning process? Why do you think so many educators struggle with this issue? What percentage of classroom time do your students spend actively participating in such engaging activities as writing, discussing, planning, and drawing? List several strategies that you can use in your own classroom. When will you implement these strategies? Chapter 6: Instructional Light and Magic 1. How can you adapt the steps in Mr. Hawkins's lesson plan to your own classroom? 2. How does Mr. Hawkins's lesson plan match up with the classroom-level SHARE factors described in Chapter 5? What did he do well? What improvements could he make? 3. Contrast Mr. Hawkins's teaching with the teaching in a typical secondary- level class. In your opinion, does his lesson plan contain too much non- academic time? Too much academic content? Or does it achieve a good middle ground? 4. Does your school expect all teachers to be excellent? How would you rate your own teaching? Has your personal assessment of your own teaching changed? 5. What steps do you plan to take to strengthen your own professional work? When will you begin those? To whom will you be accountable?
5. More than 60% of South African children are poor • 7 July 2020 • More than six out of ten children (62,1%) are identified as multidimensionally poor, according to a report on Child Poverty in South Africa released by Statistics South Africa today. The report gives an in- depth analysis of the Living Conditions Survey that was conducted in 2015. Child poverty in South Africa is multi-sectoral, with the majority of children (0-17 years) suffering from multiple deprivations simultaneously. • Black African children (68,3%) show the highest percentage of multidimensional poverty as compared to their peers from other population groups. Multidimensional poverty is highly prevalent amongst double orphans (77,3%) and paternal orphans (75,0%) as opposed to non-orphans and maternal orphans. • The report shows that more than twice as many children living in rural areas (88,4%) face multidimensional poverty compared to children in urban areas (41,3%). The highest multidimensional poverty rates are found amongst children residing in Limpopo (82,8%) and Eastern Cape (78,7%). Gauteng and Western Cape, on the other hand, are best off with respectively 33,6% and 37,1% of children being multidimensionally poor. Those living in non-metropolitan municipalities (73,7%) indicate much higher multidimensional poverty rates than children in metropolitan municipalities (39,6%).
6. Black African children were more likely to be in multi-dimensional poverty compared to children of other population groups
7. Key Questions and Big Ideas: https://www.youtube.com/watch?v=NSOjVwL6WdI&t=149s
8. Dysfunctional Functional Excellence
9. 1. Attendance 2. Teacher Information 3. Learner Information 4. Annual Planning Integrated Readiness 5. Timetabling 6. Teaching, Learning & Assessment Schedule 7. Organo- gram 8. Teaching, Learning & Assessment Materials9 13
10. 8 School Readiness Components Under-performance Functionality 1 2 3 4 5 1.1 Attendance - Teachers Tick name Sign name Time in and out Principal monitor daily Absence submitted and processed 1.2 Attendance – Learners Record end of the week Record daily Record per period Record per subject Record engagement in classroom per subject 2. Teacher Information Biographical information Personal information Academic information Professional information Performance information 3. Learner Information Biographical information Personal information Socio-economic information Achievement information Expectations and aspirations information 4. Annual Planning Compliance planning Administrative planning Professional planning Ethical planning School Improvement Planning 5. Timetabling Compliance timetabling Implement 40% Implement 60% Implement 80% Optimal, efficient 100% 6. Teaching Schedules CAPS planning Schedules per quarter Schedules per month Schedules per week Schedules per day (task, homework, etc.) 7. Organogram No clear accountability, support & development agreement Accountability requirements are known Accountability linked to positions only Accountability linked to positions and functions Clear accountability, support & development at all levels 8. TL Support Materials TLSM to teacher only TLSM to teacher and selective learners TLSM to all for use in classroom only TLSM to all on first day of school for use beyond classroom TLSM issued to all, get returned very year (more than 90%) Manual System 10 14
11. School Turnaround Domains Domain 1 Teaching for Learning Domain 2 Leadership Domain 3 Personnel & Professional Learning Domain 4 School & Community Relationship Domain 5 Data & Information Management 1.1 Curriculum • Align • Review • Monitor • Communicate 2.1 Instructional Leadership • Educational Programme • Instructional Support 3.1 Personnel Qualifications • Requirements • Skills • Knowledge • Dispositions 4.1 Parent Involvement • Communicate • Engage 5.1 Data Management • Data Generate • Data Identify • Data Collect • Data Access • Data Support 1.2 Instruction • Planning • Delivery 2.2 Shared Leadership • School Culture • School Climate • Continuous Improvement 3.2 Professional Ethics • Respect for Learners • Connect with Learners 4.2 Family Involvement • Communicate • Engage 5.2 Information Management • Analyse • Interpret • Apply 1.3 Assessment • Align to Curriculum • Align to Instruction • Data Reporting • Data use 2.3 Resource Management • Resource Allocation • Operational Management 3.3 Professional Learning • Collaboration • Content • Pedagogy • Alignment 4.3 Community Involvement • Communicate • Engage 5.3 Knowledge Management • Patterns • Routines • Scenarios • Forecast 11
12. 4. School of Excellence Methodology (SEM) – Solution-driven to Beat the Odds Our Focus is to: • Accepting the full range of grade 7 learners results, into grade 8 (first 150 - 180); • Employing quality teachers from local communities who want every learner to have fun and to succeed; • Developing peer groups and independent learners who drive they own learning; • Protecting the Throughput rate of learners from poor and marginalized communities (prevent dropouts); • 100% Pass-rate, with Pure Mathematics, to create opportunity for Bachelors passes (access to universities). The Methodology • Culture of excellence The principal and deputies - (i) success of all learners, (ii) learners and teacher targets, (iii) learner dreams, (iv) learners and teachers risk analyses, (v) every day matters in attendance, (vi) extended learning time, (vii) lead instructional process and (viii) managing school results. • Curriculum management The senior teachers - (i) 170 Days of Instruction activities, (ii) curriculum chunking, (iii) daily lesson plans, (iv) classwork focus, (v) timetable transition time, (vi) weighting test and examination papers, (vii) annual assessment plan for school, and (viii) controllable Formal Assessment Tasks (continuous assessment) of learning. • Instructional management The HoDs (SMT) and subject teachers - (i) differentiated learning assessment questions, (ii) learners rubric assessment, (iii) learners action, to engaging, (iv) prepare for test and examination assessment, (v) learner leadership, and (vi) digital teaching for learning. SISOPEN (school intelligence system open-technology) • Tracking all instructional activities and TLAMS (teaching, learning and assessment management system) • Real-time, web-based system that has Artificial Intelligence (AI) throughout the system • Multiple portals system (learners, teachers and principals, etc.) having access to relevant, real-time data ‘just in time’ Purpose & Passion People & Process Platform & Performance People Process Platform & & Passion Performance & SEM Purpose
13. 22 Strategies of Excellence SLT = Principal & Deputies SMT = Deputies & HoDs HoDs and Teachers 8. Managing School Results 16. Weight Test & Exam Papers 22. Digital Teaching Time 7. Instructional Leadership 15. Manage Controllable FATs 21. Learner Empowerment 6. Extended Learning Time 14. No Homework 20. Test and Examination preparation (mind-map) 5. ’Every day Matters’ - attendance 13. Daily Lesson Plan 4. Learner and Teacher Risk Analysis 12. Annual Assessment Plan 19. Learner Action to Engagement 3. Learner Dreams 11. Curriculum Chunking 18. Learner Rubric Self- Assessment 2. Learner and Teacher Target Setting 10. Timetable Transition Time 1. Success for All Learners – 100% Pass rate 9. 170 Days of Teaching and Learning 17. 30% Low, 40% Middle & 30% High Questions Manage the Culture of Excellence Manage the Curriculum (CAPS) Processes Managing the Subject(s) (Ontology) Engagements In the Principal’s Office Outside the Classroom Inside the Classroom
14. Five Key Performance Areas (KPAs) of the School of Excellence Methodology (SEM) 1. Accepting the full range of grade 7 learners results, into grade 8 (first 150 - 180 applicants); 2. Employing quality teachers from local communities who want all learners to succeed; 3. Empowering teacher with creative and innovative pedagogies to deal with class-sizes of 45 - 48 learners; 4. Protecting the Throughput rate of learners from poor and marginalized communities (prevent dropouts); 5. 100% Pass-rate, with only Pure Mathematics, to create opportunity for Bachelors passes (access to universities.
15. No Selection and Admission 100% Pass-rate Mathematics Bachelors High Throughput rate (no dropouts) No ‘poaching’ of top teachers No SGB teacher to reduce class- size of 45 - 48 Accept full range of learner results 100% Pass-rate Mathematics Bachelors High Throughput rate (no dropouts) Teachers that care about every learner Self-directed (independent & peer) learning Inclusive Selection 1st Choice School Pass rate Pure Maths Bach. rate Quality Teachers Mentor Tutoring Gr 08 - Gr 12 45-48 Class-size Online Learning Gr 10 - Gr 12 Gr 11 - Gr 12 Heutagogy Learners INPUT PROCESS OUTPUT Questions: 1. Which balls will you keep together (at the same time) in the air? 2. Which balls are not important, or relevant to you? 3. What will be the consequences to learners and communities, when you make these choices? 4. Is it educational, ethically or morally justifiable when ‘dropping those balls’? 5. Are we ‘part of the solution’ for the country, or … ? 15 BALLS No-fees School Prof Develop
16. 1st Choice School Heutagogy Learners Online Learning Gr 08 - Gr 12 Gr 10 - Gr 12 45-48 Class-size Gr 11 - Gr 12 Pass rate Pure Maths Quality Teachers Prof Develop No-fees School Mentor Tutoring No Selection and Admission 100% Pass-rate Mathematics Bachelors High Throughput rate (no dropouts) No ‘poaching’ of top teachers No SGB teacher to reduce class- size of 45 - 48 Accept full range of learner results 100% Pass-rate Mathematics Bachelors High Throughput rate (no dropouts) Teachers that care about every learner Self-directed (independent & peer) learning Inclusive Selection 1st Choice School Pass rate Pure Maths Bach. rate Quality Teachers Mentor Tutoring Gr 08 - Gr 12 Normal Class-size Online Learning Gr 10 - Gr 12 Gr 11 - Gr 12 Heutagogy Learners INPUT PROCESS OUTPUT No-fees School Prof Develop Bach. rate Inclusive Selection
17. 1. Selection & Admission 06 Sep 2018 Insider tips to get into some of SA’s top schools Elizabeth Mamacos To help you to have the best chance at being accepted at the school of your choice, we have spoken to principals and teachers at some of South Africa’s top schools, to get some ‘insider’ advice. Here’s what they had to share: 1. It's about the parent, not the child • Gavin Keller, principal of Sun Valley Primary School and CEO of Sun Valley Group of Schools, says he believes in taking the first 128 students who apply. “I don't believe in school readiness testing or interview testing,” he says. • Keller does, however, believe in parent testing. “What parents do with their child between conception and Grade R will determine the future of the child,” he told us. “So arrogant, pressurising, over-anxious, obnoxious, demanding, helicopter and snow-plough parents are not welcome at our school. The child remains the client.” 2. Good all-rounders, Old Boys and early applications • The admissions secretary at Bishops Diocesan College in Cape Town told us that the school favours applicants who have good all-round talents to contribute to the school, i.e. well academically, and a solid sporting and cultural CV. All applicants to Grade 8 are required to write an entrance exam early in their Grade 7 year. The exam is grounded in the Grade 6 and Grade 7 South African curriculum, and consists of two subjects: English and Maths. There is an English comprehension and essay paper, and a Maths multiple choice and long question paper. 3. Keen interest in the school and its education principals • Anne-Marié Winkelman, a kindergarten teacher at Michael Oak Waldorf School in Cape Town, shared her advice to parents with us. Waldorf schools do not have a principal, … so as a kindergarten teacher, Winkelman will often be the final decider. • Most Waldorf schools hold an annual fair, which offers prospective parents and students a chance to see the school in action and to mingle with parents and current students. It’s also a great opportunity to engage with teachers and make a good impression. 4. Close involvement and commitment to the school's ethos • Marc Loon, principal of Kairos School of Inquiry in Johannesburg, says that being a parent of the school implies parent involvement. “We are a school of only around 70 children, so close involvement with the teacher and the school is inevitable,” he explained to us. • “As part of our admissions process, we need parents to understand that we are quite a different sort of school, and this implies different expectations with regard to the curriculum, extra-murals, and the family’s experience of being part of the school.” 5. Get your paperwork in order • Debra Le Riche, admissions secretary at Rhenish Girl’s High School in Stellenbosch, told us that acceptances are based on criteria from academic, sport, culture, leadership and community service involvement. • “The earlier they hand in their applications, the better, especially hostel applications,” Le Riche says. Late applications are rarely considered and only with a valid reason.
20. Cape Town - The Department of Basic Education (DBE) says it seems the secret in producing the best matric results in mathematics of highly celebrated provinces like the Western Cape, Gauteng and Free State, was to encourage very few pupils to take the subject. • This as maths participation in Grade 12 nationally has been declining - from 2018 to 2021 the number of pupils taking the subject dropped from 45.6% to 36.8%. • The DBE revealed this during a briefing to the Portfolio Committee on Basic Education about their plans to improve performance and participation in mathematics, science and technology (MST) subjects. • “About 36.8% learners are doing maths and the rest, 63%, are choosing maths literacy which is not going to assist us grow our economy. This is a challenge that we are working on. Provinces with lowest participants are Northern Cape that declined from 28.2 to 21.1% followed by North West 31.3% to 23.%. It is worth noting that the Western Cape is the third province declining from 30.4% to 26.3%, then Gauteng from 37.2% to 31.2% and Free State 39.0% to 36.4%. • “These last three provinces are always celebrated as producing good and the best but their secret is to get as little as possible number of pupils taking maths and encourage many to take maths literacy. As we celebrate them we must understand this. Then we get provinces like the Eastern Cape and KwaZulu-Natal where more than half the learners do maths however they are now also copying these three celebrated provinces having less learners to take maths so that their pass can also be good,” the DBE’s David Hlabane said. •CAPE TIMES Department of Basic Education claims provinces discourage pupils from doing maths Basic Education DeputyMinister ReginahMhaule. https://www.iol.co.za/capetimes/news/department-of-basic-education-claims-provinces- discourage-pupils-from-doing-maths-156b9fc6-9f77-4a6c-bd7a-99b7cadab8fa.
22. Equal Education calculates a throughput rate, which considers how many learners who were in Grade 2 in 2009, passed matric in 2019. This year the throughput rate was at 42%, quite a striking difference compared to the 81.3% (pass rate) the Department of Basic Education is presenting, writes Malin Steinsland 08 Jan 2020 OPINION: Why matric throughput rate is a better indicator of success Malin Steinsland
23. Causes of High School Dropouts https://teens.lovetoknow.com/Causes_of_High_School_Dropouts Low-income families - Parents who work long hours or are uneducated themselves may be unavailable to make sure teens go to school or help them with homework. Kids in low-income families may also not have access to resources needed to complete work at home. 1. Academic under-achievement - Teens who aren't performing well academically may be unmotivated to work harder or may develop low self-esteem. 2. English as a second language - Kids who have trouble understanding teachers or whose teachers have trouble communicating with them may feel less confident in their ability to complete school. 3. Disabilities - Teens with physical or learning disabilities may not receive the help they need to give them confidence in their own abilities. 4. Social problems - Kids who are bullied or have trouble making friends may not want to stay in school. 5. Mental health concerns - Depression, anxiety and other mental health issues can make it difficult for kids to cope with a demanding school environment. 6. Drug and alcohol abuse - Teens under the influence aren't able to make sound decisions or function in a typical manner in public.
25. Maths % nGrade 10 learners as base (100%) of same year (pattern), not cohort nGrade 12 learners (Thoughput rate)
26. Mathematics Percentage Annual School Fees Maths % School Fees NSC Pass % 10 - 12 Dropout % NSC Pass Percentage Dropout Percentage
27. KPA Indicators of SEM Accept full range of learner results Teachers that care about every learner High Throughput rate (no dropouts) Self-directed (indep. & peer) learning 100% Pass-rate Mathematics Bachelors 0% 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% Inclusive Practice No-fees School Quality Teachers Prof Develop Mentor Tutoring 45-48 Class-size Heutagogy Learners Gr 08 - Gr 12 Pass rate Pure Maths 1. 2. 1. 2. 3. 1. 2. 1. 2. 3. Gr 10 - Gr 12 Gr 11 - Gr 12 Bach. A-ratio 1. 2. 3. 1st Choice School Online Learning
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Class Notes
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Kenyon Alumni Magazine
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Share what’s happening in your life. We want to hear from you! Email your updates to classnotes@kenyon.edu or submit a note using the form link above.
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https://www.facebook.com/23ABCBakersfield/videos/kern-county-law-enforcement-foundation-officer-of-the-year-awards-dinner/452865789725455/
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The Kern County Law Enforcement Foundation is hosting their Officer of the Year Awards Dinner. The event which honors officers and citizens who have made...
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The Kern County Law Enforcement Foundation is hosting their Officer of the Year Awards Dinner. The event which honors officers and citizens who have made...
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https://static.xx.fbcdn.net/rsrc.php/yT/r/aGT3gskzWBf.ico
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https://www.facebook.com/23ABCBakersfield/videos/kern-county-law-enforcement-foundation-officer-of-the-year-awards-dinner/452865789725455/
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https://westcliffathletics.com/sports/wvball/2020-21/releases/20200717ntp81r
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Women's Volleyball Preview: New Team, Same Attitude
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A year ago, they were known as the “Road Warriors.”
From August 21st until the 17th of October, the Westcliff women’s volleyball team played 18 consecutive road matches, winning 11.
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Westcliff University
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https://westcliffathletics.com/sports/wvball/2020-21/releases/20200717ntp81r
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by BRANDON PETERSEN
A year ago, they were known as the "Road Warriors."
From August 21st until the 17th of October, the Westcliff women's volleyball team played 18 consecutive road matches, winning 11.
It was a remarkable group of players, led by 10 seniors, who all said goodbye on a memorable senior night that included a pink-out charity function, as well as a nifty 3-1 win over visiting OUAZ.
But even though the Warriors lost a lot of firepower to graduation, head coach Derrick Trent is in no mood to rebuild.
"We will be reloading this year, not rebuilding," he said. "We have great expectations for this coming season."
Trent has many reasons to be optimistic, including a number of big-time contributors from last year's squad who will return, as well as an exciting infusion of talent that will suit up at Westcliff for the first time.
Among his returners, Trent may count on Rylee Adair most, as she steps into the starting libero position and will spearhead Westcliff's defensive effort.
"She was instrumental for us last year," Trent said. "She kept working hard and setting a standard on this team of what it means to be a libero."
Adair is an intense competitor, but she also brings a steadiness that Trent describes as a calming influence that her teammates rely on.
"No matter what, she always has the defense in control," Trent said. "She is always leading and directing the defense and really holds that back line steady."
Libero Sierra Lim will also be incredibly important for Westcliff's defense in 2020. A major contributor a year ago, Lim is beloved by her teammates, and Trent says he will count on her to take on a leadership role this year.
Another team leader will be outside hitter Leah Price. Price is now the oldest member of the team, and her guiding influence will be paramount.
Trent says Price brings maturity to the squad and he is excited to see how she teaches the younger players what it means to be a Warrior.
A year ago, Hailey Frey was just beginning that journey as a freshman, but after winning the team's Most Improved Player award, Trent says Frey will set a good example for young players looking to make an impact.
"She will have to step into some big shoes to help the incoming freshmen transition to college life," Trent said. "She learned so much from last year's senior class, so now that they're gone, we still have a solid person who can continue to lead with the same passion and maturity that they led with."
Two more returners for Westcliff fans to keep an eye on in 2020 are Brooke Scheidle and Amanda Gross, perhaps Trent's most explosive, above-the-net players.
Gross was an absolute beast for the squad a year ago at outside hitter, where she sent home 143 kills, second only to team-leader Sarah Roach.
"(Gross) always has a fire to push our team to be more competitive every time she steps on the court," Trent said. "I'm excited to see her instill that same passion in the younger players."
Scheidle, meanwhile, was a force on the defensive end at opposite, where she made her mark taking on the opponent's best attackers at net.
Scheidle finished with 16 blocks and 39 digs on the defensive end and chipped in 60 kills on offense as a reserve player with limited minutes.
"She was a key player for us last year," Trent said. "She garnered a lot of blocks on the right side and shut down many of our opposing teams' best hitters. Because of her beach (volleyball) background, I know she will bring even more than she did last year and help us bring some consistency to the opposite position."
As if his group of returners wasn't reason enough to be optimistic, Trent's recruiting period has gone fantastically well, and Westcliff will look forward to reloading with some incredibly explosive players.
Perhaps the biggest name on the list of newcomers is Kami Marion, an incoming freshman out of Stockdale High School in Bakersfield.
Marion, who sports an eye-popping vertical, has won league championships, has been to CIF, and is a gold medal winner at the club level (Bakersfield Volleyball Club).
"She brings a hunger to win and expects nothing less of herself," Trent said.
Trent has known Marion personally since she was 13 years old.
"Even back then, you could tell she was a perfectionist every time she stepped on the court," he said. "I am so excited to have someone like her in our gym."
Two more names to look for among the newcomers will be Meghan Tilschner and Trinity Bennet.
Tilschner (Exeter HS) will come in and fill the sizable shoes of Tiana Gildernew at setter, and Trent says she is going to be a key player in 2020, bringing instant fire power to the position.
Bennet, a transfer out of Casper College, is a powerhouse hitter from Hawaii who will help bring maturity and college experience to the squad.
"We have so many great new recruits coming in that there's just not enough time to talk about all of them," Trent said. "Each one is going to bring a lot to our team. I really can't say enough (about the recruiting class)."
Trent is a perfectionist himself as a coach. One of his favorite quotes is, "Practice does not make perfect – perfect practice makes perfect."
His coaching philosophy stresses team unity, respect and trust as well as positive reinforcement, reliability and delegation.
It's these types of values that help volleyball teams not only survive 18-game road trips, but thrive within them.
Trent says the Warriors are looking forward to a little more home cooking in 2020, and with the COVID-19 pandemic still ongoing, it's a certainty that Westcliff will be playing a Southern California-only schedule.
August matches have been cancelled, but will hopefully be made up on the backend, if and when the season gets the green light from the NAIA and the California Pacific Conference.
"Our players are dealing with COVID as well as then can, home workouts, and finding a way to play, even if it's against a wall," Trent said. "They are just getting excited as we get closer and closer to our move-in date.
"They can't wait to get back in the gym."
To contact Brandon Petersen, e-mail brandonpetersen@westcliff.edu.
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California State University at Bakersfield Athletics
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"California State University at Bakersfield Athletics"
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2020-02-20T00:00:00
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Just two days after dropping a heart breaker to Loyola Marymount, on the road, the Roadrunners return to the friendly confines of Hardt Field to begin a three-game
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California State University at Bakersfield Athletics
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https://gorunners.com/news/2020/2/20/baseball-bakersfield-home-for-three-with-san-francisco.aspx
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Mark Duffel
Baseball February 20, 2020
Bakersfield Home for Three with San Francisco
Follow @CSUB_Baseball
Bakersfield, Calif. - Just two days after dropping a heart breaker to Loyola Marymount, on the road, the Roadrunners return to the friendly confines of Hardt Field to begin a three-game set with the University of San Francisco, Friday. First pitch for game one is scheduled for 6 p.m. The two teams will meet again on Saturday at 6 p.m., with Sunday's finale set for 12 noon. CSU Bakersfield slipped to 2-2 with the loss at LMU, while USF enters the weekend with a 1-3 record in the early going.
The `Runners have received great production from both their line up, but this weekend they'll look for more consistency in the timeliness of executing at the plate.
"We're having a lot of success getting guys on base, so we don't want to change too much as far as what we're doing offensively," said CSUB Head Coach Jeremy Beard. "The timely hitting will come, we have too many good hitters so we just need to limit the strikeouts and try not to do too much at the plate."
Offensively, Bakersfield is hitting .273 and averaging more than 14 baserunners per game through the first four games of the season. Freshman Jacen Roberson, junior Damian Henderson and senior Tyler Jorgensen are all hitting over .350 for the `Runners.
Roberson opened the year hitting .636 in the series with Washington State, before he was held hitless against LMU on Wednesday. He did manage to reach base while leading off the first for the fourth consecutive game.
Henderson and Jorgensen each posted multi-hit games against the Lions. Henderson was 3-for-5 with a double, while Jorgensen finished 2-for-5 with a two-bagger and a run batted in. Henderson has a base hit in all four games this season. Jorgensen has a hit in three-straight.
On the mound, the CSUB starters have been electric in the early going. Over the course of 20 innings pitched, Roadrunner starters have turned out a 0.90 earned run average, while limiting opposing hitters to a .143 batting average. Bakersfield starters will enter this weekend's series having not allowed an earned run over 17 consecutive innings pitched.
SCOUTING THE DONS
The Dons bring a 1-3 record to Bakersfield, following a series sweep at the hands of CSU Northridge and a midweek win over UC Davis. USF swept CSU Bakersfield in San Francisco last season, with two of the wins coming by just one run.
San Francisco is hitting just .220 as a team through four games, with a pair of home runs and an on-base percentage of .320. The Dons are led by senior outfielder and lead-off hitter Tyler Villaroman who is hitting .471 with a home run, four stolen bases and five runs scored in the early going. Villaroman has yet to strikeout at the top of the USF line up.
On the mound, the Dons have allowed opposing hitters to put up a .282 average and reach base at a .364 clip. Opponents have dented the USF pitching staff for 10 extra-base hits over four games, resulting in a San Francisco ERA of 4.36.
`RUNNER RECAP
The `Runners took two-of-three from visiting Washington State to close out the first weekend of play with a winning record for the first time since taking a series against CSUN in 2016.
Bakersfield dropped game one, after stranding ten men on base, but rebounded to win the final two games of the series. The `Runners out hit the Cougars in all three games and received excellent starting pitching and defense.
CSUB starters combined to throw 14 innings and allow just five hits and two earned runs, while the defense made only one error and currently leads the WAC with a .992 fielding percentage.
Freshman Jacen Roberson paced the offense with a monster debut against Washington State. Roberson hit .636 for the series and scored four times.
CSUB dropped a midweek contest at LMU, when they allowed seven unearned runs in the eighth and fell 7-1. The loss spoiled an excellent start from Jaykob Acosta, who tossed 6.0 scoreless innings in his first career outing.
HOME IS AT HARDT
With a series win over Washington State, the CSU Bakersfield baseball team has now won eight straight series played at Hardt Field. The `Runners won all six of their home series in 2019, before taking 2-of-3 from the visiting Cougars last weekend. CSUB has not lost a three or four game set at home since May 2-4 of 2018 when Grand Canyon needed extra innings in game three to take the series.
ON THE RIGHT FOOT
Through one turn in the rotation the CSUB starting pitchers have certainly started 2020 on the right foot. Roman Angelo, Ethan Skuija, Davonte Butler and freshman Jaykob Acosta have combined to throw 20.0 innings, allowing just 2 ER and nine hits, for a 0.90 earned run average and a .143 average against.
Butler and Acosta have tossed scoreless outings in each of the past two games for the Roadrunners. Butler allowed just two hits over five, while Acosta scattered four base hits in six innings of work.
Skuija, a senior, surrendered just one unearned run over five innings while Angelo allowed just a pair of earned runs in four innings on opening day.
All told CSUB starters have now pitched 17.0 consecutive innings without allowing an earned run.
TABLE SETTING
Jacen Roberson has reached base to lead off the first inning in all four games so far this season. He recorded hits to open the CSUB half of the first in all three games against Washington State and was hit by the second pitch of the game at LMU.
'FOUR' CONSISTENCY'S SAKE
Four Roadrunners have reached base in all four games this season, led by junior Damian Henderson who is currently riding a four-game hitting streak to open the year. After posting a single hit in each of the first three games, Henderson erupted for three at LMU. He nearly had a fourth, but his hard shot to deep right center was flagged down on the warning track.
Jacen Roberson, Tyler Jorgensen and Will Picketts have also reached in every game this season. Jorgensen is riding a three-game hitting streak at the moment, while Roberson had a three-game hit streak of his own snapped against LMU. Though he did reach base via an HBP.
Picketts has hits in three of CSUB's four games this season, earning a walk in the fourth.
DANIEL'S BIG DAY
Senior Daniel Carrizosa bounced back to good health in a big way, when he made his season debut at LMU on Wednesday. Carrizosa finished the game 3-for-3 with a BB to reach base in all four of his plate appearances against the Lions.
HOME COOKING
With the series win over the Cougars, CSUB moved its home series winning streak to eight. The `Runners won all six of their home series in 2019 and haven't lost a three or four game set in Bakersfield since dropping 2-of-3 to Grand Canyon on May 4-6 of 2018. The Antelopes needed extra-innings in an 8-5 rubber match victory to escape Hardt Field with the series win.
WALK THIS WAY
CSUB walked ten times in Sunday's finale with WSU, he most in a single game since Mar. 8 of 2018, in a game versus Fairleigh Dickinson (10 BB).
UP TO SPEED
Freshmen Jacen Roberson and Kobe Silva eached reached base on three occasions in the team's opening day contest with Washington State. In the process they became the first `Runner freshman to reach three times in their collegiate debuts since Jeremy Rodriguez did so in 2009. Rodriguez hit the trifecta while competing in the very first baseball game in school history - an 8-7 loss to Saint Louis.
HOME FIELD ADVANTAGE
Crowds of more than 600 fans enjoyed all three of CSUB's season opening contests with Washington State. The `Runners drew more than 600 fans on just two occasions in 2019. The Crowd was rewarded for their turnout as Bakersfield took two from the Cougars, including a walk-off win off the bat of senior Eric Charles on Saturday.
JORGENSEN EARNS PRE-SEASON ACCOLADES
Senior infielder Tyler Jorgensen has seen the pre-season accolades rolling in on his behalf. Jorgensen, a Second-Team All-WAC selection last season after hitting .375 in league play was selected by the conference's coaches as a First-Team Pre-Season selection this season.
Jorgensen was also honored as a Pre-Season All-Conference Selection by Perfect Game College and DI Baseball.
HOME IS AT HARDT
CSUB will play a grand total of 33 games at Hardt Field this season, including 15 against WAC opponents. The `Runners will play 10 of their first 11 games on campus, hosting series against Washington State, San Francisco and Holy Cross.
Later in the season, Bakersfield will host future Big West opponents UC Riverside (3 Games), Cal Poly (1), UC Santa Barbara (1) and Hawaii (1). CSUB will also host single games with Pepperdine and Loyola-Marymount this season.
PRE-SEASON WAC COACHES POLL
The Roadrunners were selected to finish sixth in the conferences pre-season poll as voted on by the league's head coaches.
Grand Canyon was the WAC's pre-season favorite, garnering two first place votes and totaling 73 points. Three other teams received at least two votes to win the conference this season, while Sacramento State led the league with four first-place tallies.
2020 Pre-Season Coaches Poll:
1 Grand Canyon (2) 73
2 Sacramento State (4) 71
3 NM State (2) 66
4 UT Rio Grande Valley (2) 55
California Baptist 55
6 CSU Bakersfield 39
7 Seattle U 35
8 Utah Valley 29
9 Northern Colorado 18
10 Chicago State 9
`RUNNERS RECEIVING VOTES
Bakersfield grabbed seven points in the season opening USA Today Coaches Poll. The `Runners seven-point total ranked them in a tie for 43rd in the nation with the University of Connecticut. CSUB was the lone WAC team to receive votes in the pre-season poll, but three future Big West received votes as well.
Oregon State (#25), UC Santa Barbara and UC Riverside make three 2020 opponents to receive votes in the poll.
HOME BOYS
Nine members of the CSU Bakersfield baseball team grew up or attended high school in the city of Bakersfield. The group represents six local high schools...
Roman Angelo Bakersfield Christian HS
Cory Blackburn Stockdale HS
Eli Brum Stockdale HS
Aaron Charles Ridgeview HS
Gabriel Garcia Bakersfield Christian HS
Austin Puskaric Frontier HS
Jacen Roberson Garces Memorial HS
Kobe Silva Frontier HS
Jared Toothman Centennial HS
GLORY DAYS
Four pairs of `Runners attended High School together before playing for CSUB. Three of those pairs did so in Bakersfield.
Roman Angelo and Gabriel Garcia are both alums of Bakersfield Christian, while Cory Blackburn and Eli Brum each attended Stockdale High School, Austin Puskaric and Kobe Silva were classmates at Frontier High School.
Additionally, Tyler Jorgensen and Noah Cordova competed together at Mesquite High School in Gilbert, Arizona prior to enrolling at CSUB.
WE ARE FAMILY
Over 30 alumni returned to CSUB for the team's annual alumni game this season, as the current edition of the Roadrunners bested their elder counterparts by a score of 4-2.
Five former `Runners still playing in affiliated professional baseball were among the alumni to return to Hardt Field on Feb. 1. Three of those five were 2019 draft picks, including Jake Ortega (NYM), Edgar Barclay (NYY) and Darius Vines (ATL). Mylz Jones, a 2013 draft pick of the Colorado Rockies and David Metzger a 2014 free-agent signing of the New York Yankees also attended.
A sixth professional, Oscar Sanay, was also in attendance. Sanay currently plays for Monclova of the Mexican League.
BIG WEST BOUND
2020 is the final season in the Western Athletic Conference for CSU Bakersfield. Next season the Roadrunners will move to one of the better baseball conferences in America when they join the Big West.
CSUB will play nine games against future conference opponents this season, including a three-game set with UC Riverside at Hardt Field on Mar. 13-16.
HOT STOVE SEASON
The Roadrunner baseball team held its annual Hot Stove Dinner on Jan. 17 at the Bakersfield Fair Grounds. This season's guest was Los Angeles Dodgers All-Star Max Muncy.
The event has grown into an incredible showcase of community support and was again a huge success in 2020. Previous guests of honor have included Orel Hersheiser, Tommy Lasorda, Clay Bellinger, Aaron Hicks and Dusty Baker.
`RUNNERS IN THE DRAFT
Twenty CSU Bakersfield baseball players have been heard their name called in the MLB Amateur Draft during the program's eleven year history.
That number includes three `Runners from the 2019 team. Darius Vines, Edgar Barclay and Jake Ortega were selected by the Atlanta Braves, the New York Yankees and the New York Mets, respectively.
Vines, a junior pitcher, became the highest draft pick in school history when Atlanta chose him in the seventh round with pick #217.
Another pitcher, Barclay was chosen in the 15th round at pick #465, while catcher Jake Ortega went in round 28 and 838th overall.
CSUB MEDIA SCHEDULE
Twenty-one of CSUB's 33 home games will be broadcast on the WAC Digital Network, with play-by-play duties being handled for the third year in a row by Jason Galvin.
An additional 25 games will air live on ESPN Bakersfield (101.1 FM / 1230 AM) in conjunction with Learfield Audio. Daniel Gillman, the former voice of Purdue Volleyball will serve as the voice of CSUB Baseball on the radio.
A full schedule of CSUB radio and TV broadcasts is available on www.gorunners.com.
SEASON TICKETS STILL AVAILABLE
Season Tickets for CSU Bakersfield can be purchased by calling 654-Blue or online at www.gorunners.com/tickets. Plans begin at just $190.00 for all 33 home games and will reduce in price on a sliding scale as the season progresses.
Half-season plans and 8-game flex plans are also available. The Half-season plan allows fans to purchase 16 games and choose from two options, the Weekend Plan or the Big Game plan, while the 8-game flex plan offers fans their choice of any eight home contests.
Groups of 15+ or 50+ can also contact the CSUB Ticket Office for discounted tickets when arranged at least 24 hours in advance.
Single-game tickets are also available at this time.
Players Mentioned
#7 Jared Toothman
OF
6' 2"
Redshirt Sophomore
R/R
#33 Jake Ortega
C
5' 10"
Senior
L/R
#26 Edgar Barclay
LHP
5' 10"
Junior
L/L
#24 Darius Vines
RHP
6' 1"
Junior
R/R
#40 Roman Angelo
RHP
6' 4"
Sophomore
R/R
#11 Cory Blackburn
OF
5' 10"
Redshirt Freshman
R/R
#15 Davonté Butler
RHP
6' 0"
Junior
R/R
#5 Daniel Carrizosa
IF/RHP
6' 1"
Junior
R/R
#25 Aaron Charles
RHP
6' 5"
Redshirt Junior
R/R
#8 Eric Charles
OF
6' 0"
Senior
L/L
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Sep 23 - Launched the 53rd C4K chapter @ John Champe High School
Chapter Officers: Rachel, Aayan, Marella, and Anika
Sep 22 - Launched the 52nd C4K chapter @ Dublin High School
Chapter Officers: Shivani, Simran, Srikar, and Hasini
Sep 22 - Launched the 51st C4K chapter @ A.C. Flora High School
Chapter Officer: Sofia Edwards
Sep 22 - Launched the 50th C4K chapter @ Howard High School
Chapter Officer: Nihitha Yeluguri
Sep 21 - North Texas Giving Day!
Sep 21 - Launched the 49th C4K chapter @ Bergenfield High School
Chapter Officers: Eva, Shruti, Aiden, and Abigail
Sep 20 - Launched the 48th C4K chapter @ Oakton High School
Chapter Officers: Sahana, Diya, and Elina
Sep 14 - Memorial High School C4K chapter hosted a concession stand
raised around $700
Sep 13 - Launched the 47th C4K chapter @ Al Ghazaly High School
Chapter Officers: Lina, Ikram, and Sabrina
Sep 12 - Launched the 46th C4K chapter @ Panorama Ridge Secondary
Chapter Officers: Aarna, Shriya, Teddy, Sachi, and Taylor
Sep 11 - Launched the 45th C4K chapter @ Centennial High School
Chapter Officers: Aarna, Shriya, Teddy, Sachi, and Taylor
Sep 11 - Launched the 44th C4K chapter @ Schaumburg High School
Chapter Officer: Michelle
Sep 11 - Launched the 43rd C4K chapter @ Byron P. Steele High School
Chapter Officers: Quinlyn and Junissa @ Radiant Leadership Hub
Sep 11 - Launched the 42nd C4K chapter @ Radiant Leadership Hub
Chapter Officers: Raine, Lily, Hunny @ Radiant Leadership Hub
Sep 10 - DFW Chapter Kickoff Meeting
Met with 10+ DFW Chapters to discuss event ideas and kick off the school year!
Sep 10 - Launched the 41st C4K chapter @ Plano Senior High School in Texas
Chapter Officers: Sachi, Anju, Safiya, and Ayan
Sep 10 - Launched the 41st C4K chapter @ Plano Senior High School in Texas
Chapter Officers: Sachi, Anju, Safiya, and Ayan
Sep 10 - Launched the 40th C4K chapter @ South Brunswick High School in New Jersey
Chapter Officers: Annika, Trisha, Ananya, and Nikash
Sep 10 - Launched the 39th C4K chapter @ Mount Tabor High School in North Carolina
Chapter Officers: Fatou Lo and Charlotte Duod
Sep 10 - Launched the 38th C4K chapter @ West Springfield High School in Virginia
Chapter Officers: Afrahna Faruky and Subaita Mahmud
Sep 10 - Launched the 37th C4K chapter @ Johns Creek High School in Georgia
Chapter Officers: Jia Suyal and Olivia Bernard
Sep 10 - Launched the 36th C4K chapter @ Steinbrenner High School in Florida
Chapter Officers: Chloe Martins and Devin Saulnier
Sep 8 - Hosted the Kick-Off Meeting for the C4K DFW Chapters <3
Sep 8 - Launched the 35th C4K chapter @ Lightridge High School in Virginia
Chapter Officers: Sritha Jamalamadaka and Sahasra
Sep 8 - Launched the 34th C4K chapter @ Plano West High School in Texas
Chapter Officers: Salma, Sanjita, and Abiha
Sep 7 - Launched the 33rd C4K chapter @ Basis Scottsdale in Arizona
Chapter Officers: Xuekun (Evelyn), Mila and Natasha
Sep 7 - Launched the 32nd C4K chapter @ Wake Preparatory Academy in North Carolina
Chapter Officers: Fallon Brunson and Kylie
Sep 4 - Launched the 31st C4K chapter @ Allen High School in Texas
Chapter Officers: Shalini, Naomi, Nheya, Maddie, and Kathryn
Sep 3 - Launched the 30th C4K chapter @ Casady School in Oklahoma
Chapter Officers: Niva, Jolie, and Aanika
Aug 27 - Launched the 29th C4K chapter @ Liberty High School in Texas
Chapter Officers: Aditya Poduval and Neha Ramachandran
Aug 26 - Launched the 28th C4K chapter @ Washington High School in California
Chapter Officers: Aadya, Adya, Pranavi, and Kaitlyn
Aug 25 - Launched the 1st Volume of C4K’s Global Newsletter — Purple Hope Weekly!
Aug 24 - Launched the Chapter Impact Scholarship - An incredible chance for any C4K chapter to win a $1000 scholarship!
Aug 23 - Launched the 27th C4K chapter @ Rockhill High School in Texas
Chapter Officers: Sreekar, Bhargav, Saanvi, and Shreyas
Aug 20 - Launched the 26th C4K chapter @ Nashua High School South in New Hampshire
Chapter Officers: Samarth Chetan and Pranav Kulkarni
Aug 19 - Launched the Care4Kiddos Book, Toy, and Clothing Drive!
Aug 17 - Launched the 25th C4K chapter @ Stockdale High School in California
Chapter Officers: Habiba and Nidhi
Aug 16 - Launched the 24th C4K chapter @ Girls Academic Leadership Academy in California
Chapter Officers: Aleyna Sanchez, Fernanda Matinez, and Delailah Salguero-Soto
Aug 16 - Partnered with Rucha Katdare’s “It’s the Tidbits!” Podcast
Aug 13 - Hosted a Face Painting Booth at the RPC Block Party (Raised ~$150)
Aug 13 - Launched the C4K Global Volunteer Representative
Volunteer Rep: Aneesh Chintala
Aug 12 - Launched the C4K Global Podcast Representatives
Podcast Reps: Maansi Prasad and Bhanu Sadhu
Aug 12 - Launched the C4K Global Newsletter Representatives
Newsletter Reps: Safiya Sartaaj and Ellen Park
Aug 12 - Launched the C4K Global Social Media Representatives
Social Media Reps: Gabby Melendez, Nikhith Vasireddy, Prajna Premnath, Gabriela Martinez, and Jean Lau
Aug 12 - Launched the C4K Global Ambassador Board
Global Ambassadors: Karthik Burgula and Naren Narumanchi
Aug 11 - Launched the 23rd C4K chapter @ Wakeland High School in Texas
Chapter Officers: Sophia Rao, Chirag Samantaroy, Julia Ghosh, and Baylen Brezina
Aug 11 - Launched the 22nd C4K chapter @ Mayde Creek High School in Texas
Chapter Officers: Gabriela, Helen, Daniela, and Abdullah
Jul 31 - Launched the 21st C4K chapter @ North Fort Myers High School in Florida
Chapter Officer: Gabriela Melendez
Jul 30 - Launched the 20th C4K chapter @ Rampart High School in Colorado
Chapter Officers: Rucha and Mina
Jul 30 - Launched the 19th C4K chapter @ Uplift North Hills Preparatory School in Texas
Chapter Officers: Mihir, Rohan, Nikhil, Jason, Andrew, and Abanish
Jul 30 - Launched the 18th C4K chapter @ Independence High School in Texas
Chapter Officers: Siri Jituri, Rishwi Pillutla, and Rhea Chaudhari
Jul 30 - Launched the 17th C4K chapter @ Bronx High School in New York
Chapter Officer: Shafifa Ahmed
Jul 30 - Launched the 16th C4K chapter @ Wayzata High School in Minnesota
Chapter Officers: Vedanti Sinha and Roshni Rao
Jul 29 - Launched the 15th C4K chapter @ Reedy High School in Texas
Chapter Officers: Ashna Korlepara, Arya Worathur, and Aanya Jain
Jul 28 - Launched the 14th C4K chapter @ Brooklyn Technical High School in Texas
Chapter Officers: Samiul Hossen, Anand Khera, Baseer Mirzaa, and Sakib Alam
Jul 27 - Launched the 13th C4K chapter @ Coppell High School in Texas
Chapter Officers: Zaid, Dhivyesh, SaiBalaji, Mihir, Catherine, Jisu, and Andrew
Jul 27 - Launched the 12th C4K chapter @ Frisco High School in Texas
Chapter Officers: Diya Nishil-Kumar, Sarina, and Eshal Muhammad
Jul 27 - Launched the 11th C4K chapter @ Half Hollow Hills High School East in New York
Chapter Officers: Adil Hayet and Rameza Prodhan
Jul 26 - Launched the 10th C4K chapter @ Haile Manas Academy in Ethiopia
Chapter Officer: Yeabsira Aweke
Jul 26 - Launched the 9th C4K chapter @ Goldstream Affiliates in Texas
Chapter Officers: Prahas, Vedant, Rishi, and Prasanna
Jul 25 - Launched the 8th C4K chapter @ Emerson High School in Texas
Chapter Officers: Mikel Pressley, Sabareesh Vasudevan, Vismay Vijayaraghava, and Shreyas Arige
Jul 24 - Launched the 7th C4K chapter @ Southwest High School in Minnesota
Chapter Officer: Nimo
Jul 24 - Launched the 6th C4K chapter @ Harris City Academy Crystal Palace in England
Chapter Officer: Devi Sureshkumar
Jul 23 - C4K Global Member Initiative Webinar
Jul 23 - Launched the 5th C4K chapter @ Memorial High School in Texas
Chapter Officers: Amogh Gopinath, Alden Phillips, Aby Archer, and Shashank Ekkati
Jul 22 - Launched the 4th C4K chapter @ Lebanon Trail High School in Texas
Chapter Officers: Meghana Dogga, Shivani Podalakur, Sudiksa Dineshkumar, and Anya Biju
Jul 20 - Launched the 3rd C4K chapter @ Panther Creek High School in Texas
Chapter Officers: Aarav Sinha, Prathika Sakthivel, Sutirth Kuriyavar, and Akilan Chithra Sathish
Jul 18 - Launched the C4K Global Representative Application
Jun 24 - Recognized by HOSA as a Top 5 Community Awareness Organization Worldwide
May 15 - Completed International Leadership Conference Portfolio
Apr 11 - Launched C4K Blog
Helped spread more information about domestic abuse in order to educate and assist individuals who may or may not be affected by domestic abuse
Mar 30 - Recognized by HOSA as a Top 2 Community Awareness Organization Statewide
Mar 25 - Hosted an Outreach Booth for The American Heart Association (Raised ~$5,350)
Mar 16 - Interviewed by The Minaret Foundation’s “Advocacy Weekly”
Mar 8 - Invited to testify for HB 1179 and HB 1475
Feb 21 - Connected with Rep. Salman Bhojani
Feb 21 - Invited to the Austin Capitol to meet with Senator Drew Springer and Rep. Ana-Maria Ramos
Feb 15 - Partnered with The Minaret Foundation
Feb 14 - Launched Care4Kiddos Youtube Page
Feb 11 - Attended domestic violence policy briefing hosted by The Minaret Foundation
spoke to 3 Texas state representatives along with other executives about the political aspect of this topic and our future plans for the expansion of the “Purple Dot Program”
Jan 14 - Recognized by HOSA as the best Community Awareness Campaign in the Area
Jan 13 - Competed in the HOSA “Community Awareness” Event at an area level
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https://theschoolhouse302.com/category/reviewreflect/
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#review&reflect – TheSchoolHouse302
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en
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TheSchoolHouse302
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https://theschoolhouse302.com/category/reviewreflect/
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In this episode of 302 Thoughts, Joe and T.J. riff on how school leaders take control of their school’s story. Schools are unique and complex hubs of the community, doing incredible things each and every day that must be shared.
The harsh reality is that many people believe that schools are failing our students. There is no doubt that schools and school systems can improve, but great things are happening and need to be showcased.
T.J. begins by explaining the very nature of our schools and how resources and support are paramount for success. We don’t overlook this because marketing is secondary to the critical work in schools that must be done upfront. However, once that work is moving forward, we have to showcase the school, the students, and the staff.
People already have an impression of schools so the narrative school leaders portray must be true, accurate, and also unique. If someone graduated from high school then they’ve taken biology. However, many of today’s biology classes are working with instrumentation and conducting labs that are fascinating in ways that past generations didn’t experience–showcase it! Shock people with knowledge and with a window into the great learning that is going on every day.
Be sure to feature who you are, not just what you are. This was one of the key takeaways from TheSchoolHouse302 OneThingSeries Podcast with Amanda Holdsworth. Schools are small cities with a tremendous number of cool things going on and great people who do awesome work. Share it! Involve the students, don’t be afraid to use Tik Tok, and most importantly, have fun.
Joe’s one thing is to keep the branding efforts raw and organic. Schools aren’t marketing firms and nor should they act like one. That said, the digital age we live in allows for authentic and everyday marketing efforts. Easy to do, use it often, and use it well.
T.J.’s one thing is to ship the work! Get it out there. Don’t hesitate. Take inventory of the great things going on, including the uniqueness of the school, and blast it out for the world to see.
Let our team know if there’s a topic that you want Joe and T.J. to cover by leaving a comment below or by contacting us at contact@theschoolhouse302.com.
Was this forwarded to you? Subscribe on the site.
We can’t wait to hear from you.
Joe & T.J.
In this episode of 302 Thoughts, Joe and T.J. dig into how school leaders must be very tactical about supporting their new teachers. So much time is spent identifying personnel needs, preparing for interviews, drafting the right questions, using the write words in the position posting, and the interview itself, but all of that means nothing if you fail to support teachers once they are hired. That’s all preparation for the game, not the game itself. If you want to play at a higher level, you realize the real work is after the hiring is done.
In this episode, listen to Joe paint a dismal picture regarding vacancies across the U.S. This is why school leaders can’t mess up onboarding and support. What do the data say, in short, we are in a crisis:
36,500 teacher vacancies
163,500 positions filled by teachers who aren’t fully certified
T.J. develops the conversation further by discussing our most vulnerable teacher populations:
Our Best Teachers
Our New Teachers
He explains that our best teachers are in high demand, so if they aren’t receiving the support and professional growth they need, they may walk right into the door of another school. The other population is our new teachers. The first few years are challenging, and there are a lot of lucrative industries willing to pay, support, and develop them if they choose to leave early. These teachers will walk out the door and right into another industry; one that is readily waiting to scoop them up and pay more than new teachers make in their first 5 years.
There are only a few solutions to these problems so be sure to tune in and don’t miss what T.J. says about the power of specific praise. Praise seems easy but the data don’t lie: 70% of staff don’t feel celebrated, while 70% of managers say they praise. There is a disconnect somewhere!
In this episode of 302 Thoughts, Joe and T.J. dig into how school leaders must shift their minds to lead better and grow faster.
Shifting our mindset is not easy. It requires a dogged pursuit to focus our mind in the most productive ways to function better as a leader. There are two major shifts that are worth making–embracing courage instead of being ruled by fear and maintaining a long-term mentality. Both of these are challenging but incredibly rewarding.
In this episode, listen to Joe describe the power of cognitive dissonance and the stockdale paradox that we learned from Jim Collins.
Learning to push forward and donning a cape of courage, rather than fretting with fear, is the mental shift that will push an organization forward.
T.J. reminds listeners that the key is to fear less, not be fearless. Dive further into this idea with Tim Ferris and Performance Psychologist Michael Gervais.
Lastly, Joe talks about how you can do this through the power of teamwork and developing collective efficacy.
Joe’s one key takeaway for school leaders is that shifting from fear to courage is a choice. Be aware of the situation and then move forward.
T.J. brings up a critical notion about data usage in schools. Having a data consciousness allows you to deal with reality when confronted with opinion. You’ll want to hear more about how to do this as a school leader.
The truth is that if you’re leading, you are not alone. Learn to lean in and lean on others. This is where T.J. picks up the ball and pivots to the other critical mental shift–Long-Term thinking.
Don’t miss T.J. discuss the critical importance of pre-planning.
T.J. talks about how leaders are susceptible to falling into the trap of constantly putting out the urgent fires at the expense of what’s important. This is one of the key concepts from our latest book, 7 Mindshifts for School Leaders.
T.J. also dives into time-blocking for an effective way to schedule each day. This is not a strategy that you want to overlook. Especially, if you are facing the difficult crossroads of important versus urgent work.
Readers are reminded of the 5 bad boss behaviors to avoid.
T.J.’s one key takeaway for school leaders: plan. Leading is a choice that can’t be left to chance.
T.J. and Joe always provide the how with the what, enabling school leaders to lead better and grow faster.
Let us know if there’s a topic you want us to cover by leaving a comment below or by contacting us at contact@theschoolhouse302.com. And don’t miss our leadership content updates every week by subscribing on the site.
We can’t wait to hear from you.
Joe & T.J.
In this episode of 302 Thoughts, Joe and T.J. dig into how school leaders can turn adversity into opportunity. Every leader will face issues and how they perceive those problems often determines how they will approach them, which can be the difference between success and failure.
Listen to Joe describe the power of It’s Possible. This isn’t just wishful thinking but an earnest belief that regardless of the situation there is a silver lining. Inspired by Les Brown, Joe makes a compelling case for using this same belief and attitude in education. We know that every school and district is facing issues, whether it’s attracting and retaining teachers, student mental health needs, limited resources, unfunded mandates, etc. Take your pick, the list is long.
T.J. ties this winning mindset to these perennial problems, and if we want to solve the most difficult issues facing education, leaders are going to need the proper mindset. T.J. mentions the crisis mindset definition that we created, which can be found in our upcoming book, 7 Mindshifts for for School Leaders: Finding New Ways to Think About Old Problems.
In this episode of 302 Thoughts, Joe and T.J. dig into how leaders can implement, develop, and support innovation in schools by identifying three ideas that actually work for school leaders.
Innovation in schools is often a byproduct of other areas of focus. For example, if schools purchase instructional technology, many leaders hope that the byproduct will be innovation. The fallacy in this approach is that the tool is the primary focus and not a culture of innovation beyond what the tool might provide. We know that computers and other devices alone don’t improve instruction or student performance nor will they be used with efficacy and excitement if the culture doesn’t already support innovation.
However, in the right hands, those tools can completely transform a classroom. This is why innovation is so critical; it’s not a thing, but a value. By maintaining and fostering innovation as a value, we can permeate other areas of schooling and not just the obvious application of new tools, like technology.
Other school practices demand innovative thinking. From human resources and creating innovative hiring practices to school discipline and bell schedules. Innovation is critical to reach greater heights of performance. This is why school leaders have to be intentional and embrace their role as the chief innovation officer. Remember, our definition of innovation:
In this episode of 302 Thoughts, Joe and T.J. dig into a major responsibility of school leaders that very often poses challenges. Although professional learning is common in schools, not everyone views it as a primary vehicle for getting better. Whether for personal development or improving instructional practices, leveling up one’s skills aren’t always viewed with a positive attitude.
There are a host of reasons for this in schools, but one thing that must be in place to change the culture is that the leader needs to view themselves as a professional growth influencer. School leaders have to be intentional, not only with which trainings they bring to staff, but for casting the vision for how and why everyone in the school must grow.
To improve this aspect of school culture, we believe that three things must occur, which are discussed in this episode.
Listen to Joe describe how great schools build great teachers within healthy systems. The school itself needs to be viewed as a living, breathing organism and its health needs to be monitored routinely.
T.J. explains how every school has a dynamic staff with a unique set of talents and skills and it is the school leader’s responsibility to tailor learning accordingly. That’s not all though. This is a two-pronged approach, the other prong is that the professional learning needs to be real and relevant–grounded in the nuances of the school or district.
Lastly, they describe how growth is intentionally developed through leadership opportunities. Effective school leaders create opportunities for teachers to take on a variety of roles from professional learning responsibilities, non-evaluative and non-threatening peer observations, researcher roles, community outreach, assessment team leader, and a host of other possibilities.
T.J. and Joe always provide the how with the what, enabling school leaders to lead better and grow faster. To become a professional growth influencer, school leaders must know and do the following:
Conduct interviews and inventories about the unique strength of the teachers. Without this understanding, you’ll likely plan one-size-fits all PD.
Ensure alignment between the learning opportunities and the vision, goals, and initiatives of the school. Misalignment creates strife and frustration.
Delegate responsibilities and support teacher leaders. Teacher leaders are the life-blood of great schools, but the making of a great teacher is not the same as the making of a great leader.
We conclude this month’s 302 Thoughts with this quote from Abraham Maslow: “One can choose to go back toward safety or forward toward growth. Growth must be chosen again and again; fear must be overcome again and again.” In this type of environment, growth is a core value integrated into the culture.
Listen to Joe and T.J. take a deep dive into how school and district leaders, at all levels, can rethink growth in schools.
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https://rpgroup.org/Portals/0/Documents/Projects/Bakersfield_College-Dual-Enrollment/Bakersfield%2520Early%2520College%2520Report_Final_June2021.pdf%3Fver%3D2022-08-31-071050-783
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Were you looking for one of the following?
To access an older project or document, visit our archived website.
Looking for something else? Try searching our site.
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https://www.pinterest.com/pin/711991022333064593/
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2020-08-27T01:33:39+00:00
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Hello! I'm Joe! I'm a professional portrait and event photographer. I specialize in marching arts and senior photography. I also create videos & films for all types of events too! I believe you can tell a story with a photograph & film, and I love to capture those timeless moments for families, friends and students! I'd be honored if you allowed me to capture moments in photographs & film for you too.
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Pinterest
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https://www.pinterest.com/pin/marching-band-action-shots--810155420490869385/
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2454
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dbpedia
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https://gorunners.com/news/2022/9/28/womens-golf-han-rewrites-csub-history-in-closing-eagle-invite.aspx
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en
|
California State University at Bakersfield Athletics
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"California State University at Bakersfield Athletics"
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2022-09-28T00:00:00
|
The CSU Bakersfield 54-hole tournament score has been reset by Roadrunner freshman and Bakersfield native Iris Han.
|
en
|
/images/logos/site/site.png
|
California State University at Bakersfield Athletics
|
https://gorunners.com/news/2022/9/28/womens-golf-han-rewrites-csub-history-in-closing-eagle-invite.aspx
|
Women's Golf September 28, 2022
Han Rewrites CSUB History in Closing Eagle Invite
SPOKANE, Wash. – Freshman Iris Han started the Eagle Invitational by tying a CSU Bakersfield record on Monday and she closed out the tournament on Wednesday by breaking another Roadrunner record. Wrapping up the week with 220 strokes (+4) on her scorecard, Han reset the all-time CSUB record for 54-hole tournament score while placing in the Top 10 at Indian Canyon Golf Course.
Quotes from Head Coach Tiffanie Yabut
"I am extremely impressed with the performance from Iris. To be in contention to win a tournament and break school records as a freshman is an incredible feat and she did it with such a calm yet dominant demeanor."
"Iris kept putting herself in good position to score and played solid, steady golf all week...It's great to have a local pave the way in changing the direction of the program."
"We left a lot of shots out there, so while there's feelings of disappointment, there is a lot to be proud of and build off of going forward. It's a learning experience trying to put three solid rounds together."
Notables
Playing in just her second collegiate tournament, Han overtook former `Runner greats Tori Peers and Ariel Lee, who combined to rewrite the CSUB record books before graduating in 2018.
Peers and Lee were co-leaders in the category before as each recorded tournament scores of 221 (+5) in the 2017-18 season.
As a team, Bakersfield finished the tournament with 921 strokes, the second-best three-round total in program history.
Full results available on GolfStat.com.
Round 3
Han placed sixth overall out of 59 student-athletes. The Stockdale High School product carded 12 birdies on the week.
Junior Arlene Salvador placed second for CSUB and finished tied for 17th (73-81-73-227).
Sarah Mutai wrapped up the week third for Bakersfield (77-80-77-234) while Jefi Dordevic was fourth (78-83-80-241).
Gillian Galicia came in two strokes behind Dordevic (81-83-79-243).
CSUB wrapped up the Eagle Invite in eighth place, improving by 11 strokes with a third-round 306.
Next Up on the Schedule
Golf Iconic Classic
Oct. 3-5, 2022
Las Cruces, N.M. / NM State Golf Course
~GoRunners.com~
Players Mentioned
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https://everitas.rmcalumni.ca/morale-building-quotes-from-vice-admiral-james-stockdale/
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Morale Building Quotes from Vice Admiral James Stockdale – eVeritas
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Morale Building Quotes from Vice Admiral James Stockdale:
MORE…
“The challenge of education is not to prepare a person for success, but to prepare him for failure.”
“Great leaders gain authority by giving it away.”
“It is in disaster, not success, that the heroes and bums get sorted out.”
“I think character is permanent, and issues are transient.”
“Do the right thing, even it means dying like a dog when no one is there to see you do it.”
“The guy that just arranges things so that the stock market holds up is nobody, in my estimation.”
James Bond Stockdale was born and raised in Abingdon, Illinois. He lettered in football, basketball and track, won a regional piano competition, and graduated second in his high school class. He was appointed to the Naval Academy in the middle of World War II. Soon after graduating in 1946, Stockdale reported to Pensacola for flight training.
Stockdale flew almost every propeller-driven aircraft in the Navy’s inventory, but he yearned for greater challenges. In 1954, Stockdale applied for Test Pilot School at Patuxent River, Maryland. Along with 17 others — including future astronaut John Glenn — he made the cut.
At Patuxent, Stockdale was a standout. He amassed more than a thousand hours in the F-8U Crusader, then the Navy’s hottest fighter. Promotions followed, and by the mid-1960s, Stockdale was at the very pinnacle of his career and profession, commanding a fighter squadron.
In August 1964, Stockdale’s squadron played a role in the Gulf of Tonkin incident, which involved North Vietnamese attacks on U.S. naval vessels. The Johnson Administration invoked these occurrences to justify a massive American military response. Interestingly, Stockdale always maintained that during the Incident’s key “engagement,” he saw no enemy vessels. In his words, “I flew so low there was salt spray on the windshield, and I still didn’t see a thing!” But the die was cast. The next morning, he was ordered to lead a raid on North Vietnamese oil refineries. America — and Jim Stockdale — were at war.
On September 9, 1965, Stockdale catapulted his A-4 Skyhawk off the flight deck of the USS Oriskany on what turned out to be his final mission over North Vietnam. Approaching his target, his plane was riddled with anti-aircraft fire. Within seconds, his engine was aflame and all hydraulic control was gone. He “punched out,” watching his plane slam into a rice paddy and explode in a fireball. Stockdale himself best describes what happened next:
“As I ejected from the plane I broke a bone in my back, but that was only the beginning. I landed in the streets of a small village. A thundering herd was coming down on me. They were going to defend the honor of their town. It was the quarterback sack of the century.” They tore off his clothes and beat him mercilessly. Stockdale suffered a broken leg and paralyzed arm before a military policeman took him into custody. He was now a prisoner of war, the highest ranking naval officer to be held as a POW in Vietnam.
Stockdale wound up in Hoa Lo Prison – the infamous “Hanoi Hilton” — where he spent the next seven years under unimaginably brutal conditions. He was physically tortured no fewer than 15 times. Techniques included beatings, whippings, and near-asphyxiation with ropes. Mental torture was incessant. He was kept in solitary confinement, in total darkness, for four years, chained in heavy, abrasive leg irons for two years, malnourished due to a starvation diet, denied medical care, and deprived of letters from home in violation of the Geneva Convention.
Through it all, Stockdale’s captors held out the promise of better treatment if he would only admit that the United States was engaging in criminal behavior against the Vietnamese people, but Stockdale refused. Drawing strength from principles of stoic philosophy, Stockdale heroically resisted. His courage was an inspiration to his fellow POWs, with whom he communicated in an ingenious code, maintaining unit cohesion and morale. His jailers increased the level of torture, so Stockdale determined to fight back in the only way he could.
Told that he was to be taken “downtown” and paraded in front of foreign journalists, Stockdale slashed his scalp with a razor and beat himself in the face with a wooden stool. He reasoned that his captors would not dare display a prisoner who appeared to have been beaten. When he learned that his fellow prisoners were dying under torture, he slashed his wrists to show their captors that he preferred death to submission. Stockdale literally gambled with his life, and won.
Convinced of Stockdale’s determination to die rather than cooperate, the Communists ceased trying to extract bogus “confessions” from him. The torture of American prisoners ended, and treatment of all American POWs improved. Upon his release in 1973, Stockdale’s extraordinary heroism became widely known, and he received the Medal of Honor in the nation’s bicentennial year. He was one of the most highly decorated officers in the history of the Navy, with 26 personal combat decorations, including four Silver Star medals in addition to the Medal of Honor.
Throughout Stockdale’s captivity, his wife Sybil campaigned for respectful treatment for the families of all POWs by founding the League of Families. Sybil Stockdale was presented with the U.S. Navy Department’s Distinguished Public Service Award by the Chief of Naval Operations. She is the only wife of an active-duty officer ever to be so honored.
After serving as the President of the Naval War College, Stockdale retired from the Navy in 1978 and embarked on a distinguished academic career, including a term as President of the Citadel, and 15 years as a Senior Research Fellow at Stanford University’s Hoover Institution. In 1992 he graciously agreed to a request from his old friend H. Ross Perot to stand with Perot as the vice presidential candidate of the Reform Party. Stockdale disliked the glare of publicity and partisan politics, but throughout the campaign he comported himself with the same integrity and dignity that marked his entire career. Together, the Stockdales told their story in a joint memoir, In Love and War. Admiral Stockdale and his wife lived quietly on Coronado Island, off of San Diego, until his death at age 81. In 2009, the U.S. Navy honored him by naming a new missile destroyer in his honor, the U.S.S. Stockdale.
Source: www.achievement.org
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https://www.bushcenter.org/newsroom/remarks-by-president-george-w-bush-at-warren-easton-charter-high-school-on-the-10th-anniversary-of-hurricane-katrina/
|
en
|
Remarks by President George W. Bush at Warren Easton Charter High School on the 10th Anniversary of Hurricane Katrina
|
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2022-10-26T18:55:33+00:00
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en
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/apple-touch-icon.png
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George W. Bush Presidential Center
|
https://www.bushcenter.org/newsroom/remarks-by-president-george-w-bush-at-warren-easton-charter-high-school-on-the-10th-anniversary-of-hurricane-katrina/
|
NEW ORLEANS, Louisiana
Thank you all. As has been mentioned, in 2006 Laura and I came here to Warren Easton Charter High School a year after Katrina hit, and we are honored and pleased to be back on the tenth anniversary of that devastating storm. I can’t think of a better place to come here in New Orleans, except for some of the restaurants. (Laughter.) The slogan that guided the school when we first visited is true today: “We believe in success.” And because of the success that schools like this have achieved, you have given all Americans reason to believe that New Orleans is back and better than ever.
Mr. Mayor, thank you for your hospitality. You and the First Lady have been so gracious to us, and we want to thank you for your leadership. If enthusiasm and a good strategy count, New Orleans is in good hands. Thank you very much. (Applause.)
By the way, I do bring greetings from one of the co-chairmen of the Bush-Clinton Katrina Fund: 41. (Laughter.) He had one of the great lines of all time. He said, “Who would have thought that getting out of bed at age 91 would be more dangerous than jumping out of an airplane at age 90?” (Laughter.)
I want to thank David Garland, President of the Warren Easton Charter Foundation Board. I want to thank all the folks who have shown up. As Laura said, we had a roundtable discussion. Many of our friends were there, people who we worked with. I think of Norman Francis for example, one of the great leaders of New Orleans, one of the great minds of New Orleans. (Applause.)
In spite of the devastation, we have many fond memories. I remember sitting with [General Russel] Honore on top one of those big ships, strategizing. I think you were drinking; I wasn’t of course. (Laughter.) It is great to see you. We’re honored that you took time to come.
Members of Congress, Members of the State House, Superintendent White, on and on: thank you for coming.
I really want to thank the leadership of the school. I’m going to talk about them here in a minute, although I must confess, the Principal is always a teacher. So she tried to teach me how to Second Line with the band here at Warren Easton. (Laughter.) I know she didn’t say it, but she was thinking, this boy needs a lot of work. (Laughter.) So we’re thrilled we’re here. Thanks for your hospitality.
In a cruel twist, Hurricane Katrina brought despair during what should have been a season of hope – the start of a new school year. Students who had recently gone back to school suddenly had no school to go back to. Many had nowhere to live. The floodwaters, as you all know better than most, claimed schools and homes alike. As Laura mentioned, the ground we’re on today was underwater. All of us who are old enough to remember will never forget the images of our fellow Americans amid a sea of misery and ruin. We will always remember the lives lost across the Gulf Coast. Their memories are in our hearts – and I hope you pray for their families.
Hurricane Katrina is a story of loss beyond measure; it is also a story of commitment and compassion. I hope you remember what I remember, and that is 30,000 people were saved in the immediate aftermath of the storm by U.S. military personnel, by Louisiana law enforcement, and by citizens who volunteered. I hope you remember what I remember, and that is the thousands who came here on a volunteer basis to provide food for the hungry and to help find shelter for those who had no home to live in. There are people all around our country who prayed for you, many of whom showed up so they could say they helped a fellow citizen who was hurting.
One of the groups that stepped forward to serve were the educators of New Orleans. At a time when it would have been easy to walk away from the wreckage, the educators here today thought of the children who would be left behind. You understood that bringing New Orleans back to life required getting students back to school. And even though some of the educators had lost almost everything you owned, you let nothing stand in your way. Today, we celebrate the resurgence of New Orleans schools – and we honor the resilience of a great American city whose levees gave out but whose people never gave up.
Out of the devastation of Katrina, you vowed to do more than just open the schools. You vowed to challenge the status quo. Long before the great flood, too many students in this city drifted from grade to grade without ever learning the skills needed for success. Parents lacked choices and the power to intervene. Principals and teachers lacked the authority to chart a more hopeful course. It was a system that stranded more than sixty percent of students failing in schools. It was what I called the soft bigotry of low expectations.
The decisions you made in the dark hours after Katrina sparked a decade of reform. Rather than just reopen the schools, you reorganized many into charter schools that are independently operated but publicly accountable for achieving high standards. More than nine in ten public school students in this city now call a charter school home. Administrators at these schools have the freedom to slice through red tape and the freedom to innovate. Parents at these schools have choices if dissatisfied. And the results at these schools have been extraordinary. The reason we know is because we measure, and any attempt to undermine accountability our school system is a huge disservice to the students who go to the schools in New Orleans. (Applause.)
According to a new report by the Cowen Institute, the percentage of New Orleans’ students graduating on time has soared since Katrina. The percentage of students who attend schools that score better than the state average almost doubled. And so has the percentage of students meeting basic standards. You’ve got to ask, why? It just didn’t happen. A lot of it’s structural, and a lot of it requires strong leadership – people who stared into the eye of a storm and who refused to back down. And so Laura and I are here in New Orleans to remind our country about what strong leadership means, and we’re here to salute the leaders.
I think of Jenny Rious here at Warren Easton. After Katrina, Jenny was forced to leave New Orleans; she started Warren Easton in Exile. The site reunited students scattered across the country around a vision for returning to New Orleans, and reopening this school. When Jenny returned to New Orleans, the first place she went was not her house. It was this school. And as she put it, “I would rather see my own house burn down than this school.” Jenny would give anything for Easton – and today, we give teachers like her our sincere thanks. (Applause.)
It’s amazing what happened in this city after a storm wiped out the school system. Educational entrepreneurs decided to do something about the devastation, and the failure. I met a lot of them when I was President, and subsequently. Neerav Kingsland is one such person. After Katrina, Neerav took a leadership role at an organization called New Schools for New Orleans, where he worked with others to help launch dozens of new schools and to turn ideas for reform into reality. In other words, this isn’t just a theoretical exercise. It’s important for people for our country to look at New Orleans and realize this is an exercise in implementing a plan which works.
Neerav was so encouraged by what he saw here, he was talking up the reforms that worked in New Orleans to other cities across the country. Isn’t that amazing – the storm nearly destroys New Orleans, now New Orleans is a beacon for school reform. (Applause.) Neerav represents the virtues that Bill Clinton and I had in mind when we announced the new Presidential Leadership Scholars program – and we are honored that Neerav was among the first class of scholars.
Achieving these results took librarians who salvaged their collections from the watery wreckage. Listen, I know something about librarians. (Laughter.) I married one. (Laughter.) I’m really proud of the Laura Bush Foundation. She talked about the grants; she talked about Pam and Marshall. These are citizens who supported this Foundation who, like many around the country, they care deeply about the future of this city. I hope the students here – and I’m really thrilled you’re here by the way, thank you for staying awake (laughter) – I hope you realize the compassion of others in helping you realize a good education.
It turns out that every good school that’s succeeding – and we know it’s succeeding, because we measure against other standards – requires strong principals. And there’s no doubt that Lexi Medley is a strong leader. (Applause.) I love when she says, “If you fail, we fail. The student is our product. We don’t believe in putting out anything but the best.” In order to succeed, in order to lead properly, you’ve got to set high goals and high expectations. And that’s what Lexi and this school have done. As you heard, this school has graduated 100 percent of its seniors for the past five years. (Applause.) Lexi, you’ve earned our admiration and our gratitude, along with our best wishes for a happy birthday tomorrow. (Laughter and Applause.)
In the stories of schools like yours, we see a determination to rebuild better than before. It’s a spirit much stronger than any storm. It’s a spirit that has lifted communities laid low by tornadoes or terrorist attacks. It’s a spirit that I saw in New Orleans ten years ago, and that is very evident today.
We see that spirit in a population that has ticked back up as families settle back down. We see it in tourists who are drawn not only by this city’s rich heritage but by the new hotel rooms and restaurants. And we see that spirit in Lauren LeDuff. As Lauren mentioned, Laura and I first met her in 2006 when she was a senior at Easton. She was happy to be back at the school she loved at the time – and you know what she told me? She said, “I want to be a teacher.” And here she is as a member of this faculty, teaching English. I probably needed her when I was in high school. (Laughter.) When asked how students have overcome adversity, Lauren says, “We teach our kids to be resilient. That’s in the culture of the city.”
Lauren is right. The resilience you teach at Warren Easton is the same resilience that this city showed the world in the wake of Hurricane Katrina. On this anniversary, the work of making a stronger and more hopeful New Orleans goes on. We have achieved a lot over the past ten years. And with belief in success and a faith in God, New Orleans will achieve even more. The darkness from a decade ago has lifted. The Crescent City has risen again. And its best days lie ahead. Thank you for having me. (Applause.)
END
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https://www.wilsoncountynews.com/articles/stockdale-cross-country-teams-take-first-place-in-kenedy-meet/
|
en
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Stockdale cross country teams take first place in Kenedy meet
|
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2023-08-22T18:00:00-04:00
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Stockdale varsity girls COURTESY/Stockdale ISD The Stockdale High School Brahma and Lady Brahma cross-country teams competed in Kenedy Aug. 19. Both varsity and junior varsity teams took first. Results from Aug. 19: Varsity girls team, 1st Brianna Tomerlin, 2nd Lexi West, 8th Abrielle Chavez, 9th Adryana Chavez, 18th Neida Hernandez, 21st Lexie Dukas, 29th Varsity
|
Wilson County News -
|
https://www.wilsoncountynews.com/articles/stockdale-cross-country-teams-take-first-place-in-kenedy-meet/
|
Audio articles on Wilson County News made possible by C Street Gift Shop in downtown Floresville!
The Stockdale High School Brahma and Lady Brahma cross-country teams competed in Kenedy Aug. 19. Both varsity and junior varsity teams took first. Results from Aug. 19: Varsity girls team, 1st Brianna Tomerlin, 2nd Lexi West, 8th Abrielle Chavez, 9th Adryana Chavez, 18th Neida Hernandez, 21st Lexie Dukas, 29th Varsity boys team, 1st Taylor Warrick, 1st Cooper Warrick, 2nd Nicolas Martinez, 8th Matthew Kurtz, 11th Ivan Martinez, 15th Gio Medrano, 22nd MC McGuffin, 27th Jesus Cortes, 30th Junior varsity boy team, 1st Ty Dougherty, 2nd Christian Martinez, 4th Devian Rivera, 5th Dillon Lopez, 6th Exavior Soto, 7th Japheth McLaughlin, 30th Junior High girls Jersey Brantley, 1st Riyah Rodriguez, 2nd Addison Dougherty, 3rd Alyssa Martinez, 11th Junior High boys Knox Sekula, 3rd Ryder Wyrwich, 4th Willy Ibanez, 12th
Information provided by Head Cross Country Coach Anthony Lorenz.
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https://thearmyleader.co.uk/leadership-quotes/
|
en
|
Practical Leadership Tips
|
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2018-04-01T19:23:15+00:00
|
Leadership Quotes are great for inspiration, guidance and for underlining your leadership development lessons. Here are over 50 leadership quotes
|
en
|
The Army Leader - Practical Leadership Tips and Advice
|
https://thearmyleader.co.uk/leadership-quotes/
|
Leadership Quotes
Leadership quotes are ideal for inspiration, guidance and provoking thought. These leadership quotes might help you think about what kind of leader you want to be, consider what leadership is or just give you a feel for what some of the world’s great leaders have reinforced. If you need a leadership quote for a presentation or a talk, go no further.
Below are over 50 leadership quotes that are relevant to an army leader.
Character, Leading by Example and Taking Responsibility, or
What Leaders Are
Unselfishness, as far as you are concerned means simply this – you will put first the honour and interests of your country and your regiment; next you will put the safety, well-being and comfort of your men; and last – and last all the time – you will put your own interest, your own safety, your own comfort.
Field Marshal Sir Bill Slim, Courage and other Broadcasts,1957
No man is a leader until he is ratified in the minds and hearts of his men.
The Infantry Journal, 1948
…leaders under pressure must keep themselves absolutely clean morally. The relativism of the social sciences will never do. They must lead by example, must be able to implant high-mindedness to their followers, and must have earned their followers’ respect by demonstrating integrity.
Vice Admiral James B. Stockdale, 1987
The most important thing I learned is that soldiers watch what their leaders do. You can give them classes and lecture them forever, but it is your personal example they will follow.
General Colin Powell
People think that the follower serves the leader. But that isn’t true. The leader and the follower both serve the mission.
Ira Chaleff
Example is not the main thing in influencing others. It is the only thing.
Albert Schweitzer
A good leader is a person who takes a little more than his share of the blame and a little less than his share of the credit.
Arnold H Glasgow
There is nothing quite so useless as doing with great efficiency something that should not be done at all.
Peter Drucker, Managing for Business Effectiveness, 1963
People buy into the leader before they buy into the vision.
John Maxwell, 21 Irrefutable Laws of Leadership, 2007
Leadership is that mixture of example, persuasion and compulsion which makes men do what you want them to do. If I were asked to define leadership, I should say it is the ‘Projection of Personality’. It is the most intensely personal thing in the world, because it is just plain you.
Field Marshal Sir Bill Slim, Courage and other Broadcasts,1957
Leaders are made more often than they are born. You all have leadership in you. Develop it by thought training and by practice.
Field Marshal Sir Bill Slim, 1949
The day the soldiers stop bringing you their problems is the day you stopped leading them. They have either lost confidence that you can help them or concluded that you do not care. Either case is a failure of leadership.
General Colin Powell
Leadership must be based on goodwill. Goodwill does not mean posturing and, least of all, pandering to the mob. It means obvious and wholehearted commitment to helping followers. We are tired of leaders we fear… What we need for leaders are men of heart who are so helpful that they, in effect, do away with the need of their jobs. But leaders like that are never out of a job, never out of followers.
Vice Admiral James B. Stockdale, 1987
A [unit’s] quality, its discipline, its training will depend on your leadership. Whatever deficiencies there are must be charged to your failure and incapacity.
General George C.Marshall, 1941
The Skills of Leadership, or
What Leaders Know
We have all seen the officer who, by working very hard, produces an excellent performance but on promotion fails to maintain his promise. He reached that rank because he was clever enough not to need to delegate. He failed because he did not have the sense or character to know that he should.
Major General Rupert Smith, GOC 1st British Armoured Division, 1991
The good military leader will dominate the events which surround him; once he lets events get the better of him he will lose the confidence of his men, and when that happens he ceases to be of value as a leader.
Field Marshal Viscount Montgomery of Alamein, The Art of Leadership, 1958
Leadership in war is an art, a free creative activity based on a foundation of knowledge. The greatest demands are made on the personality.
Generals Werner von Fritsch and Ludwig Beck, 1933
We, the officers and NCOs, owe it to the men that we command and to our country that we make ourselves fit to lead the best soldiers in the world, that in peace the training we give them is practical, alive and purposeful, and that in war our leadership is wise, resolute and unselfish.
Field Marshal Sir Bill Slim, 1949.
Be a yardstick of quality. Some people aren’t used to an environment where excellence is expected.
Steve Jobs
Developing people
I start with the premise that the function of leadership is to produce more leaders, not more followers.
Ralph Nader
It is absolutely necessary…for me to have persons that can think for me, as well as execute orders.
George Washington
Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others.
Jack Welch, Winning, 2005
War is much too brutal a business to have room for brutal leading; in the end, its only effect can be to corrode the character of men and when character is lost, all is lost. The bully and the sadist serve only to further encumber an army; their subordinates must waste precious time clearing away the wreckage they make.
Brigadier General S. L. A. Marshall, Men Against Fire: The Problem of Battle Command, 1947
Ultimately, battles, particularly those conducted under hazardous conditions and in the face of a numerically superior enemy, turn on the fighting spirit of the soldier. High morale and determination to win can only be developed by hard, tough, purposeful training and with the aid of good leadership …This is our main responsibility in peace time.
Field Marshal Dwin Bramall, The Bramall Papers, 2017
I agree with Emerson when he said, “Trust men and they will be true to you. Treat them greatly and they will show themselves to be great.” Its jolly easy to say that and its jolly easy to think that all you’ve got to do is give an order and, we go out and they get on with it. Well, it’s not so, because to do that, you’ve got to train with them, you’ve got to get to know one another, you’ve got to give of your best, and set the standards. Then you can trust them and they will trust you. You treat men greatly by briefing them properly or working with them or bringing them along in the right lines. Now that, I firmly believe, should be the approach of soldiers and leaders throughout all armies and all services.
WO1 J C Lord, RSM 3 PARA and AcSM RMAS, 1963
Building Teams and Cohesion
Many of the military forms which look so unnecessary or even absurd, the worship of regimental totems, the eccentricities of dress and custom, the cultivation of a separate identity for the group – these have been developed and are still dedicated precisely to the creation and maintenance of that coherence on which the effective performance of a group under pressure depends. The leader must realise this.
General Sir John Hackett, 1968
Strange as it sounds, great leaders gain authority by giving it away.
Vice Admiral James B. Stockdale, 1987
Ultimately, leadership is not about glorious crowning acts. It’s about keeping your team focused on a goal and motivated to do their best to achieve it, especially when the stakes are high and the consequences really matter. It is about laying the groundwork for others’ success, and then standing back and letting them shine.
Chris Hadfield, An Astronaut’s Guide to Life on Earth, 2015
Vision and Inspiration
If your actions inspire others to dream more, learn more, do more and become more, you are a leader.
John Quincy Adams
You don’t lead by pointing and telling people some place to go. You lead by going to that place and making a case.
Ken Kesey
The task of the leader is to get his people from where they are, to where they have not been.
Henry Kissinger
A leader is best when people barely know he exists. When his work is done, his aim fulfilled, they will say: We did it ourselves.
Lao Tzu
If you want to build a ship, don’t drum up the men to gather wood, divide the work, and give orders. Instead, teach them to yearn for the vast and endless sea.
Antoine de Saint-Exupéry
The very essence of leadership is that you have to have vision. You can’t blow an uncertain trumpet.
Father Theodore M. Hesburgh
The secret of leadership is simple: Do what you believe in. Paint a picture of the future. Go there. People will follow.
Seth Godin, Tribes: We Need You to Lead Us, 2008
What you permit, you promote.
Professor Aidan Halligan
The standard you walk past is the standard you accept.
Management vs Leadership
Leadership is of the spirit, compounded of personality and vision: its practice is an art. Management is of the mind, more a matter of accurate calculation, of statistics, of methods, timetables and routine; its practice is a science. Managers are necessary; leaders are essential.
Field Marshal Sir Bill Slim, Governor General of Australia, 1957
We never lost sight of the reality that people, particularly gifted commanders, are what make units succeed. The way I like to put it, leadership is the art of accomplishing more than the science of management says is possible.
General Colin Powell, 1995
Leaders and Learning
…we British instinctively avoid displays of keenness. The enthusiast, particularly if he is innovative, is an embarrassment. Thus the battlefield became our teacher and, inevitably, it exacted a grim price in blood and time.
Sydney Jary MC, 18 Platoon, 1987
War makes extremely heavy demands on the soldier’s strength and nerves. For this reason, make heavy demands on your men in peacetime exercises.
German Field Marshal Erwin Rommel, Infantry Attacks, 1937
Imagine a situation where some of those who you anticipate will perform well go to pieces. On the ground you discover your maps are not accurate. Your supporting armour is delayed for reasons unknown to you. The opposition’s fire power is far greater than you anticipated. General chaos exists. If your school and university record has been one of unparalleled success, giving you no experience of failure, you will find yourself at a disadvantage. ‘If you can meet with Triumph and Disaster and treat those two impostors just the same’. Never have Rudyard Kipling’s words been more appropriate.
Sydney Jary MC, The British Army Review No 29.
Every great leader I have known has been a great teacher, able to give those around him a sense of perspective and to set the moral, social and motivational climate among his followers.
Vice Admiral James B. Stockdale, 1983
Dealing With Defeat
I had a sort of a motto, “No details, no paper, and no regrets.” No details-don’t go about setting machine guns on different sides of bushes. That is done a damn sight better by a platoon commander. Then, no paper. You cannot entirely do without paper, but you can get rid of quite a lot of it. Do not have people coming to you with huge files, telling you all about it. Make the man explain it; and if he cannot explain it, get somebody else who can. When I say “no regrets”, that is important. You do the best you can. You may have gotten it wrong; you may have lost a battle. You may even have lost a good many of your men’s lives which hurts more, but do not have regrets. Do not sit in the corner and say, “Oh, If I had only gone to the left instead of the right,” or “If I had only fought in front of the river instead of behind it.” You have done the best you could-it hasn’t come off. All right! What’s the next problem? Get on to that. Do not sit in the corner weeping about what you might have done. No details, no paper, no regrets.
Field Marshall Sir Bill Slim
Finish each day and be done with it. You have done what you could. Some blunders and absurdities no doubt crept in; forget them as soon as you can. Tomorrow is a new day. You shall begin it serenely and with too high a spirit to be encumbered with your old nonsense.
Ralph Waldo Emerson
In Summary
Successful leadership in battle, although complex and intangible, always seemed to me to depend on two factors. Firstly, soldiers must have confidence in their leaders’ professional ability and, secondly, they must trust them as men. It helps, too, if a leader has the reputation of being lucky.
Sydney Jary MC, 18 Platoon,1987
The quality of leadership needs, above all, spirit, intelligence and sympathy. Spirit is needed to fire men to self-sacrificing achievements; intelligence, because men will only respect and follow a leader whom they feel knows his profession thoroughly; sympathy, to understand the mentality of each individual in order to draw out the best that is in him. Given these qualities, men will conquer fear to follow a leader.
Basil Liddell Hart, 1944
A successful leader of men must have character, ability and be prepared to take unlimited responsibility. Responsibility can only be learned by taking responsibility; you cannot learn the piano without playing on one. Leadership is the practical application of character. It implies the ability to command and to make obedience proud and free.
Colonel Richard Meinertzhagen, 1960
A leader is like a shepherd. He stays behind the flock, letting the most nimble go out ahead, whereupon the others follow, not realizing that all along they are being directed from behind.
Nelson Mandela
There are three kinds of people: Those who are immovable, those who are moveable, and those who move them.
Li Hung
If you want more leadership insights, more shared leadership understanding or just want to keep up to date with army leadership development, subscribe to The Army Leader.
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Dr. Ingy N Ayad, MD
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Find information about and book an appointment with Dr. Ingy N Ayad, MD in Bakersfield, CA. Specialties: Family Medicine.
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Star
Star
2 out of 5 stars2 of 5 stars
Reviewed on 3/30/2024
She was pro forma handed me the info and said follow this, prescribed metformin, said if I do this schedule follow up up in two months. She was on a schedule and seemingly just delivered the info and moved on.. No time to question or discuss or understand this approach.i don't think I will return.
Star
1 out of 5 stars1 of 5 stars
Reviewed on 3/15/2024
Dr Ayad has no bed side manners. She showed to be bothered, upset, distant and lacked compassion. She only focused on herself, talked at me. She didn't take time to listen, did not believe my chronic pain and even stated it could be psychological. I was in tears during the visit and for the rest of the evening. I thought that as a woman and minority she would've been more understanding of how women are treated poorly in the medical system. I will never set foot in her office, I don't feel safe to go back. As an educator I know how important it is for human connection and kindness, and think Dr Ayad lacks both. This visit has been one of my worst visits yet.
Star
Star
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Star
Star
5 out of 5 stars5 of 5 stars
Reviewed on 10/25/2023
Dr. Ingy Ayad was definitely very caring and patient. She listened to my concerns and offered some solutions and gave interest as to what I was saying. I really appreciated the fact that she would like to build more rapport for future visits. Choosing a new Doctor after so long is a little nerve racking and first impressions mean a lot. I was very happy with this visit.
Star
Star
Star
Star
Star
5 out of 5 stars5 of 5 stars
Reviewed on 8/31/2023
Dr Ingy Ayad, to my opinion is the best Dr here in Kern County. I always recommend her when friends or family ask me for a physician Dr reference. She is always on the best look out for your health and care. Dr Ayad is always very knowledgeable and professional
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https://accesstoinspiration.org/podcast/108-kevin-chapman-discovering-our-physical-intelligence/
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108. Kevin Chapman: Discovering our physical intelligence
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2023-09-13T05:15:11+00:00
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Kevin Chapman, co-founder of the Physical Intelligence Institute introduces the concept of physical intelligence and explores how our bodies can impact our confidence and anxiety levels.
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Access to Inspiration
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https://accesstoinspiration.org/podcast/108-kevin-chapman-discovering-our-physical-intelligence/
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In this episode, host Sue Stockdale welcomes Kevin Chapman, co-founder of the Physical Intelligence Institute. Kevin shares his passion for helping people perform at their best by understanding and utilizing the full potential of their bodies. He introduces the concept of physical intelligence and explores how our bodies can impact our confidence and anxiety levels. Through science and practical applications, Kevin empowers listeners to optimise their performance and achieve their desired outcomes.
Kevin Chapman is a highly experienced coach, consultant, trainer, communication specialist and business leader. As managing director of RADA Business, Kevin built a market-leading performance brand in communication training and leadership impact, growing the business substantially over 5 years. This work included developing pioneering training for women in multiple countries to build confidence and presence at work. Kevin holds a degree in Mathematical Statistics and Operations Research from Exeter University, an MBA and is a qualified coach. He is also a Trustee of the Comedy School and supporter of The Forgiveness Project.
Connect with Kevin Chapman via Website : LinkedIn
Key Quotes
“You can release serotonin by twisting at the waist.”
“Internal chemistry has a direct impact on our mood.”
“If we create a fist and push that against our hand, we’ll actually generate more testosterone in our system and we may feel that we have a higher level of risk tolerance, which may help us to speak up.”
“Doing something like pace breathing over three months, apart from reducing levels of stress, can improve our cognitive function by 62%.”
Time Stamps
[00:02:29] Using the body for confidence.
[00:07:39] Embodied training in drama schools.
[00:11:20] Flexibility in adapting communication.
[00:14:06] The world of embodiment.
[00:17:48] Serotonin and gut chemistry.
[00:21:22] Performance practices for virtual meetings.
[00:26:00] Managing stress and burnout.
[00:28:22] Physical Intelligence Institute
This series is kindly supported by Squadcast by Descript –the remote recording platform which empowers podcasters by capturing high-quality audio and video conversations. Find out more at squadcast.fm
Connect with Access to Inspiration: Twitter | Facebook | Instagram | LinkedIn
Sign up for our newsletter | Read our Impact Report
Transcription
00:13 *Sue * Hello, I’m Sue Stockdale, and welcome to episode 108 of the Access to Inspiration podcast, the show where you can be inspired by people who may be unalike you. Now, if you’ve ever wondered why sitting up straight can make you feel more confident or taking deep breaths can help to minimize anxiety, then today’s guest, Kevin Chapman from the Physical Intelligence Institute, can explain. Welcome to the podcast, Kevin.
00:39 Kevin Hi, lovely to meet you.
00:41 *Sue * I feel I should be sitting up straight having this conversation, since we’re going to be exploring the body in what we’re talking about today. So maybe it would be a good place to start to tell the listener, what is it that you do, Kevin?
00:52 Kevin That’s a very good question. Fundamentally, my passion, my interest, I guess, as it’s been all my life and my career is in helping people to perform and be at their best. I trained several times as a coach and the arc of my life really led me into being very interested in how we use the full technology of our bodies to really be able to perform at our best and really understanding what it means to be living in a body as well as a mind and how we can use that. And so, particularly in the last few years, I’ve been working on something called physical intelligence, which is really helping people to really understand how they work as a human being and put into people’s hands the science and the practices that people can apply in their own lives to get the sorts of outcomes that they want.
01:41 *Sue * I’m sitting here thinking, when we have seen gymnasts or athletes or sports professionals of different types being aware of how their body is helping or hindering them from performing, I’m not always so sure that people in the business context sitting in their home office or in the office are even aware of how their body may help or hinder them. So maybe that’s a good place to start thinking about the everyday person who isn’t as aware as a sports person might be about how to use their body. Why would they even want to think about that from a business context, Kevin?
02:13 Kevin So I guess when you’re watching an athlete or an artist performing, they have conditioned themselves, obviously they’ve conditioned their body, if I’m going to run 100 metres, to be able to perform in a certain way. But when I actually perform, what do I need? I need to turn up and I need to feel confident. I need to access a kind of flow state. And so these things are true in business as well people want and need to be confident so take something as simple as speaking public what happens mostly when people speak in public they get performance anxiety and they need more confidence they get nervous and when we look at things like confidence and you ask yourself what is confidence. Fundamentally, it’s a feeling. It’s an emotional state. It’s a neurophysiological state happening in our bodies. It’s to do with our nervous system. What you see in athletes and performers is you’ll see them go through certain embodied routines to relax them and to get them into state. An example would be Usain Bolt. Everybody knows famously that he’ll walk around. He’s kind of lighthearted. He’ll chat to the person he gives his coat to. He’ll engage the entire audience with his archer’s bow. What he’s actually doing there is changing his own internal chemistry. And he’s also changing the chemistry of the people watching him. So particularly things like oxytocin, this sort of chemistry of trust, feeling connected, is being basically triggered by the patterns and the rituals he’s going through every time he wants to run, because he wants to be relaxed. He knows performance comes from being in flow. And it’s exactly the same in business. What business people want is they want to inspire people, they want people to be confident, they want courage, they want gravitas, they want presence, they want certainty. All of those things are states. And so high performing people understand and can manage their own state.
04:02 *Sue * Well, that’s quite a compelling reason to have our listeners listen on a little bit further to find out more about all of that, Kevin. But before we go forward, I want to go backward to find out what got you interested in this area of work? Did you come from a sporting background when you were young? Did you experience this yourself to know the power of it?
04:21 Kevin that’s such a great question and I actually did my degree in statistics which sounds a mile away from working with people and here I am working with people and I started my career actually working in pensions. And because I’m a curious soul and quite playful which in itself is a state I got very interested in how to help people understand and engage in things like their pensions, because they were kind of boring, they were complicated, they were miles away, and so people wouldn’t save for retirement. And so rather than get interested in the numbers, I got hooked on how can I communicate something really important to somebody in a way which they’ll engage in and be motivated by.
And this was a time in the late 80s when pension schemes were massively funded. And it was almost free to join. I worked out that if just a modest person saved for their life, they would effectively be a millionaire by the time they retired. And because of the way that tax works, the government would actually pay them so they’d be better off. So I started getting quite interested in communication, narrative and storytelling, and how to make complicated things really simple for people. I was very interested in magic, I was very interested in comedy, very interested in how people could move an audience and the skills that artists had, which seemed to captivate audiences, which seemed to educate, entertain, inspire, and started working with them. And as I was working in my corporate life I was encouraging people from corporate environments to go to the magic circle and see what the magicians know that you don’t know that you might be able to apply what comedians know that you don’t know that you can apply and I found I was very good at translating a bit like the babel fish this world of the arts and this world of corporate life just by pointing out the connections.
So I did a little bit of training in stand-up comedy. I joined a charity called The Comedy School that takes things like comedy into social settings, such as schools and prisons and mental health settings, to really affect change. And so when you start to look at the science and the pedagogy of what they’re doing and the evidenced work, you start to be very curious, how can I apply this into my work and into my corporate life?
From that, I trained as a coach. I met a beautiful man called Dr. Terry Morgan, possibly one of the most inspirational people I’ve met. Day one of our coach training, he asked us to come along and draw a picture of how a human being worked and explain it to the rest of the group. I have to say it was a humbling experience. Terry would always say to me, you know, if you took your car to a garage, you would expect the mechanic to understand how a car works. So how does a human being work if you’re going to be working with it? And so I was really hooked on how poor my understanding was of how a human being worked. I had a little stick figure. It had a head and thoughts, and it said things and moved. And I spent 25 years enhancing my understanding of how the human works so that when I work with people, I have access to more things. And it’s fun. It’s very interesting. Part of my career, I went to work for a world-famous drama school, which was very refreshing. And fundamentally, when you look at drama schools and what they know how to do, they are very expert in training somebody to manage their nerves, stand on a stage, tell a story, and move an audience, and do that consistently. Those skills are human skills. And what you notice when you work with a drama school is the work is totally embodied. There’s no PowerPoint slides. There’s not a lot of head work. I mean, there’s some psychology, but it’s embodied. It’s about your posture. It’s about your breath. It’s about tension. It’s about voice. It’s about narrative. And when you look at how actors are trained, the training is extremely embodied. They’ll be learning maybe in the first year. They will literally be getting back into their bodies. learning how to breathe learning how to learn habits say embodiment is absolutely fascinating what’s kept me in that field is meeting claire dale who coined the phrase physical intelligence about twenty one years ago and then read the book on it five years ago.
08:20 *Sue * So with this insight that you were gaining during your work in these different places and getting to learn about Claire and her work, I’m wondering how did it change you, Kevin?
08:31 Kevin That’s a great question. How did it change me? I think the first things I started to notice much more is the relationship between my own state, how I was feeling and my own performance. I’m a father, I have two daughters, they’re now 20 and 18, and one of the things I was very interested in doing as a parent is bringing up my children so they were equipped to go into the world, be free, independent, and resourced. And from this work, I kind of concluded that the things they didn’t get from school, so my children left school with really no understanding of how motivation works, no real ability to manage their own state and access confidence when they wanted to speak. And just generally a lack of knowledge of how they worked as a human being, diet, sleep, exercise. And so I got really interested in what information could I impart on them, which would help them to be better functioning human beings. And more importantly, and the most difficult thing about being a father is how could I even get them to listen to me?
09:37 *Sue * I was thinking it was about those translation skills again, that you may have the knowledge, but how do you inspire and encourage other people to take on board those things?
09:45 Kevin So that’s how it’s impacted me on my personal life. And I think the conclusion I came to was that you can Google anything if you want to be good at something. If you want a strategy to be successful in life, you can Google it. But what people need is they need to manage two other S’s. And that’s the story they tell themselves about who they are, which also fundamentally changes our internal chemistry and their state. And, you know, even in my life as a consultant, when you sell, you need to tell different stories about who you are and what you know so your clients feel confident in working with you. You need to show up in different ways and even as a father you think about the sort of the moods that you need to inhabit when you’re parenting sometimes you need to be highly compassionate and empathetic and just be in a mood listening, sometimes you need to step into some authority and put some boundaries around your children and actually say. No. Sometimes you need to inspire them. Sometimes you need to be super clear and analytically clear. And those are all states. And so we need to be able to access those with kind of equal skill. And as we know, from looking at things like personality profilings, we often have a bias. I spend, oddly, a lot of my time in inspiration mode.
10:53 *Sue * Well, that’s lucky on this podcast.
10:55 Kevin And we know the chemistry of that, OK, so I’m going to be running high levels of dopamine, serotonin, oxytocin. Now, some people who engage with me won’t like that in certain situations, where they might want me to be calmer, to have clarity, to be able to describe the steps. They won’t trust me unless I can flex my style so that I’m a little bit more like the sorts of people that they might trust. And for me I have to change my state to access that’s a stretch for me in the same way that somebody who is more analytical might stretch to be inspirational, because inspiration is fundamentally feeling it’s trying to evoke an emotion in people so they feel they want to engage listen and they’re motivated to maybe follow the path that was suggesting so. I’ve applied it an awful lot in my life, sometimes skillfully, sometimes not so skillfully, but I’m much more acutely aware of things like my energy levels, my motivation, my stress levels.
And as a result of that, I make different choices about how I The other thing I’m very interested in is wearable technology and biohacking. One thing I use a lot is an aura ring. And what I learned from that is how my body was really being affected by the way I was behaving. And I was able to learn a lot about how to improve the quality of my sleep, for example, through things that actually were quite specific to me. So I learned, for example, to go to bed at a consistent time, to eat earlier and not to do strenuous exercise too late in the day. Those things had the three biggest impacts on the quality of my sleep.
12:29 *Sue * What I’m really hearing you describe to us, Kevin, is taking personal responsibility for managing that human system that is your body. And I’m wondering then sometimes to get to the level of responsibility, the first thing is to have awareness. Coming back to your children, that’s what you were aiming to try and help them to develop awareness of how they could perform better. Just to circle back to that comment that you were making about what you did aim to help your children with, if they were in the room and we were having the conversation with them today, how do you think they would view your influence on them?
13:03 Kevin They’d laugh and say, Daddy, It has been a challenge engaging my children around the things that clients and friends and other people really lap up. And I think part of the reason for that is, and they say seeing is believing, but I actually believe the opposite is true. You know, they need to believe something first to entertain the idea. What I learned with them is to boil things down to something very simple and invite them into I’m noticing so my older daughter Libby who does struggle with anxiety and struggles to speak up and did two things with her one is I normalised that experience by explaining how the body works and how the autonomous nervous system works and said it’s okay part of a nervous system is wired to take us into action until you get triggered. You can be triggered by thoughts and memories and all sorts of things. It’s completely natural that you will have performance anxiety. It’s part of being a human. There are things you can do, but the only thing I want you to do at the moment is to notice what happens to your breath when you get triggered. So something very simple.
That alone had quite transformational impact on her being able to engage with the topic and starts to believe that actually maybe I can manage my nerves it became part of her identity I’m just an anxious person well this isn’t true anxiety and nerves are triggered by certain part of our Vagus system a threat response is triggered differently in different people and we know we can reverse the chemistry of that. The world of embodiment is very interesting. It’s for some people it’s a little bit woo woo and there’s lots of gurus but we all have a body and we’ve all had a body all of our lives. These are just human skills that just aren’t taught.
14:40 *Sue * So what you’re describing to us Kevin is first of all to start noticing and then with that noticing we can then have the choice to change our behaviour or learn what we could do differently to be more effective. Given that we’re on the Access to Inspiration podcast, what would be some practical tips if people wanted to access their inspiring part of themselves? Particularly, I’m thinking from a leadership perspective, a lot of the times I speak to leaders where they say, I want to be more inspirational. How could they do that?
15:10 Kevin How do you access inspiration? Well, inspiration is feeling fundamentally. And of course, why do we want that feeling? Because we want that feeling in other people. So I’m a great believer that if you’re going to invoke a state in someone else, you need to go there first. So the kind of chemical cocktail of inspiration is a mix of serotonin, dopamine, oxytocin, and maybe adrenaline. So we’re looking at how we can change our internal chemistry to boost those chemicals. So there’s a number of ways to do that. One way to do that is, because this is memorable, I’ll share it with you. And people can try this, but if you’re driving or operating machinery or anything, please don’t. We can perform a Kate Winslet. So for those of you who are familiar with the film Titanic, remember the scene with Kate on the front of the ship. So opening our body, which I’m doing now, I know you can’t see, opening our body, our arms, having an expansive posture, maybe lifting our sternum forward, maybe looking up to the sky, is going to start to trigger a different chemistry in our body. It’s going to start to generate some of this high performing chemistry. For example, oxytocin will be released across the chest. If we want to access things like more dopamine, the chemistry of motivation and reward, one of the ways we can do that is through visualization. Our visual cortex is highly linked to our dopaminergic system, so visualizing for ourselves the sort of future that we are wanting for others will boost our dopamine and it will take us into that feeling of inspiration using those techniques will also help us paint a picture of the future for others so i give you an example of that one of my missions in life and something that will launch at the moment is to help people to be able to manage performance anxiety so currently launching something called free from nerves dot com which is to give everybody access to five simple practices that can help people manage their nerves so they can speak in every walk of life I believe my core value is freedom.
And once you understand how to work with your nerves, you can be free. So how do I inspire people to do that? How do I access inspiration? So I’ll sit down and actually do the work. I visualize sitting on the BBC red sofa with a number of people who have taken this work, who are telling stories about how that’s changed their life. And from that, I feel it more inspired. to do the work. And through things like storytelling, I can inspire others to think about the impact that would have if they engaged with the work. Another key part of inspiration is serotonin and serotonin is a very interesting chemical. We actually produce most of it in our gut and serotonin is highly related to a sense of status and well-being and that sense of I am okay. And believe it or not you can release serotonin by twisting at the waist. Just simply twisting at the waist will release serotonin and the research now is clear that there’s a relationship between our gut and our brains. So internal chemistry has a direct impact on our mood. So we know the things we can do with our breath and our bodies, which will change our internal chemistry and they will allow us to access feelings like inspiration much more quickly.
18:28 *Sue * So I’m imagining you twisting your body and standing like Kate Winslet as I’m speaking to you, Kevin.
18:34 Kevin Yes. I use them a lot. In fact, the place I use the twist the most is when I go to my local gym. I like to keep fit. I have an identity that I’m a fit young man. What I’ve noticed in gyms is they’re full of, well, predominantly very fit people, which statistically is true because that’s where they go. sometimes I really feel like I don’t belong there and I want to go home I feel intimidated other people make more progress than me and I twist in front of the mirror and I boost my sense of status. I belong here I’m okay here and actually I see other people starting to twist wondering what I’m doing. I generally look like the smiliest happiest person but I’m trying to also access some happy hormones. But I use that twist so that I can hold space and feel OK. And I think, particularly in the corporate world, where we have these topics, things like creating cultures of belonging, belonging is a feeling, a feeling that you belong, a feeling of equal status, a feeling of trust. You know, the chemistry of that is, again, it’s oxytocin, it’s serotonin. So people can do things for themselves as much as organizations can create the environment for people to feel safe and want to connect. And I think those two things are absolutely essential. So if we take the topic of something like psychological safety.
So organizations talking a lot about we need to create environments where people feel safe to speak up. Well, that’s half of the story. Because even if you have a culture which allows people to feel safe or doesn’t put things in the way to make people feel unsafe, you still need to speak up. So you still need to generate a sound. So you still need to resource your body. You still need to work with your own performance anxiety you still need to use your diaphragm to power your voice you still need to make a sound you still need to have clarity of thought to be able to communicate what you want to communicate you might need risk tolerance you might be saying things that you’re not sure how they will land will you might need more testosterone in your body. How do we produce testosterone? One way we can produce testosterone is simply by muscle firming. So if we create a fist and push that against our hand, we’ll actually generate more testosterone in our system and we may feel that we have a higher level of risk tolerance, which may help us to speak up.
20:50 *Sue * I think that’s a really important point you’re making there, that there’s responsibility on the individual as well as the organisation to create the environment. And it also strikes me that because many people are still operating virtually in the workplace, then maybe it’s a little bit easier to be doing it in the comfort of your own office or living room, so that then when you’re on that virtual call, you do feel confident enough to speak up. What would you say to that, Kevin?
21:15 Kevin Absolutely. It’s probably easier for most people if they’re working virtually before a meeting to walk around the room. We know when we shake our body, we can shake out things like cortisol and toxic chemistry. To do the Kate Winslet, to do twists, to do breath exercises, to maybe rehearse what we’re going to say, that’s another very important performance practice. When we rehearse before we speak and we rehearse out loud, our body has more confidence in what we’re going to say because we’ve already embodied and spoken that So it’s actually very helpful to be virtual. The challenge can be when you’re working with somebody, particularly as a coach, and you want to get them moving, them breathing, them trying exercises, particularly if they’re in an office or they’re at home. There’s some skill in how to invite them into the work and get them to do that. But preparation of state is everything. And it can take a couple of minutes. It can take you five seconds. You can change your state in a heartbeat.
22:09 *Sue * If those people listening to this podcast are wandering around their office, maybe they’ll start to notice others moving at the waist or doing the Kate Winslet and realize that they have listened to this podcast too, Kevin. Given that you’re a storyteller, I’m wondering how do you think that your story will continue? What’s the next chapter or how even does it end in terms of where you want this work to go?
22:31 Kevin There are two things. So in terms of physical intelligence, we have a vision, which is simply what do you vote for more of in the world? I really vote for a world where people can live an embodied life. The flow of life is going the other way. I think yesterday I heard a fact that on average in the UK, we spend five hours on our phones. And with the introduction of AI, I think life is going to be very different for human beings. So I vote for an embodied life. I vote for helping people who want to be embodied to know how to do that and to be free to do that. The two ways of doing that is to put the knowledge and practices into the hands of everybody so we can all be a guru in our own bodies so that’s the mission that will take some time so that’s how we’re doing that we’re putting that out through the physical intelligence curriculum through the institute putting things into the hands of real people I want to launch free from nerves to put some very basic practices into the hands of everybody so that people can manage their nerves and then they can tell the story of how those practices have really helped change and enhance their lives so that they can inspire other people to engage with the practices. That’s probably more than a lifetime’s worth of work. I need to do that whilst having fun and enjoying myself.
The legacy I want to leave is for my own profession, my profession of coaching, which I think is going to be really challenged. We have artificial intelligence coming along. So the thing that’s going to differentiate coaches, I think, in the future is their ability to really work with the entire human being one thing that artificial intelligence will never do is be able to work with feelings and emotions when you need a body to feel I really love a profession I want coaches to be equipped to do great work to earn good money. And I think part of that is putting the technology of the body into all of their hands they can apply that in their own lives and their work.
24:28 *Sue * And I suspect that you will hope that your children embody some of this work as well as you watch them grow up.
24:34 Kevin Yes, I do hope they embody. I mean, they are embodying it, and I’m hoping they’ll be inspired by real stories of people who’ve overcome simple things like performance anxiety in all sorts of settings to achieve what they want.
24:47 *Sue * So what are some of those stories then, Kevin, where people have really been positively impacted by some of this work?
24:53 Kevin So I worked with somebody years ago who suffered from performance anxiety and speaking up and actually being amongst other people to the extent they were taking beta blockers. And when I delved into their story, they were so nervous that they wouldn’t even go to a parent’s evening for fear of having to network with strangers. So this had quite a big impact on them and also their own ability to show up as a father figure. So working on some very simple techniques to help them manage that had a huge impact. Of course, at the moment, one of the big topics is helping people with burnout. And so plenty of stories of working with people who are either burnt out or on the path to burning out and giving them very simple practices where they can start to look after themselves and understand how to build emotional and mental resilience so that they can really look after themselves and reverse that trend.
25:45 *Sue * And if you were offering a tip for our listener today, Kevin, around managing potential stress or burnout, what would be one practical thing? You’ve given us many useful tips already. What would be one additional area that they might apply?
26:00 Kevin So I think there’s two things I would invite people to do. Number one is to regularly tune into their body, regularly tuning. So how actually are you feeling? Where are you feeling tension? How stressed are you? Because the body has an amazing intelligence. And you know, you’ll hear many people on podcasts saying, well, if you’re tired, don’t worry, you can still go to the gym. If you don’t have any motivation, don’t worry, you can still push on. Well, there’s a time when we need to recover. The physical body needs to recover we have a recovery cycle for a very good reason so listen to your body and one of the my thing them one of the most powerful practices. That we should all adopt is something called paced breathing.
So paced breathing is where we literally pace breathing we trying to breathe into a diaphragm. the breath in and the breath out for maybe four or five, a count of four or five in a consistent way. And the science on paced breathing is actually quite stunning. What paced breathing actually does is it starts to produce a high performance chemical in our body. It’s actually a steroid called DHEA. And DHEA gives us sort of vitality, it gives us endurance, and it also reduces the impact of things like cortisol on the body. So it puts the body into a much better state of well-being. And the evidence on performing and breathing are doing paced breaths for say 40 minutes a day. So if you’re stuck at the traffic lights and you’re triggered into a state of anxiety and anger and road rage, this is your chance to do some paced breathing. And the research, which was done by Dr. Justin Kennedy, suggests that doing something like pace breathing over three months, apart from reducing levels of stress, can improve our cognitive function by 62%. Isn’t that amazing? You could be 62% smarter just from adopting a breath pattern every day for the rest of your life.
27:55 *Sue * Well that sounds like a very practical tip and a useful one as well to boot Kevin. It’s been very informative speaking to you today and you’ve given us such useful tips and pieces of information that of course the listener can apply immediately to their body to take those insights that you’ve shared so kindly with us. If the listener wants to find out more about the work that you’re doing, how might they be able to do that?
28:18 Kevin So the easiest way is to go to the website coachwithpi.com. We built an institute called the Physical Intelligence Institute, which anyone can join where we run free sessions and you can connect with other people who are looking at embracing this work. And we’ve recently created, for the first time ever, an assessment tool where you can assess your own physical intelligence, which is coachwithpi.com/assess There’s plenty of tools out there. There’s plenty of free materials out there. There’s an institute if you want to join that. And we have for the last years been running a program for coaches and people practitioners, which is a certificate in coaching with physical intelligence credited by the ICF, which is putting this toolkit into the hands of practitioners to go and apply and use in their work and in their own lives.
29:05 *Sue * Fantastic. Well, there’s lots of options there. Thank you again today. I will go and do some twisting and stretching and help my body to be more effective and to have a better performance after this conversation today, Kevin. Thank you for your time.
29:19 Kevin It’s been a pleasure. Thanks so much for inviting me.
29:23 *Sue * Well, I hope you enjoyed hearing from Kevin. Remember, you can find a transcription for this episode and more than 100 other episodes on our website, accesstoinspiration.org. And you can keep connected with us via social media at LinkedIn, Twitter, Instagram, or Facebook. Just search for Access to Inspiration. Next week’s guest is Monica Parker, and she will be talking to me about the power of wonder. So I hope you can join us then.
Credits:
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https://medium.com/%40stevestockdale/rembering-my-dad-on-his-birthday-89ed63c8644e
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Remembering My Dad on His Birthday
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I’m not sure of the exact boundaries of the area, but they’re generally the southeastern states to include Texas in the west. That’s the area where, based on my experience, you’re more likely than…
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en
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Medium
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https://medium.com/@stevestockdale/rembering-my-dad-on-his-birthday-89ed63c8644e
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Daddy would’ve been 90 today
Steve Stockdale
·
Follow
7 min read
·
Dec 12, 2023
--
I’m not sure of the exact boundaries of the area, but they’re generally the southeastern states to include Texas in the west. That’s the area where, based on my experience, you’re more likely than not in the rural and smaller towns to hear boys and girls, women and men, refer to their father as, “Daddy.”
Regardless of age. That’s what I called him when he was alive–Daddy–so I’ll do him the honor of not changing it when he can’t defend himself.
Some things about my Daddy
He took a year off from college while I was being gestated to work for the Santa Fe railroad. Like his father-in-law.
He was a band director.
He played clarinet, but played drums in a swing combo to help pay his college tuition.
He was a ham radio operator — W5CHX. (Believe it or not, my sister bought this card on eBay. It documents my dad’s first ham radio contact in Mississippi in 1955 — see the line just about his name in lower right.)
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https://rockfordhomes.net/home-builder-fairbanks-schools/
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Home Builder Fairbanks Schools
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Rockford Homes is a Fairbanks Schools home builder offering high-quality, luxury homes at affordable prices in premium Ohio locations.
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Rockford Homes
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https://rockfordhomes.net/home-builder-fairbanks-schools/
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Build Your
Future
Premium Locations | Strong School Districts | Affordable Luxury
Home is About
Family
Rockford is about building homes the way you want. Whatever stage of life you’re in, Rockford Homes provides everything you’ll ever want in your family’s new home. Catering to every lifestyle, we pride ourselves on building quality homes in premium locations with strong school districts at a fantastic value. This is why Rockford enjoys one of the industry’s highest repeat customer and referral rates. As a family-owned business, we appreciate the trust you instill in us to create a beautiful home for you and an amazing home community for your family. Build your future with Rockford Homes, an Ohio home builder. Explore customized options to fit your needs by visiting a model home!
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Find Your
Community
Rockford Homes strategically plans and places all of our new home communities to accommodate a family's ever-changing needs. We ensure Pickerington residents have access to the best area schools, modern conveniences, and tranquil settings. If you and your family are looking for everything from wooded lots to half-acre homesites, Rockford Homes has you covered.
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New Home
Designs
Rockford Homes is a new home builder based in central Ohio that offers a robust selection of single-family home designs near Pickerington and throughout the region. Our floorplans can be customized to suit nearly every family's needs. Our new home designs include Two-story floorplans, First Floor Owner’s Suite floorplans, Multi-Level floorplans, Ranch floorplans, and Condo floorplans. Start customizing your dream home today!
Find Your Dream Home
Quick Move-In
Homes
If you're looking for a home near Pickerington that is already or nearly built and ready for your family, Rockford Homes has a large selection of move-in ready inventory homes in many of our amazing communities. We offer a wide selection of price points and floorplans throughout central Ohio. If you don't have time to wait for new home construction, take a look at our move-in-ready selection. You may find exactly what you're looking for.
Explore Available Homes
Rockford Homes
Reviews
“I have already referred family and friends to Rockford Homes. We’re in a community where there are still a lot of spaces available and anytime that anyone who lives in Columbus is even thinking about looking for a new home, I immediately tell them my wonderful experience with Rockford Homes and what they have to offer.”
Bobby
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Theresa
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Ruth
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Jerry
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Terry
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Jenna
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Chris
Be Proud of
Your Home
Rockford knows that home is truly where the heart is – it’s where you’ll spend most of your time. Every nook and cranny in your home holds some good memories for you and your family. Your home shows how far you’ve come, so be proud of it! That’s why the company that builds your home is almost as important as the final product. At Rockford, we build homes correctly, focusing on intricate details and thoughtful finishing touches. We don’t just meet your expectations; we exceed them.
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Fairbanks City School District
The Fairbanks Local School District is situated in the heart of Milford Center, OH, and proudly carries the “Home of the Panthers” spirit as it serves a close-knit community of roughly 1,093 students across grades K-12. With a student-teacher ratio of 19 to 1, the school district’s administrators and educators are committed to providing personalized attention to help each student thrive.
The Fairbanks Local School District stands out in the Ohio Department of Education rankings, landing in the top 20% for combined math and reading proficiency based on the latest testing data from the 2023-2024 school year. With an average testing ranking of 9/10, the district’s students are demonstrating impressive academic achievements. “The Panthers” boast an average math proficiency of 71% and a reading proficiency of 78%—numbers that speak volumes about the dedication of our students and educators. The district is also proud of its 90-94% graduation rate!
Fairbanks Local School District takes pride in not only the high math and reading scores but also in how it fosters an environment where the student-teacher ratio allows for focus on the individual growth of students. It’s this commitment to excellence that sets the district apart and keeps the community strong.
The district’s student body reflects a diverse community, with 8% of our students identifying as minorities, primarily Hispanic and Black—adding rich perspectives to the district’s cultural life.
If you’re looking for a place where education is not just a priority but a passion, the Fairbanks Local School District may be just what you’re looking for. Welcome you to the Panther family.
Small but mighty: Fairbanks Local School District has four schools catering to students from kindergarten to 12th grade.
Fairbanks Elementary School for students from kindergarten to 5th grade.
Fairbanks Middle School for students from 6th to 8th grade.
Fairbanks High School for students from 9th to 12th grade.
Fairbanks Virtual Academy for students from 6th to 12th grade.
Fairbanks, Ohio General Information
Fairbanks Local School District Zip Codes: 43006, 43040, and 43045
County: Union
Population: The population of Union County is 62,784 according to the 2020 U.S. Census Bureau
Fairbanks City School District Establishment Year: 1960
Frequently Asked
Questions
As a local in Milford Center, what are some popular points of interest or activities in the area?
Locals in Milford Center enjoy a variety of activities that reflect the area’s rich heritage and natural beauty. Points of interest include the Big Darby Creek, which is perfect for canoeing and fishing, and the nearby Glacier Ridge Metro Park, offering hiking and cycling trails. The annual Milford Center Community Festival brings the community together with food, games, and entertainment. Additionally, the historical downtown area features quaint shops and local eateries that residents take pride in supporting.
Can students and families of Fairbanks Local School District easily access sports and cultural activities in nearby Columbus, Ohio?
Yes, Milford Center is conveniently located approximately 30 miles northwest of Columbus, which allows for easy access to the vibrant sports and cultural scene of Ohio’s capital city. It’s just a short drive to attend professional sporting events, visit museums, enjoy live music, and participate in cultural festivals. This proximity allows students and families to experience the best of both worlds — a tight-knit school community and the amenities of a larger metropolitan area.
How can I stay current on new developments at Rockford Homes?
Sign up for our E-newsletter to receive all the updates and promotions on the newly developed communities and homes. By joining the VIP list, you can be one of the first to know about dazzling opportunities that are hard to pass up and often don’t stay available for long.
How can Rockford Homes help me save on the cost of energy?
Here at Rockford, each home we build is tested by an independent energy rating company to ensure proper performance. We take extra steps to incorporate energy efficiency into our homes, from the foundation to the attic, windows and insulation, lighting, and appliances, to save you money and care for the environment.
How does the Fairbanks Local School District ensure a high-quality education for its students?
Fairbanks Local School District is committed to providing a comprehensive education experience that fosters academic excellence, critical thinking, and personal growth. With a student-centered approach, the district offers a variety of advanced placement courses, extracurricular activities, and special programs that cater to diverse learning needs. The district prides itself on having dedicated teachers, a supportive community, and modern facilities that contribute to a conducive learning environment.
Is Rockford Homes a good home builder?
Rockford Homes has been serving customers in Ohio for over 35 years providing the excellent quality construction and service that has become synonymous with the Rockford Homes brand. A home is the largest single purchase most people will make in their lifetime. With this fact in mind, Rockford makes sure you’re involved in every step of the home building process – from the moment you walk into one of our models to the moment you back the moving truck to your brand new home. And our commitment to service and warranty extends well beyond move-in.
What can residents expect in terms of quality of life in Union County, Ohio?
Union County offers residents a high quality of life with its blend of rural charm and suburban convenience. With low crime rates, affordable housing, and excellent schools like those in the Fairbanks Local School District, families can enjoy a safe and comfortable living experience. The county boasts beautiful parks, community events, and local farmers’ markets that enhance the small-town feel while providing ample opportunities for recreation and social engagement.
Where do I start if I want to build a house or buy a house in Fairbanks School District?
A good starting point for home buyers is to decide where you want new construction or if you are open to a move-in ready home. If you want to build, browse our floor plans and community locations. Come in and see us at one of our decorated model homes, and we can work together to get the ball rolling on your new home build.
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Level 5 Leadership: The Triumph of Humility and Fierce Resolve
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2001-01-01T05:00:00+00:00
|
Boards of directors typically believe that transforming a company from good to great requires an extreme personality, an egocentric chief to lead the corporate charge. Think “Chainsaw” AI Dunlap or Lee Iacocca. But that’s not the case, says author and leadership expert Jim Collins. The essential ingredient for taking a company to greatness is having a “Level 5” leader, an executive in whom extreme personal humility blends paradoxically with intense professional will. In this 2001 article, Collins paints a compelling and counterintuitive portrait of the skills and personality traits necessary for effective leadership. He identifies the characteristics common to Level 5 leaders: humility, will, ferocious resolve, and the tendency to give credit to others while assigning blame to themselves. Collins fleshes out his Level 5 theory by telling colorful tales about 11 such leaders from recent business history. He contrasts the turnaround successes of outwardly humble, even shy, executives like Gillette’s Colman M. Mockler and Kimberly-Clark’s Darwin E. Smith with those of larger-than-life business leaders like Dunlap and Iacocca, who courted personal celebrity. Some leaders have the Level 5 seed within; some don’t. But Collins suggests using the findings from his research to strive for Level 5-for instance, by getting the right people on board and creating a culture of discipline. “Our own lives and all that we touch will be the better for making the effort,” he concludes.
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Harvard Business Review
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https://hbr.org/2001/01/level-5-leadership-the-triumph-of-humility-and-fierce-resolve-2
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Out of 1,435 Fortune 500 companies that renowned management researcher Jim Collins studied, only 11 achieved and sustained greatness—garnering stock returns at least three times the market’s—for 15 years after a major transition period.
What did these 11 companies have in common? Each had a “Level 5” leader at the helm.
Level 5 leaders blend the paradoxical combination of deep personal humility with intense professional will. This rare combination also defies our assumptions about what makes a great leader.
Celebrities like Lee Iacocca may make headlines. But mild-mannered, steely leaders like Darwin Smith of Kimberly-Clark boost their companies to greatness—and keep them there.
Darwin Smith—CEO at paper-products maker Kimberly-Clark from 1971 to 1991—epitomizes Level 5 leadership. Shy, awkward, shunning attention, he also showed iron will, determinedly redefining the firm’s core business despite Wall Street’s skepticism. The formerly lackluster Kimberly-Clark became the worldwide leader in its industry, generating stock returns 4.1 times greater than the general market’s.
The Idea in Practice
Humility + Will = Level 5
How do Level 5 leaders manifest humility? They routinely credit others, external factors, and good luck for their companies’ success. But when results are poor, they blame themselves. They also act quietly, calmly, and determinedly—relying on inspired standards, not inspiring charisma, to motivate.
Inspired standards demonstrate Level 5 leaders’ unwavering will. Utterly intolerant of mediocrity, they are stoic in their resolve to do whatever it takes to produce great results—terminating everything else. And they select superb successors, wanting their companies to become even more successful in the future.
Can You Develop Level 5 Leadership?
Level 5 leaders sit atop a hierarchy of four more common leadership levels—and possess the skills of all four. For example, Level 4 leaders catalyze commitment to and vigorous pursuit of a clear, compelling vision. Can you move from Level 4 to Level 5? Perhaps, if you have the Level 5 “seed” within you.
Leaders without the seed tend to have monumental egos they can’t subjugate to something larger and more sustaining than themselves, i.e., their companies. But for leaders with the seed, the right conditions—such as self-reflection or a profoundly transformative event, such as a life-threatening illness—can stimulate the seed to sprout.
Growing to Level 5
Grow Level 5 seeds by practicing these good-to-great disciplines of Level 5 leaders:
First who
Attend to people first, strategy second. Get the right people on the bus and the wrong people off—then figure out where to drive it.
Stockdale paradox
Deal with the brutal facts of your current reality—while maintaining absolute faith that you’ll prevail.
Buildup-breakthrough flywheel
Keep pushing your organizational “flywheel.” With consistent effort, momentum increases until—bang!—the wheel hits the breakthrough point.
The hedgehog concept
Think of your company as three intersecting circles: what it can be best at, how its economics work best, and what ignites its people’s passions. Eliminate everything else.
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https://www.pbvusd.k12.ca.us/about-us
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Buena Vista Union School District
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https://resources.finalsite.net/images/f_auto,q_auto/v1679342367/pbvusdk12caus/uf34jbkzgywqecsqbsyi/favicon10.ico
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https://resources.finalsite.net/images/f_auto,q_auto/v1679342367/pbvusdk12caus/uf34jbkzgywqecsqbsyi/favicon10.ico
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About Us - Panama-Buena Vista Union School District
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en
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https://resources.finalsite.net/images/f_auto,q_auto/v1679342367/pbvusdk12caus/uf34jbkzgywqecsqbsyi/favicon10.ico
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https://www.pbvusd.k12.ca.us/about-us
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HISTORY OF OUR DISTRICT
Established in 1875, the original district housed a mere 11 students in makeshift lean-to structures at various locations. Today, the student population numbers over 19,400, and pupils from pre-kindergarten through eighth grade receive instruction in the most modern of facilities.
The Panama-Buena Vista Union School District takes pride in its motto, "Excellence in Education." The district employs a staff of dedicated, energetic, and highly qualified teachers who respect and enjoy working with students.
Bakersfield is ideally located in the southern portion of Central California. To the south is Los Angeles, a two-hour drive over a scenic mountain highway known as "The Grapevine." Three hundred miles to the north is the "Golden Gate City," San Francisco. Morro Bay and the beautiful Pacific coastline are a short two and one-half hour drive to the west. Sequoia and Yosemite National Parks are also within driving distance. The popular Lake Isabella recreational area is less than an hour's drive through the majestic Kern River Canyon. Just about every imaginable outdoor sport or recreational activity is available year round.
The Panama-Buena Vista Union School District is proud of its well-defined heritage which strongly correlates student assessment with classroom instruction.
The state adopted district curriculum is implemented by highly qualified teachers who receive professional development designed to enhance knowledge, skills, and attitudes to improve student achievement. Our mission is to provide quality learning opportunities for every student by supporting teachers through mentoring and high quality appropriate professional development. Curriculum specialists, principals, and categorical program specialists facilitate in-depth, structured and consistent support to all our teachers as they provide standards based instruction to educate our changing student population.
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https://alchetron.com/Stockdale-High-School-(Bakersfield,-California)
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en
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Stockdale High School (Bakersfield, California)
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2017-08-18T08:30:48+00:00
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Stockdale High School is an American senior high school located in Bakersfield, California. Its athletics teams are known as the Stockdale Mustangs and the school colors are black and silver. Stockdale High School first opened in 1991. Now in its 25th year, with approximately 2,069 students enrolled
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Alchetron.com
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https://alchetron.com/Stockdale-High-School-(Bakersfield,-California)
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Associated Student Body
Stockdale High School's official student governing body is the Associated Student Body (ASB). The ASB Executive Board is made up of two representatives from each class as well as a panel of board members elected by the students. The Executive Board oversees all dances, clubs, student groups, activities, community service, and various other school events.
The Stockdale High School Silver Mustang Band and Colorguard
The 185 member ensemble, under the direction of John Biller and Scott Dirkse, is one of the largest and finest marching bands in the state. In addition to performing the halftime show at all their home football games and as well as local Veteran's Day and Christmas parades, the participate in many marching band competitions throughout Kern County and California, winning many first places and sweepstakes awards. The Silver Mustang Band and Colorguard have performed at Disneyland, Magic Mountain, the Bulldog Stadium in Fresno, and the Rose Bowl in Pasadena. Every mid-November, they host their marching band competition, the "Stockdale Band Spectacular", which features 20–25 middle school and high school marching bands competing for top honors. In addition to the marching band, the instrumental program offers winterguard, winter percussion, string orchestra, symphony orchestra, wind symphony, symphonic band, and jazz band. The orchestras are also two of the largest and finest orchestras in the state. The orchestra regularly performs in different places, ranging from local elementary schools to Disneyland.
Field Shows
1991-1997 - Unknown
1998 - Rhapsody in Blue
1999 - Russian Easter Overture and Russian Christmas Music
2000 - Hook
2001 - The Mask of Zorro
2002 - The Hunchback of Notre Dame
2003 - The Mummy
2004 - Pirates of the Caribbean
2005 - The Age of Jazz
2006 - Batman
2007 - The Lion King
2008 - The Incredibles
2009 - West Side Story
2010 - Star Trek
2011 - The Rocketeer
2012 - The Phantom of the Opera
2013 - The Legend of Zelda
2014 - Les Misérables
2015 - Skyrim
2016 - The Polar Express
National Honor Society
The NHS at Stockdale is the primary community service organization on campus and includes over 590 students as members. The NHS is responsible for organizing events with many local organizations as well a sponsoring recurring events such as Welcome Home - a downtown homeless outreach project - and the Stockdale Christmas Miracle. The club was awarded national recognition in 2015 as one of five chapters in the country chosen for the Outstanding Service Project award for Welcome Home. They have also won Beautiful Bakersfield awards and PEAAK awards.
Medical Academy and HOSA
The Medical Academy of Stockdale High (MASH) has its own Health Occupation Students of America club (HOSA). Students enter the academy their freshman year and take special medical classes until completion in the senior year.
Math Club
The Math Club meets once every week to do many different math related activities. It hosts the CAML, a math competition, as well as the AMC.
Forensics (Speech and Debate)
Forensics is a school elective that many students participate in. They regularly go to tournaments, and do very well. They won the Valley title in Speech 2002, 2014, 2015, 2016, and the valley title in Debate 2016. They also have many individual valley title winners in both speech and debate. The unprepared events champion in IX, NX and Impromptu for speech as well as Parliamentary Debate regularly comes from Stockdale.
Notable graduates
David Carr, former quarterback for the Houston Texans, and first overall pick. Now retired.
Grant Desme, centerfielder at Cal Poly San Luis Obispo (Big West Conference Player of the Year); drafted in 2007 by the Oakland Athletics; retired in 2010 after being named Arizona Fall League MVP, to enter a Catholic seminary to study for the priesthood.
Casey Mears, NASCAR driver
Cory Hall, former NFL free safety for the Cincinnati Bengals attended Stockdale High School his freshman through junior year before transferring to South High School.
Sam Betty, European basketball star and stand-out two-sport Division III-A athlete at Occidental College
District
Stockdale High School is a part of the Kern High School District, one of the largest high school districts in the state of California. Stockdale High's boundaries cover much of the southwest corner of Bakersfield, California.
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https://vpaa.unt.edu/fs/recognition/SFE-award-winners21
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2021 SFE Award Winners
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UNT Foundation Awards
UNT Foundation Eminent Faculty Award
Alicia Re Cruz
Anthropology
Dr. Alicia Re Cruz is a scholar, professor, mentor, mother of three wonderful young Latino men, wife, daughter, and proud to intersect these roles “with her own accent.” Much of her professional life has been colored by her efforts in creating and being part of “communities”; this has been the survival strategy that she learned in El Puente de Vallecas, a low income barrio where she was born and raised in Madrid, Spain. Anthropology is her life’s work, profoundly inspired by Women’s and Gender Studies in nurturing the passion to learn from people, to work with people, to create a philosophy of “togetherness”. For her, it is the essential tool for social justice and equity.
Dr. Re Cruz received her BA degree in Geography and History, with a specialty in American Ethnology and Anthropology from the Universidad Complutense de Madrid, Spain, and her MA and PhD in Anthropology from State University of New York at Albany in 1992. This same year she became the third faculty member of the Institute of Anthropology at UNT. Dr. Re Cruz became the Chair of the Department from 2007 to 2011.
Read More
UNT Foundation Faculty Leadership Award
Corey Marks
English
Dr. Corey Marks, a University Distinguished Teaching Professor, has taught poetry at the University of North Texas since 2000, and he became Director of Creative Writing for the Department of English in 2005. He’s published two books of poems—Renunciation, winner of the National Poetry Series Open Competition, and The Radio Tree, winner of the Green Rose Prize. His work has also received a fellowship from the National Endowment for the Arts, the Natalie Ornish Award from the Texas Institute of Letters, the Bernard F. Conners Prize from The Paris Review, and two fellowships from UNT’s Institute for the Advancement of the Arts.
Read More
UNT Foundation Community Engagement Award
Suzanne Enck
Communication Studies
Dr. Suzanne Enck is Chair of the Department of Communication Studies and an Associate Professor of feminist rhetoric and public culture at the University of North Texas where she also serves as an affiliated faculty member of the Women’s & Gender Studies Program. Suzanne earned her bachelor’s degrees in Political Science, Philosophy, and Foreign Diplomacy from Miami University (Ohio) in 1994; her master’s degree in Speech Communication from Ball State in 1995; and her PhD in Communication & Culture from Indiana University in 2005. Suzanne joined the faculty at UNT in 2009.
A committed feminist scholar and pedagogue, she blends her scholarship and outreach at the intersections of gendered violence and women’s incarceration. She also researches practices of feminist/activist-oriented pedagogy in addition to public enactments of grief. Suzanne has published analyses of gendered violence in Communication & Critical/Cultural Studies, Communication, Culture & Critique, Critical Studies in Media Communication, and Women’s Studies in Communication, in addition to chapters in Family Violence: Communication Processes and Mediated Boyhood: Boys, Teens, and Tweens in Popular Culture and Media. With funding from the Organization for Research on Women and Communication (ORWAC), she conducted (36) life history interviews with incarcerated women; the first article from this project was published in Text & Performance Quarterly. She is currently working on a book manuscript tentatively titled Storying Carceral Survival: Exploring Women's Pathways to Incarceration. For her work at the nexus of gendered violence and activism, she earned the National Communication Association’s (NCA’s) Critical & Cultural Studies Division’s 2016 Outstanding Scholar-Activist award.
At UNT, Suzanne teaches courses rooted in social justice and civic engagement including Gender & Communication, Social Movements & Resistance, Feminist Criticism, and Rhetoric & Popular Culture. In teaching the Gender & Communication course, Suzanne’s students coordinated 15 large-scale public outreach events known as the Gender Fair between 2009 and 2018. This day-long interactive event centers students as researchers, offering the opportunity to re-imagine the intersecting constraints of identity including gender, race, sexuality, ability, and class. This event has attracted 500-900 visitors at each of the (15) Gender Fairs.
Read More
UNT Foundation Outstanding Lecturer Award
Karen Dorff
Design
Karen Dorff is the coordinator of the Communication Design program, Graphic Design track and principal lecturer in UNT’s College of Visual Arts and Design. Her career began after graduating in 1985 from UNT (called North Texas State University, at that time) with a BFA in Painting and Drawing. She went to work for the newly-formed Hypergraphics Corporation, a company specializing in the commercial development of the first self-paced, computer-based training, and founded by a former NTSU professor. Using a rudimentary DOS based image editor and one of the first desktop publishing software programs, Karen created digital images and layouts for projects contracted by AT&T, Nortel Networks, GTE and the Texas Back Institute. After honing her layout, typography and tech skills, she went on to work as a successful designer and illustrator for several large corporate firms as well as smaller design studios in Dallas. While working in the industry, she designed award winning annual reports, branding/identity campaigns, collateral design, editorial design, menu design, packaging, promotional materials and travel brochures. Client work included Dr Pepper/7-Up, JCPenney and while working for Benoit Design, Blue Mesa, Cigna, Entergy, Ensco, Excel Communications, Motorola, Nortel Networks, ProNet, Texas Instruments, and The Texas Society of CPAs.
Karen’s design work has been recognized by the CASE Council for Advancement and Support of Education, IABC International Association of Business Communicators, Dallas Tops Awards, the Dallas Society of Visual Communicators, the International Davey Awards, the League of American Communications Professionals, MarCom Creative Awards, and Neenah Paper Collateral Promotions. Her work has been published in Menu Design, Print Magazine and The Black Book AR 100 Competition.
She first began working at UNT as an adjunct professor, teaching an evening class twenty years ago. She was then hired as a visiting professor for several years followed by a brief hiatus from teaching. She returned to UNT as a senior lecturer and was then promoted to principal lecturer.
Read More
Research Awards
University Distinguished Research Professor
Pudur Jagadeeswaran
Biological Sciences
Dr. Pudur Jagadeeswaran received his Ph.D. from the Indian Institute of Science, where he determined a bacterial 5S RNA sequence. He was a postdoctoral fellow at Yale. He sequenced human globin gene cluster that led to the discovery of Alu families. He served as an assistant professor at the University of Illinois at Chicago, where he cloned clotting factor genes and identified hemophilia mutations. He then moved to UTHSCSA as an associate professor and rose to the rank of full professor. He created mouse model of one hemophilia mutation. He then pioneered the zebrafish model to study the genetics of coagulopathies and moved to UNT. Since then, he identified several novel hemostasis genes using zebrafish model.
He published 100 papers, has been funded by NIH and taught medical, graduate, and undergraduate students. He trained 18 postdoctoral fellows, 19 graduate students, and 70 high school, undergraduate, and MD students. He served on the departmental, university, international and national committees, including NIH study section panels. He serves on the editorial board of Blood Coagulation and Fibrinolysis and BBA Molecular Cell Research journals. He organized national and international meetings and chaired in these conferences. He received ASIOA Mario Toppo distinguished scientist and lifetime achievement awards.
Presidential Early Career Professorship
Ifana Mahbub
Electrical Engineering
Dr. Ifana Mahbub is an Assistant Professor in the Department of Electrical Engineering at the University of North Texas (UNT), where she is leading the Integrated Biomedical Circuits and Systems Laboratory (iBioCASL). Currently, she is advising (5) Ph.D. and (5) MS students and graduated (1) Ph.D. and (4) MS students. Her research interests include energy-efficient circuits and systems design for wireless telemetry, power transfer, and signal processing applications for implantable and wearable sensors. Her works also focus on the RF and microwave component designs and miniaturized, flexible antenna design. She received the B.Sc. degree (2012) in Electrical and Electronic Engineering from the Bangladesh University of Engineering and Technology, and the Ph.D. degree (2017) in Electrical Engineering from the University of Tennessee, Knoxville. Dr. Mahbub is the recipient of the prestigious “Early Career Award” from the National Science Foundation (NSF). She has also received more than $1M federal research grants from NSF and the Office of Naval Research (ONR). In recognition of her outstanding research and teaching achievements, Professor Mahbub received the UNT College of Engineering’s PACCAR Distinguished Fellowship in 2020. Dr. Mahbub has published (2) book chapters, (24) journal publications, and over (47) peer-reviewed conference publications. She currently serves as the publicity chair for the IEEE Circuits & Systems Society, Dallas Chapter. She has served as a guest editor for the MDPI Journal, and as the publications chair for several IEEE conferences. She is also serving as the Graduate Curriculum Committee Chair in the Department of Electrical Engineering at UNT.
UNT Teacher-Scholar
Laura Siebeneck
Emergency Management and Disaster Science
Dr. Laura Siebeneck is an associate professor in the Department of Emergency Management and Disaster Science. As a hazards geographer, her research interests include spatial and temporal dimensions of disaster evacuation and return-entry, risk perception, risk communication, and disaster recovery. She is currently working on a multi-institutional research collaboration project funded by the National Science Foundation examining disaster resilience, returning home after disasters, and recovery following Superstorm Sandy and Hurricane Harvey.
Dr. Siebeneck was selected as a fellow in the NSF’s Enabling the Next Generation of Hazards and Disaster Researchers program and was the 2018 recipient of the College of Health and Public Service Distinguished Researcher Award. She served as chair of the American Association of Geographers Hazards, Risk, and Disasters Specialty Group and currently serves on the FEMA Region 6 Advisory Council.
Dr. Siebeneck is passionate about teaching and regularly offers courses such as Hazard Mitigation and Preparedness, Images of Disaster in Film and Media, Disaster Displacement, and Applied Statistics in Emergency Management. One of the best parts of being a professor is working with students, and she considers co-leading study abroad courses to Peru, Nicaragua, and Panama with Dr. Brian Richardson in Communication Studies as a highlight of her time at UNT.
Early Career Award for Research and Creativity
Rajeev Azad
Biological Sciences
Dr. Rajeev Azad joined the University of North Texas in 2011 as an Assistant Professor, with a joint appointment in the Department of Biological Sciences and the Department of Mathematics. Before joining UNT, Dr. Azad had served as a research faculty at the University of Pittsburgh and Case Western Reserve University. He was promoted to Associate Professor with tenure in 2017. Dr. Azad’s research interests are in the area of Bioinformatics and Computational Biology, particularly, development and application of mathematical and computational methods to understand how organisms, specifically microbes, innovate to adapt to changes in environment, study of large omics datasets to determine how organisms respond to stress at the molecular and physiological level, and development of novel approaches to decipher structural and functional features in genomes and elucidate their relationships in the context of evolution. Dr. Azad and his research group have developed and applied computational methods and pipelines for gene discovery, alien gene identification, genome comparison, and for understanding genome evolution and differential gene regulation. Dr. Azad’s research is supported by funding from NSF and NIH. He has published over 60 peer-reviewed journal papers and book chapters, and has received Faculty Mentoring Award from American Society for Microbiology, Texas Branch, University of North Texas College of Science Faculty Research Excellence Award, and Early Career Award from Mathematical Biosciences Institute.
Toulouse Scholar Award
Jonathan Eaton
Conducting and Ensembles
Professor Jonathan Eaton serves UNT as Director of Opera and the Winspear Chair in Opera Studies. His stage direction has been seen in North America at many companies, including Chicago Lyric, San Francisco Opera, Philadelphia Opera, New York City Opera (with productions broadcast nationwide on Great Performances Live from Lincoln Center), Dallas Opera and the Santa Fe and Spoleto Festivals. In Europe he has directed at The Royal Opera Covent Garden, English and Welsh National Operas, Dutch National Opera, the operas of Lyons, Nantes and Nancy, and several German companies. He led !SING for Ruhr 2010, Cultural Capital of Europe, with a million singers in (53) cities singing (500) concerts, culminating in the world’s largest staged concert with 58,000 singers in a soccer stadium, televised across Europe. For (21) years he was Artistic Director of Pittsburgh Festival Opera, directing more than forty operas including Pittsburgh’s first Ring Cycle with the Pittsburgh Symphony Orchestra. He commissioned many new works including a jazz/gospel opera addressing issues of racial tension, which was broadcast on PBS and won a Bronze Medal at the New York International Film Festival. Professor Eaton has also held Professorships at CCM in Cincinnati, at Carnegie Mellon University and Cleveland Institute of Music.
Decker Scholar Award
Aaron Roberts
Biological Sciences
Dr. Aaron Roberts is Director of the UNT Advanced Environmental Research Institute (AERI) and a Professor in the Department of Biological Sciences. He is considered an expert on the fate and effects of chemical contaminants in freshwater and marine ecosystems. Dr. Roberts earned his bachelor’s degree in biology at the University of Missouri and his master’s and PhD in zoology at Miami-Ohio University. He completed his postdoctoral training in environmental toxicology at Clemson University. Dr. Roberts joined UNT as an assistant professor in 2006 and has been Director of AERI since 2019. His group is funded by federal and state agencies as well as the private sector. Many of the projects carried out in his lab have implications for environmental regulation and litigation. This ranges from work in the US and abroad on oil spills and coastal contamination to research on chemicals in fish and shellfish that pose a threat to both ecological and human health. Dr. Roberts credits a fantastic crew of UNT students and postdocs over the years as well as great collaborators for the lab’s successes.
Research Leadership Award
Wonbong Choi
Materials Science and Engineering
Dr. Choi is an internationally recognized researcher in nanotechnology conducting basic and applied research at the frontier of nanomaterials and their applications in rechargeable batteries, electronic devices and bioelectronic sensors. He has been named Materials Research Society (MRS) Fellow as the youngest MRS Fellow in 2009 and received the MRS Medal Award in 2006. One of the remarkable achievements in his research career was the invention of “Carbon Nanotube Field Emission Display”, which was reported in Science and was covered extensively by news media around the world. He has been involved in various cooperative projects such as dye sensitized solar cells, Rechargeable batteries and lab-on-a-chip to name a few. His innovations, reported as news in the TRN News, MIT’s Magazine, Analytical Chemistry, Nanowerk, Nature, and Korean News Daily etc. were the first to show some practical ways of making nanomaterials-based devices. Dr. Choi has received numerous research grants from NSF, AFOSR, DARPA, SRC, DOE (SBIR/STTR), and industry, including Samsung. He is an author/co-author of over 80 patents, 1 book (Graphene), 11 book chapters, and over 250 publications (citations >15,000, h-index 64), Guest editor of Li-S batteries (MDPI), and is a member of editorial boards of six journals.
Regents Professor Award
Francis D'Souza
Chemistry
Dr. Francis D’Souza, currently holds the ranks of University Distinguished Research Professor at UNT. Prior joining UNT in 2011, he was a Professor at Wichita State University, Wichita, KS. He received his Ph.D. from the Indian Institute of Science, Bangalore, India, and post-doctoral studies at the University of Houston and University of Dijon, France.
Dr. D’Souza’s research covers wide areas of photonic and electronic materials. Current research interests include developing advanced functional materials for light energy harvesting, developing sensors and biosensors, and developing photo-probes for imaging and therapeutic applications.
Dr. D’Souza has over (460) publications and edited (10) handbooks on Carbon Nanomaterials resulting in over 18,700 citations with an h-index of 71. He is an Associate Editor of Journal of Porphyrins and Phthalocyanines and the Journal of Electrochemical Society, and editorial board member of few other journals.
Honors and Award include CRSI-Medal from the Chemical Research Society of India (2020), UNT-Toulouse Scholar – UNT (2019), Doherty Research Award for the ACS-DFW Section (2018), Fulbright Specialist Scholar (2018), GIAN Fellow, Government of India (2018), Fellow of the Royal Society of Chemistry, London (2015), UNT-Distinguished Professor (2013), Japan Society for the Promotion of Science Fellow (2008), Fellow of the Electrochemistry Society (2010), Excellence in Research Award (2006), Young Faculty Scholar Award (1998), among others.
Regents Professor Award
Yan Huang
Computer Science and Engineering
Dr. Yan Huang is internationally recognized for her contributions to the understanding of the computational structure of very large geospatial datasets. She has developed theoretical frameworks and computational techniques for managing, querying, and analyzing spatially-referenced data. She pioneered research in spatial data mining. She is the author of 120+ technical publications. Her work has be cited ~5,600 time with an h-index of 30 and i10 index of 49 according to Google Scholar (as of February 2021). Her research discoveries have been used in commercial software systems such as Oracle Spatial Analysis and Mining package, which in turn is being used in many application domains including epidemiology, mobile commerce, and smart transportation. Her contributions are recognized with the ACM SIGSPATIAL 10-year Impact Award and an ACM Distinguished Member Award both in 2019. She has served as the Associate Dean for Research and Graduate Studies, Interim Dean, and Senior Associate Dean & Director of the Graduate Studies of the College of Engineering as well as Interim Chair of Computer Science and Engineering here at the University of North Texas.
Regents Professor Award
Lynn Seaton
Jazz Studies
Professor Seaton’s teaching of young professionals co-exists with his highly active career in performing and recording. His work at UNT started in 1998 following thirteen years of a professional career in New York. That period included teaching three years as Adjunct Professor at State University of New York New Paltz and one semester at William Patterson College. He has performed and recorded with numerous world-renowned jazz musicians including Woody Herman, the Count Basie Orchestra, Tony Bennett, George Shearing, Diane Schuur, Tim Hagans, Maria Schneider, Jeff Hamilton, John Fedchock, Eric Alexander, Bobby Shew, Fred Hersch, and Monty Alexander. He has performed at festivals worldwide including the Bern, Concord, JVC, Kool, Kyoto, Chicago, Nice, Elkhart, Kansas City, Montreal, Edmonton, Newport, North Sea, Perugia, West Coast, San Sebastian, Ottercrest, Topeka, Sarasota, Paradise Valley and Poori. He has performed in 35 countries and forty-nine states (still wants a gig in Alaska!).
Recording credits include over one-hundred-twenty-five albums or CDs (one Grammy, two Grammy nominations). Remarkably, forty-five of those recordings have been released since his arrival at UNT in 1998. Those credits include five recordings as a leader: Solo Flights, Bassman’s Basement, Live!!!, Puttin’ on the Ritz, and Zoom Blewz. His work as a Director is documented on The Texas Community College All-State Jazz Ensemble Live at TMEA recording. UNT honored Professor Seaton with the Creative Impact Award in 2013.
The career significance of Professor Seaton is recognized in magazine reviews and documented with references in notable history books including: The Grove Dictionary of Music, The Penguin Guide to Jazz, The Virgin Encyclopedia of Jazz, Leonard Feather’s Encyclopedia of Jazz, and several references in The All Music Guide. Most years he performs about seventy times per year while balancing gigs of national or international significance with local and regional appearances. During the Covid-19 shutdown, he presented at two international online workshops and presented an Academic Bass Council (ABC) Webinar “From Crisis to Creativity” with almost one thousand participants. The ABC is a collective of notable teachers and performers formed to share methods, technology, and strategies for teaching with social consciousness and in post -Covid-19 times. The twenty-five members of the ABC include professors and famous performers from New York, Florida, Indiana, Massachusetts, California, Texas, Washington, Tennessee, Nebraska, Ohio, Wisconsin, Michigan, Canada, and Australia.
Career and university highlights since his promotion to full Professor in 2013 include: Induction into the Cincinnati, OH Jazz Hall of Fame 2016, Nine recordings released; over 500 live performances; a headliner concert at the International Society of Bassists convention 2019; named a Fulbright Scholar to teach at the Joseps Vitols Latvian Academy of Music and perform in Latvia 2014/15; All State Conductor in 2020; Active participation in the Academic Bass Council; International Online Bass Summit 2020.
Professor Lynn Seaton’s performance career and professional relationships enhances the image of the UNT jazz program, provides a connection between the academic and professional environment, and supports the recruitment of students.
Regents Professor Award
Nada Shabout
Art History
Dr. Nada Shabout is a professor of Art History, coordinator of the Contemporary Arab and Muslim Cultural Studies Initiative at UNT, and the founding president of the Association for Modern and Contemporary Art from the Arab World, Iran and Turkey (AMCA). She is the author of Modern Arab Art: Formation of Arab Aesthetics, University of Florida Press, 2007; co-editor of New Vision: Arab Art in the 21st Century, Thames & Hudson, 2009; and co-editor of Modern Art in the Arab World: Primary Documents, Museum of Modern Art, New York, 2018. Notable among exhibitions she has curated: Sajjil: A Century of Modern Art, 2010; traveling exhibition, Dafatir: Contemporary Iraqi Book Art, 2005-2009; and co-curator, Modernism and Iraq, 2009. Major awards of her research include: Getty Foundation 2019; Writers Grant, Andy Warhol Foundation 2018; The American Academic Research Institute in Iraq (TAARII) fellow 2006, 2007, Fulbright Senior Scholar Program, 2008. She is currently working on a new book project, Demarcating Modernism in Iraqi Art: The Dialectics of the Decorative, 1951-1979, under contract with the American University in Cairo Press. Shabout is on the Board of Directors, Visual Art Commission, Ministry of Culture, Saudi Arabia, the Board of The Academic Research Institute in Iraq (TARII), and the College Art Association (CAA) Board of Directors (2020-2024).
Teaching Awards
University Distinguished Teaching Professorship Award
Renee Bryce
Computer Science and Engineering
Dr. Renee Bryce earned her Ph.D. in Computer Science from Arizona State University in May 2006. She earned her B.S. (1999) and M.S. (2000) degrees from Rensselaer Polytechnic Institute. Her research areas include Software Engineering, with emphasis on software testing and usability testing and Computer Science Education, with emphasis on software testing education. She has served as primary investigator on funding from the National Science Foundation, National Institute of Standards and Technology, U.S. Forest Service, Lawrence Livermore National Lab, and more. She was the recipient of two best paper awards co-authored with her doctoral students. Professor Bryce has two decades of teaching experience with a record of excellent teaching evaluations and strong course outcomes. Her courses are challenging and help to increase the competitiveness of our students in the constantly changing tech industry. Her teaching accomplishments extend beyond classroom teaching. She created the Bug Wars Research Experience for Undergraduates (REU) Site that has served 100+ students over the years and the Bug Catcher Software Testing Competition System that has reached 2000+ middle and high school students. She is the founder/advisor for the UNT Women in Computing student organization.
University Distinguished Teaching Professorship Award
Nancy Stockdale
History
Dr. Nancy L. Stockdale is an Associate Professor of Middle Eastern History in the UNT History Department, which she joined in 2006. She received her Ph.D. from the University of California at Santa Barbara. She is the author of the book, Colonial Encounters Among English and Palestinian Women, 1800-1948, and is currently finishing another book about representations of the Middle East in British and American entertainment since the 19th century. Dr. Stockdale is editing a collection about foodways in the Middle East and North Africa as well. In 2016, she published a well-received chapter analyzing the life and music of Freddie Mercury, which she is expanding into a series of essays. She is the 2016 winner of the UNT President's Council Teaching Award, and the 2019-2020 UNT nominee for the Minnie Stevens Piper Professor Award. Dr. Stockdale is continually working to innovate her classes - both face-to-face and online - in ways that help her students understand how the global past informs their contemporary lives. When she's not working, Dr. Stockdale enjoys spending time with her family, taking photographs (especially with historical analogue cameras and film), playing with her dogs, traveling to new places, exploring cuisines, and enjoying the outdoors.
University Distinguished Teaching Professorship Award
Carol Wickstrom
Teacher Education and Administration
Dr. Carol Wickstrom joined the UNT faculty in 2000 after spending 20+ years as an elementary classroom teacher in Texas, Illinois, and Washington. Currently, she is a Professor in the Department of Teacher Education and Administration in the College of Education. During her time at UNT she has taught literacy courses to undergraduate and graduate students. Since 2003 Carol has been the Director of the North Star of Texas Writing Project, an affiliate of the National Writing Project. This is a vibrant network of teachers across the metroplex that provides professional development for teachers and administrators, as well as effective teaching in area classrooms. One of Carol’s guilty pleasures is to learn about the lives and successes of her former students. For example, she recently learned that one of her former first grade students (1979) taught middle school with one of her former UNT preservice teachers (2003). One of her former second grade students (1982) was a speech writer for Hillary Clinton. Several of her former students are published authors and one is an Associate Dean at a local university. Knowing that her teaching has influenced other’s lives brings her great satisfaction.
J.H. Shelton Excellence in Teaching Award
Jodi Lee Duryea
Hospitality and Tourism Management
Chef Jodi Lee Duryea graduated from the Culinary Institute of America in October 1991, she has a BA in History from SUNY Albany and an MS in occupational Education from Texas A & M Corpus Christi. Chef Duryea has over a decade working back of the house in restaurants from NYC to, Pittsburgh and Williamsburg, VA. She was the Executive Chef at Jerry’s restaurant in Soho the last couple of years in New York and then moved to Corpus Christi, Texas to be the Executive Chef at the Corpus Christi Yacht Club. Chef Duryea (Turetzky) fell in love with teaching at Del Mar College in Culinary and Pastry Arts. She married James Todd Duryea in 2005 and moved to Denton, Texas, the University of North Texas hired her in the Fall of 2005. Chef Duryea ran their student restaurant for a year and a half as the General Manager and now is a Principal Lecturer and teaches their Professional Food Preparation, Global Kitchens and Beginning Baking classes in the College of Merchandising, Hospitality & Tourism Management. In 2018, Kendall Hunt published her book, Cooking for the Hospitality Industry.
President's Council Teaching Award
Eric Nestler
Instrumental Studies
Dr. Eric M. Nestler joined the faculty of the College of Music in 1992. Since that time, Dr. Nestler conducted master classes and performed solo recitals in Asia, Africa, Canada, Europe, and the United States, culminating in a 2003 debut recital in Weill Recital Hall at Carnegie Hall. He published numerous, scholarly articles in the peer reviewed Saxophone Symposium focusing on literature for saxophone including a critical edition of the Concerto by Henri Tomasi. Nestler’s students earned teaching positions and professorships at universities in the United States and China as well as professional positions with instrument companies such as Music and Arts and Conn-Selmer. Recently, several of Nestler’s students won national and international competitions, notably, the Music Teacher’s National Association, American Protégé International competition and the Golden Classical Music Awards International competition. Former students have earned positions with the United States’ Marine Band, Navy Band, and Coast Guard Band. In 2009, Nestler was diagnosed with musician’s dystonia. After battling this crippling, neurological disease for many years (and with the help of UNT’s own Dr. Saj Surve), Nestler relearned to play the saxophone and in March 2019, he presented lecture-recital performances of the Sequenza IXB by Luciano Berio, in Mandarin Chinese, at the Sichuan Conservatory, Chengdu, and Sias International University, Zhengzhou, China.
President's Council Teaching Award
Glen Biglaiser
Political Science
Dr. Glen Biglaiser is a professor in the Department of Political Science at the University of North Texas. His areas of specialization include comparative politics, Latin American politics, and economic and political issues in the developing world. Dr. Biglaiser teaches a variety of courses at the undergraduate and graduate level that often are related to Latin America, globalization in developing countries, United States-Latin American relations, and U.S. politics. Beyond his teaching, he is the author of Guardians of the Nation?: Economists, Generals, and Economic Reform in Latin America (University of Notre Dame Press, 2002) and co-author of Politics and Foreign Direct Investment (University of Michigan Press, 2012). His work has also appeared in many journals including Comparative Political Studies, International Organization, and International Studies Quarterly. Dr. Biglaiser attempts to integrate his research and teaching interests into his courses. His philosophy is that good teaching involves: (1) generating interest and enthusiasm to motivate students’ participation in class; (2) supporting effective communication and collaboration; and (3) making himself approachable and establishing rapport. His hope is that the three-pronged philosophy motivates students to be effective learners inside and outside the classroom.
'Fessor Graham Award
TBD
SGA Honor Professor Award
TBD
Outstanding Online Teacher & Course Award
Allyson Packer
Art Foundations
Allyson Packer is an artist and educator whose work investigates what embodied experience can articulate at a time when it is increasingly less common to make physical contact with the people, spaces, and institutions that impact us the most. Spanning a variety of media, including installation, video, and performance, her artwork has been recognized by Americans for the Arts Public Art Review and has been shown at Nahmad Projects in London and Hyde Park Art Center in Chicago, among other venues. She is represented by Birds + Richard gallery in Berlin and is currently working on a project for the Centre Pompidou's Journal de l’Université d’été de la Bibliothèque Kandinsky. She lives in Denton, Texas, where she is a Lecturer at the University of North Texas College of Visual Arts and Design.
2020 Piper Professor Nominee
J. Todd Moye
History
Dr. J. Todd Moye is the Fenton Wayne Robnett Professor of U.S. History at the University of North Texas, the director of the UNT Oral History Program, and a past president of the Oral History Association. Moye is the author of several articles and books on the history of the modern African American freedom struggle. They include Freedom Flyers: The Tuskegee Airmen of World War II (published by Oxford University Press in 2010), a narrative history of the most significant civil rights struggle of the World War II era based on a collection of more than 800 oral histories; Let the People Decide: Black Freedom and White Resistance Organizing in Sunflower County, Mississippi, 1945-1986 (University of North Carolina Press, 2004), a community study of grassroots civil rights and pro-segregation movements in the Mississippi Delta; and Ella Baker: Community Organizer of the Civil Rights Movement (Rowman & Littlefield, 2013), an intellectual biography of one of the movement’s most important thinkers and strategists. He has also co-created several digital history projects, including Civil Rights in Black and Brown: Oral Histories of the Multiracial Civil Rights Struggles in Texas, The St. John’s Community Project, and The Crisis at Mansfield. At UNT he teaches a range of courses on 20th century U.S. history and oral history, including classes like Civil Rights and Black Power Movements in the U.S., History of the Present, and Conspiracies and Conspiracy Theories in U.S. History. A graduate of the University of North Carolina-Chapel Hill and the University of Texas-Austin, Moye directed the National Park Service’s Tuskegee Airmen Oral History Project before coming to UNT. He lives in Fort Worth, Texas, with his wife and two sons.
Adjunct Award for Teaching Excellence
Melissa Nelson
Anthropology
Melissa Nelson is an adjunct lecturer and faculty advisor for the Department of Anthropology at the University of North Texas. In 2001, she received a B.S. from Emory University in Neuroscience and Behavioral Biology, an interdisciplinary degree that combined anthropology, biology, psychology, and neuroscience. In 2004, she earned an M.A. with Distinction in Anthropology at the University of Manchester (UK). Her thesis analyzed the commodification of authenticity of the Scottish kilt fueled by diasporic negotiations over identity. Her second M.A. was awarded in 2008 at the University of Virginia where she also garnered recognition for her teaching from the Seven Society. At UVa, her research on the return migration experience of Greek women again brought into question the politics of negotiated identities. Questions over how identity is defined, claimed, and contested connect her research with her personal experiences as part of the Nicaraguan and Mexican diasporas in the U.S. In her approach to teaching, she strives to bring complexity to how we see ourselves and others. Since 2015, she has taught undergraduate classes at UNT on a diversity of topics such as: ethnographic field methods; race, ethnicity, and identity; as well as Foucault and social media culture.
Service Awards
UNT Community Award
Kara Fulton
Applied Arts and Sciences
Dr. Kara Fulton is a Clinical Professor and Program Director for the Applied Arts and Sciences (AAS) multi-disciplinary degree program housed in New College. She is also Affiliated Faculty in the Department of Geography and the Environment. She received her Ph.D. in Applied Anthropology from the University of South Florida and joined UNT in 2019.
Dr. Fulton was nominated by her peers for her consistent, meaningful dedication to improving the UNT experience through service and leadership. As the course lead for BAAS 3000: Pathways to Civic Engagement (a requirement for all AAS majors), she implemented team-based service-learning projects and guided other faculty in doing the same. She’s collaborated with and connected students to over a dozen non-profit community partners. Additionally, she helped launch BAAS 3000 through Coursera for marketing and recruitment to global audiences.
Dr. Fulton’s innovative pedagogical approaches have facilitated the building and enrichment of strong student relationships which will help cultivate a more connected alumni network. Her involvement with initiatives at UNT at Frisco has helped foster integration between students and faculty across disciplines and UNT locations. As part of the Non-Tenure Track Faculty Mentoring Network leadership team, her efforts serve, support, and connect UNT faculty members.
Ulys & Vera Knight Faculty Mentor Award
Mariela Nuñez-Janes
Anthropology
Dr. Mariela Nuñez-Janes (profe) is a Professor of Anthropology and 1.5 generation Latina scholar activist with expertise in education, immigration, and Latinx youth. Her personal experiences with migration anchor these pedagogical and research interests and fuel her commitment to working with vulnerable populations and underrepresented groups inside and outside the university. Some recent examples of her applied scholarship and action pedagogy include the 2020 co-authored book Eclipse of Dreams: The Undocumented-Led Struggle for Freedom, the experiential learning class “Borderlands: The U.S-Mexico Border” involving a Border Awareness Experience at Annunciation House in El Paso, and organizing La Colectiva—a faculty peer-mentoring group for women of color at UNT. Profe is the 2019 recipient of the Nuestra Voz Award by the Hispanic Women’s Network of Texas for her advocacy of Latinx students and families in Denton. She also serves as the current President Elect and Program Chair for the Council on Anthropology and Education, a section of the American Anthropological Association.
Citation for Distinguished International Service Award
Chiachih DC Wang
Psychology
Dr. Chiachih DC Wang, is an Associate Professor and the Director of the Counseling Psychology Ph.D. Program in the Department of Psychology at UNT. His research areas include cross-cultural variation of adult attachment influences, acculturation and adjustment of immigrants and individuals with minoritized identities, and ethnic/racial identity development. Dr. Wang has had (46) peer-reviewed journal articles and book chapters, many of which were co-authored with international researchers investigating international psychology issues. His research work has been published in top-tier professional journals, including Journal of Counseling Psychology, The Counseling Psychologist, and International Perspectives in Psychology: Research, Practice, and Consultation. He has served on several leadership positions, including American Psychological Association (APA) Society of Counseling Psychology (SCP) International Section U.S.-based Co-Chair and SCP newsletter editor, and is currently the President-Elect for the Council of Counseling Psychology Training Programs. Dr. Wang has established international collaborations for educational and research programs with several partnered universities oversea. His work and contributions have been recognized by professional organizations, including being selected to be a Fellow of the APA and receiving the 2019 Henry David International Mentoring Award from the APA International Psychology Division.
President's Council University Service Award
Christy Crutsinger
Merchandising and Digital Retailing
Dr. Christy Crutsinger, Professor in UNT’s Department of Merchandising & Digital Retailing, is a long-time UNT servant leader. Throughout her 34-year career, she has held numerous administrative appointments including Department Chair, Associate Dean, Vice Provost for Faculty Success, and Vice Provost for Academic Affairs. Driven by a passion for people and helping others succeed, she has developed and launched numerous university initiatives that continue to support both student and faculty success. The Office for Faculty Success, the Chair Academy, the Leadership Fellows Program, Faculty Mentoring Grant Program, and the UNT Foundation Salute to Faculty Excellence Awards program, are just a few of her noteworthy, longstanding contributions.
Currently, Dr. Crutsinger serves as UNT’s Faculty Athletic Representative which supports the academic well- being of over 300 student athletes, and she is particularly proud of the collaborative partnership with UNT Athletics to launch the Faculty/Staff Spotlight program. Since her return to faculty in Fall 2019, Crutsinger has envisioned a new Transformational Leadership Academy for undergraduate students in the College of Merchandising, Hospitality, and Tourism, focusing on career preparation through industry engagement. This initiative, which launches in Fall 2021, is yet another testament to her longstanding commitment to student success and the Mean Green.
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2021-11-22T16:12:24+00:00
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The Arkansas Department of Human Services (DHS) Division of Children and Family Services (DCFS) honored 12 families – one from each of its service areas and two others who received special awards – at its annual Foster Parents of the Year gala on Thursday, and one family was also named the overall statewide winner. The […]
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The Arkansas Department of Human Services (DHS) Division of Children and Family Services (DCFS) honored 12 families – one from each of its service areas and two others who received special awards – at its annual Foster Parents of the Year gala on Thursday, and one family was also named the overall statewide winner.
The families were selected for their unwavering support and commitment to children and families in Arkansas as foster parents. During the event, which was hosted at the Arkansas Museum of Fine Arts, each family’s profile was shared, and they were honored with a letter of recognition from Governor Sarah Huckabee Sanders and a beautiful award. At the end of the night, Lisa Stockdale of Bentonville was announced the overall Foster Parent of the Year for 2024.
Stockdale, began her foster care journey nine years ago when she was recruited and trained by The CALL. Over that time, she has provided a safe, stable home for 37 children, from medically fragile infants like her current placement to 17-year-olds – some for as short a time as two days, while others have stayed for as long as two years. Lisa is a nurse and has worked both as a nursing instructor and as a nurse in a juvenile detention facility.
“I know so many foster families and single parents and all these different groups, and they are so wonderful, and they’ve done so much that sometimes I don’t think I compare to them,” Stockdale said. “But it’s been an honor to, one, be nominated and, two, to win. To win the whole thing is a dream come true – it really is.”
Stockdale says those who are considering fostering should just do it.
“I feel like if it’s a calling — if you feel God is putting this on your heart to foster, I don’t think you should wait,” she said. “I think that it can change your life.”
“Arkansas’ foster families are heroes,” Governor Sarah Sanders says. “As Governor, I’ve been proud to work on improving our foster care system. But more important than anyone in government are our foster families. I’m thrilled to be a part of honoring these foster parents and their generosity.”
“Lisa Stockdale is a shining example of a partner who lives out the mission of DCFS,” DCFS Director Tiffany Wright added. “We are so grateful for her partnership, and for the partnership of all foster parents across the state.”
The other families honored as Arkansas Foster Parents of the year for their respective areas were:
Dale and Rebecca Comstock of Fort Smith
Jerry and Tonya Ross of Hot Springs
Cassie Thomas of Texarkana
Mark and Jessica McNair of Conway
Will and Emma McGrath of Little Rock
Darran and Casie Williams of White Hall
John and Angela Briggs of Pocahontas
Joshua and Shianna Cowell of Searcy
Renella Lee of Helena
Additionally, two other families were recognized with special awards.
Ron and Wanda Day of Conway were honored as the Early Promise Award winners. The Early Promise Award is presented to new foster families who have already made an impact on the foster care system in Arkansas. Blake and Bryanna Irvin of Wynne were honored as the Perseverance Award winners. The Perseverance Award was inspired by their commitment to continuing to foster after their home was damaged in the March 31, 2023, tornado outbreak in Arkansas.
DCFS is responsible for the safety of children in the state and has approximately 3,600 children in foster care, most of whom are placed in home settings with foster families. The state is divided into 10 service areas, and nominations for outstanding foster families were submitted from each area by family service workers, other foster parents, and child advocates.
For more information about the foster care system in Arkansas or to begin the application process to become a foster family, visit Every Child Arkansas at everychildarkansas.org.
2024 winners
Area 1 – Lisa Stockdale
Our Area 1 winner in northwest Arkansas, Lisa Stockdale, began her foster care journey nine years ago when she was recruited and trained by The CALL. Over that time, she has provided a safe, stable home for 37 children, from medically fragile infants like her current placement to 17-year-olds – some for as short a time as two days, while others have stayed for as long as two years. Lisa is a nurse and has worked both as a nursing instructor and as a nurse in a juvenile detention facility. Lisa is also a single mom to her sons Ethan and Isaac. One of Lisa’s hallmarks as a foster parent is her absolute commitment to what is best for the children in her care AND their original families. And Lisa is more than happy to do all of it because she knows she’s a small part of a much bigger plan. She told us, “Without my kiddos and without foster care, I would still be wandering around aimlessly looking for God’s purpose for me.”
Area 2 – Dale and Rebecca Comstock
Our Area 2 winners, Dale and Rebecca Comstock, are from Sebastian County in western Arkansas. They have been fostering here in Arkansas with Free Will Baptist Family Ministries for three years now, but their foster journey started in North Carolina, where they also served as foster and adoptive parents. The Comstocks are known for accepting all types of placements, but especially teens. In all, they have fostered 34 children, and they firmly believe that all children – but especially teens with years of trauma – deserve a safe, stable home to call their own, for as long as they need it. Regardless of what shape that child’s permanency takes, the focus for the Comstocks is always on strengthening and supporting the whole family – even after the child leaves their home. This level of commitment to fully supporting and loving the teens and families who come into their lives through foster care is why Dale and Rebecca Comstock have been chosen as our Area 2 Foster Parents of the Year.
Area 3 – Jerry and Tonya Ross
Jerry and Tonya Ross are the Foster Parents of the Year for Area 3 in the Ouachita region of Arkansas. They have been fostering for over 12 years and have cared for nearly 100 children over that time. Tonya is currently the County Coordinator for The CALL in her area, and she also serves as a TBRI trainer to provide trauma-informed education to other foster parents. While the Ross family fully support reunification efforts, three little children in their home have ended up needing a different kind of permanency, so Jerry and Tonya adopted them. But they are not slowing down. After having already raised two adult children, they currently have five children in their home – ages 7, 6, 3, 2, and 1. Jerry and Tonya Ross are wonderful examples of people with true servant hearts, and we are proud to name them the Foster Parents of the Year for Area 3.
Area 4 – Cassie Thomas
Cassie Thomas from Miller County in southwest Arkansas is the Area 4 Foster Parent of the Year. She has been fostering for three years now through The CALL, and she has fostered nearly 20 kids over that time. If Cassie is known for any one thing, it is the grace she extends to everyone around her. She is an unwavering advocate for the children in her care. She insists on always doing what is best for the child, even at the expense of her own plans and schedules. Agency staff love her because she is a constant support for them, handling almost all of the transportation needs for her children. And Cassie does all of this as a single mom, which makes her inspiring attitude and passion for her role as a foster parent even more impressive. We are proud to recognize Cassie Thomas as the Area 4 Foster Parent of the Year.
Area 5 – Mark and Jessica McNair
Mark and Jessica McNair of Conway are the Area 5 Foster Parents of the Year, and over the past five years, they have cared for roughly ten children of various ages. They are known across their area for being fierce advocates for the kids in their home. There is no “one size fits all” approach in the McNair home. Each child is different and needs love and support in different ways. They are equally passionate about engaging the kids’ original families as often as possible.
Jessica does an amazing job at taking photos of the kids and creating photo books for the kids’ moms and dads. She doesn’t want them to miss a thing. And when the kids return home safely, Mark and Jessica stay in contact and invite the families to celebrate holidays with them or help host birthday parties for the kids. But maybe the most impressive thing about the McNair family is not what they do, but how they make you feel. One of their local staff shared, “I love the feeling I get when I visit their home. It is such a welcoming and calm space. You can’t help but leave with a positive attitude and a smile on your face.” We can’t think of a better way than that to sum up why Mark and Jessica McNair are the Area 5 Foster Parents of the Year.
Area 6 – Will and Emma McGrath
The Foster Parents of the Year for Area 6 in central Arkansas – Will and Emma McGrath – can do it all, and they do it well. For the past five years, they have willingly accepted all kinds of placements. So far, nearly 20 children have called the McGrath home their own. Will and Emma understand the importance of the sibling bond, providing extra visits, sleepovers, and get-togethers so siblings can see each other as often as possible. They also value and support the original family as the team works toward reunification. A beautiful little baby girl was once placed with Will and Emma, and they were committed to helping mother and daughter reunify before the girl’s first birthday. Thanks to the mom’s hard work and the support from Will, Emma and the rest of the team, mother and daughter were indeed safely reunited by the child’s first birthday…and Will and Emma even provided mom with baby shower gifts to celebrate. This kind of selfless, humble approach to fostering is why Will and Emma McGrath are the Area 6 Foster Parents of the Year.
Area 7 – Darran and Casie Williams
As foster parents through the Connected Foster Care program with Arkansas Baptist Children and Family Ministries, Darran and Casie have fostered nine children already. Their first placement was a three-child sibling group, including two children with significant developmental needs. They knew that the goal was to safely return the children to their original family, so they went above and beyond to connect with and support the mother. As reunification got closer, they increased communication and contact with mom, and even personally handled the transition back into mom’s home when it was time…even though it was a 3-hour drive, one way. Now that the siblings have gone home, Darran and Casie have welcomed a teen into their home. We can’t wait to see what kind of love, support, and guidance they pour into this child as they continue their foster journey.
The two biggest placement needs in Arkansas are homes willing to accept siblings and teens. And the most important goal we have at DCFS is that children who come into foster care return home safely and quickly. In the year that Darran and Casie Williams have been foster parents in Jefferson County, they have already accomplished all three, and that’s why they are the Area 7 Foster Parents of the Year.
Area 8 – John and Angie Briggs
John and Angie Briggs from Pocahontas in northeast Arkansas have fostered 16 children in their five years as foster parents with the Bridge of Hope program. They have opened their home and hearts to toddlers, teens, and everything in between. Angie will tell you that children who come through their doors are loved from Day 1 as if they had been there since the day they were born. John and Angie are prepared to love, support, and guide children for as long as needed, but they welcome all types of placements – respite care, short term, and long term. John and Angie’s ability and willingness to truly invest in and connect with children of all ages and from all backgrounds is their greatest strength. Their authenticity and honesty resonates with their kids and it’s why John and Angie Briggs are the Area 8 Foster Parents of the Year.
Area 9 – Joshua and Shianna Cowell
Every foster care worker has a “go-to” family. That family in Area 9 is the Cowell family. Joshua and Shianna Cowell have been foster parents for about two years after being trained by The CALL, and they have cared for 21 children so far – including 13 teenagers and multiple siblings. The Cowells take kids in tough situations – severe medical needs, challenging behaviors, multiple previous placement disruptions, even ankle monitors. And they do it all with grace and positivity. Mercy always triumphs over judgment in the Cowell household, and this core belief impacts kids in amazing ways. The Cowells unwavering support doesn’t end with their kids. It extends to their Division of Children and Family Services (DCFS) family as well. Shianna’s mother was a longtime worker in the White County DCFS office, and Shianna is committed to continuing her mother’s legacy. Joshua and Shianna are purposeful in their mission to love and support kids, families, other foster parents, and caseworkers in their area, and it’s why we’re proud to honor them as the Area 9 Foster Parents of the Year.
Area 10 – Renella Lee
Every foster parent is excited when they finally make it through all the training and paperwork and formally start their foster journey – but very few can match how excited Renella Lee was almost two years ago when she became a foster parent in Phillips County in eastern Arkansas. Renella’s path was not easy. Back then, she was going to school full time, working full time, and taking foster parent training classes at night, all as a single but very determined young lady. But look at her now…she is the Area 10 Foster Parent of the Year. One of the quotes that Renella shared the day she became official tells us a lot about her approach to fostering – “Foster care means choosing the pain of a great loss if it means a child has received the gain of great love.” Renella loves her kids with great abandon, because she knows they deserve it. Everyone who comes into Renella’s orbit is better for the experience, and we look forward to watching her impact children and families in eastern Arkansas for many years to come.
Early Promise Award – Ron and Wanda Day
The Early Promise Award is given to a new foster family who has already made a significant impact in their short time fostering. Our Early Promise Award winners for this year are Ron and Wanda Day from Faulkner County. They have only been foster parents for about a year, but they have already made quite an impression. They have fostered three children so far, including their current placement – a set of twins with complex medical needs. This kind of placement is tough for even seasoned foster parents, but Ron and Wanda are uniquely qualified for the job – Wanda is a registered nurse and knows exactly what to do.
We also place a high value on supporting reunification at DCFS, and the Days fully embrace that value. Their first placement was a young boy whose goal was to go back home to family, so Ron and Wanda made every effort to support the original family and prepare everyone for a successful and lasting reunification. They don’t want the family to miss a thing, and that commitment to communication and inclusion extends to their local DCFS staff as well. After every appointment, visit, or other significant moment, Wanda is on the phone with staff to update them on how things are going. Ron and Wanda are dedicated to keeping everyone in the loop and working together toward the same goal, and that is amazing to see in new foster parents. We are proud to honor Ron and Wanda Day as the winners of this year’s Early Promise Award.
Perseverance Award – Blake and Bryanna Irvin
A little over a year ago, on March 31, 2023, Arkansas experienced a devastating tornado outbreak. Countless homes and businesses were damaged or destroyed that day. One of those homes belonged to Blake and Bryanna Irvin and their young family in Cross County. Not only is Blake is an Arkansas State Trooper, Bryanna is a Qualified Behavioral Health Provider trainer for a local counseling provider, a champion for Connected Foster Care and Adoptions and they also happen to be foster parents.
Their home was significantly damaged in the tornado, and no one would have blamed Blake and Bryanna for pausing their life as foster parents while they processed the trauma and upheaval of that terrible day. But that didn’t happen. They knew that the kids they were fostering desperately needed to feel safe, stable, and loved, regardless of the situation. So, they found a way to carry on amid all the chaos and continue serving as foster parents. Blake and Bryanna showed their kids – and all of us – what it means to step up and do whatever it takes for those who need us. In other words, they persevered. We created the inaugural Perseverance Award in honor of Blake and Bryanna Irvin. To learn about becoming a foster parent in Arkansas, visit everychildarkansas.org.
All 2024 Winners
Area 1: Lisa Stockdale (Benton County)
Area 2: Dale and Rebecca Comstock (Sebastian County)
Area 3: Jerry and Tonya Ross (Garland County)
Area 4: Cassandra “Cassie” Thomas (Miller County)
Area 5: Mark and Jessica McNair (Faulkner County)
Area 6: Will and Emma McGrath (Pulaski County)
Area 7: Darran and Casie Williams (Jefferson County)
Area 8: John and Angela Briggs (Randolph County)
Area 9: Joshua and Shianna Cowell (White County)
Area 10: Renella Lee (Phillips County)
Early Promise: Ron and Wanda Day (Faulkner County)
Perseverance: Blake and Bryanna Irvin (Cross County)
For more information on the winning families, visit ar.gov/FPOY. To learn more about becoming a foster parent or for ways that you can support foster parents, visit EveryChildArkansas.org.
Previous Winners
2023 Foster Parent of the Year
2022 Foster Parent of the Year
2021 Foster Parent of the Year
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Universal Psychology Postdoctoral Directory (UPPD) Login :)
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Universal Psychology Postdoctoral Directory (UPPD) Login
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/Portals/0/favicon.ico?ver=iHA2bqDDNFIGeKucaAQf4w%3d%3d
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If you are looking to edit your listing in the APPIC Directory go to membership.appic.org. Otherwise, if you have a UPPD account and would like to edit a listing or add another listing login below:
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Sarah E. Tibbetts Obituary (1913
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Sarah was born on November 13th, 1913 and passed away on
November 21st, 2011 at the age of 98
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Sarah E. Tibbetts Obituary (1913 - 2011) - Coffeyville, Kansas
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https://dwbfh.com/obituaries/sarah-tibbetts
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https://sppstudents.ucr.edu/deans-ambassadors
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School of Public Policy
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2024-07-29T13:24:54-07:00
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UCR School of Public Policy Dean's Ambassador
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/themes/custom/ucr_design_1/favicon.ico
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School of Public Policy
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https://sppstudents.ucr.edu/deans-ambassadors
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Overview
The Dean's Ambassador Program is an external engagement program at the UCR School of Public Policy centered around a cultivating the School’s brand profile. With a primary focus on external relations, ambassadors work to spread brand awareness for the School and maintain positive relations on behalf of the Dean and the School that may lead to future partnerships and collaborations, beneficial media coverage, and financial support for the School.
Founded in 2014, the program provides high-achieving public policy students with numerous professional development opportunities. The program is open to UCR public policy majors, minors, and Master of Public Policy students.
ambassador
noun
[am-bas-uh-der, -dawr]
diplomatic agent or authorized representative of the interests and policies of a government
policy implementer charged with protecting and promoting the government's interests, maintaining diplomacy, organizing visits, welcoming visitors, etc.
Roles
Ambassadors serve as representatives of the SPP Deanand the Director of External Engagement, giving students a glimpse of what it would be like to serve as government appointees (akin to U.S. Ambassadors who are appointed officials in the executive branch). The experience also provides students a better understanding of the differences between being in elected and appointed office, or being a policy maker vs. a policy implementer.
Ambassadors are charged with cultivating relationships with the SPP’s various external customers, be they prospective donors, government officials, community leadersor other special guests of the SPP. They are also highly involved in various public-facing events and activities meant to engage the community.
Responsibilities
Each ambassador is required to staff a minimum of four SPP-hosted events and activities per quarter, which includes duties such as event promotion, setup and teardown, emceeing or moderating, staffing guests, registration check-in, A/V tech support, and any other duties in support of providing an exceptional brand experience to customers. Additionally each ambassador must participate in committees that align with the SPP’s business needs and public relations efforts. Some sample committees include external-facing events and podcasting (ambassadors are involved in the production of "Policy Chats," the official podcast series of the UCR School of Public Policy).
Applications Open
Applications are now open. Deadline to apply is Friday, August 23rd, 2024 at 11:59 a.m. (before noon).
Attend an info session to learn more about the program:
Wednesday, August 21st, 10:00-11:30 a.m.
Thursday, September 5th, 5:30-7:00 p.m.
About the Dean
Dr. Mark Long, Ph.D.
Learn More
Mission & Vision:
Serving the external engagement team of the UCR School of Public Policy as brand ambassadors, our mission is to:
Actively build brand awareness for the School
Increase its brand reputation and protect its interests
Provide an exceptional brand experience for all our constituents
Our vision as ambassadors is to:
Influence and inspire current and future generations of public policy students by role modeling our shared values and through leadership by example
Benefits of Being an Ambassador
Potential opportunities to learn from and interact with policy professionals (e.g. via staffing and hosting of policy makers, practitioners, and researchers)
Personal branding, leadership, and management development opportunities
Public speaking development opportunities (e.g. emceeing, moderating, presenting, etc.)
Trainings on information dissemination (e.g. email marketing, graphic design, social media, etc.) and community engagement (e.g. event management) useful for public affairs careers
Potentially qualifies for the PBPL 198i requirement as a public affairs internship (must put in 120 hours minimum for the year or in a quarter)
Potential opportunities to serve as the student face of the School in marketing materials
Potential opportunities to receive SPP branded gear
Potential for special graduation-related recognition, e.g. via an ambassador stole
Potential for letters of recommendation for the most qualified ambassadors
Selection Guidelines
You must be a declared UCR public policy student.
Ambassadors must be able to put in at least one complete academic year of service. Those who aspire to continue beyond one year of service will be given priority consideration.
You must have a minimum 3.2 cumulative GPA.
For undergraduates, exceptions can be made for students who compensate with high public policy/upper division major GPAs and/or whose transcripts do not include any Ds or Fs from the past year. Transcripts from previous higher education institutions are taken into account for undergraduate transfer students.
All ambassador candidates may be asked for references to vouch for their work ethic and character.
If accepted into the program and after passing a probationary period, as well as contingent on continuing satisfactory performance on a quarterly basis, you would serve continuously until graduation. You would not have to reapply for an ambassadorship.
Application and Interview Process
Applications open, and interviews are conducted, in the summer quarter. Submitting early during the application period is highly recommended, as we may close applications early.
Qualified applicants will be selected to undergo a rigorous interview process, which may consist of multiple interviews.
What Qualities Do We Look For in a Candidate?
The ideal ambassador candidate is someone who displays the program’s shared values:
Dedication - committed, reliable, displays organizational and time management skills, keeps focused amid distractions with an eye towards deliverables and getting work done
Enthusiasm - passionate, sets a positive tone, shows motivation
Professionalism - shows tact through outward appearance and conduct
Teamwork - cooperative, collaborative, trust builder, good sport
Customer Service - service oriented, patient, humble, attentive, responsive, resolution-minded
Conscientiousness - self-aware, mindful of perceptions, diplomatic
Initiative - proactive, go-getter, manages up, goes above and beyond
Integrity - trustworthy, respectfully honest, behaves ethically, refrains from sharing confidential information or engaging in gossip or badmouthing
Refinement - detail-oriented, displays growth mindset, open to feedback
Communication - mindful of the power of words, tone, and language.
What Does the Commitment Entail?
The ambassador program is a commitment, and it is an applicant's responsibility to understand the expectations of the program before applying.
Requirements:
You must be available for the entirety of the academic year you are applying for. You must remain for all quarters of the academic year (fall, winter, spring, and at least late summer) for each year of service.
You must sign a photo/video release. As the face of the School, you must allow use of your image to be used for School purposes.
You must sign consent to allow FERPA-trained personnel to review your academic record for the purposes of verifying demonstration of continuing academic excellence.
Ambassadors typically put in an average of 4 hours per week; many opt to devote more. As an ambassador you should expect to:
Undergo orientation (five-days) and probationary evaluations during your first quarter
Staff ambassadorial events (seminars, panels, conferences, etc.) and/or participate in ambassadorial activities (projects, podcast interviews, etc.) - minimum 4 for undergraduates and minimum 2 for MPPs
Participate in required general assembly meetings and/or other ad hoc meetings every quarter
Participate in a committee and all related meetings and activities for the entirety of the year; committees are charged with particular external-facing projects as dictated by business needs
Participate in marketing activities to promote events, activities, and news from the School and its partners (e.g. via social media, email, etc.)
Professional Development Trainings
Ambassadors undergo extensive and rigorous training as part of their onboarding. They are all required to attend five days' worth of orientation sessions, which may include:
Soft Skills Development:
Developing a Refinement & Growth Mindset
Personal Branding
Leadership and Teamwork: Johari Window, Personality Typing, Conflict Management Styles
Professionalism
Customer Service
Public Speaking & Small Talk
Email Etiquette
Inclusivity Training
Introduction to Public Affairs and External Relations
Government Relations
Donor Relations
Faculty Relations
Media Relations
Introduction to Marketing, Communications, & Branding
Social Media
Email Marketing
Graphic Design
Photography
Videography
Podcasting
Introduction to Event Coordination
Event Planning
Event Marketing
Event Execution
In addition, ambassadors may undergo supplemental trainings throughout the year as part of ongoing professional development.
Team Morale
The program employs several motivational tools to encourage self confidence and team-building. These include:
Quarterly High Achievement Awards. Each quarter, an “Ambassador of the Quarter” is recognized for achievements that go above and beyond the minimum requirements of the program.
Team Socials. To foster getting to know each other and increase trust building, ambassadors participate in quarterly get-togethers. These have included hikes, escape rooms, roller skating, and virtual game nights, to name a few.
Dean/Associate Dean Socials. Occasionally, ambassadors are given the opportunity to interact with the Dean and/or Associate Dean of the SPP through ambassador-only meetings.
Other Information
Team Management
All ambassadors are supervised by a staff member, the Director of External Engagement, who is the founding director of the ambassador program.
Two student workers are delegated to lead two committees:
A program manager (Chief or Vice Chief) leads the podcast committee.
A program manager (Chief or Vice Chief) leads the events committee.
Probationary Period
All newly appointed ambassadors undergo a probationary period during their first quarter of service.
Ambassadors will undergo a performance appraisal at the conclusion of their probationary quarter as well as on an ongoing basis.
All ambassadors must furnish at least a 3.2 cumulative GPA by the end of their first quarter as an ambassador.
Dress Code
Business professional is the default attire for ambassadors at ambassadorial functions involving special guests of the School, unless otherwise noted. Ambassadors are expected to strive to be the best dressed in any given room, regardless of how others are attired. Ambassadors are expected to present a polished, sophisticated, and professional looks for others to look up to.
External Commitments and Leaves of Absence
Ambassadors are expected to prioritize the program when entering into other commitments. Taking a break from the program during the academic year is not allowed.
Ambassadors are discouraged from participating in other ambassador programs; if you are passionate about joining another ambassador program, you must propose a time management plan to the Director of External Engagement.
Ambassadors are encouraged to undertake UCDC, UC Sacramento, or Study Abroad during the summer quarters.
Exceptions may be made on a case-by-case basis by the Director of External Engagement, taking into account whether a proposed leave during a non-summer quarter would lead to decrease in coverage of ambassadorial events and/or negligence in committee work.
By serving in the executive branch, ambassadors cannot concurrently serve in a legislative capacity or student government capacity like ASUCR or Graduate Student Association or any other capacity as a representative of the SPP student population. Doing so would be a conflict of interest (cf. how U.S. Ambassadors cannot concurrently serve as a U.S. Senator, as they serve in different branches of government).
Dismissal
Ambassadors may be dismissed from the program due to unsatisfactory academic performance, lack of participation, lack of adherence to the program's shared values and/or policies and procedures, or any gross misconduct (e.g. plagiarism, breach of confidentiality, violence, sexual harassment, etc.), at the discretion of the Director of External Engagement and Leadership.
Staff Supervisor:
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A World Apart: Growing Up Stockdale During Vietnam
|
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Read reviews from the world’s largest community
for readers. My memoir traces the events of my early life from 1962 to 1974 when my family found itself in …
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/favicon.ico
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Goodreads
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https://www.goodreads.com/book/show/123723674-a-world-apart
|
My memoir traces the events of my early life from 1962 to 1974 when my family found itself in the epicenter of the Vietnam War. When I was eleven years old my father, then Commander James Stockdale, was shot down and declared "missing in action" in September 1965. The emotional impact of that news devastated me, my mother Sybil Stockdale, and my three brothers, but we struggled to carry on somewhat normal lives. After seven months, in April 1966, two letters arrived in our Coronado mailbox from Dad, he was alive and a POW in Hao Lo prison, the "Hanoi Hilton". My joy at the news of his survival was that of a young boy who didn't recognize the innuendos in his letters that made clear to my mother and US intelligence he was suffering in a brutal extortionist prison system where torture was frequent. My memoir describes my emotional strugglesas I wrestle with these new realities and at the same time presents the 'before and after' story using my parent's book, In Love and War (1984), The League of Wives by Heath Lee (2019), and my mother's diary that I first received in 2016, one year after she passed away.
In September, 1966, my older brother left to attend boarding school and I assumed the role of supporting my mother by helping care for my younger brothers, age 7 and 4. During the first four years of the war the government told wives and families of POW's to "keep quiet" about their circumstances, not speak to anyone and especially not the press. In Oct. 1966 my mother's frustration with this policy and the need for these POW wives to find solice with others in the same circumstance, inspired Mom to defy the "keep quiet policy" and gather a group of local POW wives in our home. Thus, was born The National League of Wives of POW's in Southeast Asia. As her organization grew in size and influence she became more and more overwhelmed, exhausted and I became more and more a care giver for my brothers and watched her move closer and closer to breakdown. I was an athletic boy and first misdiagnosed with bone cancer but then experienced months of casts on both legs to correct severe Osgood-Slaughters disease. My freshman year of public high school was disastrous, and my mother wisely recommended I attend South Kent School in Connecticut where I found peace with my circumstances and faculty mentors and friends who made me whole again. I can't imagine the direction my life might have taken had I not been at South Kent during those years.
My story of the seven and one-half years when my father was a POW is set at our early home in Los Altos Hills, CA, our home in Coronado, CA, Sunset Beach, CT, on Long Island Sound where we spent summers near my mother's parents, and South Kent School, CT. The story concludes when I am getting to know my father again, for the first time.
Major themes dealing with the loss of my father emotionally and the long term uncertainty with him a POW; coping with my mother's physical and emotional exhaustion and eventually her severe depression; coping with my brother Stan's emotional blindness and its impact on my mother; coming to know the "me" that emerged at boarding school surrounded by a healthy and safe culture; the joy of my father's release and return; the beauty of getting to know my father and witnessing the strength, courage, and determination of both my parents.
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https://blakethorne.medium.com/building-content-loops-for-word-of-mouth-style-growth-82414a520ad3
|
en
|
Building content loops for word-of-mouth growth
|
https://miro.medium.com/v2/da:true/resize:fit:1200/0*cRDpYu4Mdj98h-cB
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https://miro.medium.com/v2/da:true/resize:fit:1200/0*cRDpYu4Mdj98h-cB
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[
"Blake Thorne",
"blakethorne.medium.com"
] |
2019-01-23T16:36:31.702000+00:00
|
I remember the day I first heard about Google. And I remember the day I first heard about Facebook. Both were through direct, word of mouth referrals. In one case, a friend literally sat down and…
|
en
|
Medium
|
https://blakethorne.medium.com/building-content-loops-for-word-of-mouth-style-growth-82414a520ad3
|
I remember the day I first heard about Google. And I remember the day I first heard about Facebook. Both were through direct, word of mouth referrals. In one case, a friend literally sat down and guided me through a product demo of the new website everyone in college was talking about.
Word of mouth growth. I’m not surprised two of the world’s fastest-growing, most ubiquitous products came into my life this way. Word of mouth has always been the holy grail of acquisition.
Founders salivate over word of mouth. It’s why many see it as some kind of failure to add sales and marketing teams. Unlike the other acquisition channels, word of mouth growth is usually considered a reflection of the product team and founder vision, instead of an outcome of someone else’s work later on.
But ask founders why word of mouth is so great and they might say “it’s free.” Sure, free is nice. But word of mouth’s power has nothing to do with being free and everything to do with compound interest.
Startups and investors want to see percentage growth, meaning compounding growth. What typically happens is linear growth. To oversimplify, it’s curves vs. lines.
Sometimes linear growth (lines) is disguised as percentage growth (curves), and founders dazzle investors with hyper-growth looking charts.
Sniffing out the difference between the two seems to be Andrew Chen’s superpower. Or at least that’s the impression I got from his excellent slide deck: The red flags and magic numbers that investors look for in your startup’s metrics.
Andrew does a great job explaining how different channels can be used to generate compounding growth, what he calls growth loops. Most of them, unsurprisingly, are the kind of models built in to the core functionality of the product, like team invite links and user generated content (paid ads being the biggest exception).
Then he lays this on us (emphasis mine):
“What about PR, conferences, in-house content marketing, etc.? Aren’t they important? Yes, they can be- but they don’t scale. Instead, think of them as a method for driving traffic into your loop, which then gets amplified.”
I’m not an expert at PR or conferences, so I can’t comment there. But in terms of content marketing, I believe it can certainly scale as part of a viral loop. In fact, it’s one of your best and only opportunities outside the core product to create word of mouth growth. And it’s a largely-untapped opportunity.
But first, we need to talk about the differences between linear and compounding growth channels.
The problem with linear growth: It’s less sustainable
The problem with linear growth is it’s usually (a) less sustainable and (b) less impactful over time.
It’s less sustainable because it’s likely built on a platform with a built-in ceiling.
Imagine you’re running marketing for a coffee shop, and you build an acquisition funnel by standing outside the store and waving a sign at passing cars. You crunch some numbers and learn you can reach 1,000 passing cars in one hour. Of those, 10 come into your shop. Of those 10, 1 buys a coffee. It’s a simple, three-step funnel.
Maybe you do this every day for a month and sell 30 coffees. You tell your founder and they’re thrilled. Let’s double it next month, she says. So the next month you spend two hours per day waving the sign and, just as planned, you double your sales: 60 coffees. Now you really want to go for. So the next month you crank out 4 hours per day.
Just as expected, your sales double again. The founder walks into an investor meeting with a stunning chart. Look at this growth, doubling every month!
The investors pump more money into the business and you have no choice but to keep pace with this insane, double-every-month strategy. Maybe it works for another month or two, but then it the engine stalls. Turns out, there are only so many hours of daylight to wave signs. Maybe the team got creative and tried other tactics like bigger signs, maybe a second sign holder. Maybe these even make a marginal improvement, but they’re no hope at restoring the growth rates the team has now come to expect. The initial growth potential is gone. The ceiling was built-in from the start.
This is a major oversimplification. Anyone smart would have seen this stagnation coming. But some version of this happens at startups all the time. Maybe “waving the sign” takes the form of conferences or feature launches or PR. But it happens.
The other problem with linear growth: It’s less impactful over time
Linear growth means your growth rate drops over time. There’s no getting around it.
Because even if your channel does sustain, that static amount of new customers represents a smaller and smaller percentage of your overall customers over time. Adding 1,000 new customers per year is much smaller percentage growth when you have 10,000 users vs. 2,000.
Facebook had 1 million users at the end of 2004. Had they continued to grow linearly at that rate, 1 million users per year, it would take 2,000 years to reach the user count they have today.
Side note: For many companies, linear growth is probably better than compounding growth. Because you have to be able to actually serve that compounding demand. If our coffee store really had doubled sales every month, they’d never be able to keep up. They’d quickly drown in inventory, logistics, and scaling issues. So obviously this kind of growth works a lot better for web- and software-based products, where it’s typically possible to serve compounding demand. It’s part of what makes web businesses so powerful.
Compound growth and word of mouth
“Understanding both the power of compound interest and the difficulty of getting it is the heart and soul of understanding a lot of things.” — Charlie Munger
Consider the way grade school teachers introduce the concept of compound interest. Would you rather get 1 million dollars every day, or 1 penny today, but the money doubles each day? Obviously the more valuable option is the doubling penny. With the doubling penny, you’d have more total dollars by day 32. By day 54, you’d have all the money in the world.
But pennies don’t magically double. Neither do customers. Compounding growth happens one way and one way only: The value being captured needs to also be the mechanism which captures more value.
It’s why compounding growth is possible with investing (money makes more money), population growth (people make more people), infectious disease, zombie outbreaks, etc. And it’s why word of mouth is so valuable, because it has compounding growth potential: customers create more customers, who in turn are capable of referring more customers, and on and on it goes.
In all of these examples, the object being created (whether it’s another dollar or another zombie) turns around and helps acquire the next generation. The target becomes the weapon. This is why our coffee store model fell apart. New customer growth had no relationship to the current customer base. And adding new customers had no impact on fueling future growth.
The rate at which this compounding growth occurs can be quantified as a viral coefficient, meaning the number of new customers each existing customer can successfully convert. True compounding growth only happens when your viral coefficient is greater than 1.
Put simply, if 100 people can add 110 people, those 110 should be able to add 121 new people, who can add 132 … and on and on it goes. You can see how this compounds fast. That’s a viral coefficient of 1.1 in action. At a coefficient of .9, those 100 would only add 90, who would then add 81. The numbers keep getting smaller until they dwindle to zero.
There’s some excellent writing on viral coefficients and the math behind them in David Skok’s piece here.
Exponential growth works nicely on a spreadsheet because there are no external variables, just the numbers. Reality is a lot more messy. Anything with viral potential still needs the right environment in order to realize that potential (a population of people can achieve compound growth, but put those people on an island without food and your compounding potential is never realized).
For example, a very important variable in these models is time between the referral cycles. If a new customer converts three new customers, that’s a hall of fame viral coefficient. But if it takes 10 years for each referral to happen, they’ll be out of business before they capitalize on that potential. In many cases, shortening this referral cycle is a lot more efficient than raising that viral coefficient. Consider our doubling penny example. That penny only has a viral coefficient of 1, but the cycles happened frequently.
Content loops and compounding growth
Here is where content comes in. Just like word of mouth recommendations can achieve a >1 viral coefficient, so can individual pieces of content. If I read something that I pass along to two people, who both also convert to readers and sharers, compounding growth is possible.
But true virality in content is more rare than we make it out to be. We’ve reinterpreted the term to mean anything that takes off quickly and gets a lot of views. More commonly, a piece of content explodes because it’s smiled upon by the algorithm gods of a major distribution platform, not because each viewer went on to share it with two friends.
If 150 million people watch a Super Bowl ad, nobody will claim the ad went viral. It clearly was just broadcast to 150 million people at once. But if this article gets a lot of readers because it hits the front page of Reddit, lots of people will say “wow it went viral!” Um, no it didn’t. It hit the front page of an enormous website. That’s a broadcast.
— Derek Thompson
That doesn’t mean the latter is impossible. When it happens, a content loop can take hold.
Here are a few content loop models to illustrate how this can work.
Loop 1: Content loop to traditional funnel
Example: YouTube
This model is essentially how YouTube grew. Individual pieces of content on the platform created virality, which fueled new users.
From David Skok: “YouTube exploded and amassed users at a rate that had not been seen before on the Internet. … In YouTube’s case the Viral Cycle Time was extremely short: a user would come to the site, see a funny video, and immediately send the link on to their friends.”
Obviously YouTube enjoys the added benefit of free, unlimited, user-generated content. That means its OK that most of their videos never achieve virality, the ones that do are shared outside of the platform (links, embedded video player) and lift the entire platform.
Example: Intercom
Here’s an example from the B2B world. In 2016, it seemed like everyone I knew in Silicon Valley was talking about the Jobs-to-be-Done framework. Specifically, they were talking about the new e-book from Intercom. I don’t think I ever saw so many direct recommendations over a single piece of content marketing. It showed up in 1–1 conversations, in emails, in Slack messages, there were calendar invites to discuss our team’s Jobs-to-be-Done strategy.
Intercom built a great piece of content, built a brand association with a popular concept, and delivered something people want to share with their team. Today, “jobs to be done intercom” is one of the top related search terms for Jobs-to-be-Done.”
Loop 2: Content loop on top of acquisition loop
Another great opportunity with content loops is they don’t have to be an either/or. A content loop easily could layer on top of and fuel another acquisition loop.
Loop 3: SEO/topic loop
Content can also be a great opportunity to harvest compounding interest in a broader topic. Just like people share recommendations for apps and content with other people, they also (probably more so) share topics and ideas (“have you heard of DevOps?” … “Are you guys doing inbound marketing?”). When these topics start to take off, search volume explodes. (Side note: the bonus here is these moments are also fertile ground for growing startups, if you’re working at a startup that’s getting good early traction, there’s a chance you’re working on something in the early stages of this kind of of topic-level virality).
You can establish yourself early on by creating content to rank for these searches and build a library of content around these topics. Too many teams wait until there’s big search volume to go after a keyword. By then it’s harder to rank, more competitive, and you’ve already missed a lot of the benefits of ranking. Go for it early, when it’s easier to rank, and you can enjoy the ride to the top.
The big opportunity: Multiple content loops
With content loops, you get a lot more attempts to generate a loop. With other loop models, while they may be powerful, you might only get one chance to bake it into the functionality of your product. But with content you can typically add more at any time, and eventually build a whole portfolio of these individual content loops, each built for different audiences or topics.
Why this is hard
Just because there’s potential, doesn’t mean any of this is easy to pull off. That’s the case for all the other compounding growth models, and that’s the case for these content loops. I think we have a ton to learn about how to make these work better.
And I think our industry has some upgrades and improvements to make that can speed this up. A few thoughts off the top of my head:
Rethink how we’re encouraging content sharing
Very few of your readers have a substantial Twitter following, nor are they doing the kind of sharing that’s kicking off virality. Yet on every piece we’re still dropping the same “share on social” buttons we’ve been using for the last 10 years. There’s nothing wrong with encouraging social media sharing, but I think we need to remember that most of your followers are not influencers. Not on social at least.
That doesn’t mean they aren’t influential. They’re just influential in different, more localized platforms: their team’s Slack channel, group iMessage threads, Facebook messenger, even the direct mention side of social media. People are drowning in content suggestions, and they’re burned by bad ones far more often than they’re delighted by good ones. So they want high fidelity recommendations. These one-to-one or one-to-few channels are higher fidelity and far more personal. We need better tools and approaches to encourage people to share more on these channels.
These are also the channels where content is more likely to spread based on its merits and quality and less susceptible to the whims of a black box recommendation algorithm.
We need better ways to understand direct traffic
When people do share content this way, most of that traffic is bundled into the black box that is “direct traffic.” Some of this might be unknowable without privacy concerns (people won’t like companies tracking what they share in group chats) but that doesn’t mean we can’t shed more light on direct traffic. Solving for the above section will help a lot here, too.
Think about kickstarting a content loop the way you would any other acquisition loop
In all the viral coefficient models, they start with some cohort of customers or users greater than 0. Maybe 10, 100, whatever. You obviously need some cohort group to start with. Yet in content, we’re constantly expecting a tree to grow without a seed. I’d be curious to see more experiments with using paid traffic to jumpstart an initial batch of highly targeted readers, and see if that group converts to your first batch of viral sharers.
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https://www.pinterest.com/pin/stockdale-high-school-colorguard-youtube--302656037470361063/
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[] |
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[] |
[
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] | null |
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2023-03-12T22:49:22+00:00
|
Discover (and save!) your own Pins on Pinterest.
|
en
|
Pinterest
|
https://www.pinterest.com/pin/stockdale-high-school-colorguard--302656037470361063/
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2454
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dbpedia
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2
| 15
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https://issuu.com/kernhighnetwork/docs/winter_2020_magazine-online_smaller
|
en
|
KHSD Achieve Magazine- Winter 2020
|
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2020-05-18T00:00:00+00:00
|
Read KHSD Achieve Magazine- Winter 2020 by Kern High Network on Issuu and browse thousands of other publications on our platform. Start here!
|
en
|
/favicon.ico
|
Issuu
|
https://issuu.com/kernhighnetwork/docs/winter_2020_magazine-online_smaller
|
Welcome to Issuu’s blog: home to product news, tips, resources, interviews (and more) related to content marketing and publishing.
Here you'll find an answer to your question.
|
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2454
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3
| 18
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https://www.tiktok.com/%40jefrivisuals/video/7331094347401710891
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en
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Make Your Day
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2454
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dbpedia
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| 54
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https://www.amazon.com/League-Wives-Untold-Government-Husbands/dp/125016110X
|
en
|
The League of Wives: The Untold Story of the Women Who Took on the U.S. Government to Bring Their Husbands Home: Lee, Heath Hardage: 9781250161109: Amazon.com: Books
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The League of Wives: The Untold Story of the Women Who Took on the U.S. Government to Bring Their Husbands Home [Lee, Heath Hardage] on Amazon.com. *FREE* shipping on qualifying offers. The League of Wives: The Untold Story of the Women Who Took on the U.S. Government to Bring Their Husbands Home
|
en
|
https://www.amazon.com/League-Wives-Untold-Government-Husbands/dp/125016110X
|
"With astonishing verve, The League of Wives persisted to speak truth to power to bring their POW/MIA husbands home from Vietnam. And with astonishing verve, Heath Hardage Lee has chronicled their little-known story ― a profile of courage that spotlights 1960s-era military wives who forge secret codes with bravery, chutzpah and style. Honestly, I couldn’t put it down."
― Beth Macy, author of Dopesick and Factory Man
"Exhilarating and inspiring."
― Elaine Showalter, Washington Post
The true story of the fierce band of women who battled Washington―and Hanoi―to bring their husbands home from the jungles of Vietnam.
On February 12, 1973, one hundred and sixteen men who, just six years earlier, had been high flying Navy and Air Force pilots, shuffled, limped, or were carried off a huge military transport plane at Clark Air Base in the Philippines. These American servicemen had endured years of brutal torture, kept shackled and starving in solitary confinement, in rat-infested, mosquito-laden prisons, the worst of which was The Hanoi Hilton.
Months later, the first Vietnam POWs to return home would learn that their rescuers were their wives, a group of women that included Jane Denton, Sybil Stockdale, Louise Mulligan, Andrea Rander, Phyllis Galanti, and Helene Knapp. These women, who formed The National League of Families, would never have called themselves “feminists,” but they had become the POW and MIAs most fervent advocates, going to extraordinary lengths to facilitate their husbands’ freedom―and to account for missing military men―by relentlessly lobbying government leaders, conducting a savvy media campaign, conducting covert meetings with antiwar activists, and most astonishingly, helping to code secret letters to their imprisoned husbands.
In a page-turning work of narrative non-fiction, Heath Hardage Lee tells the story of these remarkable women for the first time. The League of Wives is certain to be on everyone’s must-read list.
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