“He’s a guy that’s very polarizing in the NBA and the world so everything he says, even if it’s not really that serious, it’s going to be taken out of proportion,” Morris said. “But like I said, he still comes in, he’s a professional. We all love him, we all want him here.”Damyean Dotson scored 22 points and Kevin Knox had 21 for the Knicks, who dropped their 12th straight.The Knicks dealt Tim Hardaway Jr., Courtney Lee and Trey Burke to Dallas along with the injured Porzingis, getting Dennis Smith Jr., DeAndre Jordan and Wesley Matthews in return, plus two future first-round picks.The new players weren’t available, so the Knicks started with a backcourt of Dotson and Kadeem Allen.The short-handed lineup hung around into the fourth quarter before opening February with a loss after going a combined 3-24 in December and January.TIP-INSCeltics: Al Horford and Gordon Hayward each had 14 points. … Irving gave his jersey to his father after the game.Knicks: Coach David Fizdale said the new players had been in the arena Friday before the game. … Luke Kornet started at center and scored nine points after missing the last five games with a sprained left ankle.GOODBYE AND GOOD LUCKFizdale said he and Porzingis had a nice chat Thursday, wishing each other and joking about never getting onto the court. He said he didn’t question whether there was more he could have done to keep Porzingis happy in New York. Boston Celtics guard Kyrie Irving (11) drives to the basket against New York Knicks guard Kadeem Allen (0) during the second half of an NBA basketball game Friday, Feb. 1, 2019, at Madison Square Garden in New York. The Celtics won 113-99. (AP Photo/Mary Altaffer)NEW YORK — Kyrie Irving heard the “We want Kyrie! We want Kyrie!” chants that echoed through Madison Square Garden.He seemed more annoyed than flattered.ADVERTISEMENT Irving is one of the headline names in the 2019 free agent class, and though he said at a Celtics fan event last fall that he intended to re-sign in Boston, that may be no guarantee. He told reporters at the morning shootaround to “Ask me July 1” if his plans had changed.Discouraged earlier this season by the play of some of his younger teammates, his frustration now is with the talk about matters beyond basketball, with the trade deadline less than a week away and his name being tied to Anthony Davis’ future as he seeks a trade from New Orleans.So the former New Jersey high school star figured it would be a scene when he was back in the area.“Like I said, I’m appreciative of the fan support I get in any arena, but of course coming back home,” he said. “Obviously what’s going on in terms of that noise and commentary is just a bunch of nonsense right now. Can’t do anything about it so I’m just accepting, I’m appreciative, but at the same time I’ve got a game to focus on.”Marcus Morris added 18 points for the Celtics, who won for the eighth time in nine games and remain supportive of Irving.ADVERTISEMENT Grace Poe files bill to protect govt teachers from malicious accusations ‘We are too hospitable,’ says Sotto amid SEA Games woes Nets guard D’Angelo Russell replaces Victor Oladipo at NBA All-Star Game SEA Games hosting troubles anger Duterte ‘We are too hospitable,’ says Sotto amid SEA Games woes US judge bars Trump’s health insurance rule for immigrants PH underwater hockey team aims to make waves in SEA Games PLAY LIST 02:42PH underwater hockey team aims to make waves in SEA Games01:44Philippines marks anniversary of massacre with calls for justice01:19Fire erupts in Barangay Tatalon in Quezon City01:07Trump talks impeachment while meeting NCAA athletes02:49World-class track facilities installed at NCC for SEA Games02:11Trump awards medals to Jon Voight, Alison Krauss View comments PDEA chief backs Robredo in revealing ‘discoveries’ on drug war Private companies step in to help SEA Games hosting MOST READ Don’t miss out on the latest news and information. “It’s nothing but a distraction at this point,” he said.Irving and the Boston Celtics handled it as easily as they handled the overmatched Knicks, winning 113-99 on Friday night in the first game since New York traded Kristaps Porzingis.FEATURED STORIESSPORTSPrivate companies step in to help SEA Games hostingSPORTSUrgent reply from Philippine football chiefSPORTSPalace wants Cayetano’s PHISGOC Foundation probed over corruption chargesIrving had 23 points, 10 rebounds and six assists before a crowd eager to start the free agent wooing five months early.The trade to Dallas gave the Knicks money to chase two top free agents this summer and fans showed Irving that they want him to be one of them, cheering him before and during his return from a two-game absence with a hip injury. LATEST STORIES “I can’t think that way. He’s obviously been here and has dealt with whatever he’s had to deal with throughout the course of his career. I can’t personalize that and put that on me,” Fizdale said. “Obviously I really worked hard to build a great relationship with him, going over to Latvia and everything, and really trying to involve him in a lot of the stuff that we’re doing.”KYRIE’S CHEERSFizdale, on the chants for Irving: “You know, I am on a whole other planet when it comes to that stuff. I am just constantly into how do I help these guys win the next play, how do I get them past the last play?”UP NEXTCeltics: Host Oklahoma City on Sunday.Knicks: Host Memphis on Sunday.Sports Related Videospowered by AdSparcRead Next Oil plant explodes in Pampanga town
From K J M VarmaBeijing, Jun 8 (PTI) China and the US should avoid “distraction” to their overall relations due a “single or temporary” incident and look from a strategic and long-term perspective since their bilateral ties bears “a global significance,” the Chinese state media commented today.”China and the United States wont see eye to eye on everything, but this does not stop them from cooperating in many fields, as the annual meetings have shown,” a commentary in the Xinhua news agency said as the 8th China-US Strategic and Economic Dialogues and 7th China-US High-Level Consultation on People-to-People Exchange concluded here.”What both countries should do is to look from a strategic and long-term perspective and avoid distraction to overall relations caused by a single or temporary incident,” it said.US Secretary of State John Kerry led the US delegation to the two-day meet, which was attended by senior officials from ministries including foreign affairs, trade and finance.The dialogue yielded a “wide range” of partnership initiatives, demonstrating strong will for broadening cooperation and managing differences, the commentary said.China and the US aired differences on some issues and sought a common ground on others.Macro economic policy, industrial overcapacity, climate change, China-US interaction in the Asia-Pacific and other global issues were on the agenda.According to the news agency, constructive discussions helped foster mutual trust and build a new type of major-country relationship agreed on by President Xi Jinping and President Barack Obama in 2013.The relationship between the worlds-largest developing country and largest developed country exceeds the bilateral level and bears global significance, it said.advertisementThe discussion assumes significance as the two countries have in recent times been at loggerheads vis-a-vis the disputed South China Sea and the freedom of navigation issue.China claims nearly all of the strategically vital sea despite rival claims by several Southeast Asian nations, including Vietnam, The Philippines, Malaysia and Taiwan. It has built artificial islands suitable for military use.More than USD 5.3 trillion of trade passes through the South China Sea annually.During the dialogue however, the US and China agreed to speed up negotiations on a bilateral investment treaty. China would grant the US a quota of USD 38 billion under its Renminbi Qualified Foreign Institutional Investor programme.China and the US contributed to the breakthroughs in negotiating the historic Paris agreement on climate change and have maintained effective communication and coordination in the Korean Peninsula nuclear issue, the Iranian nuclear issue, and Syria crisis, it said.It was natural for both countries to have differences as well as common interests. As President Xi said, what is important is to refrain from taking differences as excuses for confrontation, it said.The maturity of the bilateral relationship is mirrored in the capability of managing the differences, it said. PTI KJV ABH AKJ ABH
New Pakistan coach Mickey Arthur has promised to do everything in his power to help disgraced paceman Mohammad Amir realise his full potential after the bowler was granted a visa for the team’s upcoming tour of England.Amir will return to England six years after a spot-fixing scandal in a Lord’s Test resulted in bans and jail sentences for the then teenage bowler and his former teammates Salman Butt and Mohammad Asif.”He served his time, he’s done it,” Arthur, who coached Amir at Karachi Kings in Pakistan Super League (PSL), said in his first news conference since succeeding Waqar Younis in the post.”I had Amir in the PSL, he was a fantastic professional.”Other stuff is not relevant to me. The stuff that’s relevant to me is making Mohammad Amir the best he can possibly be as a cricketer.” (Arthur hopes not to get sacked as Pakistan coach)Amir’s return after serving a five-year ban was initially resented by some of his teammates but the 24-year-old left-arm paceman has enjoyed steady support from the Pakistan Cricket Board (PCB).”People can say what they like, it’s got nothing to do with me,” Arthur said.”If Mohammad Amir is picked in the Pakistan cricket team, which he has been for the England tour, it’s my role as head coach to make him the best possible player that he can possibly be.”COACHING SUB-CONTINENT TEAM A DREAMPakistan will play four Tests, five one-dayers and a Twenty20 International in England between July 14 and September 7.advertisementArthur had a largely successful five-year stint as South Africa coach that ended in 2010 but endured an eventful two years with the Australian team until his sacking in 2013.His new role puts him in charge of an often fractious group of skilled individuals but Arthur is ready for the challenge.”For me, I wanted to coach in the sub-continent at some stage in my coaching career because if you haven’t coached in the subcontinent, you haven’t really coached,” the 48-year-old said.Arthur said Pakistan, currently third in the Test rankings, need to do better in limited overs cricket and stressed the need to invest in players with long-term prospects.
It may be the era of texting, multitasking and communicating in 140 characters or less, but when it comes to finding a job, cover letters still matter. Long gone are the days when you would send a recruiter or hiring manager a cover letter and resume in the mail, but even though the medium of communications has changed, the etiquette has stayed the same.“Every resume should be accompanied by a cover letter whether it’s required for the application or not,” says Tom Gimbel, president and chief executive of LaSalle Network, a Chicago staffing company. “Cover letters are a hiring manager’s first impression of the job seeker. It’s an opportunity for the job seeker to convince the employer that they are qualified and should be brought in for an interview.”How you craft your cover letter also matters and matters a lot, especially in a competitive market where employers are sifting through hundreds of cover letters and resumes. Recruiters and hiring managers will know in seconds if the cover letter is generic and will often skip those and ones that are too long-winded. Because of that, career experts say brevity but not laziness is your best friend, at least when writing a cover letter.“Don’t bore, confuse or alienate your reader by having too much information,” says Mark Jaffe, president of Wyatt & Jaffe, the executive search firm. “People make the mistake of putting what should go in the expertise or summary part of the resume in a cover letter.” According to Jaffe, job seekers are making a mistake if their cover letter includes more than alerting the hiring manager that the resume is attached, listing their job function and level and what industry they are in. “Nobody pays attention to anything for more than 2.5 seconds,” says Jaffe. “People wrongly think bombarding you with critical information prematurely is the way to mitigate that.”Hand in hand with keeping it brief is creating a tailored cover letter that matches the job description of the position you are trying to land. Gimbel says job seekers should briefly explain in the cover letter how their past experience matches the skills needed for the current position. Gimbel also says to avoid repeating the job description in the cover letter. “A tailored cover letter is the difference between a lazy and motivated candidate. If a candidate can’t take an extra five minutes to draft a tailored, personalized cover letter, it shows the hiring manger that they are lazy and not fully interested in the position,” he says. “Job seekers that blast generic cover letters will continue to find themselves unemployed.”Another big no-no: rehashing or repeating your resume in the cover letter. According to career experts, job seekers have to view the cover letter as a supplement to the resume and not simply a place to reiterate what they can read when they open up the attached resume. A way to do that says Gimbel is to avoid listing your day-to-day duties and instead highlight skills you used in prior jobs. “If you were a project manager then reiterate your leadership skills in the cover letter,” says Gimbel. “Or, if you were in a finance position, highlight your analytical skills. Don’t list out your day-to-day tasks.”It also a good idea to personalize the cover letter instead of using the generic “To Whom It May Concern.” This may take a little company research on your part to find out who the hiring manager is or the person in charge of human resources but if you can find the right person to send it to it not only increases your chances of it being read but it also shows your resourcefulness.For many job seekers one of the most confusing aspects of the cover letter is how they send it. Does it come as an attachment in an email or is it in the body of the email? Since hiring managers and recruiters are busy and often juggling multiple things at one time, career experts say it’s best to put the cover letter in the body of the email, granted the company isn’t requesting something else. “Many employers specify how they want you to submit your application,” says Alison Doyle, About.com guide to job searching. “You may be asked to send a cover letter attachment (typically a PDF or Word file) or upload your application materials to a company website or job site.”
Congrats on landing an interview! Let’s do one final walk-through to make sure you’re all set. Have you….Researched your interviewer?Printed copies of your resume? Rehearsed your answer to the “tell me about yourself question”? You’re in pretty darn good shape if you answered ‘yes’ to all of these. But there’s one more detail you need to sort out before you walk into the door: How exactly do you plan to introduce yourself? It can be easy to forget to rehearse such a small component, but a practiced, strong, and confident intro is the way to go. It’s not superfluous, it’s super profesh. When you first arrive at the office….1. Don’t assume the first person you come into contact with will know why you’re there. It’s your job to make clear you’ve arrived for an interview. You can say something as simple as: “Good afternoon, my name is Caroline Gray and I have an interview with Dave Smith at 2:00pm.” 2. Strong eye contact is a must. It’s the quickest and most effective way to project a sense of confidence and comfort. In addition, eye contact shows you’re engaged and interested. 3. A firm handshake is like an impeccably written cover letter. It won’t go unnoticed. 4. Introduce yourself to everyone who’s in the room if there are multiple people interviewing you at the same time. Take the time to look at everyone individually and give them all a handshake. 5. Say yes if someone offers you a glass of water. It’s a small gesture to show you’re an equal player in the game. You’re at the interview because you not only interested in what you can do for the company, but what the company can do for you. Accepting a small offer, even if it’s just a glass of water, is a small way to show this. Be sure to avoid…Mentioning anything about how beautiful the office is, how great an outfit is, what cool pens are at the front desk. Don’t let any fluffy details take away from your strong presentation. DISCOVER: The 45 Questions You Should Ask In Every Job Interview Prepared your questions for your interviewer? Picked a few ways to make yourself memorable?
Also on Glassdoor: Impressive Skills to Include on Your Resume We all feel like impostors sometimes. Self-doubt creeps in, and we convince ourselves we actually can’t crush that presentation or apply for that new dream job. But if there’s good news about this feeling, it’s that we all experience it from time to time—even the most successful among us. So we’ve asked seven people from various career fields to share their top tips for overcoming self-doubt and getting the job done. Put ‘em into practice, and we promise you’ll feel more confident in no time. 1. Imagine yourself where you want to be. “Because I’m making my living helping others sell themselves as subject matter experts and industry leaders, confidence is the name of the game. Any self-doubt would kill my brand! On days that I don’t feel my most accomplished, I imagine myself already having achieved the level of success I want to achieve. This is a little mind trick that leaves no room for self-doubt. It’s not crazy—it’s creative, and shifts the brain to focus on the positive.” —Michelle Dempsey, owner of Michelle Dempsey Very-Well-Written and co-founder of ProFemme2. Know that you’re not alone in feeling like an impostor. “Research shows that well-educated and intelligent people frequently experience imposter syndrome and self-doubt. Simply knowing that was a massive relief. I had no idea until I did research for myself on impostor syndrome. I wish I’d known this years ago—but now, if I feel it creeping in, I remind myself that I’m experiencing something common to highly capable people. It’s in my mind and I can change my mind.” —Leigh Espy, project management coach at Project Bliss4 Ways to Manage Your Anxiety While Job Hunting3. Get a pep talk from a mentor. “When self-doubt creeps in, I remind myself of all the credible things I have done in my career path. It’s important to embark on a self-reflection to really gain your confidence in yourself and see all your potential. Sometimes reassurance is all we need. If you have a mentor or someone above you who adores your work and roots for you, then I recommend going to them for a little pep-talk if you can’t pep-talk yourself.” —Gary Palgon, vice president of healthcare and life sciences solutions for Liaison Technologies4. Think about the end result. “I focus on the end-result. When I work on a project, I sometimes feel intimidated and uncertain that I can complete it successfully. So I work backward through the steps until I come to ‘now.’ That way, I prove to myself that I can find a successful solution—it’s just that the ‘now’ can be too overwhelming sometimes. Seeing the successful ending in my mind helps me dampen the self-doubts.” —Evelyn Marinoff, project manager5. Blast motivational music. “I have several motivational songs to get myself pumped up. Currently, it’s ‘24 Karat Magic’ by Bruno Mars, but there are a few others I listen to depending on whether I’m racing a triathlon or writing or getting ready for a speech.” —Elizabeth McCourt, president of McCourt Leadership Group25 Reddit Life Pro Tips That’ll Help You Hack Your Career6. Ask yourself: What’s the worst that could happen? “I focus on what is the worst that can happen. It is usually either a ‘no’ from an investor or disinterest in the concept. I’ve already heard both a million times—so what do I have to lose? I also ask myself, what does failure look like? Failure to me is never failing—never pushing myself to work for something slightly out of reach. The visionaries of the world had to constantly accept failure as they paved the way to something no one had seen before, and I try to put my mindset as, ‘if you never try you never know.’” —Jenny Dorsey, chef and entrepreneur 7. Build on your existing expertise. “I’ve trained myself to refocus and find a new way to build on my expertise. I’ll go out and find the latest new tips, tools, and best practices to share with my clients. Expertise and confidence go hand in hand, so when I begin to feel self-doubt setting it, I stop and refocus my efforts on growing my expertise. This habit helps in moving myself forward, and also has the added benefit of value-add for future clients.” —Jeanne Patti, career coach10 Things I Wish I Knew About Managing On Day One
See More Jobs Service Advisor Prime Motor Group Saco, ME 5.0★ 23 hours ago 23h 23 hours ago 23h 2.8★ RN, Registered Nurse – OP Chemotherapy CHRISTUS Health Houston, TX 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h 3.5★ Administartive Assistant Sentry Mechanical Pittsburgh, PA 23 hours ago 23h Certified Nursing Assistant CNA Towne Nursing Staff Hollis, NY 4.7★ 3.4★ When it comes to interviewing, there’s no such thing as one recipe for success — what a recruiter is looking for will largely depend on a company’s needs, job requirements and culture fit.But even though the things recruiters like to see in a candidate aren’t widely agreed upon, the things they don’t like to see often are — few recruiters, for example, would disagree that being late is a turnoff. And if you’re hoping to ace the interview, the more of these pet peeves you avoid, the better.We reached out to a handful of career experts to see which traits and habits drive recruiters crazy — read on to learn more, and avoid them like the plague.1. VaguenessWhen evaluating candidates, recruiters want to get into the nitty-gritty: metrics that illustrate the results you’ve achieved, specific ideas you have for the company, anecdotes from your previous work experience.“The interviewer is trying to gauge your skill and ability level from a short meeting — not an easy task,” says Jessie West of West Coaching and Consulting. “If you cannot provide examples and stories that prove you really have the abilities you promoted on your resume, they will not believe you are a good fit for the role.”Make sure to “prepare examples from past jobs that will highlight what you can do for the company and the type of employee you will be in the position. Practice telling the story of a past accomplishment to a friend and get their feedback,” West recommends.6 Anecdotes You Need to Rehearse Before Your Next Interview2. A Lack of LoyaltyWe’ve said it before and we’ll say it again: even if your former employer was really, truly awful, trash talking them will get you nowhere.“It’s never a good idea to bash your old employer or throw your former boss under the bus because it just makes you look petty… Employers are looking for versatile and adaptive employees, so harping on the bad things at your prior company will only make you look like a Debbie Downer,” says Wendi Weiner, Resume Writer & Career Transition Coach.Beyond that, “being a jerk will make us question whether you’ll do the same if someone asks you about us,” adds Bill Kennedy, Senior Recruiter at AWeber.Instead, if asked about why you’re searching for a new opportunity, “rephrase the negative into a positive. Consider focusing on the things [about the current company] that elicited you to search for a new role, such as a solid work culture, better growth opportunities or even work-life balance,” Weiner recommends.3. IndifferenceThe honest reason why you’re applying for a job might be that you need a paycheck — but even if that’s your primary motivation, don’t highlight it. It suggests a lack of enthusiasm for the company and opportunity at hand, which is guaranteed to rub employers the wrong way.“Recruiters and hiring managers don’t want to hire candidates who are looking for any job. Candidates who aren’t really interested in the job aren’t likely to perform well or stay long,” explains Chrysta Bairre, Career Coach at Live Love Work. “Throughout the hiring process, including [in] your cover letter, interview, etc., be sure to indicate why you’re interested in that particular job. Show your enthusiasm and interest in the opportunity and organization!”4. Excessive AgreeabilityJust because a company wants you to fit in with their culture doesn’t mean they want you to be a yes man (or woman).“Recruiters don’t want to see candidates that don’t have their own opinions or parrot things back,” says Elizabeth Becker, Client Partner and Career Expert at PROTECH. “Hiring managers want strong thinkers who can provide their own insight — not someone who simply says what they think is expected.”That being said, you want to make sure that you don’t come off as a steamroller, either.“Finding respectful ways to present counter-opinions to a recruiter or hiring manager is still essential,” Becker says. So share your thoughts, but don’t come across as insulting or condescending.5. DisorganizationDon’t arrive on time, have your resume on hand or remember the key achievements you want to highlight? Don’t expect a call back from a recruiter.“Interviewers never want candidates who are unprepared, as that suggests you might be unprepared when you show up for work,” Bairre says. “Come to your interview prepared with 3-5 talking points [and] supporting stories and accomplishments that highlight how you are uniquely qualified for the specific job you applied for.”5 Tips to Organize Your Life Like a Pro6. AbrasivenessIt’s pretty tough to find a job where you primarily work on your own without interacting with others — most companies today are highly collaborative. Because of this, verifying in an interview that you play nice with others is often top-of-mind for recruiters and hiring managers.“Being rude or disrespectful is a good way to remove yourself from consideration,” Becker says. “Since good recruiters have a strong relationship with their clients and hiring managers, it can reflect poorly on them to present a candidate with a poor attitude.”So make sure to say “please” and “thank you”, practice active listening and generally treat others the way you would like to be treated.7. ArroganceAnother way to prove that you’re a team player is showing humility. Otherwise, you risk looking like a know-it-all.“Confidence is a great skill to have — however, there’s a fine line between being confident and arrogant,” Becker says. “As a recruiter, I’ve had candidate proudly tell me their six months in the industry is equal to someone with three years of experience” — a major no-no.You want to flaunt your skills without making it sound like it’s your way or the highway. To do this, be realistic about your abilities, share stories that illustrate your wins rather than just saying “I’m awesome at XYZ” and make sure to give credit where credit is due.8. VerbosityWhen you first meet with a recruiter or hiring manager, you probably have about 15-30 minutes to make a lasting impression — so make it count. Avoid the flowery language and details, and get straight to the meat.“Recruiters and hiring managers never want your entire life story. Candidates who include too much information… make it harder for the hiring manager to sort through all the information and decide what information may be relevant,” Bairre says.Instead, Bairre recommends sticking strictly to your relevant experience and leaving out the rest.9. Ignorance About the CompanyIf there’s one way to become forgettable in an interview, it’s to reveal that you haven’t done your research on a company. Learning the basic facts about a company — like their industry, competitors and names of their executives — as well as a little interview prep is a must if you want to impress.“Always do your research about the position, department and company where you are interviewing. Read company websites, reviews on Glassdoor and ask your contacts for information” ahead of an interview, West advises.“Come prepared with questions like ‘What makes your most successful employees in this role thrive?’ or ‘What pain points/challenges can the right candidate in this role solve?’” adds Kennedy. “Coming with a pre-written list of questions and taking notes on the answers will really show me you are motivated for the role.”What to Look for When Researching a Company: A Complete Checklist10. A Lack of ProfessionalismNo matter how casual the office, you always want to mind your Ps and Qs. I’ve worked at places where employees dropped the F-bomb on a daily basis and hoodies were practically a required uniform, but if you displayed that same behavior in an interview, there’s no way you’d move past the first round. Interviews are all about showing your best self to your potential employer.“Using profanity or slang, mentioning personal or health problems, talking bad about a past employer are all considered unprofessional,” West says. “If you are not on your best behavior in the most professional of arenas (a job interview), hiring managers will see you as too much of a risk to represent the company to clients.”And “if you have any doubt whether something is okay to say in an interview, err on the side of caution and don’t say it,” West adds.Browse Open Jobs N/A 23 hours ago 23h Outside Plant Engineer Verizon Alpharetta, GA Interior Designer – St. Louis & Dallas Oculus Saint Louis, MO 3.6★ 3.1★ 23 hours ago 23h 23 hours ago 23h LCPC – Licensed Clinical Professional Counselor Above and Beyond Family Recovery Center Chicago, IL Pest Control Technician United Pest Solutions Seattle, WA Director, Advanced Technology Policy General Motors United States 3.1★ 4.5★ 23 hours ago 23h Registered Nurse (RN) – Charge Nurse – $7,000 Sign On Bonus EmpRes Healthcare Management Gardnerville, NV
With research showing that diversity can lead to greater innovation, better problem-solving and even more revenue, you would be hard pressed to find a company that doesn’t recognize its value. But just because a company values diversity doesn’t always mean it will be prioritized — too often, companies hope to become diverse and inclusive without really doing much to make that a reality. At 3M, however, this is decidedly not the case.With initiatives ranging from an Inclusion Index survey to having the CEO actively sponsor a diverse group of women, 3M isn’t just paying lip service to diversity and inclusion — they’re making it a business priority. We caught up with Ann Anaya, Chief Diversity Officer at 3M, to learn more about the company’s many different diversity and inclusion programs, how 3M defines “diversity” and how she went from the courtroom to the boardroom — here’s what she had to say.Glassdoor: From employee resource networks to an ambitious goal to double the pipeline of diverse talent in management by 2025, it’s clear that diversity and inclusion are highly prioritized at 3M. What makes diversity so business-critical to your company?Ann Anaya: We appreciate that a diverse workforce and an inclusive culture are necessary ingredients for innovation and growth. Diversity of thought is inspired by a variety of backgrounds and experiences working together to create better results and solutions.Investing in Diversity: How to Make the Case to Your BossGlassdoor: One thing that makes 3M unique is your holistic definition of “diversity.” Not many companies can say, for example, that they have a dedicated Autism and Mental Health Resource Group. How did 3M arrive at the broad definition of diversity that it currently embraces?Ann Anaya: The 3M definition of diversity includes gender, race/ethnicity, nationality, people with disabilities, U.S. military veterans and people who identify as lesbian, gay, bisexual, transgender, questioning and intersex (LGBTQI). In addition to our nine Employee Resource networks, we have Business Groups, 3M Clubs and Special Interest Groups that contribute to building a sense of community and belonging at 3M.Glassdoor: How does 3M make sure that diverse employees don’t just feel included, but also feel a sense of belonging?Ann Anaya: Building a sense of belonging is work that is never done and is the responsibility of each individual. One act at a time, day after day and continuously improving strategy is the key to success. We strive to create an atmosphere where everyone feels safe to share their unique self and motivated to value the uniqueness of others.Glassdoor: Many companies want to be diverse and inclusive, but find it challenging. What advice do you have for them?Ann Anaya: Set bold goals, measure progress, be transparent, teach inclusive behaviors and hold leaders accountable.Glassdoor: I love how each group at 3M has a designated “Inclusion Champion” — what a cool idea! Can you talk a little more about that?Ann Anaya: Being a champion of inclusion is a competency that must be mastered. Our Inclusion Champions and their teams around the globe customize engagement to the needs of each business or function, in alignment with our inclusive culture. The Inclusion Teams also work closely with the Employee Resource Networks globally to serve as ambassadors of inclusive behaviors and celebrate diversity and inclusion best practices.Glassdoor: On a more personal note, I know that you come from a legal background — what drew you to this opportunity, and what’s it been like for you?Ann Anaya: I was a trial lawyer in state and federal government for 20 years. Almost six years ago I was in search of a new challenge, a place where I could use my advocacy skills, learn new applications for those skills and continue to contribute to positive change in the world. 3M was the only opportunity that I pursued. Applying science to improve lives, unwavering integrity and a commitment to workplace inclusion are the cultural pillars that attracted me to 3M. My role as Chief Diversity Officer has challenged me to expand my professional experience to include corporate operations and has presented an opportunity for me to focus on leveraging my passion for diversity and inclusion. It is an incredible honor and a privilege to do this work.Glassdoor: Among all of the different D&I initiatives at 3M, is there one that is particularly close to your heart — perhaps one that you initiated, or just one that you’ve become a huge champion of?Ann Anaya: In October of 2018 we launched the CEO Inclusion Council. Our Employee Resource Network leaders, Inclusion Champions and a variety of dedicated executives will meet each quarter to share their thoughts, experiences and strategic solutions for diversity and inclusion initiatives with the CEO. The Council will inform, enhance and elevate our commitment to diversity and inclusion.10 Interview Questions to Evaluate if a Company Is *Really* InclusiveGlassdoor: It must be really rewarding to have a job where you focus so much on making underrepresented groups feel heard and valued. What’s the most meaningful feedback you’ve ever gotten from an employee?Ann Anaya: When I receive feedback that our work is improving how we work together, how we feel about our workplace and how we feel about our colleagues, it is a great day. As I look toward the future, I am energized by what still needs to be accomplished and the positive change we can inspire at 3M and all that 3M touches. 3.9★ 3.9★ 23 hours ago 23h 23 hours ago 23h HIS Jr. Software Development (Murray, UT) 3M Murray, UT 3.9★ 23 hours ago 23h 23 hours ago 23h Sales Representative, 3M Medical Solutions Division, Spokane, WA 3M Olympia, WA 3.9★ See more jobs at 3M 3.9★ HIS Security Engineer 3M Murray, UT 3.9★ 23 hours ago 23h 3.9★ 3.9★ Mining Process Engineer (Little Rock, AR) 3M Little Rock, AR 3.9★ 3.9★ 23 hours ago 23h 23 hours ago 23h Sales Representative Medical Solutions Division, Spokane… 3M Olympia, WA Aerospace Account Representative, 3M Automotive and Aerospace Solutions Division (Seattle, WA) – R00 3M Olympia, WA 23 hours ago 23h Available Jobs at 3M USAC Quality Leader (Maplewood, MN) 3M Maplewood, NJ Corporate Strategy Leader Corporate Strategy Group (Maplewood, MN) 3M Maplewood, MN HIS Cloud Security Engineer 3M Murray, UT HIS Database Security Engineer 3M Pittsburgh, PA 23 hours ago 23h 23 hours ago 23h
Swansea chairman Huw Jenkins is hoping Paul Clement’s time at Chelsea can help the club secure Blues forward Tammy Abraham.A number of clubs, including Brighton and Newcastle, are interested in taking the 19-year on loan after scoring 26 goals for Bristol City last season. “Paul knows him [Abraham] well from Chelsea,” Jenkins told Sky Sports.”If you look at the options which have been publicised, [they are] Brighton, Newcastle and ourselves.”So it is left to Tammy and his family to decide where he wants to go next. They know we are in the mix and we will keep our fingers crossed that he chooses us.”
Matias Kranevitter sees his future with Atletico Madrid.The Argentine midfielder spent last season on-loan with Sevilla.”I won’t close the doors to anyone,” he told Super Miter Deportivo.”I don’t know what my future will be, I am River supporter although I also want to triumph at Atletico.”I didn’t play as much as I wanted in Seville but rather more than what I played at Atleti.”For their part, River Plate will face in the second half of the year playing in the decisive phase of the Copa Libertadores.”I have to return to Atletico Madrid, but I will always look forward to playing for River,” Kranevitter continued.”My adaptation to Spanish football has been complicated because it is very different from Argentine football.”
Real Madrid president Florentino Perez has explained allowing Paul Pogba to join Manchester United last summer.Real were linked with Pogba while he was with Juventus, but the Frenchman returned to United when it came to the crunch.Perez revealed: “The players have to have a place and, for example, I did not see it last season with Pogba. “(Zinedine) Zidane has had contact with the player for several years because he has followed him, as happened with (Raphael) Varane.“But at 18, few players play for Real Madrid. You have to be patient.”
ShareEmailPrint To learn more, read: Posted on May 4, 2011June 20, 2017By: Isaiah Ndong, MD, MPH, Vice President for Programs, EngenderHealthClick to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)The following was originally posted on the Global Health Magazine blog. It is reposted here with permissionThroughout the 80s and much of the 90s, I practiced medicine in Cameroon, West Africa. Time and again, I treated women in labor or just after delivery. Time and again, they were brought to me too late. Some died. Some lost their babies. Some were left leaking urine and/or feces uncontrollably, suffering from a birth injury known as obstetric fistula.This struck me as entirely unjust and unnecessary and it strengthened my resolve to contribute to altering this reality.An obstetric fistula occurs when a woman experiences prolonged and obstructed labor. The condition is preventable, but only if the woman receives skilled care in time. Once she develops fistula, it can be repaired with surgery, but the obstacle for the woman remains the same as those that led to the fistula in the first place – finding access to a trained surgeon at a hospital equipped with the right instruments and supplies. For many, the nearest option may be hundreds of miles away, and transportation options may be expensive or infrequent.Because of this, at least 2 million women, mostly in Africa, suffer from obstetric fistula. The mere existence of this condition is a signal that existing health systems are failing to meet women’s reproductive health needs.Yet, we cannot ignore some of the important advances we have made in the last decade to prevent and treat obstetric fistula, arguably the most devastating of childbirth injuries. While not nearly enough, the progress to date demonstrates the potential for dramatically improving health care for women – not 100 years from now, but within the next decade.Following the lead of stalwart fistula champions, there has been growing support over the past decade from various government agencies and organizations like USAID and UNFPA to end obstetric fistula. They recognize that women who have been so repeatedly failed deserve better. Together with funding, there has been a notable increase in programming and coordination around fistula through new professional associations, international coordination networks, national working groups, and task forces. Such collaboration has increased public consciousness and media coverage, giving voice to the needs of women with fistula.But responding to these needs involves more than closing a hole. It requires resources and surgeons with specialized skills, both of which are scarce in many of the places where fistula occurs. Some women may require more than one surgery, as many fistulas are complex, involving multiple tissues and organs. Women with fistula have often been traumatized and stigmatized and require both physical treatment and psychosocial counseling and support before the surgery, through treatment, and to the point at which they are ready to reintegrate into their communities and families.If this sounds daunting, that’s because it is. But progress is achievable. Whether we’re individuals, hospitals, or organizations, each of us has a role to play. Our efforts are part of a broader push to successfully and sustainably improve maternal health in a comprehensive way. To do this, we must build a strengthened health system that allows us to coordinate and communicate to make sure that our efforts are complementary, not duplicative. This also means working to prevent fistula in the first place by meeting women’s need for contraception, skilled birth attendance, and emergency obstetric care.This is possible if existing health systems are properly supported through partnerships with national governments and institutions. We know that this is the most sustainable approach. Not only is it the right thing to do, but it also captures both the spirit and intent of the Obama Administration’s Global Health Initiative.An estimated 100,000 women will develop obstetric fistula this year. We need to fuel the momentum to reverse this trend. Implementing a lasting solution requires thoughtful, knowledge-based collaboration that ultimately strengthens health systems – and transforms the lives of millions of women.Share this:
Should there be conditions on cash transfers to promote maternal healthYesNoVoteView ResultsCrowdsignal.comTake Our Poll Could UCTs promote maternal and child health?In Poor Economics, Abhijit Banerjee and Esther Duflo argue: “the social returns of directly investing in children and pregnant mother nutrition are tremendous. This can be done by giving away fortified foods to pregnant mothers…or even by giving parents incentives to consume nutritional supplements.” However, a paper by Alfredo Burlando (which we discussed briefly on the MHTF blog) suggests that knowingly pregnant women were better able to weather income shocks that women who were early in their pregnancy through a variety of mechanisms. The women who knew they were pregnant had better nutrition and gave birth to healthier children as a result. This implies that women do not need conditions in order to act healthy and a lack of money may be the reason that care is not always sought or proper nutrition achieved.Unconditional cash transfers to caregivers of children (mostly women) have shown positive impacts on child health in South Africa, according to Aguero et al.: “this paper has shown that these targeted, unconditional CSG [Child Support Grant] payments have bolstered early childhood nutrition as signalled by child height-for-age.” As such targeted, unconditional grants to pregnant women have the possibility of promoting maternal outcomes and improving the lives of poor women.While improvements in maternal health have been made with reduction in maternal mortality, further efforts are needed in order to fully address the problem. Although there are many health system solutions that can improve maternal health, experimentation at a micro level can allow us to find solutions that can work on the margins. It seems that providing cash to pregnant women may be an intervention that would lead to improved outcomes for both mothers and children and may be done more efficiently than other interventions.Share this: This post is part of a series of posts on cash transfers and maternal health. To read other posts in the series, click here. If CCTs are a part of your work or research, we’d love to hear from you. Contact us at firstname.lastname@example.org if you are interested in writing a guest post on the topic.Dean Karlan and Jacob Appel from Innovations for Poverty Action argue in Foreign Policy about aid and development projects in general, “Looking at all the pitfalls of specific aid projects, an increasing cadre of experts has argued in recent years that it’s better to just give recipients cash. That way, every individual can make a choice about what it is he or she needs most.” In the absence of market failures and donor priorities, they believe “there is a strong argument for simply providing cash.”While conditional cash transfers (CCTs) for maternal health have shown increases in the use of skilled birth attendance, few programs (if any) exist that provide unconditional cash transfers (UCTs) to pregnant women. According to Baird et al., “studies find that the UCTs reduce child labor, increase schooling, and improve child health and nutrition. Hence, UCTs also change the behaviors on which CCTs are typically conditioned.” No completed studies have randomly assigned participants to a CCT group, a UCT group and a control group, according to Baird and her co-authors. They note a couple of examples where it seems as thought CCTs may be more effective than UCTs, but the evidence is unclear. Also, one can safely assume that the administration of a CCT is more costly than a UCT, raising questions of efficiency. ShareEmailPrint To learn more, read: Posted on July 15, 2011August 17, 2016Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)
ShareEmailPrint To learn more, read: Posted on November 4, 2011November 13, 2014Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)This week on the MHTF blog:Nominate an mhealth innovator for the Top 11 in 2011Share your thoughts on reproductive and maternal health after 2015A job opportunity with the MHTF @ HSPHPhase II of the MHTF officially began on November 1Emily Puckart wrote about gaps in MH in KenyaSome reading for the weekend:Opinion pieces as the world population hits 7 billionA case study on FrontlineSMS and reproductive healthViews on race from maternal health providersRecap of a World Bank workshop on cash transfersShare this:
Posted on May 27, 2014November 4, 2016By: Katie Millar, Technical Writer, Women and Health Initiative, Harvard T.H. Chan School of Public HealthClick to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)Last week newborn health gained critical attention and commitment. On May 24th, 2014 the Every Newborn Action Plan (ENAP) was endorsed by all 194 member-states of the World Health Assembly (WHA). This is a major milestone for maternal and newborn health, one that was accomplished through tireless research and advocacy.The ENAP addresses the fact that progress on newborn survival has been 40% slower than that for maternal mortality and child mortality since 1990. Currently 44% of under-five child deaths occur in the neonatal period, or first month of life. In order to address these preventable deaths, the ENAP has set five strategic objectives:Strengthen and invest in care during labour, birth and the first day and week of lifeImprove the quality of maternal and newborn careReach every woman and every newborn; reduce inequitiesHarness the power of parents, families, and communitiesCount every newborn—measurement, programme-tracking and accountabilityThe successful endorsement of the ENAP was due to combined efforts from researchers, advocates, global health leaders, and donors. Last week we reported that the Lancet’s Every Newborn series was launched in conjunction with the 67th annual WHA to bring attention to the ENAP. In addition, a special event was held in New York City by UNICEF to launch the Lancet’s Every Newborn series (watch here). Melinda Gates, a champion of newborn health, also delivered a plenary speech at the WHA to bring attention to newborn health and the ENAP. In addition, a breakfast for ministers, community engagement breakfast, and technical briefing were held at the WHA to bring together member-states and promote the needs of the newborn. Stay tuned as the final ENAP will be launched at the Partners’ Forum in Johannesburg on June 30th by PMNCH Chair and A Promise Renewed Ambassador Graça Machel. At this unveiling the final ENAP will be presented along with a set of concrete, measurable commitments from stakeholders in support of the UN Secretary-General’s Global Strategy for Women’s and Children’s Health and Every Woman Every Child.To read the official press release on the endorsement visit PMNCH and the Every Newborn websites.Resources:– Every Newborn Brief– Overview of Every newborn (PowerPoint)– Draft action plan—Every newborn: an action plan to end preventable deathsWhat are you doing in your country to reduce neonatal deaths and improve newborn health? Want to share your work in a blog post? Please contact Katie Millar.Share this: ShareEmailPrint To learn more, read:
Posted on June 30, 2017June 30, 2017By: Lindsey Freeze, Brand and Creative Services Manager, IntraHealth InternationalClick to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)Veronica Munges, 19, holds her newborn hours after his birth at Nadunget Health Center III in Moroto, Uganda. (Photos by Tommy Trenchard for IntraHealth International.)Jane Atim smiles and smooths the skirt of her crisp blue uniform as she ushers us into the maternity ward, excited to share what the night brought. Morning light warms the walls of the room where Veronica Munges, 19, swaddles her healthy six-pound baby—a boy, named Tatelo. Jane shows Veronica, a first-time mother, how to breastfeed before turning to the two other women who gave birth overnight—Clara, 37, and Paulina, 34.The first day of life is the riskiest of all for infants and mothers, especially here in Uganda’s Karamoja region. This vast area is home to a rural, mostly pastoral population of 1.2 million that suffers from high rates of poverty, fertility and food insecurity.In 2008, UNICEF called it the worst place to be a child. One hundred children under the age of five died every week, mostly from preventable diseases, and 17% of children would not live to their fifth birthday. Six years ago, only 27% of women in Karamoja delivered in health facilities and the regional maternal mortality rate was 750 per 100,000 live births—among the highest in the world. The region has lagged behind national progress in improving health care and outcomes, but the joyful scene that morning was not a fluke.Last year, 73% of Karamoja’s mothers delivered in health facilities, and medical officers say the maternal mortality rate has sharply declined as a result. The percentage of children receiving all basic vaccinations is also now the highest in the country, by wide margins, at 73%.The evening before, we visited Nadunget Health Center III in Moroto to talk to Jane, the nurse in charge, and Dr. Abubaker Lubega, the district health officer, about improvements there that are dramatically changing health care in the district and region. “People don’t believe we’ve done it in just a few years,” says Dr. Lubega, who oversees the seven public health facilities serving 140,000 people in Moroto. So what happened?The surgeA hiring surge in late 2012 laid the groundwork for improving health care throughout the country. Five years ago, Uganda’s government budgeted for and hired 7,000 of the most-needed cadres—midwives, anesthetic officers, pharmacy and lab techs and public health nurses—and approximately 3,000 new workers have joined the country’s long understaffed health workforce since.Jane, a midwife with 14 years of training and experience, was recruited during the surge, which brought 31 new workers to Moroto and increased staffing levels from 40% to 70%. But staff shortages weren’t the only problem affecting health care in the region.Perceptions of poor quality, staff absences and negative attitudes were among the top reasons within the health sector’s control that women weren’t seeking skilled care at birth, according to a 2013 study on barriers to using institutional delivery services in two Karamoja districts. Motivation and performance problems plague health centers across Uganda. These are incredibly complex issues with no easy fix. Leadership and supervision, workload, security, infrastructure and so much more affect health workers’ attitudes and output.Better performance management and supervision systemsJane is one of just two midwives at the health center she manages, where nearly 1,000 mothers are expected to deliver this year. On top of that, she supervises a staff of 26. And until last year, she had no formal tools or processes to support and hold them accountable for their duties. In-charges like Jane are critical to improving the quality and availability of health care in their communities. That’s why, for the past two-and-a-half years, IntraHealth International’s USAID-supported Strengthening Human Resources for Health (SHRH) in Uganda activity has worked with Uganda’s ministries to revise national service delivery standards and supervision guidelines and, at the local level, to support the country’s 112 district health management teams, like Dr. Lubega’s, in rolling out a package of tools to improve individual- and facility-level performance.It starts with ensuring staff have clear job descriptions and regular appraisals. At Nadunget, and hundreds of other facilities in Uganda, most did not. Jane attended a series of practical trainings that helped her develop specific scopes of work for her staff, set individual performance targets, conduct appraisals and implement appropriate rewards and sanctions, while addressing other real problems she experienced at work. She learned the fundamentals of performance management and applied the new approaches at her facility. “This was really an eye-opener for us,” Jane says of what came to light when she held the past few quarterly performance reviews.The new approach forced conversations about why one nurse wasn’t adequately documenting women’s antenatal visits, for example, or why another assisted fewer deliveries than her counterparts that quarter. Previously, there wasn’t a system for tracking attendance, either, or penalties for not showing up. Jane says the appraisal process, combined with public recognition of good and bad performance and withheld pay for unexcused absences has quickly helped establish a culture of accountability. Districts now host community events to celebrate staff, where they recognize top performers and discipline the chronically absent by announcing and posting their names publically. It’s working: Absenteeism in Karamoja is down to 11%—from 46% in 2015.District ownership and national coordinationThe performance management toolkit is part of a package of interventions that SHRH developed to help districts address their unique health workforce challenges. “It’s a very bright strategy,” Dr. Lubega says. “The approaches are integrated into our systems, and the district HR department has ownership over the trainings and interventions. They will sustain these changes.” SHRH has also worked with Moroto staff to strengthen supportive supervision systems so that district health managers can assess facilities’ strengths and gaps—and budget for the resources (including staff) they need to meet national standards and community needs.So far, SHRH has supported 73 of Uganda’s 112 district health management teams and helped 8,127 health workers in 800 facilities implement the new performance management guidelines and practices, improving health services for millions of Ugandans.As we finished talking to Jane and Dr. Lubega the day before, the sun had started to set on Mount Moroto. Veronica was in the early stages of labor and the only patient left after a busy day. She walked the 6 miles from her village at the first sign of labor. Beyond a chain fence, children waited at wells to bring water home and cooking fires glowed across the dry landscape, sending stacks of sweet smoke into the dusk. Jane didn’t know that two more mothers would walk to the health center overnight. Clara and Paulina delivered quickly, but Veronica struggled through a long and difficult labor. The next morning, no words or translations are needed to understand the joy and fatigue and relief each mother feels holding her newborn. Seeing them stretch and squint in their first glimpses of sunlight is a reminder of the awe and peril of being born—and the long road to raising a healthy child, no matter where you live. For these families, every milestone to better health care makes the journey safer and the chance of a more secure, prosperous life possible.This post originally appeared on IntraHealth International’s blog Vital.Share this: ShareEmailPrint To learn more, read:
ShareEmailPrint To learn more, read: Dr. Romanzi opened by describing the many sequalae—both short-term and long-term effects—related to P/OL including maternal death, stillbirth, fistula, sepsis, infertility, chronic pain and mental health issues, as well as cerebral palsy, neurological damage and paralysis among infants.Dr. Tripathi added that the World Health Organization (WHO) has called obstructed labor “the most disabling of all maternal conditions,” contributing to 2.8% of global maternal mortality and complicating approximately 3–6% of deliveries.Gaps in research and practiceDespite the gravity of P/OL, there is inadequate guidance available to skilled birth attendants (SBAs). The literature on P/OL provides no clear definition of the condition, and the terminology associated with it varies, leading to delays in identification, referral and management. While the fistula literature contains more guidance on the postpartum period, there are still inconsistencies, such as the recommended duration of time for urinary catheterization after P/OL. Additionally, attention to P/OL sequelae is limited to identifying and treating obstetric fistula, with no training programs for evaluating and managing other conditions related to P/OL.To understand the range of postpartum practices that SBAs employ, FC+ launched an online survey targeting SBAs from low- and middle-income countries on intrapartum and postpartum practices and bladder care management. Dr. Tripathi presented preliminary findings from the pilot phase, highlighting the considerable variation in responses regarding how SBAs define P/OL, the criteria they use to assess it and the amount of time they catheterize after P/OL. Dr. Tripathi concluded by encouraging attendees to take the survey and to share it widely with their SBA networks.Efforts to prevent and manage P/OLCatheterization is crucial to P/OL management. Dr. Romanzi underscored three points of care when clinicians can utilize catheterization to address obstetric fistula:Intrapartum: Catheterization during P/OL keeps the bladder empty, so the passage of the baby is not blocked during labor.Immediately following P/OL: Second, short- to medium-term duration of postpartum catheterization may prevent fistulae after P/OL, though the evidence base for its efficacy is minimal.Postpartum: A growing body of evidence suggests that catheterization of a bladder with a fresh fistula may close fistulae spontaneously, without surgical intervention.Foley catheters on display at panel event. Photo credit: Elly Arnoff.Dr. Hardtman followed by highlighting how midwifery-led prevention and conservative management of obstetric fistula through catheterization has a profound impact on women who experience P/OL.Dr. Hardtman introduced three important guidelines for clinical management of obstetric fistula and catheterization:Obstetric fistula: Guiding principles for clinical management and programme developmentWorld Health Organization | 2006The prevention and management of obstetric fistula: A curriculum for nurses and midwivesEast, Central and Southern Africa Health Community, et al. | 2012Guidelines on urethral catheterization for prevention and management of obstetric fistula in NigeriaNigeria Federal Ministry of Health | 2016While these resources provide SBAs with concrete guidance, the theory-to-practice gap in implementing these practices remains an issue.The role of nurses, midwives and skilled birth attendantsDr. Esienumoh discussed midwifery-led prevention and conservative management of obstetric fistula efforts in Nigeria. The Nursing and Midwifery Council of Nigeria (NMCN) regulates midwifery practice in Nigeria and participates in the formulation of all Federal Ministry of Health (FMOH) guidelines, including the recent catheterization guidelines. NMCN has been working with the FMOH to develop and disseminate catheterization guidelines, integrating a pre-service package into existing curricula and updating other training curricula for nurses and midwives. Dr. Esienumoh emphasized the importance of including nurses and midwives in the development and implementation of these guidelines.Dr. Smith discussed maternal and newborn sepsis as a consequence of P/OL and called for more comprehensive approaches to managing P/OL and its related sequelae. Despite progress in reducing maternal mortality over the last two decades through a focus on postpartum hemorrhage and pre-eclampsia, there are still substantial gaps in how SBAs address other complex cases. Dr. Smith stated that P/OL is just as dangerous as other obstetric emergencies such as eclampsia, hemorrhage and fetal distress, urging the maternal health community to prioritize P/OL management and develop innovative approaches.Continuing the conversationFollowing the presentations, attendees generated a lively and thoughtful discussion. One attendee noted that partographs are often completed after delivery, distorting their intended purpose in labor monitoring and identifying P/OL. Panelists discussed the need for integrated training on the partograph as part of the continuum of care. Prior work by EngenderHealth and its partners on the partograph also addresses these challenges.Attendees discussed the steps involved in building nursing and midwifery capacity to implement guidelines. Dr. Smith pointed out that lessons can be learned from other interventions and services that midwives have integrated into their practice and that new service provision approaches are opportunities to collect data and document the efficacy of these changes.Expanding midwives’ and nurses’ scope of practice to address obstetric fistula in labor and delivery units through catheterization will reduce the need for surgical treatment of fistula.—Learn more about the Fistula Care Plus project.Read the Maternal Health Task Force’s mini-series about obstetric fistula.Part 1 | Part 2 | Part 3Access resources related to postnatal care.Share this: Posted on August 8, 2017August 16, 2017By: Elly Arnoff, Program Associate, Fistula Care Plus, EngenderHealth; Lauri J. Romanzi, Project Director, Fistula Care Plus, EngenderHealth; Vandana Tripathi, Deputy Director, Fistula Care Plus, EngenderHealthClick to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)Dr. Hardtman speaks to the breakfast panel attendees. Photo credit: Elly Arnoff.On 20 June 2017, at the 31st International Confederation of Midwives (ICM) Triennial Congress in Toronto, Canada, the United States Agency for International Development–supported Fistula Care Plus (FC+) project at EngenderHealth convened a panel discussion co-sponsored by Bard Medical on postpartum care following prolonged/obstructed labor (P/OL). The panel was moderated by Dr. Lauri Romanzi, FC+ Director, and featured several speakers:Vandana Tripathi, FC+ Deputy DirectorPandora Hardtman, International Midwifery ConsultantEkpoanwan Esienumoh, Senior Lecturer and Professor of Midwifery at University of Calabar, NigeriaJeffrey M. Smith, Vice President, Jhpiego
This is a post from a member of the Freelancers Union community. If you’re interested in sharing your expertise, your story, or some advice you think will help a fellow freelancer out, feel free to send your blog post to us here.Preparing a product for sale is difficult. There are many steps to take along the path from the first idea down the long winding road to the sales of the finished product.Recently, I wrote about the importance of having a process for any project. The process can be thought of as a road map to completing a project. Unfortunately, not everyone who has a great product idea knows how to navigate the path to the end. Most of the time you only know a small section of that path, if you know any of it at all. That is why it is important to assemble a great team.Each piece of the team helps to reveal the missing sections of that road map, like putting together a puzzle to reveal the completed image.Make or Buy?One of the first things to think about when developing your team is to think about whether you want an internal team or an external team. A big part of this decision should be based on what your final goals are, for the product and for yourself or your company. The direction you chose will help you to perform a basic “make or buy” decision for the pieces of your team.Is it worthwhile for you to bring on a sales team full time as employees? Or, perhaps you could contract out the sales and marketing of your product to a third party firm. Are you going to set up in house manufacturing? Or, will you hire a third party manufacturer to build and ship your product on demand? Do you have the projected demand for a team of designers after this project is completed? Or, should you contract a team for this short term project?Figuring out what type of business you want to run will help you decided what type of team you need. Take advantage of the services available through third party contractors when they seem like the more reasonable and conservative option.Play to Your StrengthsNow that you know what you want your business to be, it’s time to find your role in that business. Are you the head of Sales? Marketing? Design? Purchasing? Maybe you aren’t the head of anything, just a member of the team. Taking a look at your own strengths as they pertain to your business, how do they fit into the plan? When budgets are tight it is important to get the most out of every resource, and that includes yourself. Keep learning and developing your strengths and find new ways that you can improve the business.With that said, knowing and playing to your strengths will also help you find the areas where you are not strong. These are the areas where you need to hire for your development team. Many people will advise you to hire sales first and most frequently, but if you cannot deliver what you sell then no amount of sales will save you. Making sure that your team is well balanced will ensure that you can satisfy your customers’ demands.What to Look ForOK, we now know the roles we need to fill. We know which ones we want to be internal to our team, and which we want to have externally filled by third parties. Now it is time to pick our team. Much like a schoolyard ball game we have to evaluate all of our available players and chose the one that is best for our situation. Here are a few things to consider when deciding on your team.Experience – Each role will require a different level of talent and know-how. Experience is a great indicator of both. Finding a candidate with relevant experience to your project is ideal.Education – Not all positions need the same level of education, often experience can make up for a lack of education. Sometimes though a certain level of education is needed to complete the tasks properly.Certifications/Licenses – For certain positions it can be nice to have certifications from trusted organizations, especially when hiring an external team. Think of these like diplomas for demonstrating competence in various areas.References – Reviews, testimonials, and references can usually be attained for individuals and external teams. These can be useful for learning about the character and abilities.Portfolio – If available will demonstrate the type, quality, and grade of work for an individual or team.Interviews – Of course sometimes you just need to talk with someone to find out if there is chemistry.How you pick your team is your own brand of magic, the above are just a few examples of things to consider.ConclusionIn conclusion, completing a product development project can be a daunting and difficult task, just go and look at the dozens of failed crowd-funding campaigns.Creating a plan and putting in place a team that is prepared to execute that plan is fundamental to project success. Whether the team is built of employees or contractors it is important to find the right balance of characteristics to fit together and form a qualified team. When budgets are tight utilizing every resource available includes digging in and getting your hands dirty as well, even if you are just leading the way.Chris is a Mechanical Engineer and Designer. He is one of four owners of Design Build Consulting LLC, an independent design firm in Raleigh NC.
This is a post from a member of the Freelancers Union community. If you’re interested in sharing your expertise, your story, or some advice you think will help a fellow freelancer out, feel free to send your blog post to us here.Here are the three things I love most about the house we moved into this past July:The sunsets. We are up on a little hill; the field behind us faces west and is wide open. Beautiful, nearly every night.The quiet. The bathroom fans are practically silent. The steps to the basement don’t squeak. The kitchen drawers are unslamable.The size. It’s small. If you can’t find something–a shoe, a hat, a spouse–there are only a couple of possible places to look; everything is right there.But you know what’s most interesting about the items on this list? I didn’t anticipate any of them.They all fall under the heading of “after the fact” benefits… things that never even occurred to me before we moved in.Plus, they are all “soft features.”What I mean is that unlike the fact-based considerations that we spent so much time on before building the house–square footage, location of electrical outlets, kitchen options, etc.–these things are very subjective and hard to quantify.They are not the kinds of things that made their way into any of the spec sheets, proposals or sales pitches put in front of us.And yet, I’ve come to realize, it’s these unanticipated, soft features that I regularly point out when people come over for the first time. These are the things that delight us and that come to mind first when I think about the house.Clients don’t always know what they are buyingIf you buy a hot dog at a ball game, there’s not much surprise in the outcome (hopefully). You pay your money, you get your food, all done.When you buy a professional service, on the other hand, it’s more complicated. With things like executive coaching, or financial advice, or management consulting, there are many more unknowns.Your clients are making a best guess, but they don’t really know what it’s going to be like to work with you.In these cases, like buying a house, the things that clients get excited about–and, in turn, that cause them to fall in love with you–are also, often, the soft stuff that they can’t see beforehand.And so it makes sense to deliberately add these things into the mix, when possible.Things like…Offering more time. Is the call scheduled for one hour? You could stop it abruptly as planned or, if you’re at an important point in the conversation, you could say “no worries” and run over a little bit.Offering more scope. Did you agree to write a 10-page web site and suddenly page eleven is needed? How about throwing it in for no additional charge?Being more available. Do your clients only have your office number? Give the special ones your cell phone too and invite them to call or text any time. Few of them will ever take you up on it, but the fact that they can reach you if needed is high value.Going above and beyond. Did your client just have knee surgery? Send him some brownies. Was your client featured in a trade magazine? Get the article framed and send it to her.You get the picture. They are not expecting any of this, which is what makes it all the more special.Here’s the bottom line. Each of us, as professional service providers, has several opportunities each day to throw in a little bit more than what people think they are paying for.Does it cost you more in time, money and effort? Sometimes.But if you want clients to remember you, rehire you, and loudly sing your praises, I can’t think of a more worthwhile investment.Michael Katz is Founder and Chief Penguin of Blue Penguin Development. He specializes helping professional service providers position themselves as Likeable Experts. Sign up for his free newsletter, The Likeable Expert Gazette, here.
This is a post from a member of the Freelancers Union community. If you’re interested in sharing your expertise, your story, or some advice you think will help a fellow freelancer out, feel free to send your blog post to us here.After graduation, I decided to avoid the corporate route and plunge straight into freelancing. It’s been a little over a year now, and one thing I’ve learned (the hard way) is to always work with a freelance contract.Many freelancers make critical mistakes with their contracts, and others don’t even bother making one. But ignorance is not bliss, and not having a freelance contract can lead to serious problems: Unpaid workGhosted by clientDelayed payments Excessive demandsSo let’s get started!Wait! Do I even need a freelance contract?YES. You see, there’s no HR person to go to when things go haywire. What’s more, freelancing is a business, and in any business you need to make sure your rights are protected. Enter the freelance contract, an important document that defines the whats, whys, and hows of your freelance project. In theory, It may sound obvious to have one, but many freelancers (like myself) do not spend enough time on the same. We’re eager to land new clients, and when we do, it’s easy to overlook tedious (but important) tasks like creating valid contacts.In my case, I spent not more than 10 minutes on creating a contract for my very first “big” freelancing gig. The result? For many months, I was asked to do more work than I had expected (AKA project creep). Plus, the client had unrealistic deadlines as I didn’t define them clearly at the start. On the whole, the project turned out to be a nightmare.Remember, don’t be that freelancer. Before you begin work make sure you and your client agree on a mutually beneficial contact so that the project starts off on the right foot. In NYC, the Freelance isn’t Free Act states that anyone entering into a freelance agreement paying over $800 needs to have a contract — it’s now the law. 5 mistakes to avoid at all costs:1)Not working with cash downAlways take upfront payment before you start working on a project. Even if you’re working with well-known brands, if a project is going to take a lot of time, make sure you don’t run into cash-flow problems.Factors to consider: For smaller projects (think <$1000), ask a minimum 25% down payment.For larger projects (think: $1000+) break up the project into three or four phases, and include a percentage upfront payment accordingly.2) Having no payment termsNo matter the size of a project, it’s always a good idea to establish payment terms that apply to the balance payment. After all, the upfront payment is only a small chunk of the project, so it’s important to have payment terms for the rest of the project.Conditions to consider:Set payment deadlines with a late fee to keep clients accountable.Clearly define who covers the transaction fees and the modes of payments.Offer discounts for early payments (best suited for larger projects).Include legal measures in case of non-page invoices.Here’s an example:“[Your name here] will invoice [Your client's name here] on [XYZ] day of each month for that month’s delivered work. Payment must be received by the client by the [include deadline here] of the next month to avoid a late fee of [XYZ%] late fee on the next invoice.”3. Not setting boundariesFreelancing offers you a lot of freedom, but you need to take extra measures to protect this freedom. For instance, a client can set deadlines for a project, but they cannot demand you to work at particular times or to be "on-call." So it's vital to define your freelancing contract and set clear boundaries for the project. Ideas to consider:Set deadlines, based on current work, and make your client know of changes if workload increase due to any additional requirements.Include holidays and off hours so that your client knows when NOT to contact you.Note: I recommend checking with your state’s laws to understand your rights and how to take appropriate action.4) Not defining scope of projectAt times, clients will want you to do more than what was agreed, and unless you’ve clearly defined the scope of the project, you’ll have no leverage.Don’t be a victim to scope creep. Put the exact tasks you will handle into your freelancing contract, and if a client asks you to do more, decline or charge them an additional fee. Conditions to consider:Define the project deliverables.Assign additional costs for add-on services (this can be used as an up-sell).For creatives, define the number of concepts and revisions.Bonus 5) Cushion your attorney feeNow, this isn't a ''freelance contract mistake" but rather an element that most freelancers should utilize in their contract. You see, some freelancers shy away from contracts because they think the legal costs of suing clients is high. Yes, lawyers are expensive, and their fees (in most cases) do exceed the price of the project. But that doesn't mean you have to cover the cost. Instead, you can make the client liable for all legal fees by simply adding a clause in your contract. In this case, clients are most likely to pay you to avoid legal costs — and you will be more inclined to take legal action if needed.Important freelancing contact FAQsNow, creating a freelance contract is beyond the scope of this article, but these questions should be enough to guide you in the right direction.Q: What are the essentials of a freelance contract?A: There are no real rules when it comes to the freelance contract, but make sure you include these elements:Name, contact, and dates of both partiesProject scope (deliverables, responsibilities)Payment information and termsDeadlinesAny additional terms (think: add-on services, revisions, etc.)Q: Do I need a lawyer to create a freelance contract?A: I recommend hiring a lawyer only if you are negotiating a contract for a project that’s above $5000. Else, just use freelance contract builder or write a custom one yourself.If you decided to write one yourself, I recommend using tools like Grammarly to check for errors and improve the brevity of the contract. Q: Does a verbal contract count?A: No, it does not. With a verbal agreement, you can't enforce anything, and open yourself up to misunderstandings. I highly recommend creating a written contract. Q: Is a digital signature valid?A: Yes, a digital signature is valid. In fact, signing your name on a form and clicking submit counts as a legal signature in the court of law. I recommended checking out the Master freelancing FAQs page for more information.Always have it in writingLook, I’m not a lawyer, so take my advice with a grain of salt, and if you want a 100% unbeatable freelance contract then create a contract with a lawyer.But if you can’t afford one, make it yourself and be sure to define everything in writing. After all, a freelance contract is a simple way to protect your rights, set expectations, and on the whole, ensure the project starts off on the right foot.Good luck!