Personal Organizati­on – The Bible Post http://thebiblepost.com/ Fri, 16 Jul 2021 10:28:16 +0000 en-US hourly 1 https://wordpress.org/?v=5.8 https://thebiblepost.com/wp-content/uploads/2021/03/favicon.jpg Personal Organizati­on – The Bible Post http://thebiblepost.com/ 32 32 Restoring Lives by Tackling Systemic Barriers for People of Color https://thebiblepost.com/restoring-lives-by-tackling-systemic-barriers-for-people-of-color/ Fri, 16 Jul 2021 10:04:56 +0000 https://thebiblepost.com/restoring-lives-by-tackling-systemic-barriers-for-people-of-color/ Mental health is a concern as children return to class Experts say returning to school amid the COVID-19 pandemic will require special care for a child’s mental and social development needs. STAFF VIDEO, USA TODAY As the community becomes increasingly aware of negative childhood experiences and its connection to mental and medical health, Shenita Jones, […]]]>


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As the community becomes increasingly aware of negative childhood experiences and its connection to mental and medical health, Shenita Jones, CEO and founder of Restoring Lives, said the barriers and disparities facing people in color face is the most important thing to overcome in order to effectively serve people. colored.

According to Center for American Progress, about 16% of Hispanics were uninsured compared to 5% of non-Hispanic whites. 8% of black adults received mental health services in 2018, compared to 18% of non-Hispanic white adults. In 2017, suicide was the second death among Asian Americans aged 15 to 24 and Native Americans and Alaska Natives aged 10 to 34.

“An alcoholic dad may look different in my household than an alcoholic dad in a white household, but it’s the same effect,” Jones said. “The problem is more with the barriers that a lot of people of color have compared to barriers that are not seen elsewhere. ”

After: Ardmore Behavioral Health Collaborative Hopes to Host More ACE Training Sessions

Jones said some of the disparities people of color face include lack of security, missed opportunities to prepare for careers and college, income inequality, lack of insurance, lack of transportation and more. These barriers can often lead to problems such as crime, teenage pregnancy and low self-esteem.

One of the solutions that Jones says can help alleviate some of the problems that arise due to systematic barriers are mentoring programs. Pairing children with mentors helps them build their confidence and gives them a reliable role model, Jones said.

“The more confidence you have in yourself, the more capable you are of getting things done,” Jones said. “But then you also get all the critical thinking skills as well as verbal communication that you can talk about if you have academic challenges. So when you have [academic issues], you can talk to your teacher or ask someone for help.

Restoring Lives currently offers an educational and mentoring program for girls ages 9 to 12 called Be Blue Girls. The group meets weekly and discusses a variety of topics including confidence, control, coping and character.

The organization plans to launch a mentoring program called Be Blue Boys for boys ages 9 to 12. Jones said Restoring Lives has men interested in volunteering as mentors as well as the program and is focused on finding boys to join the group.

“The reason 9 to 12 was chosen is because those pre-teen years and really the later years where you can really talk to them effectively and easily,” Jones said. “These are also the most difficult years. “

After: Health Experts Still Investigating Drug Overdose Death Rate In Carter County

In addition to mentoring, it is also important to take care of the needs of the family. Mentoring is not as effective if basic family needs are not met, because ultimately some mentees still return to unstable homes, Jones said.

For this reason, Restoring Lives has implemented resources such as back-to-school awareness and help with rentals and utilities.

“That’s why you see our family resources and why we try to provide a resource, because one of the things that Maslow’s hierarchy of needs talks about is if you don’t take care of people’s basic needs for autonomy, safety and security, so they are not able to climb different ladders, ”Jones said. “If you don’t take care of the foundation, you can’t take care of the rest. ”

Jones is a licensed counselor and started restoring lives because she felt people weren’t being helped holistically. Around this time, Jones said that Ardmore didn’t do a good job of letting people know where the resources were, so she wanted to create an organization where people were comfortable enough to ask for help.

“We do our best to be aware of what’s going on and then we can connect you to other places so that we can receive help even if we are not providing the help,” Jones said.

In addition to their mentoring program and rental and utility assistance, Restoring Lives also aims to provide programs and services focused on mental health wellness and personal success.

After: COVID-19 vaccination rates remain low in Oklahoma, hospitalizations tend to increase

Jones said the agency offers life skills psycho-education groups and social and emotional psycho-education groups. Life skills groups are designed to introduce children, youth and young adults to the topics of leadership, personal identity, financial literacy and coping skills, and social and emotional groups typically focus on emotional literacy, social awareness, emotional regulation and social interaction.

Currently, Jones said the organization was running three life skills groups with an intern from Langston University for children in grades one to five and had two groups at the Will Rogers Hugs children’s center and one at the child care center. of children Gloria Ainsworth.

Jones said that in the future, she wanted to offer more programs focused on personal success and help children discover their interest and passion, prepare for high school, vocational school or the job market. work and succeed. Because there is a lot of information to cover, Jones said she wanted to offer the program to students in grades 6 to 12. The agency is currently offering a NEXT summer boot camp to help high school students prepare for life after high school, but Jones is hopeful that they can host professional and college fairs and tours in the future.

“A lot of times people don’t understand that college preparation helps kids drop out, kill themselves and change youthful behavior,” Jones said. “All of these things have to do with negative statistics, and we try to be proactive in addressing thoughts and behaviors so that these things can be changed from a more positive perspective and to decrease those negative statistics.”



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Kemmeter and Russo named to NYACS Hall of Fame https://thebiblepost.com/kemmeter-and-russo-named-to-nyacs-hall-of-fame/ Mon, 12 Jul 2021 21:20:26 +0000 https://thebiblepost.com/kemmeter-and-russo-named-to-nyacs-hall-of-fame/ The New York Association of Convenience Stores will honor industry veterans on September 22. Through John lofstock | July 12, 2021 The New York Convenience Stores Association (NYACS) announces that Dennis Kemmeter and Marcia Russo have been elected to the New York Convenience Store Hall of Fame. NYACS will induct them at its fall conference […]]]>


The New York Association of Convenience Stores will honor industry veterans on September 22.

The New York Convenience Stores Association (NYACS) announces that Dennis Kemmeter and Marcia Russo have been elected to the New York Convenience Store Hall of Fame.

NYACS will induct them at its fall conference on Wednesday, September 22 in Clayton NY. Friends and colleagues in the industry are invited to attend by registering on the NYACS website, www.nyacs.org. The Hall of Fame honors individual retailers and vendors for their outstanding achievement and distinguished service in the New York City convenience store industry.

Dennis Kemmeter retired in 2019 as assistant vice president of the Kwik Fill / Red Apple division of United Refining Company, overseeing the operations of nearly 300 convenience stores in New York, Pennsylvania and Ohio.

Kemmeter began his retail career in 1965 as a clerk at Victory Markets / Great American Food Stores. After graduating from Albany Business College, he returned to Victory Markets and entered their management training program before becoming a store manager at several high volume locations.

In late 1980, Kemmeter was recruited by NYACS co-founder Bob Seng to join his team at Busy Bee Food Stores. He quickly became district manager for the Syracuse market.

United Refining Company of Pennsylvania, after acquiring the Busy Bee chain in 1990, hired Kemmeter as a regional manager, overseeing more than 80 locations in central New York and northern Pennsylvania. He was promoted to Director of Retail Sales and Marketing, then Assistant Vice President.

Kemmeter served on the NYACS board for eight years, including two as chairman. He and his wife Nancy live in Vestal, NY. Her daughter Jennifer resides in London, England, with her husband Sashank and their twins Arjun and Ravi. Her stepson John, a graduate of Siena College, lives in Philadelphia.

Marcia Russo is the National Customer Development Manager for Acosta Sales & Marketing, a full-service sales, marketing and services company, representing the leading manufacturers of consumer packaged goods sold through the convenience store channel as well as all others. trade categories.

Based in Syracuse, NY, Marcia manages several of Acosta’s major national clients, including Campbell’s, Procter & Gamble, Edgewell Personal Care and Spectrum Brands. She currently manages key accounts in central New York and Pennsylvania, and has worked with numerous accounts in the Northeast and nationwide throughout her career.

Russo served on the NYACS Supplier Advisory Board for 15 years, including two as chair, as well as several NYACS committees.

Prior to joining Acosta in 1998, she rose through the ranks of retail and in a similar capacity of corporate and large account management for Pezrow Food Brokers, a leading regional brokerage. During her tenure at Pezrow, she first discovered NYACS at its annual trade show.

A summa cum laude graduate, she obtained a bachelor’s degree in business administration from Buffalo’s D’Youville College. She grew up in Marilla and Cheektowaga in Erie County.

Russo and her husband Gus reside in Camillus, NY where she enjoys gardening, boating, volunteering with the Camillus Erie Canal Society, and bowling. Russo is also part of the Central New York Bowling Hall of Fame.

Russo and Kemmeter will be the 53rd and 54th inductees into the New York Convenience Store Hall of Fame, founded by NYACS in 1996. Other members are listed at www.nyacs.org/hall-of-fame.

Based in Albany, NY, NYACS is a private, not-for-profit business organization that protects an enabling environment for New York State’s diverse neighborhood convenience store community. It provides its members with essential knowledge, a unified voice on legislative and regulatory matters.



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Mission team finds moose, cheese sticks, and lessons in Alaska https://thebiblepost.com/mission-team-finds-moose-cheese-sticks-and-lessons-in-alaska/ Sat, 10 Jul 2021 06:48:29 +0000 https://thebiblepost.com/mission-team-finds-moose-cheese-sticks-and-lessons-in-alaska/ Members of the mission team beautify the ChangePoint Church campus. Photo provided They really wanted to see a moose. So teens from New Palestine, visiting Alaska, had their eyes peeled in some of the usual spots – the moose viewing spots mentioned by local residents. No moose. One day, however, as they were driving a […]]]>


They really wanted to see a moose.

So teens from New Palestine, visiting Alaska, had their eyes peeled in some of the usual spots – the moose viewing spots mentioned by local residents. No moose.

One day, however, as they were driving a van to the church where they lived, “there’s a moose right by the side of the road,” Ezra Schwier said. “They are right there.”

He was one of some 30 youth and sponsors from Brookville Road Community Church in New Palestine who traveled to Alaska in June on a missionary work trip. Their tasks and the weather were varied, from the heat of a sand volleyball court to the cold bite of trekking a mountain pass in sight of snow-capped peaks.

“The climate and the landscapes were so varied,” said Anna Ackerman, a new student at New Palestine High School. “I couldn’t decide if I was in Indiana or Colorado.”

The group split into smaller groups to serve in the Anchorage area. Some have run a vacation Bible school in a park. Others sorted and organized the walk-in freezer of a nonprofit serving the hungry and / or homeless. Still others have helped ChangePoint Church.

Anna was a team leader for the VBS, so she led a group of children through different stations during the four hours they were there: a devotion with a bible story, an accompanying coloring picture, a snack and a game to play according to the lesson.

The group of upcoming children grew larger during the week, and a grandmother shared with the team how excited her grandson was about memorizing today’s Bible verse and other verses when he got home.

“It was just cool how it started out like a little fire inside him,” said Anna.

Sadie Miller said the children warmly welcomed the VBS volunteers.

“We were new people who came to their community at random,” said Sadie, also a new elderly person from New Palestine. “They were so happy and so excited to know more about Jesus.”

The mission team traveled to Chicago in early June 5, took flights to Seattle, and arrived in Alaska around midnight there. They spent several days serving in various locations, having been linked to these organizations through Praying Pelican Missions. Then they flew from Anchorage to Chicago on June 12 and returned to New Palestine.

They pulled the weeds and swept the gravel on the ChangePoint Church campus, where they stayed for the week. They also helped with a drive-through food distribution at ChangePoint, packing sweet corn, chips, bread, eggs and half and half into boxes. Each box was packed to feed a family, and drivers lined up in the church parking lot were telling how many families they were picking up.

Another day, Ezra and others were gathering food for a local mission. He felt out of his comfort zone knocking on doors and asking people if they had any cans for a pantry. He felt better after hearing some of the responses from people.

“They were like, ‘Sure, yeah, I’d love to donate, because when I needed it, Frontline (the mission) gave me food,'” said Ezra, another new senior at the mission. New Palestine. “It was cool to see the community they had in this area.”

At other times, his assigned group worked in a ministry that was not so face to face. His group was tasked with sorting through a room-freezer at Bean’s Café, uncovering over 2,000 pounds of cheese sticks, and trying to come up with an organization system that would help association staff take advantage of it. more efficient use of space.

The team had to pull themselves together in the task with good attitudes, he said. “We were able to elevate each other. “

This was for him one of the memorable lessons of the trip; we do not always present the Gospel verbally or directly, for example by sharing our testimony or our personal story of faith.

“We were still having an indirect impact on these people just by allowing this pantry to serve them more efficiently,” he said. “Sometimes we are called to do things that will still show the love of God.”

Like spotting a moose – not in an expected place, but in the midst of an ordinary moment – he saw the value and purpose of a seemingly mundane task.

It’s easier to see clearly in daylight, and Alaska has 20 to 22 hours during the summer. But Ezra reflects on how it turns into almost continuous darkness in winter, and how suicide rates in the state exceed the national average.

“There is a lot of need for hope for the people there,” he said. “Even in just a week, we were able to impact the people we came in contact with and share God’s love with them.



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Fort Worth dentist gives back to group he says shaped childhood – NBC 5 Dallas-Fort Worth https://thebiblepost.com/fort-worth-dentist-gives-back-to-group-he-says-shaped-childhood-nbc-5-dallas-fort-worth/ Mon, 05 Jul 2021 03:48:59 +0000 https://thebiblepost.com/fort-worth-dentist-gives-back-to-group-he-says-shaped-childhood-nbc-5-dallas-fort-worth/ At the new Summerbrook Dental in Fort Worth, the atmosphere should be inviting and relaxing for those who dread a visit to the dentist. “I really wanted to create a dental office where I could make it look like it’s not a dental office,” said Summerbrook Dental owner Dr. Calvin Eastwood. Eastwood, who is originally […]]]>


At the new Summerbrook Dental in Fort Worth, the atmosphere should be inviting and relaxing for those who dread a visit to the dentist.

“I really wanted to create a dental office where I could make it look like it’s not a dental office,” said Summerbrook Dental owner Dr. Calvin Eastwood.

Eastwood, who is originally from Kansas and made his home in Fort Worth, wants to give back to a special group he says helped shape his youth.


Vince sims

Dr. Calvin Eastwood standing with two of his office workers.

“Growing up, 4-Hs have been a big part of my life,” Eastwood said. “It had a big impact on me. So, 10% of the new patient exam, for every new patient that comes into the office, 10% of that exam fee goes to Tarrant County 4-H which will help pay for it. registration fees which families would not otherwise be able to afford. “

Tarrant County 4-H offers a variety of programs, from working with livestock to cooking, robotics and more. The programs aim to empower young people.



Vince sims

Tarrant County 4-H flyer inside Summerbrook Dental in Fort Worth.

Managed by Texas A&M Agrilife Extension Services, programs are chargeable. Thus, they appreciate community contributions like that of Summerbrook Dental.

“Their contributions are what will really help get more young people into the programs, which will benefit them with their life skills and growth,” said Fralonda Aubrey, 4 County Family and Community Health Extension Officer. -H Tarrant.

Eastwood said he learned skills working on 4-H projects as a child, which followed him into adulthood.

“It’s like a lot of planning and long term vision and just having to take personal responsibility for achieving that end goal,” Eastwood said. “You know how to show it at the fair. I think a lot of it at least personally transfers to me as an adult.”

He said he wanted to help provide this growth to other young people.

“I know I can make an impact here in the dental office by what I do,” Eastwood said. “But I want to be able to have an impact on the community as a whole.”

Learn more about Tarrant County’s 4-H programs Click here. To learn more about Summberbrook Dental Click here.



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The political prosecution of the Trump organization https://thebiblepost.com/the-political-prosecution-of-the-trump-organization/ Fri, 02 Jul 2021 21:22:00 +0000 https://thebiblepost.com/the-political-prosecution-of-the-trump-organization/ Donald Trump looked dejected in the midst of his victory on election night 2016. As I duly recounted a few weeks later, sociologist Anne Nassauer, applying well-established measures, told me: “We cannot than speculating on why President-elect Trump has shown facial expressions of sadness. . It is surprising that he showed these expressions directly after […]]]>


Donald Trump looked dejected in the midst of his victory on election night 2016. As I duly recounted a few weeks later, sociologist Anne Nassauer, applying well-established measures, told me: “We cannot than speculating on why President-elect Trump has shown facial expressions of sadness. . It is surprising that he showed these expressions directly after his election victory.

Speculating was not difficult. This week is why. Mr. Trump, who is not the fool some imagine, knew that winning the presidency was a dangerous mishap from a personal legal standpoint. Mr. Trump, until then, has mostly struggled with sharpies who only wanted a portion of his money, not its destruction. He also knew that in our overgrown regulatory state, prosecutors can find something about anyone, even those who conduct their business with a qualm alien to Mr. Trump.

It’s “political,” Mr. Trump said of this week’s accusations. Yes, necessarily and in part. This is why people with Mr. Trump’s deep pockets and Mr. Trump’s turbulent history are not wise to go into politics, even though it could be beneficial for the nation to have a pool of presidential talent. largely welcoming.

The charges brought by Manhattan District Attorney Cyrus Vance Jr. and New York Attorney General Letitia James are exaggerated for the amount of tax offenses related to employee compensation. Flight? Who stole what from whom? Mr. Trump’s company and his butler, CFO Allen Weisselberg, but not Mr. Trump himself so far, are accused of distributing benefits as normal business expenses, thereby avoiding taxes on personal income and social charges.

Mr Trump’s lawyer said, probably correctly, that such complaints are usually settled in civil matters with the Internal Revenue Service for the reasons discussed above. The IRS is primarily concerned with getting the most money at the least cost for its enforcement efforts. Not so elected officials such as Mr. Vance and Mrs. James. If the prosecution is a big financial loser for New York State, that’s fine with them.



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Major ETM, Industrial Engineering Alumni Organization Brings Food and Safety to Nigerian Children https://thebiblepost.com/major-etm-industrial-engineering-alumni-organization-brings-food-and-safety-to-nigerian-children/ Fri, 02 Jul 2021 13:05:35 +0000 https://thebiblepost.com/major-etm-industrial-engineering-alumni-organization-brings-food-and-safety-to-nigerian-children/ When Mubarak “Mo” Muhammed founded the Grassroots Africa Basketball Foundation (GRAB), he planned to provide shoes for children in his hometown of Suleja, Nigeria. However, as he and GRAB grew, they expanded their efforts beyond shoes. Since its inception, GRAB has provided shoes for over 100 children, renovated basketball courts in the area, and adopted […]]]>


When Mubarak “Mo” Muhammed founded the Grassroots Africa Basketball Foundation (GRAB), he planned to provide shoes for children in his hometown of Suleja, Nigeria. However, as he and GRAB grew, they expanded their efforts beyond shoes.

Since its inception, GRAB has provided shoes for over 100 children, renovated basketball courts in the area, and adopted a nearby children’s shelter.

Muhammed used the skills he learned in Louisiana Tech’s engineering and technology management and industrial engineering programs to drive his organization to success.

“The entrepreneurial engineering skills I learned in the Industrial Engineering and Engineering and Technology Management programs helped me redefine GRAB’s vision into a sustainable plan. As an engineering student at Louisiana Tech, I strengthened my leadership, planning and communication skills, and I am able to apply manufacturing and quality processes to reduce costs on GRAB projects.

Through proper project planning and research cost analysis he learned at Louisiana Tech, Muhammed reduced GRAB’s operational costs. The organization completed the first refurbishment of the court, reducing costs by almost a third from the original cost estimate. GRAB made cosmetic changes and installed new fiber rims, exterior lighting, benches and a field security fence for around $ 4,500. The renovated field is a college-sized regulation field with borders, markers for three-point lines and free throws, and the GRAB logo in the middle of the field.

After completing the refurbishment of the court, Muhammed and GRAB set out to help repair the nearby Angwan Zumra center in Suleja, a center that provides shelter and meals for underprivileged children.

Muhammed also credits his training to Tech for his ability to develop a communication plan that helped GRAB members share ideas and plan a dormitory renovation for the center via Zoom calls and see ideas perfectly executed.

“So far we have spent $ 13,000 to install and build 12 well ventilated and electrically powered hostel rooms for the kids. Our initial cost estimate for this project was $ 25,000. We cut costs almost in half using the skills I learned in Louisiana Tech’s Engineering and Technology Management program. I must also thank the GRAB Foundation team in Nigeria for a job well done.

Centers like Angwan Zumra lack clean water, food for a balanced diet, beds and safety devices due to poor funding.

Muhammed said he hopes GRAB will help alleviate some of these problems through campus fundraising and campaigns with Greek organizations to rehabilitate the center.

The rehabilitation will be carried out in three phases: providing a new roof for the sleeping area; install doors, windows and gates for security; and the installation of electrical infrastructure. For the second phase, GRAB will provide 300 mattresses – one mattress for each child in the center – will install lockers that the children can use as cupboards, and install a water system that will provide them with drinking water. In the third phase, GRAB will implement a cafeteria plan, employ two chefs, provide two months of groceries, and bring in a GRAB Ambassador to educate chefs and children on personal hygiene.

Once GRAB completes the rehabilitation, the organization will introduce educational platforms on YouTube and teach them skills to help them prepare for a career.

Muhammed estimates that the phases will cost $ 12,000; $ 9,000; and $ 14,000, respectively. GRAB has run fundraising campaigns, sold raffle tickets at baseball games, and applied for grants to raise funds.

Learn more about the latest GRAB Foundation initiatives at organization website or @grabfoundation on Instagram.



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How to bring power to your organization https://thebiblepost.com/how-to-bring-power-to-your-organization/ Wed, 30 Jun 2021 23:51:50 +0000 https://thebiblepost.com/how-to-bring-power-to-your-organization/ What is specific customer service empathy and how do you go about training it and deploying its power to help you begin the transformation of your business into a more customer-centric operation? Let me back down. If you could somehow start from scratch and aim to create the most customer-centric and customer-friendly business, you might […]]]>


What is specific customer service empathy and how do you go about training it and deploying its power to help you begin the transformation of your business into a more customer-centric operation?

Let me back down. If you could somehow start from scratch and aim to create the most customer-centric and customer-friendly business, you might try to hire only people who were psychologically constructed from birth to have the personality trait empathy, at least for roles with direct contact with the client.

Because, whatever you’ve been taught, the reality is that there is, unfortunately, a strain of empathy that exists as a more or less enduring personality trait. As with other personality traits that an individual possesses this tension of empathy (what psychologists unsurprisingly call trait-based empathy) is broadly defined for the rest of its life once an individual reaches adulthood, with a few exceptions.

And those exceptions, the ones that can change a person’s trait-based empathy setting from “off” to “on” are not created by anything on the surface that I can pull out of a hat. training for you, I’m afraid. The kind of exceptions that alter a personality trait can be multi-year therapy, a major trauma or personal awakening, or (and I’m not kidding here) a head injury.

But you have a business to run. And I expect that won’t give you time to gently hit your existing employees on the head in the hopes of creating a personality-changing head injury; neither are you going to lay off all of your existing customer-facing staff in the hope of replacing them with a whole new roster of employees perfectly selected to have that personality trait of empathy.

So what to do instead? Train your existing employees in the simplest and equally useful type of empathy: What psychologists call situational empathy and what I think in a customer service context you can quite aptly call customer service specific empathy is the context in which you practice. (I’m a customer service improvement and customer service turnaround consultant.)

Customer service specific empathy can be learned and enhanced from live training or e-learning programs, including those offered by my company. (Online customer service learning may actually have the advantage here over live training, as the ability to include video scenarios is a powerful tool for building specific empathy.)

Whatever type of external training you are considering, or if you want to try it on a do-it-yourself basis, here is an overview of what you want to convey and the limits of empathy training, in an organizational vacuum. . Being aware of both can help you make a meaningful dent in the universe by training and deploying employees with specific customer service empathy:

1. While a technical in the deployment of customer service empathy, it is to capture the clues, what matters here is to capture the clues that really make sense to the client. A favorite example of this (borrowed from my book, Ignore your customers (and they will leave) is from Madison, an experienced and knowledgeable Zappos employee who works over the phone. Let’s listen: A client calls who is at their wit’s end about the challenges of finding a comfortable shoe for an upcoming family wedding.

Madison responds with a lot of empathy and passion, after focusing on the key part of the information shared with her: that her interlocutor has narrow feet, a category that is deemed difficult to fit into. “Honestly, the ‘narrow ones’ are the worst! It’s almost as if the entire industry has conspired against narrow-footed people. My aunt has narrow feet like you, and I swear it seems every other conversation I have with her is about her miseries related to them.

As you can imagine, the two are soon to be besties. And, quickly, Madison’s client regains hope that the next wedding will be more than a party of torture for her feet. Then, browsing together while still on the phone, Madison and the client manage to find a likely new candidate for painless but dressy shoes.

2. Know that there can be a lack of empathy when your employees are serving people. seriously life situations different from theirs. While there is always a certain disconnect between the frame of reference of your employees’ lifestyle and that of your clients, a dramatic divergence occurs when your clients are High net worth individuals (HNWIs). The economic and lifestyle realities of high net worth clients can be light years away from those of your employees, resulting in a lack of empathy and practicality in conversations and service recommendations.

In this sense, Ross Buchmueller, CEO of the PURE Group of Insurance Companies, which serves wealthy owners and families, recalls hearing an employee of a company (not his, by the way) tell a wealthy client that “I” I never recommended anyone take a $ 10,000 deductible because I could never afford to pay that much if something went wrong, ”which, although a blunt comment – and certainly valid in the employee’s worldview – was not necessarily good advice for a client who could easily self-insure for that amount or more, and for whom it could have been a significant saving on premiums and a smart financial decision.

Likewise, as we examine the relatively strong recovery of Covid here in much of the United States, when we serve clients (external or internal) in India, Brazil and elsewhere, their realities may be very different and require a important cropping.

3. Empathy alone may not be enough. Is your organization ready to let empathy translate into action? Here is an example that is small and yet deep. The actions of this empathetic employee did not cost his company any measurable amount of money, but the whole scenario demanded that management be open to the creative deployment of what you might call “empathy in action.” . Is your business ready to follow suit? Otherwise, improving your conversational empathy skills may not be enough:

Out of nowhere, a dog leaps to the reception of the Hyatt House hotel in the suburbs of Virginia, clearly on a mission. The front desk clerk bends down and throws a rolled newspaper into the waiting dog’s mouth. Once this stage of his mission is accomplished, the dog wags his tail and the agent goes back to work processing the papers for the next guest.

“[The dog’s] The owner had just sold her home after 40 years of existence and, like many of our guests at Hyatt House, she is in limbo before moving into her first apartment as an empty nester, ”says Sara Kearney, vice-president. Senior President of Hyatt. . “My colleague at the reception [at this point in the interview I had to confirm that Kearney had said “colleague,” not “collie”] tried to help this guest keep some semblance of her routine from her previous life. So every morning, his dog crosses the hallway to the reception, collects the newspaper as he did when they lived at home and brings him back to the guest room where his master is waiting for him.

*****

Situations like that of this customer, the dislocated dog owner, can weigh heavily on their perception of the goods and services you provide. Fortunately, such situations are also where truly empathetic customer service can shine. But that can’t shine just by training your employees to be empathetic in their conversational responses over the phone or in person. While a comforting ear can often suffice, sometimes empathy needs to be turned into extra action. Is your organization ready to do this? This is a next key question.



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New owner Ryan Smith has started to put his mark on his NBA franchise, making Dennis Lindsey an advisory role. https://thebiblepost.com/new-owner-ryan-smith-has-started-to-put-his-mark-on-his-nba-franchise-making-dennis-lindsey-an-advisory-role/ Mon, 28 Jun 2021 22:55:12 +0000 https://thebiblepost.com/new-owner-ryan-smith-has-started-to-put-his-mark-on-his-nba-franchise-making-dennis-lindsey-an-advisory-role/ Dennis Lindsey’s exit from president of Utah Jazz basketball operations was more an ownership decision than Lindsey’s personal decision, sources at the Salt Lake Tribune say, as new owner Ryan Smith opted out without Lindsey at the helm and selected general manager Justin Zanik. as the main decision maker of the team. Smith made the […]]]>


Dennis Lindsey’s exit from president of Utah Jazz basketball operations was more an ownership decision than Lindsey’s personal decision, sources at the Salt Lake Tribune say, as new owner Ryan Smith opted out without Lindsey at the helm and selected general manager Justin Zanik. as the main decision maker of the team.

Smith made the decision to put his stamp on his organization as the new owner. “It’s only natural that his preferences and inclinations lead us in new directions,” Lindsey admitted last week after the team’s disappointing second-round exit against the Los Angeles Clippers.

And Lindsey wasn’t the only victim of the Jazz front office. David Fredman, who had worked for Jazz for almost five years since the team’s inception in 1974, and until this week, served as the team’s professional player personnel manager, was informed that his contract was not renewed.

There were a myriad of factors at play in Smith’s decision to leave Lindsey. One of the byproducts, intentional or not, will be the chance to purify the air and continue to improve the internal culture of the organization after a long disconnect between Lindsey and Jazz head coach Quin Snyder.

Lindsey, hired by Jazz in 2012, chose Snyder to be his team’s head coach in the summer of 2014 after a disappointing season under his predecessor Ty Corbin. But in the years that followed, Snyder and Lindsey’s relationship deteriorated, creating a distrust between the two that impacted Jazz’s day-to-day operations.

There were many disagreements, both on and off the pitch, according to sources.

• Lindsey and the team’s front office disliked Snyder’s tendency to keep rotations smaller and more consistent, preventing late bench players and prospects from getting playing time, downsizing players. which the front office believed or wanted to increase the value of (among them Dante Exum and Nigel Williams-Goss).

• Meanwhile, Snyder frankly believed that these players weren’t often NBA-rotating caliber, and playing them for significant minutes would hurt his chances of winning. Snyder believed Lindsey hadn’t given her teams as much talent as possible and left gaps on the roster unaddressed, which limited her training options – which became evident in the wake of the Jazz’s loss to the Clippers in this year’s playoffs.

• In Derrick Favors’ first stint with the Jazz, Lindsey was in favor of starting Favors as a power forward alongside All-NBA center Rudy Gobert, praising the defensive sense of the pair. Snyder, meanwhile, struggled to space the floor under those queues.

• Snyder has joined most of the Jazz front office feeling frustrated with the selection of Udoka Azubuike with the team’s first-round pick in 2020. The selection, sources say, was made following intense disagreement from the team’s scouting department, but Lindsey saw a future in Azubuike’s size and ability to finish around the basket.

• Snyder was sometimes frustrated with Lindsey’s public statements. In a 2018 interview, after a 9-12 start to the season, Lindsey noted Jazz’s high turnover as the source of the early season woes. Snyder saw the comments as encroaching on his territory.

• In general, there were disagreements over who oversaw various matters off the field, including certain aspects of the team’s training facilities.

For much of the couple’s working relationship, Larry H. Miller Group of Companies CEO and former Jazz chairman Steve Starks acted as a go-between between Lindsey and Snyder, who rarely wanted to talk one-on-one. head. Indeed, the disconnect between the two was frequently discussed and seen as an open secret – first among those who work for Jazz, and then later among insiders of the league as a whole.

While disagreements between coaches and front offices are common in the NBA, Lindsey and Snyder’s relationship was seen as unusually cold.

“Look, there have been different issues for a while. This is how I want to fix it, ”said Fredman, when asked about the discord within the team’s front office. “Obviously, this is no surprise from an internal point of view.”

In a statement given to reporters after Lindsey’s decision became official, Snyder complimented Lindsey.

“I really appreciate that Dennis believed in me and gave me the opportunity to be the head coach of Utah Jazz,” said Snyder. “He was extremely committed to my success, the success of our players and he built a roster that continually put us in a position to grow and fight. I am and will remain grateful for the time spent working with him.

While the relationship between the two has not been as combative this year as it had been at various points in their tenure, thanks at least in part to the team’s regular season success, there was a the view of some within the organization that a long-standing feud had been settled.

“Quin won,” a source said simply.

The end result is this: Lindsey has been demoted to an advisory role which functionally acts as a way for Lindsey to stay connected to the league and continue earning her contract salary without having any real decision-making power within the league. team. The move was announced on Sunday night when the team learned the reshuffle would go public as soon as possible. Lindsey, in a statement, said he has been considering an advisory role for years.

But most would expect Lindsey to find another job in the NBA rather than sticking around with Jazz for a long time in that role – he would have been interested in the vacant Dallas job, since held by Nike executive Nico Harrison. His hometown of the Rockets would also make sense as a landing point, but the team want to give new general manager Rafael Stone a chance to shine. Lindsey, who finished second in this year’s NBA Executive of the Year vote, believes she can find a suitable position soon.

As for Fredman, “I just met them and they just informed me that they weren’t going to offer me a contract in the future,” Fredman told the Tribune. “I want to say that I am certainly disappointed, but not bitter. The Jazz have been great for me. It has been an honor to work for 42 years for the Jazz franchise. And we’ll see what happens in the future; it is important to note that I do not intend to retire.

As Managing Director, Zanik, who has a better relationship with Smith and Snyder than Lindsey, will lead the team’s operations. Zanik was hired by the Milwaukee Bucks from Jazz in 2016 and was set to become Milwaukee’s chief decision maker. This never happened, as the team’s ownership group ended up at odds over Zanik’s rise. He returned to Utah in 2017 and will finally have the chance to lead the decision-making of an NBA team with the Jazz.

With Lindsey’s basketball sense no longer present, the team want to complete their front office under the leadership of Zanik, whose experience comes primarily from his role as a basketball agent, not a scout. Dwyane Wade has added his voice to front office conversations, but does not play a daily role in decision making. Former Wade teammate and current Miami Heat basketball analysis and development director Shane Battier was mentioned as a potential addition to the team’s front office by Tony Jones of The Athletic on Sports Illustrated’s The Crossover podcast.

Former Boston Celtics executive Danny Ainge reportedly met the team last week, and it is unclear in what role he would join the team if a marriage was found. Marquis Newman, currently the team’s scout coordinator, could take on greater responsibilities, as could Steven Schwartz, the team’s current director of basketball operations. Snyder, no doubt, will have an important voice.

It was also recognized that the current front office lacks diversity. Longtime Jazz front office executive Walt Perrin was the highest minority for years in the organization, but he was hired by the New York Knicks to be their deputy general manager last summer. Newman is black, but the team may want to add more diversity to the upper echelons of the management structure.

Frankly, the Jazz also want to make moves that star goaltender Donovan Mitchell and his team like. Even though Mitchell just signed a five-year extension with the team, the deal includes a player option after season four, and the pro-NBA player power structure means Mitchell, if he wanted to, could organize an outing earlier. Mitchell (and teammate Royce O’Neale) are represented by Ty Sullivan of the Creative Artists Agency (CAA); a current CAA executive is among those considered for a front-office role.

The franchise will want to nail these additions soon. The team had a somewhat fractured structure during last week’s NBA Combine which ended on Sunday. The NBA Draft takes place on July 29, and NBA free agency negotiations open on August 2. Creating a steering group for these key decisions would only help the team move forward.

But already, the team’s new ownership group has made substantial changes to the organization. By all accounts, there is more to come.



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honor system will only support virus | Columns https://thebiblepost.com/honor-system-will-only-support-virus-columns/ Sun, 27 Jun 2021 05:04:21 +0000 https://thebiblepost.com/honor-system-will-only-support-virus-columns/ Many states, including Indiana, have largely or completely eliminated restrictions related to COVID-19. Additionally, the Centers for Disease Control and Prevention recently issued the recommendation allowing fully vaccinated individuals to remove their masks, adding that social distancing is not necessary for them in most situations indoors, regardless. the immunization status of other people present. There […]]]>


Many states, including Indiana, have largely or completely eliminated restrictions related to COVID-19.

Additionally, the Centers for Disease Control and Prevention recently issued the recommendation allowing fully vaccinated individuals to remove their masks, adding that social distancing is not necessary for them in most situations indoors, regardless. the immunization status of other people present. There are a few exceptions, including public transport and healthcare facilities.

The CDC’s recommendation reflects the high-potency vaccines provided against COVID-19, including new variants currently in circulation. It is also an indication that we now know that vaccinated people have extremely low asymptomatic infection rates and rarely pass the virus to others.

The recommendation also reflects several factors.

COVID statistics have dropped dramatically in recent weeks – in part due to warmer weather – to the lowest number of daily cases, hospitalizations and deaths in almost a year. Immunization rates have continued to rise – currently 41% of all Americans are fully immunized (36% in Indiana). In addition, around 30% were infected, at least temporarily, adding to total immunity in the United States.

But we are still far from 80% of collective immunity thanks to the vaccination necessary to be really safe. There are still 20,000 new cases and hundreds of deaths from COVID every day. With vaccine hesitation and the politicization of COVID vaccinations, some authorities consider obtaining collective immunity uncertain. The pandemic is not yet over.

The CDC’s recommendation is excellent insurance for people who have been vaccinated. For example, people who are fully vaccinated may feel much more confident to go to restaurants, to the movies, or to be with friends safely. But the CDC did not adequately anticipate its unintended consequences.

The recommendation is poorly designed for businesses and public places where vaccination status is unknown.

The CDC guidelines regarding masks and other restrictions are being used inappropriately by businesses, state and local health departments, and mayors and governors as an open door to end COVID restrictions.

It is not politically feasible in most situations to require people to prove their immunization status or even ask the question. Many states, including Indiana, have banned the government from issuing “passports” for vaccines. In some states, the ban extends to businesses.

The new public health message regarding the pandemic is “personal responsibility” otherwise known as the “honor system”. Without verification of vaccination status, unmasked and unvaccinated people entering public places extend the threat of the spread of COVID-19 to other unvaccinated adults; children too young to be vaccinated; and, even vaccinated, the immunocompromised.

And with the spread continuing, the threat of spawning new, more contagious, deadly, or vaccine-resistant variants remains.

I’m amazed that the CDC and local and state health departments explicitly depend on the honor system to keep unvaccinated people wearing masks. When did personal accountability become an effective public health strategy?

Public health officials have never relied on people to act responsibly or prudently. That’s why we have public health regulations.

Is relying on personal accountability any indication that health officials are politically capitulating to the goal of herd immunity and taking a ‘time to move on’ approach, or for those who choose to remain unvaccinated, do they adopt a “time to accept the consequences” attitude?

Our progress is fragile. We must continue with measured restrictions until collective immunity is achieved while using widespread vaccine passports. Unfortunately, we are probably at the point of no return and these measures are unachievable.

As an official from the World Health Organization recently said: “We can see the light at the end of the tunnel, but we are not blinded by the light. “

Dr. Richard Feldman is a former Indiana State Health Commissioner.



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Want to check your EPF balance? Here’s how to do it in seconds https://thebiblepost.com/want-to-check-your-epf-balance-heres-how-to-do-it-in-seconds/ Sat, 26 Jun 2021 03:46:24 +0000 https://thebiblepost.com/want-to-check-your-epf-balance-heres-how-to-do-it-in-seconds/ Want to check your EPF balance? Here’s how to do it in seconds | Photo credit: BCCL Highlights Members of the Employee Provident Organization (EPFO) can now check their PF balance online, by SMS or by missed call If a trust manages the EPF, then the employer must be contacted to check the balance of […]]]>


Want to check your EPF balance? Here’s how to do it in seconds | Photo credit: BCCL

Highlights

  • Members of the Employee Provident Organization (EPFO) can now check their PF balance online, by SMS or by missed call
  • If a trust manages the EPF, then the employer must be contacted to check the balance of the contingency fund.
  • UAN should be seeded with bank account, Aadhaar and PAN to verify PF balance

New Delhi: The pension fund, the Employees’ Provident Fund Organization (EPFO), a social security body run by the Indian government, manages the Employee Provident Fund (EPF). The EPF is a mandatory contribution from an individual’s salary that any organization with more than 20 employees must deduct. For many, EPF is the primary retirement savings option.

Contributions made to provident fund accounts are eligible for deduction from taxable income under Section 80C of the Income Tax Act. The interest rates on these contingency fund accounts are revised from time to time by the government. The EPFO ​​allows users to easily consult their EPF balance and access other information relating to their provident account.

Here’s how to check the PF balance in seconds:

  • SMS method: If your UAN is integrated with your KYC details, you can send an SMS to get your PF balance details. Type your text in the format: EPFOHO UAN ENG. Here the last three letters determine the preferred language which can be changed as needed. For example, HIN for Hindi, MAR for Marathi and TAM for the Tamil language. Send the SMS to the number 7738299899. You will receive the details of your PF balance.
  • Missed call method: If your UAN is integrated with your KYC details, make a missed call to the prescribed toll-free number. Make a missed call on 011-22901406. Post the call, you will receive an SMS which will contain all the details of your PF account.
  • Umang application method: Open the Umang application (Unified Mobile Application for New-age Governance) and click EPFO. The member will be taken to a page that shows employee centric services. Click on “employee-centric services” which will direct the user to the page. Then click on “show passbook” and enter the UAN and one-time password (OTP), which the user will receive on the registered cell phone number. After that, the member will be able to check the EPF balance.

Check the PF balance through the EPFO ​​website:

You can even check the balance of your Provident Fund (PF) account on the official EPFO ​​website. You need to log into the official EPFO ​​website – epfindia.gov.in. and click on the e-passbook link available at the top right of the portal.

You will be redirected to the EPF booklet page – passbook.epfindia.gov.in. Log in to the account by entering the username – also known as UAN or universal account number, and the password. The UAN is an identification number mentioned in the monthly payslip of each employee.

Once logged in, the relevant job details should be selected. For example, someone who has worked in three different organizations will have a choice of three different Member IDs. Select the member’s ID. Once a member ID is selected, the user can view the EPF e-booklet or the EPF booklet. The passbook indicates the balance of the EPF account.

How to check EPF balance check without UAN number:

Step 1: Login to the EPF homepage of epfindia.gov.in

2nd step: Click on “Click here to find out your EPF balance”

Step 3: You will be redirected to epfoservices.in/epfo/. Go to “Member Balance Information”

Step 4: Select your state and click on the link of your EPFO ​​office

Step 5: Enter your PF account number, name and registered cell phone number

Step 6: Click on ‘Submit’ and your PF balance will be displayed.

It should be added that in order to check the PF balance you need to activate the UAN. The password will be sent to the mobile number. Note that subscribers can only check the PF balance six hours after activating the UAN.



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