#not 'demonstrating leadership' or 'challenging myself with new perspectives'

[the-part-where-i-shut-up]

i think the thing i hate the most about college applications is this weird pressure to make everything about yourself marketable. i’m working on my supplemental essays right now and i’m thinking about all these experiences i’ve had and how important they are to me, but they don’t fit the prompt or the right values or they don’t demonstrate growth in exactly the right way, and i hate that i feel like i don’t have anything to write about just because the things that matter to me are things that aren’t “important” on an application

#sorry this is not my normal type of post LMAO #but yeah idk its honestly kind of saddening bc ive had so much happen these past few years #and a lot of stuff that actually represents me as a person #but its not the kind of thing colleges are looking for #and i hate flattening all my essays into these digestible 250-word pieces with all the personality sucked out of them #the stuff that actually matters to me is like. my friends. art. taking photos of sunsets. holding hands #not 'demonstrating leadership' or 'challenging myself with new perspectives' #life should be abt living!! going out there and doing stuff!! #it shouldnt be abt how we're always striving to be better than someone else #anyway. just had to get that out of my system #college

[veritas-lex-mosaic-law-firm]

A Tale of Education and Transformation (Part-4)

In the wake of their departure, the arrival of three new educators—respected Renu Mohd Mam, Kshitija Mam, and Snehil Mam—heralded a new chapter in the university’s academic landscape. While my interactions with these individuals may have been limited, each has contributed in their own unique way to the rich tapestry of my collegiate experience, imbuing it with fresh perspectives and insights.

However, amidst the flux and transition, one stalwart figure has remained a constant source of inspiration and guidance: the respected Meenakshi Kale Mam. From the moment I first stepped foot into her classroom, Mam’s passion for teaching and dedication to her students’ welfare were palpable, instilling within me a deep admiration and respect for her unwavering commitment to excellence.

Mam’s recent completion of her PhD represents a crowning achievement in a career marked by dedication and perseverance, underscoring her unwavering commitment to academic rigour and intellectual inquiry. Her tireless pursuit of knowledge serves as a shining example for students like myself, inspiring us to embrace the pursuit of scholarship with vigour and enthusiasm.

As I reflect on the myriad influences that have shaped my collegiate journey, Mam’s steadfast presence stands out as a beacon of stability and encouragement amidst the ebb and flow of academic life. Her unwavering support and guidance have been a source of solace and inspiration, empowering me to navigate the complexities of higher education with confidence and grace.

In Mam, I have found not only a mentor and educator but a trusted confidante and ally, whose wisdom and compassion have enriched my collegiate experience in ways that words cannot fully express. As I continue on my journey of academic and personal growth, I am grateful for Mam’s unwavering belief in my abilities and her steadfast commitment to nurturing the next generation of scholars and leaders.

Respected Meenakshi Kale Mam’s unwavering dedication and tireless work ethic have long been hallmarks of her distinguished career as an educator. From the outset, Mam has demonstrated a steadfast commitment to empowering her students to achieve their fullest potential, instilling within them a sense of discipline, diligence, and determination. Her unwavering belief in the transformative power of hard work and perseverance serves as a guiding principle for all who have had the privilege of learning under her tutelage.

Mam’s pivotal role in orchestrating the Supreme Court Visit 2024 stands as a testament to her visionary leadership and unwavering commitment to experiential learning. Despite initial misgivings, Mam’s astute discernment and dedication to the welfare of her students ultimately prevailed, paving the way for a memorable and enriching educational experience that left an indelible impression on all who participated.

Moreover, Mam’s willingness to challenge assumptions and confront perceived obstacles underscores her status as a truly unique and dynamic personality within the academic community. Her unwavering advocacy for her students’ welfare, coupled with her steadfast support and guidance, serves as a source of inspiration and empowerment for all who have had the privilege of crossing paths with her.

As I reflect on the profound impact that Respected Meenakshi Kale Mam has had on my own academic journey, I am filled with gratitude for her unwavering dedication, mentorship, and support. Her unique blend of compassion, intellect, and resilience has not only enriched my collegiate experience but has also served as a guiding light on my journey of self-discovery and personal growth. In Mam, I have found not only an educator but a mentor, ally, and confidante, whose influence will continue to shape my academic and professional endeavours for years to come.

Indeed, the richness of life experiences, both within and beyond the confines of academia, imbues us with invaluable insights and wisdom that shape our perspectives and inform our actions. As I embark on sharing my encounters with the new faculty members below, I am reminded of a poignant poem that encapsulates the essence of life’s journey:

“Kabhi Arsh Par, Kabhi Farsh Par, Kabhi Unke Dar, Kabhi Dar Badar.

Gam-e-Aashique Tera Shukriya, Ham Kaha Kaha Se Guzar Gaye”.

This profound verse serves as a poignant reminder of the myriad experiences and emotions that characterise the human condition. From moments of joy and triumph to instances of adversity and uncertainty, each twist and turn in life’s tapestry contributes to the richness and complexity of our individual narratives. As I reflect on the poem’s timeless wisdom, I am reminded of the profound gratitude I hold for the diverse array of experiences that have shaped my journey thus far and for the lessons learned along the way.

Respected Nilima Mam’s effervescent personality and infectious enthusiasm have endeared her to students and colleagues alike, making her a beloved fixture within the university community. My first encounter with Nilima Mam occurred during the fifth semester, when I had the privilege of attending her French language classes. From the outset, it was evident that Mam’s passion for teaching and her genuine love for the subject shone through in every aspect of her instruction.

As one of the youngest professors at the university, Nilima Mam brought a fresh perspective and energy to the classroom, captivating her students with her engaging teaching style and unwavering commitment to their academic success. Her ability to convey complex concepts with clarity and precision, coupled with her unique insights and perspectives, made each class a memorable and enriching experience.

I vividly recall reaching out to Nilima Mam for guidance and assistance regarding the French classes, prompted by the encouragement of Meenakshi Mam. Little did I know that this simple message would lead to a profound exchange, characterised by Mam’s warmth, wisdom, and genuine concern for her students’ welfare.

Mam’s response to my message was nothing short of a masterpiece, reflecting her innate ability to connect with her students on a deeper level and to impart invaluable wisdom and guidance with grace and compassion. Her unique way of explaining complex concepts and her thoughtful insights left a lasting impression on me, inspiring me to approach my studies with renewed enthusiasm and determination.

In addition to her exceptional teaching abilities, Nilima Mam’s vibrant personality and genuine kindness make her a truly unforgettable presence within the university community. Her unwavering dedication to her students’ success and her genuine passion for teaching serve as a source of inspiration and encouragement for all who have had the privilege of learning under her tutelage.

As I reflect on my experience with Respected Nilima Mam, I am filled with gratitude for her invaluable contributions to my academic journey and for the profound impact she has had on my personal and intellectual growth. Her unwavering support and guidance have left an indelible mark on me, shaping me into the student and individual I am today.

Meeting Shital Borkar Mam during the sixth semester, where she was teaching German Language, was a delightful experience despite my inability to attend classes due to an internship commitment. Mam’s genuine warmth and kindness radiated from her heart, creating a nurturing and supportive environment for her students. It was evident that Mam derived immense joy from both learning and teaching, infusing her classes with enthusiasm and passion that inspired her students to excel.

Despite my absence from classes, Mam’s unwavering support and encouragement never wavered, reflecting her genuine dedication to her students’ success and well-being. Her willingness to go above and beyond to ensure that her students felt supported and valued speaks volumes about her compassionate nature and her commitment to fostering a positive learning environment.

In Mam, I found not only a dedicated educator but also a compassionate mentor and ally, whose genuine concern for her students’ welfare left a lasting impression on me. Though our interactions may have been brief, Mam’s impact on me was profound, serving as a reminder of the transformative power of kindness, empathy, and genuine care in the realm of education.

As I reflect on my experience with Respected Shital Borkar Mam, I am filled with gratitude for her unwavering support and encouragement and for the invaluable lessons learned under her guidance. Mam’s passion for teaching and her genuine love for her students serve as beacons of inspiration and encouragement, reminding me of the profound impact that educators can have on the lives of their students.

Respected Snehil Mam’s arrival during the end-of-semester examinations of the last semester introduced a new dynamic to the university community, despite her limited opportunity to teach or showcase her experience. Despite this, Mam’s demeanour immediately captured the hearts of students, with her sweet and caring nature leaving a lasting impression.

While Mam may not have had the chance to impart her knowledge in a formal teaching setting, her genuine concern and attentiveness towards students’ well-being have not gone unnoticed. Mam’s willingness to extend a helping hand and her compassionate approach towards student needs have fostered a sense of trust and camaraderie within the university community.

Though our interactions with Respected Snehil Mam may have been brief, her presence has undoubtedly left a positive impact on those she has encountered. As we navigate the challenges of academia and beyond, Mam’s kindness and compassion serve as a source of comfort and support, reminding us of the importance of empathy and understanding in fostering a nurturing learning environment.

As I reflect on Mam’s presence within the university community, I am filled with gratitude for her warmth and sincerity, and for the sense of belonging and reassurance she brings to students during times of uncertainty. Though her tenure with us may have been short, the impression she has left is lasting, a testament to the transformative power of kindness and compassion in the realm of education.

Respected Kshitija Deshmukh Mam’s tenure at the university, though brief in terms of direct interaction, has nonetheless left a lasting impression on students like myself. Despite not having had the opportunity to attend her lectures due to scheduling conflicts, Mam’s reputation for excellence and dedication to her craft precedes her.

Mam’s assumption of the Human Rights subject following the departure of Respected Rushi Upadhyay Sir underscores her versatility and willingness to step into new roles to support her students’ academic journey. Though our paths may not have crossed in the classroom, Mam’s reputation for fairness and compassion precedes her, serving as a testament to her commitment to prioritising the welfare and success of her students.

One memorable moment with Mam occurred during the last Signature Day, where her heartfelt well-wishes served as a poignant reminder of the camaraderie and support that define the university community. Despite the challenges posed by our limited interactions, Mam’s genuine warmth and sincerity left a lasting impression, underscoring the profound impact that educators can have on their students’ lives.

As I reflect on my experience with Respected Kshitija Deshmukh Mam, I am filled with gratitude for her dedication to her students’ well-being and her unwavering commitment to fostering a supportive and nurturing learning environment. Though our time together may have been brief, Mam’s influence on the university community is undeniable, a testament to the transformative power of compassion and empathy in the realm of education.

Respected Renu Mohd Mam’s arrival at the university marked a significant milestone in our academic journey, bringing with her a wealth of knowledge and expertise in the subject of Drafting Pleading & Conveyancing. As one of the most critical subjects of our final semester, Mam’s guidance and mentorship were instrumental in shaping our understanding of this clinical area of law.

Mam’s unwavering support and encouragement, coupled with her genuine investment in her students’ success, have earned her the admiration and respect of the entire university community. Despite the demanding nature of the subject matter, Mam’s passion for teaching and her dedication to her students’ welfare shone through in every interaction, inspiring us to strive for excellence and never lose sight of our goals.

One of Mam’s most cherished students, Mam’s encouragement and belief in my abilities served as a constant source of motivation and inspiration. Her words of wisdom, “Umaid, kabhi umeed mat chodna,” resonate deeply within me, serving as a reminder to never give up hope, even in the face of adversity.

As I reflect on my experience with Respected Renu Mohd Mam, I am filled with gratitude for her unwavering support and guidance, and for the invaluable lessons learned under her tutelage. Mam’s impact on my academic and personal growth is immeasurable, a testament to the transformative power of mentorship and encouragement in the pursuit of knowledge and excellence.

Moving forward, I am committed to upholding Mam’s teachings and embodying the spirit of perseverance and resilience that she instilled in me. With Mam’s words of wisdom guiding my path, I am confident that I will continue to strive for success and never lose sight of my aspirations, no matter the challenges that may lie ahead.

Today, as I reflect on my three-year journey at the university, I am filled with gratitude for the invaluable lessons, guidance, and support imparted to me by my teachers. While there are countless events and experiences that have shaped my collegiate experience, I chose to focus solely on my interactions with teachers because they have been instrumental in moulding my personality and shaping my trajectory.

My unwavering belief in the transformative power of education stems from the profound impact that my teachers have had on me. Whether it was Respected Meenakshi Kale Mam’s unwavering dedication, Respected Bhuvanesh Bawankar Sir’s trustworthiness, or Respected Nilima Mam’s infectious enthusiasm, each teacher has left an indelible mark on my academic and personal development.

Indeed, I firmly believe that teachers hold the key to unlocking our potential and shaping our future. Whether we aspire to become doctors, lawyers, engineers, pilots, or anything else, it is our teachers who pave the way for our success and guide us on our journey of self-discovery and growth. Without their guidance, wisdom, and mentorship, our dreams and aspirations would remain unattainable.

In many ways, teachers occupy a sacred place in our lives, akin to our parents and family members, imparting not only academic knowledge but also invaluable life lessons and values. Their influence extends far beyond the confines of the classroom, shaping our character, instilling in us a sense of purpose, and preparing us to navigate the complexities of the world with confidence and resilience.

Continue.......

[lucja-olszanska]

CAS learning outcomes

Identify own strengths and develop areas for growth

Activity

I possess a profound awareness of my strengths in climbing, evident through my consistent engagement in sessions held 2-3 times per week. I actively seek growth opportunities within the climbing domain, aligning my activities with personal interests and skills. My participation in a climbing event for children from a foster home reflects a genuine willingness to share my expertise and contribute to a sense of community. Through thoughtful self-evaluation, I recognize the diverse levels of proficiency across different aspects of the sport.

Creativity

I possess a profound awareness of my strengths in drawing, evident through my dedicated practice sessions occurring regularly. Actively seeking growth opportunities within the artistic realm, I align my creative endeavors with personal interests and skills. Participating in drawing competitions, I showcase a willingness to challenge myself and engage with the broader artistic community. Through thoughtful self-evaluation, I recognize the diverse levels of proficiency across different aspects of my artistic journey.

Service

Demonstrates a profound understanding of leadership through active involvement with AFS Intercultural Programs. Having led workshops for exchange students, the experience has provided an opportunity to embody a leadership role, as students view me as an authority figure. Participation in the selection camp for Polish students involved crucial decision-making, contributing to shaping experiences that significantly impact their lives.

My own journey with AFS included undergoing a selection camp and interview, ensuring a suitable fit for the exchange program. The process of being selected for an exchange abroad involved thoughtful consideration of my capabilities and preferences for the destination country. This multifaceted involvement not only highlights leadership skills but also showcases a commitment to fostering meaningful cultural exchanges.

Demonstrate that challenges have been undertaken, developing new skills in the process

Engaging in regular climbing sessions, I willingly embrace the challenge of scaling heights, fostering both physical and mental resilience. This experience, initially unfamiliar, has led to the acquisition of new climbing techniques and skills. Furthermore, my active involvement in drawing competitions presents a continuous challenge in expressing creativity under pressure, contributing to the development of my artistic abilities.

Participating in AFS Intercultural Programs, specifically the selection camp for Polish students, exposed me to unfamiliar environments and decision-making scenarios. This involvement demanded a personal challenge, leading to the development of leadership skills as I actively contributed to shaping life-changing experiences for others. These varied activities collectively showcase my commitment to taking on challenges, acquiring new skills, and demonstrating increased expertise across different domains.

Demonstrate engagement with issues of global significance

Engaging with AFS Intercultural Programs inherently involves recognizing the global implications of local issues. Through my participation in the organization, I've identified global issues within local and national communities, gaining a broader perspective on cultural exchange and understanding.

Furthermore, my involvement in climbing and drawing activities extends beyond personal development, as I actively participate in community events and competitions. These engagements contribute to my awareness of global issues and prompt concrete actions, whether through raising awareness or participating in projects addressing broader concerns.

By undertaking activities with a global impact, I continuously strive to develop awareness and responsibility towards our shared humanity, making meaningful contributions locally and participating in initiatives that resonate on an international scale.

[normal-bloggers]

Leadership Qualities That Inspire: Lessons from Visionary Leaders Ready to go

I have always considered myself a leader. Whether as an officer in the Israeli army, an education director of a synagogue, or even as a solopreneur.  What I discovered is that Leadership is not just about holding a position; it's about inspiring others to achieve greatness. In this article, I explore the qualities that distinguish exceptional leaders and share valuable lessons from leaders who have left a lasting impact. Let’s go!

The Essence of Leadership: Do you believe that leadership is about having a title and position? Or, is it defined by the qualities that go beyond titles and authority? Reflect on your perception of leadership. Do you know of a leader who does not hold a formal position? How are they a leader? What qualities do you believe make a great leader? What about you-how do you aspire to lead in your personal and professional life?

Vision and Purpose: We all can name a visionary leader who has opened our imagination and showed us the way from dream to reality. These leaders are driven by a clear sense of purpose and a compelling vision. Reflect on your own sense of purpose. What motivates you, and what vision do you have for your community, professional or otherwise? Embracing purpose can guide your leadership journey.

Leading by sharing your voice: Exceptional leaders lead by example. They demonstrate the values and behaviors they expect from others. They share their voice and they live what they speak. Reflect on your leadership style. Are you setting the right example for those you lead? How can you align your actions, and your voice, with your leadership principles? What are the set of values that you regard as your “north star”?

Empathy and Emotional Intelligence: Empathy and emotional intelligence are crucial for effective leadership. Reflect on your ability to connect with others on an emotional level. Can you truly place yourself in the other person’s “shoes”? How do you handle the emotions of those you lead? Improving emotional intelligence can enhance your leadership impact.

Adaptability and Resilience: Leaders don’t always know the end result. Sometimes they swim in the sea of life just like everyone else. However, exceptional leadership often involves navigating uncertainty and change with clear laser focus and clarity. They have a vision of what they want to see. And they keep turbulence in perspective. Reflect on your adaptability and resilience in the face of challenges. Are you open to change, and how do you bounce back from setbacks? Developing resilience is key to sustained leadership success.

Continuous Learning: I have so many books on my shelves. Sometimes I can read several books at the same time. Not only that, I just purchased a Middle Eastern drum called Darbuka and I began learning to drum! I just love to continue learning. It gives me so much joy and purpose. What are you learning today? Visionary leaders are lifelong learners. They seek knowledge, embrace new perspectives, and encourage growth in themselves and others. Reflect on your commitment to learning. How can you foster a culture of continuous learning within your sphere of influence?

Leadership is a journey of self-discovery and growth. It's about embodying qualities that inspire and empower others to achieve their best. As you reflect on the qualities of exceptional leaders, consider how you can cultivate these attributes in your own leadership style. Remember that leadership is not about perfection but continuous improvement.

[obld-erau]

OBLD 633-Week 1

When I began this MS-Leadership program at ERAU, I was unsure of what to expect or how it would change my way of thinking. At the time prior to my first course, I came from a long career in the police world where toxic leaders run amuck. My idea of leadership and leaders was not a positive one. At one time, I was labeled a “boss fighter”, which is a northeast police slang term for a borderline insubordinate cop. This program has changed my entire perspective on leaders. While I still believe that law enforcement are the most toxic leaders around, I have a greater understanding of their decisions and why those decisions were most likely made. I also have changed the type of leader I wish to emulate. While I still deeply respect BGen Robin Olds, USAF, and his very hands-on style of servant leadership, I also find value in behind-the-scenes styled leaders such as the CIA Director of Counter Terrorism J. Cofer Black.

Black is a highly respected, yet reserved leader who was the bedrock for a winning strategy for waging war against terrorists responsible for the attacks on 9/11/2001. The changing trend I have noticed in myself compared to my parents when it comes to attitude towards leaders is in line with generational changes. My parents are of the baby boomer generation and believe in working long hours, company loyalty, and being happy to be gainfully employed. Not really causing “waves”. My generation of the millennials or “Xennials” as I am born in 1982, so I demonstrate characteristics from both Gen X and millennials tend to see leaders very differently and treat our employment differently. We do not live to work but work to live. A work-life balance is paramount to us. We feel comfortable challenging norms, and decisions made by management if we have a more efficient solution that is viable.

Just this past week, I rejected a job offer, as it paid me $20K more annually, but would require me to work an hour away from my residence and odd hours. I wasn’t willing to give up the freedom I currently have in my current job, as I create my own schedule and can adjust it as needed. That is priceless to me as I have young children who participate in activities such as travel lacrosse and a spouse that also travels for work on occasion and isn’t as flexible as me with her schedule. That would be unheard of for my parents in so many ways. From accepting less money, to being the male in a marriage that is the caretaker and not the breadwinner of the home and being a leader in a different type of role. I observe the ongoing “great resignation”, or “great reshuffle” and I must congratulate Generation Z for spearheading their valiant effort on not wavering their standard of work and salary expectations. They have set the new standard for remote work options, salary and work benefit packages, and work-life balance.

For the first time in modern history, the employee wields significant bargaining power and can demand these concessions prior to accepting or negotiating their job offer. Even with all the information of leadership and its practices located in the palm of one’s hand, there is still a certain level of disconnect. There is still a quality control issue in the production of leaders. I do not see a tangible solution to this problem, as leaders are made and not born, contrary to many peoples’ beliefs.

I look back at my days at my undergraduate education at Norwich University-Military College of Vermont. It is marketed as a “leadership laboratory” as the Corps of Cadets allows you the student to take several leadership roles over the years, and hone other roles within your ROTC commands, but looking back, how are we really learning leadership, when the people we are learning from have only really used their leadership skills in theory and not in the field? They are not commissioned officers yet, and very few of them were enlisted soldiers or “Mustangs” as in enlisted to officer roles. Our instructors were Senior NCOs and Senior officers, many with combat experience; but they can only show us so much, as it was up to us to carry out the decision-making process. It still has perplexed me to this day.

[wosoenthusiast]

Webinar: Celebrating LGBT+ Inclusion at Chelsea

I know this event was not recorded so here are some notes from the “Celebrating LGBT+ Inclusion at Chelsea” webinar. Please note: these are NOT direct quotes!! I didn’t start taking super detailed notes until a few minutes into the panel, sorry about that. And I did a quick read through but I apologize for any typos or grammatical errors.

The panel included Chris Gibbons (moderator), Pernille Harder, Sara Matthews, Graeme Le Saux, and Funke Awoderu

----- 

Chris: introduced each panelist and talked a little about rainbow laces

Graeme: (general point: we’ve made a lot of progress in the last 5-10 years, especially since I retired. Sorry, I wasn’t taking as detailed notes right at first)

Funke: (general point: Authentic support is so important.)

Sara: Sport brings people together. Chelsea is a brand with international following and a huge platform. Zero tolerance policy for a long time, internal and external. Demonstrating by doing not just by saying. Want to understand their demographic, look at areas where they are less diverse and how to address that. Look at who works in football, show a different type of recruitment.

Chris: I was nervous about being an out gay man coming into working at the FA. I asked in my interview about whether it was an open environment for a gay man and got a very thorough answer about anti-discrimination policies. Has that developed?

Funke: Yes, if you can’t see it, you can’t be it. Data tells us something. Use it well to inform you plans. Proud of the LGBTQ+ people in the FA and their contributions. Don’t want to put people in boxes so we are trying to build a progressive, diverse environment. Learn from others and people’s lived experiences. Listen to the stories people tell. We’re on the right road. If you can’t see it, you can’t be it. And it needs to happen on the leadership level.

Chris: Welcome to Chelsea, Pernille. I want to understand your experience of culture in the women’s game- previous clubs, international, and now being new to Chelsea. Women’s game is known for being open. What are your thoughts/experiences?

Pernille: Women’s’ football has always been open about homosexuality. Locker room and fans are very open. In Denmark environment- I wasn’t out, not comfortable. No one else was homosexual. It’s important that you don’t feel alone. I felt a difference right away when I came to Sweden, it was so normalized. I felt I could be myself which is the most important thing.

Graeme: I agree so much. If you feel you’re isolated, it stops you being yourself and others being themselves too. Infrastructure and support and work being done outside the game holding football accountable. Learning from other environments that are further ahead in inclusivity. Pernille, I’m curious, do you think not being out in Denmark held you back?

Pernille: It might, I didn’t think about it at the time. [After coming out], I felt more calm and secure and like I could be 100% self. I felt more honest with myself. It feels better when you trust yourself and what you’re doing. It reflects when you play too.

Chris: Where does it come from? Fans, locker room, Chelsea? What creates a positive, inclusive environment?

P: All individuals are open minded. No one uses sexuality or religion in a negative way. Comes from teammates, staff, everything around you. [It’s important that] the highest leaders in the club are inclusive, affects everyone underneath and what values to act from.

Sara: Reading on stonewalls website 43% of LGBTQ+ people don’t feel welcome at public events (not sure about this stat), such a shame. Being at Kingsmeadow, wow, what a different number that would be. A great place to come enjoy sport and feel very welcome and be a positive perception change.

Chris: We have lots of women’s team fans with us. Go to Chelsea women’s games!! (Mentions Chelsea Pride group and a few other groups and initiatives.) Graeme, why is a group like this so important? Why did you want to be a patron?

Graeme: To get honest feedback from people, get perspectives. Groups of different communities and perspectives are so important. They are a signpost for people who don’t have the confidence or support around them in their own lives. Can help people get into watching football and know that it’s a safe space. Every space should be safe of course, which is the next chapter- people don’t have to work under and umbrella to feel safe and welcome. It’s all built on trust and openness. Willingness to admit you might not get everything right all the time.

Chris: Pernille, you haven’t had much chance to engage with fans at Kingsmeadow, but why do you think these groups are important?

P: It’s important to feel a part of something and not alone. Groups like that help with this. Yesterday, we finally had fans back, 700 I think. I can’t wait to get more. In women’s football, fans love football, they don’t care who you are- sexuality, skin color.

Chris: Funke mentioned before the diversity of LGBTQ+. Trans people still feel a lot of barriers in taking part in sport. In 2014, the FA published policy on trans participation. Do you think football is becoming more inclusive for trans people?

Funke: This is one area that the whole game needs to collaborate better. LGBTQ+ identities are all lumped together right now. Lots of differences in LGBTQ+ community that we’re not considering, more conversations around gender identity, inclusion, education- we need to do the work around the journey for LGB work and apply it to trans inclusion. Now more than ever. There’s so much toxicity and miseducation. If we’re true to ‘the game is for everybody’, we can’t leave trans community behind. To come out as trans is not an easy thing to do, LGB people can pass but trans people sometimes cannot. Educate ourselves, use that to inform policy

Chris: How does that reflect what clubs are doing?

Sara: On the subject of intersectionality- we have to be honest. The data we have today is very recent. People are reluctant to report honestly, there may be fear. From an employer of choice perspective and perception- it’s about fairness, change the stereotype (like who works in football). We’re talking about diversity and inclusion every day. Huge range of departments which means you can bring in a huge range of people with different skills and experiences. You can create a different culture for the organization. Starts at recruitment, put forward the culture of the organization. When she sits in interviews, people ask about DEI, sustainability, corporate social responsibility. People expect their organization to have a narrative and verbalize what they think and feel about discrimination. Chelsea has stepped forward and said zero tolerance but message needs to be confirmed internally. Much more to be done. Education and information- it was not too long ago when women weren’t prevalent in the workforce, but it’s changed. Change happens fast. Lots of new and different people entering the workforce. Listen to people with different perspectives and points of view. We can create a better employee environment by making it so no one is ‘the other’, which comes with diversity

Chris: People have seen news about fans booing when people kneel and other negative reaction and that’s what sticks. What more needs to be done to tackle culture of hate in the stands? ..... Pernille, do you hear much discriminatory language in the stands at women’s game? What’s your experience?

P: No, fan culture is very different in men’s and women’s football. Men’s football is so big so there are a lot of different football fans. It’s difficult to say what to do to change it. It’s important to do something and act. Responsibility of players and other fans- trying to create a different fan culture. Standing up when you hear something. Players need to be stubborn and must stand up for each other.

Chris: Do you think if there was abuse, the response form the women’s game would be robust and quick? More solidarity [than in men’s football]?

P: I don’t know because I haven’t experienced it. I guess so

Graeme: It’s great that you haven’t experienced that. That’s a really big plus.

Chris: Chelsea was the first club to introduce fan re-education (like if a fan was banned for certain language anti-Semitism, they’d have a chance to learn more about why that language was not acceptable). Player re-education exists. How do we get fans to understand this better?

Graeme: It’s important to understand context of where it’s coming from, help someone overcome prejudice by learning something new. Doesn’t send out the right message to just throw someone out. There are a lot of things we grow up with contribute to this ignorance, so figure out where it’s coming from. Set boundaries of what we will and won’t tolerate. Give people a chance to own up to their mistakes. I’ve made some big mistakes in my career and been punished. I was taught to be honest, deal with consequences, and move on. That might remove external pressure. Make transition a bit smoother [as football moves forward], bring more people along

Chris: Funke’s been involved with the Rainbow laces campaign since early days. What impact do you think it has on the pro and grassroots game?

Funke: Immeasurable impact. Every start of the campaign gets better and better with the amount of support. It connect with adult and youth football. People love what the campaign stands for and want to get behind it and support it. Normalizing the playing field, this is a great opportunity to demonstrate the values and culture of your club. Challenge: how to continue to innovate and be creative in conversations and take it to the next level. It continues to grow and grow. More and more, people are taking a personal stand and educating themselves. Campaign has been a success but we won’t rest on our laurels. We must continue.

Chris: I tell youth players about the rainbow laces campaign and they sort of roll their eyes because they learn about and talk about this in school (and with their peers). The culture moving forward will be much more inclusive with the next generation of players. Do you think this will happen in clubs? (I didn’t quite catch this question but I think this is what he asked)

Sara: Yes. People wanted to be associated and show support, bummer we aren’t working at Stamford bridge in person. The next generation is going to be so important. There’s a lot of hate, and standing up against all of is important. People do want to learn- the more you learn, the less afraid you are to ask questions. People are still afraid of offending sometimes too but we’re moving toward really celebrating difference.

Chris: (reads a submitted question out loud about how Pernille is a role model and inspired this person to come out and be themselves) Pernille, how does it feel to be a role model for LGBTQ+ people, not only in sport?

Pernille: It’s great to hear this question. When I was younger, I missed some role models who were homosexual. I try to live as if it’s nothing special. I’m just myself, not hiding anything. That means showing pictures with my girlfriend and just acting normally. I don’t want to do something that doesn’t feel genuine. A lot of people like that I’m just myself and not embarrassed [about being homosexual].

Chris: There are people out there that think you’re a role model too, Graeme. Do you have a sense of the importance of role models?

Graeme: Once you have a profile, you recognize responsibilities associated with that. Whether you like it or not, you become a role model. None of us set out to be a role model. If you take money from sponsors because they think you can sell the product, you should be happy to be a role model, comes with the territory. Some people are more suited to that so it’s important to not hold people to go beyond their comfort. I take great pride in my ability to support things I believe in. I support in public and private and I don’t share everything about myself in public. Stand up and support values and principles, even when it’s not related to me. I was very alone in experience of defending myself [from rumors of being gay] while supporting people around me. It’s a big challenge in many ways. I will always do what I do out of principle. With a profile, you can reach more people.

Chris: Another question for Sara and Funke- what is the club’s response to supporters who have troll comments on rainbow laces posts? Should the club work harder to block and remove those comments?

Sara: The club won’t be dissuaded from doing the right thing. Follow discrimination laws- we will support and take action. Block and report when they can on social media. We do see other people who are posting challenge those comments. Those are important parts, have to work with social media companies, it’s not just trolling in football. Social media companies have to help as well to help manage this

Funke: Any organization driven by principles and values, there will always be haters sharing their view. We take the same measures that Sara just said. Year to year, the ecosystem conversation, calling people out, challenging people back. We know those comments will come. Work with social media companies to have more coordinated effort to take things down. Threshold for football is higher compared to those organizations [social media companies], makes it challenging to take things down immediately 

Chris: Graeme and Pernille, do you deal with trolls?

P: yes, there are a few. There will always be haters, especially when you speak up about your opinion. I mostly ignore them and focus on the positive. More positive than negative, positive people will comment on the negative which is amazing

G: yes, I do. I don’t like to give those people oxygen. As soon as you start engaging, you risk it escalating. Turn to social media companies for support too.

Chris: That’s the end of the hour, thanks all for your time! I’m so looking forward to where these conversations will go in the future.

#chelsea #pernille harder #LGBT+ inclusion #chelsea fc #graeme le saux #the fa

[donkeygrain4]

Exactly How Business Training Can Help Ladies Attain Goals They Have Actually Seriously Wanted To Get To

Mentoring Archives

Content

Dating Train Sami Wunder Reveals Dilemma When Starting.

Are You Qualified For The Coaching For Success Programme?

She has years of elderly experience in individual and also organisational development, management and also adjustment, running at both calculated and expert level. We can not meet you face to face at present, yet can sustain you in other methods. In action to COVID-19, we have actually upgraded our services to operate on a digital basis. All individual advancement programs will be delivered using telephone, email, private as well as team video links. With update-to-date evaluations of the existing research study as well as literature on females's entrepreneurship, this is the very first book of its kind to deal with entrepreneurial coaching for females as an advancement device. At her next appointment Rachael obtained an additional hr of one-to-one coaching, specifically customized to her personal conditions and the role she was opting for.

" I do my research before paying any person nowadays as it's too very easy to establish an internet site as well as claim to be the most effective around. I additionally see to it I can book a free session in person or through Skype so I can verify we're an excellent match." Over the last five years-- throughout which time she shed her papa to cancer cells, was in a car mishap, and also found a lump in her breast-- Rees says life trains have actually transformed her outlook. " At the start of this year, I developed a 2019 vision board with 21 objectives consisting of releasing a number-one bestselling publication as well as launching an author resort in a castle, which I would never ever have had the self-confidence to opt for before," she admits.

Dating Coach Sami Wunder Discloses Dilemma When Starting.

A mentoring session supplies a safe yet turbulent space to stop as well as think about inner and specialist challenges. All of it starts with a discussion- a terrific and significant discussion. With a growth state of mind, our trainers assist you clarify your goals and also journey with you in the direction of health and efficiency. We bring our know-how to nurture your own, as you are the very best professional of your own job destiny.

A profession train will certainly discover all sort of various options with you. You may determine to sit tight and also obtain more from your present work or you might choose to change task ... you might even determine to go it alone as well as do something totally initial. Whatever you pick, one thing is certain to occur which is you will feel better about yourself. As Women coaching Hertfordshire start to really feel better concerning yourself it will certainly have a knock on result.

Are You Eligible For The Training For Success Programme?

She also obtained a phone appointment concerning what apparel she might need, and also among our seasoned dressing volunteers picked out an attire to be posted directly to her house. After her dressing, each client obtains a one-to-one meeting prep work as well as coaching session with a knowledgeable HR professional or elderly manager. The interview session focuses on boosting the recognition of her own strengths, addressing concerns properly and understanding what is expected of her at meeting. We consistently host recruitment sessions for customers and instructors so you can learn more about what training is, the advantages to you and what's entailed. Queen Mentoring has to do with encouraging ladies who have actually demonstrated leadership to improve their abilities and also confidence, relocate right into positions of power as well as increase their positive influence on society. In whatever we do, we seek to ensure the solution reflects the variety, demographics and dynamism of Greater Manchester.

How This Executive Coach Is Cultivating The Next Generation Of Female Leaders - Forbes

How This Executive Coach Is Cultivating The Next Generation Of Female Leaders.

Posted: Tue, 12 Jan 2021 06:10:00 GMT [source]

" After 6 years of informing myself 'you can not', I'm now claiming 'yes, I can'. I'm focusing on transforming adverse into favorable and also always looking for the silver lining." As trusted coaching - what is Women coaching Greater London , Sims had additionally "shed emphasis" of her career goals and also required somebody to refocus her attention on her priorities. " Running a business is tough and occasionally you need a directing hand to assist you navigate with the day-to-day and also allow you to see the bigger picture. Having a life train that can do both is hugely rewarding."

Excellent Life Train Blog Site (Women).

A London-based professional occupation coach promises to give you a brand-new perspective on life. You might feel that there are no choices to the daily drudge of going to work but you are wrong.

We will find out how your leadership behaviours as well as the resulting society you develop, if not aware, are one dimensional-- so awareness is the trick right here.

You will examine your management account according to your psychological choices prior to dealing with your train to locate your personal genuine leadership style, and most importantly, your objective.

" We do quite a lot of collaborate with young, women trains and also we're actually keen that they after that have that self-confidence to take that on right into their future profession", states Louisa Arnold.

" I feel really blessed to be component of the first management program UK Sporting activity are introducing.

Most of those who have looked for help from a job coach did so after shedding a job-- and have never ever looked back. Rebecca Gwyn, 41, was made repetitive in 2009 after 6 years of operating in the City. She had actually currently started really feeling uneasy there and also saw her redundancy as the best chance for a clean slate, so made a decision to set up her own service. Those who speak highly of their services claim they can aid you achieve anything from a healthy work-life balance, to acing a job meeting, safeguarding a promo or adjusting to a recent one. You can expect to pay in between ₤ 150 as well as ₤ 500 an hour depending on the level of the instructor's experience and also the course can last anything from an hour to 12 weeks. Lord Davies' record right into females in the office, published in 2011, has actually also fuelled this trend and encouraged women to satisfy their capacity. As Bev White, taking care of supervisor of Penna Career Services, places it,' motivates ladies to concentrate on their careers the concept of coaching came to be less stigmatised'.

Your partnerships will start to boost, your weight will begin to leave as well as you will unexpectedly begin to come to be extra popular and make new close friends at work. I have also known people get expecting after years of attempting, just as a result of obtaining extra from their job. A profession mentoring solution, like London based Occupation Professional will show you just how to start appreciating your job once more and put the trigger back into your job.

Although you may like a good game of tennis or football-- or a trip to the gym once in a while, you still pick to be expert at something else, particularly your selected occupation. Stating all this, Rees has actually discovered by hand the relevance of looking into life trains after numerous disappointments.

#women coaching #coaching service women #women business coach #women coaching uk #coaching service women uk #women business coach uk

[emma-what-son]

Exclusive: Emma Watson On Why She’s Joining Kering’s Board Of Directors

Vogue June 2020: The actor tells Vogue her hopes to create a more sustainable future for the fashion industry — and how the pandemic has given her a chance to reflect on how she can create meaningful change away from the screen. 

Here, we caught up with Watson to find out more about her new role at Kering and what sustainable fashion means to her.

Why did you decide to take up this new role at Kering?

“As the Covid-19 crisis has shown, sustainability is an urgent issue which closely aligns to questions of justice and equality for women, black, indigenous and people of colour, and the environment. The work Kering is doing [in advancing sustainability in fashion] feels more vital than ever and I am extremely grateful to be able to join these efforts, putting my support behind a group who are demonstrating they take this responsibility seriously.  

“I look forward to helping Kering further accelerate the pace [of its] work, building upon what it’s already doing. I am also extremely excited to collaborate with Kering’s women’s rights foundation. I’m always just excited to learn.”

Why is sustainability in fashion so important to you?

“I’ve been interested in sustainability in fashion ever since I had to properly engage with it during my time of junkets and promotional tours for Harry Potter. That started as early as 12. At school, I took a specific interest in Fair Trade fashion and renewable energy sources under the supervision of a really inspiring geography teacher. This eventually led to a trip to Bangladesh in 2010 with sustainable brand People Tree.

“It became clear to me then that sustainability in fashion is a critical issue given how the industry can have damaging impacts on the environment, on workers’ rights, and on animal welfare. It is also a feminist issue. It’s estimated around 80 per cent of the world’s garment workers are women aged between 18 and 35.

“At this unprecedented time in history, we have big decisions to make and actions to take in how we positively reinvent and reconfigure what we do and how we do it. It genuinely feels like an exciting time to have this opportunity when things might shift. So, for example, when I saw last year that Kering announced the group would become carbon neutral within its own operations and across its entire supply chain, with a priority of first avoiding, then reducing, then offsetting greenhouse gas emissions, I noticed!”

There are lots of different ideas about what sustainability actually means. What does it mean to you?

“I understand sustainability as the interrelationship between society and community, the economy and the environment. Issues of justice, fairness, and equality are key to what sustainability means — whether we’re talking about environmental justice and the fashion industry’s impact on our planet, or workers’ rights and the impact on families’ abilities to support themselves.”

How does this new role at Kering connect with other work you’ve been doing?

“During this pandemic, like many of us, I have had time to reflect on the work I want to be involved with and what is meaningful to me moving forward. Having been so public in making films and being so active on social platforms in my activism, I am curious to embrace a role where I work to amplify more voices, to continue to learn from those with different experiences (from garment workers to designers to company directors), and to ensure a broader range of perspectives are considered. Behind the scenes now, I hope I can be helpful in making a difference.

“If people notice a new quietness from me, it does not mean I am no longer there or do not care! I will just be doing my work in a different way (fewer red carpets and more conference meetings!) This is a unique moment in time and I intend to embrace the opportunity it presents for change. As my friend [artist and scholar] Dr Fahamu Pecou says — this work is a relay marathon, not a sprint, and I know I want to be in this for the long run and in the right place when it’s time to run my relay.

“Last year, I was part of the G7 Gender Equality Advisory Council convened by President Macron, and while our recommendations were directed at states, without question, businesses play a hugely important role in driving change. So I hope to find ways to ensure that fashion companies can use their power to help create a more just and equal society for people of all genders.

“As part of the TIME’S UP movement, we’ve campaigned hard to ensure that all workplaces are safe places for women. Having heard horrific stories of abuse and intimidation from within many industries, I’m keen to ensure that workers across the fashion supply chain can do their jobs free from fear and intimidation, and that new policy developments like the International Labour Organisation’s Violence and Harassment Convention are felt on the ground in factories and on shop floors. Many of the organisations I’ve supported over the years work with garment workers, women farmers, and others in the textile trade, and I hope to share what I’ve learnt from these voices in my new role.

“I’ve worked a lot with domestic violence charities here in the UK and beyond, and during the Covid-19 lockdown, calls to these services in many countries have seen a sharp increase. So I’m also really keen to work with Kering’s foundation to see how we can meet the challenges that organisations working on gender-based violence are facing in these difficult times.”

Are there particular issues within the fashion industry that concern you?

“There are so many, from the ways that fashion marketing can affect body image issues in young girls to levels of water pollution by denim brands.

“Covid-19 has obviously had a huge impact on the demand for clothing and it concerns me that not all companies are acting responsibly towards factories and workers in these challenging times, with many cancelling orders or demanding price reductions for clothes that are already being made. Happily, Kering has honoured all of its commitments during the pandemic.

“In the present moment, brands have rushed to show their solidarity with the Black Lives Matter movement, but we need to ensure that this is not rhetoric and that the industry gets its house in order with regard to representation and inclusion. There are still huge issues with employment discrimination, issues with how black talent is represented in leadership and creative roles, how black people are depicted in marketing materials and the fashion media and so on.

“So yes, there are lots of concerning issues, but it feels like there is a real opportunity for uncomfortable conversations, radical decision-making and lasting systemic change — whether that’s in relation to environmental sustainability or racial justice. 2020 has been tough so far for so many people, and there’s a lot of talk about ‘going back to normal’. But it’s increasingly clear that ‘normal’ wasn’t working for so many people in our society.”

Do you have any tips on how to shop more sustainably?

“I’m a supporter of the Good On You app which makes it very easy for consumers to see what impact individual brands are having. I have committed to only purchasing and wearing brands that are rated ‘It’s A Start’ or above, as I want to be able to support brands moving in the right direction.

“I’m also a big fan of TRAID [in the UK] who provide door-step collections of clothes you no longer wear and then reuse and resell them in their shops. They then use the money raised to fund projects to end abuse in fashion supply chains.

“Really learning about yourself, who you are, and what you actually wear enables you to be a smarter buyer. Tailoring, modifying and being creative with clothes gives them a longer life, more meaning and personality. I recently wore a dress for a [pre-lockdown] photoshoot that I originally wore to a premiere when I was 15. I carefully archive and catalogue everything special I wear in my wardrobe and keep everything!

“The best-dressed people I know have figured out their formula and know they tend to wear a few favourite things over and over again. Invest in those and don’t buy fashion you’ll throw away. Never buy anything unless it’s perfect. I’ve convinced myself to buy some strange things because I said I’d alter them or I’d grow etc. And I don’t!

“My friend Emily used to say that everything has a ‘cost per wear’. Meaning every time she wore it, it reduced its overall cost of purchase in her mind and the cost to make it. A bargain isn’t a bargain if you never wear it or it falls apart! I often leave a shop and if I don’t go back for the item, it’s a sign I didn’t really want it.”

What are some of your favourite sustainable and ethical brands?

“Anything vintage! Reusing and recycling and rewearing clothing that already exists is the most sustainable thing you can do as a consumer. I highlighted some really awesome black-owned vintage shops on my Instagram recently. If you do need to buy something new, I am loving Christy Dawn’s summer dresses and jumpsuits. The brand’s designer and founder Christy is wonderful.”

---

Is it just me or did she say a lot without actually saying much? Oh well. I feel like this really was a way to tell people that she’s still a good activist even though she isn’t quick to comment on something lol. And I believe that she won’t do many red carpets since there won’t be many events anytime soon and she has no movies coming out. Notice how she mentioned the Good On You app again.

And was she really involved with fair trade fashion at 12? I feel like we would’ve heard about that long ago.

#kering #fashion

[httyd2014]

Character Review of HTTYD 3

This is Part 1 of a two part movie review of How To Train Your Dragon: The Hidden World. Next up is the plot review. 

As of March 3, I've seen it four times. The first was the February 2 early showing, the second and third were on opening weekend in a regular AMC theater, and the fourth was in IMAX yesterday, which, like, I'm bothered by the fact that this third movie in the franchise only has limited IMAX screenings whereas the first two were released in all IMAX theaters, and released in 3D to boot. But anyway, character review:  (Also, spoilers abound, so only read this if you've seen it already)

He was at his BEST. That speech he gives to the Vikings in the great hall after Grimmel burns his house down gets more chilling and chilling with each viewing. Years ago when Dean Deblois was dropping hints over what to expect in the sequel, I got the impression that the arch of the trilogy would end with Hiccup's coronation as Chief at the end of the third. Instead, not only is he thrust into the role early thanks to Stoick's heartbreaking death, but we get to see him grow and struggle in the role of Chief, and I thought that character arch was pulled off sensationally. Although he takes after his mother's idealism in his attempts to save all innocent dragons from the hostile Trappers, he also embraces his father's lesson from the sequel that his first duty is to protect his people from harm and danger. His speech in the great hall encapsulates that beautifully with one powerful line after another. 

Hiccup is truly the leader of his people by the end of this movie, and not only that, but at least from my perspective, he's also imminently relatable. He genuinely struggles with himself and questions whether he's capable of doing what needs to be done as Grimmel and the legion of Trappers advance on New Berk. That lack of internal belief he carried around inside him as a scrawny 15 year old boy before he shot down the Night Fury is still there, six years later, as a handsome 21 year old chief. His internal struggle really showed his humanity, and in my opinion, it was Hiccup's journey that drove this third movie more than any other character, including Toothless. Which brings me to our beloved Night Fury:

Ok, so I must confess, I wasn't totally satisfied with how his character was portrayed. What made Toothless so amazingly endearing in the first one was how he struck such a PERFECT balance between being this fierce, ferocious beast on one hand, and being this adorable little puppy dog on the other hand. For the most part, he kept that balance in the sequel, particularly at the end when he challenges Drago's Bewildabeast and becomes the new Alpha of all dragons. In this one, however, I honestly didn't get the sense that Toothless truly was the "Unholy Offspring of Lightning and Death Itself" like the Viking legends said Night Furies were. Even during the above scene in the clouds where he does the Lightning Bolt thing and goes into stealth mode, it felt more like a cheap trick to impress Luna than a symbol of how utterly deadly he can be, and sure enough, he only uses it that one time to get those four Deathgrippers off his back. To me, all those puppy dog moments - of which there are MANY in this one - are less adorable because they aren't contrasted with enough moments of genuine fierceness. Simply put: I liked Toothless a lot more in the first and second movies than in the third one. 

That being said - and I'm going to repeat this in the plot review - the flaws in his character are made up for by the ending. He does the most human thing we've EVER seen him do when he literally gives Hiccup a big bear hug as they say good by. I put my hand over my mouth to control my emotions when I saw that! And then during the final scene where Hiccup visits him after 5 or 6 years, Toothless does a very animal like thing by failing to recognize Hiccup at first, which, as a big fan of the Jurassic World movies, reminded me of how the velociraptor Blue didn't recognize Owen after not seeing him for a year, thus putting Owen in a dangerous situation. But then as soon as Hiccup does the Forbidden Friendship thing, BOOM, Toothless's eyes widen like the sea, and he embraces his dear friend that he can't see every day anymore. To me, that was totally in character of who Toothless is as both a deadly Night Fury, but also the best friend a human could ask for. 

I'm gonna say this straight up: If Captain Marvel, or Star Wars, or Ghostbusters, or whoever, is going for the narrative of Strong, Female, Characters that do Strong, Female, Things, they already have an archetype that everyone loves, and her name is Astrid Hofferson. She is the true embodiment of a strong, female character, and I thought everything that made HTTYD fans love her in the first one was on display again in the third one. I was worried about this too, because in the trailers, it looked like Deblois might have been relying too heavily on the mythos of the first one, specifically the talk on the cliff, which from the trailers looked copied and pasted into the third one. However, it came off SO much better on film than it looked in the trailer, including one of my favorite lines from the entire franchise:

"But you know what? I am the person I am today because of you. And I have watched you doubt yourself every day ever since."

Astrid does what a good woman is supposed to do for her man: Be there for him when he falls down, comfort him with kind words, and remind him of who he is and what he can do. And she does all that in addition to being the warrior princess that Tuffnut correctly described her as. She fulfills the old saying, "behind every great man, stands a great woman." The talk on the cliff in this one is JUST AS GOOD as the same talk in the first one. It didn't come off as contrived or forced like I thought it would. Another favorite part of mine was during Hiccup's speech where she throws her axe on the table and demands that the Vikings hear out his plan to abandon Berk. She does that despite explicitly disagreeing with that plan earlier, which means that she was willing to stand by her man and her Chief even though she herself wasn't enthusiastic about the plan at first. Overall, I felt that the Hiccstrid relationship drove this story almost as much as the friendship between Hiccup and Toothless, and it did it without devolving into cliched romance.

She was good...at least when she had actual time onscreen (more on that in the plot review). I LOVED how she developed a relationship of sorts with her future daughter-in-law by encouraging Astrid to comfort Hiccup when he was doubting himself. I remember thinking to myself in the theater, "wow, Hiccup has two incredible women in his life! What a gift." I also liked how she automatically became an authority figure on Berk despite being gone for 20 years. She basically plays the role of General by scouting out Grimmel's advances towards New Berk and by bailing out Hiccup and the gang when Grimmel outfoxes Hiccup by trapping him on his ship. Between Valka, Eret, Astrid, and Gobber, it's really cool to see how Hiccup has a good leadership council behind him. 

Believe me, his character is SO much cooler if you've seen Game of Thrones. I can't emphasize enough how Kit Herrington's personality comes alive in Eret. In this one, my only complaint is that I wish we saw him more in combat fighting along side Gobber and Valka, although even as an adviser to Hiccup, he plays the role really well. A part of me wishes he gave Hiccup and Stoick more of a challenge when he was working for Drago in the 2nd one, because his knowledge of the world outside Berk is impressive, not to mention he's a natural leader, as he demonstrates during the speech in the great hall when he augments Hiccup's points. Whatever goofball traits he had in the sequel are gone in this one, and I liked that. Unfortunately, I can't say the same about...

Ugh. The teens could have disappeared entirely and it wouldn't have effected the plot at all (Grimmel would have found New Berk eventually. Ruffnut's stupidity simply allowed him to find it faster). There was absolutely no character development from any of them, and in Snotlout's case, he outright devolved. The primary reason I didn't think HTTYD 3 was an A+ movie is because the teens would not shut the hell up. I did NOT find most of their lines or antics funny, I found them distracting and annoying. These characters reached their apex in Gift of the Night Fury, and they never got better after that. 

Is Gobber. Good man, good leader, kind of paranoid. His shining moment in this franchise remains his eulogy during Stoick's funeral. In this one, you could tell that Deblois didn't really have anywhere to go with his character, so he added a subplot with the constantly appearing Hob Gobblers, which to me was what Legend of the Boneknapper should have looked like. One thing I do wish is that we saw one quick appearance of the Trolls alongside the Hob Gobblers on New Berk, as that would have been an amusing validation of his line to Stoick from the first one.

He gets two WONDERFUL flashbacks with Little Hiccup.* But, there's one error that was made during those flashbacks, and I apologize in advance to everyone who has already pointed it out: Stoick's beard should have looked scruffier and redder like it does in the first one when he's younger, as opposed to straight with grey spots like in the second when he's older. His beard is straight with grey spots during the flashbacks. Assuming that wasn't an oversight by Dreamworks, I'm guessing they did it that way because it was easier to animate. Which is understandable, but still, I'm a stickler for consistency. (The missing tree branch in front of Hiccup's face in the first one still jars me every time I see it).

*My gods, every animation studio from Dreamworks to Disney to Pixar has MASTERED the art of creating adorable children. It never ceases to amaze me

Ok, WOW, I loved him as a villain! He was everything Drago Bludvist wasn't: Cunning, crafty, smart, and above all, relatable. Grimmel is what Hiccup possibly WOULD have become if he stuck his knife into the downed Night Fury. Both of them are cerebral, and both of them play this delightful mind game where they try to anticipate each other's moves and countermoves, which Grimmel wins more often than not. As Gobber said to Hiccup, "one day, you're going to pick a fight you can't win." If Drago made Hiccup pay for his idealism by costing him his fathers life, than Grimmel makes Hiccup pay by costing him his Dragon-Human utopia. Grimmel's actions cause Hiccup to eventually accept the painful truth that humans living with dragons every day is not possible without resorting to war and death to keep that utopia a reality. When a villain can change things like that, then you have a damn good villain, and not just a guy who gets in the way periodically like Alvin and Dagur from the TV show. 

Additionally, I thought Grimmel was so much more personable than Drago. His talk to Hiccup in the house evoked the same feelings in me as the talk between Evelyn Deavor and Elastigirl in Incredibles 2, which is to say, I was relating to what BOTH of them were saying to each other. It was like the Light and Dark sides that exist inside all of us were speaking to each other. Whereas Drago was just pure evil and brute force, Grimmel was genuinely compelling and interesting. I would have liked Deblois to take a different story arch with this third film than just throwing another disposable villain in the mix, but as it is, Grimmel was a worthy character. 

In Summary

Hiccup and Astrid were spectacular, Toothless was very good but could have been better, Valka, Eret, and Gobber played their roles well, and Grimmel was an excellent bad guy. The only downside was the Teens. If their comic relief was cut, or if they were actual characters, this could have been an A+ movie from start to finish as opposed to A+ at the end and at specific parts in between (like the speech and the talks on the cliff).  

#httyd 3 #the hidden world #hiccup #toothless #astrid #valka #stoick #eret #Gobber #grimmel #characters #review #hiccstrid #night fury #dean deblois

[mocada-museum]

Representation & The Power of Cohorts

Blog post by MoCADA Fellow, Sarah Branch 

Photo of the 2017-2018 Downtown Brooklyn Arts Management Fellows by Max Hernandez-Webster

I am fast approaching the end of my eleven months participating in the inaugural year of the Downtown Brooklyn Arts Management Fellowship, a program partially in response to the 2016 Diversity Study by the New York City Department of Cultural Affairs. The study points to 2016 U.S. Census Data of New York City’s population as 67% people of color and 33% white or non-hispanic, in comparison to the demographics of surveyed NYC nonprofit cultural staff which identified as 38.48% people of color and 61.5% white or non-hispanic. After the study was published, new funding opportunities to address this disparity from organizations such as the Department of City Planning's Theater Subdistrict Council and the Cultural Institutions Group arose. I was a recent graduate of Swarthmore College with a degree in Educational Studies, Theatre and Sociology/Anthropology, an interest in arts management inspired by my time in the Diversity in Arts Leadership Program hosted by Americans for the Arts and The Arts & Business Council of New York, and a lot of uncertainty about what was coming next. I still remember the phone call I received from our amazing Fellowship Coordinator, Jessica Angima, letting me know I was one of seven accepted from the 600 who applied. Little did I know, the cohort I would become a part of for the next year would change the way I saw myself, my future and my career in the most beautiful ways possible.

The fellowship program affords participants the opportunity to work at all four partnering organizations in four three month rotations in different departments of arts management including development, marketing, community engagement, operations, general management, and arts education. In addition to work rotations, fellows are assigned mentors and participate in a robust Professional Development curriculum led by Fellowship Instructor Jonas Cartano of Third Eye Cultural Collaborative.

As I look forward to what’s coming ahead for myself and the other fellows post-fellowship, I have been reflecting on the many lessons I’ve learned during my time working alongside six incredible women of color. Whether it was my sheer presence in an office space, my leadership role in guiding school tours through exhibitions of student artwork, or my perspective as a person of color in tough internal conversations surrounding the current socio-political climate, my existence in those spaces always mattered. My cohort has taught me that showing up and speaking out will always create pathways and opportunities to grow. These women have challenged my own perceptions of true and authentic equity as well as pushed me to feel confident in standing in my own truth and values as the expert of my own experience. We talk often about intentions and how they influence both our personal and professional lives, always acknowledging the emotional labor involved in this work and returning to the importance of self love and self care. As we finish our last week as the 2017-2018 Downtown Brooklyn Arts Management Fellows, I feel so much gratitude to the entire community this fellowship has created through supervisors, audiences, cohorts, mentors, instructors, guests, friends, supporters and community members.

Reflections from the rest of the cohort:

“I have realized that my greatest commitment must be to justice and freedom because if we had those, we would have the right cultural centers, public art, and community centers.” - Donnay Edmund, artist, educator, and fierce advocate of Black liberation

“I have learned how to integrate love and trust in my personal and professional lives. I am so incredibly grateful for the new ways in which I can look at my self-worth from spending the past year surrounded by my cohort of intelligent, passionate, and gracious women.” - Claire Kim, curator, writer and loyal sister, daughter, and friend

“I'm leaving this fellowship with a new understanding of passion, and how to bring more genuine love and transparency to my work. With the unconditional support of this cohort, I've learned to compartmentalize and code switch less... to be my full self. In the past year I've seen what miracles can happen when you stop holding back.” - Alexa Smithwrick, graphic designer, ethnographer, and life-long studier of the human condition

“I believe in myself more now than I did before this fellowship, both personally and professionally. I’ve learned that I am gifted in advocating for myself and others, and using art and education as a means for socio-emotional development. I’m capable of making a greater impact through my actions than I previously thought possible, and wouldn't have known that without experiencing the challenges and triumphs of this fellowship.” - Alexandria Ryahl, visual artist, educator, and loving Aunty to family and friends

“I would say my biggest take away was learning to speak up. I’m often quiet when I’m new in a space, but I’ve learned that that’s exactly the time to ask questions, give feedback and offer solutions.” - Kiana Carrington, digital media maker, web designer and master of grounded perspective

“This fellowship has demonstrated how important it is to have artists as arts administrators. Now more than ever, it is necessary that artists contribute to arts organizations on all levels with the unique passion for and understanding of the work that these institutions present. I’ve learned to look for organizations that explicitly value the ways that I uniquely contribute to the work that they do.” - Linda Diaz, administrator, pisces, and the next big R&B singer/songwriter

#DowntownBrooklynArtsManagementFellowship Fellows Cohort Representation Reflection

[zeelu2215]

Week two

Are your leadership strengths same as mine ? Comment up on what's yours ?

1.1 The first leadership strength is one that was regarding being an achiever is an easy task. Working in a fast-faced   environment is hard enough but it keeps you on your toes which helps attain job satisfaction and self-happiness at the end of the day. By not keeping all the factual information on hand while working at Tim Horton’s as Inventory Associate, I need to order appropriate and numbered milk and creak cartons for a week according to daily sales and needs for the restaurant. By not being informed and trusting the factual information without verification or recalculating the packs left with new ones to be ordered, I prepared less of them for which the store had a shortage of 5 cream bags and had to run to the bigger restaurant or search or gas station having Tim Horton’s to borrow the cream. This task consumed time, energy and money which caused delays at store, customers waiting and frustration. Later I learned that I need to be an achiever though completing timesheets and other tasks are important, it’s important to recalculate factual information twice to insure proper sales and maintenance of the store. It later helped me become employee of the week each week and had scores that mentioned that in the city we had highest scores of sales, tips and time limit gap covered. (keeping score under 20 from 8-11am)

1.2 Being focused both inward and outward helped me understand that I can cultivate emotional intelligence in myself as well focus on devise collaboration, innovation and confidence in individuals at workplace and in my professional career and I tend to learn more about those in my upcoming years. Balance in both helps keep a balance for both professional and personal life

1.3  Being analytical is never easy as it sounds. Due to current advancement on the amount of data and information circulated it’s important to be aware of environment and recognise any potential assumptions one may hold. Awareness is one of the factors that leaders with analytical skill tend to emphasise as it would allow them to make an informed decision that otherwise might not be seen. Influence is core for knowing increased variety of information and leverage principals fundamental to boost company growth inclining with company mission and vision. Acknowledging perspectives help them make informed decisions as one has appropriate knowledge of same.

1.4 Relator depicts your mentality toward your connections. In basic terms, the Relator subject pulls you toward individuals you definitely know. You don't really avoid meeting new individuals — truth be told, you may have different subjects that cause you to appreciate the adventure of transforming outsiders into companions — however you do determine a lot of joy and strength from being around your dear companions. You are alright with closeness. When the underlying association has been made, you intentionally energize an extending of the relationship. You need to comprehend their sentiments, their objectives, their feelings of dread, and their fantasies; and you need them to comprehend yours. You realize that this sort of closeness suggests a specific measure of danger — you may be exploited — however you are eager to acknowledge that hazard. For you a relationship has esteem just in the event that it is certified. Furthermore, the best way to realize that is to endow yourself to the next individual. The more you share with one another, the more you hazard together. The more you hazard together, the more every one of you demonstrates your caring is certifiable. These are your means toward genuine companionship, and you take them readily.

1.5From the other point of view frequently setting makes pioneers dependent on what unfurls in their domains. Take a third point of view and numerous a period setting characterizes what style of authority is required in context leaders.Who searches out a pioneer who hasn't demonstrated incredible authority, but conditions may direct who an incredible pioneer is in one setting while at the same time being a helpless innovator in another?This is unpredictable, has numerous aspects and goes straightforwardly to characterizing manageable and dominance in authority. The way one can define this is through organizational context, one on one context, team context and alliance context.

Situations while being in leadership role:-

2.1   Being analytical at workplace as need to be informed about each decision one makes and how     to stick up to that in considerable time is essential.

2.2 Being an achiever is while working at school full time but also balancing that with part time work which is heavy work and involves a lot of time and personal space. Keeping that balance In professional, personal life and college life can be tough to manage, but utilizing time effectively proves how one can achieve success at challenging curveball’s. The same criteria also apply to one when you are focused and need collaborative effort, confidence and innovative ideas to push yourself up.

2.3 Relator is when college friends meet after a long time returning from co-ops or summer break and get to work together on same project. I was already aware of their strengths and weakness and how challenges can be used effectively with time so that project can be done quicker, this is from one of my business cases class for accounting where each team member on my team were connected since 3 years and our planning and execution base was at its strongest hence we got time to spare after project completion to remember good old times.

2.4 Talking about context its always interesting to watch how I came up with ideas each time while working at H and R block or any accounting firm or while while working at Tim Hortons , completed work schedules, file management ,met organizational and operating needs in no time as training , quality time spent thinking for the organizational upliftment and improvement in categories of products sold in each department helped me gain sales for the company and being departmental head in that region. Context brings the best out of me as I am surrounded by challenges at my organization while bringing stability and sustainability.

Tell me what happened with you when faced situation at workplace ?

The only definite change while working  in accounting industry is “CHANGE” which is why it is necessary to adapt to daily tasks given and being updated with formation. I couldn’t follow one of the requirements which cause delays in project and disturbed the payment for taxpayer who needed it. Being analytical I hence learned how to actively look up for any new updates, made notes and put them under one file so next they can be taken into consideration and be matched for. Being analytical is not easy but you need to manage every task that come along the way to make a proactive decision about work which helps you keep reputation and develop yourself in long run. I still am willing to find best ways to adapting to my new role at work which prepares me in advance for any upcoming projects and helps me learn what my team thinks is valuable to them for constructive feedback. Managing time , effort and budget over time and allocating resources to that is difficult ,what makes is collaborative effort and motivation of each individual on team to arrive at consensus and creative ideas.

#workthroughthechallengesandgrowhigher

[pinkipie100]

On Keith Leaving Voltron and the Validity of His Decision

*deep breath*

Here we go... So, it couldn’t be more clear that a lot of the fandom is upset or dissatisfied or confused at Keith giving up the Black Lion and instead joining the Blade of Marmora. I admit, it does seem like a step backwards from Keith’s character development as a leader of Voltron from the previous season... But I think that’s the point.

Let’s take a step back and think about this; first, let’s start by asking some basic questions: What is Voltron: Legendary Defender? [Yes we’re getting that fundamental; get back here, take some time to read an actual intellectual argument about a family show for once.] That’s right, Voltron: Legendary Defender is a TV show! Now, what are TV shows, really? Well, they’re basically expressive visual media stories meant to shed light on the human condition and entertain us while doing so; the alternative to the written word doing so, yes? Meaning, they’re a kind of art. And the best art/stories challenge us to think in a new or creative perspective. This is why I love how Keith’s story has been unfolding.

Last season was spent exploring Keith’s attempt to fill Shiro’s shoes as Voltron’s leader. He wasn’t the best at it, surely, and he blatantly expressed hesitance to even take up the mantle. Even up until the end of the season, Keith told Shiro he didn’t believe in his ability to lead the team. This doubt in Keith’s mind culminates as he makes the decision to yield the Black Lion to Shiro and leave the team altogether for the Blade of Marmora. This is a good thing. Keith’s undeveloped leadership skills and his cognizance of his skill set poignantly validate his abdication as Team Voltron’s leader.

Keith, try as he might, just doesn’t have the right traits to be a fully functional leader to the team, as we all know, because of his lone-wolf mentality, impulsiveness, and lack of self-control. From the very first mission the new Team Voltron goes on, Keith demonstrates the opposite of leadership; he full-on yells at his teammates to stay out of his way when they seek guidance from him:

Lance obviously calls Keith out on this, and most of the fandom would agree that Keith needed that from Lance to help the former realize his mistake and correct it. That is true, but there’s an implication from this aggressive line that many may miss. I feel this line perfectly exposes Keith’s discomfort when people look to him for advice or guidance. He’s been suddenly put under a lot of pressure, and everyone is depending on him. As a result, he lashes out when the battle is going so drastically downhill and the other paladins keep pressuring him for a solution.

Even by the end of the third season, Keith struggles to operate as the leader of the team. Granted, Shiro is back, and this causes a power struggle between them, but ultimately, Keith had to rely on Shiro’s advice in order to defeat Lotor’s generals and destroy the Galra cargo vessel:

Keith is the one who came up with the plan to trick the generals into shooting their own ship, but if Shiro had not called Keith out on the limited time they had before the cargo vessel escaped, it probably would have gotten away. Now, this is to no fault of Keith, necessarily. Again, this was a tense situation, and Keith has a very one-track mind. Notice how Lance asks Keith what to do, but Shiro is the one who answers. Keith just stays silent and sticks to his initial plan to take on the generals’ ship first.

Taking these two scenes into account, Keith is not very comfortable being an authority figure to his team. He tends to defer to someone he views as an authority figure in high-pressure situations when it comes to a team dynamic, otherwise he reverts to his impulse-driven instincts without thought to the consequences affecting others. There’s no doubt he gives leadership an honest try, and those skills are vastly improved by the end of the third season, but ultimately, he is still disinclined to become Voltron’s permanent leader- he is still better suited as a temporary replacement.

Having discussed Keith’s abilities in his leader role, something else that is equally important to consider when addressing Keith as leader of team Voltron is his own desire to be the leader. It doesn’t take much to see that he doesn’t want the position. We’ve touched on it in the previous points, but there are moments when Keith explicitly delineates his preference in position, such as when Shiro first makes his return:

Keith jumps right on the opportunity for Shiro to retake his role as leader, so he wants the latter to recover as soon as possible. He acknowledges Shiro’s importance to the team, and the implied words here are, ‘They need you, not me.’ That may sound like he doesn’t have much confidence in his leadership position, and that’s exactly the case. Worry not, however, because this will be addressed later.

Meanwhile, shall we take a look at the actual season in question?

Season 4 really solidifies Keith’s inclination towards following as opposed to leading. The season opens with Keith operating under the Blade of Marmora, following [well, sort of] Kolivan’s orders:

While he may not have done this well, his poor rule-following was more due to, once again, his independent thinking than him actually wanting to be in charge of the mission. He was not trying to be insubordinate. One thing is still clear, however, and that is that Keith is still loyally subordinate to Shiro when it comes to Voltron:

Keith and Shiro are still very insistent on their respective views, Shiro’s being that Keith is the chosen leader of Voltron, and Keith’s being that Shiro is. The most damning evidence here to support Keith being unfit as leader is that he so stalwartly holds to Shiro being a better leader than Keith overall. Note well that Keith does not feel any remorse from stepping down from a leadership role- a paladin role, certainly, but Keith always felt that Shiro is better suited as leader, and, in fact, lights up at the very thought:

I had to capture a few screens of the same line just to emphasize Keith’s movement in describing the ‘bright side’ of the team’s situation. Though it pains Keith to leave, he would rather have Team Voltron under the rightful leader, even if that means he must leave the team.

My point here is that Keith recognizes where his talents and abilities lie, and that is not as Team Voltron’s leader. A majority of fans who prefer Keith as the Black Paladin, or even feel it makes more narrative sense for him to be Black Paladin, think thusly because every narrative element and character has pointed towards this being the direction the story is going:

Every sign in the universe is pointing Keith towards piloting the Black Lion- all because it chose him. But Keith still gives it up in the end, because he knows where his strength lie. Keith may be headstrong, but he is not a leader. He is ultimately still a follower. He is self-sufficient, but that does not translate well to helping a team be the same way. And Keith knows this. It’s not that Keith is not confident in his ability to be a leader- it’s that he recognizes it’s not his place, and certainly not what he wants.

So what are the implications of all of this?

Well, firstly, Keith is a masterful example of subverting a painfully common trope in hero stories and, typically, action-oriented and male audience-targeted TV and movies: The Chosen One. Keith had literally been chosen by not only Shiro, but the Black Lion itself to be the leader of Voltron, despite his hesitance and minimal qualifications. In falling under the Chosen One trope, Keith would have hesitantly grown into his own as a leader, and, in the end, wholeheartedly come to embrace his role appointed to him by what is essentially Fate. While this is a trope as old as time, and comes with a well-intentioned message, the problem with the Chosen One trope is that it’s so linear. Yes, there are struggles on the way to fulfilling the Chosen One role, but we all already know how it ends. The hero accepts their role and fulfills their destiny, now matter how unsure they are.

Keith turns this trope on its head by allowing him to do what heroic, broody anime-protagonist archetypes like him rarely ever do: Keith defies Fate. He refuses the call to be a leader and pilot the Black Lion, having determined that he truly is not fit for it, and there is a better fit for said position. This is an especially important message for young boys, because they are often taught to never show weakness or admit defeat, particularly to other men; they are supposed to be men and suck it up, man up, even. Keith, a passionate, conventionally masculine character that many a young male viewer may admire, sets a fantastic example of unashamed deference to a more skilled man than he. To be fair, Keith did give himself a chance to fulfill his Chosen One role, and he gave it his best effort, but recognized that his talents were better spent in another way. Keith is unafraid of staring Destiny in the face and firmly and rightly saying, ‘No.’

I want to wrap up with what this indicates in tandem with the fandom’s vastly negative reception of Keith’s stepping down.

There is an aspect of this fandom that is particularly poisonous not because of its tendency to cause discourse, but because of the toxic rationale of the topic as a whole. The fandom has collectively accepted that a leadership position correlates directly to character worth. Remember pre-season 3 and the Lion Swap Debates? Ungodly amounts of discourse arose from it, and continued to do so after the season aired. Keith stans and Lance stans argued over why their respective advocate should be/would make an infinitely better Black Paladin, while others felt Allura was most qualified, and yet, still others felt infuriated that fans were already so eager to replace Shiro as Black Paladin so quickly. 

Interestingly enough, no one [except myself and a handful of elite intellectuals] argued very strongly for Hunk to be Black Paladin, let alone Pidge [forget about poor Coran]. The reasoning for this is that those three characters were already accepted in the lions that they were [or weren’t] in. The other four characters, however, were not. Fans felt that in order for the character of their preference to receive development, they had to fill the power vacuum and prove themselves as a capable leader, or in Shiro’s case, retake that position of leadership. The named characters do, indeed, each have leadership potential, there is no question. That does not mean it is vital to their character development that they be in such position.

The fandom has really started to think like Zarkon- the Black Lion, to them, represents power and influence. If a character is not in that position, then they are not at their full character potential, and they are not important- That character is losing.

This could not be farther from the truth. Just like Keith, no character needs to be a leader to develop into a three-dimensional character, even if they have such traits- Likewise, not everyone in the real world needs to be a go-getter or business owner or entrepreneur to be a valid person. Linking success or validity primarily to leadership is an incredibly toxic and incorrect viewpoint, regardless of whether it’s in the fandom setting or reality. The world needs followers just as much as it needs leaders, and that is the lesson of Keith’s story arc so far.

And that is an important and unique message- a challenging, new, and creative perspective.

This got extremely broad and long-winded, and I apologize, but I hope you took they time to closely analyze and comprehend it all. What the writers did with Keith was masterful, in my opinion, and it breaks my heart that a story that so strongly resonates with me is being so misconstrued and poorly received by fans.

You have my utmost gratitude if you read the entire essay to the end!

#voltron s4 spoilers #vld s4 spoilers #voltron #vld #voltron meta #voltron fandom #keith kogane #keith #Pinki tries words and logic #nobody f*cking asked Pinki #black paladin keith #marmora keith #takashi shirogane #shiro #lance mcclain #lance #princess allura #allura #pink paladin allura #hunk garrett #hunk #pidge gunderson #pidge #coran #black lion #lion swap #goD THIS TOOK SO LONG #I HOPE THIS RECEIVES AT LEAST A LITTLE ATTENTION #important

[chris-aguila]

FINAL PROJECT: BUSINESS PLAN

Time has passed by really fast and this was the last week of our entertainment business class. This was one of the months I was excited because of the final project. Getting to build up all of our assets and getting to demonstrate our final project in a presentation, also build our project pitch.

Looking back at the program, I’ve learned a lot from these 12 classes, for example: In the Mastery class, I was able to go back to my origins and get to build a project around it. Being able to discover my niche and using it as my advantage. For Project Management, I was able to see the actual number using Project Plan 365, a source I never used but it was helpful to crunch number and get an estimate of how much this whole project will cost. Leadership is something I lacked off because of self-doubt, but the experience and having to role-play on being project management help me break through the self-doubt and be confident and accept the idea of leading. In Business Storytelling & Brand development, I was able to create a brand indent for my whole project and myself. I am a designer; therefore, the class was one of the classes I was interested in. Building a brand style guide and finding ways to upgrade. In Entertainment Business Finance, I learned about managing money. This class opens my eyes to what it takes to construct a business and what steps I need to make before going forward. I like the fact the instructor told us to line down all the expenses we will be having in the future, that exercise gave me a perspective on how much I will be needing and moving forward with an investor I had in mind. Digital Marking was an exciting class, we talk about marketing strategies and SEO (which I never took into consideration, until this class). Learning about SEO changed my perspective on a website and a whole brand. They are helpful to get organic visits from different people. The Negotiation & Deal-Making class was interesting, I got to learn to differ communication personas, and being able to identify who you are in the entertainment world. This gave me a structure on negotiation and how to come up with a solution for both parties to feel conformable about it. Product & Artist Management gave me a chance to put a different hat in the entertainment industry. Being able to see a different perspective when it comes to be an artist and I also was able to see the behind the scenes on how they help the artist boost their career up. In the Entertainment Media Publishing and Distribution, I was able to create a different project by building a new pitch. I was able to pitch a book that I never thought I would do. I got to see what publishers go through when it comes to finding sponsors and what goes on into publishing a book. It also thought me how to get agents for different projects I have in mind. This was really out of my consort zone, but I love every minute of this class. Advance Entertainment class was one of the classes I learned the most when it comes to legal papers, contracts and what I need to do to copyright ideas. This class was important and was able to protect my brand thanks to this class. For our business class Development, I learned how to construct a pitch for my project. I got to see real numbers of what my budget will be and how much I need from investors. Getting to break down all the steps on how to make this project a success was challenging but it was fun to see what goes on in my industry and what people go through when creating their own business. This class reminded me why I like to design and my passion for advertising and creating. Last but not least, Final Project: Business Plan. In this class, I finalize writing my business plan and creating a presentation with the aesthetic of our project. I was able to revisit all of my classes to create the whole pitch and this class gave me multiple resources that are helpful after graduating from Full Sail.

Overall, this was a great experience and was able to see what goes on in the entertainment industry. Thanks to my instructors and different activities that they put us through, I can now say that I can build something for myself in the future. This year was tough for me, so I thank my instructors for understanding and help me get through the whole masters. I will never forget this great experience and new skills I’ve learned. Now it’s time for me to go and create more designs and maybe build my design firm.

[andreacaskey]

The Mandalorian’s guide to the search galaxy: Evolving from SEM lone wolf to company leader

“I work alone. I don’t trust droids.”

– The Mandalorian

Hollywood wants us to believe in the hero (or anti-hero) because we all know who to root for in the battle between good and evil.

Even if you haven’t yet seen The Mandalorian, you are likely aware of the Baby Yoda memes. Based on those small snippets of information, you can guess the kind of story and character arc that plays out in the series. You know, because we’ve been taught to expect it. What has this got to do with search marketing I hear you exclaim?

I came to realize in my own career journey that the success we can achieve in our careers is influenced by our chosen identity and the work we do on a daily basis. Is it enough? Is it too much? Am I moving in the direction I want to in my career? Am I stuck in a box that isn’t where I intended to be?

For instance, I walked into a global client’s New York office to be greeted with, “Hey it’s Keyser Soze! We weren’t sure you were real.” I realized I had a different relationship than I thought as a remote worker and faced the career cost of being the Mandalorian-style lone wolf. Especially when another client says, “Results are great but the big problem is how do we scale you?”

In this case, the real issue was about networking, and what happens when you actively avoid it.

As a huge fan of the late Eric Ward, as well as people like Aaron Wall, I adopted the idea early on in my career that if you truly did great SEO and PPC work, people shouldn’t even know you were involved. It’s the idea that the quality of the work itself was the reward, and that referrals would follow.

The rebel perspective worldview I had would rather turn my nose up at industry awards than consider making them the cornerstone of agency positioning.

So my work varied between remote and in-house and I didn’t exist in LinkedIn, didn’t go to conferences, didn’t pitch articles, and told myself that I work best alone. I didn’t trust “droids” (those who think you can solve all problems with software and automation).

I was wrong.

If you build a team that shares your commitment to quality, you can scale success in ways you can’t do by yourself. Especially in PPC where ideas beyond automation require fresh perspectives.

Luke might have destroyed the death star but it was everyone else who helped him get there that we cannot underestimate. The Mandalorian eventually comes to see that the biggest challenges require more than one person to fix – no matter how much you like your odds!

Practical tips to improve leadership skills

“We have you 4 to 1. I like those odds.”

– The Mandalorian

Let’s be honest. High achievers who manage others can sometimes be perfectionist control freaks. Yes, I’m projecting. As a recovering perfectionist with occasional relapses into control freakery, I know this only too well. I’ve clocked up 17 years in SEO and PPC, and in my early years my biggest failures were:

losing the room by talking in an overly-technical way to demonstrate competence

inability to delegate in a way that best served the team or project

turning every little thing into a crusade and wasting energy on the wrong priorities

It’s not exactly like the meme that asks, “are WE the baddies?” Rather, it’s the toxic male genius trope that remains an issue for many tech businesses. 

If my first SEO manager in 2003 hadn’t been an exceptionally talented and patient German woman, I might not have developed the confidence to have a career in search and ultimately run a business that specializes in it. Leadership skills can shape people’s lives. 

So, no pressure. 

One of the greatest strengths you can develop as a leader is self-awareness. You have to catch a thought and understand where it’s coming from before you speak or act. There are occasional weeks in SEO and PPC where the greatest learnings come from close monitoring and not changing anything until you can see the bigger trend.

When I say self-awareness in relation to leadership what I mean is, can you interrupt your first instinctive thought to check if you’re having a fear-based reaction or decision? How cool are we really under pressure? 

Here’s another example. New managers who keep name-dropping their previous blue-chip company experience and are quick to trash talk previous staff, that’s a red flag. They lack awareness and will be poor at inspiring others to do their best work. That costs companies money. 

Being short-term risk-averse to making difficult decisions will often cost a lot more in the long run. What I’m saying is, intergalactic ship airlocks have accidents. It happens. Put the team first over the individual.   

In years to come, rookies and colleagues won’t remember exactly the criticism but they will remember exactly how it made them feel. It’s worth remembering the industry we work in isn’t life or death. No one is going to die if we make a mistake. As The Mandalorian will tell you, carbon freezing is a much healthier way to get your point across. It keeps the rookies on their toes. 

The folly with micro-management

The book “Drive” by Daniel Pink explains that without individual autonomy, motivation suffers. Drive showed me the role of autonomy within project framework.

How much support framework someone needs within a team will vary but suffocating others through unnecessary micromanagement is how to fast-track conflict and discover the SEM cycle of underwhelming results followed by more micro-management followed by more underwhelming results and so on.

In a hurry? At the time of writing the YouTube overview of “Drive: The surprising truth about what motivates us” had over 17 million views. It might be the best ten minutes you’ll ever invest in leadership.

In SEM, you can easily kill project momentum. How? The list is endless.

Not enough or too much communication (the latter is identified when you realize the clients from hell website exists for a reason)

Too many emails asking for specific tactic examples and explanations.

Patronizing skilled professionals by asking if they need further training in front of other staff. 

Constantly demanding a proactive approach to you personally. Translated it means “keep showing me what you’re working on so I can control you.”

Is it any wonder people wake up one day and think, “I want my life back. I quit.”

Projecting team value matters

In the book “Lost and Founder,” by Rand Fishkin, there are two chapters highly relevant to SEM leadership. They will resonate with agency owners and team leaders because I’ve seen it first hand.

Chapter 10 covers team values and why upholding them is hard. TL:DR – Don’t ignore early warning signs of culture clashes and choose short-term results over long-term victory. You can’t scale an individual but they can do a lot of damage.

Chapter 14 goes to the heart of the conflict between lone wolves and managers. Seeing a manager out of their depth (the Peter Principle) is the kind of self-justification that will ignite a lone wolf’s righteousness in fewer parsecs than Han Solo’s Kessel Run.

Perfectionism and wanting to be right all the time is how we often defend ourselves from criticism. You’ll hear people talk about going to the gym but no-one talks about emotional muscle building. Learning how to take a punch emotionally. For instance, you have to fire a colleague; a client fires you; you realize Baby Yoda gives your bounty hunting life meaning; the list is endless. But getting back up from a punch is a game-changer.

The best SEM teams are not afraid and have the right balance between feeling safe from unfair criticism and not getting complacent. Managers who choose to rule with fear cannot inspire others to the same heights as those who simply lift everyone up to do their best work. Management is not for everyone.

As Rand rightly suggests, don’t make management the only ladder employees can climb. Every agency and tech business should read and memorize this chapter if you want to build and maintain talented teams.

Other books that can have a huge impact on your leadership skills include:

Radical Candor by Kim Scott

Triggers by Marshall Goldsmith

Clockwork by Mike Michalowicz

I hope I’ve helped you in some small way on your own adventure across the search galaxy. Tools don’t always change results. Mindset and better processes often do. They just have smaller marketing budgets.

Trust the droids? I’ll leave that up to you.

The post The Mandalorian’s guide to the search galaxy: Evolving from SEM lone wolf to company leader appeared first on Search Engine Land.

The Mandalorian’s guide to the search galaxy: Evolving from SEM lone wolf to company leader published first on https://likesandfollowersclub.weebly.com/

[lindarifenews]

The Mandalorian’s guide to the search galaxy: Evolving from SEM lone wolf to company leader

“I work alone. I don’t trust droids.”

– The Mandalorian

Hollywood wants us to believe in the hero (or anti-hero) because we all know who to root for in the battle between good and evil.

Even if you haven’t yet seen The Mandalorian, you are likely aware of the Baby Yoda memes. Based on those small snippets of information, you can guess the kind of story and character arc that plays out in the series. You know, because we’ve been taught to expect it. What has this got to do with search marketing I hear you exclaim?

I came to realize in my own career journey that the success we can achieve in our careers is influenced by our chosen identity and the work we do on a daily basis. Is it enough? Is it too much? Am I moving in the direction I want to in my career? Am I stuck in a box that isn’t where I intended to be?

For instance, I walked into a global client’s New York office to be greeted with, “Hey it’s Keyser Soze! We weren’t sure you were real.” I realized I had a different relationship than I thought as a remote worker and faced the career cost of being the Mandalorian-style lone wolf. Especially when another client says, “Results are great but the big problem is how do we scale you?”

In this case, the real issue was about networking, and what happens when you actively avoid it.

As a huge fan of the late Eric Ward, as well as people like Aaron Wall, I adopted the idea early on in my career that if you truly did great SEO and PPC work, people shouldn’t even know you were involved. It’s the idea that the quality of the work itself was the reward, and that referrals would follow.

The rebel perspective worldview I had would rather turn my nose up at industry awards than consider making them the cornerstone of agency positioning.

So my work varied between remote and in-house and I didn’t exist in LinkedIn, didn’t go to conferences, didn’t pitch articles, and told myself that I work best alone. I didn’t trust “droids” (those who think you can solve all problems with software and automation).

I was wrong.

If you build a team that shares your commitment to quality, you can scale success in ways you can’t do by yourself. Especially in PPC where ideas beyond automation require fresh perspectives.

Luke might have destroyed the death star but it was everyone else who helped him get there that we cannot underestimate. The Mandalorian eventually comes to see that the biggest challenges require more than one person to fix – no matter how much you like your odds!

Practical tips to improve leadership skills

“We have you 4 to 1. I like those odds.”

– The Mandalorian

Let’s be honest. High achievers who manage others can sometimes be perfectionist control freaks. Yes, I’m projecting. As a recovering perfectionist with occasional relapses into control freakery, I know this only too well. I’ve clocked up 17 years in SEO and PPC, and in my early years my biggest failures were:

losing the room by talking in an overly-technical way to demonstrate competence

inability to delegate in a way that best served the team or project

turning every little thing into a crusade and wasting energy on the wrong priorities

It’s not exactly like the meme that asks, “are WE the baddies?” Rather, it’s the toxic male genius trope that remains an issue for many tech businesses. 

If my first SEO manager in 2003 hadn’t been an exceptionally talented and patient German woman, I might not have developed the confidence to have a career in search and ultimately run a business that specializes in it. Leadership skills can shape people’s lives. 

So, no pressure. 

One of the greatest strengths you can develop as a leader is self-awareness. You have to catch a thought and understand where it’s coming from before you speak or act. There are occasional weeks in SEO and PPC where the greatest learnings come from close monitoring and not changing anything until you can see the bigger trend.

When I say self-awareness in relation to leadership what I mean is, can you interrupt your first instinctive thought to check if you’re having a fear-based reaction or decision? How cool are we really under pressure? 

Here’s another example. New managers who keep name-dropping their previous blue-chip company experience and are quick to trash talk previous staff, that’s a red flag. They lack awareness and will be poor at inspiring others to do their best work. That costs companies money. 

Being short-term risk-averse to making difficult decisions will often cost a lot more in the long run. What I’m saying is, intergalactic ship airlocks have accidents. It happens. Put the team first over the individual.   

In years to come, rookies and colleagues won’t remember exactly the criticism but they will remember exactly how it made them feel. It’s worth remembering the industry we work in isn’t life or death. No one is going to die if we make a mistake. As The Mandalorian will tell you, carbon freezing is a much healthier way to get your point across. It keeps the rookies on their toes. 

The folly with micro-management

The book “Drive” by Daniel Pink explains that without individual autonomy, motivation suffers. Drive showed me the role of autonomy within project framework.

How much support framework someone needs within a team will vary but suffocating others through unnecessary micromanagement is how to fast-track conflict and discover the SEM cycle of underwhelming results followed by more micro-management followed by more underwhelming results and so on.

In a hurry? At the time of writing the YouTube overview of “Drive: The surprising truth about what motivates us” had over 17 million views. It might be the best ten minutes you’ll ever invest in leadership.

In SEM, you can easily kill project momentum. How? The list is endless.

Not enough or too much communication (the latter is identified when you realize the clients from hell website exists for a reason)

Too many emails asking for specific tactic examples and explanations.

Patronizing skilled professionals by asking if they need further training in front of other staff. 

Constantly demanding a proactive approach to you personally. Translated it means “keep showing me what you’re working on so I can control you.”

Is it any wonder people wake up one day and think, “I want my life back. I quit.”

Projecting team value matters

In the book “Lost and Founder,” by Rand Fishkin, there are two chapters highly relevant to SEM leadership. They will resonate with agency owners and team leaders because I’ve seen it first hand.

Chapter 10 covers team values and why upholding them is hard. TL:DR – Don’t ignore early warning signs of culture clashes and choose short-term results over long-term victory. You can’t scale an individual but they can do a lot of damage.

Chapter 14 goes to the heart of the conflict between lone wolves and managers. Seeing a manager out of their depth (the Peter Principle) is the kind of self-justification that will ignite a lone wolf’s righteousness in fewer parsecs than Han Solo’s Kessel Run.

Perfectionism and wanting to be right all the time is how we often defend ourselves from criticism. You’ll hear people talk about going to the gym but no-one talks about emotional muscle building. Learning how to take a punch emotionally. For instance, you have to fire a colleague; a client fires you; you realize Baby Yoda gives your bounty hunting life meaning; the list is endless. But getting back up from a punch is a game-changer.

The best SEM teams are not afraid and have the right balance between feeling safe from unfair criticism and not getting complacent. Managers who choose to rule with fear cannot inspire others to the same heights as those who simply lift everyone up to do their best work. Management is not for everyone.

As Rand rightly suggests, don’t make management the only ladder employees can climb. Every agency and tech business should read and memorize this chapter if you want to build and maintain talented teams.

Other books that can have a huge impact on your leadership skills include:

Radical Candor by Kim Scott

Triggers by Marshall Goldsmith

Clockwork by Mike Michalowicz

I hope I’ve helped you in some small way on your own adventure across the search galaxy. Tools don’t always change results. Mindset and better processes often do. They just have smaller marketing budgets.

Trust the droids? I’ll leave that up to you.

The post The Mandalorian’s guide to the search galaxy: Evolving from SEM lone wolf to company leader appeared first on Search Engine Land.

The Mandalorian’s guide to the search galaxy: Evolving from SEM lone wolf to company leader published first on https://likesfollowersclub.tumblr.com/

[siva3155]

300+ TOP CAMP COUNSELOR Interview Questions and Answers

CAMP COUNSELOR Interview Questions for freshers and experienced :-

1. What do you like about working with kids? The role of a camp counselor revolves around working with children. This is your chance to really let your passion shine through. "There are so many different aspects that I love about working with kids. First, the level of unpredictability is exciting. You never know what to expect each day and it keeps you on your toes. Also, they have a fresh perspective on life that we tend to lose as we grow older. Lastly, seeing the process of young people starting to become aware of their full potential is extremely rewarding." 2. What age groups do you have experience working with? I have experience in working with many age groups. I would baby sit my younger cousins at family gatherings, for three years I was a peer mediator for kids in kindergarten through 8th grade. 3. How much experience do you have working with children? I have had many experiences working with children. From the church to the library and at home. 4. Have you ever worked with a child with a disability? No I have not but I feel like that would be a learning experience that hopefully I will get the chance to be a part of at this camp. 5. What are your interests and hobbies? I'm an outdoor person into sports, fishing, team games and hiking. 6. What do you love most about being a camp counselor? I love the connections I make with the kids and my fellow counselors to create long lasting memories and even some long lasting relationships. 7. If a kid is testing your patience, how would you react? I would react calmly. I would ask the kid why he or she is not willing to agree with the situation. 8. Do you have a high level of patience? Yes, after working and volunteering with kids before, I believe that I do. 9. Do you know any of the other camp counselors? I am not associated with any of the other camp counselors 10. What is your biggest weakness as Camp Counselor? My biggest weakness is probably that I am impatient. I always like to have something planned and I always like to be on the move. When I have down time or especially when I have to wait for something, I tend to feel impatient and anxious. But I know that this quality will help me always be a step ahead and always have something to do to keep myself and my campers busy.

CAMP COUNSELOR Interview Questions 11. Name three characteristics of a good camp counselor? Maturity, common sense and good judgment are keys to be a successful camp counselor. 12. Tell me what makes you a good role model? Camp counselors have a lasting impact on the campers that they lead. It is imperative that you, as a camp manager, hire good role models for your campers to look up to. 13. What personality trait makes you a good fit for this job? Camp counselors must be energetic, creative, patient, and caring. Asking a candidate why they think their personality is a good fit for a job at a summer camp is insightful and will help you be sure that you are making a good choice. 14. What age groups do you have experience working with as Camp Counselor? The interviewer is figuring out your level of experience and how relevant it is to their open position. "I have experience working with a variety of age groups. I started off babysitting children from ages seven to nine. Then, I worked at an after school center where I worked with kids ages 12 to 16 years old. The majority of my experience comes from working with the older age group." 15. What made you decide to apply for a job as a camp counselor? I want to be involved in outdoor activities over summer and a camp counselor seemed to fit my desire perfectly. 16. Explain some of the important duties that are particular to a camp counselor's role? The first thing a camp counselor does is create and implement a schedule for the group under his or her care. Subsequent duties include organizing and leading activities just as crafts, games, nature hunts, swimming and archery. It is important to participate in all camp activities robustly and ensure the safety of members on a constant basis. 17. You were just voted camp counselor of the summer. Why did you win? This open-ended question will make each candidate think about what makes them a good camp counselor. As an interviewer, it will demonstrate what their most desirable counselor qualities are. 18. How do you think you will handle a job that literally requires you to live at it? I think I will be able to handle it very well. Being immersed in the camp environment will be a great learning experience and give me the opportunity to learn and develop continuously on the job. 19. Can you handle a group that includes one or two children with a disability? Yes, I have previously worked with a group consisting of a hearing disabled teenager and an ADHD five year old. 20. What have you heard about being a camp counselor? A camp counselor needs to have patience and be responsible for a group of children. Teach leadership and teamwork to children. 21. What do you enjoy about working with kids? If the candidate responds with, "Nothing," you can end the interview and thank them for their time. Camp counselors must enjoy working closely with children for an extended period of time. Asking about their favorite aspects of working with children can help you gauge whether or not they are a good fit for the role. 22. Are there any age groups you would prefer not working with? No. I accept all kids as they are. I have a little sister that is 1 year old to a brother that is 15. I take care of all of them. So any age group would work perfect with me. 23. How do you handle a parent who is over reacting to the way their child is being kept or activities that are being conducted? I deal with such parents calmly, listen carefully to their concerns and reply them politely; addressing the issues they brought up one by one. I refer them to the management if they are still not satisfied. 24. How would you handle a conflict with your co-counselor? When many personalities are living in close quarters, conflicts will inevitably arise. Counselors should be able to handle minor conflicts in a mature manner, without the involvement of camp management. 25. What would be your number one goal at this camp, if you were a camp counselor? Connect with the children and make sure they have a great experience that makes them want to come back to camp again. 26. Have you ever worked with a member of a group that may have limitations or disabilities? What was your experience? I have come across many members who have physical limitations and / or disabilities. While it is not easy to handle one person who has limitations when others don't, it is something that one has to do. I was required to exercise a lot of patience and learn new skills in handling certain situations. I believe that this experience made me more equipped to handle challenging tasks of this nature. 27. What will you do if one camper refuses to participate in the group activity other 15 people are doing? Before initiating an activity I usually take everybody's consent and generate enough team spirit to have a consensus on the planned activity. If however a member still refuses or does not agree I'll check if there is a serious problem underlying the behavior. Once satisfied I don't press them to involve in that particular activity but if the refusal persists in following activities I probe further and counsel the person if needed. 28. Tell me what skills or interests do you have that would make you a great camp counselor? The job of a camp counselor is diverse. One minute, they may be leading an arts and crafts project, and the next, they are setting up teams for a camp-wide kickball tournament. Useful knowledge and skills will make a job candidate successful at camp. 29. If you had to fill 30 minutes of your schedule with an impromptu activity, what would it be? Counselors often have to invent games and activities on the spot. This question will let you know just how creative and energetic a candidate can be. 30. Are you aware that it is within poor judgement to be alone with a kid? How do you prevent this type of situation? I will assure that I never become alone with any child unless specifically told to do so by the camp leaders. If a problem occurs with a child I will report it to the camp leaders. 31. You notice a couple of cliques have developed among the campers and that one or two campers have been completely excluded. How would you go about solving the problem? As a camp counselor, you need to be aware of problems among the campers. The interviewer is seeing how you would resolve an issue internally. "This type of problem is not uncommon in these types of situations. Everyone wants to fit in and I am a strong believer in an all-inclusive environment. To solve the dilemma, I would initiate a few team-building activities. However, I would configure the teams with people who wouldn't typically interact so that they get to know each other better and everyone has to step out of their comfort zone. Also, I have this method called the "triple play", where I would take the two campers who seem to be excluded to do a fun activity with me. They feel special for being able to do something nobody else could and it allows them both the opportunity to open up, perhaps even forming a friendship with one another." 32. How do you handle stressful situations as Camp Counselor? Depends on the situation. with misbehaving kids resolve the issue quickly before it builds. if the whole group is hectic keep calm and maintain composure but still be fun and sensitive yet know when to have authority. if with parents talk with them and respect them. 33. When did you realize you wanted to be counselor? When I started working at the camp as a volunteer, I knew I wanted to work my way up to eventually becoming a counselor. 34. What experiences do you have with kids? I have worked in several different places that involved working with children such as being an, Nanny, an day camp counselor, and a day care worker. At all of my previous jobs I took care of all of the children just like if they were my siblings, or my own. I am very diligent when it comes to children. I am sensitive but straightforward (to the Point) when it comes to both of their needs and wants, and I am an successful leader, and lastly most of the children I have worked with in the past confided in me, and looked up to me as an older brother. 35. Describe yourself in 5 words or less? Responsible, honest, motivated, organized and outgoing. 36. What makes you a good role model? I am dependable, trustworthy, punctual, and a hard worker. I always strive to do the right thing and I put 100% of my effort into my task. 37. How would you describe yourself in ten words or less? Asking potential hires to describe themselves is a great way to learn more about their personalities. Pay close attention to their response and be certain that you can match their description of themselves with the qualities that you seek in a counselor. Is This Answer Correct? 0 Yes 1 No 38. How would you handle a child who was misbehaving and not following instructions? I would check-in with the child while the rest of the group pursues the activity to see what was causing the misbehaviour. From there I would see how to best modify the activity so that the child will participate in some facet. 39. What age group are you comfortable in working with? I am equally comfortable in working with any age group be it toddlers, young children, teenagers or adults. 40. Camp is designed to be an educational event for kids. Give examples of what kids learn from camp? Kids learn essential values like teamwork, co-operation, perseverance, and gain a greater sense of self. They also gain self-confidence and leadership skills. 41. How do you handle a medical emergency situation? I am first aid certified and fully capable of handling medical emergencies. In case of any unfortunate event I provide first aid personally to the affected person. Once the patient is stable I call for professional medical assistance if needed. A nurse also accompanies the summer camps and the situation is usually controlled within the camp. 42. What are the three greatest strengths you bring to this position? My bubbly personality, My knowledge and skills and most importantly my patience. 43. Which skills have you improved in most over the past three years? I have developed skills in handling children and adolescents who are misbehaving or are homesick. After extensive interaction with children of various ages I have come to understand ways to tackle with mood swings and tantrums. 44. What skills or interests do you have that would make you a great camp counselor? Ability to relate to many different people, love learning from children and teaching them. 45. Would you prefer not to work with a certain age group? Why or why not? I am comfortable working with every age group. Each age group that one works with provides one with insight into the different manners that they need to be dealt with. This is education in itself and I would not like to limit myself despite some age groups providing more challenge than others. 46. What experience do you have in leading others? Work with Girls on the Run as an assistant coach and helping the children, work with special olympics coaching the athletes. 47. Why did you choose to become a summer camp counselor? Way back when I was a child I used to attend many summer camps. I'm an adventurous person and this profession has appealed me since then. I mean what can be better to get paid for something you really enjoy doing, like camping. 48. What is the most difficult part of being a Camp Counselor for you? Trying to ensure that all children have a say in the daily activities, and are having an authentic engaging learning experience. 49. What do you know about this camp? Everything. I know the rules and procedures, I am familiar with the staff and even some campers, I know the area such as trails very well and I also know many of the activities and games that go on at camp. 50. How do you keep your kids under control? I think of fun creative way to reward them. For example each week we could have a camper of the week for being the most obedient and respectful and whoever wins gets a prize or something. 51. Can you keep personal electronics aside for the duration of the camp? Yes of course, unless there is a situation where I will need to contact someone incase of an emergency. 52. What hobbies or interests do you have that you think would be helpful in this position? The interviewer wants to know if there are things you do in your personal life that could be applied to the position. "I'm a lifeguard on the weekends and that got me comfortable being responsible for others. Also, I am part of a mentoring organization and meet with my mentee every week, which has helped me learn how to build strong one-on-one relationships. I believe getting to know each camper is beneficial because they will have more respect for you as well as feeling comfortable coming to you with an issue. Additionally, I have been a mentor for about three years now so I know how to stay committed to a job." 53. What would you do if a parent was angry with you for the way you handled a situation with their child? I would firstly not take it personally, and ask for their input in how to handle future situations in correlation with their parenting. 54. What do you think you will dislike the most about this job? I will absolutely dislike nothing at all, because helping children is my passion, and that is what I live for, and that is what an summer camp counselor job most importantly consists of that is helping children. 55. What would you do if a parent was angry with the way you handled a situation with their child? Sometimes you will run into issues with a parent or child. Show that you can deal with a problem effectively. "It all comes down to communication. First, I would apologize. Next, I would explain to the parent why I chose to handle the situation the way I did. I would then ask them what I should've done differently and how they would like me to handle a similar situation in the future so that we can avoid any further conflict." 56. How would you break up a fight among kids? If it is physical, then I will try to break it up. If it is verbal, I would try and talk it out. In both cases though, I would talk to the manager or their parents. 57. Why do you want to be a camp counselor? I attended the camp as a child and really enjoyed it. The counselors made it a memorable experience for me and I want to be a part of making this years camp memorable for the participants. 58. How have you changed as a result of being a counselor? I now am more patient, flexible, and am more confident in my leadership skills. 59. Do you enjoy being active with the kids? I love being active and I also love teaching kids how to do sports so in conclusion I would enjoy being active with kids. 60. Did you attend camp as a child? Yes I attended camp every summer from a very young age and it have changed me so much into the person I am today. 61. Behavioral Camp Counselor Interview Questions: Explain a time when you had a conflict with a friend, coworker, or employer. Who was involved? What was the conflict? What was the outcome? Tell me about a time that you helped resolve a particularly difficult issue with a child. Give an example of a time that you changed a child's emotions from frustration or sadness to happiness. Tell me about a time (at work or school) when you acted as a leader for a group of people. Name a type of activity you would do with children of this age group. Tell me about a time when you put the needs of another or others ahead of your own. Who was the person? What was the situation, and how did it go? 62. Situational Camp Counselor Interview Questions: What would you do if one of your campers refused to do an activity with the rest of the group? What would you do if it was raining and you had a group of twenty campers to entertain? How would you handle a child who was misbehaving and not following instructions? What would you do if a parent was angry with you for the way you handled a situation with their child? Imagine one of your campers is homesick and wants to go home. What would you do? Why would you be a good fit for our camp? What did you decide to interview for our camp rather than another one? 63. Personal Based Camp Counselor Interview Questions: What qualifications do you have that make you suitable for this position? Are you a team player? Do you prefer to work alone or with others? How do you handle stressful situations? What do you do when you don't know the answer to a question? What made you want to be a camp counselor? Did you attend camp as a child? What did you like about it? What did you dislike? 64. Fresh Camp Counselor Interview Questions: You just won counselor of the year by your peers/supervisors/teens/parents; why? What is your greatest personality asset working with kids? What is the difference between punishment and discipline? What is the difference between yelling and raising your voice? What are you much better at than you used to be? What hobbies, special interests or talents do you have that you think might be useful here? Who is your personal hero? Why did you decide to choose this organization for employment? How do you handle a stressful situation? There are 3 problems to deal with and a kid tugging on you. Your co-counselor is sitting on the side. What do you do to defuse the situations? Why are you a good role model? Describe what you think your job duties would be. Come up with a 10 minute game for ages 6-11. Describe yourself in 5 words or less. If I asked a previous co-worker what your greatest strength is, what would they say? 65. About Working with Children Based Camp Counselor Interview Questions: With what age groups do you have experience working? What do you like about working with kids? What are the top three qualities everyone who works with children must have to succeed? What sorts of activities would you do with a group of children ages 5-6? Do you hope to have a career working with children? CAMP COUNSELOR Questions and Answers pdf Download Read the full article