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At Johnson & Johnson, our team reviews 1,000,000 resumes a year and at this point, I've lost count of how many times a recruiter has stopped by my office to tell me about the "perfect candidate." It's often just after a phone call: There was a spark, positive energy, and they walked away feeling inspired. More importantly, they couldn't wait to tell their hiring manager (in this case, me) about the person.
Sounds like a good position to be in, doesn't it? Having someone on the inside who'll fight for you?
Now, some applicants go wrong by thinking this means that a recruiter will take over their job search and do all of the heavy lifting for them. That's not the case!
What I'm saying is that hiring processes are competitive, time intensive, and emotional for everyone involved—including the recruiter. They could easily be working with 100 different candidates across various positions, while simultaneously managing demanding leaders who want the jobs filled—fast. And so, when they meet an applicant who impresses the heck out of them, and who makes their job easier, they'll advocate for that person.
I asked our recruiters here at Johnson & Johnson for some advice on how to build that all-important relationship. Here are their top four tips:
1. Be Prepared
You and the recruiter need to be on the same page in terms of your skills and past experiences (relevant and less relevant), any gaps in your employment history, and your short and long-term career ambitions. They need a clear picture of you as a candidate in order to refer you for the right role.
So, proactively send them an updated resume if there have been any changes since the last time you spoke (here's how to pull one together in just 30 minutes). Then, have your work portfolio and references prepared and ready to go as soon as they ask for them. Respecting their time—and lack thereof—will help you stand out.
2. Be Honest
Misrepresenting yourself in any way is a big no-no. Honesty builds trust, whereas dishonesty—even exaggerating or just failing to mention something—can make them afraid to refer you.
Just think how badly it will reflect on you (and the recruiter!) if you hold something back or tell a 'white lie' that late comes to light. And be under no illusion, these things always do.
So, if you feel you're slightly underqualified, impress them with your transferable skills and the honest way in which you present them.
3. Be Passionate
Recruiters are looking for qualified candidates who are serious about switching to the company they represent. I recently shared my thoughts on how important it is to have professional purpose (if you missed it, here's more on why it's so critical), but to put it briefly: It's a bigger reason why a certain role would be meaningful to you.
If you're discussing an opportunity with a company whose values align with your own, this is the time to highlight how much you care.
Even if you haven't found your professional purpose yet, there should (hopefully!) be a reason you've set your sights on this company or role. Maybe you've always admired their approach to diversity in the workplace, the impact they have on local communities (or the world), or their willingness to embrace new technology. Whatever your reason, demonstrate that affinity, so the recruiter knows why you're committed to securing a role at their company.
4. Be Gracious
As the process progresses, it may be that the role isn't quite right for you.
If you feel iffy, don't be afraid to ask about other opportunities. The recruiter will respect you for being prepared to admit that you're not the best person for the job. If you can, recommend contacts of your own that might be better suited. Recruiters remember candidates who are helpful.
Now, it could be that it's a no on the company's end. If you're rejected, remember, a "no" now doesn't mean a "no" for all future opportunities. Too often, I see candidates so upset about a rejection that they burn bridges. Why sabotage your future chances? Be gracious about the short-term rejection and play the long game.
For example, I heard about the job I'm currently in because I built a relationship with an executive recruiter over a two-year period. We met for lunch every quarter and I emailed him occasionally to keep him updated about my career. It worked both ways, too. Sometimes he'd call me and ask for a referral for a search he was working on at the time. Even if I didn't know anyone, I always got back to him. And in the end, it paid off (for us both!).
When it comes to developing a positive recruiter relationship it's the same as any other relationship, professional or personal. Be nice, be honest, and be gracious when it doesn't work out. You get out what you put in.
Let me know what's worked for you on Twitter.
TopicsJob Search , Recruiters , Syndication , Finding a Job , The Muse Editor's Picks
Photo of interview courtesy of shapecharge/Getty Images.
Sjoerd Gehring is the Global Head of Recruiting at Johnson & Johnson where he's responsible for filling over 25,000 jobs a year. He's on a mission to re-imagine the recruiting experience for both candidates and major organizations and writes publicly about his team's progress toward that mission. Originally from Amsterdam, the Netherlands, he now calls New York City home. Follow him on LinkedIn and Twitter.More from this Author


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I'm certain this is a Visual Studio bug with no obvious solution. I've encountered a number of people who have the same exact issue. I have submitted a bug ticket with Microsoft here:
If you are having the same issue as described below, please go vote up the bug ticket so that it gets more attention.
Whenever I attempt to debug an MVC3 (or MVC4) application in Visual Studio 2012 configured to run on IIS express (version 8), I get the following error:
Here's the kicker: IIS Express is starting, even though Visual Studio doesn't think so and the debugger fails to attach. The IIS Express tray opens and I can clearly see all configured websites are started:
Oddly enough, the IIS Express System Tray reports that there were some errors when running IIS Express. Here's what it says:
This is a serious WTF. It's reporting that 8080 is being used by an IIS Express Process - the one that was just started by Visual Studio. So, Visual Studio is attempting to launch IIS twice, and when it predictably fails the second time, the debugger bails. I should note that before launching the debug configuration in Visual Studio, I made absolutely sure no IIS Express processes were already running. I used Process Monitor to verify that Visual Studio is in fact attempting to launch IIS Express twice:
Notice in the screen shot above you can clearly see websites running on IIS Express PID 4732. PID 4924 is the second failed attempt at launching IIS Express.
This issue was initially occurring on a Windows 7 installation. I reformatted completely, installed a fresh copy of VS2012, and got the same issue. I went a step further and reformatted, installed Windows 8 and a fresh copy of VS2012, and the issue persists.
I have created brand new blank MVC3 and MVC4 projects. Nothing fixes it.
I'm tearing out my hair here. Any help would be greatly appreciated.

subset: commoncrawl


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Make better decisions, improve sales and recruiter productivity, and manage the entire recruitment and applicant management process from a single, easy-to-use interface.
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Bullhorn for Email integrates the Bullhorn applicant tracking system & CRM seamlessly with Gmail and Outlook so that you can view your email inbox directly within Bullhorn. Easily parse in resumes, add notes, and create new tasks and appointments from candidate emails. See the latest info about your candidates while in your inbox, and access a sender's full contact record from an email by jumping to Bullhorn with a single click.
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Bullhorn's reporting and analytics capabilities enable you to turn your team's recruiting activity data into business insight. Standard reports include analysis of overall team and individual recruiter performance, placement activity, activity against specific job orders, candidate touches and sourcing effectiveness, and more. You can also create configurable reports tailored to your specific goals and KPIs.
Your interactions with candidates don't take place in a single location, and you shouldn't be confined to work in one. Bullhorn mobile recruiting software lets you view and edit candidate records, create notes, and access placement data on any device at any time. Enter data into your applicant tracking system immediately after candidate meetings so no detail escapes you.
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As the latest candidate data feeds directly onto their screen, recruiters save precious time as they reach candidates ahead of competitors and increase placement rates. With Bullhorn Sourcing Accelerator, teams build bigger, stronger talent communities. How? Capture Resumes with a single click, or go full-auto with every candidate profile view automatically pulled into the ATS.
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The Bullhorn applicant tracking system is built to scale without limitation and address the needs of businesses of all sizes. Our platform is built to fit the requirements of recruiting firms at all stages of growth. Our software scales to work for small business and enterprise companies alike.
Our software (SaaS) can be accessed anywhere, anytime. Increase productivity by logging into the software on computer or mobile device. Experience safe and secure data storage.
Learn more or contact a sales representative who will take the time to understand your specific needs and identify which edition will work best for you.
Contact Us Learn About Bullhorn for Enterprise
Easily capture candidate information from job boards and immediately add it into Bullhorn. Using Bullhorn Sourcing Accelerator's Google Chrome extension, you'll have the option to update or add candidates without leaving the job board.
Increase your efficiency and reduce clicks by leveraging Bullhorn's parsing engine to extract information – no matter where you find it – to pre-populate fields in Bullhorn candidate, contact, and job records.
With Bullhorn's "fast find" search bar, Boolean logic, advanced keyword search, and prioritization of results based on relevance and recency, you can build a qualified shortlist in no time at all. Customize and configure list views and save your favorite searches for even more time savings.
The Bullhorn Marketplace is a one-stop destination for business applications that integrate seamlessly with Bullhorn and help you manage all elements of your recruitment lifecycle.
Each partner has developed a turnkey solution to fulfill a critical business need, such as creating targeted email campaigns, posting to job boards, executing background checks, and more!
Learn More About Bullhorn Marketplace
Increase your efficiency and reduce clicks by leveraging Bullhorn's resume parsing engine to extract information to pre-populate fields in Bullhorn candidate, contact, and job records. Bullhorn's doc editor also makes it easy to make edits to resumes without downloading, editing, and re-uploading.
Bullhorn's resume parser identifies key information about candidates, including skills, work history, and requirements. Recruiters can then easily run searches on these keywords to surface the most suitable talent.
Easily schedule interviews with qualified candidates, add notes to organize feedback, connect with marketplace partners to take advantage of the best interview tools, and track candidate through entire interview lifecycle.
After the interview process, make great placements and fill positions with the best-fit candidates. If you're at a staffing firm, this will keep your clients satisfied, and if you're an employer or on an internal recruiting team, you'll be able to fill positions within your company with top candidates.
Bullhorn streamlines the hiring process and provides visibility to team and key stakeholders. Customize workflows to match your specific hiring process. And when candidates are on board, Bullhorn's ease of use will get them up to speed quickly with little to no training necessary.
Bullhorn's powerful, easy-to-use applicant tracking system lets you manage the entire recruitment process from a single interface – from a desktop or mobile device, on any Internet browser, on a Mac or PC. From job submission to candidate placement, the Bullhorn Applicant Tracking System eliminates wasted time on manual data entry, streamlining the end-to-end recruiting process and enabling your team to move faster and work smarter. Bullhorn's applicant tracking system empowers recruiting professionals to:
Bullhorn provides the most comprehensive applicant tracking system for managing recruiters' workflow, allowing recruiting teams to be extremely agile and move fluidly through each step of the recruitment process.
Executive Vice President of Enterprise and Salesforce
Ryan Murphy is the Executive Vice President of Enterprise and Salesforce. He began his 10-year career at Bullhorn as a finance and sales intern, affording him a 360-degree view of the software-as-a-service industry and Bullhorn's business model. Prior to his current role, Ryan served as an Enterprise Account Executive where he honed his customer-first leadership style and championed Bullhorn's offerings to its most strategic clients. Today, Murphy is charged with leading the enterprise strategy and go to market for both Bullhorn and Bullhorn for Salesforce, enabling customers to maximize their investments on both platforms and deliver an incredible experience to their customers and candidates. Ryan has a Bachelor of Arts in Business Administration from Boston University.
VP of Alliances and Business Development
Nina Eigerman is Bullhorn's VP of Alliances and Business Development, responsible for the company's technology and services partnerships. Prior to joining Bullhorn, Nina ran the Business Services practice at G2 Capital Advisors, helping agencies and their providers with capital market transactions. Earlier in her career, she was the President of Aquent Solutions and a consultant with McKinsey & Company. She also ran a full desk at a-connect, a global strategic staffing firm. Nina has a Bachelor of Arts from Harvard College and graduated from the MIT Sloan School of Management.
SVP, Client Services & Support
As Senior Vice President of Services and Support, J.R. leads global client services, professional services, and support for all Bullhorn product lines. J.R. directs both the company's customer service and professional service efforts around the world, engaging customers throughout all points in the customer journey, both proactively and retroactively, and delivering incredible customer experiences via transactional interactions and client engagements. He brings a broad range of customer service leadership skills and experience to the company, spanning performance management, employee and leadership development, organizational design, and strategy, all of which align to a focus on driving an incredible customer experience. Prior to joining Bullhorn, J.R. led call center optimization efforts for AT&T Mobility, directing the call center strategy for more than 100 contact centers. J.R. has spent 20 years working in the contact center space and held a number of key leadership roles prior to joining Bullhorn.
Executive Vice President of Corporate Development and International
Peter oversees Bullhorn's international operations across EMEA and APAC in his role as Executive Vice President of Corporate Development and International. Peter joined Bullhorn in 2009 and was responsible for its highly successful UK launch. In addition to growing the international team to over 50 staff and establishing Bullhorn as the UK's market leading recruitment software in fewer than three years, Peter has expanded Bullhorn's reach into EMEA and APAC and achieved a user base of more than 10,000 international users. Prior to taking on the launch of Bullhorn in the UK, Peter spent 20 years working in the recruitment industry and held a number of senior director roles before moving into the technology space.
Chief People Officer
As the Chief People Officer, Kim is responsible for driving a highly effective people strategy, leading global talent acquisition, and directing training and learning programs while ensuring an engaging culture. Kim brings over 20 years of human resources management experience to Bullhorn. Prior to joining Bullhorn, Kim worked for Harvard University as the Director of Organizational Effectiveness and for E Ink Corporation as the Director of Human Resources. Kim started her career in the staffing industry as a recruiter placing temporary employees. Kim graduated magna cum laude with a Bachelor of Arts in Psychology from Syracuse University and has an Master of Science in Industrial/Organizational Psychology from Rensselaer Polytechnic Institute.
Chief Revenue Officer
As Bullhorn's Chief Revenue Officer, Mike drives the company's global revenue growth. Mike was one of the first 15 team members of Bullhorn Inc. in Boston and relocated to London in 2010 to start up the International team. In his 6 years in London, Mike drove regional expansion into the Netherlands, Germany, Singapore, and Australia. He has supplied cloud-based solutions to recruitment consultancies in over 50 different countries worldwide for the past 10 years. Mike was born and raised in the Boston-area where he grew up an avid sport fan. He earned his Bachelor of Science in Business Management from Babson College.
Chief Marketing Officer
As CMO, Gordon Burnes directs the company's marketing and business development efforts, including product marketing, demand generation, PR, branding, creative, and Bullhorn Marketplace. He brings a broad range of skills and experience to the company across the product, marketing, sales, and business development functions to help drive growth. Gordon was previously the IBM executive in charge of worldwide marketing for the Risk Analytics group, which became the leading provider in the industry over the course of his tenure. Prior to IBM, Gordon ran marketing and business development for OpenPages, which was acquired by IBM in 2010. Gordon has a Bachelor of Arts in Anthropology from Harvard College and an MBA from Columbia University.
President and Chief Technology Officer
As President and CTO, Matt leads Bullhorn's architectural, technical, and software design and development efforts. He also directs the product management team's work defining product strategy, and global customer support and success. Since joining Bullhorn in 2004, Matt has held a variety of leadership positions managing the growth of various technical and services teams, including Vice President of Professional Services. Prior to Bullhorn, Matt worked at PricewaterhouseCoopers, specializing in systems process assurance for such companies as Fidelity and State Street Global Advisors. Matt holds a Bachelor of Science in Business Administration with a concentration in Finance from Boston University's School of Management.
Founder & CEO
Art Papas is the Founder and CEO of Bullhorn, Inc, the global leader in software for the staffing & recruitment industry. Art was the original architect of Bullhorn's flagship Customer Relationship Management (CRM) system, which now helps more than 8,000 companies around the world run their businesses. Art is the Chairman of the Board at Career Collaborative, an organization that teaches unemployed and underemployed adults how to build careers that change lives and strengthen families. In 2014, Ernst & Young named Art an EY Entrepreneur of the Year Award Winner in New England. Prior to starting Bullhorn, Art started his career as a software engineer at Thomson Reuters. Art is a graduate of Tufts University, holding a Bachelor of Science degree in Mathematics.
SVP, Workforce & Revenue Cloud
As Bullhorn's SVP of Workforce & Revenue Cloud, Ed drives the company's middle office strategy and overall product offering. Ed joined Bullhorn as part of the Peoplenet acquisition where he spent 7 years as the President/CEO leading up to the acquisition in late 2017. Prior to joining the Bullhorn family, Ed has spent his career designing, building and managing technology solutions for numerous Fortune 500 companies. He has been a Partner in an ERP-focused consulting firm, a CIO for a global pharmaceutical company, a supply-chain leader for a retail company and the leader of a services company from its inception to $50MM in revenue. Ed was born in Florida but has spent the last 20+ years in Atlanta, GA. Ed loves to play golf, tennis and basketball and occasionally gets out kite boarding when the wind is just right.
Ed holds a Bachelor of Science in Industrial and Systems Engineering from the Georgia Institute of Technology and an MBA from Goizueta Business School at Emory University.
SVP of Product and Salesforce
Jonathan Novich is SVP of Product and Salesforce for Bullhorn, the global leader in CRM and operations software for the recruitment industry. A staffing technology innovator, he has developed broad and deep product and technical experience consulting to staffing firms over the past 15 years. Jonathan has acted as an independent consultant for some of the largest staffing companies in the world and advised companies on acquisition targets.
At Bullhorn, he oversees product initiatives as more than 10,000 staffing companies rely on Bullhorn's cloud-based platform to drive sales, build relationships, and power their recruitment processes from end to end. He graduated with honors from Princeton University, earning a Bachelor of Science in Engineering in Computer Science and a certificate in Operations Research.
Brian Sylvester is Bullhorn's Chief Financial Officer (CFO) with more than 15 years of financial leadership experience. Brian leads Bullhorn's financial, accounting, and legal functions. Prior to becoming CFO, Brian spent three years at Bullhorn in various finance & accounting roles. Prior to Bullhorn, Brian was Corporate Controller at Pegasystems, a global provider of business process management software where he scaled the finance organization during a period of 2.5x revenue growth. Brian began his career at PricewaterhouseCoopers in their technology audit practice.
Brian is a CPA in Massachusetts, has a Master's of Science in Accounting from Boston College and a Bachelor's of Science in Accounting from Bryant University.
SVP, Customer Success
As the Senior Vice President of Customer Success, Tamsyn leads Bullhorn's Services and Customer Success teams. She is responsible for the successful delivery of all products and services globally and is committed to creating and maintaining incredible long-term customer experiences in the Candidate to Cash process. Tamsyn has been delivering implementations for over 25 years with companies such as SAP, Ariba, Zuora and Apttus: specializing in HR, Payroll, Procurement and Quote To Cash capability. She trained as a software engineer after studying Maths, Statistics, and Computing in England.
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Season 4: "Are People Idiots?"
Airs on Radio One:
Saturday 20 February, 2010 10am
Monday 22 February 2010 11:30am
Ad giant David Ogilvy once wrote "the consumer is not a moron: she is your wife!" A few years earlier, Journalist H.L. Menchen wrote: "No one in this world, so far as I know, has ever lost money by underestimating the intelligence of the great masses of the plain people." Who's right? This week, Terry O'Reilly explains why "lowest common denominator" advertising is bad business- and why it remains agonizingly popular.
Categories: Past Episodes
Air Times
|Radio One
|n/a. See Under the Influence
|Sirius 137
|Broadcast in the US by WBEZ Saturdays at 6:30 a.m.


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HighlightsTel Aviv | Caesarea | Megiddo | Mount Carmel | Haifa | Golan Heights | Nazareth | Tiberias | Mount of Beatitudes | Jerusalem | Dead Sea | Masada | Bethlehem
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If you'd like to chat about this vacation or need help finding one we're very happy to help. The Travel Team.Toll free 1-866-821-6866 Calling from outside the US? email@example.com
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Responsible tourism
Israel classic small group tour
Carbon reduction
Your vacation will help support local people and conservation. We must also reduce CO2. Learn about the CO2 emissions of this vacation and how to reduce them.
How our company is making a difference:
We know that making the positive difference we aim to achieve will not be an easy task. However, our enthusiasm and commitment towards our travel responsibility mission is far stronger than any obstacles. We believe that in order to achieve any objective, the company has to have accurate policies and procedures for the employees and the guests to follow in order to reach our goal.
We know that the environment is a major component of any local community and any negative effect on it would directly have an impact on the lives of the inhabitants of the local community. Therefore, we have drawn up a strict environmental protection policy that all our employees and travelers have to abide by. For example, we recycle empty ink cartridges. A company collects them and disposes of them in the correct manner.
Israel is a country which prides itself with some of the most significant holy sites in the world. Our tour guides and tour leaders instruct and encourage travelers to not pick off relics or elements of remembrance. We also encourage them to stay within the paths that were set out for visitors to walk on in order to sustain the environments surrounding the holy sites.
For us, Responsible Travel is the only way to travel
Throughout our long tourism business journey, exceeding 15 years of travel operation in the Middle East, we have succeeded in establishing strong links with the communities we are dealing with in the host destinations. Our first objective is to operate our tours in the most perfect way possible. Our second objective, but not second in importance, is to benefit the local community, protect the environment, and have a positive social impact on the inhabitants living in Israel. One of the ways of doing this is to inform and educate our travelers on the cultures of the destinations. By doing this we aim to create a form of respect between the travelers and the local citizens who they will face along their tours.
We believe that the Responsible Travel concept has to be a two-way strategy with both the travelers and the local community gaining benefits. We benefit the local communities we visit using a wide scope of activities that have a positive impact on the local economy, directly by donating money to charity organizations, financially supporting some local communities and by recruiting employees who belong to the local community. We encourage our guests to buy local products and make use of services that people in local communities offer. We help indirectly through capacity building projects we implement with our employees and through the experiences and cultural exchanges that take place between the locals and our travelers during our tours.
We educate all our staff on the real life situations of each destination. Sales consultants will use this information to inform potential travelers of the correct information and threats that they may face. By creating long lasting relationships with our local ground handlers, we are able to establish what needs the community has and through their information we can inform our travelers what they can contribute to the local community from their home countries.
In Israel, travelers are encouraged not to tempt children or any locals with food and sweets. The culture has to be respected at all times. Travelers are encouraged to always take care of any racial and religious comments. Israel has been in political conflict with a number of countries and people may get themselves into troublesome situations if they make any racial or religious comments.
We promise to support the local community in Israel. We will do this by employing local guides, using local handicraft shops and recommend shops to our travelers so that their vacation spending contributes to the people of Israel. Furthermore, we provide each traveler with a tipping guide. By doing this we set a concept of tipping and gratuity for every person who will offer a form of service to the traveler.
We have also considered the social aspect of the local community and how to respect the customs and traditions of the inhabitants helping us operate our tours. We always provide our guests with all the information needed to understand the community they are visiting and we create valuable opportunities for the travelers and the locals to mingle and exchange ideas and thoughts.
3 Reviews of Israel classic small group tour
Reviewed on 29 Sep 2019 by Carol Myerscough
1. What was the most memorable or exciting part of your vacation?
Too many to pick any out, we visited so many wonderful places.
2. What tips would you give other travelers booking this vacation?
Be prepared for quite long days, there are so many things planned during the day. It also helps if you are reasonably fit and agile, it does get very hot and theres quite a lot of walking nvolved.
3. Did you feel that your vacation benefited local people, reduced environmental impacts or supported conservation?
Our driver called at several shops and enterprises away from towns, that were run by local people.
4. Finally, how would you rate your vacation overall?
Excellent, everything was organised so well. We had an excellent guide, we were never held up anywhere, tickets were obtained beforehand and things went like clockwork! We stayed in good hotels and a very good kibbutz. Highly recommended.
Reviewed on 18 Mar 2019 by Barbara Koistinen
1. What was the most memorable or exciting part of your vacation?
Seeing the old town of Jerusalem.
2. What tips would you give other travelers booking this vacation?
This tour requires a bit of stamina, you will see an astounding number of places in a short week!
3. Did you feel that your vacation benefited local people, reduced environmental impacts or supported conservation?
Yes, we stayed in a Kibbutz and ate in local restaurants in villages and towns.
4. Finally, how would you rate your vacation overall?
Excellent, we had a wonderfully knowledgeable guide!
Reviewed on 27 Mar 2017 by Lansing Freeman
1. What was the most memorable or exciting part of your vacation?
Seeing the places you have only read about, or seen on film. The authenticity of antiquity.
2. What tips would you give other travelers booking this vacation?
If you wish to enter the Dead Sea, water shoes or flip flops or similar are not optional; they are mandatory. The seabed is covered with salt crystals that are
very sharp and very, very painful for bare feet. Some of our group turned back quickly. I've been on the Jordanian side of the Dead Sea, which is rocky and
uncomfortable; the spot we entered the water requires water shoes or flip flops or similar.
3. Did you feel that your vacation benefited local people, reduced environmental impacts or supported conservation?
At the kibbutz, we interacted with local people. Elsewhere, we had rather limited contact with locals. I can't comment on environment or conservation.
4. Finally, how would you rate your vacation overall?
It's a wonderful experience to experience bucket list sites. Be prepared for crowds.
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LaBella Flora Children's Boutique makes buying designer baby clothing, easy. http://www.labellaflorachildrensboutique.com/
Wednesday, May 23, 2018
Truly Me Tween White Eyelet Dress
$46.4 - A designer look we love, this new dress is part of the spring 2018 collection from Truly Me. The U neckline is formed by double straps. Her short sleeves are continued after the shoulder cutouts. A zipper closes the fit in the back. The skirt opens in shape from the waist, ready to twirl about her legs. The white fabric is covered with eyelet flowers.
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Show that special some one how much you love them with this unique and personalized piece. It's destined to be a favorite.
Handwritten translations etched permanently on a beautiful sterling silver canvas. Some words shall not be forgotten, and neither should the remembrance of the writer. There is not a font in the world that can replicate the unique characteristics of the human touch.
Beautifully, laser engraved with up to 40 characters captured from an image of a handwritten note.
Shipped to you, gift wrapped with care. We use USPS priority 2 day shipping with a tracking number when shipped anywhere in the United States.
*High resolution images will produce the best results. If the image is not already cropped, please specify in the customization field what characters you would like etched. Please upload your picture in a message to us.
*Pendants are stamped or die struck. This type of manufacturing may leave light scratches on the surface. Since this type of scratching is normal it is not considered a product defect. Please be aware that these are unpolished.
Check out many other custom gifts at TheFeatherPen.com
We currently accept PayPal and credit card transactions.
At this time we ship everything USPS 2-Day Priority.
Most orders will be provided with a tracking number upon notification of shipping date.
2-Day Priority is just an estimate, not a guarantee that your package will arrive in 2 days.
Please be sure to provide the correct shipping address when placing your order. We cannot be held responsible for items shipped to the wrong address that was given to us.
Because each product is made to order for you and only you, we do NOT offer REFUNDS. Laser Engraving is a permanent process; once the item is marked it cannot be undone, therefore it cannot be resold.
We do, however, want you to be 100% satisfied with your order so please contact us with any concerns that you may have. Doing so prior to your purchase will ensure that we alleviate any misconceptions or mistakes.
If we are to blame for a mistake made, that was clearly stated beforehand, we will replace the product with the corrected one at no charge to you.
Please make sure you read the item description, completely, to ensure that you are sure about what you are ordering. Items will not be refunded because of any issues that are explained within the disclaimer for that product.
Most orders will be completed and sent out within two weeks. We will notify you if your order requires more attention and takes longer to complete.
*** Some orders may be marked and shipped same day. We will not be held responsible if you decide to change your order within hours of purchase.***
* Note: please correspond with us before placing your order to insure that you will receive exactly what you want in timely manner.


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Do Not Ignore Tingling in Hands and Feet
Tingling in hands or feet is not a disease, but can be a symptom of one. There are numerous reasons for tingling in hands or feet which include potentially lethal causes such as stroke or diabetes. Other causes are for chronic but non-lethal conditions that tend to do better the sooner the patient can begin treatment. Always get any strange numbness, pins-and-needles or tingling sensations in the limbs or extremities checked, just to be safe. The numbness and tingling sensations being described does not apply to limbs that have fallen asleep due to lack of blood circulation. As soon as circulation returns, there is no need contact a doctor, although returning blood can be painful, the pain will go away. People who fall asleep in an unusual position often wakes up with a numb or tingling in hands. Many Possible Causes There are dozens of causes for tingling in hands or feet. The most common is a form of nerve damage. Discovering the cause of the nerve damage may take time. Nerve damage can come from diabetes, an infection, a bad injury such as a car crash or exposure to poisons. According to WebMD.com, 30% of patients with nerve damage are never able to find out the cause of the damage, despite going to a doctor.
Other causes include, but are not limited to:
Carpel tunnel syndrome
Radial nerve palsy
Ulnar nerve palsy
Vitamin B6 deficiency or overdose
Vitamin B12 deficiency
Alcoholism which leads to vitamin deficiency
Smoking, which slows down the circulation
Kidney disorders
Liver disorders
Rheumatoid arthritis
Blood circulation problems, so that the blood has difficulty reaching hands or feet
Thyroid disorders such as hypothyroidism
Tumors or other growths on the nerves
Spinal problems where a vertebra may press on a nerve.
What the Doctor Needs to Know When you see your doctor about the strange tingling in hands or feet, he or she will need to know some things in order to help with diagnosis. Be ready to answer these questions:
Does the tingling in hands come and go or does it last?
Does the tingling wake you up from a sound sleep?
Does the tingling prevent you from going asleep?
Are you experiencing any other symptoms such as a stiff neck, limb pain or a burning sensation in the limbs?
Is the tingling in just one hand or both hands? Or in just one foot or both feet?
Have you ever had a neck, shoulder or spinal injury?
What is your job? Do you do any repetitive motions such as typing?
Have you recently started a new medication?
Important Note
Most people with tingling in hands and feet cannot feel pain as well as usual. This means that they can get cut, burned or suffer another injury before experiencing any pain. People with this problem need to keep checking where their hands are to avoid injury.
- numbness and needle pains in hands over 55 year olds
- 73 year old woman burning hot feeling in legs and hands
- 4 months postpartum feet and hands cold and tingling
- fibroid swollen hands feet
- nerve pain in hands and 23 year old female
- post partum numbness in arms
Category: Articles


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ECAR is a foster-based rescue. This means we do not have a brick and mortar shelter to house our kitties so we rely on foster homes to help keep them healthy and happy until they find their forever home. The more committed foster homes we have the more cats/kittens we save!!!
Fostering can be a lot of work and it is a commitment, but it is also a ton of fun!
A foster parent is an animal lover who generously opens up their homes to take one or more homeless cats for a short period of time until they are ready to be made available for adoption. The length of foster assignments varies based on the needs of the cats or kittens. You will receive an approximate duration before you commit, but generally you are looking at a minimum of 3 weeks.
As a volunteer foster you may host adult cats, kittens, mother cats with nursing litters, underage kittens who need special feeding and socialization or cats/kittens with special medical or behavioral needs. By fostering a cat you are providing love and stability in a nurturing home environment, directly preparing them for adoption into a loving home; therefore the transition into his or her new home happens with greater ease and success!
There are many cats in need, so the more cats we can take in the better!
Is there a safe space in your home and heart for a precious foster kitty? If so, you can find the Foster Application at the top of this page!


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Good Neighbors Candle Co. is a family run home based business. Our customer's needs are our highest priority, so we waste no time in processing your order. If your entire order is in stock, it will typically ship the next business day. If an item is out of stock, or you have placed a custom order, it will be hand- crafted for you, and will typically ship within three days. Please contact me if you have a question or concern regarding how long your order might take to process.
We have enjoyed 100% customer satisfaction regarding our fragrances. However, fragrance is a matter of personal preference. In the event that you order a product that does not agree with your senses, you may return it to us at your expense and choose another at the same price point, which I will ship free of charge. Candles may only be returned if unused, unburned, carefully packaged, with all items intact.
Please notify us if your order was damaged in transit. This type of return is processed on an individual basis depending on how it was shipped.
Returns will be accepted within 30 days of receipt.
Insured shipping:
Items from the "One-of- a -Kinds" category, more delicate creations, and larger difficult to ship candles, are shipped with insurance paid for by Good Neighbors Candle Co.
Even if your order falls outside of the categories listed above, you can still request insurance for your added peace of mind. You will be billed for the additional cost.


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Benjamin Franklin said that nothing in life is certain except death and taxes but I think Ben may have missed something. Change is an item we should add to the list. (more…)
Gender equity in business should not be an issue.
This country has more women with secondary degrees than men. Close to half of the labor force is female. In my thirty-year career, I've witnessed a sea change in attitude about women in the workplace.
And yet, it is a problem. Glass ceilings are real. We can break them, but first we have to ask ourselves why they exist and why companies motivated to support change end up with lopsided leadership. (more…)
One of the most powerful – and least expensive – ways companies can improve employee engagement and commitment is to say a simple "thank you". The top reason Americans leave their jobs is that they don't feel appreciated, according to Gallup. Employees, in another study, were asked what leaders could do to improve engagement, 58 percent replied, "give recognition,"
A good recognition program can increase productivity, reduce turnover and enhance job satisfaction. Recognition can be formal with planned, structured programs. But often, the most valued form of recognition is informal, spontaneous and personal. (more…)
Marketing and Strategic Planning
Corporate Services,
Sodexo North America
The past few decades have seen unprecedented changes in technology and society. In fact, it seems that in business, the only constant is change.
Today's top-performing organizations aren't those that are doing business the way they have for a century, but rather those that adapt and respond quickly to change. These organizations are often called "agile" because they are nimble, responsive and quick to adapt to new technology—and are often some of the earliest to do so. Agile organizations recognize the world is evolving and changing. They work across cultures, borders, and workplaces and quickly move to market. (more…)
In 1948 the United Nations General Assembly adopted the landmark Universal Declaration of Human Rights, the first global recognition that there are basic inalienable rights and fundamental freedoms that apply to every human being. The Declaration made clear that men and women have the same rights to basic civil, political, economic, social and cultural rights. In the 69 years since then, we've made more strides towards gender equality but there is much more work to do in eliminating barriers for women across all aspects of society, including the workplace. (more…)
Vacations are essential for improving employee quality of life. A major U.S. longitudinal study of 12,000 middle-aged men found that taking an annual vacation is associated with reduced risk of death due to heart disease. Vacations also improve employee performance. Iowa State University economics professor Wallace Huffman found vacations can boost productivity as much as 60 percent for up to two months following the vacation. Yet, Glassdoor.com reports that many employees are not using their full paid-time off allotment.
As summer swings into high gear, it's vacation season in offices across America. With temperatures high and the kids out of school, it behooves employers to encourage employees to use some of their paid time off. Here are three quality of lifehacks to encourage employees to take their PTO.
Educate Employees on the Importance of Vacations
Communicate to employees the importance of taking PTO for themselves and the company. Jill L. Ferguson, Founder of Women's Wellness Weekends, reports in the Huffington Post, that vacations reduce stress, improve heart and mental health.
It's also important to encourage employees to disconnect while on vacation. A study conducted by Tel Aviv University found that employees who remain connected during vacation do not get the same benefits as those that disconnect.
Cross-train Employees
One of the main reasons employees do not take a vacation is because they fear it will impact their work. A study by GfK Public Affairs and Corporate Communications and the U.S. Travel Association found that 37 percent of employees were fearful that they would return to a mountain of work. Others said it's harder to take time off when they have a more senior position or that they want to show that they're dedicated to their job.
With this in mind, employers can address these concerns by cross-training their workforce so work can be covered while employees are on vacation. This will allow employees to take their vacation without worrying about what will be waiting for them when they return.
Have a formal check-out or handoff procedure
Nothing will guarantee a frostier welcome back to the office for employees if they have not identified the work that needs to be covered while they're on vacation. Help employees make a list of the tasks that will need to be accomplished while they're out. Then divvy those tasks up among multiple people so that no one person feels overburdened. Once you've identified specific people to tackle each task, brief each one on how to accomplish it, either individually, as a group or in a detailed email. Also, alert them to any emergency issues that could come up—no matter how unlikely—and where they can find the information they need to handle them.
How does your company encourage employees to take a vacation? How does your company manage their workload while employees are out? Share in the comments section below.
As April rolls in, baseball is getting into in full swing. Whether you enjoy casually watching your favorite teams on the big screen, or you just go to the games for the food and fun, there are several business lessons you can learn from America's favorite pastime. Like business, baseball is a game of strategy and planning. In a single inning anything can happen, and each play comes with an element of unpredictability. So how do teams and coaches make informed decisions? And what can you learn from their strategies? Here are three business lessons you can learn from baseball. (more…)
Sodexo North America
Every year during March Madness, fans unite to cheer on their favorite teams as they play in college basketball's biggest tournament. Madness aside, fans look to one person to lead their team to the championship title — the coach. While March Madness takes place only once a year, coaching a winning team in the business world is a year-round job. Leading a team to victory means coaching employees through mistakes and applauding their successes, among other key strategies. (more…)
For many years now, we've been making conjectures about the impact millennials could have on the workforce as more of them begin their careers. The majority of millennials—those born between about 1980 and the mid-1990s—are now of working age. Their impact on the workplace isn't just conjecture anymore: It's here.
Sodexo's 2017 Workplace Trends Report shows that, as expected, this generation is having a major impact on the way we work today. Our key findings about millennials in the workplace show: (more…)
On Sunday, Americans will gather around their televisions to watch the biggest football game of the year. We'll see teammates forge relationships on the field, work together, and take home the title. At work, we want our teams to succeed, too. We want our entry-level employees to make a big impact just like the rookie on our favorite team did. And we hope our senior executives lead as effectively as the veteran QB does. In fact, by studying leadership on the field, we can learn great strategies for leadership in the workplace. (more…)
Today is Women's Equality Day, and it's the perfect time to both celebrate women's achievements and bring attention to the inequalities still lingering in the workplace.
It's been more than half a century since Congress passed the Equal Pay Act, but even today American women across the workforce can find themselves hitting the glass ceiling. Women make up nearly half of the workforce, but they're paid only 79 cents for every dollar a man makes. Women are also under-represented in upper-level positions. In fact, only 4.6 percent of Fortune 500 and S&P 500 companies are run by women. (more…)
Tickets are hard to come by for the Broadway show "Hamilton," which won the Tony Award for Best New Musical Sunday night. But that hasn't stopped it from becoming a sensation across the country, with many people listening to its soundtrack on repeat. Much of its popularity comes from the innovative way it blends American history with a hip-hop-meets-show-tunes soundtrack. (It's not every day you hear cabinet meetings imagined as rap battles.) Yet part of what makes the story so compelling is its real-life hero, Alexander Hamilton, who was talented and flawed in equal parts. (more…)
The TV series Game of Thrones, which returned to HBO for a sixth season on Sunday, has hooked millions of viewers with its tale of the power struggle to rule the fictional kingdom of Westeros. With hundreds of characters and about as many plot twists, it's as much a study of personality types as it is of leadership. The main characters' paths and struggles can mirror leadership styles we see in our workplaces. Do you recognize yourself, your managers, or your colleagues in any of the leadership types below? (Mild spoilers ahead.)
The workforce, in the U.S. and globally, is evolving at an unprecedented rate. With the addition of Generation Z, it will soon be five generations strong. While having access to such an extensive pool of talent is an exciting prospect for many employers, managing employees across such a broad range of demographics will require leadership to flex their styles and meet employees where they are. (more…)
Recently Sophie Bellon, Chairwoman of Sodexo's Board of Directors and Lorna Donatone, CEO of Sodexo Schools Worldwide and President of Sodexo North America, were interviewed on the impact of women in leadership at the 2016 Women's Foodservice Forum Leadership Conference. The article below is a preface, written by Chairwoman Bellon, for the book: Men, Women, Leadership: A User Guide by Valérie Petit & Sarah Saint-Michel.
As I near retirement, I'm reflecting more on my career and the learnings that shaped my rise into senior leadership. I didn't climb straight up the proverbial corporate ladder – but I looked at every new job as an opportunity to expand who I was as a leader. It seems only fitting to pass along a few of my most valued experiences to the next generation of senior leaders.
Ever feel like you are not getting the credit you deserve at work? Do you worry your contributions are going unnoticed? In this interview, George Chavel, President & CEO of Sodexo North America, talks about the issue of "credit" and how expecting recognition for everything you do in a team environment is unrealistic and a red flag for most senior leaders. He encourages managers to focus less on getting credit and more on positive stakeholder impact.
A corporation is nothing without its people. They are the heart and soul of any company and can be the factor that sets an organization apart from its competitors. Developing that workforce in a way that helps maintain a competitive edge in the marketplace has become more critical than ever.
You might be a superhero at the office, spearheading projects, coming up with great ideas and flying through your to-do lists. But even superheroes have a weakness, something that saps their energy, focus or strength. At the office, these power-reducing habits often begin with good intentions, but they end up wasting time instead of saving it.
Global Chief Diversity Officer
The prestigious WEPs CEO Leadership Award recognizes business leaders for their exceptional championship of gender equality and support for the Women's Empowerment Principles. Michel Landel, Chief Executive Officer, Sodexo and Janet Awad, Regional Chair of Latin America and Country President, Sodexo Chile, were recently honored with the 2016 7 Principles WEPs CEO Leadership Award.
The business world is changing so quickly that it's often hard to know how to keep up and help your employees cope with the pace of change.
For leaders, it's crucial to remain relevant in order to be heard and valued. Even if you have great ideas, a great mission and a vision of the future, if you're not relevant, no one will listen, and you won't be successful as a leader.
Remaining relevant doesn't mean you have to be an expert in every field, new idea or trendy concept. But you do have to know enough about your industry and about the world to understand what people are talking about. And you need to be able to communicate in a way that they can relate to. (more…)
Corporate brand is not just about what you do, it's about who you are as an organization. I've talked before about how that brand has become a key to attracting and keeping your workforce. One of the crucial components to a company's brand centers on the choices it makes in the world of philanthropy. It's not just a question of sharing wealth in a responsible way, but about choosing those with whom you share it in a way that reflects the values held by your company and its employees.
The issue of gender balance touches nearly every corner of our lives – there is a collective demand for balance in politics, business and in our personal lives. But in the case of companies, gender balance should not only be addressed for the sake of equality, but also for the sake of performance.
This week, I'm attending an event that always energizes me: the Women's Foodservice Forum (WFF) Annual Leadership Conference. I'm excited to be here with more than 3,000 other attendees, including a very special guest―Sophie Bellon, Chairwoman of the Sodexo Board of Directors and Chair of Bellon SA. We'll be taking part in a question and answer session today on the impact of women in leadership, a subject we are both passionate about.
A corporation is nothing without its people. They are the heart and soul of any company and can be the factor that sets an organization apart from its competitors. Developing that workforce in a way that helps maintain a competitive edge in the marketplace has become more critical than ever.
One of a CEO's toughest but most crucial roles is overseeing change within an organization. It's not just a matter of making the tough decisions that change requires, but about being able to see the change approaching. Whether it's change a company has chosen, or one that's forced upon it, the process can only be guided by a leader who can effectively balance the public and human sides that change brings.
How brave are you? Do you really know what your employees think of you? Are you willing to have a meaningful conversation and ask your employees what they really think? Do you care?
You should—an employee's relationship with his or her manager is a leading driver of employee engagement. And engaged employees work harder, stay longer and perform better. According to Harvard Business Review "the best managers make a concerted effort to get to know their employees and help them feel comfortable talking about any subject, whether it is work related or not. A productive workplace is one in which people feel safe – safe enough to experiment, to challenge, to share information, and to support one another."
Sure, it can be a bit intimidating—and it can be equally nerve-wracking for employees to provide constructive feedback to their bosses. However, understanding what your team thinks—and what will make them happy —is crucial to becoming a better manager. Good management is predicated on effective two-way communication and candid feedback helps you grow and improve as a person and as a leader.
Entrepreneur summarizes the benefits of asking your employees for feedback, and offers one popular option, commonly referred to as a 360-degree review. While in theory knowing what's working and what isn't is a good thing, the reality is asking for feedback can be difficult, especially from people you manage. It may not always be easy but by welcoming constructive, solution-minded input, you can position yourself as an approachable leader committed to the growth of the company and its employees. There is always room for improvement and strong, insightful leaders will make the most of the opportunity to listen (and actually hear) constructive criticism. In addition to letting your employees know that you genuinely take their input seriously, you can demonstrate your commitment to personal and organizational growth. The end result is more personal insight and a happier, more cohesive team. You will also find that the process surfaces some useful ideas that can improve both productivity and quality of life for employees.
Ultimately, the purpose of 360-degree review is to promote personal and organizational growth and development. When executed correctly, 360-degree reviews can help both employees and leadership to better understand how one's role impacts the mission and goals of the organization. When receiving feedback from multiple people and perspectives all at once, individuals can better understand how their work and behavior influences the other people. From peers and coworkers to reporting staff and supervisors, multilateral feedback is often considered more accurate and more credible then traditional structured performance reviews.
Human Resource expert Susan M. Healthfield consulted Indeed.com when researching what questions should be included in a 360 review. She points out that without a clearly defined format with specific questions, employees' free form answers may provide a lot of interesting information, but not data that will help the leader grow. Questions should cover interpersonal skills, motivation, efficiency and problem-solving abilities. Framing the questions effectively helps your employees understand what you want to know and helps you act on the feedback you receive. For example a good question might be structured like this – Does this employee exhibit leadership qualities in the roles he or she plays in the company? If so, can you provide examples of how he or she positively contributes through his/her leadership? If not, how can the employee improve his/her leadership?
When it comes to asking for and receiving feedback from employees there is no universally accepted method. Instead, leadership must examine the specific culture and climate of the organization in order to appropriately determine which methods would be most effective. The way in which an organization introduces, monitors, and evaluates the effectiveness of the 360-degree review process is vital to its ultimate success or failure.
By encouraging the multidirectional flow of information and communication within the workplace, employers, managers and employees can work together to develop a more cohesive team and productive work environment. Increasing feedback effectiveness directly influences business results, which is why improved communication between a manager and employee drives higher levels of employee performance, development, and engagement.
Churchill said, "Success is not final, failure is not fatal: it is the courage to continue that counts." Or in this case the courage to know, to understand and to act. Are you brave enough to become a better leader?
As we survey the health landscape, the top challenge we face in Florida is the challenge of weight. Only 36 percent of Floridians are at healthy weight; one quarter are obese and the rest are overweight. Over the next 20 years in Florida, obesity is expected to contribute to millions of cases of preventable chronic diseases such as type 2 diabetes, heart disease and cancer, costing an estimated $34 billion.


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Learn more about Winter Camp 2019 here!
Summer 2020: Hear Our Prayer
Coming Soon!
Camp Chippewa Scholarship Application
In a world where a 'friend' is found online, and 'adventures' take place sitting in front of a screen,
unplug and get outdoors, make new friends, and try something new, and go BEYOND in your FAITH at CAMP CHIPPEWA!!
Early Bird Rates End April 1st!
(Camp Fees are in US Dollars)
"The experience I had at camp was amazing! I learned that everything is important to God and that He shines through everyone! I can't wait for next year!" – Samantha
Prepare for the summer of a lifetime!
With 10 different weeks and many camps to choose from, there is a camp for everyone! Chippewa offers Kids and Parent overnights, 3 day Mini-Camps, and 5 day camps to fit any schedule and adventure level!
So… what do we DO at Summer Camp?
Everyday is a new adventure at Camp. We'll always eat, sleep, and swim everyday, while facing new challenges, learning new skills, and growing closer to God with our lifelong friends.
We'll worship. We'll laugh. We'll stargaze and dream.
We'll get out of comfort zone (in a good way!)
We'll eat s'mores, play in nature, and most importantly,
"This was my 4th year at camp and I still LOVE IT SO MUCH like the 1st year!!!! We always become one big family. We have SO much fun and worship God at the same time!! I WILL DEFINITELY COME BACK!!!!! "
– Emily
There are many fun activities that take place everyday at Camp!
Challenge Course
Initiative Games
Horseback Riding
Outdoor Education
Bible Study
…and lots of different group and cabin games!
Fun-filled, purposeful, days are planned for everyday at camp!
"This was a fun camp! TONS of new friends and creative things to do!" – Ben
"I met strangers on Monday, and then cried at closing campfire because I felt like I have known
them forever!" – Sadie
How can we contact our camper?
One of the major aspects of campers going to residential camp is discovering their own identity and getting out of their comfort zone. For most, this means not having their cell phones and families around 24/7. By removing the constant contact, it helps the campers shape themselves. But, we know how important our campers are to their friends and families. We highly encourage campers to write letters to their loved ones. As well, families may email their campers which will be distributed to campers during meal times!
To email your camper, please include their name and camp in the subject line to:
Who works at Camp Chippewa?
Funny, Safe, Encouraging, Outgoing, Knowledgeable, Empathetic, and Christian are just a few of the perfect words to describe the team at Camp Chippewa
Our staff come from all walks of life with a shared passion for Christ and helping everyone who comes through the gates have a safe, fun, and meaningful experience at our ACA Accredited camp.
Our Core Counselors lead activities and stay in the cabin with the campers are future, current, or post-grad college students from universities such as; Central Christian College, Colorado Christian University, Emporia State University, Kansas State University, Ottawa University, and the University of Kansas,
All Chippewa staff and volunteers are Safe Gatherings certified which includes a criminal background check. More information about Safe Gatherings can be found here.
All staff are also CPR/First Aid & AED certified, as well Camp Chippewa has an RN living on site. Our horse program is led by two CHA certified staff members. All activities are led by certified staff who have gone through extensive training in each area. All staff also go through an extensive, purposeful, and intentional Staff Training prior to camp.


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12 Farms Restaurant
30 Burgers
55 Main
552 Restaurant
Acqua Ristorante
In Latin, "Agricola" means "farmer" which embodies our farm to table spirit and our dedication to community and comfort. There is nothing we enjoy more than gathering old friends and new around a big table and serving up a carefully crafted meal. Using fresh local ingredients from our very own Great Road Farm as well as from other neighboring providers, we serve food that brings people together to laugh, share and celebrate. Making and eating good food makes us happy and we want to share that with you. We invite you to savor all your moments, be they big or small, with us. Every day is an occasion to celebrate, to gather together and to enjoy delicious food. Come join us at our table; lets eat together.
Aja Asian Cuisine & Lounge
Alchemist & Barrister Restaurant And Pub
Alfonsos Pizzeria & Restaurant
Americana Grill
Amici Milano
Anchor Grill
Anjappar Indian Bar & Grill
Antimo's Italian Kitchen
Anton's At The Swan
Antonios Italian Restaurant
Applebees Neighborhood Grill & Bar
Applebees Neighborhood Grill & Bar
Arbor Cafe
Arctic Restaurant
Arlee's Raw Blends
Asian Bistro
Atlantic Foundation
Summer Cooking Camp and after-school classes with Aubergines, etc. in Princeton! 5 weeks of camp, starting June 27 2011, 10 am – 2.30 pm. Visit www.auberginesetc.com for further details. Kids' classes Mon-Thurs, 2 ¼ hours, 5th grade and up. New this year: one class en français! Learn basic skills and kitchen safety, and build a culinary repertoire with confidence at an enjoyable pace. Led by an experienced European instructor, your kids learn many classic dishes and techniques, use seasonal ingredients (some fresh from the garden!) while mastering the use of kitchen tools. Also available: tailor-made adult classes, private classes, team-building events, personal chef services, food and wine writing.
Aunt Chubby's Luncheonette
Baldassari Regency
Bamboo Grill
Bamboo Grille
Banzai Japanese Restaurant
Bassetts Original Turkey
Bell's Tavern
Bella Tori at the Mansion
Best Western New Hope Inn
Bien Hoa
Big Fish Seafood Bistro
Bill's Olde Tavern
Black Bass Hotel
Blawenburg Market
At the Blue Bottle Cafe, we offer a spectacular New American menu in an intimate, yet relaxed atmosphere. While our menu changes seasonally, the focus is always on sustainable, local and antibiotic/hormone free products. Starting with the finest possible ingredients, our chef's craft inspired menus sure to please even the most discerning diners. Enjoy one of our three individual dining rooms for A La Carte dining, business functions and private affairs. Dinner is served six nights a week, Monday through Saturday, beginning at 5pm. Lunches are available from 11:30 through 2pm on Tuesday, Wednesday, Thursday and Friday. Learn more about the restaurant and our team at www.thebluebottlecafe.com
Blue Point Grill sets the standard in providing impeccably fresh seafood and shellfish, simply prepared to showcase the inherent flavors of the ingredients.
Our menu changes daily and includes a full RAW BAR, classics like New England Clam Chowder and Jumbo Lump Crab Cakes, to more exotic seafood items such as Whole Greek Bronzini, Australian Barramundi and Wild Ivory King Salmon. Down-home side dishes, like creamed spinach, and desserts such as key-lime pie are the perfect complement.
We accept reservations 7 days a week for dinner. To make a reservation please call (609) 921-1211 or visit our website www.bluepointgrill.com
Blue Sage Vegetarian Grille
Bobby's Burger Palace
Bog Restaurant & Lounge


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A killer kills himself
Kanchan Gupta
The last of the three men who launched a violent agitation in the closing years of the tumultuous 1960s when West Bengal was wracked by unprecedented political and social upheaval is dead. Like Charu Mazumdar and Jangal Santhal, his two comrades-in-arms, Kanu Sanyal believed that by mobilising the rural underclass with the help of urban youth committed to the radical ideology of Left extremism fashioned after Mao Tse Tung's interpretation of Marxism and Leninism, the 'bourgeois system of governance' in India, dominated by the 'upper class', could be replaced with a revolutionary regime controlled by the 'proletariat'.
Charu Mazumdar and Kanu Sanyal saw themselves as leaders of the masses, but like many Communist leaders of the time, they were not from the masses. Both were formidable Marxists of north Bengal who had chosen to throw in their lot with the CPI(M) when the Communist Party of India split in 1964. But within a couple of years, they debunked the CPI(M)s "struggle against revisionism and sectarianism in the Communist movement" and contested the party's commitment to "the scientific and revolutionary tenets of Marxism-Leninism and its appropriate application in the concrete Indian conditions".
The need of the hour, Charu Mazumdar and Kanu Sanyal decided, was a "revolutionary opposition" that would strike out on its own and in defiance of the CPI(M)'s stated position. Primarily, their objection was to the CPI(M)'s decision to participate in parliamentary democracy, which they believed was meaningless as it was a barrier to 'class struggle' and an obstacle in the path of the proletariat. Parliament, they decreed, was a "pig sty" and hence held little or no significance for the masses.
The simmering conflict between the far Left faction, led by Charu Mazumdar, and the rest in the CPI(M) in West Bengal reached a flashpoint in the summer of 1967. Landless farmers of Naxalbari had launched an agitation demanding rights for the tillers and the United Front Government, of which the CPI(M) was a member, feared the incipient prairie fire would rapidly spread across the State. Or, it may have simply been a case of the CPI(M) not wanting the far Left to run away with its land reforms programme.
An anaemic effort was made by the local administration to end the agitation in Naxalbari through dialogue; that didn't work. Meanwhile, a local landlord — or jotedar — let loose his thugs on the protesting peasants. There was retaliatory violence. Subsequently, the police were ordered to use force. The resultant deaths were sufficient to light the fuse and provide the opportunity which Charu Mazumdar and Kanu Sanyal were looking for to launch their 'revolution'. Jangal Santhal joined them in their endeavour. May 25, 1967 remains an important date for the Naxalites and the inheritors of their legacy, the Maobadis. Had that day passed peacefully, perhaps history would have taken a different course.
The next two years saw Charu Mazumdar, Kanu Sanyal and Jangal Santhal mobilising people in north Bengal's villages and drafting college and university students for their cause through the All-India Coordination Committee of Communist Revolutionaries, which brought together various factions, groups and individuals on the far Left of the Communist movement. The formation of the AICCCR also marked the parting of ways between the 'Naxalbadis' and the 'Marxbadis'; the breach was never to be repaired. Some of the brightest minds were persuaded by Charu Mazumdar's exposition of Marxism-Leninism, which was really a tribute to his pamphleteering skills rather than the substance of the violent ideology he espoused with amazing passion. He was a thin man, a chain smoker (legend has it that he smoked Charminars), and those who knew him aver that he was extraordinarily soft-spoken and polite.
But when it came to putting his political beliefs into words, he wielded a powerful pen; as a public speaker, he could stir primitive emotions. Charu Mazumdar, who was a great admirer of Mao Tse Tung, wrote eight pamphlets extolling the virtues of 'Maoism'. The 'Historic Eight Documents', as the pamphlets came to be known, made four points: The Indian state was a 'bourgeois institution'; the Soviet Union deserved to be denounced for supporting the Indian state (conversely, China merited praise for not toeing the Soviet line!); Communists affiliated to the CPI and the CPI(M) were 'revisionists' and had abandoned the toiling masses; and, true revolutionaries should resort to armed struggle to overthrow the 'bourgeois state'.
Groups of young men and women set out each night from their homes, armed with paint and brushes, to scrawl revolutionary messages on every available wall. The most prominent of these were: "Bonduk'er nol khomotaa'r utsa!" (Power flows from the barrel of a gun) and "China'r chairman amaader chairman" (China's chairman is our chairman — a reference to Mao Tse Tung). This was in Kolkata. In the villages, armed groups began attacking jotedars, killing and maiming 'class enemies'.
Two years later, in 1969, the CPI (ML) was formally launched at a huge rally on Lenin's birth anniversary. Addressing the crowd, Kanu Sanyal compared Charu Mazumdar with Mao and urged people to join the armed struggle. It was a passionate call to revolt against the 'bourgeois system' which saw a surge in targeted killing of policemen, jotedars, pro-CPI(M) intellectuals, and petty traders. A statue of Iswarchandra Vidyasagar was decapitated, though nobody could quite explain how he qualified as a 'class enemy of the toiling masses'. Pipe guns and bombs were the mainstay of the Naxalites' arsenal; the occasional .303 looted from a hapless constable added to their firepower.
Meanwhile, students, some of them still in their teens, gave up promising careers as engineers and doctors to join the armed insurrection. Many of them just disappeared — they were listed by the police as 'pherari'. The Congress came to power in West Bengal and Mr Siddhartha Shankar Ray, as Chief Minister, ordered a ruthless crackdown on the Naxalites. Charu Mazumdar was arrested from his hideout and died within days in police custody. Parents lived in fear of the dreaded midnight knock. Armed goons of the Congress (referred to as 'Congshals') helped the police track down and get rid of Naxals.
By 1977, it was all over. The revolution had failed. Jangal Santhal died unnoticed, unsung. Kanu Sanyal retired to a lonely life in Naxalbari, occasionally expressing regret over the mindless bloodletting. He committed suicide on March 23. But the dragon's teeth sown by him and his comrades have proved to be extremely fertile. Today's Maoists are the inheritors of the blood-soaked legacy of Charu Mazumdar, Kanu Sanyal and Jangal Santhal.
Sunday, March 28, 2010
Kanu Sanyal: A killer kills himself
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The grey morning after the last day of deer season, 2009, that I left Duluth for lower Michigan was a lifetime ago, by my reckoning, the four and a half actual years overfilled with new jobs, new friends, my marriage and several others, and four addresses. But finally, this spring my wife and I moved home.
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April 16, 2014


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Love with the Proper Stranger: FBI agent John Miller was on the trail of a notorious female serial killer, and he couldn't blow his cover to anyone. Not even the beguiling Mariah Carver, who had unwittingly entangled herself in a web of deadly deceit. The daring lawman couldn't deny his feelings for Mariah, but he was poised to wed another woman: the ruthless Black Widow, who marries - then murders - her victims….
Letters to Kelly: For years, a trumped-up charge - and a Central American prison cell - kept Jax Winchester from claiming the girl he loved. Now he was a free man. Or was he? He was still a prisoner, in a jail of his own making. The way out this time? Keep that promise he'd made to Kelly O'Brien all those years ago - and claim her for his own.…
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- Book-A-Phobe..
- 11-05-12
Love The Naration
Would you recommend this audiobook to a friend? If so, why?
I love Suzanne Brockmann.. Her stories don't get old.
What other book might you compare Unstoppable to and why?
Nora Roberts and some of her light romances
Have you listened to any of Melanie Ewbank and Patrick Lawlor 's other performances before? How does this one compare?
Yes they are amazing.
If you were to make a film of this book, what would be the tag line be?
I have no Idea
1 of 1 people found this review helpful
- Voracious Reader
- 13-09-14
Loved Unstoppable; Not so much Letters to Kelly
Where does Unstoppable rank among all the audiobooks you've listened to so far?
Well, gee, I've read so many I hate to give it a rank. Unstoppable would be in the top 100 I think. I've read MANY hundreds(!) Not so Letters to Kelly.
What other book might you compare Unstoppable to and why?
Other Suzanne Brockmann books. I've liked most of what I've read. I've read A LOT. ALL of Troubleshooters (Seal Team 16). A goodly number of the OTHER seal team with Cowboy & Blue & Crash. And some other stand-alones. Have bought quite a few that are still in my queue to read, too.
What does Melanie Ewbank and Patrick Lawlor bring to the story that you wouldn't experience if you just read the book?
"What DO Melanie Ewbank and Patrick Lawlor bring"--GRAMMAR POLICE HERE!!!I LOVE the alternate female/male narration. I think BOTH performers can do both male & famale dialog. I have a friend who HATED the alternate narration in Brockmann's books. Different strokes....
Was there a moment in the book that particularly moved you?
John Miller is on the trail of a black widow serial killer. He doesn't sleep anymore - he's had problems ever since his partner was killed in a warehouse while John was outside & the backup was impossibly delayed. When - through the intervention of Mariah Carver - John sleeps again and starts to feel human emotions again, it's very moving, but he still tries to squash all this & be a robot. Letters to Kelly was problematic for me. Jax is rich, gorgeous, and in college when he first meets Kelly, his roommate's little sister, and she's - what?--14. He falls in love with her and when it's time for her prom, he takes her when her other date can't, but then is banished by her brother when he catches them almost in flagrante delicti on the beach. Jax leaves the country, becomes a political prisoner, and only the letters to Kelly he writes first in his head and then on any paper he can get keep him sane. When he's finally released, she's married to someone else. (WHY?!!! What an idiot!) Now she's divorced and he pursues her and she does not want to be pursued because she's so hurt he left after the prom. The brother really ruined both their lives for years. Why would the idiot invite Jax to his wedding and NOT tell him Kelly is married?! The girl was turning 18 in a few days when the brother found them on the beach. Why did Jax have to knuckle under to the brother's demands? Sigh. I was uncomfortable with the original age span. I was furious at the brother. And Kelly was so determined not to let Jax back in her life that I thought she was a royal idiot at times, certainly not worth all he went through to win her. A few side notes: I didn't like the novel within a novel at all, nor the conversations with the inner novel's characters. I fully suspected who the famous writer was. And I loved Jax's sister.
Any additional comments?
I like MOST of the Suzanne Brockmann books I have read. LOVE Troubleshooters! And like most of those I've read for the OTHER Seal Team (not Team 16 of Troubleshooters fame) -- liked Harvard's Education, liked Hawken's Heart, especially liked Identity Unknown -- tho not as thrilled with Forever Blue (thought Lucy was too much of a hard-ass). Upcoming to buy will be Everyday Average Jones. Didn't care for the one with a heroine running an inn - Future Perfect. LOVED Born to Darkness - sci-fi & all!


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Today is the last day of this project.
Today is the last official day of my first semester of graduate school at Ohio State.
Today is a Tuesday and I do not like Tuesdays.
Today I hated Tuesdays.
Today I wonder what is art?
Why am I making art?
For what purpose?
What is art?
Why is it art?
What can be art?
Who is art?
Is art a thing? Is art a person? Is art a body?
Is my life art?
Was my life art before I called it art?
When does something become art?
Who decided what art is?
Is there a place for art?
Can art be everywhere?
Is it possible to be art?
What if making art is my life and my life is art. How can I tell the difference?
What if it were my life and not art, then what would it be?
Is it art because I made it?
What makes it art?
Is it art because it was video tapped?
Would it be art if it was not documented?
What if I spun myself dizzy at the bus stop today, is that art?
Is it art if someone saw me do it?
Would it be art if no one saw me do it?
Who decides if it is art?
What if the spinning made me dizzy and sick and I had to sit down, is that art?
What if I got off the bus early because I couldn't take it any more.
What if I crossed the street and got myself one chocolate covered strawberry and I cut it in four pieces and ate it, is that art?
Does the viewer matter in art?
If I make something and no one ever sees it but I made it is it art?
What if I do something and no one ever sees it is that still art?
Does the viewer make it art? Or does the artist make it art? Or does that art make it art?
Today I decided I would make art like I did everyday for the past 30 days but today I will not document it. I want to know if it is still art. And to be honest I am not sure. All these things I have done the past 30 days these explorations and experiments. I would never have done them if not for this project. So now I am trying to connect what I have done with these explorations and find my own studio practice. I know I can not go back to where I started but where do I go. What do I make? Do I make anything? Am I the art? Is my body the art? And what will its purpose be?
If I know one thing I know that I have always lived to make a difference in the lives of others. I was drawn to a profession of teaching because I love people and there is something really significant to me in making connections with people. I also love ceramics. I love clay and I have since childhood. Clay has the ability to transform, to move, to bend, and it connects me with the earth. It only seemed natural for me to follow this love for people and clay. I think with out knowing it my choice to be a vessel maker comes from my desire to connect with people. I always envision my pieces used and in the home. Until last year, I do not think I ever considered them anywhere else. I also love movement and I think movement and clay have always been connected but how can I make that connection even more direct now that I have discovered so much about movement and my own body. Oh, where to begin.
I am clearly as ever, confused.
I am going to end this 30 days project with these ceramic vessels.