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The First Rule for New Managers
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In this cast, we share the First Rule For New Managers: the most important recommendation for someone taking over a team.
We have been asked hundreds of times for guidance on what to do as a new manager, and we're finally ready to start rolling out this series of casts. This first cast will probably surprise some of our listeners, because it's pretty counterintuitive. On the other hand, we have alluded to it in a few casts before. It's just not what most people think it should be.
We'll tell you as well what most managers do...and why they're wrong.
The first in a series: The Manager Tools Guidelines For New Managers
Manager Tools Personal License
Interviewing Series
First Job Fundamentals
This should be a law! I got some
This should be a law! I got some really bad flashbacks as I was listening to this awesome cast.
Very early in my corporate career the department I worked in got a new manager who did his very best to do the exact opposite of everything you guys suggest - and in a very gung-ho way. A manager in a different department had given this guy some great advice.. "You have a great team, let them do their jobs." He didn't heed the advice and changed everything. He didn't want to know why some things shouldn't change, and his manager started getting complaints because other departments weren't getting what they needed to do parts of their jobs.. because of his changed processes. Those that knew me, of course, complained to me.
He didn't last long, he was fired after a couple years. His manager knew he should have been let go earlier, but as you guys said.. it was his mistake and he didn't want to let everyone know he made such a horrible mistake. He wasn't fooling anyone - EVERYONE knew. He let the new VP (his boss) clean up his mess.
I love MT guys, but the more I learn.. sometimes it's depressing to know just how bad it really is out there! But I'm going to learn all I can and make differences where I can. Thanks for everything!
This cast could not have come at a more
This cast could not have come at a more perfect time. Monday is my first day as new manager of a team who have been my peers for the last several years.
The tips in this cast are just what I needed as I set off on this new adventure. I am excited about putting the MT tools into practice...O3's for now but low key until my credibility is built up.
Thanks a million Mike & Mark !!
I would say that the most important
I would say that the most important task for a new manager (which I learned the hard way) is the build relationships. If you feel you absolutely need to make some kind of change, find ways to support your team. Don't do anything big...just enough to help remove a roadblock here and there for your team. Relationship, relationship, relationship! That's the key...and the 1x1s help build it.
One question - If the team doesn't
One question - If the team doesn't already have a regular team meeting, is it OK to start that in the first week?
I take over my first team tomorrow, so this cast is very timely! It's only 3 folks, but they don't have team meetings at the moment and I had planned on starting those as well as one on ones - perhaps just short ones (45-60mins) to get an idea of what they are doing and what issues they have as a group.
Thanks guys!
I am forwarding this URL to my
I am forwarding this URL to my sister--she just got promoted to management last month!! Great timing!
matthelm, If your team is not in
If your team is not in many other meetings I think it's OK to start them, but NOT in the first week. Just as with scheduling 1-on-1's, you want your teams input on what schedule of meetings works well for them.
matthelm- No. If the team hasn't
No. If the team hasn't disintegrated without a team meeting, you can wait a few more weeks. START NOTHING NEW. (Except one on ones, because you can't have a relationship with a team, you can only have a relationship with individuals).
(written in Chicago, the night before our conference)
You guys! If you were here, I'd hug
You guys! If you were here, I'd hug the both of you. Today's the first day of my new job. How topical can you be?
Thank you!
Excellent Cast! Made me think of my
Excellent Cast!
Made me think of my two bosses. The last one that did everything wrong and the current one that did everything right.
I cannot wait for my 90 days!!
love your show. so helpful to newbies.
love your show. so helpful to newbies. It helps me as a direct and I feel that when I am able to step up to manager level - i will be prepared and confident.
I have some constructive criticism: you had some audio problems a whistling noise in the foreground and some foraging noises in the background. it was a little distracting in the headphones.
Thanks for a great service!!
I remember back to the days of Advanced
I remember back to the days of Advanced Camp in the Army (What us R.O.T.C. guys did in the summer.) The new company commander of the day would undoubtedly change how we rolled or folded our ponchos just so he could show that he was a "decisive leader".
Brilliant, brilliant, brilliant. Bold
Brilliant, brilliant, brilliant. Bold and different - and RIGHT!! And so welcome to help the junior manager (like me).
Well, I'm about 90 days in, so I guess
Well, I'm about 90 days in, so I guess I can start changing things :-). Actually, I inherited a very good team, and relatively little needs changing. I'm glad to hear I was right in my sense that trying to start feedback and coaching right off was not going to be a good idea. I've started doing a bit of that in the past month, working it in gradually. My predecessor did wonder about my decision to start O3's right off the bat -- "How are you going to have time for all of that?". It's a bit tough, but I've learned a huge amount of absolutely critical information with the O3's -- and I was working in this group for 18 months before I became the manager.
Next step--working on coaching and delegation. I look forward to hearing what you guys have to say on that subject in this context (and yes, I've listened to coaching and delegation podcasts multiple times).
Uhhh - I started working (Director
Uhhh - I started working (Director level) with a new company 3 months ago and intended not to change a thing for 3 to 6 months. To my horror, I found that my team was doing and not doing several things that were unlawful/non-compliant with our heavily regulated industry. (Some could have actually meant jail time!) As soon as I knew, it was the choice of two evils - I didn't want the CEO going to jail on my watch and felt I had to change these things. The people truly did not know what was required and/or the consequences. I can see that these changes scared people and they were embarrassed that no one knew how serious these omissions were. They LOVED my predecessor and seem to feel I am tarnishing her legend by finding these problems.
Any advise on how to repair some of the damage done? Yes, I am doing one-on-ones.
Love the show - I refer people to it all the time. Thanks for doing what you do!
Scarbrey: I took over from someone
I took over from someone that was a tyrant and I have done little to change except being available and encouraging. Your situation needs change. Best approach is to concentrate on the right way of doing things and not on who was the last manager. We can love the person but when it comes to doing the right things, don't compromise. Concentrate on teaching (coaching) what is right. It might be that the pervious manager didn't know (however unlikely that might be). Build the system to work without tearing down the previous manager. You will get the effective support of your team if you don't tear her down. I would like to see what others might have to say here too!
Scarbrey- I don't think there's any
I don't think there's any damage done. I think I did have an aside in the show at some point about a rare exception, like sexual harassment - which was intended to suggest that no manager presides over illegal/immoral/unethical behavior. As long as the activities were unlawful, you did the right thing in addressing them.
Does no changes include not asking for
Does no changes include not asking for status reports? My manager needs to report to her manager. Any suggestions on how to make her happy without rocking the boat? Thanks.
If there is an existing status
If there is an existing status reporting system, use it for now.
If not, collect whatever info you can on projects and operations from existing staff meetings, project meetings, and one - on - ones. Collate the status report yourself, and provide to your boss.
I'd like to make a quick comment. I am
I'd like to make a quick comment. I am not yet a 'new' manager .. I'm still doing my time within the System Administration Team, however I'd like to know what you both think about ITIL, as an IT Framework? Is it worth branching out and learning something like this, or better to keep technically up to date, and learn new / or near new products, such as VMware from a Management Prospective.
I is good to know that the way that I
I is good to know that the way that I act when I am starting with a new team, is the same as you think.
I have seen managers come and go and the number of times I have seen the "new broom" tactic, which falls flat, is amazing.
The best, I think, is trying to implement an idea that has been tried by every other manager before them, but instead of listing to the people "on the shop floor" they go ahead anyway. This has never inspired anybody to follow.
Two scenarios that prompt questions for
Two scenarios that prompt questions for me and I know I'll get the best steer here...
1. My better half takes up post as a new manager of a team created out of restructure. The team has not operated under one manager previously. The creation of the team is change in itself.
Would new routines of team meetings and O3s be appropriate immediately in this instance?
2. The same restructure sees me moving from a project management role to line management. The team I will manage has a great reputation and their current manager has moved onward and upward in the re-org after only 4 months in post. He does have history with the team though having been 'home-grown' from Analyst to Team Leader and then Manager. Many of the team members have worked for me on projects previously and I have enjoyed great relationships with them.
I feel there are several none-standard aspects to this scenario in relation to the cast and would appreciate any 'tuned' advice.
Thanks for an outstanding resource gentlemen, I hope to see you at your next European conference.
Can the same approach apply for a
Can the same approach apply for a seasoned manager transitioning to a new organization and team?
Excellent podcast. The advice is so
Excellent podcast. The advice is so much common sense. So uncommon.
Mark and Mike, I am basically a
Mark and Mike,
I am basically a newbie at MT, hardly 3/4 weeks. And it is the perhaps the first time ever I found or heard of experts recommending to fit in first.
Amazing and very very logical discussion in the entire cast. Wow.
Thank you,
Mark and Mike I am starting a new
Mark and Mike
I am starting a new job on Monday and just going through some old casts so I start off on the right foot. I loved this cast and thank you for the great content. One question though. I see this is the first cast in the New Managers series, where are the other casts?
S, Not out yet, but they're coming
Not out yet, but they're coming :-)
Hi there, Not sure what to do about
Hi there,
Not sure what to do about my situation. I take over on Monday in a new role, created to sort out a seriously underperforming team. My position has been created over the top of the current manager, who keeps the title and money but is in a funny way sidelined (to avoid firing him really). So he stays in my team in his kind of kept but downgraded state. This guy 10year plus relationships with the other 3 guys (all 50 or 60 plus). He knows everything about all the machines, and I know nothing of them. Im 32 years old and am making an internal shift from the design team to this maintenance manager role. So I have good relationships with all of them, but little credibility in this field so its going to be a challenge taking over what is currently a bit of a holiday camp of the old boys. The productivity is abismal, aspirations are all outside work, and they 'milk' every job to get as much overtime as possible out of them- hence my appointment. No doubt the pressure from my boss will be pretty intense on getting things rolling.
Thanks to your advice to first time managers, my strategy is to kick off building relationships, and learn everything I can about everyone and everything. (not recommended by my new boss...who is new himself)
A couple of things- is asking them to do a solid days work counted as change? or do I let them continue for another 3 months? Am I right in assuming that I should introduce feedback after a month after I have built a trust foundation and address it then?
I'm going to be taking over (i think) most of the current managers tasks and I need him to work on the tools again (he doesn't do that at all presently). Do I need to let him wander around and do nothing for 3 months before getting him to work? Hard to get out of being the 'bad cop'' on this one....
Anyone got pointers for me? - Appreciate any comments.
Looking forward to the next few 'new manager podcasts'
Dave - Wellington, New Zealand, working for a sheetmetal manufacturer
Dave, A few things you should do:
A few things you should do: Establish your metrics and start measuring (yourself) as soon as possible. Don't need to engage the team on this yet, but you need objective baseline data so that you can measure progress. Also, are there benchmark data points (ie, another team can do job X in 3 hours) that you can use as comparisons?
What recourse do you have - specifically, can you fire underperformers? Can you increase wages or reduce hours for top performers? Can you arrange responsibilities so that folks are doing tasks they prefer? These are the tools you have to incent performance. Take the time to understand your toolkit.
Few people want to do a poor job. Sometimes, the 'social rewards' that come from "sticking it to the man" outweigh any other rewards, and a culture of poor performance is established. You need to replace that dynamic by rewarding performance and taking action when someone won't or can't step up.
PS: these kinds of questions are better posted in the discussion forums, where you'll get more responses from the MT membership, in a thread dedicated to your issue.
Hi John, Thanks for your comments Yes
Hi John, Thanks for your comments
Yes I can fire under performers, but it will take some time to gather the info for a sound case to do so. I do suspect that rearranging their tasks or environment to better suit their preferences, holding them accountable for things, and me taking an interest in their world will make a significant difference - I'll try this first! I'll also take note on creating meaningful metrics and establishing benchmarks for measuring others and myself against. Appreciate your help.
>>>It seems you may be an administrator on this site John. Would you mind deleting the 'working for a sheetmetal manufacturer' line from my last post, and these lines also as they are not really appropriate for the tone of my post. Thank you. (John or any other administrator)
Hi Mark, Mike and John, I'm a new
Hi Mark, Mike and John,
I'm a new team leader in a German IT-consulting company and I recently joined the company. So might be a "bloody greenhorn" in the eyes of my directs, who have been working for 10+ years for that company. From the competence point of view both regarding IT-architectue and Software development (which is our job) and also regarding my extroverted personality I am quite confident to meet the requirements of that job.
My problem is, that we have a matrix organization. All of my 3 team members work outside at the customer locations and in projects, which I probably won't join within the next year. And they are used to have almost no "team feeling", because they work independently on their own.
When I tried to introduce a kind of regular team meeting or even one-on-ones, they reacted quite "defensive", such like "hmm, but that will take part of my time, wich I could spent better at the customer generating revenue". And the amount of revenue generated over the year directly influences their individual salary.
What would you recommend me to do or not to do in order to "get them into the team boat" and to build better relationships with them?
Thanks a lot in advance!
Albersma- It's a good question, and
It's a good question, and one we get a lot. It's even harder when the team members are only billable when they are with a client.
Nevertheless, the right answer is to do one on ones with them, every week, for a half hour. Over the phone works just fine.
Regarding their defensiveness, that seems normal - don't let it get to you. It's new, they probably don't like changes like this. But, there are ALL KINDS OF THINGS your company asks of them that takes them away from the customer, almost all of which last longer than half an hour. And, I'm sorry to tell them, but I've been with directs like this, and they are NOT so busy as to not have a half hour once a week to chat with you.
Regarding their comment that they could be more productive with their customers, you might be surprised to hear that I agree with them. But that argument is a bit like saying that because the first ten steps I would take out my front door to the grocery get me closer in the beginning, I shouldn't go into the garage and get my car. The half hour is NOT going to appreciably reduce their effectiveness in a week, but it WILL improve their effectiveness for YEARS to come.
Tell them thanks for the input, and do them anyway. Some will like them after a couple of weeks, and ALL will benefit within a month.
Sometimes (ALMOST ALWAYS! :-) ) you have to choose effectiveness over popularity.
Mark, thanks a lot for your
thanks a lot for your responsiveness and very valuable input. I'll try to do so.
I'd kindly like to ask one additional question:
I asked them in advance to any one-on-one or personal visit
to provide me with a summary of their
current projects, their actual role in that projects and customer
contacts in order to learn more about their strengths and possible
opportunities both to expand our engagement with that company
and possible ways to "align" them a bit more into my possible
projects, I will drive in the future, where I will definitely need
good people and their experience. Of course, only if they would be
interested and the relationship with the current customers wouldn't
take a lot of harm because of disruption.
I gave them a deadline of 3 weeks to accomplish that taks
(in a friendly, not threating manner), and told them not to invest
more than 1-2 hours of their time for that "briefing letter" in order
to proactively avoid "unwillingness" or "anger" at their site because
of spending too much "not-billable" time.
I also told them, that I'd like to make an onsite visit to both see their
solutions working (those only work onsite cause of needed
IT-backend infrastructure), because I am really interested
in the technologies they used and in the actual user experience
(GUI etc.) and because of the "social" aspects, to get a feeling
how they integrate with the customer's staff.
Was that a good approach to go in your eyes, or do you think
it's a bit to "offensive" or "intrusive"? What would you recommend
me to do better or instead of?
Thanks again for your expert help!
Albersma- If that was what you did
If that was what you did to introduce one on ones, it wasn't a good idea. That sounds like a delegation, a task, and you're using the one on ones to check up on them. That's not one on ones are for.
Mark, thanks again for the quick
thanks again for the quick reply! Yeah, maybe I stepped-in in a kind of too massive approach. I just wanted to show my presence and interest, not any kind of "I must impress people and show, who the future boss will be". I like cooperative style.
Ok, thanks anyway again!
Is there a good way to introduce
Is there a good way to introduce yourself to your team in an effort to "fit in"? For example, I start my job as a new manager in about 3 weeks. How should day one go besides filling out paper work etc..? Any advice on meeting the team.. thoughts ice breakers, etc..? Thanks.
Dr. Maltz- Yes, there is an
Dr. Maltz-
Yes, there is an effective way...its a future show, promise...but it won't be out in the next few weeks.
Don't do paperwork. Shake hands. Make no sudden moves.
Tomorrow is my first day as a new
Tomorrow is my first day as a new manager in a department that I've been a worker in, I have heard alot about the first 90 days and was so glad to hear this outlline, there are changes that need to be made, but going slow is a now going to be in my thinking process.
Fitting in maybe a struggle, but diffently worth trying,I had planned on my one onone's with in the first week, and will be using your guidelines.
GO SLOW. FIT IN. One on
One on Ones.
Good luck!
This podcast is great! Im a
This podcast is great! Im a new manager and would want to have a good start in managing people.
I thank my boss for introducing your site to me. This would help me become a successful employee.
The Manager Tools Guidelines For New Managers
Did the rest of the casts for this series ever get done? If so, I can't find them. I'm curious what you guys have to say about introducing yourself, getting to know your new reports, and your new reports' reports. I also would like to get your perspective on setting expectations, communicating plans (even if the plan is to not do much initially), etc.
response to RLFLYNN
I, too, am looking for the list of podcasts in "The Manager Tools Guidelines For New Managers" series. I assumed they woud be aired in order, but I am not sure that was the case. Does anyone have the complete list? Please note that I am aware of the "Basics" and have listened to them all. I believe THIS series to be comprised of a different set of podcasts.
Folks, Sorry for the
Sorry for the confusion. There is not another "series" in the sense of a set of podcasts. We'll be rolling out more on the topic of New Manager guidelines over time. I suppose that once we have a number of them, we'll then put them into a published series.
Hi Mike, Thank you for the
Hi Mike,
Thank you for the always relevant and solid information Are there more episodes targeting new managers? If you're not ready yet to start a "series", could you may be introduce a new tag for the ease of discoverability? Something like "new_manager".
Any update on a published series?
Hello Mike,
I have started a new role as a manager and I was hoping to find the "published series" you eluded to in your comments above. Any progress since your last update?


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I Was Just Thinking...
Hope for the heart
Lois Wauson is responsible for this content, which is not edited by the Wilson County News or wilsoncountynews.com.
January 8, 2011
1690 views
6 comments
Sometimes a day begins on a low note. Dark clouds, dark day, and dread. But something happens that is "hope for the heart".
This day began with trepidation for me. I was going to San Antonio, 30 miles away, for an appointment with the eye doctor so they could "measure" my eye for cataract surgery on Feb. 8th. Liz got off work from her night job in San Antonio working from 3:30 PM yesterday to 8:30 AM this morning. I had called Rocia to stay with Julie while we were gone (Liz had to drive me, because I don't drive in the city with the horrible traffic and cloudy eyes), so I felt relieved not to leave Julie alone again (remember she fell before Christmas and had a black eye and bruised face - and bruised foot all through the holidays).
So Rocia was there and we headed to the city, with the weather drizzly and dark, with intermittent rain all the way to the city. We found the office finally on McCullough almost downtown,( with the GPS it still was hard to find) in the old section of San Antonio, and I found out the Eye Center is in an historic old house which had been restored with permission by the San Antonio Conservation Society. Wow..this house was awesome. This is where i will have surgery next month. I would love to go through it - all three floors! The receptionist told me the doctors had bought the old house next door and was beginning to restore it too. I love old historic homes.
When I came out from my exam, Liz was talking to these two ladies in the waiting room who were waiting for their mother, who was having surgery. Of course Liz introduced me and as usual Liz is like my literary agent, introducing me, "Lois is a writer, she has written two books and writes a column for the paper called Wilson County News in Floresville". I tell Liz maybe I should start paying her for being my agent?
As we talked to Grace and Phyllis, I found out their mother had Alzheimer's and Grace had quit her job, to care for her mom at Grace's house. She was going through so much ... it was hard for her and she began to cry several times as she talked about the things her mother was doing. I guess God sent us to have that divine appointment with them, because I knew just what Grace was having to cope with. and she asked me if I had ever felt guilty and bad, if I would get frustrated at times and she would feel so guilty. I told her I knew what that felt like, because I felt like that some times. The next 30 minutes I talked to Grace and shared with her some help that she could get at places, like the Alzheimer's activity place, that Eddie went to (Grace Place). or AACOG who has an agency on aging and help they could get.
I told her I was going to send her my book, Looking for a Silver Lining, that maybe it would help her to look for something good in her situation. It is difficult - I know how she feels. She feels so frustrated. Especially when her mother tells her children Grace has not fed her all day and she is hungry! And then they call her and fuss at Grace for not feeding her mother. As usual, with a short term memory loss, like that, they forget they have eaten! Eddie used to do that all the time!
When we left there, both women hugged us and kept saying God had sent us there this morning. Grace told us that all morning she had been in tears and about to have a nervous breakdown. Now she said she felt so much better, because she felt hope and help was on the way. Liz and I went down the steps smiling and laughing at how God orchestrated the appointment. Liz got to be friends with Phyllis and had made a new friend. And I had made a new friend too. I mailed Grace my book today. I hope it helps her.
Besides that, I found out that Grace and her mother lived in Dellview the old neighborhood that Eddie and I lived in for 10 years...where we bought our first home! She has lived there over 20 years. I felt like i knew her all my life! After all she was like a neighbor....sort of...
Wonder what God has in store for me tomorrow?
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Your Opinions and Comments
Lois Wauson
Floresville, TX
January 12, 2011 10:14am
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Thank you so much Senior Citizen! It's people like you and 4th Generation and Elaine, that keeps me writing!
Senior Citizen
Wilson County
January 12, 2011 8:48am
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What an inspiration you are, Lois! You always manage to lift us up with your column.
January 9, 2011 5:41pm
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Oops, now people know who "interested in Poth" is! So I will have to use my real name for now on. But s'pose they already suspected. Ha. "interested" ...
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Oops, now people know who "interested in Poth" is! So I will have to use my real name for now on. But s'pose they already suspected. Ha. "interested" is now disappearing!
January 9, 2011 1:59pm
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Dear Mr. 4th Generation:
Thank you for your kind words. Now I am not worried about cataract surgery! I am looking forward to it, I know the Good Lord will take care of me! ...
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Dear Mr. 4th Generation:
Thank you for your kind words. Now I am not worried about cataract surgery! I am looking forward to it, I know the Good Lord will take care of me!
As for Georgetown, I have never been to downtown Georgetown. I know some of my ancestors for from there and I need to go to the courthouse and look things up! Yep, I love old houses. That house in San Antonio had beautiful woodwork and stairs and hardwood trim! I took a few pictures of the inside.
Alzheimer's Disease is a terrible disease, because it steals the memory and wipes it out. I learned to cope by laughing a lot and my husband began to laugh at things he would say and do too. It made it easier for him, and me and my grandchildren especially to cope with their grandpa's strange behavior. They would tease him, and he would laugh and they would all laugh with him. Maybe to some people it seemed cruel to laugh, but what are you going to do...cry? Get mad? What would that help?
You have the right idea! That is something to smile about. A silver lining in a dark cloud!
thanks again for writing.
4 th Generation Texan
Sutherland Springs
January 9, 2011 1:18am
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Dear Ms Wauson, I love your reminisces (spelling?) and recollections. Thanks for your lovely contributions to the WCN. Just 2 or 3 little tidbitsd: 1) I had cataract surgery ...
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Dear Ms Wauson, I love your reminisces (spelling?) and recollections. Thanks for your lovely contributions to the WCN. Just 2 or 3 little tidbitsd: 1) I had cataract surgery about 3 years ago and it really is nothing to get queasy about. After the doctor puts that juicy in your veins to relax you hardly remember anything...I am usually terrified of anything to do with medical procedures, but it turned out to be ok...but a word of caution, it will change your vision...it won't be the same as before but it will be very manageable...I found a really good optometrist that fit my left eye with contacts (the right one got the surgery) so that I could focus and see...the new contacts are so easy to wear, cheap (about $20 for a case of 6 which are useable for about 2 weeks each), and are so comfortable that they do not require any kind of 'getting use to them' period.
2) I am a realtor in the Austin Area and use to live in Georgetown which is loaded with old historic houses built in the late 1800s many of which have been restored. And, I have had the opportunity to tour many of them and even show a few clients some that were for sale. Seeing the hand carved mantles, staircases and other areas handcrafted of wood by late 19th century craftsman has been really a treat for me. And, I share your love of old houses...homes are just not built that way anymore.
3) And, a funny story (if there really is such a thing) about an aunt that developed altzheimers...she has since passed away, but the story is still amusing...at least to me anyway. Aunt B was a very sturdy old woman of tough, German stock...you know the type...she climbed upon her roof and replaced it, she managed her farm after her husband died, she remodeled her bathroom all by herself...Well, in the last 10 years of her life, she developed that nasty memory disease ( I got this little story from her daughter)...about 4 years before she passed, I inquired as to her health. "Well", chuckled my Cousin, "Mama is in better health now than ever...During her life on the farm, she developed a taste for lots of meat, candy, chips and the like. But, now that she has altzheimers, the nurses give her lots and lots of healthy food including vegetables which she has always hated, but since developing altzheimers, she does not remember that she hates them. And, as a result, her physical health has greatly improved"....well, that may not be a belly laugher, but I always thought it was humorous.
Thanks again for your soft entrance in our daily lives with your memories, insights, and warm/fuzzy stories...I know that I can always count on you for an entertaining paragraph or two.
Elaine K.
January 8, 2011 4:37pm
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Beautiful as always, Lois!
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How 'bout them apples?
Do middle class folks really need ostentatious displays of wealth?
Sam's Club thinks I deserve luxury. Specifically, the retailer thinks I deserve a pair of Granny Smith apples dipped in caramel, rolled in pecan pieces and drizzled with three kinds of chocolate. This particular luxury would cost me $18.22 -- plus shipping, since it's available only online.
The two-piece treat was one of several items highlighted in an e-mail whose subject line read, "Luxury You Deserve At Sam's Club." That got my attention because I'd just read a review of a new book called "Deluxe: How Luxury Lost Its Luster."
Back in the 19th century, the "luxury" trade was small and aimed squarely at European aristocrats. Now it's big, big business and marketed to the middle class. For example, the author mentions a secretary who's saving to buy her second Prada bag.
She's putting money aside to buy a purse. She's not saving for a down payment on a home, startup funds for her own business, tuition to further her education or, God forbid, retirement.
It's a handbag, people. It carries tissues, ChapStick, subway tokens and a wallet that's a lot lighter since luxury became not affordable -- because then it wouldn't be luxury, see? -- but at least attainable by the common folk.
It don't mean a thing if it ain't got that bling
The devil may or may not wear Prada, but I betcha he bought stock in the company. A quick look online for Prada purses showed a basic leather shoulder bag for $1,240 and other styles going for upwards of $2,500. Or maybe even more; I quit looking because I felt slightly queasy.
As long as the rich people who make this stuff can convince the rest
of us that we need this stuff, then the rich will get richer and the
rest of us will get nowhere.
Americans are drowning in a sea of red ink, yet we continue to lust after expensive accessories, designer clothing, new cars every couple of years. "You deserve the best of everything," the ads whisper. If we don't redecorate our McMansions, buy season tickets courtside and go to the priciest restaurants, how will people know we've made it?
For what it's worth
Let me answer that question with a question: Why do we think personal worth is validated by the display of net worth?
And here's another one: Why are the people who define "success" also the ones who package and sell it? Heck, some of them even offer in-house financing.
There's nothing wrong with wanting things. But there's plenty wrong with letting someone else decide what you should want. Other people's notions of the luxe life are turning us into a nation of indentured servants shackled to credit-card debt. Buy now, pay for years.
If I wanted to purchase those caramel apples, I suppose I could. But I don't "deserve" them. It's darned dangerous for us to start believing that because we work hard, we must cosset ourselves with ever-pricier rewards. That way madness lies. Insolvency, too.
If you want to buy them, hey, go ahead. But buy them because they sound tasty to you -- and because you can afford them. Don't go into debt to buy two apples daubed with sugar. Or a purse stamped with someone else's name.
Published Oct. 4, 2007
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I am a very sloppy and impatient seamstress. I cut important corners like ironing and basting, yet the end result here still looks great. This muff took me less than 2 hours to make and cost me nothing, because I used an old coat too ugly and stained to donate, and a scrap of fabric I had lying around.
Step 1: Materials
Any heavy fabric will work. You can use velvet, fake fur, or even real fur if that's your thing.
My sister and I had muffs as kids and we loved them. I will use your instructions to make her one as a surprise, she will love it! Thanks for reminding me about how great they are.


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The trial continued Wednesday for a Toledo woman accused of killing her infant son at the end of 2012.
Toledo Police say Amanda Bacon threw her 6-month-old son, Avery, in a raging outburst at an apartment on Alexis Road back in December 2012. Bacon and another man brought the baby into the emergency room with severe head injuries, including a fractured skull. The baby died a few days later.
Bacon has been charged with aggravated murder.
Opening statements were held Wednesday morning. Shortly after, 12 jurors and two alternatives toured the site of the death for about an hour.
Pictures of the injured baby were shown. The state wanted to make the jury realize the skull fractures were not from a simple fall. The prosecution hammered into the jurors' minds that Bacon told several different stories on how baby Avery was injured.
Two people took the witness stand to testify: a physician's assistant and a doctor from Mercy St. Ann's Hospital. The pair had observed and treated the boy's head injuries.
The trial is expected to wrap up by week's end.
Read more on the case:
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There were many reasons Georgia State's football team slumped to a 1-10 record in 2012, according to Bill Curry, who retired from coaching after last week's loss at Maine.
• Injuries wiped out the defensive line.
• Inexperienced quarterbacks.
• A spiritual disconnect.
All three combined to take what could have been a happy send-off for Curry and from the Colonial Athletic Association, instead turning it into a "what are we in for" dread with the team next year moving to the Sun Belt Conference, where the competition will be tougher.
Curry took the blame for the failures.
"Each of us can share responsibility but the head coach is primary," he said.
The good news is just 12 players used up their eligibility, meaning the next coach, whom athletic director Cheryl Levick hopes to hire sooner rather than later, will inherit a roster that has gained a lot of experience. The bad news is the team's record has gotten progressively worse, leading to questions of how much good will that experience be and how can it be applied within the next coach's system?
As the season continued its downward spiral, the problems became a chicken-or-the-egg thing: was the offense's lack of punch in the first half (outscored by 160 points) of most games putting the defense in bad situations, which caused the team to consistently fall behind? Or was the defense constantly getting blitzed early, forcing the offense to abandon its game plan? Either way, it turned into a cycle that fed on itself in most games, resulting in the team losing by an average of more than 20 points per game.
After going 3-8 in 2011, the team needed to replace its defensive coordinator and quarterback, which was a carousel. Anthony Midget was promoted to lead the defense and redshirt freshman Ben McLane beat Kelton Hill for the starting quarterback position. Hill was the presumed starter after playing well in the final few games of the 2011 season. But McLane looked polished in the drills, completing pass after pass.
Curry and offensive coordinator John Bond expected that McLane, accurate in practice, would complete 65 percent of his passes in the games and that running back Donald Russell would surpass 1,000 rushing yards. The defense changed systems, adopting a 4-2-5 that would take advantage of the players' speed, which should have resulted in more big plays.
None of those things happened.
McLane, who struggled with accuracy and turnovers (remember the fumbles at Tennessee) was replaced by Ronnie Bell, another redshirt freshman, and then won the job back when Bell proved inconsistent. In between, Hill was moved to defensive back/safety for a week before eventually moving to wide receiver.
McLane, who settled down in the last half of the season, and Bell each completed 50.7 percent of their passes (odd, I know). They combined to throw 21 interceptions.
Russell, a senior, had a chance to crack 1,000 yards before suffering a season- ending injury in the loss to Villanova. He finished with 747 yards. Travis Evans replaced him after the injury and finished 323 yards. He has one year of eligibility remaining.
Both quarterbacks showed promise when the wide receivers weren't hurting them by dropping numerous catchable balls. McLane hit Albert Wilson for several big plays, including a 93-yard touchdown pass against the Monarchs. But it wouldn't be surprising to see Hill moved back to quarterback by the next coaching staff. But much will depend upon the type of offense that is used. All three may be pushed by Oshay Carter, a long-time commitment to the Panthers.
"We needed consistency in the quarterback play," Curry said. "We got it at times, but we needed it all the time. I'm not blaming the quarterbacks, I'm blaming us."
Fans were critical of Bond all year, who seemed to prefer using the pass to set up the run, which looked like the strength of the team in preseason, rather than the run to set up the pass. At the time, Bond faced a tough choice: Russell seemed like the best weapon on offense, but the wide receivers, when healthy, were talented and deep.
The wide receivers were also hurt by injuries. Danny Williams missed several games because of an injured ankle. Jordan Giles suffered a season-ending shoulder injury in week 2 against the Vols. The group is supposed to return intact.
The line was also suspect, allowing 28 sacks and creating holes that led to an average of 3.4 rushing yards per game. All five starters return.
While the offense had its share of injuries, the defense was decimated, particularly the line, which started with so much hope. The group was strengthened by the offseason transfers Theo Agnew (Massachusetts) and Nermin Delic (Kentucky) until the NCAA ruled that Delic couldn't play.
Agnew was moved from tackle, his natural position, to defensive end, where the squad was thin. Injuries then wiped out most of the line. First, tackle David Huey suffered a season-ending injury. Tackle Joe Lockley didn't play in the last few games because of an injury. Terrance Woodard played the last half of the season with one healthy ankle, which affected his ability, but he was still considered the unit's best player. Agnew was moved back to defensive tackle for the final few games, forcing the coaching staff to make all sorts of changes to cover, including moving a tight end to defensive end. The line won't lose anyone and should benefit from the addition of Delic as well as the experience that several freshmen (Melvin King, Lockley) earned.
"We couldn't afford to lose those people in droves," Curry said, nothing the team doesn't use injuries as an excuse before saying that "we ran out of guys, literally."
The linebackers, a group composed of mostly undersized players, had trouble at the point of attack because of the injuries to line, leaving them to try to take on blockers. Partially as a result, the defense gave up an average of 235.5 rushing yards per game. The linebackers lose just two players.
The secondary, expected to be the strength of the defense, was also affected by the injuries. They struggled at the beginning of the year, starting with cornerback Isaiah Howard getting burned for a 72-yard touchdown on South Carolina State's first series. Howard was later kicked off the team for a "violation of team rules," shortly after he sent out a series of tweets criticizing Georgia State's athletic administration. Because the defense couldn't generate a consistent pass rush (10 sacks), which left the secondary exposed (10 interceptions; 234.6 passing yards per game). The unit will lose two starters in the secondary.
The special teams showed improvement, with punter Matt Hubbard taking over that role and having a year that could result in national awards. He averaged 42 yards per punt with a 37.4 net-punt average. Wil Lutz took over the placekicking duties and hit four of his seven field-goal attempts. Both players should return.
Lastly, Curry rued his inability to connect with the team, saying that he could never make the players understand the urgency they needed to play with.
"The kind of thing where you suck it up no matter what, and keep on going and play lights out no matter how discouraging it seems," Curry said. "We never developed that and that's my responsibility."
There's one more thing that may have contributed to the results of this season: the strength and conditioning program in 2010 and 2011.
Before Ben Pollard was hired to take over that area in July 2011, the voluntary offseason workout program was focused more on improving endurance than improving speed, quick-bursts and power, the actions that define football plays.
The NCAA mandates that offseason workout programs are voluntary. No attendance can be taken. No coaches, other than the S&C coach, can attend.
But coaches didn't need to attend those sessions to see the results on the practice field. Curry said that Pollard wouldn't have been hired had he been satisfied with what was going on. It was more evident when earlier this year Lockley, a freshman, was already the strongest player on a team that had 12 seniors and more than 25 juniors who had been in the program for at least three years.
Curry acknowledged earlier this week that the lack of the cumulative effect of three years in a program like Pollard's may have been a factor in this year's results. But he hoped that the "tremendous work" done by Pollard and the players earlier this year would lead to improved results.
"This offseason was so terrific that we felt like we made up a lot of ground," he said.
Curry believes that next year's team has the potential to turn around the program's direction, as long as the next coach "keeps the hammer down" and does things the way he wants them done.
"They don't practice like a losing team," he said. "They will come out and work hard. Continue to build on that and continue to emphasize that the next step for this program is to take the practice performance into games."
November 14th, 2012
10:32 am
Only place we can go at this point is up. I don't expect to win the Sun Belt Conference next year nor do I expect us to get blown out of every game. Competitive games and a sign that the program is advancing and not regressing is OK for the first year of D1 football with me. Good luck whomever our new coach is!
November 14th, 2012
10:48 am
Sounds like you are setting yourself up for disappointment E-Roll.
November 14th, 2012
11:33 am
practice? we're talking about practice?
November 14th, 2012
12:33 pm
Anyone could see this coming – a huge step up in competition going into the CAA! Look for another 10 losses next year in D-1. You can't just build a program overnight. Hiring the right coach who can convince some of the ATL high school talent to stay at home will be vital!
November 14th, 2012
12:56 pm
Anyone heard any names for the coaching position?
November 14th, 2012
1:00 pm
Cheryl said I performed very well in my interview on September 8th. See you again soon, Panther fans.
November 14th, 2012
1:31 pm
I will soon be available once the Hawgs season is over, but remember- I am bankrupt, so I'll need a big contract! Seriously, Ga State has bitten off more than it can chew by moving up too fast. The Sun Belt is cetainly better than the Colonial, and I'm not sure GSU can even win one conference game next year. I believe a coach who won an NCAA FBS national title just two years ago will soon be looking for work.
November 14th, 2012
2:18 pm
I would hope the new coach has no Curry connections.
November 14th, 2012
2:53 pm
So I have a question, I went to the other GSU school. "The other school" has been trying to move up to 1-A status for a long time now at least from what I read online, however G State went to 1-A status just last year and now they are moving up to another conference already all this quickly? How come they are moving up faster than the other GSU school? Is because of finances or because they play in the dome? I have heard they average less in attendance at games then the other GSU but still are in 1-A and not 1-AA?
Just curious for Mr. Robinson opinion on this. I like UGA the best out off all the colleges in Georgia anyway.
Happy Wednesday!
November 14th, 2012
3:17 pm
All based on potential and we have more of it in Atlanta. That being said, people like you at Georgia State and Georgia Southern are the reason both schools aren't more successful…"I went to Georgia Southern, but I like UGA best out of all colleges in Georgia anyway." Sad…very sad. This isn't professional sports, support the school you went to.
November 14th, 2012
3:43 pm
GSU or GSU……your mom called. She left your lunch (soup and sandwich) by the computer in the basement. Dude, stick to the comic book websites….your knowledge will show up better there.
November 14th, 2012
4:07 pm
I'll be available after December 1st. I like Atlanta. Great place.
November 14th, 2012
4:08 pm
Why in heaven't name did the Leadership ? At Ga State think it would be a good idea to start football? Any why would they want to move to a more difficult division? Big waste of students' money for the athletic fee they charge and for the school as a whole.
November 14th, 2012
4:41 pm
GSU should have focused their energy on building a superior hoops program. Can anyone tell me the average attendance at the football home games? I suspect we would be better served playing at Grady High School.
November 14th, 2012
4:45 pm
Has a team ever joined a conference, played a full season, won only one game and left????
Hilaraious, and pathetic. Go Georgia Southern !!!!!!!!!!!!!!!!!!!!!
November 14th, 2012
6:05 pm
We do have a good basketball program you idiot. So I guess Ga Southern should quit playing basketball with your logic because their team is awful. State plays Southern again this year and will beat them easily that is if they have a team. State beat them by 20 points last year.
So GSU Alum what do you have to say about that?
No response…………………………… begin CPR
November 14th, 2012
6:12 pm
Are you really criticizing Georgia Southern's basketball team? You were down 36-2 to BYU last night. Your team is 0-2 and sucks. But hey, at least both of your teams can enjoy their losing seasons together.
November 14th, 2012
6:13 pm
Not to worry!!!!!!!The Athletic Dept will have a full year to get that 'Game Experience' atmosphere to a fever pitch. They won't sell any tickets but those that do come will love the atmosphere!!!!!!!!!! Thats PRIORITY ONE, so they claim. Can anyone say, 'cart before the horse'?
November 14th, 2012
8:53 pm
As a GA ST alumni, It's a sad day in muddville…. They have already fallen behind with the class of 2013….. Cheryl, if your contract was based on performance, you woud be owing us money……Still can't believe the 2,500 clothing allowance.. come on woman… are you kidding, taking advantage of your position….
November 14th, 2012
11:30 pm
Bond sucks
November 14th, 2012
11:47 pm
Where's GSUBen(ster)?
November 14th, 2012
11:48 pm
Where's GSUbaseballalumy?
November 14th, 2012
11:48 pm
Where are all the chest beaters?
November 14th, 2012
11:50 pm
You know you lost fans by trashing Tech?
November 14th, 2012
11:51 pm
And BTW Doug, you forgot to set the clock back.
November 14th, 2012
11:54 pm
Oh well, rest assured that no Tech fan will ever waste their time watching the panthers. Even if they were interested. Good job!
November 15th, 2012
12:21 am
Derek Dooley?!? Please no.
That's the kind of stupid idea that only comes from panthertalk.
November 15th, 2012
1:19 am
And your lousy coaching record cept for the 3 yr Bama stint with Perkin's boy's.
November 15th, 2012
9:37 am
U mad, bro?
November 15th, 2012
9:40 am
Just saying……. I don't belive the $2,500 allowance is excessive. It is common practice for that level of executive to ask for and receive.
November 15th, 2012
12:45 pm
Nice write-up, Doug. I'm keeping the faith and, at the very least, enjoying the positives we've been able to see as a result of the changing athletic focus over the past few years.
November 15th, 2012
3:38 pm
Bond sucks
November 17th, 2012
2:14 pm
If this years team played the first season schedule, the record would have been better. They played a slate of top 20 BCS teams and got spanked. Things wil get better over time.
November 17th, 2012
6:55 pm
Curry in no way was responsible for this season. No coach with that schedual was going to win. It is all about starting a program. Play as many king kongs and get your brains beat in and collect the money and invest for the future is the goal.
November 20th, 2012
12:50 pm
State… Hire Brian Van Gorder…he will looking for work soon. He can send your program back to the Stone Age.
November 20th, 2012
2:38 pm
I will also be coaching football next year, thank you.


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Health & Balance
What's Zapping Your Energy?
Sure, we all get draggy from time to time. A sleepless night here and there, a stressful day at the office, or one too many Krispy Kremes can take their toll. But when you're constantly feeling drained, it might be time to look at what's bringing you down. Check out these energy zappers and see how many apply to you.
(Is your energy being zapped?What other things do you find pull you down during the day? Share with others on WebMD's Health Cafe board.)
Sleep Disorders Videos
Related Slideshow
1. Sugar
Sugar provides quick energy, but after picking you up, it drops you hard and leaves you looking for more, says Debi Silber, MS, RD, president of Lifestyle Fitness Inc. in New York.
One key to cutting back on sugar is having the right food with you so you don't head to the nearest vending machine. "The best intentions go out the window when you're not prepared," says Florida nutritionist Pamela Smith, RD, author of The Energy Edge. Smith tries to make sure she always has healthy snacks on hand, and she advises making sure they contain at least 1 to 2 ounces of protein to keep your blood sugar stable for several hours, combined with a complex carbohydrate to give you a quick boost of energy. Here are a few of her favorites:
- Whole grain crackers and low-fat cheese
- Fresh fruit or a small box of raisins and low-fat cheese
- Half a lean turkey or chicken sandwich
- Plain, nonfat yogurt blended with fruit or all-fruit jam
- Small pop-top can of water-packed tuna or chicken with whole grain crackers
2. Caffeine
Caffeine can also leave us "tired and wired," Silber says. "If we need sleep and we choose caffeine instead, we continue to throw off our natural sleep cycle. If you find that too much caffeine -- whether it comes in the form of coffee, tea, cola, or even chocolate -- is keeping you from getting a good night's sleep, switch to decaffeinated varieties of your favorite beverage (and cut back on the chocolate), says Joyce A. Walsleben, PhD, director of the Sleep Disorders Center at the NYU School of Medicine and author of A Woman's Guide to Sleep: Guaranteed Solutions for a Good Night's Rest.
3. Exercise (Too Little or Too Much)
When it comes to fitness, there are two ways to zap energy, Silber says. The first is by not exercising. "Exercise energizes us physically, mentally, and emotionally," she says. "Without it, we're naturally more sluggish." Exercise also enhances our mood by increasing the release of endorphins, a "feel good" chemical that increases energy levels. On the other hand, too much exercise also presents a problem. Overtraining depletes our energy reserves, breaks down muscle, and eventually makes us weaker, not stronger. Overdoing the workouts also suppresses the immune system, which in turn reduces our resistance to bacterial and viral invasion, Silber says. "We're more vulnerable to illness, which further zaps our energy as a result," she says.


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Juke Van Oss 9:30 AM - 11:30 AM
On Air Now.
On Air Now.
American Horror Story has said from the beginning that each season would be completely disconnected from the season prior, which i...Read More »
Our world is getting bigger. @AMC_TV has ordered a pilot for #TheWalkingDead companion series. For more: ...Read More »
Read More »
Should be an interesting year! Alfonso Ribeiro - Fresh Prince of Bel Air Lea Thompson - Back to the Future Sadie Robertso...Read More »
I think Pat should've patted him down more!Read More »
Did You See The "FRIENDS" Reunion On Jimmy Kimmel Live?Read More »
Are you a Pretty Little Liars fan? I am not going to spoil the Fatal Finale for those of you that haven't watched it yet I w...Read More »
First Boy Meets World gets a second life and now Full House! I love it that TV execs are trying to bring back these great 90's sho...Read More »


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UNDATED (WHTC) -- Recovery efforts continue in the Philippines and a company that got its start locally is lending a hand. The American Red Cross of Michigan is reporting that Meijer has donated 25-thousand dollars to Red Cross relief efforts after Typhoon Haiyan. The American Red Cross is helping families in their efforts to reconnect with missing loved ones in the Philippines. Only inquiries meeting the following criteria will be accepted: Sought persons living in the affected areas who were in regular contact with relatives in the U.S. before the disaster occurred. If you'd like to donate to the effort, you can do so at redcross.org or call 800-RED-CROSS.
Story by: Diane E Coston


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The purpose of the Bachelor of Arts Degree in Music is to prepare well-rounded musicians for a wide variety of creative and professional opportunities that may include graduate studies, arts business and administration, private education, journalism, careers in performance and composition, and a variety of related fields.
Bucknell's BA in Music shares a common core of courses in History, Theory, and Applied Music with the department's professional degrees in Performance and Education. Students complete their programs of study by selecting additional courses from a wide range of offerings in various subfields of music, including Composition, Performance, History, World Music, and Jazz Studies, Conducting, Education, and Theory. This provides students with a significant amount of flexibility within the liberal arts model, encouraging them to explore music's many subfields and their interdisciplinary intersections.
The major in music consists of ten courses distributed as follows:
Two additional courses chosen from advanced theory, history, and solo performance, or any additional music course approved by the adviser. A minimum of eight semesters of private lessons is required.
Bachelor of arts majors in music are expected to participate in one or more of the vocal or instrumental performing organizations of the music department for all semesters in residence. All students, regardless of degree program, must attend a minimum of ten approved recitals/performances each semester, for a total of six semesters, in order to satisfy degree requirements.
All students, regardless of degree program, must satisfy requirements of the College Core Curriculum. All music degree programs require 13 credits of College Core Curriculum courses. Bachelor of Arts students will meet the three intellectual competency goals (writing, speaking, and information literacy) within core coursework required for all degree programs.
The following links are virtual breadcrumbs marking the 27 most recent pages you have visited in Bucknell.edu. If you want to remember a specific page forever click the pin in the top right corner and we will be sure not to replace it. Close this message.


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Once a woodcarver, Chinese artist Wen Fuliang lives in Shaanxi province where he transforms chicken, goose, and duck eggshells into incredible (and incredibly fragile) works of art.
Wen Fuliang has practiced the delicate art of eggshell carving for over ten years. The work is done "using a fine diamond bit on an electric rotary tool. The artist sketches a design on the shell, which has been carefully emptied of the yolk and egg white with a syringe. They must then gently but securely hold the egg shell in one hand, the rotary tool in the other and slowly carve away the design in an incredibly time-consuming and skillful process."
[via Neatorama and Dailymail.co.uk]
Source neatorama.com


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The COMPASSION Journey
Welcome to www.solanocompassion.org. You have arrived here because you are wondering what this is all about. It is about compassion. Compassion here in our community. Compassion in Solano County. Compassion for the most vulnerable among us.
"It's not hard to create a ghetto," said Bob Lupton, Atlanta Community Developer. "Just remove the capable neighbors. To produce a substandard school system, withdraw the students of achieving parents. To create a culture of chronically dependent people, merely extract the upwardly mobile role models from the community. That's what happened in thousands of communities across the United States."
You have decided to stand up and say, "No! Not in our community." And we applaud you. You can be that role model that engages our community for change, empowers the dependent of our community for change, and equips the vessel that is driving that change—Mission Solano.
If you have come this far, come a little further.
Compassion is what drives us at Mission Solano. And compassion, and maybe a little curiosity, is what drove you to this site. We hope you will take one more step and finish the journey by helping us to take compassion to the streets, establish community care and hope for men, women and children of Solano County.
Help us continue to create a culture of self-dependent, socially, economically and spiritually redeemed "upwardly mobile role models for the community." This is compassion at its core!
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A record 326 tonnes of cobalt worth $10 million were traded on the London Metal Exchange on Monday December 19, the LME said.
In December, 933 tonnes of....
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We recognize that it takes time to learn to make good, quality steel. And we're not underestimating the need to do that and do it right.
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Tokyo Skytree Turns One
See more photos of the Skytree by browsing the 東京スカイツリー (Tokyo Skytree) and 東京スカイツリー 天望デッキ location pages.
One year ago today, the Tokyo Skytree (東京スカイツリー) officially opened to the public. Standing 634 meters (2,080 feet), the Skytree is the tallest tower and the second largest structure in the world. The Skytree took four years to build and in the last year alone over 6.3 million people visited the tower—many capturing the experience on Instagram.


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13th Sept - 26th Sept 2013 Visit the very best of South Africa. This trip is not just about exploring the wildlife, it's also for those interested in cultural heritage and spirituality too. read more
Southerm African Safari
Our hotels not only combine the best of contemporary lifestyle with classic traditions and service, but also offers a warm, personal experience. Whether you are visiting Peru for business or pleasure, we hope you will enjoy the comfortable atmosphere, beautiful surroundings, and professional service. read more
Accommodation in Cusco
Going to Peru is always a transformative journey of the body, mind and spirit. It is a land of vast contrasts, from the heady power of the Andean Mountain range, to the tranquillity of Lake Titicaca, to the hustle and bustle of Cusco, an ancient and timeless city nestled in the fertile valleys. read more
Amazing Adventures
Another Planet offers a variety of Sacred Plant ceremonies and Mystical Tours in Peru. You can experience both San Pedro and Ayahuasca, two incredibly powerful plants that heal on all levels - mind, body and spirit. read more
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Spend 16 days traveling across rolling desert, grassy highlands, remote villages, islands, and stunning beaches! read more
Peru Panorama
An exciting 8 day tour of Peru's top spots, perfect for those with limited time. Includes visits to Lima, Cusco, the Sacred Valley and Machu Picchu read more
Taste of Peru
An adrenaline filled 10 days for true adventure and nature seekers! Includes Inca Trail, Machu Picchu, River rafting and mountain biking in the Sacred Valley. read more


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- Sam Ash Gift Guides
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NHLPA Executive Director Paul Kelly told the Team 1040 radio in Vancouver on Thursday that revenue sharing and untapped Canadian markets could have a role in helping to ensure the future financial success of the NHL.
Kelly, who became Executive Director of the NHLPA in October of 2007, said a key goal for the union was to help ensure the financial success of every team in the league. He noted that if some current markets could not maintain a stable franchise, or if the NHL opted to expand again, Canada could be the land of opportunity.
"We're very supportive of the Canadian franchises, not only because of the history and tradition, but also because of the results," Kelly explained on the TEAM 1040.
"I mean the Canadian fans are like no others," he continued. "They're passionate, they come out and support it, they buy the merchandise, and they're knowledgeable about the sport. And it seems to us a no-brainer that if you're going to expand or you're going to relocate, that you first and foremost have to consider some of the major hubs here in Canada. You know, Winnipeg, Hamilton, Quebec City, perhaps Halifax if they had an arena that could sustain an NHL team. But I think there are locations in Canada that would strongly support the NHL game."
No matter where a team is located, Kelly said the union wants to make sure each club has a strong economic base, and he has some ideas about how that goal might be better realized.
"It will ultimately come down to the revenue-sharing system we have in the game," Kelly told the Team 1040. "I mean the haves - the big market teams - are doing very, very well financially, and they could probably do more in the way of revenue sharing to help out those teams that are in the bottom five or six on the list to help make them more stable financially.
"But long-term, the players aren't singling out any particular franchises and saying 'that's got to go'. They really would like to see all the existing franchises survive, if that's possible."


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The Oscar statuettes cost $400 each to make, but can sell on the open market for thousands.
How much is that shiny, gold Oscar statuette actually worth?
$1, according to Forbes.
Forbes reported that Oscar winners sign an agreement saying that neither they nor their heirs will sell their statuettes without giving the Academy first dibs — at the price of $1. This agreement has existed since 1950, Forbes noted, and any winner who won't sign it won't get their award.
But that hasn't stopped some post-1950s statuettes from selling.
Forbes said about 75 statuettes from after 1950 are believed to have been sold, and for well more than $1; the going price in the open market is as much as $1.5 million and rarely less than $60,000.
But what are the statuettes really worth?
CBS Moneywatch reported that each one, made of gold-plated pewter, costs about $400 to make. By comparison, a Golden Globe statue costs about $800 to manufacture, according to GenXRadio. In 2009, a Tony won by Gertrude Berg was estimated to sell for $1,000-$1,200, the LA Times reported.
That accounts for the raw materials, but not the boost that Oscar winners see after their victories.
CBS reported that the Best Picture winners net an extra $14 million in box office revenue after their win, on average. This year, the profit could be $15 million, or about 15 percent of total box office ticket sales, CBS said.
Talent agents and their clients have a stake in the awards as well. CBS said actors get about a 20 percent boost in pay in their next film after winning Best Actor or Actress.
Even nominees who don't win get an Oscar bump. Films that are nominated tend to see a spike in predicted profits and wider distribution. CBS reported that in the past four years, movies that were merely nominated but didn't win an award got $20 million extra in profits before the awards and $5 million more afterward, on average.
An Oscar isn't the only award with a big payoff for Hollywood. It turns out that Golden Globes mean a great deal more than Academy Awards at the box office for winning films. A Golden Globe win is worth $14.2 million on average (plus or minus $7.49 million), compared with $3 million (plus or minus $1.5 million) for an Oscar. Films get this boost after the awards show even if they are only nominated and do not win the award. Some of the big winners at the Oscars may profit more than Golden Globes winners.
Last year, Forbes reported that a Grammy can boost concert ticket sales and producer fees by 55 percent the year after it's won. For Bruno Mars, that meant making $130,000 a night from a concert to $202,000, according to Forbes.
Even Broadway gets a boost from awards. Gawker reported that the Tony Award winner for Best Musical in 2010 saw a boost in weekly profits of 50 percent (from $626,309 to $932,456).
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Quick Links:
Mailing Address:
Department of Toxic Substances Control
Chemical List Frequently Asked Questions
Candidate Chemical Database / Authoritative Lists / Chemical List FAQs
1. What chemicals are included on the informational Candidate Chemicals List, and the Group Member List?
The informational Candidate Chemicals List includes chemicals that exhibit "a hazard trait and/or an environmental or toxicological endpoint" and appear on one or more of the 23 "authoritative lists" identified in the Safer Consumer Products regulations (Cal. Code Regs., tit. 22, § 69502.2(a)). In addition to "standalone" chemicals, the informational list includes groups of chemicals. Some groups were taken from an authoritative list; in other cases, DTSC placed chemicals into well-recognized groups or created new groupings of closely related substances (e.g., parent chemicals and their metabolites; nitro PAHs).
The "Group Member List" contains a list of chemicals that are found in each group.
Please review "Exclusions from the Informational List" on the Chemical Lists page for more information on what is excluded from this list.
2. How many chemicals are on the informational Candidate Chemicals List?
This list contains ~1,100 Candidate Chemicals and groups (when standalone chemicals and chemical groups – but not their members – are counted). If all group members are counted, the informational list contains ~2,300 Candidate Chemicals.
Please review "Exclusions from the Informational List" on the Chemical Lists page for more information.
3. What's the "initial" Candidate Chemical List?
DTSC must develop an initial priority products list within six months after the SCP regulations take effect [Cal. Code Regs., tit. 22, § 69503.6, subsec. (a)].. DTSC may place a product on this list only if one or more Candidate Chemicals that are the basis for listing it as a priority product appear on 1) at least one hazard trait list (see "authoritative lists" page), and 2) on at least one exposure potential list. The "initial" Candidate Chemicals List is composed of Candidate Chemicals that meet these criteria.
Please review "'Initial' Candidate Chemicals Informational List" on the Chemical Lists page for more information.
4. How many chemicals are on the "initial" Candidate Chemicals List?
The "initial" list contains 153 grouped chemicals. When all individual group members and standalone chemicals are counted, there are 248 chemicals. (See the answer to FAQ #1 for an explanation of chemical groups.)
5. When will the informational Candidate Chemicals List be updated?
The Safer Consumer Products regulations require DTSC to periodically update the informational list to reflect changes to the authoritative lists [Cal. Code Regs., tit. 22, § 69502.3, subsec. (a)]. DTSC plans to undertake this review and updating process at least once per year. DTSC may also add or remove individual chemicals or chemical source lists to/from the Candidate Chemicals list, pursuant to section 69502.3, by adopting new regulations.
6. What is a Candidate Chemical?
The regulations define a Candidate Chemical as a chemical that exhibits a "hazard trait and/or an environmental or toxicological endpoint" and is either: (a) found on one or more of the authoritative lists specified in section 69502.2(a) of the regulations; or (b) listed by DTSC using the criteria specified in section 69502.2(b).
7. What is a Chemical of Concern?
A Chemical of Concern is a Candidate Chemical that is the basis for a product being listed as a Priority Product. See section 69501.1(a)(21) for the regulatory definition.
8. When does a Candidate Chemical become a Chemical of Concern?
A Candidate Chemical only becomes a Chemical of Concern when it is the basis for a product being listed as a Priority Product pursuant to section 69503.5. This process requires a public rulemaking process under the Administrative Procedure Act (commencing with Government Code section 11340).
9. What do I have to do on October 1, 2013 if my product contains a CC?
DTSC's publication of the informational Candidate Chemicals List imposes no requirements on the manufacturers of products that contain Candidate Chemicals. The requirements to notify DTSC, conduct alternatives analyses, etc., only apply when a Candidate Chemical is designated as a Chemical of Concern – i.e., when it is the basis for a product being listed as a Priority Product pursuant to section 69503.5.
See "What Does this List Mean to Me?" on the Chemical Lists page for more details.
10. What is a hazard trait?
A "hazard trait" is an intrinsic property of a chemical that may contribute to adverse effects in humans, animals, or in ecological communities (see definition in section 69501.1(a)(36) of the regulations, which references the definition in Chapter 54 of Title 22 of the California Code of Regulations).
11. How were the hazard traits for the Candidate Chemicals identified?
DTSC identified hazard traits for Candidate Chemicals from the authoritative list (if available), or from related materials (e.g., fact sheets) produced by the organization responsible for the authoritative list. DTSC has not performed an exhaustive search of reliable information to determine the hazard traits for each Candidate Chemical. Prior to proposing a Priority Product, DTSC must specify the hazard traits and/or environmental or toxicological endpoints known to be associated with those chemicals [section 69503.5(b)(2)(A)].


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Servings: 24 cookies
Prep Time: 10 min
Cook Time: 25 min
Difficulty: Easy
3/4 cup sugar
1/4 cup unsalted butter, at room temperature
2 eggs
1/4 teaspoon salt
1/2 teaspoon vanilla extract
1/2 teaspoon lemon juice
1/4 teaspoon ground cinnamon
1 1/2 cups all purpose flour
1/2 cup candied red cherries
1/2 cup candied green cherries
1 cup dried pineapple pieces
2 cups pecans, roughly chopped
Preheat oven to 300 degrees F.
In a large bowl, cream together butter and sugar using a hand mixer. Add eggs, salt, vanilla, lemon, and cinnamon and mix until well incorporated. Slowly add flour and mix well. Fold in fruit and pecans. Drop by rounded tablespoonfuls onto a greased cookie sheet. Bake for 23 to 25 minutes. Allow to cool completely.
I'm sorry to say when I made the fruitcake drop cookies, they turned out very bland, and hard as a rock ~ I checked the recipe several times, and the instructions, everything was correct that I did ~ I was very disappointed, because the pic of them looked so good for a holiday snack ~ I may just give them to the birds....don't mean to be disrespectful, but hate to throw them away ~ I probably won't make them again ~
By Cynthia Martin on December 28, 2013
Great cookies
By Anonymous on December 22, 2013
Just made these today, but had to substitute 2 cups of mixed fruitcake mix for the other fruits. Came out great!
By Sharon Rieve on December 21, 2013
I am going to make these fruitcake drop cookies for Christmas. I can't go wrong using Paula's recipe.
By Joann bossi on December 20, 2013
Going to try these cookies, looks good
By Connie Kirkland on December 20, 2013
thank you for the fruit cake cookie rescipe always love watching you cook on t.v. will try these for Christmas Theresa Wilson.
By theresa wilson on December 19, 2013
You are so great. Hope to meet you some day Even at the age of 71 I lern fromyou daily Keep it up
By RUTH HAWKINS on December 19, 2013
YourWonderful and I love you.
By Carl White on December 19, 2013
Great woman and great recipes.
By Liz Hershberger on December 19, 2013
Thank you for your recipes Have aMerry Christmas ..... Bertha sanchez
By Bertha Sanchez on December 19, 2013
Merry Christmas!
By Anonymous on December 19, 2013
I haven't tried these cookies yet. I plan to this coming week end. I am sure that they will be a great hit at my house and for a church function Thanks Paula, you have not let us down yet. Merry Christmas.
By Allie Metoyer on December 19, 2013
The fruitcake cookies are nice, but I'm not a fan of fruitcake, but the crochet towel really caught my eye. It is beautiful and just the sort of thing I'd love to make. Do you, would you please share the directions? Thank you, Debbie
By Debbie on December 19, 2013
I think your stuff is one of the best if not the best and hope you have a very merry Christmas and god bless you and your family and friends I really love this sit
By John Braga on December 19, 2013
Have followed your show always, have your pans, love them giving your pans for Christmas.
By Betty Stewart on December 19, 2013
I made these cookies. My family loved them. I am so glad I have you on my facebook. I miss your show. I wish you could come back on. But I still am able to get your wonderful recipes. Thanks again. Merry Christmas Paula.
By Darlet Walker on December 18, 2013
i love your show with your son on it i try almost of your rescipe i love them
By carol sawyers on December 18, 2013
love these, hard to find a good cookie with the fruit . Do not like when they use the citrus fruit.
By Anonymous on December 18, 2013
Paula , so nice to see you come back!
By Yvonne Tucker on December 18, 2013
I pinned this to make later. They sound something like a cookie my grandmother used to make (she was not a good cook, this was the only thing I wanted her recipe for) She gave me a recipe but it didn't turn out because she really did not use a recipe. I hope these taste something like hers.
By Lynn Griffin on December 18, 2013
My Recipe Box | Log in to view
Join Paula at DuBois Furniture in Waco, TX for a book signing and meet and greet from 10:30 am to 1:30 pm.
Come see Paula's live show at the Blumenthal Performing Arts Center in Charlotte, NC and get a heaping helping of Paula's recipes, and some good old-fashioned fun and laughter!
Tickets available from Blumenthal Performing Arts Center here!
Starts at 5:30 PM. Light hors d'oeuvres and beer & wine will be served, including a meet and greet with Paula Deen!
Sponsored by Springer Mountain Farms.
Join the Deen Family for a Book Signing at The Lady & Sons from 10 am to 12 pm.
The event is free; 350 wristbands to be distributed starting at 9 am.


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NRVFirestore.com is the online store for New River Valley Public Safety Supply. Founded in 2010 by President and CEO C. Thomas Akers, New River Valley Public Safety Supply focuses on marketing quality equipment and supplies at the best possible price with superior customer care for our public safety communities.
Brand name, quality products from manufactures such as Propper, Streamlight, Swissphone, Whelen and many others. Tactical apparel, gear, EMS and Fire equipment, lights and sirens and much, much more. NRVFirestore.com has you covered.
Always rest assured your satisfaction is our top priority. We offer FREE returns for one year, yes that's right, for a whole year at no cost to you. Check out our returns policy for all the details.
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Join our mailing list and receive coupons, upcoming sales and promotional information, product updates and more. We will NEVER sell or share your information with anyone.
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Fax: 540-808-0844


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PIC: Rihanna's new under "humps" ink!
Monday, September 10th, 2012
Ri-Ri premiered her new short hair look at the VMA's last Thursday night and now she's showing off her breasts. Well, sort of.
The singer, who is no stranger to going under the needle, showed off her latest (and pretty large) tattoo today on Twitter, and shared that it was dedicated to her late grandmother.
Goddess Isis- Complete Woman – Model for future generations-
#GRANGRANDOLLY – always in and on my heart #1love," she tweeted.
Ri-Ri's body art shows Isis, with her throne-shaped headdress, bent down on one knee with her wings spread out under the singer's breasts. Isis is the ancient Egyptian goddess of rebirth and is one of the most common images of empowered femininity.
See Rihanna's new hieroglyphic: http://eonli.ne/Qy36qG


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Good Eats: A New Spork!
The folks at Serious Eats are enjoying their food with a twist this week, starting with new sporks! Get the scoop on this utensil's latest reincarnation, a shout-out for tangerine salt, and a recipe for cheddar-chipotle scones that are healthier than they sound after the jump...
• Serious Eats HQ Got New Sporks - Now sporks really CAN do everything! According to the rigorous testing by the Serious Eats team, it can slice an orange, scoop oatmeal, and even open CD cases.
• Blogwatch: Making Tangerine Salt - Eric Gower, The Breakaway Chef, leads us to temptation with tales of this easy-to-make and versatile salt. He had us at "toasty citrusy"...
• Healthy & Delicious: Cheddar Chipotle Scones - Adapted from a Cooking Light recipe, these scones sound like they'd go perfectly with a big bowl of chili!
• Sandra Lee Semi-Homemade Magazine Debuts Today - Love her or hate her, head over to Serious Eats to get the scoop on her new magazine and join the fray!
• Live Musselcam - Stuck in your office and craving a taste of the great outdoors? This webcam tracks the exciting lives of Prince Edward Island mussels, all in real time!
Previous Good Eats: Leeks with Asian Vinaigrette
(Image: Erin Zimmer for Serious Eats)
8 Comments
I have this.
The problem I found (that I've never really thought about until it happened), is that I tend to drag the side of the fork along the right side of my mouth...a problem since that is the side of the fork that has the serrated knife part!
I haven't determined if this is a right-handed thing or I am just an imprecise eater...
I have one of those sporks too! It's fun.
We've used Light My Fire sporks for backpacking, and our only complaint is that they can, and will, break. Boo! But they're great for lunchboxes! I love the bright colors and the smart design.
For backpacking, our new fave is the Sea to Summit Alphalight spork--lighter than titanium, and cheaper too. Don't think this one will snap in half--bonus.
P.S. A little surprised to see it posted as 'new'-- I bought my first one at REI over three years ago.
Yeah, the Light My Fire sporks look great, but they break like crazy when thrown in packs and treated rough.
I've been using these Sporks since 2006, I love them, though they do tend to fly out of the utensil tray in my dishwasher and end up in the bottom of the unit.
Now available in the slightly larger XM and the serving L sizes...sweet!!!
...oh...and I just noticed, a titanium version too...I swoon...
HA i have one too!
mine is pink haha :D


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A former grade school teacher is in jail Tuesday after he pleaded guilty to sexting with young students.
Bryan Tyman was a teacher at Fegely Middle School in Portage, Ind.
Prosecutors said a girl asked Tyman what he wanted for Christmas, and he responded, "I think you know what I want."
He was also accused of sending a sexually explicit photo to three girls who were at a sleepover.
The girls had reportedly asked for the picture.
The Northwest Indiana Times said Tyman will serve two months in jail and almost four years on probation.
Follow @fox32news
205 N. Michigan AvenueGround FloorChicago, IL 60601Station Operator: (312) 565-5532Newsroom: (312)565-5533


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1. Spray a 9 x 13 inch rectangular cake pan with non-fat spray. Warm margarine in a large sauce pan and add marshmallow, stirring constantly until melted. Remove from heat and stir in maple syrup and vanilla and combine well. Blend in rest of ingredients until completely combined.
2. Pour into prepared pan and smooth top was well as possible. Cover with wax paper and smooth again with hands and allow to cool fully. Cut into desired shape/size.
3. Makes 12 portions; serving size 1 cookie


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50 U.S. Code § 515 - Reports to Congress
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The Administrator shall submit semi-annual written reports to the Congress covering the selection of institutions and contracts entered into pursuant to section 512 of this title together with other pertinent information relative to the Administrator's activities and accomplishments thereunder.
Source(Oct. 27, 1949, ch. 766, title I, § 105,63 Stat. 937; Pub. L. 85–568, title III, § 301(d)(2),July 29, 1958, 72 Stat. 433.)
1958—Pub. L. 85–568substituted "Administrator" for "Committee" and "Administrator's" for "Committee's".
Effective Date of 1958 Amendment
Amendment by Pub. L. 85–568effective 90 days after July 29, 1958, or on any earlier date on which the Administrator of the National Aeronautics and Space Administration determines, and announces by proclamation, that the Administration has been organized and is prepared to discharge the duties and exercise the powers conferred upon it, see section 301(e) ofPub. L. 85–568, set out as a note under section 2302 of Title 10, Armed Forces.
The table below lists the classification updates, since Jan. 3, 2012, for this section. Updates to a broader range of sections may be found at the update page for containing chapter, title, etc.
The most recent Classification Table update that we have noticed was Tuesday, August 13, 2013
An empty table indicates that we see no relevant changes listed in the classification tables. If you suspect that our system may be missing something, please double-check with the Office of the Law Revision Counsel.
|Description of Change
|Session Year
|Public Law
|Statutes at Large
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text:
Goffstown board OKs Dunkin' Donuts, gas station
Applicant Jack Nasr and owners Tower Growth Partners, LLC received the required conditional use permits to build a 4,500-square-foot gas station and convenience store on Goffstown Back Road and Tower Lane. The project includes a Dunkin' Donuts with drive-through service.
The proposed hours of operation became a slight sticking point, with the applicants requesting 4:30 a.m. to 10 p.m. Planning Board Chairman Barbara Griffin recommended keeping the hours of operation between 5 a.m. and 10 p.m. with no deliveries during off-hours.
The Board set full site operation hours from 5 a.m. to 10 p.m. with 30 minutes pre- and post-operation to allow employees to set up in the morning and break down in the evening with no delivery restrictions, pending review.
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