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"The Deputy Attorney General is the second highest official in the U.S. Department of Justice," said Assistant Professor of Law Lucian E. Dervan, "and his responsibilities include not only advising and assisting the Attorney General in formulating and implementing Departmental policies and programs, but providing overall supervision and direction to all organizational units of the Department."
Grindler, who grew up in St. Louis, MO, rejoined the Department of Justice in 2009 as deputy assistant attorney general in the criminal division before his appointment earlier this year by Attorney General Eric Holder to his current position.
Grindler received both his law and undergraduate degrees from Northwestern University, and is a former assistant U.S. attorney for the Southern District of New York and the Northern District of Georgia. Included in his numerous roles within the U.S. Department of Justice, Grindler also was principal associate deputy attorney general and counselor to the attorney general, and assistant attorney general in the civil division. He also represented then-President Bill Clinton in his official capacity during depositions in two independent counsel prosecutions arising out of the Whitewater investigation.
Prior to his latest return to the U.S. Department of Justice, Grindler was a partner at King & Spalding, LLP, focusing on issues including white-collar criminal defense, internal corporate investigations, money laundering and search warrant compliance, and the Foreign Corrupt Practices Act.
"I had the pleasure of working with Mr. Grindler when we were both members of the King & Spalding Special Matters and Government Investigations team," said Assistant Professor of Law Lucian E. Dervan.
Dervan added, "Mr. Grindler has demonstrated a continual commitment to public service throughout his career, and it is fitting that a law school dedicated to serving the public interest would turn to an exemplary public servant to deliver its commencement address."
Click here for the SIU School of Law web page and podcast.
Click here for an article on the event in The Southern.


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Archive for the 'Credibility' Category
The Stronger the Personal Feelings, the Less Likely Any Agreement Will Occur
The primary barrier to mutual communication is a person's natural tendency to judge and approve or disapprove of what is being said by another person. Judging takes place because people tend to evaluate what they hear from their own personal point of view and reference. These evaluations short-circuit their ability to objectively think through, reframe and analyze responses.
Leaders not only have to communicate their own thoughts, ideas, and messages clearly, but are often responsible for facilitating better communication between groups and individuals with divergent points of view. Leaders must understand that communication is heightened when personal feelings and emotions are deeply involved. One rule of thumb always applies: the stronger the personal feelings of the involved parties, the less likely any mutual agreement between the two.
This is because two ideas, two sets of personal feelings and two sets of judgments exist completely disconnected from each other. When these are not laid aside, nothing remotely resembling communication occurs.
This is a serious consideration for leaders, as they are often placed in situations where a complete lack of communication exists. They can find themselves in an environment where communication has completely broken down due to the highly-charged emotional content of both parties' arguments. Without an understanding of the factors directly affecting communications, leaders will find themselves unable to facilitate useful exchanges and discussions; the communication that does take place will produce aggravation, conflict and frustration for all parties.
Healthy communication occurs, and personal evaluations are avoided, when leaders are able to listen with a genuine sense of interest and understanding. This is a direct result of seeing an expressed idea or attitude from the other party's point of view and developing a sense of how the other person feels. This allows leaders to achieve a personal frame of reference linked directly to an individual's thoughts, perceptions and interpretations. When a leader is able to develop this understanding, he or she is able to facilitate better communication, assuage the other person's fears, and establish more realistic and harmonious relationships.
Leaders can effectively apply this technique in a difficult environment by requiring each party to clearly restate the ideas and feelings of the previous speaker accurately to the speaker's satisfaction. Only after this is accomplished does the second party state his or her viewpoint in response.
This should be done before anyone states their viewpoint or makes a response in a heated discussion, because it forces each party to pause and consider the other's point of reference, helping the individual to identify what lies beneath the communicator's thought process. This technique works because it immediately gives each party time to pause, think, analyze, evaluate, and remove the emotion from their statements.
This method requires an individual to achieve the other party's frame of reference, so he or she can understand their thoughts and feelings well enough to summarize them accurately. This establishes real communication guaranteeing amicable solutions can be reached for two reasons. First, when understanding is achieved, it forces the other party to revise his or her own statements and thinking, to filter out emotions and subjectivity. Second, it reduces the differences between conflicting parties to reasonable disagreements that are both rational and understandable.
Leaders should know that complete understanding is often difficult to achieve because of the risks associated with challenging and altering one's own thinking and views. Most are averse to this perceived threat.
Additionally, when emotions are at their peak, it is extremely difficult to achieve another's frame of reference at the exact point when it is needed most to accurately interpret what is being said.
Leaders can easily overcome these barriers by assuming the role of neutral third party. In this capacity, they restate both individuals' positions and points of reference to build clarity, introspection and understanding. This is an effective method for neutralizing potential miscommunication problems through active personal interaction. When individuals realize they are being understood clearly and accurately, and feel comfortable because their views are being mirrored, their statements grow less exaggerated and defensive.
Taking the position of a neutral third party allows leaders to handle any insincerities, exaggerations, lies and "false-fronts" that typically characterize communication breakdowns. This method leads to discovery of the truth and a realistic, objective appraisal of the barriers inhibiting two-way, interactive communication. The aim is to achieve "mutual" communication, focused on solving problems rather than attacking individual or group ideas, reasoning or appraisals.
Excerpt: Improving Communication in the Workplace: Pinpoint Leadership Skill Development Training Series (Majorium Business Press, Stevens Point, WI 2011) $ 16.95 USD
Eight Ways to Improve Communication
Correctly Framing Problems Pinpoints the Right Solution
The Challenge of Handling Conflict
Timothy F. Bednarz, Ph.D. | Author | Publisher | Majorium Business Press
Author of Great! What Makes Leaders Great: What They Did, How They Did It and What You Can Learn From It (Finalist – 2011 Foreword Reviews' Book of the Year)
Linkedin | Facebook | Twitter | Web| Blog | Catalog |800.654.4935 | 715.342.1018
Copyright © 2014 Timothy F. Bednarz, All Rights Reserved
Four Concepts Define Key Leadership Responsibilities
Managers learn the rules that define their basic responsibilities by responding to this question: "What's wrong, and what specific steps do I need to take to fix it?" So, when senior management passes down mandates, timelines and goals, the manager's job is to work within the prescribed corporate framework to produce results.
Leaders, on the other hand, self-direct, craft a vision, make plans, achieve goals, build cohesiveness and inspire others while holding themselves personally accountable for their area of the company. The question they respond to is: "What's possible here, and who cares?"
A leader's responsibilities are defined by a set of concepts and qualities that motivate people to "get on board" with his or her vision. In fact, there are four basic concepts that help leaders develop the creative energy needed to focus on everyone's efforts, which guides all employees beyond routine thinking and performance.
Unlike a conventional manager, a leader's responsibilities are not defined by one question. Generally, a leader's central responsibility is to move his or her unit from a "mission impossible" to a "mission outcome" stance. This shift requires leaders to embrace multiple areas of skill and direction. To constantly move forward, they focus on specific concepts to help define their key leadership responsibilities.
Management and leadership responsibilities often overlap, but leadership is defined in a completely different context. Leaders' responsibilities lie in four key areas: self-direction, goal achievement, flexibility and inspiring greatness in others. Leaders recognize that these responsibilities are taken care of through the four actions outlined below.
Related: Do You Have Faith in Your People?
Gain the Cooperation of Others
Establishing a cooperative spirit is the primary responsibility of leadership. This spirit drives an organization and its people to higher levels of productivity and accomplishment. For leaders to be effective they must build a cooperative effort by relying on the following techniques:
- Leaders understand basic human needs and desires and nudge people in the right direction. They know how motivation works to everyone's benefit.
- They make emotional connections. An effective leader connects with people under their direction to build an interdependence that fosters more long-term gain than individual efforts would.
- They acknowledge the need for followers.
- Leaders understand their people. They take time to converse and ask questions that bring information, concerns, ideas and perspectives to the forefront. Then, they act positively upon them.
Listen and Learn Well
- Leaders never forget where they have been, and use their experiences to shape where they are going, and why. They place learning and listening at the top of the list in terms of building skills and ability. Learning from past errors in judgment prevents their repetition.
- They listen to everyone and everything. Leaders have their ears and eyes on every person, process and situation. They listen for ideas, impending concerns, problems, successes and unhappiness in their employees. They absorb everything and act on the knowledge gained to prevent major problems from occurring.
- Leaders seize all opportunities to make people feel successful, competent and comfortable in the work environment. Excellent leaders are not reactive, but proactive by nature.
Put the Needs of Others First
- Effective leaders separate themselves from the rest of the pack through self-sacrifice and by setting their egos aside. Good leaders are never afraid to work alongside their people to finish a project or resolve a situation.
- Leaders are flexible, slowing down or speeding up while assessing their employees' productivity and efforts.
- Leaders understand that keeping tasks simple and obvious makes for a committed workforce. Employees desire to know precisely what is expected of them and how to complete their assigned tasks. A leader focuses on ways to make their assignments and projects more direct and clearly defined.
Performing Consistently
- By understanding that people are different, leaders solidify mutual respect and communication, and maintain openness and fairness with every employee.
- Leaders build cohesiveness through cooperative efforts by holding employees and themselves accountable. They know this is necessary to achieve their goals and ideals.
- Effective leaders realize that their actions and words must not send mixed messages. Leaders should stay the course, even under duress or in the midst of adversity. They must remain genuine and use discretion in all judgments they make. Excellent leaders will reinforce their motivation, inspiration and expectations to maintain a strong leadership position.
The Roadmap to Effective Leadership
Do You Have the Talent to Execute Get Things Done?
Your Commitment to Others Defines You as a Leader
The Importance of Intellectual Honesty
Timothy F. Bednarz, Ph.D. | Author | Publisher | Majorium Business Press
Author of Great! What Makes Leaders Great: What They Did, How They Did It and What You Can Learn From It (Finalist – 2011 Foreword Reviews' Book of the Year)
Linkedin | Facebook | Twitter | Web| Blog | Catalog |800.654.4935 | 715.342.1018
Copyright © 2014 Timothy F. Bednarz, All Rights Reserved
"Leaders Should Set a Clear and Decisive Tone at the Top"
The wealth, power and influence of the great leaders is widely known. How they achieved it is another issue unto itself. They were people of achievement, capability and resilience. They had their personal convictions continually tested as they faced countless and enormous difficulties and challenges. Yet, it was their character, ethics, morals and values that utterly defined them as great leaders. In the quest for wealth, fame and power, many individuals will tend to sacrifice these qualities on the altar of achievement.
Admiral Hyman Rickover in a 1977 speech stated, "There is abundant evidence around us to conclude that morals and ethics are becoming less prevalent in people's lives. The standards of conduct, which lay deeply buried in accepted though for centuries no long are absolute. Many people seem unable to differentiate between physical relief and moral satisfaction; they confuse material success in life with virtue." What distinguished the great leaders from typical ones was their refusal to sell themselves out, or to compromise their integrity for the sake of money, power or prestige.
Rickover was prophetic. Since his remarks, this country has seen corporate scandal after scandal occur, including a stable of well-known companies, such as Drexel Burnham, Enron, Arthur Anderson, WorldCom, Tyco International, Countrywide, AIG, and Lehman Brothers, just to list a few. The actions of a handful of wealthy and influential leaders threw the country into a financial panic, as well as a lengthy and deep recession. It resulted in costing millions of individuals and families their homes, savings and retirements. It destroyed trust and credibility within our society. This was further exasperated when many of the companies and leaders who were directly responsible for such pain and misery became isolated from the consequences of their actions and behaviors through government bailouts, generous "golden parachutes," and performance bonuses.
Sharon Allen, Chairman of Deloitte LLP wrote in the introduction to The Deloitte LLP 2010 Ethics & Workplace Survey, "Regardless of the economic environment, business leaders should be mindful of the significant impact that trust in the workplace… By establishing a values-based culture, organizations can cultivate the trust necessary to reduce turnover and mitigate unethical behavior…. Ultimately, an organization's most senior leaders should set a clear and decisive tone at the top."
"Ethics and moral judgment are not new concepts for leadership. They have been identified as critical characteristics of leadership over the last century. An organization's leaders help define the culture, values, standards, and moral character of the organization having ramifications both inside and external to the organization. Ethical leaders have been found to display pride yet reject selfish and conceited behavior… Ethical leaders are not normally high-profile charismatic leaders but are quiet leaders moving 'patiently, carefully, and incrementally…'"
The great leaders are defined by who they are as individuals. They have all been shaped by their character, morals, values, integrity and ethics. These are the values that define them as being truly great and valuable, whether or not they actually achieved publically recognized pinnacles of success.
- Admiral Rickover H.C., Thoughts on Man's Purpose in Life (speech presented at the San Diego Rotary Club, 1977)
- The Deloitte LLP 2010 Ethics & Workplace Survey (Deloitte LLP, August, 2010)
- Scharff M.M., WorldCom: A Failure of Moral and Ethical Values (Journal of Applied Management and Entrepreneurship, July 2005)
Excerpt: Great! What Makes Leaders Great: What They Did, How They Did It and What You Can Learn From It. (Majorium Business Press, Stevens Point, WI 2011)
Timothy F. Bednarz, Ph.D. | Author | Publisher | Majorium Business Press
Author of Great! What Makes Leaders Great: What They Did, How They Did It and What You Can Learn From It (Finalist – 2011 Foreword Reviews' Book of the Year)
Linkedin | Facebook | Twitter | Web| Blog | Catalog |800.654.4935 | 715.342.1018
Copyright © 2014 Timothy F. Bednarz, All Rights Reserved
Four Primary Leadership Roles and Responsibilities
A leader's specific roles are determined through the four basic leadership responsibilities of directing, coaching, supporting and delegating. Specific responsibilities will fall into one of these four categories. In leadership practice, one must master skills in all areas in order to effectively lead others under their direction.
Effective leadership is not happenstance; it follows specific rules revolving around these four basic areas of responsibility. Leadership skills can be learned and developed, even if an individual does not have a natural tendency toward leadership. More importantly, once learned and applied, these rules make a leader more effective and productive as he or she learns to work, direct and guide others toward the mutual accomplishment of goals and objectives.
Developing strengths in each of the four leadership roles allows a leader to read specific situations accurately and know what communication style is best applied.
Directing refers to how to keep work tasks and activities on the right track. A leader's direction is what makes or breaks problem solving as well as determines the effectiveness of an approach to an assignment or task, the maintaining of momentum until its completion, and whether it is done by deadline. There are several ways to generate good direction techniques. These include:
Explain things completely and include the 'why's'
Leaders learn early on that the best way to gain support and trust from their employees is to explain all things in their entirety. Once people understand why something is important or necessary, they generally rally to the call of that which needs to be done or addressed.
Remain visible
Leaders understand the power of their presence at all times. Nothing deflates the workforce's motivation and desire to achieve more than to be left on their own with no visible means of support or direction.
Objectively consider opposing points of view
Leaders consider situations, problems and solutions from various viewpoints, as the input from as many individuals as possible expands their capabilities to effectively frame their direction.
Coaching refers to when a leader knows where he or she wants to go and remains in control of the task but needs to lead others in developing a mutual support network. Coaching instills the desire to achieve and builds a dialogue bridge between the leader and those under his or her charge. This motivates employees and positively changes attitudes toward the work assignment. To do this effectively a leader must make an effort to:
Incorporate the word 'we' into all conversations
Effective leaders eliminate the word "I" because it denotes a singular rather than cooperative effort. The very meaning of the term "coaching" implies a team effort.
Listen for objections and areas of misunderstanding
Effective leaders who coach well develop the skill of eliminating objections by developing an effective dialogue and creating clear and concise responses.
Offer explanations addressing the 'why's, what's and how's' of the problem or task at hand
Good coaching depends upon complete understanding. Motivation and confidence comes from understanding the expectations a leader has of those involved in a given task, assignment or problem solving situation.
Managers cannot be effective leaders unless they actively hone their supporting skills. People look warmly on leaders who actively work to support them emotionally as well as physically. When leaders actively work to support the people under their charge they:
Acknowledge individual efforts with comments of praise and positive support
Leaders are not afraid to say "thank you," or "you're doing a great job," or whatever it takes to instill confidence in an individual.
Disclose their own feelings openly and honestly
Leaders are not afraid to reveal their "inner self." Trust and loyalty are built on disclosing inward feelings, concerns and desires. Readily and honestly opening up builds encouragement and perseverance on both sides.
Never hesitate to ask, 'What's wrong?'
Leaders allow themselves to get into the thick of a situation or task, and are quick to share the decision making responsibility, but know when to relinquish control in order to gain extra participation and involvement.
Leaders know and understand their people. They know their strengths and weaknesses as well as what motivates and frustrates them. Effective delegating relies on the ability to select the proper person for the specific task or role. Leaders develop good delegation skills by:
Briefing the delegate
Leaders leave nothing to chance when they delegate. When delegating, it is vital to explain exactly what expectations the leader has of the delegated individual.
Having confidence in the person they select
Leaders do not select individuals for an assignment according to their job descriptions or the salaries they command, they look for people with the skills, abilities, perseverance and motivation to get the job done and done well.
Not abdicating responsibility, but allowing individuals to decide a best course of action for themselves
Leaders monitor and weigh these individual decisions, but never advance their own leadership position for a particular course of action unless they assess it to be the best one.
Excerpt: Leadership Roles & Responsibilities: Leadership Skill Development Training Series (Majorium Business Press, Stevens Point, WI 2011)
You Are Judged by the Actions You Take
Emotional Bonds are a Reflection of a Leader's Effectiveness
Six Ways to Enhance Your Personal Credibility
Can You Be Trusted? The Answer May Surprise You
Timothy F. Bednarz, Ph.D. | Author | Publisher | Majorium Business Press
Author of Great! What Makes Leaders Great: What They Did, How They Did It and What You Can Learn From It (Finalist – 2011 Foreword Reviews' Book of the Year)
Linkedin | Facebook | Twitter | Web| Blog | Catalog |800.654.4935 | 715.342.1018
Copyright © 2014 Timothy F. Bednarz, All Rights Reserved
Anticipating and Handling Employee Fears of Change
Before managers can successfully lead their organizational units through a transformational change, they must overcome existing general fears and negative attitudes. Most of these fears and attitudes have been formed over the past two decades by actions and decisions organizations have made that have detrimentally affected individual employees.
From the 1980s on, businesses have faced the greatest overall restructuring since the Industrial Revolution. The depth and scope of this restructuring has been painful. Many employees have experienced downsizing, layoffs and a host of management fads, including the chaos, uncertainty and heightened frustration of reengineering. The methods used often resulted in covering and masking a number of management actions and mistakes.
Pain was further increased by the visible unfairness and callousness of many employee layoffs. The result left for managers to deal with is an employee mindset that translates into a lack of willingness to contribute personal initiative and productive work. This reflects itself in less effective teaming efforts and a lower output of quality decisions and products, as well as decreasing the loyalty leaders require from their unit members to lead their organization through the ongoing transformational process.
This is important for managers to grasp because organizations competing in the twenty-first century need the willing help and assistance of intelligent, motivated, collaborative and enterprising employees. This presents leaders with a real challenge: they must first work with their employees to overcome the problems and sentiments of past organizational actions before moving forward into an active transformation. Organizational stakeholders and investors who want to see increased results and overall improvement further complicate the process.
The International Survey Research Corporation, which tracks employee satisfaction for Fortune 1000 companies, reported that since 1989 employees:
- Feel that management fails to provide clear direction.
- Do not believe what management says.
- Are less sure about keeping their jobs.
- Worry about their company's future.
- Fear being laid off.
- Feel overall morale is lower.
These facts frame the starting point defining where many leaders find themselves in the face of transformational change in their organizations. While time heals all wounds, most managers do not have this luxury in the face of the chaotic events and issues.
The most practical answer to overcoming these fears and attitudes is increasing employee empowerment. However, this is not likely to work without the total commitment of everyone holding a leadership position. Leadership can come from the ranks of senior managers or from organizational unit and team leaders. Any major transition will not work without a commitment from each level.
In addition to employee empowerment, managers need to establish working teams to tackle ongoing problems and concerns. It is better to establish multiple teams than to create one involving every employee in the organizational unit; the best workable size is between five and six members. In many instances, teams can work on the same problems. This furnishes a method of developing multiple solutions and alternatives. A collaborative team can be established to select the best solution and then assign specific aspects of it to each team to address and implement.
Employing a team approach demands specific leadership skills, including:
- Goal setting
- Planning
- Effective follow up procedures
If managers fail to develop one of these three skills or eliminate them from their leadership contributions, the team will break down.
Managers furthermore cannot assume that if they simply form a team, participants will decipher what needs to be done and how things need to be accomplished. They must train unit members in working together in teams, focusing on the important issues, dealing with other teammates, and getting results.
In order for this training to be successful, managers must make sure the following team elements are adhered to, including:
- Clarity of goals
- Good communications
- Effective dissemination of business objectives so the team understands how it fits into the general business plan
- An effective process to guide and direct the actions of the team
While empowerment and an effective team approach will not immediately resolve many of the nagging employee problems and attitudes a manager must actively deal with, it does establish a foundation for improved performance and participation. As leaders initially start the process, they will need to develop strategies to cope with and address the emotional baggage issues brought to the table by their employees. They must allow the venting of frustrations and criticisms, then eliminate each of these issues in turn until full participation is achieved.
Excerpt: Facilitating Change: Pinpoint Leadership Skill Development Training Series (Majorium Business Press, Stevens Point, WI 2011) $ 17.95 USD
Managing Change: The Transition From Chaos to Order
Barriers to Integrating Change
When the Process of Change Spins Out of Control
Managers as Facilitators of Change
Timothy F. Bednarz, Ph.D. | Author | Publisher | Majorium Business Press
Author of Great! What Makes Leaders Great: What They Did, How They Did It and What You Can Learn From It (Finalist – 2011 Foreword Reviews' Book of the Year)
Linkedin | Facebook | Twitter | Web| Blog | Catalog |800.654.4935 | 715.342.1018
Copyright © 2013 Timothy F. Bednarz, All Rights Reserved
Five Strategies to Build Trust
The actions and behaviors of individual leaders impact trust within the organization. Many fail to understand the elements of a trusting work atmosphere and the strategies used to build and establish a firm foundation for trust and leadership.
There are five key elements a leader must focus their efforts on to develop a comprehensive atmosphere of trust in their workplace. While the concept of trust implies participation by both leader and the people they deal with, including their superiors, associates, peers and employees, it must start with the individual leader. It is counterproductive for leaders to withhold their trust until they are able to trust the other party. In most cases trust is mutually developed by both parties and balanced by the commitment each brings to the relationship. Typically, employees and other individuals will reciprocate the trust placed in them by leaders.
As leaders attempt to build trust, they will experience reluctance in the form of employees who have felt betrayed by the organization in the past. Consequently, leaders must signal a change by making the first steps to initiate and demonstrate trust in their employees. Once employees see that a true change has occurred, they will begin to slowly form the bonds of trust needed for leaders to be effective.
Leaders who wish to establish a complete environment of trust with their superiors, associates, peers and employees must consider employing the following strategies:
Establish Professional and Personal Credibility
If leaders are credible, they are trusted and believable to their employees. Employees consider a credible leader to be one who does not advance a personal agenda but has the best interests of the organization and his or her employees at heart.
Employees and other individuals view credibility from differing perspectives. Often credibility can be confused with personal competence. If the leader is knowledgeable and possesses both personal expertise and experience, they are considered credible. Conversely, leaders who maintain positions in which they demonstrate professional incompetence exhibit a lack of professional credibility, with employees viewing their direction, judgment and leadership as suspect.
The other aspect is the leader's own personal credibility. This involves the employee's ability to personally trust what a leader says or does. An individual may possess professional credibility and not possess the personal credibility to lead the organization. Strategies leaders must apply to develop and foster personal credibility include:
- Making themselves available to their employees and easy to talk with. Good leaders do not wait for their employees to approach them, but seek them out on a regular basis. Many will walk around and talk with each employee several times a day to discuss everyday concerns and issues. This proactive approach allows them to monitor the pulse of their organization while facilitating open communication with their employees. They instantly answer questions with straight responses and openly make their expectations of the organization and their employees known.
- Trusting their employees to handle their jobs and responsibilities without regularly looking over their shoulders and micro-managing their activities.
- Being completely reliable and always delivering on their promises and commitments without fail, enabling employees to know without question that they can count on the leader.
Trust is built when employees know their leader is fair and consistent in his or her actions, decisions and judgments—no matter who is involved and what the circumstances.
Fairness is comprised of both equity and consistency. Leaders can use the following strategies to develop a strong sense of equity including:
- Ensuring all employees are treated in the same manner.
- Making sure all actions, judgments and decisions are fair to all parties concerned.
- Avoiding any favoritism among employees, especially where rewards, recognition and promotions are concerned.
Effective leaders make certain their actions, judgments and decisions are consistent and not based upon specific circumstances. Only when leaders demonstrate consistency over time can they build trust with employees, who then know they will always be treated fairly.
Trust is built upon a foundation of mutual respect for one another. If respect is absent, trust can never be achieved. Leaders can develop and foster respect by:
- Demonstrating a personal regard for individual employees' experience, expertise, knowledge, insight and perspectives concerning their jobs.
- Actively seeking feedback and employees' insight, perspective and opinions regarding important decisions.
- Actively involving employees in the decision making process.
- Demonstrating appreciation for employees' personal contributions to the success of the organization.
- Providing the training, resources and support employees need to competently perform their jobs.
- Demonstrating care and concern for employees' lives outside of the workplace.
Trust is fostered and nurtured by a sense of mutual pride in the work, quality and accomplishments of the organization. This builds organizational cohesiveness that bonds all employees together and strengthens trust in all involved. As workplace cohesiveness increases, so does a sense of trust in the organization and its people. Everyone feels they are working together, and each can be trusted to fulfill his or her role and responsibilities.
Leaders can encourage the development of pride by using the following strategies:
- Helping employees understand their individual role in the organization and how their efforts contribute to its success.
- Helping them understand that they personally make a difference within the organization.
- Exhorting employees to take satisfaction both in their organization's accomplishments and its contributions to their community.
Comradery is not normally associated with the concept of trust, yet it does contribute to the organizational cohesiveness established by trust. As cited above, the stronger the organizational cohesiveness, the stronger the bond between leaders and employees. All involved feel linked by common goals, experiences and successes. They have a sense that everyone is "in it together" and work as a unit rather than as individuals.
Leaders can use the following strategies to build comradery with their employees:
- Creating a workplace where a common concern is demonstrated and employees feel they can "be themselves."
- Openly and regularly celebrating special events and mutual successes.
- Consistently and openly recognizing, rewarding and celebrating individual successes in a warm and genuine manner.
Excerpt: Building and Nurturing Trust in the Workplace: Pinpoint Leadership Skill Development Training Series (Majorium Business Press, Stevens Point, WI 2011) $16.95 USD
You Are Judged by the Actions You Take
Emotional Bonds are a Reflection of a Leader's Effectiveness
Six Ways to Enhance Your Personal Credibility
Can You Be Trusted? The Answer May Surprise You
Timothy F. Bednarz, Ph.D. | Author | Publisher | Majorium Business Press
Author of Great! What Makes Leaders Great: What They Did, How They Did It and What You Can Learn From It (Finalist – 2011 Foreword Reviews' Book of the Year)
Linkedin | Facebook | Twitter | Web| Blog | Catalog |800.654.4935 | 715.342.1018
Copyright © 2013 Timothy F. Bednarz, All Rights Reserved

subset: commoncrawl


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Beauty Lifestyle
Fresh Naturals Haul and Review!20:30
Hey Guys! So today I'm going to be sharing with you some products from the brand Fresh Naturals, which is a relatively new brand. They ...
Hey Guys!
So today I'm going to be sharing with you some products from the brand Fresh Naturals, which is a relatively new brand. They actually very kindly sent me some products to try out and to share with you lovelies. Now as probably not many of you will be aware of the company, Fresh Naturals is a 100% natural, handmade and cruelty free brand who sell a variety of things from soaps to skincare. You will probably all know that I LOVE a company like this which sells these kind of products so I was very excited to receive these amazing things, and would like to say a MASSIVE thank you to the company!
Overall I really do love everything that I had, and couldn't fault anything!! I think the brand is lovely, and I really like the fact that everything is completely natural and handmade. I think this is perfect for those who can't have any harsh ingredients or who maybe have sensitive or irritated skin. I would probably compare this to something like Liz Earle, but just a hell of a lot cheaper!! Everything is literally an amazing prize, and you get such good quality products. This is such a bonus if you're like me and a student and can't quite afford high end products haha!! Also the delivery is only £2.95 so not much extra. I have had such amazing customer service, which just makes my experience with this company so much nicer!
Now Fresh Naturals have been EXTREMELY kind and have actually given me a promotional code that I can share with all of you to get 10% discount off all orders!! Just use the code 'LifeWithBethan' just make sure there are no spaces, and it's not case sensitive.
I would 100% recommend this brand and all the products I was able to try! I'm definitely going to be purchasing some more, probably some bath bombs next! Please don't forget to use your 10% off, and let me know if you buy anything!
I think I owe a big thank you to Fresh Naturals and to Fliss for your generosity, I love everything and I hope you enjoyed this post!
Hope you are all well,
Lots of love
See you in my next post!


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Tucked away in the southwest corner of Cattaraugus County, hidden in the rolling hills of the Allegheny's, is one of our best kept secrets, Onoville Marina Park.
Located on the 12,000 acre Allegheny Reservoir, the Marina is just north of the Allegheny National Forest and west of Allegany State Park in the Enchanted Mountains of New York.
Bald eagles and osprey soar high over the sparkling, pristine waters that reflect the surrounding hills of forest that change with the season, from a variety of green to the blaze of autumn foliage.
View all of this while exploring the ninety-one miles of shoreline and secluded bays or camp at one of the many U.S. Forest Service campsites accessible only by water.
Onoville Marina, has long been noted as one of the Chautauqua-Allegany region's finest, yet most affordable, marinas.
2020 will have Fall Camping weekends until mid October, after the regular season closes. Fri/Sat nights & Fri to Sun nights on Columbus weekend.


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Allan from The Hangover Costume
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"not at the table Carlos!"
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|Costumes for Women
This homemade costume for women entered our 2011 Halloween Costume Contest.
A word from Kristin, the 'Allan from The Hangover' costume creator:
I decided to be a character from one of my favorite movies "The Hangover". I bought the exact shirt that Allan wore in the movie. Materials I used were a brown male wig, theatrical hair glued to my face with spirit gum, a baby doll in a front body baby carrier, 2 pair of identical glasses. the costume was fairly simple but trying to act the part was the hardest. oh and you can't forget the "murse".


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Dr. Amit Jain
Specialist Ophthalmology
|Dr. Amit Jain
Dr. Amit Jain underwent his U.G. Training (MBBS) from Maharashtra University Nashik India
He did his P.G. Training Master in Ophthalmology from Hyderabad in 2009.
With subsequent training and fellowship in Cornea and Cataract and anterior segment disorders from world renowned Aravind Eye Care System Madurai. India in 2011.
He has also worked as Associate Cornea and Cataract consultant at Sadguru Netra Chikitsalaya, Chitrakoot M.P. India. Largest eye care provider in central and northern part of India.
Dr. Amit Jain also had private practice and own complete eye set up in Mumbai with experience of working in many corporate hospitals in Mumbai prior to joining NMC healthcare Dubai.
Well versed with complicated and traumatic disorders of eye and there management with highly sophisticated techniques like Phacoemulsification, Manual Cataract surgeries
Implantation of premium IOLS.
Dealing with corneal pathology like dry eyes, keratoconus, corneal ulcers
Lasik and refractive surgeries work up, counselling and performing them
Dr. Amit Jain is active member of ALL INDIA OPHTHALMOLOGICAL SOCIETY (AIOS),
He has attended many national and international conferences in India and Abroad.
He is fluent in English, Hindi, and Marathi.
Language Known : English, Hindi, and Marathi.


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Today, I was reading a Men's Health mag in which a writer says in an article that life is long, all I can say is "really?" I remember as a teen being told that I had my whole life ahead of me, well, ahead seems to have arrived. Not that I am anywhere near my end but the fact that here I sit, closer to my mid-sixties then those long ago teen years does force me to reflect on where I am and where I am going. Retirement is on the horizon but what does that really mean, for me, for my wife and family? Lately I have been thinking a lot about those past generations of Lomas and Roberts, my paternal and maternal sides. In doing a little geneaology I have discovered things I knew nothing about and some old family stories that were not just some kind of urban legend but were in fact true. I guess that aging brings us to a point where we want to know more about ouselves, where we come from, the various ingredients that make us who we are and what this all means. For myself, and I can only speak for myself, I want to discover the hidden parts of who I am and bring it out into the light. Maybe that's why I want to write, not just my memoirs but also my reflections and maybe try a little more fiction. I'm not the greatest writer, I know that I am, at times, a hack. Throwing words out that don't make much sense, even to me, but the trying is so much better than the not trying. Going ahead, taking the risk, being vulnerable to the critics, well that's what any creative endeavor requires. I like today's tweet from Anne Lamott, "Writing workshop–yes on mess, shitty drafts. Perfectionism is the voice of the oppressor. Beckett; "Ever tried, ever fail. Fail better." I'm not perfect, by any stretch of the imagination. I am no great author preparing to craft the next great American novel. All I can do is continue throwing out words and see where they fall, afterall I can only "fail better" with each piece.
Monthly Archives: February 2015
My first fiction
The Return
Chris began to question the wisdom of this trip. Why come back to the States? All he had experienced since he disembarked from his flight were cold stares. It began as soon as he arrived home at the airport, dressed in his newly issued greens and wearing the ribbons that marked him as a veteran of Vietnam, facing vocal advocates chanting for an end to the war. A pretty, young woman, with flowers in her hair, flashing the peace sign, approached him with a huge smile and that vacant look of one who had smoked just a bit too much pot, a look he was very familiar with himself. Coming right up to him he caught the scent of plumeria mixed with that of the marijuana, as she stood there looking into his eyes,
"Go flee to Canada, get away from those who would send you to your death," Saying this as she pressed a card into his hand.
As she walked away he glanced down at the card that gave a hotline number to some lawyer who helped soldiers to get away. It was too little too late, he had already completed his tour and was now discharged.
Now he was back home, back to those familiar streets of his childhood. Passing old man Johnson's drug store, where you could still get a real, ice cream soda. Seeing the old cinema, that continued to operate even though folks now went out to the the sprawling, multi screen cineplex by that new mall on Route 9. Yet, even with all of the familiarity, he felt like a stranger. People walked by, heads down not looking at him in the eye, as if he carried some kind of ancient, deadly disease. Even if they did look, it was one of hostility, that by being in uniform he represented all that was wrong or worse, that he was one of those crazed vets, who at any moment would go off like a grenade with a hair trigger.
In his mind all he wanted was to get home, see his parents, his brother and sister and maybe just find some peace. He wanted to shed his uniform like a snake sheds its old skin so that a new one could start to grow, a new life he could begin. Yet, deep down he also knew that just removing the outer clothing was not going to be enough, that war had ground deep within his very being. He had spent a year with other men whom he grew closer to than anyone else, even his old high school buddies. He had faced perils and dangers, flying bullets and long lonely nights, with those guys. They would share everything, their desires and fears. Pictures of girlfriends, wives and families and the stories would be told. He always thought it amazing that when faced with the possibility that the next bullet might have your name on it, how freely one would talk about themselves.
Now he was alone. An orphan of sorts, a victim of a senseless time and it would take more than just a quick change of clothes. Chris grabbed his head, he wanted to just explode, to yell, to tell the all of those who stared and walked by that he was still a person, he didn't cause this war. All he did was just go, following the example of those great American heroes he grew up admiring, the Davy Crocketts, Daniel Boones, and John Waynes. Those men of integrity, and staunch individualism without whom, without whom what, he thought. They were part of a different time, a different America, and he began to wonder if he even belonged anymore.
Chris flagged down a cab, "Where to buddy?" the cabby asked. "148 Pleasant Street." Chris replied, "my home."
Ash Wednesday
It is the start of another Lenten season, a time for repentance, self examination and the reminder that we are but dust, mortal beings trying so desperately to live immortal lives. If anything, these past few weeks have taught me that my own illusion of control is just that, an illusion. A blizzard followed by several more winter storms have dropped record snow onto our area. That, along with the wicked cold has caused problems all over the place. Narrow roads, snow banks so high that even Andre the Giant wouldn't be able to see over them. Driving becomes an exercise in seeing how far I can stretch my neck in order to look for any oncoming traffic before I pull out. Then, there are the ice dams, more like ice damn. That build up of ice on the roof near the gutters that has grown solid and immovable. Unfortunately, these ice dams allow the water to seep in under the shingles and voila, we have leakage in the house. This was the worst week, leaking so bad in the mud room that it turned everything back there into a frozen mess. When you have to use your ice chopper just to get into the house, then you know that there is a problem. Once the water starts to leak in then your treated to natures version of the Chinese water torture. The constant dripping of water into a bucket, the plunk, plunk that never varies. The sounds worms its way into your head until all you hear is that plunking sound. Paranoia creeps in and every nook and cranny of the house becomes another potential leak. Is this how craziness, you know that Jack Nicholson in The Shining kind of craziness, gets started? All the while my mantra continues, I am but dust and to dust I shall return. Not that I am in any rush for the returning part.


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Moldova: 14 semi-finalists chosen for O melodie pentru Europa 2017
14 acts have been chosen out of 38 performances at today's live audition in Moldova. The 14 advance to the semi-final of O melodie pentru Europa 2017 to be held on 24 February
Constantin Cobîlean has been disqualified (His song "Mama" had been performed before 1 September 2016) and replaced with Nadia Moşneagu
UPDATE 25 January 2017:
Irina Kit has withdrawn and is replaced by Samir Loghin
Today the live auditions for O Melodie Pentru Europa 2017 was held in Moldova with 38 performances in front of an expert jury, organized by Moldovan broadcaster TRM. 14 artists were chosen to advance to the semi-final on 24 February 2017.
O Melodie Pentru Europa 2017 - Semi-finalists
- SunStroke Project – "Hey Mamma"
- Boris Covali – "Călător"
- Diana Brescan – "Breath"
- Vozniuc feat. Vio Grecu – "Don't lie"
- Valeria Pașa – "Freedom"
- Marks & Stefanet – "Join Us in the Rain"
- Emilia Russu – "If Only You"
Constantin Cobîlean – "Mama"(disqualified)
- Nadia Moşneagu – "Never Give Up on Us" (replaces Constantin Cobîlean)
- Ethno Republic & Surorile Osoianu – "Discover Moldova"
Irina Kit – "Baby, Don't Cry"(withdrawn)
- Samir Loghin – "Glow" (replaces Irina Kit)
- Sandy C – "A Beautiful World"
- Aurel Chirtoacă – "Dor de mamă"
- THE ONE – "Dance"
- Big Flash Sound – "Logic"
O Melodie Pentru Europa 2017
O Melodie Pentru Europa 2017 has three stages:
21 January 2017: Live auditions
- 24 February 2017: Semi-final
- 25 February 2017: Final
14 songs will compete in the semi-final on 24 February 2017. Here eight acts will advance to the final: Four of these finalists will be selected by a jury, and the other four will be selected by televoting.
In the final on 25 February 2017 the winner of the eight finalists will be decided by 50/50 jury/televoting.
O Melodie Pentru Europa 2017 is organized by the Moldovan broadcaster TeleRadio-Moldova (TRM). All the shows will be broadcasted live on Moldovan TV, Radio and Internet.
Moldova in Eurovision Song Contest
Moldova has participated in Eurovision Song Contest every year since its debut in 2005. Out of the 12 times we have seen Moldova in Eurovision, they manage to qualify for 8 Grand Finals. The last three years they missed the qualification for the Grand Final.
The best result was the debut year in 2005 where the song "Boonika Bate Toba" finished 6th.


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On-demand performance, everytime
Enterprise Google Cloud services across G-Suite (Google apps for business), Google Cloud infrastructure, Cloud hosting, Google Cloud platform, Chromebooks and Chrome for meetings, deployed, managed and supported for your company. Enable your teams to spend more time innovating and less time wiring things together.
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Get email that you already use, documents that make it easy for multiple teams to work together, calendars and your drive on the Cloud with G-Suite (Google apps for work). Collaborate with teams from anywhere in real time. Remotely manage your devices with Chrome and Android.
Protect your data with world class security monitoring, detection and machine learning based prevention of security incidents. Google Cloud maintains strict compliance with global data security and privacy protection standards so that you don't have to.
An integrated, server less Big Data platform for data driven applications. Google Cloud Platform offers an integrated end to end Big Data solution, that lets you capture, process, store and analyze your data within a single platform. With Google Cloud Platform you can combine cloud-native services with open source tools as needed, both in batch and stream mode.
GCP Cloud AI offers a variety of powerful machine learning (ML) services. You can select APIs that provide pre-trained models optimized for specific applications, or build and train your own large-scale, sophisticated models using a managed TensorFlow framework.
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Hoops, cuffs or drops. Sparkling studs or dangling earrings, you will find them all in elegant Irasva collections. In white gold, rose gold, yellow gold with and without diamonds. Your perfect style partner; wear them by day or by night
Hoops, cuffs or drops. Sparkling studs or dangling earrings, you will find them all in elegant Irasva collections. In white gold, rose gold, yellow gold with and without diamonds. Your perfect style partner; wear them by day or by night
7 Item(s)
Special Price ₹299,361.15
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Be it minimal or extravagant, diamond earrings create an impact like no other. At Irasva, we help you to select the right cut that matches and accentuates the shape of your face. Our online store offers a wide variety of diamond earrings in white gold, rose gold and yellow gold. We also have different categories of diamond earrings ranging from studs, hoops, dangling earrings and everyday essentials with minimalistic designs that suit your 9-9 wardrobe very well.
Different face cuts require different types of earrings – A round face would require long oval shaped dangling earrings. Our Scatter Waltz, Circled and Free flowing collection has a wide array of the latest designer diamond earrings that will help elongate the face shape and give it a delicate look. An oval face is a versatile face shape that goes well with different types of diamond earrings, such as diamond studs and hoops in different shapes. A structured face would require prominent earrings to highlight the sharp features.
Buying jewellery online is an exciting process especially with such a fun and wide range of latest diamond earrings. We have different collections such as the Scatter Waltz collection with distinct and unique detailed earrings that artistically captures the play of light on a jeweller's velvet. We have the Regalia collection characterised by baguette diamonds. This beautiful chaos of diamonds creates a royal realm. Diamond earrings that remind you of your royal status. The Skyward Bound collection focuses on the journey to attain one's ambitions, the gold and diamond earrings are epitomised as wings of love that each woman deserves in order to soar to great heights. Wings have been the main motif in this exquisite diamond earring collection. Our everyday essential diamond earrings are an elegant display of classic and minimalistic earrings. They are easy to style with one's everyday look. Diamond studs and gold drop earrings are a must buy on our online store, with the option to try at home and a certified diamond policy, Irasva strives to satisfy customers on all touch points.
Earrings have been an important accessory in a woman's wardrobe, owing to the current change in the demand for more unique and personalised selections it is necessary to be at the forefront of innovation and technique. Irasva's designer diamond earring collection boasts of varying techniques. With focus on the freedom of movement, the filigree of golden lines and the gold dangling earrings, the Free-Flowing collection adds great drama to your outfit. We ensure a great value for purchase for every jewellery piece purchased. Be it from our online jewellery store or our flagship store we ensure consistent attention to customer servicing.
Thanks for clicking. That felt good.


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It seems like the hardware they are developing for iPads these days is even cooler than the apps the devices run. Check out these awesome iPad docks, cases, accessories, etc.
90 Awesome Star Wars Gadgets, Gifts and Household Items
In this installment of my geek marketer suggestion post series, we take a look at a few of the more interesting Star Wars themed gadgets that would look great in a digital marketing agency or just about any work space or home. Some items are a bit more practical than others, but all are pretty damn cool.
20 Awesome Laptop Skins & Macbook Decals
Here is a collection of the most creative laptop decals we have found so far. Some geeky, some hip and all very cool.
25 Awesome USB Flash Drives
I am regularly amazed at the creativity that some people use to dress up such a mundane, yet necessary, office product like a USB flash drive. I hope you enjoy these.
40+ Awesome iPhone Cases and Accessories
Today we spend a little time looking at some of the coolest and geekiest iPhone cases and accessories out there…
20 Creative LEGO Products That You Can Actually Buy
While scouring the web searching for geek gadgets over the past year, I have come across quite a few interesting uses of LEGO beyond your typical construction toys. Here are some of the more creative LEGO-inspired products I've found that you can actually buy now.


text: It's hard not to feel a bit of escapism while sipping craft drinks from this farm-to-fork restaurant's esteemed bar program on its lush outdoor patio. You'd be remiss to skip out on the house cocktails which include the signature Wayward Son with gin, chartreuse, and jalapeno. At this Lower Greenville spot, drinks aren't the only stars of the menu: Chef Graham Dodd's Wayward Sons takes traditional, Texan eats and reimagines them, refined. Dinner plates include smoked lamb brisket and chicken and dumplings; for brunch, the blueberry-topped ricotta pancakes over a schmear of lemon curd will fuel your dreams for days to come.


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The YIELD function returns the yield on a security that pays periodic interest. In the example shown, the formula in F6 is:
with these inputs, the YIELD function returns 0.08 which, or 8.00% when formatted with the percentage number format.
In Excel, dates are serial numbers. Generally, the best way to enter valid dates is to use cell references, as shown in the example. If you want to enter valid dates directly inside a function, the DATE function is the best approach.
The basis argument controls how days are counted. The PRICE function allows 5 options (0-4) and defaults to zero, which specifies US 30/360 basis. This article on wikipedia provides a detailed explanation of available conventions.
The Excel ODDFYIELD function returns the yield of a security with an odd (irregular) first period.
The Excel ODDLYIELD function returns the yield of a security with an odd (irregular) last period.
Formulas are the key to getting things done in Excel. In this accelerated training, you'll learn how to use formulas to manipulate text, work with dates and times, lookup values with VLOOKUP and INDEX & MATCH, count and sum with criteria, dynamically rank values, and create dynamic ranges. You'll also learn how to troubleshoot, trace errors, and fix problems. Instant access. See details here.
Get over 200 Excel shortcuts for Windows and Mac in one handy PDF.
Quick, clean, and to the point.
Learn more


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OKLAHOMA CITY – When it comes to the start of the week, you may find yourself with a 'case of the Mondays.'
However, officials with one organization say Monday, March 10 could be a little harder for you than most.
AAA is reminding everyone of Daylight Saving Time, which begins on Sunday, March 9 at 2 a.m.
Officials say drivers may not be as alert or awake as normal, which could cause problems on the road.
"A change in time can affect people physically and drivers can be more tired than they realize," said Chuck Mai, spokesman for AAA Oklahoma. "That lost hour of sleep can be a big deal, especially if we've been short on sleep over the weekend. Motorists need to prepare in advance for the time change by increasing sleep time in the days ahead and getting a good night's sleep on Sunday."
In addition to drowsy drivers hitting the road, officials say children, runners and cyclists will be on the streets later because of the increased daylight.


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I work with a variety of clients but one thing that seems consistent across all of them is the ongoing question of where to find the time and money to change their processes and/or systems in the hopes of achieving long-term gains. Margins are tight, time is precious and priorities are ever-changing.
In 2008, I helped a client review their forklift standards, documented all of their processes, developed standards in their labor management system, and identified several areas for improvement on the software and operational side on the business. But it was not until last month when they were finally able to implement discrete labor standards for a variety of reasons. Would the union approve of the new labor standards? How would employees react? How accurate are these engineered standard calculations? Can we afford to implement changes? These were all questions my client was struggling to answer. Now with our discrete labor standards they can be sure they are using the right data to make their business decisions.
Upon delivery of the discrete forklift labor standards, my client was able to realize an immediate 16% productivity increase. First and foremost, I looked good to my client since my calculations proved true. All joking aside though, I am gratified that my client is now in a better position to maintain their market-leading position by reducing their largest cost labor without sacrificing quality or safety.


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Tel: 07506394357
Email: email@example.com
In Stock
Author: AVIS, F. C.
Published by Glenview Press ( London, 1965)
8v0, 24pp. part illustrated in red. Brown cloth, unlettered. Grey d/w lettered in red.
An attractive work showing and explaining the marks of Caxton, De Worde, Pynson, Faques and others. Fine.
Cat ref.: 74


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He made these statements at the weekend during a conference in Prague, entitled "Multiple Challenges for Europe 2017", which was organized by his Institute for Politics and Society.
He absolutely rejected the notion that the Czech Republic should be participating in any way in helping to solve the refugee crisis in Europe.
In July he stated "I do not want a single refugee in the Czech Republic, not even temporarily. Does anyone regard it as normal that unsuccessful applicants for asylum in Europe and immigrants brutally murder an old priest and a pregnant woman? The only thing Europe should do is that it might choose in the refugee camps in Tunisia and in Libya whom to accept in Europe and whom to reject. NATO should be sinking empty smugglers' boats and it should be returning the boats filled with refugees to the coast of Tunisia."


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Very surprisingly, the New York Times has just ranked Coral Bay as #4 of the top 52 places to visit in 2016. "The beaches are less crowded, the emphasis is on local over commercial, and the people share a friendly… Continue Reading →
Thanks to the great work of savecoralbay.com it looks like the Summer's End Marina is not going to happen. However, a new Marina Project is in the pipeline, the Sirius Marina. This time it is a project by Sirius Development, LLC, also… Continue Reading →
The Save Coral Bay group is pleased to announce that the nationally acclaimed environmental law firm of Sive, Paget & Riesel (sprlaw.com) will be providing pro bono legal assistance to the Save Coral Bay group during the review by the… Continue Reading →
December 1, 2014 – Coral Bay, St John, US Virgin Islands – The proposed mega yacht marina in Coral Bay Harbor, St John, is attracting considerable attention, although not of the positive variety. Two appeals were filed on November 14th… Continue Reading →
Most of you will by now have heard about the Summers End Groups plans for a proposed Mega Marina in Coral Bay, which would change the face of our beloved island forever. We have put together some background information in… Continue Reading →
Read all the details on the Coral Bay Marina as proposed by Summers End Group in the resources listed here. Are you against the realization of this proposal? Make a statement! Sign the Online Petition against Coral Bay Marina! Your… Continue Reading →
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Sunrise (Studio) Studio Cowboy Bebop Series Vicious Character Member Art Source
Artist Comment
Drawing done by me. i should prob try to color it. thats why i left it pretty plain.
man vicious is so badass
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Jet Set
by Jason Oliver Nixon
Sky Writing
by Sarah Elbert
In this issue:
Julia Louis-Dreyfus
Also: 100 Reasons to Love Los Angeles
Photo by Frank Flavin
Ted Stevens Anchorage International Airport:
Anchorage's airport code is ANC, and it is located 5 miles from downtown Anchorage. Rental cars are available at the airport as are shuttle services. Additional transportation options include: People Mover bus: Route 7, 30 minutes, Adults $1.75, Youth $1.00, senior $.50; Taxi: 15 minutes, $20.
Getting Around Anchorage:
It's best to get around Anchorage on foot or by car. The bus system, People Mover, is rather slow and infrequent. The downtown area is compact and the sights can easily be reached on foot. In the city center, you can rent bikes for $30 a day to explore the city's many bike routes and trails. If you plan on getting out of the city, a car is necessary.
Visiting Anchorage:
Online Resources
Anchorage Convention and Visitor Bureau
Anchorage Downtown Partnership
Geography and Climate:
Located in a wide valley, Anchorage sits between the coast and the alpine slopes of the Chugach Mountains. The city has a population of 292,000 and an area of 1,961 square miles. Anchorage has harsh winters from October to April, but mild summers—sometimes with 20 hours of sunlight per day. Summer temperatures hover between 50 and 65 degrees and winter temps are usually 10 to 25 degrees. Anchorage is located in the Alaska time zone.
In Case of Emergency:
Anchorage is considered a very safe city for its size. However, tourists are encouraged to take normal safety precautions while visiting. One warning: stay a good distance away from the moose. Even though moose may seem harmless, they can charge if they feel threatened. In the event of an emergency, "911" is the emergency telephone number. The main city hospital is:
Alaska Regional Hospital
2801 DeBarr Road
MSP Communications, 220 South 6th Street, Suite 500, Minneapolis, MN, 55402
© 2019 Key Enterprises LLC. All rights reserved


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Moisturising Shaving Foam
For a clean shave and optimal skin protection with aloe vera and ultra glide technology
Normal skin
- Product details
- Information
- Application
Find out more about this product
Does your skin tend to dry out and become easily irritated from shaving? You are in the right place. NIVEA Men Protect & Care Moisturising Shaving Foam with Aloe Vera and Pro-Vitamin B5 cares for your skin and protects it from drying out.
- Softens your beard hair
- Gives you a smooth razor glide and a comfortable shave
- Protects your skin from nicks, cuts and tightness
- Supports your skin's natural barrier Protects your skin while shaving and from drying out.
- Skin compatibility dermatologically approved.
Aloe Vera
Provitamin B5
List of ingredients
The ingredients listed correspond to the current state of production. Since we regularly adjust our formulations to incorporate new scientific findings, the declaration of ingredients specified on the package applies in each case.
Aqua, Isobutane, Laureth-23, Triethanolamine, Palmitic Acid, Stearic Acid, Glycerin, Panthenol, Aloe Barbadensis Leaf Juice Powder, Propylene Glycol, Sorbitol, Coco-Caprylate/Caprate, Hydroxypropyl Methylcellulose, PEG-7M, Myristic Acid, Arachidic Acid, Oleic Acid, Potassium Hydroxide, Butane, Propane, Piroctone Olamine, Limonene, Linalool, Parfum
Active ingredient


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Open the gates to Hollywood!
That's the plan for Legion M, the world's first fan-owned entertainment company.
Led by the studios responsible for SuperMansion, Robot Chicken, and the "Why So Serious" Dark Knight advertising campaign, Legion M will give fans a direct link to the studio for investment opportunities.
And where there are investments, there's the prospect of rewards.


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KANSAS CITY, Kan. -- Many in the busy Village West area, especially guests at the Country Inn & Suites, are shaken after police shot a suspect Tuesday morning.
Many of them said they saw the shooter himself as he came and left the hotel.
Guests were stunned after learning more about what happened around them, and they're glad police were able to get to the suspect, identified as Charles Pearson, before he started targeting innocent bystanders.
Cyndee Haviland is visiting the Kansas City area with her family from Michigan and staying at the Country Inn.
"Wow, that's crazy. He had a death wish," Haviland said. "That's crazy. The guy came running out, jumped into a car, a red sports car, and squealed out of here."
The Country Inn manager, Jacob Honeycutt, said just before he went back out to his car, Pearson confronted him and one of his employees inside.
Honeycutt said Pearson looked disheveled and angry. He said Pearson told him he'd killed his wife, and he was armed and dangerous.
He told him he was planning to head to the Legends Shopping Center, so he better call police -- and that's just what he did.
"Wow, that's scary," Haviland said. "That's very scary because what if he had decided to just started shooting right where he was at. That's really scary, especially with everything that's going on today."
Police said they caught up with Pearson at the intersection of State Avenue and Village West.
K.C. Huth and his teammates on the Cleburne Railroaders are in town playing the Kansas City T-Bones and staying at the Country Inn. Huth said he and another player went out to get coffee and saw the scene unfold.
"There was policemen everywhere, guns drawn, and we didn't know what was going on," Huth said.
"I left to go where I was going, and the police had the streets all blocked off, and they were standing outside their cars with their guns drawn. And up the hill I could see the guy in the red car just standing outside his car," Haviland said.
Police said Pearson shot at them five or six times, and they fired back, killing him.
"It just goes to show you never know what's going to happen in this life," Huth said. "And to me, I don't want to take any days for granted because, not that anyone did get killed because of the guy, but if the police weren't here and he just went out and started shooting, it could have been a horrible day."
After Honeycutt called police they were able to alert the Legends Shopping Center nearby.
Several businesses told FOX4 they were put on lockdown until the situation was safe, and some had customers hide in safe zones out of sight from the street.