Leadership Retreats – NCNYUMC http://ncnyumc.org/ Wed, 22 Jun 2022 22:04:23 +0000 en-US hourly 1 https://wordpress.org/?v=5.9.3 https://ncnyumc.org/wp-content/uploads/2021/06/icon-7-1-150x150.png Leadership Retreats – NCNYUMC http://ncnyumc.org/ 32 32 GRACE finds sexual abuse allegations against Chris Rice ‘credible’ https://ncnyumc.org/2022/06/22/grace-finds-sexual-abuse-allegations-against-chris-rice-credible/ Wed, 22 Jun 2022 22:04:23 +0000 https://ncnyumc.org/2022/06/22/grace-finds-sexual-abuse-allegations-against-chris-rice-credible/ Allegations that popular Christian singer-songwriter Chris Rice sexually assaulted an older teenager are “credible”, according to a report by leading victims’ advocacy group, Godly Response to Abuse in the Christian Environment (GRACE). GRACE detailed the allegations in a 29-page report released today. The report concludes an 18-month investigation commissioned by Tates Creek Presbyterian Church in […]]]>

Allegations that popular Christian singer-songwriter Chris Rice sexually assaulted an older teenager are “credible”, according to a report by leading victims’ advocacy group, Godly Response to Abuse in the Christian Environment (GRACE).

GRACE detailed the allegations in a 29-page report released today. The report concludes an 18-month investigation commissioned by Tates Creek Presbyterian Church in Lexington, Kentucky. According to GRACE, the investigation was halted at some point “to consider specific legal issues” and then transferred to a new team.

From 1995 to 2003, the church contracted with Rice to lead worship at high school and college retreats, the report said. The victim, called “Alan Doe,” told investigators that Rice started giving him massages when he was 14 or 15 and groped him when he was 17 or 18.

The Roys Report (RTR) contacted Rice through her attorney, but did not receive a response. GRACE said Rice, through an attorney, “refused to speak to GRACE investigators.”

GRACE said he corroborated some details of Alan Doe’s account with other former members of the youth group. Rice’s alleged actions are consistent with “abuse of power, grooming, sexual misconduct and abuse,” the report said.

Donate $25 or more to The Roys Report this month and you’ll receive a copy of “In Our Lives First: Meditations for Counselors” by Dr. Diane Langberg. To donate, click here.

Alan Doe allegedly told GRACE how Rice, in her thirties, took a particular interest in him during a retreat. Rice reportedly established a relationship of trust with the teenager and isolated him first at camp and then during visits to Rice’s home. Alan Doe also allegedly alleged that Rice initiated massages that led to sexual contact.

Two other men, both 18 or older at the time of the alleged incidents, told GRACE they remembered Rice starting conversations about sexual topics and suggesting massages. The behaviors “could also be considered foul,” GRACE said. Friends and church leaders also corroborated the accounts, the report said.

According to GRACE, current Tates Creek management “responded quickly and compassionately once they learned of Alan Doe’s report and the potential for other survivors.”

Robert Cunningham, senior pastor of Tates Creek, issued a 1,500-word statement, confessing the church’s “institutional” and “cultural” failures revealed by the report.

“We are ashamed that it took us a public outrage to seriously overhaul policies and procedures, but sadly that is the case,” Cunningham wrote. “We are deeply sorry and ask for forgiveness, especially to the survivors who were injured.”

In October 2020, when the allegations about Rice surfaced, Cunningham commissioned the GRACE investigation and contacted the Kentucky State Police.

The report said police are not investigating “due to the current preference of . . . Alan Doe and the expectation that the proper jurisdiction for further reports and lawsuits is in Tennessee.

Cunningham praised alleged victims of grooming or abuse who took part in the GRACE investigation.

“Your courage to share was the prophetic rebuke we needed to repent,” Cunningham wrote in his statement. “I hope you will accept our apologies for the failures I have confessed.”

Alleged abuse, grooming by Christian music star

The allegations about Rice first surfaced about a year after a GRACE investigation found that a former youth pastor at Tates Creek, Brad Waller, abused multiple men and youths.

The Waller investigation was also commissioned by Tates Creek. And as already reported RTR, Waller and Rice were good friends.

Beginning in 1995, Waller began inviting Rice to church youth events, according to the report. Rice’s prominent role in church retreats and special services has grown as Rice has become a star in contemporary Christian music (CCM), with several Christian radio hits and nine nominations for Dove Awards over several years, including a win in 1999.

Chris Rice, Dove Award-winning singer-songwriter

According to the report, Alan Doe met Rice when he was “13 or 14” at a youth retreat at Tates Creek Presbyterian Church, where Rice led worship and some teaching sessions.

After another student confessed to a porn addiction, Rice privately asked Alan Doe if he had dealt with online porn, and they reportedly shared their “personal struggles” with it.

Rice suggested that Alan Doe install computer software to notify Rice when the student visits questionable websites, according to the report. This would have facilitated conversations about sexual matters between the adult and the teenager, according to the report.

“He was my accountability partner from Franklin, Tennessee, unbeknownst to my parents,” Alan Doe told investigators.

When Alan Doe was 14 or 15, Rice lodged with him in the church camp and began “exchanging massages” with the teenager, Doe told investigators.

And when the student got his driver’s license at 16, Rice reportedly suggested the student drive to his home, more than three hours from Lexington, to visit.

Beginning with the first visit and continuing on multiple visits over the years, Rice allegedly pressured the teen to sleep in the same bed as him. Alan Doe reported that massages initiated by Rice involved “increasing levels of physical contact” and included touching the student’s genitals, according to the GRACE report.

The report added that Rice’s visits continued through Alan Doe’s early college years.

During one of the teen’s last visits to Rice’s home, Alan Doe told investigators that Rice pressured the student to sleep naked with him in the same sleeping bag. Doe “refused” and Rice was distant the next morning.

Another man, called “Brent Doe,” told GRACE that Rice’s behavior made him feel uncomfortable at times. Brent Doe also allegedly said that Rice touched his shoulders, back, knee and thigh several times while he was staying at Rice’s house.

GRACE said Brent’s story “had some similarities that supported” Alan Doe’s account of explicit sexual abuse.

GRACE noted that Alan Doe’s account was consistent across multiple interviews. The organization also said it found no reason to doubt his story.

“I just want people to be on their guard,” Alan Doe told investigators. “I just don’t want anyone else taking advantage like this, God forbid. It’s just not fair.

Layers of damage to vulnerable people

GRACE concluded by detailing 15 recommendations that she believes would help the church prevent future abuse and respect victims of abuse.

Steps include conducting a policy audit of how “grooming behaviors” may have been facilitated; require church contractors to abide by the same safeguards as TCPC staff and volunteers; and providing “additional training…on the effects of violence” for all church staff.

GRACE also recommended that “any teaching” to young people about sexuality should include “information about consent and the impact of age and power differences”.

Pastor Cunningham said several of the recommendations are already being implemented and that TCPC will “follow all of them.”

Cunningham was appointed senior pastor in 2012 and was not on church staff when the alleged incidents took place. However, it has launched multiple investigations and actions in response to allegations of abuse.

“They did not attempt to cover sins,” GRACE wrote of the church. He also noted that no church staff were aware of the allegations until the fall of 2020.

GRACE’s report highlights the harm caused by sexual abuse and grooming in a religious context. He said such violations have “an additional spiritual layer” of harm.

“This stands in stark contrast to Christ’s calls to protect and honor children and other vulnerable people,” the report said.

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The Skanner News – Mother-daughter mental health professionals launch organization for black professional women https://ncnyumc.org/2022/06/20/the-skanner-news-mother-daughter-mental-health-professionals-launch-organization-for-black-professional-women/ Mon, 20 Jun 2022 21:01:06 +0000 https://ncnyumc.org/2022/06/20/the-skanner-news-mother-daughter-mental-health-professionals-launch-organization-for-black-professional-women/ Darcelle Dance wants to create a strong infrastructure for black professional women in Portland. “When black women in particular move here to Portland, there’s not this infrastructure to bring them into the community here, to answer the question, ‘How do I fit in here? Where are the people?’ “The dance said The Skander. To that […]]]>

Darcelle Dance wants to create a strong infrastructure for black professional women in Portland.

“When black women in particular move here to Portland, there’s not this infrastructure to bring them into the community here, to answer the question, ‘How do I fit in here? Where are the people?’ “The dance said The Skander.

To that end, Dance, a mental health professional, teamed up with her daughter Aasha Benton, who is studying to become a social worker, to create Mo Better Wellness, Connection and Facilitation in January.

“The reason our name is so long is that we do a lot of different things,” said Dance, who currently serves as a program supervisor for the Multnomah County Early Childhood Mental Health Program. “Well-being is in the foreground, but also connection.”

In May, Dance and Benton ran a four-week pilot course to gauge interest and expand the program.

“It was all black women,” Dance said. “They loved it. It was about how jobs really weigh on you – as black women, everything weighs on you – so how do you rebuild?

“So our group’s theme was ‘Relax, Reflect, Rebuild.’ For Relax, we worked on breathing and mindfulness, encouraging participants to take inventory of how they feel. Reflecting, because this pilot group took place over several weeks, was to reflect on the week that had just ended, to ask yourself: “Did things go well and you want to move the week forward next ? and then setting goals by asking “What can I do to further integrate what went well, and how can I let go of what didn’t go well?” And for Refill, we asked: How do you refill after pouring? (The exercise) was a bit like accountability to each other.

Recruit but not retain

The group will also work to address what Dance sees – and what the data suggests – are systemic issues within workplace culture in local government and private companies.

“We’ve noticed that organizations are recruiting and hiring black women, and there’s a revolving door that tends to happen,” Dance said. “They come into these organizations and they just aren’t treated well.”

In March last year, the City African American Network released its Black Workforce Data report, which showed the number of black employees in the city had fallen from 793 in 2019 to 456 in 2021. A related survey of support to black employees showed that almost half of respondents felt “tokenistic” at work, and an overwhelming majority said they did not feel supported at their workplace.

Mental health professional Darcell Dance
“Part of what we want to do is work with organizations that want to recruit and hire us, and talk to them about how you build a foundation for the women you’re trying to attract? And how do you retain them? And having real conversations with them,” Dance said. “We don’t do (diversity, equity and inclusion consulting), but we focus on equity and how you support black women.”

In Portland, one need not look far for recent, high-profile examples of black female leaders being unceremoniously fired from supervisory positions with little or no explanation: Ruby Haughton-Pitts served as Oregon AARP for two years before being fired. in January of last year; O’Nesha Cochran, former director of Portland’s first Afro-centric women’s transition house, held the position for only four months before she was abruptly fired with a vague explanation that she lacked leadership skills; Tricia Tillman was ousted as director of public health at the Multnomah County Health Department in 2017, without explanation and despite a history of glowing performance reviews.

Dance reflected on the phenomenon: “I think part of it is, are they even able to talk about what they see happening? Is it even a safe environment? There are women who occupy positions of power, and even in these positions of power, the people who work under them can have more power than them. They are not respected as the leaders they are.

Through Mo Better Wellness, Connection, and Facilitation, Dance and Benton hope to alleviate the disproportionate stress and invisible emotional labor that plagues black professional women.

“I’ve been saying this for years: I wish I could go to work every day and just do my job.

“That would be great,” Dance said. “But no, I have to deal with all the other things that go with being a black woman working in whatever environment I find myself in.

“Even the job I’m in right now, I’m in a supervisory position, and I have so many conversations with people – it’s exhausting. You can’t even have a real conversation about what’s going on. You have to play it in such a way that someone can receive it, that they can hear you. There is a lot of denial. It’s exhausting. It’s really toxic. I say it all the time, others don’t have to go through this.

“But (black women) spend a lot of unpaid time and energy doing all this work to try to make things acceptable to other people, or to have these conversations in a way that people can hear. There are a lot of workarounds – you don’t want to be too direct.

Dance and Benton hope to bring these lessons to employers looking to not only recruit but also retain a diverse workforce.

“They can do a self-assessment in their organization, we can consult with them on that and how they can make it a more inviting place for black women,” Dance said. “As part of this, we would like them to offer our services to black women as part of their package.”

Connect by retirement

Meanwhile, Dance and Benton worked with Micro Enterprise Services of Oregon (MESO) as they developed a vision for their business. A recent Vibrant Spaces grant from the City of Portland will allow them to host an in-person wellness event in September.

“We want to do retreats when it’s safe to do so,” Dance said. “Eventually we want to do this in other parts of the country or even leave the country and do these kind of wellness retreats.”

Part of the value of these sessions, Dance explained, is that attendees can feel valued and supported no matter where they are in their business development.

“Sometimes women are so new to their business that they ask, ‘Do I really have one?’ Yes, you do,” Dance said.

“It doesn’t matter if you’re still formulating it or if you’re still getting it off the ground. It’s still valid.”

After two years of battling a pandemic, Dance said, it’s helpful for women to come together and feel affirmed in their efforts.

“There are all these things that take their time – family, kids at home and trying to teach them – or they feel like their business was starting to take off but then Covid happened,” Dance said. “They maybe try to start over and then they see okay I’m on the right track and there are other women doing this too.”

For more information on Mo Better Wellness, Connection and Facilitation, email Dance and Benton at mobetter.wcf@gmail.com.

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A consumer slump could weigh heavily https://ncnyumc.org/2022/06/19/a-consumer-slump-could-weigh-heavily/ Sun, 19 Jun 2022 07:08:43 +0000 https://ncnyumc.org/2022/06/19/a-consumer-slump-could-weigh-heavily/ Shares of the famous sportswear manufacturer Nike (NKE) are poised to give up their pandemic gains, shedding another 5.6% on Thursday. The stock has been incredibly resilient in the face of economic storm clouds. Yet the stock now finds itself down about 40% from peak to peak. Despite the severity of the decline, Nike stock […]]]>

Shares of the famous sportswear manufacturer Nike (NKE) are poised to give up their pandemic gains, shedding another 5.6% on Thursday. The stock has been incredibly resilient in the face of economic storm clouds. Yet the stock now finds itself down about 40% from peak to peak. Despite the severity of the decline, Nike stock is still not cheap, especially considering the heightened risks of a consumer slump.

For Nike, these are primarily supply-side challenges, including supply disruptions caused by COVID-19. So far, demand has been robust. During the last quarter, Nike performed well despite delays and disruptions. Whether the demand for sportswear remains once the supply chain is fully in order is a major question mark.

With the odds of a recession rising with each rate hike from the Federal Reserve, Nike could see demand start to fall. Without a doubt, discretionary items tend to be one of the first to be cut from the budget when times are tough.

In the Chinese market, demand has slowed significantly, with yet another quarter of year-on-year sales declines. Most of the drop in demand was related to the strict restrictions related to COVID-19. However, the impact of the weakening economy on consumer spending should not be overlooked.

For now, Nike is doing almost everything right. Management expects supply chain issues to disappear along with its impact on margin erosion. It is not because the supply is getting back in order that the demand will remain.

As more evidence of a consumer recession mounts, Nike stock could risk adding to its losses. The earnings multiple of 28.3 times is still quite high, given the circumstances. Given the headwinds and the rich multiple, I’m inclined to stay neutral on the stock.

On TipRanks, NKE scores 9 out of 10 on the Smart Score spectrum. This indicates high potential for the stock to outperform the broader market.

Can the brand rebound in a recession?

Nike is a force to be reckoned with in athletic footwear and apparel. Yet a strong brand does not make the company’s products a “must-have” as opposed to a “nice-to-have”. In turbulent economic times, the “must haves” are the haves and the “nice to haves” tend to be the have-nots.

Looking ahead, things are pretty bleak in the Americas. That said, the Chinese market could be a source of relief, as the economy rebounds from the COVID-19 shutdowns.

China has been a major growth market for Nike for quite some time. With subtle signs of recovery in China, Nike could very well have some relief as the US economy gradually fades from the impact of rate hikes.

Even as demand in the states recedes, Nike is poised to continue investing in its business, with the e-commerce platform and various other intriguing initiatives that could help Nike emerge from the next recession in an even stronger position. solid. In the end, that’s really all you can ask of a company.

Nike’s direct-to-consumer (DTC) strength has been remarkable over the years. As the company continues to bet big on e-commerce, more sales are expected to continue going digital, which will put strong upward pressure on Nike’s margins.

On the contrary, a consumer slump will act more as a drag on a company like Nike than a crisis that derails the company’s strong fundamentals. For now, it will be interesting to see how Nike fares as Chinese consumers seek a boost.

The Taking of Wall Street

According to TipRanks analysts’ rating consensus, NVDA stock is looking like a Moderate Buy. Out of 23 analyst ratings, there are 17 buy recommendations and six hold recommendations.

The average Nike price target is $155.50, which implies an upside of 44.88%. Analyst price targets range from a low of $106.00 per share to a high of $185.00 per share.

The Bottom Line on Nike Stock

Nike’s stock has a legendary brand with a wide moat surrounding it. The executives may be outstanding traders, but I can’t say I’m a big fan of recent stock buybacks. During the fiscal third quarter, Nike repurchased $1.2 billion of its own stock.

Such stock buybacks are only a good thing if a company buys back cheaply. Arguably, the stock remains high in the face of a recession, leaving plenty of room for the downside as this market continues to punish discretionary businesses with high price-earnings (P/E) multiples.

Read full disclosure

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Duke Racial Equity Advisory Council Releases First Year Report and Provides Subcommittee Progress and Goals https://ncnyumc.org/2022/06/16/duke-racial-equity-advisory-council-releases-first-year-report-and-provides-subcommittee-progress-and-goals/ Thu, 16 Jun 2022 00:42:00 +0000 https://ncnyumc.org/2022/06/16/duke-racial-equity-advisory-council-releases-first-year-report-and-provides-subcommittee-progress-and-goals/ Nearly two years after President Vincent Price committed Duke to new plans to address systemic racism and inequality, the Racial Equity Advisory Council has released its first annual report to the Duke community. In a Wednesday email to all Duke staff, faculty, and students, the board co-chairs provided updates on the progress of the four […]]]>

Nearly two years after President Vincent Price committed Duke to new plans to address systemic racism and inequality, the Racial Equity Advisory Council has released its first annual report to the Duke community.

In a Wednesday email to all Duke staff, faculty, and students, the board co-chairs provided updates on the progress of the four subcommittees over the past year and outlines their planned work for next year.

The REAC is an advisory body to the University’s executive leadership “for the purpose of operationalizing and coordinating the key concepts articulated by the President in his June 19 message on anti-racism,” according to the REAC website. .

The email said Duke has an obligation to “actively dismantle” the lingering impacts of the racist legacy resulting from “our location in the southern United States and our history as an institution that has systematically excluded black Americans the opportunity to learn and teach at Duke until the 1960s.”

The co-chairs provided updates from the four REAC subcommittees: communications, campus climate and assessment, education, and infrastructure and policy.

Communications Sub-Committee

The Communications Subcommittee, co-chaired by Mark Anthony Neal, James B. Duke, Distinguished Professor of African and African American Studies, and Rob Odom, Director of Marketing and Communications and Vice President of Duke University Health System, is charged with helping to create “transparency and awareness of information gleaned” from both the 2021 Diversity, Equity and Inclusion Climate Survey and Duke’s response.

The email said the subcommittee had five main areas of focus for the next year, including collecting personal stories about the lived experiences of members of the Duke community, updating the website on racial equity, defining the relationship between “promoting racial equity and Duke’s values,” creating and managing feedback channels to “support the resolution of comments and concerns related to race and racial equity,” and establish a timeline for communicating racial equity work.

Campus Climate and Evaluation Subcommittee

The campus climate and evaluation subcommittee, co-chaired by Sherilynn Black, associate vice provost for faculty advancement, and professor of statistical science Merlise Clyde, was tasked with helping to distribute the campus climate survey.

The survey was designed to “identify areas of concern and priorities as we move forward in our racial equity work,” according to the campus survey’s website.

“The results of our first climate survey on diversity, equity and inclusion reinforce the importance of addressing the challenges faced by black people and other underrepresented members of our community, particularly with regard to the hiring, opportunities for professional growth and advancement, and their lived experiences on campus,” the email read.

REAC plans to “repeat and refine” the survey in future years to continue to track progress and “hold administrators accountable for creating a more welcoming, supportive and just environment now and in the future,” indicates the website.

Additionally, the Campus Climate and Evaluation Subcommittee worked with the Office for Faculty Advancement and the Office for Institutional Equity to host two full-day retreats for space leaders. administrative and academic institutions in order to “engage in a ‘deep dive’ with institutional climate data,” the email read.

Campus climate and assessment subcommittee focal points in year two include cataloging locally developed “survey instruments” to share with Duke leaders, developing a handbook for “best practices” for developing surveys, developing and conducting pay equity analyses, including reviewing retentions and promotions, and creating a toolkit to “help local leaders to translate survey data into measurable actions, including helping to interpret survey results while taking local context into account.”

Education Sub-Committee

The Education Subcommittee, co-chaired by Leigh-Anne Royster, Assistant Vice President for Diversity, Equity and Inclusion in the Office of Institutional Equity, and Charmaine Royal, Robert O. Kehane Professor of African and African American Studies, is responsible for “understanding and enhancing” how racial equity is integrated into educational spaces. campus to learn more about issues surrounding racial equity.

In the coming year, the subcommittee plans to design a tool to “solicit information: from departments, create a database of “Duke-wide educational activities” that focus on the racial equity and anti-racism and reflect on strategies to engage each school within Duke to consider how its curriculum engages with “racial equity, anti-racism, and racial liberation.”

Infrastructure and Policy Subcommittee

The fourth subcommittee, the infrastructure and policy subcommittee, co-chaired by Kimberly Hewitt, vice president for institutional equity and director of diversity, and Abbas Benmamoun, vice provost for faculty advancement, is responsible for understanding “the capacity and structural support of the various strategic initiatives designed to advance racial equity and making recommendations to support them.

During the first year, this subcommittee worked to calculate progress on racial equity goals across Duke and identify initial survey responses that raised “fairness concerns.” salary”.

In the coming year, the Infrastructure and Policy Subcommittee will focus on enforcing Duke’s annual Racial Equity Report, work with the Climate and Evaluation Subcommittee to pilot a study on pay equity and confront concerns about opportunities for advancement.


Katherine Thomas
| news editor

Kathryn Thomas is Trinity’s junior editor and editor of the 118th volume of The Chronicle.

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Here’s how to find the right remote job https://ncnyumc.org/2022/06/12/heres-how-to-find-the-right-remote-job/ Sun, 12 Jun 2022 22:00:26 +0000 https://ncnyumc.org/2022/06/12/heres-how-to-find-the-right-remote-job/ Evaluate remote work opportunities to find the best solution. Getty Remote work is all the rage, and recent high-profile communications from senior executives (Elon Musk’s letter is one example) are likely fueling growing interest in remote work. The good news for those who prefer hybrid or remote working: most companies offer employees the flexibility to […]]]>

Remote work is all the rage, and recent high-profile communications from senior executives (Elon Musk’s letter is one example) are likely fueling growing interest in remote work. The good news for those who prefer hybrid or remote working: most companies offer employees the flexibility to work wherever they want, at least some of the time.

But with so many companies adding hybrid working to the options they offer their employees, how can you be sure you’re getting a good work experience? It will be important to consider how companies maintain supportive cultures, how they communicate and lead, and how they support career growth when working remotely. You won’t want to take them at face value. You’ll need to ask some tough questions to make sure your remote experience is positive for your career and your life.

Plus, chances are you’ll face stiff competition for remote jobs. While the number of roles is on the rise, there is also a lot of interest from applicants, judging by the number of people exploring this area. A recent study by Lemon.io revealed the following trends in Google searches:

  • Searches for “work when you want remote jobs” increased by 556%
  • Searches for “what remote jobs are in demand” increased by 357%
  • Searches for “remote jobs” and “remote part-time jobs” increased by 85% and 105%, respectively, to an all-time high.

7 considerations for the right fit

With all the hubbub of remote work, finding your best remote opportunity will take two things to think about – you’ll want to stand out – but you’ll also want to interview the company to make sure the remote work they’re offering is really all that they promise.

stand out

Generally, organizations struggle to find workers, but for remote jobs, they tend to have more applicants. Given this dynamic, you will need to differentiate yourself from everyone else who is also pursuing the position. You know how to do this overall, but you’ll need to focus on a few unique issues as you step away from the pack for remote work.

#1 – Demonstrate your commitment to results

Remote work requires a significant level of autonomy, personal integrity, and work ethic, and these will be high on the list of what employers are looking for in an ideal candidate. When you’re home, you may hear the siren song of an afternoon nap or the show you want to see, but you’ll need to stay focused to get things done.

Be clear with the interviewer that you are a hard worker and demonstrate it by providing examples of how you have achieved results in the past. Include examples of your volunteer work or community life as well as your work history, as these show areas where you have put in the effort and achieved results without supervision.

#2 – Demonstrate your commitment to the job and the company

Hiring managers also want to know that you’re interested in the job, and not just trying to get your foot in the company’s door. Plus, they want to hear your commitment to them, rather than just your interest in working for any remote company.

They are challenged to maintain their cultures and ensure people feel a sense of common purpose, so you can set yourself apart by researching the role and company and referring to specific aspects of each that engage and motivate you and keep you engaged and inspired to do great work.

#3 – Demonstrate your commitment to communication, connection and community

Many companies are new to remote and hybrid working, so they’re also learning how to keep people connected. Maintaining a community in a remote working world can be a struggle, requiring a high level of intentionality and time investments.

Organizations will be more enthusiastic to hire those who are committed to being part of their community. Talk about how you communicate and your strengths in fostering relationships, building social capital, contributing to a collegial environment, and nurturing connections. This emphasis on community and relationships will be music to the employer’s ears.

Choose the right opportunity

In addition to differentiating yourself in the process, you will need to be discerning about the organization you are considering. Because so many companies didn’t offer remote work before the pandemic, they may not be very good at it yet. Therefore, it will be essential to consider some key factors in your own assessments.

#4 – Find out about the culture of the organization

This consideration is important because it sets the context for everything else. Ask the company what their culture is and if working remotely (other than during the pandemic response) is new to them. If it’s new and they don’t intentionally plan how they handle it long-term or how their policies, practices, and processes support new ways of working, stay away. But if it’s new to them and they’re actively taking steps to incorporate remote work into their culture, you’ll be in better shape.

Also ask how decisions are made and if others are mostly in the office or working remotely as well. If you’re in the minority of people who work remotely and are likely to be left out, opportunity may limit your career.

Also look for information on how the organization keeps people connected. Do they organize events to bring people together? Do the teams have budgets for activities, retreats or regular face-to-face exchanges that will strengthen ties and belonging? If the organization is actively working to ensure that all workers, remote and on-site, are part of the community, you can welcome this opportunity. On the other hand, if the commitment to remote work isn’t palpable, you might want to keep looking.

#5 – Learn about the organization’s management and teams

Just as many companies are discovering remote working as a strategy for the future of work, many leaders also need to develop their skills to manage remotely and engage their teams. Find out if the company develops leaders and learn more about what is expected of leaders. Find out if leadership development is part of the organization’s approach and if there are many opportunities for feedback to leaders as well as between and among team members.

Remote work can complicate the flow of information, and you’ll want to know that there are adequate opportunities for input and participation to ensure that the organization, leaders, teams, and individuals can continuously learn and improve. .

#6 – Ask about the organization’s approach to career progression

You will also want to consider whether you will have the opportunity to grow and develop in your career. Many companies reward and promote those who are more accessible and have higher visibility, and in these cases, remote work may not be an optimal path for career advancement.

Ask how the company creates presence equity where people have access to compensation, promotion, learning and growth regardless of where they work. Find out if career progression is more structured or more organic, so you know what it will take to progress and grow when working remotely.

#7 – Ask about the amenities of the organization

Also consider the ways the organization will set you up for success when working remotely or hybridly. Does their technology help you in your home office, and does the office technology support participants who are both remote and in the office (think: easy access, large screens, good acoustics, etc. ).

Ask if there are offices available that you can come to if needed, either at the head office or at a work club. And find out if the office is a place you want to be, a place that supports all kinds of work in a stimulating, interesting and connected environment. There may be times when you want to be with your co-workers in the office, so find out if that’s an option.

In sum

Although some companies require people to return to the office full-time, remote work is also here to stay with a critical mass of employers offering it, and many employees working from home at least part of the time.

The new working methods will not, however, be automatic. There will be a learning curve for both employees and employers, so you will want to be clear that you are the right candidate and be sure that you are opting for the right job. By paying attention to each one, you will find a fit that will give you the greatest opportunity to contribute and the highest levels of personal and professional fulfillment.

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Bay Area camp cancels all summer sessions over swastika scandal https://ncnyumc.org/2022/06/09/bay-area-camp-cancels-all-summer-sessions-over-swastika-scandal/ Thu, 09 Jun 2022 22:01:03 +0000 https://ncnyumc.org/2022/06/09/bay-area-camp-cancels-all-summer-sessions-over-swastika-scandal/ A California summer camp tucked away in a wooded pocket of Silicon Valley has abruptly canceled all summer sessions after several staff members quit following a controversy over a swastika symbol on one of the buildings . The sudden closure of Hidden Villa in Los Altos affects some 900 children who had planned to attend […]]]>

A California summer camp tucked away in a wooded pocket of Silicon Valley has abruptly canceled all summer sessions after several staff members quit following a controversy over a swastika symbol on one of the buildings .

The sudden closure of Hidden Villa in Los Altos affects some 900 children who had planned to attend day or night camps in the coming months.

“Over the past weekend, 4 camp staff, including the summer camp director, have tendered their resignations with immediate effect,” wrote board chairman Peter Hartzell and interim executive director Philip Arca. in a June 8 letter posted on the Hidden Villa website. “The loss of these key positions led to the heartbreaking decision that we would be unable to responsibly provide a safe summer camp experience.”

Camp director Philip James, who is black, told the Los Altos Town Crier that he resigned on Sunday “due to the organization’s failure to address structural and institutional racism issues.” The breaking point for him and other staff was the camp’s inability to quickly remove a swastika design from the exterior of Duveneck House, a historic home on camp property that is available at the rental for events such as rehearsal dinners and corporate retreats.

The house was built in 1929 for Frank and Josephine Duveneck, and Josephine is said to have started the first multiracial residential summer camp in the United States on the property in 1945.


The camp administration explained in their letter that the house had three tiles, each about 12 by 12 inches, with Buddhist swastikas and a lotus embedded in them. When the house was built, the symbol would have been considered a good luck charm, but in the 1930s it was co-opted by the Nazis and has since become a symbol of white supremacy.

“These tiles were purchased by Frank and Josephine Duveneck on their honeymoon in 1913 traveling through Asia,” the administration of Hidden Villa said. “It has come to the attention of the community that Buddhist symbols are experienced differently and some people have suffered harm due to their presence on the building.”

The organization said it went through a process with staff and the board to resolve the controversy around the symbol. After community discussions, the tiles were removed on June 7.

“The resignation of our Camp leadership team on June 5, ahead of the Committee’s decision on June 6, puts us in the position to make the difficult decision regarding the Camp,” the organization said. “It also underscores the need for the organization to continue to pause, reflect and further develop action plans to address racial equity concerns shared by staff.”

James told the Crier that the process had become “so difficult” for him and other staff members that they quit before the dismissal.

Prior to the resignations, the camp was already struggling to build full staff and had previously canceled its kindergarten and fifth and sixth grade day camps due to shortages, the organization said in the letter.

Hidden Villa was not immediately available for comment. This story will be updated if more details become available.

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Presentation graduates praised for community service and personal achievements – The Mercury News https://ncnyumc.org/2022/06/05/presentation-graduates-praised-for-community-service-and-personal-achievements-the-mercury-news/ Sun, 05 Jun 2022 14:05:33 +0000 https://ncnyumc.org/2022/06/05/presentation-graduates-praised-for-community-service-and-personal-achievements-the-mercury-news/ Three members of Presentation High School’s Class of 2022 were recognized for their service to the community as well as their intellectual and personal achievements. Cambrian area resident Hannah Gabudao won the Presentation Leadership Award. “This award is not given every year,” said staff member Maureen Keller. “It is only awarded when a worthy student […]]]>

Three members of Presentation High School’s Class of 2022 were recognized for their service to the community as well as their intellectual and personal achievements.

Cambrian area resident Hannah Gabudao won the Presentation Leadership Award.

“This award is not given every year,” said staff member Maureen Keller. “It is only awarded when a worthy student emerges.”

Gabudao is not new to leadership. At Saint Mary’s Middle School in Los Gatos, she was the eighth-grade student body president. Throughout high school, she held leadership positions and served as Presentation’s associate student body president during her junior and senior years. Her job was to lead spiritual gatherings, organize open houses, and organize events for freshmen and families.

Gabudao’s most important task has been organizing Presentation’s annual food and toy drive for Sacred Heart Community Service in downtown San Jose, which begins a few months before the holiday season.

Two other senior graduates received the Nano Nagle award, named after the founder of Presentation.

Ximena Garcidueñas Salcedo joined Willow Glen Private High School’s fledgling Latin X Club and took on a leadership role involving outreach and communication with teachers. The club organized the first-ever celebration of the Virgin of Guadalupe at the school. Since then, the celebration has become a major annual event.

Salcedo’s favorite subjects are choir and French. Other accolades she received during the presentation included the Ella Fitzgerald Performing Arts Award, the French and English Biliteracy Seal.

“I’m actually trilingual, as I speak Spanish at home,” she said.

Salcedo has volunteered at Our City Forest, planting trees in San Jose, and will major in environmental engineering in college.

Anna Tips is the other winner of the Nano Nagle Award. In addition to serving on student council for all four years of high school, she led retreats for students as part of campus ministry.

“Anyone can join the ministry, regardless of faith,” Tips said. “It’s really a personal journey.”

Active in sports, Tips was on the football team throughout high school and captained the varsity football team in his senior year.

“Extracurricular and college activities force you to manage your time,” Tips said. “The school provides useful technology for this.”

Like Gabudao, Tips was active in the annual campaigns to benefit Sacred Heart community service.

Community service is a key principle at Presentation, a principle put into practice by the founder of Presentation.

Born into a wealthy family in Ireland in 1718, Nagle was educated in France, where she later entered a religious order. Eventually, she returned to her native land and devoted her time to teaching destitute children and providing food and medicine to the infirm. She founded the first Presentation Convent in Cork, Ireland in 1775.

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Isos Technology CEO and Co-Founder Thad West Announced as 2022 Phoenix Titan 100 https://ncnyumc.org/2022/05/19/isos-technology-ceo-and-co-founder-thad-west-announced-as-2022-phoenix-titan-100/ Thu, 19 May 2022 17:56:19 +0000 https://ncnyumc.org/2022/05/19/isos-technology-ceo-and-co-founder-thad-west-announced-as-2022-phoenix-titan-100/ The Titan 100 are shaping the future of the Phoenix business community by building a distinguished, unrivaled and preeminent reputation in their field. We proudly recognize the Titan 100 for its successes and contributions. TEMPE, AZ (PRWEB) May 19, 2022 Titan’s CEO and major sponsors, Class VI Partners and Wipfli LLP, are pleased to […]]]>

The Titan 100 are shaping the future of the Phoenix business community by building a distinguished, unrivaled and preeminent reputation in their field. We proudly recognize the Titan 100 for its successes and contributions.

Titan’s CEO and major sponsors, Class VI Partners and Wipfli LLP, are pleased to announce that Thad West, CEO and co-founder of Isos Technology, has been named the 2022 Phoenix Titan 100. The Titan 100 program recognizes 100 top Phoenix CEOs and C-level executives. . They are the region’s most accomplished business leaders in their industry, using criteria that include demonstrating exceptional leadership, vision and passion. Collectively, the 2022 Phoenix Titan 100 and their companies employ over 90,000 people and generate over $32 billion in annual revenue. This year’s winners will be published in a limited-edition Titan 100 book and presented exclusively online. They will be honored at an awards ceremony on September 29, 2022 and will have the opportunity to interact and connect multiple times throughout the year with their fellow Titans.

“The Titan 100s are shaping the future of the Phoenix business community by building a reputation that is distinguished, unmatched and preeminent in their field. We proudly recognize the Titan 100 for its successes and contributions. We know they will have a profound impact that will make an extraordinary difference to their clients and customers across the country,” said Jaime Zawmon, President and CEO of Titan.

As co-founder and CEO of Isos Technology, Thad West is responsible for the overall vision, strategy and execution of the company. Thad brings to these roles his diverse technology background, business acumen and strong leadership skills. Thad has over two decades of technology experience, including product management, leading development teams, enterprise architecture, and business application development. Prior to founding Isos Technology, Thad served as Vice President of Application Development for a Fortune 100 financial company and Director of Product Management for a midsize software company specializing in mobile applications for the Internet. construction industry.

“I’m honored to be in the Titan 100 this year. Phoenix has an incredible group of business community leaders and visionaries that Isos Technology is proud to be a part of,” said West. “I am excited to continue to impact our industry and provide innovative consulting services to help our clients achieve their strategic transformation goals.”

Thad West will be honored at the Titan 100 Awards on September 29, 2022 at Chateau Luxe. Set amidst spectacular views of the Sonoran Desert, Chateau Luxe is Arizona’s most luxurious and nationally recognized event destination. This unique cocktail-style awards event will bring together 100 industry Titans and their guests for an evening unlike anything in the Phoenix business community.

About the CEO of Titan

Titan CEO brings CEOs together through private events and roundtables. We also offer private, instructor-led peer groups for Titan CEO members. Held monthly, our CEO Peer Groups are designed to meet the unique needs of a CEO as a business leader by facilitating a program that helps build company valuation and address day-to-day business challenges. We offer a suite of resources including private coaching, high-level networking, and executive-level retreats. Through our community, we aim to work with CEOs to help them connect and grow as Titans of the industry.

About Isos Technology

Isos Technology accelerates the innovation curve of companies that change the world. As a leading Atlassian Platinum and Enterprise Solution Partner with Cloud and Agile specializations at scale, we make organizations’ Atlassian tools more efficient and effective, with the least disruption, so they can focus on their business priorities. Since 2005, our Atlassian-certified team has tackled some of the toughest problems businesses face in ITSM, Scaled Agile, DevOps, and Cloud, and helped hundreds of private and public sector organizations the most of their technological investment. Headquartered in Tempe, Arizona, and with offices across the United States, Isos Technology was recognized as an Atlassian Partner of the Year in the ITSM and Enterprise categories, a fastest-growing private Inc. 5000 company and a CIOReview Most Promising Agile Consulting Company. For more information, visit isostech.com.

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How Rising Inflation and Interest Rates Led to the Crypto Crash https://ncnyumc.org/2022/05/17/how-rising-inflation-and-interest-rates-led-to-the-crypto-crash/ Tue, 17 May 2022 23:46:02 +0000 https://ncnyumc.org/2022/05/17/how-rising-inflation-and-interest-rates-led-to-the-crypto-crash/ Source: Executium/Unsplash Cryptocurrency is experiencing another moment of meltdown, and the reasons why it shines a light on how our new environment of higher inflation and higher interest rates will change the world. Bitcoin has fallen dramatically, dropping 26% in the past month. But the well-known cryptocurrency is a relative rock of Gibraltar compared to […]]]>

Source: Executium/Unsplash

Cryptocurrency is experiencing another moment of meltdown, and the reasons why it shines a light on how our new environment of higher inflation and higher interest rates will change the world.

Bitcoin has fallen dramatically, dropping 26% in the past month. But the well-known cryptocurrency is a relative rock of Gibraltar compared to many other lesser-known coins crashing around it. The second-largest cryptocurrency, Ethereum, is down 34% over the same period and the “joke” cryptocurrency Dogecoin is down 38%. A coin called Orion is down 85%. It’s a bloodbath.

The following chart shows the changes in Bitcoin and Ethereum, measured against the US dollar, over the past year. For the last six months of 2021, they were a good bet. Recently, they have again become a very bad bet.

The financial markets have a saying: you find out who’s been swimming naked when the tide goes out. The past decade of ever-lower inflation and ever-lower interest rates has been a historic royal tide. With the water so deep and high, skinny swimming has become almost mandatory.

Practices that in historic times would have been counted as Ponzi schemes and fraud have become widespread. They worked because they were profitable.

They were profitable as money kept flowing into the cryptocurrency. Money kept flowing into cryptocurrency because it was profitable.

But what happens when the tide goes out? All those people who never bothered to bring a bathing suit to the beach are exposed.

Assets that are making strong profits are now winners. Assets that traded on excitement, momentum and a sense that the world had fundamentally changed? They are now losers.

People buying NFTs (non-fungible tokens) had to believe that the world had fundamentally changed to justify spending hundreds of thousands of dollars on so-called proprietary rights to mere cartoon images. (In a way, the world had changed! But not in a way that kept him from going back!)

Some are now losing hundreds of thousands of dollars when they sell the property rights to these cartoons.

Many cryptocurrencies offered no fundamental value other than the idea that everyone believed they offered value. Admittedly, the same type of belief is part of why gold is a store of value, so we can’t be too harsh on the concept that the collective illusion can be a source of value. But when it comes to collective delusions, it is important to distinguish between those with a history and those that are fashionable!

What caused the tides

The moon raises and lowers the tides in the real world. What causes our metaphorical tides that drive up and down the price of new assets? There is a debate on the subject, but the most plausible answer is monetary policy.

Over the past decade and a half, central banks around the world have engaged in extraordinary monetary policy. They injected liquidity into global financial systems via a policy called quantitative easing and, at the same time, cut interest rates to zero and below. The rise in asset purchases has been extraordinarily strong over the past two years.

When central banks buy assets, they can do so with money they just printed out of thin air. This has the effect of reducing the number of assets in circulation while increasing the amount of cash in circulation. The asset-to-cash ratio decreases, which means that anyone who wants an asset is competing against other people who also have a lot of money. This drives up the prices.

It also encourages people to invent new assets. It is difficult to create new lands; it is easier to create new start-ups and a lot easier to invent new cryptocurrencies and NFTs. So there have been a lot of innovations in these latter areas.

It’s not just the US Federal Reserve that does this. Everywhere, central banks are buying up assets and injecting liquidity.

At the same time, low interest rates and low inflation meant that people were happy with assets that paid far into the future. So it didn’t matter if your tech start-up lost money in 2020, what mattered was that it could become profitable in 2025.

Low interest rates meant you didn’t make good returns on safe investments anyway, and low inflation meant the purchasing power of a dollar next year would be about the same as the purchasing power of a dollar today, so it was a good time to invest in assets that did not pay off quickly. The abundance of liquidity and the scarcity of good alternatives made unprofitable assets attractive.

High margins

Today, central banks are shrinking their asset bases, selling assets in exchange for cash. The Reserve Bank of Australia (RBA), which increased its holding of assets from 5% of GDP to almost 30% of GDP, now plans to reduce its holding.

Here is how the Governor of the RBA put it the other day: “Our balance sheet will also shrink significantly in 2023 and 2024 as banks repay funding made available under the Term Funding Facility. This contraction in our balance sheet will contribute to some tightening of financial conditions in Australia.

This makes money less available. And at the same time, inflation means that people place a higher value on assets that pay off now rather than in the future. All of this is causing a pivot away from speculative tech assets and bitcoin.

The fall of Bitcoin is associated with the fall of tech stocks, as both rose in this environment where people thought the world was different and were happy with possible gains in the distant future. People bought shares of Netflix, for example, not for its pitiful returns in 2021, but because they believed it might one day dominate the global entertainment landscape and reward them handsomely.

As the following chart shows, it is now falling alongside Bitcoin. Its profitability here and now becomes more important and is lacking. Tech stocks like Apple and Google, however, are holding up relatively well because they are established profit behemoths.

If inflation continues to rise, interest rates continue to rise and central bank assets continue to fall, then the future of asset markets will be in profitable businesses selling things that people have need right now.

Crescat Capital, an investment fund that has long been very upsetting, believes that now is the time to buy commodities. They predict a “major shift in market leadership from technology to natural resource-related companies,” illustrating the opportunity with the following chart showing commodity prices at record highs relative to stock prices.

They make the case for investing in assets that don’t need you to believe a story to be impressed. Companies that sell things people need, not things they hope to resell later. Food companies and energy companies, for example. Not cryptocurrencies, not early-stage tech start-ups, and certainly not NFTs.

This article was first published by Crikey.

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Brother Martin and Mount Carmel Students Host College Retreat – Clarion Herald https://ncnyumc.org/2022/05/15/brother-martin-and-mount-carmel-students-host-college-retreat-clarion-herald/ Sun, 15 May 2022 18:33:45 +0000 https://ncnyumc.org/2022/05/15/brother-martin-and-mount-carmel-students-host-college-retreat-clarion-herald/ Mount Carmel Academy senior Olivia Edler said she knew God was calling her to share her story when she was asked to give a testimony to 97 sixth and seventh graders at a retreat in college in St. Cletus on the theme “Uniquely Me”. “I wanted young children to know that God made each of […]]]>

Mount Carmel Academy senior Olivia Edler said she knew God was calling her to share her story when she was asked to give a testimony to 97 sixth and seventh graders at a retreat in college in St. Cletus on the theme “Uniquely Me”.

“I wanted young children to know that God made each of them unique,” Edler said. “I was hoping they would realize that they all have gifts that God has given them, so they won’t deprive the world of glorious gifts.”


She was among the Student Ambassadors of Mount Carmel Academy and Brother Martin who gave the retreat.

Edler said his goal was to find out how each person has different gifts. She told middle schoolers she didn’t understand her own leadership skills until her grandmother was diagnosed with breast cancer and her aunt kidney failure, and she gave up sports to be with her family. . She visited her aunt in intensive care every night, praying the Rosary, hoping for her recovery. She died in hospital after 145 days. Her grandmother also lost her battle with cancer. Edler said she began to wonder if God was even there.

When Adler gave up the sport at Mount Carmel when her family needed her more, other doors began to open. She joined Teens for Life to advocate for babies who have no voice and Mount Carmel Cubs Against Destructive Decisions to promote intelligent decision-making among students. Adler is also an altar server captain.

“Giving this talk was very enriching because I was able to show the children how important each of them is.”

She used characters from the movie “Encanto,” which means “charm” in Spanish, to highlight how God gave each person different gifts because “He has a plan for each of us. Some of us are better at dancing than others. Having these differences does not make the girl or boy sitting next to you better or worse, because we are all equal in the sight of God. God has given everyone special qualities and a light to shine in the world. We should never obscure our light to others because we must stay true to who we are. Mirabel feels like an outcast with no “gift”, but what she doesn’t realize is that everything the world has a different gift. Sometimes it might not be as flashy as the Madrigal’s, which can control the weather or talk to animals, but that doesn’t mean you’re not special.

Edler repeated a quote attributed to Saint Catherine of Siena, when she told young people “to be what God wanted you to be and you will set the world on fire”. Saint Catherine doesn’t want to cause a ruckus by starting fires around the world, Edler said. It means to be the person God created you because God created each of you for a purpose.

“As sixth and seventh graders, you might be thinking, ‘Well, I don’t know why God made me the way I am.’ God created you so the world could benefit from your gifts, so don’t deprive others of the gifts God has given you. No one is perfect.” She stressed that setbacks will happen, but so will opportunities to rebound.

Jeanne Rachuda, Student Ambassador facilitator, said the retreat was college-appropriate, drawing inspiration from MCA retreats.

“We wanted to create a meaningful, age-appropriate Catholic experience,” she said.

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