Category Archives: Golden Rule

Left-right, are Lakeshore Regional Police Service Cst. Cory Cardinal, students from E.W. Pratt High School in High Prairie, Kerry Gardner and Kelsey Keay, guest speaker Dwayne Peace of Life Synergy for Youth, and Pratt students Ramirez Whitecap-Bear and Logan Laboucan.

Richard Froese Spotlight Local youth were warned about the dangers of social media, bullying, gangs, drugs and suicide during the Red Feather Conference at Sucker Creek First Nation on April 19-20.

Lakeshore Regional Police Service hosted the event with several speakers about the various issues youth face.

We addressed concerns and issues we have been advised about by community leaders and youth and we want to empower youth to give them the right tools to make wise decisions, says Cst. Cory Cardinal, who organized the event, for junior high school students on the first day followed by senior high students.

Do onto others what you would have them do to you was the main principle presented by main speaker Dwayne Peace, an educational consultant with Life Synergy for Youth and a retired police officer. Let that be your theme in life.

He also advised students to respect others and create positive messages.

If we could eliminate rumours, gossip and drama in schools, we would have a lot more safer schools, Peace says.

Digital dangers and harassment were prominent in his presentations.

Be careful what you tell and show people, especially with Iphones and smart phones, Peace says. Just because you have a smart phone, it doesnt mean you are a smart person.

Information and images are far-reaching and negative or disrespectful content has lasting risks.

It creates a public and permanent record, Peace says.

He also used the old saying that whatever happens in Vegas, stays in Vegas.

Whatever happens in Vegas, stays on Facebook, You Tube, and Twitterforever, Peace says. I dont think you should have a cell phone at school, period, Peace says. Cameras at parties are dangerous.

Out of stupidity, and poor judgment, youth can make bad decision and get images of themselves in uncompromising positions and situations.

For anyone considering exposing their bodies for lewd and nude photographs, you dont let anybody extort you, sextort you, Peace says.

Bullying was another hot topic.

Students being bullied often ask why its happening to them.

Its the bully who has the issues, its not them, Peace says. When you say something thats mean, rude or disrespectful, you need to apologize.

Television and the entertainment world have negatively influenced children and youth in many ways.

TV comedy shows have laugh tracks where the sound follows something that is done or said that it mean, rude, or disrespectful and that sends the wrong message, he say.

Lakeshore Cst. Elias Cunningham shared about the drug fentanyl.

It is 100 times more powerful than morphine and heroin, Cunningham says. Its being laced with other street drugs and its happening all over Alberta and Canada.

Police remain vigilant to monitor and control the drug.

We are starting to see more and more fentanyl, Cst. Cardinal says. This is one we want to target because its the most dangerous drugs.

Former Faust RCMP Cst. Perry Cardinal also offered advice about drugs and gangs, with more than 20 years in policing.

Youve got to be careful what you wear, says Cardinal, who started his career in 1998 with Faust RCMP where he served for almost eight years.

He advised youth to stay away from during and gangs and images related to them.

You represent something we dont want in schools, Cardinal says.

For adults, he recommends adults and community leaders get youth involved in good healthy and positive activities and held younger people who are in trouble.

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Youth reminded of the Golden Rule at conference - South Peace News

Lexington Herald Leader

Build state budget based on the Golden Rule Lexington Herald Leader Having been raised in Eastern Kentucky and considered poverty level at many stages during my lifetime, I have felt the sting and pressure that economic hardship can render on a married parent, a single parent, a child, a student, an employee and an ...

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Build state budget based on the Golden Rule - Lexington Herald Leader

Earlier this month, there was an incident on a United Airlines flight that has now received worldwide attention.

A ticketed passenger who was already in his assigned seat was forcibly removed from the plane and was injured in the process. This brings up several critical issues surrounding policy, publicity and public relations.

Everyone who is in business or works for a business should be concerned about these incidents. Not only was a paying customer injured, but millions of dollars worth of reputation and goodwill were instantly lost.

There was a time when such an incident would have been controlled by corporate officials or the media as they had access to the information pipeline. Today, however, one passenger with a cellphone changed the dynamic and demonstrated to us all the power of publicity.

All businesses have regrettable occurrences. It is simply a matter of how they handle them that spells the difference between success and failure.

A number of years ago, through no fault of their own, Tylenol had a corporate crisis when an unknown individual tampered with some of their product that was already on the shelf.

Instead of denying, delaying or evading the issue, Tylenol got out in front of it and turned a short-term crisis into a long-term, reputation-building opportunity. They pulled all the product from the shelves and replaced it with a new tamper-proof product.

While this was obviously expensive, time consuming, and labor intensive, it paid off for Tylenol in the long run. Had they not managed the crisis, the name Tylenol would be a distant memory in a long-forgotten business textbook.

Overbooking seats on airlines is currently a legal and acceptable practice that should probably be reviewed; however, on the flight in question, United offered passengers an incentive to reticket, but no one accepted the offer.

I have no doubt if they had increased the offer by a few hundred dollars, eventually they would have gotten one of the passengers to volunteer to be reticketed on another flight and the matter would have been resolved.

Now United is facing potential lawsuits, bad publicity and loss of corporate reputation that represents literally millions of dollars.

In a perfect world, we should treat one another as we would like to be treated because it is the fundamental element of all successful human encounters, but failing that, the Golden Rule simply makes good business sense.

I am certain there were many passengers on that flight and countless more around the world that saw the video who were greatly stressed and have determined to never fly United again. Many of them may have reached for a Tylenol to ease their tension and ensuing headache.

As you go through your day today, remember the value of a good reputation and how quickly it can be lost.

Todays the day!

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Jim Stovall: Golden Rule make good business sense - Tulsa World

As the 2016-2017 school year comes to a close, students and adults alike can experience a rare book display created in the Lawrence County Museum gallery using aged Indiana school library books. Some of the books have Indiana Township Library imprinted on the leather-bound covers. Most are dated 1854. Cover pages note they were the property of the township trustees Flinn Township, Guthrie Township and others. These scholarly books were available to the Lawrence County public 163 years ago.

One might have assumed the Lawrence County pioneers, though hardy souls, were not concerned with education.

From a newspaper article written by Ladies of the Round Table Club members and printed in the Bedford Daily Mail, in 1924, we learn that was not the case.

Harken back to 1800, the year that Indiana was admitted into the Union as a territory. The first settlers of Indiana were subjected to hardships and privations, but within them seemingly an inner light glowed with the vision While no schools existed, it was their most keenly felt desire to have their children taught.

In Guthrie Township, an Irish monk named Alfred Langdon, is thought to have organized the first school in the territory in Leesville in 1814.

Lawrence County was created in 1818. In 1825, the county seat became the newly established town of Bedford in Shawswick Township.

Subscription schools were the first type of county schools. Animal skins and other crude commodities defrayed the cost. Citizens felled trees, hewed out the logs and erected one-room log school houses that would accommodate from 10 to 25 students. The New Testament was a common school book, and all who could read took part in the scripture reading.

In some schools, children were expected to be at the school by sun-up, and the sessions closed near sun-down as these thrifty pioneers expected the school master to earn his pay by putting in as much time as any other hired man.

Bedfords first school was held in its new log courthouse building. Tradition has it that Captain Hill taught the first school with an enrollment of 36 pupils. He taught reading, writing, arithmetic, rhetoric, grammar and algebra for a stipend of $2 per quarter from each pupil. This school lasted until January 1831 when the Legislature passed an act providing for a seminary.

The Lawrence County Seminary was a two-story brick building with a large room on each floor. It was erected one block north of the courthouse. Mr. Lynn was the first teacher. Children from all over the county attended this school. In 1832-33, this school was presided over by Robert W. Thompson who would later be elected to the U.S. Congress in 1841 and 1847 and President Hayes would appoint him Secretary of the Navy in 1887.

The Lawrence County Seminary hired its first female teacher in 1837. Miss Lovey Kittridge, a cultured, godly woman arrived from the East and was authorized to teach a session in the seminarys completed upper room.

In Spice Valley Township, children had a school at least as early as 1835.

One very early book included in the rare book display is, The Poetic Works of Alexander Pope dated 1836. Though not known to be a school library book, it came to the museum from the estate of the educated family of Edmond Braxton Thornton.

Antoinette Rawlins, who was born in 1839, has the distinction of being the first young woman to graduate from a Bedford school and graduate from an institution of higher learning. She earned an A.B. at Asbury College. Several of the countys early male pioneers also graduated from Asbury College Moses Fell Dunn, Dr. Howard LaForce, Samuel Crawford, Alcana Williams and others.

Some of the countys colorful school names were: Booghers Point in Indian Creek Township, Coal Dump in Marion Township, Fishing Creek in Bono Township, Popcorn School in Perry Township, Rabbitsville School in Marion Township, Silverville School in Indian Creek Township, Wildcat in Guthrie Township, and Wahoo in Spice Valley Township. You can find a listing of about 150 schools that have come and gone through the years its in the school section of the museums digital display Explore Lawrence County.

From the countys early days, citizens can justly be proud to have provided educational opportunities.

Source: Lawrence County District School Records 1835-1851, the Bedford Daily Mail, Saturday, April 12, 1924, museum records.

Robert Brummett will present Lawrence County History in Pictures at 7 p.m. on May 8 in the museum meeting room. The presentation follows the LCHGS monthly meeting at 6:30. Both the meeting and the speaker program are free and open to the public and light refreshments will be served.

Brain Games XVI are May 16, 18, 23 and 25 beginning at 6:30 each evening at the Little Theatre of Bedford. Sponsors, teams and volunteers are still needed. Contact Lacy Hawkins at lacyhawkins@gmail.com for more information.

New in the gallery: Check out the railroad exhibit in the museum front window. It includes local pictures and artifacts from a time when the railroad was big business in our county. The exhibit is on display in honor of the May 18 opening of the newly renovated Milwaukee Depot.

New in the gallery: Vintage mason jars, Ball and Kerr. $1 each.

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'School days, ... dear old golden rule days' - Times-Mail (subscription)

In 1925, Reps Dry Goods of Springfield sponsored a series of ad stories in the Springfield Leader called Know Your Neighbor, which profiled a different community in southwest Missouri each week. In the August 9 issue, Neosho was profiled under the subtitle The Best Known Town of 5,000 in the United States.

In 1925, Reps Dry Goods of Springfield sponsored a series of ad stories in the Springfield Leader called Know Your Neighbor, which profiled a different community in southwest Missouri each week. In the August 9 issue, Neosho was profiled under the subtitle The Best Known Town of 5,000 in the United States. The profile lauded Neosho for the energy and friendliness of its people and especially for its Golden Rule business plan. Often called the Neosho plan because it had first been implemented by the Advertising Club of Neosho twelve years earlier, the Golden Rule plan encouraged cooperation between the business people of a community and the farmers who lived in the surrounding countryside. One of the main features of the plan was a monthly Sales Day on which the businesses offered special bargains and a farmers exchange was set up at the local auction pavilion. People living in the rural areas came to town from miles around, either to take advantage of the bargains or to buy and sell livestock and farm goods at the pavilion. Since its inception in Neosho, the Golden Rule Plan had spread to towns and small cities all across the U.S. The fertile lands around Neosho were said to be excellent for farming, dairying, poultry raising, and fruit growing; and the Newton County Harvest Show was cited as a testament to the success of these endeavors. Held in October of each year, Neoshos harvest show was praised as one of the best county shows in the state. Neosho is also fortunate, said the profile, in having three main line railroads which enable the quick distribution of its products to the larger trade centers. In addition, Neosho was the intersection of two highways, State Highway 21 to Joplin and State Highway 16 to Springfield. The fact that Neoshos bank deposits amounted to over two and a half million dollars was evidence of the towns prosperity. Neosho was not only well known for its thriving business community, but it was also becoming famous as a health and recreation resort because of its abundance of spring water and artesian well water. People flocked to Neosho from Oklahoma and other states to partake of the healing waters, and the water was also shipped out of Neosho in large glass-lined tank cars. Neosho has a modern tourist camp, said the profile, and many of the tourists testify to the fact that this is the prettiest town in the Ozarks. Thousands of tourists came to Neosho every year to take in its scenic beauty or visits its points of interest, the U.S. Fish Hatchery being one of the main attractions. Neosho had just completed a sewer system at a cost of $180,000 and was planning street paving projects, including the public square, at a cost of $75,000. The profile writer concluded by agreeing with a Neosho resident whod recently returned from California and announced, God Almighty has done so much more for Neosho and vicinity than man can possibly do for California. Larry Wood is a freelance writer specializing in the history of Missouri and the Ozarks. You may contact him at larryewood@mail.com or like his author Facebook page at https://www.facebook.com/AuthorLarryWood/.

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LARRY WOOD: Neosho and the Golden Rule Plan - Neosho Daily News

The United Religions Initiative-Africa (URI), Thursday, appointed renowned interfaith activists and peace makers Imam Muhammad Ashafa and Pastor James Wuye, co-founders of the "Interfaith Mediation Centre" in Kaduna, Nigeria as Goodwill Ambassador of the Golden Rule.

The appointment was made on the occasion of the launching of the United Religions Initiative-West Africa office in Abuja.

Delivering his keynote address, Ambassador Mussie Hailu, Regional Director of URI-Africa and Global Envoy and Representative of URI to UN and AU said the appointment was made in recognition of the outstanding work of the Imam and Pastor in promoting peaceful co-existence and harmony among followers of different religious through the teaching of the Golden Rule in Nigeria and the rest of the world

Ambassador Mussie also said The Golden Rule which says Treat others the way you want to be treated summarizes the basic teaching of compassion, non-violence, respect, honoring the dignity of all living beings, social justice, equal right, Inter-religious and Inter-cultural harmony and peaceful co-existence. It is the best guide we have to help peoples of the world to live together in mutual respect and harmony. It is a preventive mechanism to discrimination, violence, crime, war and the violation of human rights.

Speaking on his award, Pastor James Wuye said for me this is a validation of all the effort the Imam and I have put to foster peace and harmony in the society. For me, the Golden rule is all about the message of Christ. Christ was asked what the greatest commandment and he responded love the lord your God with all your strength and your neighbor as yourself. This is the sum of the law of the Golden rule. For me I will say, do unto others what you want done to you. We want Nigerians to know that this is a medal of honour not just for us but for the country as a whole and the world in general. As examples of that Golden rule we will take it to every nook and cranny and share this because this is the only solution to the world problems.

Imam Ashafa appreciating the award said this is an honor. To be honored with my partner a Pastor is validation. Religion has a solution to the global challenges confronting humanity as a whole. A former world President of the Parliament of religions once said there will be no peace in the world until there is peace between religions and there will be no peace in religion until there is dialogue between the adherents of different religions. In all the major religions in the world, the Golden rule cuts across all with its emphasis on loving for your neighbor what you love for yourselves. Prophet Muhammed (S.A.W) was asked, what the best way to live without blemish in a multicultural and multi religious setting. The Prophet (S.A.W) responded love for your neighbor what you love for yourself. He said, your neigbour has three rights; to protect his honour and dignity, protect property and lastly, his land is scared. For me as a Muslim, this award has given me the opportunity to re-echo to the world that we need to humanize our humanity and live according to the rules of the Golden rule.

The Golden Rule Day was proclaimed on April 5th in Ethiopia and appointment of Goodwill Ambassador of Golden Rule was initiated in 2007 in Addis Ababa, Ethiopia by URI-Africa and Interfaith Peace-building Initiative (IPI) a URI member organization based in Ethiopia. Since then over 250 organizations in 123 countries joined URI-Africa in proclaiming the Golden Rule day and promoting its teaching.

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URI Africa appoints Goodwill Ambassadors of the Golden Rule - Daily Trust

Brookdale Hosts Multi-Faith Dialogue on The Golden Rule

Dozens of local religious leaders, advocates and community members came together in a spirit of commonality and mutual respect on April 20 for the first ever Multi-Faith Dialogue program, hosted in Brookdales Student Life Center in Lincroft.

The program, titled The Golden Rule, featured an overview of five different faith traditions and their approach to the centuries-old credo, which encourages individuals to treat others as they wish to be treated.

The last 18 months, certainly all of us have been concerned with a lot of vitriol in our community. After the elections we saw a rise in hate crimes against many faith groups, including Muslim and Jewish faith groups, said Janice Thomas, director of Brookdales International Education Center, which cosponsored the program along withthe Monmouth Center for World Religions and Ethical Thought (MCWRET),the Brookdale Diversity Council, The Center for Holocaust, Human Rights and Genocide Education (Chhange) at Brookdale and the New Jersey Interfaith Coalition.

At Brookdale, as an educational institution we feel that it is our responsibility to provide opportunities to educate and to learn from one another so that we can help dismiss stereotypes and dispel and demystify this othering that is happening in our community.

Panel members included Fatima Jaffari, founder of the Kumon Learning Center in Howell and cofounderof the award winning Interfaith Youth Leadership Program of Garden State MOSAIC; Sarbmeet Kanwal, Brookdale physics instructor and cofounder of MOSAICs Interfaith Youth Leadership Program; Rabbi Lawrence Malinger, member of Temple Shalom in Aberdeen and the multi-faith clergy group Bayshore Ministerium; Rev. Terrence K. Porter, senior minister of Pilgrim Baptist Church in Red Bank and president of the board of trustees for the Red Bank Affordable Housing Corporation; and Uma Swaminathan, a cultural anthropologist, bestselling author, retired educator and advisor to MCWRET.

The panelists representing Islam, Sikhism, Judaism, Christianity and Hinduism, respectively each gave an overview of their religion and the ways in which practitioners approach The Golden Rule.

Kanwal, for example, explained how Sikhism was founded in 15th century India on the principles of equality and egalitarianism for all mankind, regardless ofbackground or social standing. The turbans worn by Sikh followers to this day, he said, are reminders of that.

In India at that time, the only people allowed to wear a turban were kings and possibly high-level clerics. That was it, Kanwal said. It was a symbol of being of a very high class. The teachers in our religion said, We want every single person to wear a turban, because all of you are kings. There is no inferiority, there is no superiority It was all intended to make people feel that they were just as good as anybody else.

Uma Swaminathan (left) speaks during the Multi-Faith Dialogue program on April 20.

In her overview of Islam, Jaffari explained how the religion imploresfollowers to remain humble, to bring peace to their communities, and to perform an honest, searchingself-inventory every day.

We have a saying: Give a person 70 excuses before you judge them, Jaffari said. Many times, people dont even give one. We make assumptions about who someone is or what their motivations are Before we judge anyone else, we must have a daily accounting of our own deeds. If we dont do that every night, we are not really being a good Muslim.

The panel discussion, moderated by MCWRET board member and New Jersey Interfaith Coalition member Joseph Ritacco, also touched on the shortcomings found in the Golden Rule, which canoften lead to false assumptions about others needs and desires.

Thats often why we get in trouble. We attribute to other people the ways of thinking that we have, and by now we should know that thats not the case, Ritacco said. So there is what I refer to as The Platinum Rule, which is to hold yourself to a higher standard than you do others. Or, to say it another way, be strict about your own behavior and cut other people a lot of slack. You basically put others above you. If we were to treat others with that kind of respect, I think we would have much less conflict in the world.

The program also featured a brief intermission, during which audience members were encouragedto engage in conversation with a nearby stranger, and a Q&A session hosted by the panelists.

One of the more prominent questions from the audience centered on cross-cultural hatred and terrorism, and the idea that religion may play a role in both. On a day when the terrorist group ISIS claimed responsibility for a fatal attack in Paris, panel members stressed the important distinction between religion and politics. ISIS, panel members said, is one of many groups throughout history to use religion for their own political gain, without truly understanding the tenets of a particular faith.

Each one of the religious beliefs represented on the panel, and others, have a segment of the Golden Rule, Porter said. Unfortunately we live in this postmodern society, where many of our beliefs and religious positions have been hijacked by radicals that believe they represent our faiths and our traditions. Thats why I applaud what we are doing here today, because we can see the sincerity in the actual beliefs and principles by which faith communities operate.

I hope we take from this gathering today a greater appreciation that we may be of different faiths and different traditions, but we all have the same purpose, Porter added. And that purpose is allowing humanity to live together as one.

Those sentiments were echoed by Brookdale graduate and current Monmouth University political science majorMarco Pallidino, who said he attended the program to learn more about the panelists and their beliefs.

Its very valuable to have this kind of dialogue, Pallidino said. It promotes education and it promotes religious tolerance. If you dont take the time to know your neighbor, you can never truly understand them.Thats pretty much where it starts.

To learn more about the cosponsors of the event, click the links above.

View more photos of the Multi-Faith Dialogue program here.

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Brookdale Hosts Multi-Faith Dialogue on 'The Golden Rule' - Brookdale Community College Newsroom

LARNED Emma Jean Bradley, the matriarch, the mother and the grandmother of the singing Bradleys ... but there is oh, so much more to this story. Born April 15, 1929 in Larned, and a resident of Larned for all of her 88 years, Emma Jean and her husband Roger raised 13 children plus several grandchildren. Each of their children graduated from Larned High School, a notable feat for a family this large. Both Damon and Pam were recipients of the Jordaan Scholarship. Two of the boys, Damon and Chris, are ministers. Damons wife is also a minister. Sometimes its hard to believe that five of our kids are in their 60s since to me they are still the kids. Clayton, the firstborn, died at the age of 37. He was born in Great Bend. The rest of the children were born in Larned because St. Joseph Hospital was then a reality. Regina was the second child, then Jokathan, Angela, Patricia, Phillip, Becky, Mark, Damon, Pam, Jay, Chris, and Amy. Did I miss anyone? she asked. I knew there were 12 living, and no, she didnt forget any one. Patricia, who is now 62 years old, was born with a disability and has never talked nor walked. Patricia lives at home. Emma Jean and her family have been the major caregivers over the years and Emma acknowledges that Patricia has enriched all of their lives. Shes been a blessing. Ive learned a lot of lessons because of her. I have especially learned patience, and tolerance for people being different Emma added, All our children have been a blessing, including Patricia. The kids learned from her too; helping feed her, and caring for her needs. Tricias room has always been a playroom and gathering place! Faith is important to me, and Patricia made it real, she explained. She had seizures often; sometimes they lasted all day long. It was frightening. Dr. Coughlin advised that perhaps she would grow out of them. And in part, she did. At about 12 years on, she ceased from such severe seizures. We were a large family, but each of the children learned to do chores and help with each other. Roger taught the kids a good work ethic. Many were involved in the raising of our children and you know, It takes a village! She quit school her Freshman year of high school, stating that one of the reasons was that she was the only black child in her age group. She then did domestic housework. She left Larned for a time to live in Denver to baby-sit her sisters children. It was World War II, and her sister worked at the Kaiser factory, a war and ammunition plant. She returned to Larned and married Roger after he came back from the war, as many did during that time. And, at the urging of her kids, mom went back to school at the age of 51 and earned her General Education Curriculum (GED) diploma. Asking her about Larned in those days, I brought up the subject of racial prejudice. In those days, prejudice was more subtle than today, she observed. But, as she related her experiences and the way the society worked, there didnt seem (to this writer) to be subtlety. Blacks were not allowed to try on clothes in stores, nor to try on hats. The clerk customarily tried on the hat for the customer. The black citizenry was not allowed to swim in the city pool except once a season, and then it was drained and refilled after use. Eating establishments gave access to orders by way of a back door or window since entering and eating inside was not permitted for the black community. At the age of 17, Emma gave her heart to Jesus Christ during a time when she knew she could no longer depend on her own efforts; she needed the Lord. This relationship was paramount in her life, and her faith would be an influence and a guide to her children in the years to come. Emma had always been musical, and during one era, she and Edith Haun would sing duets together during church exchanges. Music and singing were a big part of their family life. When the three oldest girls were in their teens, one day while they were sitting on the front porch, they began to sing and harmonize to Peace Be Still by James Cleveland. Emma was sitting in the living room and she perked up her ears. They were good! She suggested that they start a chorus in the church, and, joined by musical friends of the girls, thats exactly what happened. The Singing Bradleys were born! Today, the group performs whenever they can get together, and when they do, they inspire. During the week of Thanksgiving, the group comes home and traditionally gives a performance for the public several days after the holiday at the CME Church in Larned. Jo is the soloist, and the family nickname for her is the songbird. Not only grandchildren, but also great-grandchildren have joined the group. Their songs of faith and performances stir the soul. And until just the past several years, Emma Jean has sung with them. They rock! When asked about her work experiences, Emma alluded to her years working at the old St. Joseph Hospital. Sister Magdalene originally hired her, and it was there that she began her 30 years of employment at this hospital. Emma Jean explained, I worked for 30 years, on and off, at St. Joseph hospital. I started out doing a little bit of everything. She worked in supply, she helped in cleaning, and also ended up helping out in the OB and Surgery areas, and in most every other facet of the hospitals daily demands. She then moved to the 2nd floor as a nurses aide until the newly hired nursing director decided that she would be a good ward clerk, keeping supplies ordered, transcribing for doctors orders, and making out requisitions for the medical needs. The hospital next decided that Emma Jean would be a good fit in the then Alcohol and Chemical Dependency unit. The hospital sent her to a training session in Salina and, upon return, Emma Jean worked in the Chemical Dependency unit. After returning from the training sessions, they lost their son Clayton. She remarked that the training that she received in Salina was deeply helpful to her dealing with her grief from her sons death. She worked in the CD unit for 10 years until her retirement in 1992. She was involved in family weeks, as a receptionist, involved in intake, and was responsible for a teaching lecture to the patients. When asked when she retired, Emma Jean replied, Gosh its been so long ago! I retired in 1992. Roger was sick and he needed my care. He passed away in 1998. As to her years of parenting, Emma added, Our children have never given us any trouble. They have been good kids. I do remember just one event though when Angie was in high school. I dropped her off at the school, and coach Geier (Mel) was behind me in his car. Several hours later I got a call from Coach, asking me,Didnt I see you drop Angie off at school? I replied yes, and he said, Well, shes not in school today. Immediately, Emma and Roger decided that they knew where Angie was, and which girlfriends she was with, and they went to Hutchinson (where they went to play hooky) and knew exactly where to look for her. That was the first and last time that Angie tried that, and Emma Jean laughed while recalling the event. Yes, it takes a village. When asked what message would she give as her guide in life, she replied, I have tried to live by the Golden Rule. Do unto others as you would have them do unto you. And thats exactly what she has done.

Judi Tabler is a guest columnist for the Great Bend Tribune and her views dont necessarily reflect those of the paper. She can be reached at bluegrasses@gmail.com.

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Emma Jean Bradley lives by the Golden Rule - Great Bend Tribune

Most people would not consider themselves biased. But a new book says that nearly everyone has unconscious biases and they affect how we interact with others, with real consequences. Filter Shift: How Effective People See the World by Sara Taylor notes that one can learn to manage these biases, or filters, by being mindful that they are there and then working on ways to address them.

Critical to the process is the Platinum Rule, which is learning to treat people how they not you would like to be treated, because what works for you may not work for others. Taylor recently shared insights from her book on the Knowledge@Wharton show, which is part of Wharton Business Radio that airs on SiriusXM channel 111. (Listen to the podcast at the top of this page.)

An edited transcript of the conversation follows.

Knowledge@Wharton: When you talk of filter shift, what exactly do you mean?

Sara Taylor: This is about how our unconscious [biases] dictate how were seeing our interactions. What we need to [recognize] are the filters operating in our unconscious, and eventually [learn] to shift those filters in order to be more effective.

Knowledge@Wharton: How many people realize they probably have this problem and are able to manage it? You say that to navigate through this problem one could learn along the way.

Taylor: With one of the cultural competence models that we use, we see that between 95% and 99% of us dont realize that we have a problem. Thats the number of folks that have a significant gap between where they think they are versus where they actually are in their [level of] competence in interacting [with other types of people].

What does that mean? If I think that Im Wonder Woman when it comes to having interactions with folks that are different from me, in reality, I dont have that skill. That means Ive got some huge blind spots, and it might also mean that Im unintentionally offending others. None of us wants to unintentionally offend others. So, learning how to filter-shift helps us to become more intentional, and match our impact with that good intent.

Between 95% and 99% of us dont realize that we have a problem.

Knowledge@Wharton: Theres an interesting example in the book involving [a meeting between former Iraqi leader] Saddam Hussein and [former New Mexico governor] Bill Richardson, and how subtle some of these slights could be

Taylor: The key learning in that story is, weve got all kinds of great mantras and philosophies that we all live by. But we dont realize that many times, those mantras perpetuate this ineffectiveness. The one that we talked about with that particular story is the mantra of the Golden Rule: We should treat others as we want to be treated. That is a reflection of one of the ineffective [phases along the] five stages of development.

Why is that ineffective? Because its based on just this teeny, tiny assumption that the whole universe wants to be treated the way I want to be treated. Thats not the case. Weve got to learn how to treat others as they want to be treated, which is the Platinum Rule.

Knowledge@Wharton: Richardson was sitting at the table, getting ready to meet with Saddam Hussein, and he had his knee crossed over his other leg. That allowed the bottom of his shoe to be seen, which is a big insult in Iraqi culture.

Taylor: Bill Richardson is a very competent, very successful and very effective person. He even had three staff people helping him prepare for that meeting for three months. Yet, it was still over in less than a minute, because it was incredibly offensive, the way he was showing the sole of his shoe.

That would be the equivalent of Saddam Hussein sending a diplomatic emissary to President Clinton, and that diplomatic emissary sitting down in the Oval Office would be flipping off President Clinton. (While Saddam Hussein abruptly left the room, he returned a while later to the meeting, as Richardson noted in a 1996 interview in Fortune magazine.)

The learning there is that we cant know what every gesture [means]. But, Bill Richardson [could have prepared] from the perspective of Saddams filters how does Saddam look at this meeting? [Instead,] what he did to approach it was to say, What would I want if I were in Saddams shoes? Thats the Golden Rule, and thats what tripped him up.

[Richardson] thought, If I were in Saddams shoes, I wouldnt want the big powerhouse of the world, the United States, coming in and being all uppity and formal with me. Id want them to be informal. Thats why he went into that meeting, sat down, leaned back, crossed his legs, and up went the sole of his shoe.

Knowledge@Wharton: That could similarly play out in boardrooms or negotiation tables and have a negative effect.

Taylor: Thats right. The reality is, lots of us arent in situations like that, with a dictator who can just get up and leave a meeting because theyre upset. For the rest of us, we may be in meetings or in other interactions, and we might get a sense afterward that, Hmm, I dont know that that went very well. We dont have the [other] person telling us [what was amiss]. We dont have the person getting up and leaving. So, we dont have those cues from others everyday that were not being our most effective [selves].

Knowledge@Wharton: The word see is important to this process. The letters in the word stand for See, Explain, and Evaluate.

Taylor: Thats right. When we observe anything, or when were in an interaction, all kinds of thoughts come to our mind: I think hes this, I think hes that; I thought this about what he said. What we dont realize is, the vast majority of those thoughts are coming from our unconscious. Thats the Explain and Evaluate.

My unconscious takes what I see, whats objective, and then its job is, Ive got to pass up an explanation to that conscious mind. Heres how Im going to explain what I think I see. The unconscious goes even further. It says, Now Ive got to place a judgment on it. Heres the judgment of what I think I see.

Learning how to filter and shift helps us to become more intentional, and match our impact with that good intent.

Those filters are operating, doing all this in my unconscious, but those filters are created by my past experiences. In my interaction with you, my brain is giving me all kinds of explanations and judgments about you. But I have no idea if what my filters are telling me matches what your filters are telling you.

Youve got it coming from the other side [as well]. Your filters are telling you all kinds of things about me. And then we can get into a misunderstanding. What we dont realize when were in those misunderstandings is, many times those are filter fights.

Knowledge@Wharton: How often are some of those situations just misunderstandings?

Taylor: I think its the vast majority of the time. Ive asked this question to probably tens of thousands of people folks in the audience during my presentations, and I see head-nods in agreement Do you think the vast majority of us enter the workplace every day with positive intent?

If we all are entering the workforce and want to have positive relationships, we want to contribute, and weve got that positive intent, then why do we have misunderstandings? The reason we have misunderstandings is because we arent able to match that positive intent with an equally positive impact.

When it gets down to it, what is it that really matters? I could have the best of intentions. Lets say Im presenting, and Ive got my stiletto heels on, which I never do when I present. I accidentally step on someones foot, in the front row with my stilettos. Their reaction is going to be a scream, probably, right?

Im going to say, Oh my gosh! I didnt mean to hurt you! Im so sorry. Now, whats going to actually determine whether that person was hurt or not? Is it going to be the scream, or my Oh my gosh, I didnt mean to? We know its the impact that decides.

Going back to our interactions, its our impact on others that decides our effectiveness, not our intent. I can have the best of intentions, and then I get into a misunderstanding with someone, and then [conclude that] it must be their fault [or] they were disrespectful. I dont say, Wait a second. How is my unconscious really controlling that situation? How did that determine how I interacted? What do I need to do to have a better impact the next go-around?

Knowledge@Wharton: You mention that a lot of times this happens because people arent taught to be able to deal with and understand others. Why do you think thats the case? And how are you able to handle that?

Taylor: Exactly. Why arent we taught? I would say that the reason why most of us arent taught this competence is because we believe a number of myths.

One is we believe that just being comfortable with differences means that Im going to be competent. Think about it, in what other areas does comfort equal competence? I am completely comfortable holding my high school clarinet that I used to play. But you do not want to hear me try to play it. I am nowhere near competent.

The other myth is, Im exposed to all kinds of differences. Ive got differences all around me. My best friend is gay. My next-door neighbor is black. My mom has lived with a disability all of her life. I get this stuff. But in what other area would we say that exposure equals competence? If that were the case, we wouldnt need schools. Wed just have, say, a math guru, and everybody would send their kids to be exposed to the math guru for an hour, and theyre going to know math. We know that thats not true in [cases where skills are a competence to be learned].

The reality is that we just dont see [bias shifting] as a competence [that needs to be developed]. But we need to start seeing it that way.

Knowledge@Wharton: You also talk about how some things seem so obvious to some people. Yet, we have problems believing that it could be that easy.

Taylor: What we sometimes do is [point out] something that is obvious an obvious difference, in particular. But we [may be] uncomfortable talking about it.

[This is something that happens] all the time, with my husband and me. Im a white woman. My husband is a black man. There are times when were in all-white groups, except for my husband. Somebody will say, Sara, which ones your husband? If Ive got the one black guy in a sea of white folks, wouldnt it be obvious to just say as Im trying to point him out the black guy?

Weve got to learn how to treat others as they want to be treated, which is the Platinum Rule.

But, many times, folks just feel very uncomfortable with that, because we [get many social] messages that we shouldnt talk about those differences. So, lots of times, when I say that, Ill get very uncomfortable responses. Particularly, what I get most is a nervous laughter. I know what theyre thinking: Oh my gosh, Sara just said black. She called her husband that. She doesnt even know that shes not supposed to say that.

There, its our unconscious telling us, Oh, thats a topic you should avoid. But then, what happens if were avoiding those topics when do we get into them? If were uncomfortable talking about differences, especially the easy-to-see differences, then how are we ever going to be comfortable in our workplace, interacting with those differences? And also, talking about the differences that are even more difficult to see?

Knowledge@Wharton: Do you feel we can effect change in these areas with more understanding relationships in our personal lives, and hopefully that will carry over into our business life, where some of these issues apply as well?

Taylor: Yes, I hear that all the time. I work with people, mainly in the workplace. What I hear from them is, Oh my gosh, you just solved an issue that Ive been struggling with for 20 years with my husband. Or, I just want to bring my wife in, or, I just want to bring my partner in, my kids in, so they can hear this. So, yes, it definitely plays out both at home and at work.

The second piece is that this is something that can be developed. There are some people who might naturally be nicer people. There are some people who are naturally more extroverted, versus introverted. Thats not what were talking about. Were talking about a competence that we can develop.

To that point, let me see if you can guess we plot this out the five stages of development. Theyre progressive; you have to move through them to get to the most developed stage. In the most developed stage, we can see the full complexity of differences that are around us, and we can respond to them effectively. So, whats your guess? How many of us, do you think, operate in that stage?

Knowledge@Wharton: Im not sure what the percentage is, but I would say its got to be way up there.

Taylor: Thats what most of us think. But guess what? I dont mean to be a Debbie Downer here, but its only 2.5%. Only 2.5% are operating in the highest stage of effectiveness, where we can see the full complexity [of someone else], and respond to it. The good news is we can develop this competence.

Knowledge@Wharton: What do you think is the best way to try to do that? That seems like it would be a large task to undertake.

Taylor: The good news is, it isnt. It used to be, though. To get folks to that last stage, it takes about 40 hours of intentional development work. During that work, we show people all kinds of differences, from all kinds of different groups. Eventually, what will happen is, youll develop [that competence].

We did that for years, and what I started to see is that the process did work, and people developed to that last stage. But, as we did it, I started to hear and see patterns of people making these shift points. And so, I said, what if we just taught those shift points? At the time, I called them key developmental shifts, or things that you needed in order to develop [these skills.]

There are six of those. I started to teach just those key developmental shifts. With that, we were able to bring the 40-hour process down to nine hours. Thats the process we talk about in Filter Shift. It starts with myself, understanding my own filters, then understanding the filters of others, and finally, understanding how I shift my filters to approach a situation more effectively.

Originally posted here:

How Unconscious Biases Block Effective Interactions - Knowledge@Wharton

In a candidate-driven job market, workers often look outside their current company for new opportunities. But this might not always be the best path forward. Here's some advice to advance your career from a veteran executive recruiter.

April 20, 2017 Ted Pryor,managing director withGreenwich Harbor Partners, recently took a phone call from a young professional seeking career advice.She works at a major private equity group for its chief of staff.She told the recruiter she works nights and most weekends and was having a difficult time meeting her career goals.

She seemingly had it all, thought Mr. Pryor. A great education, solid work history, and she had striking command of three languages, including speaking fluently in Chinese. What on earth could be holding someone like this back?

As the recruiter pushed for more information, he discovered this young woman was feeling trapped in a highly demanding job that lacked any clear career path forward.She was beginning to think about a job hunt and wanted Mr. Pryors advice.He ascertained that the private equity firm might support her in job hunting internally and he advised starting there.

Its always better to find an alternative job at your current company if you can, said Mr. Pryor.He suggested the following five golden rules of career advancement to the young woman, but they apply to just about everybody in the midst of considering a job or career transition.

Hunt Scanlon Media and Catapult Growth Partners are convening PEleaders and executive recruiters from across the U.S., Canada, the U.K., Dubai and India to explorehow search firms can fund theirgrowth and expansion plans, raise capital and prepare for an expansion or exit. Join us in NYC on May 16.Reserve Your Spot Today

Golden Rule No. 1:Get Close to Customers

If you are not selling or servicing customers, then you should be supporting people who are.If you are not selling or servicing in general, you should be marketing, measuring results, developing products or solving client problems. If you are notfacing customers or supporting people who are facing customers, then you are overhead and risk being expendable.A year or two working at headquarters or in the office of the chief of staff, as in this case, is great experience and can give a birds-eye view of the organization. But dont get locked in there, said Mr. Pryor. You should transition to a customer-facing function as soon as you can, he added.

If there was only one golden rule of career advancement, this would be it, he said. Progressive companies have 80 percent of their resources focused on serving customers or supporting the front line. Legacy companies are often inward-focused with lots of time spent crafting memos to go up the line,' he said. Ambitious professionals should work to be in customer-oriented functions.

Golden Rule No. 2:Become an Expert

The modern world pays for expertise. Someone who is well educated, well-traveled and speaks three languages has broad perspective, just like the young woman who phoned Mr. Pryor. But getting to be an expert, for example, on China, or Southern China or in an industry sector within China will make that same person invaluable.Get to be an expert in the politics, the people, the trends, the economic forces, and, most importantly, said Mr. Pryor, the culture.Read books on the subject.Attend lectures on the area. You may also be asked to work on other projects or client matters, but establish yourself as an expert in something relevant to your company.

This comes straight from Jeff Immelt, CEO of General Electric, who advises his team to get to be an expert,' said the recruiter. You may have many duties in many areas, but if you are expert in a couple of subjects, you will get pulled in when that knowledge is crucial. A young person who has control of the facts is extremely useful.

Parting Ways Is Getting Easier

The way companies and their employees part ways has completely changed. Although job-hopping is at an all-time high, employers today understand that loyalty doesnt necessarily go away when employees walk out the door. In fact, when an employee leaves an organization, it is important they feel that the company is there to supportand respectthem through the transition. The best way to do this, according to Keith Mullin, CEO of global outplacement and redeployment firm Mullin International, is with rapid outreach and engagement, strong one-on-one consultingand a robust set of research tools. The effect: companies now encourage the concept of re-hiring former employees .. Heres some further reading from Hunt Scanlon Media.

Why Boomerang Employees Might Be In Your Future Companies continue to review talent and lines of business focused on the greatest return on investment. As a result, employees may lose jobs and either get redeployed internally or are encouraged to seek new and exciting careers.

Golden Rule No. 3:Manage People

You want to be headed in a direction where you will eventually be managing a group or a team. Organizations can only growth if good people are recruited, nurtured, trained, developed, and motivated to become leaders and contributors. But the most valuable employees are the ones that do a great job and can train other people to follow in their footsteps. If you are a solo producer by nature, then get into a position where you can manage, mentor anddevelopother solo producers.There are plenty of player-coaches who manage a team and focus their own time on larger projects, larger clients and developing new channels of opportunity.

The point is not to empire-build, but to be fully committed to the future success of the company through developing people, said Mr. Pryor. Todays best leaders are first class mentors and this should be part of your skill set.

Golden Rule No. 4:Take On Tough Projects

Everyone always want to work on the most prestigious projects and the most prestigious clients, but that often means working in mature situations as the third, fourth or tenth person on the team.Many careers have been accelerated by taking on a product, division, geography or industry sector that noone else was eager to work on, that wasnt as prestigious, or needed a turnaround.Maybe it is redesigning the sales incentive system, looking for a new warehouse location or oversight of a handful of small accounts.

Taking a problem off your bosss desk and doing an excellent job with it is a good way to get noticed.You are likely to have more autonomy and freedom to try new things and pursue your own ideas.Theexperiencewill be much more powerful than documenting the ideas of your team leader on that prestigious project.Sometimes this golden rule is written as take risks, but that does not really provide much guidance when you are at a decision point.Taking on tough projects for your leaders is a much clearer lens.

It is sometimes counter intuitive, but solving a tough problem that noone else wants, or taking on a losing region, or working on a declining product will be more satisfying and give you more visibility than being part of a large team on projects that everyone else wants, said Mr. Pryor. Many careers have been accelerated by solving a tough problem in a niche area.

Golden Rule No. 5:Develop Your Personal Brand

It is said that a reputation takes a lifetime to build and only a few minutes to ruin. Your personal brand is built conversation-by-conversation, presentation-by-presentation, project-by-project, report-by-report.The amount of time your work is exposed to colleagues and superiors is surprisingly limited.

Your reputation is built on your personality, appearance and humor, your insights and results, but often these are measured in short bursts of exposure such as one-on-ones, group meetings, presentations and reports or analysis.You must obsess over your results, research, ideas and content, but for those few moments of exposure, you must also obsess over the quality of the presentation that may be the only thing your colleagues ever see. Re-read reports carefully and have someone proof-read them.Practice your presentations in front of the mirror or with a friend. Good content, poorly presented, loses almost all of its impact.

Even though you are visible every day at a company, your personalbrandand reputation are really made in a very limited number of touch points, including presentations and reports, so extra effort must be put into content, creativity, neatness and results for your highly visible work product, said Mr. Pryor.

Contributed by Dale M. Zupsansky, Managing Editor and Scott A. Scanlon, Editor-in-Chief Hunt Scanlon Media

Read more from the original source:

A Top Recruiter Offers 'Five Golden Rules' for Career Advancement - Hunt Scanlon Media (press release)