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Excellence in Leadership Series Presented by Citi
How to Do Hard Things in a Human Way
with Rasmus Hougaard
Combining Business Acumen with Good People Skills | Rasmus Hougaard, Potential Project
What is Potential Project All About? | Rasmus Hougaard, Founder and CEO, Potential Project
The Subtle Difference Between Compassion and Empathy | Rasmus Hougaard, Potential Project
Against Busyness | Rasmus Hougaard, Founder and CEO, Potential Project
Are Women Better Leaders? | Rasmus Hougaard, Founder and CEO, Potential Project
Creating Excellence in Company Culture | Rasmus Hougaard, Founder and CEO, Potential Project
Doing Hard Things Compassionately | Rasmus Hougaard, Founder and CEO, Potential Project
Good Leaders Practice Self Care | Rasmus Hougaard, Founder and CEO, Potential Project
Rasmus Hougaard
Founder and CEO, Potential Project
Rasmus Hougaard is the founder and CEO of Potential Project and the author of the ground-breaking and best-selling book by Harvard Business Press, "The Mind of the Leader". Rasmus is nominated by Thinkers 50 as one of the eight most important leadership thinkers in the world today. He writes for Harvard Business Review, Forbes and Business Insider. He is a sought-after keynote speaker and leadership developer who coaches and supports C-suite executives at global organizations such as IKEA, Accenture, Wal-Mart, and Unilever. His newest book, "Compassionate Leadership: How to Do Hard Things in a Human Way", was published by Harvard Business Review Press in January 2022.
Leadership today is much more about influencing people to see a great future, how to get there, and then getting them motivated.
Rasmus Hougaard Tweet
[00:00:06] Gary Bisbee, Ph.D.: Our guest today, Rasmus Hougaard asks the question, how can you balance compassion for your people with effectiveness and getting the job done? Rasmus is the founder and CEO of Potential Project, a leadership development consultancy. He's the author of "Compassionate Leadership", for which he surveyed 350 CEOs and CHROs. Rasmus found that the most successful leaders have a compassionate and caring attitude, while also displaying a business acumen and courage to make difficult decisions. The best leaders can do hard things in a human way. Rasmus describes how to lead across age and cultural differences. He encourages leaders to unlearn robotic prescriptions for mentoring and leadership, and to approach conversations with vulnerability. We discussed the great resignation, which Rasmus frames as an opportunity. Employees want good work experiences. Companies that can provide them will attract and retain the best talent. Above all, Rasmus recommends that leaders take care of themselves, get enough sleep, and take time to rest and recharge. Only when you take care of yourself can you take care of others.
Well, good afternoon, Rasmus, and welcome.
[00:01:26] Rasmus Hougaard: Thank you very much, Gary. A pleasure to be here.
[00:01:28] Gary Bisbee, Ph.D.: We're pleased to have you at this microphone. As you know, this show is about sustaining leadership excellence and you fit right in with your career that involves really significant work as an author. You're, of course, the founder and CEO of a global business. So what led, if I can ask, Rasmus, what led to the founding of Potential Project? I know we are covering multiple years there, but what really led you to found your global company?
[00:02:01] Rasmus Hougaard: I think, for anything in most people's lives, that's not just one thing that led to that, but there's probably at least three strands that leads to that. The first one was, when I was quite young, I was about 17, I actually completely lost confidence in the Western model of getting a good education, getting a good partner, getting a good car, getting a good career. All of that just didn't add up to me. I didn't see the point in it. And I felt I had to look elsewhere for a different way of doing life. And I went to Nepal and India and stayed there for quite some time and studied with some, let's say, spiritual teachers from Buddhist tradition and other traditions that taught me meditation and taught me a different way of looking at the world and at life, not thinking about yourself first, but thinking about the impact and positivity you can bring to the world. That was definitely what was the foundation. Then I came back. I got my degree. I became a researcher and really learned the value of data, the value of thorough study of a situation before you come in and try to change something. Then I moved from there into corporates. And that was like when the coin dropped. I was working in the Sony Corporation as a leader for a number of years. And I saw how my employees and my peers and my superiors were constantly stressed out. They were not creative. They were not happy. They were overworked. They were burned out. And one day my own boss called me. We had this major, major meeting with our largest clients and he called me five minutes before and said he couldn't make it. And I said, why not? And he said, I'm sitting in my car. And I said, what are you doing in my car? And he said, I can't move. And he had just completely, out of stress and burnout, lost his ability to drive the car. I was just shocked by that. And it made me open the eyes and see he was not the only one, but everybody was suffering. Nobody was living up to their potential. And I thought, when I was young, I received all these amazing practices to train my own mind and to train my heart, to be a good person and to be clear minded, focused and resilient, and creative, and here amongst all these people that don't have that. So I got to do something about that. And that's when I decided to start Potential Project.
[00:04:23] Gary Bisbee, Ph.D.: Well, can you describe it for us?
[00:04:27] Rasmus Hougaard: Yeah. So, Potential Product is, as you said, a global company. We are in some 30 countries working with around, I would say, 500 global clients like Microsoft and Cisco and Accenture, and all the big companies. And what we do is research leadership development, and consulting, really helping our clients to ultimately create a more human world at work, creating a more human world of work where people can be truly themselves, where people can feel truly cared for, where leaders are really good human beings that unlearn management and relearn being humans. It's all about creating a world where, I have three kids and they are going to join the workforce in just a few years. I want them to have a good experience. And that's the kind of world of work that we're trying to create.
[00:05:16] Gary Bisbee, Ph.D.: Rasmus, we've learned through the years, thousands of interviews, that if we can hear from our guests about their early years growing up, how they've evolved as a leader, that that gives us a better understanding of their leadership style and performance. And to that end, let me just start with, what was life like growing up for you, Rasmus?
[00:05:40] Rasmus Hougaard: It was actually really wonderful. It was beautiful. I loved my childhood. My parents came from a part of Denmark that is quite conservative and they moved to this little island in the Baltic Sea. A lot of artists, creative thinkers, moved there and my parents were some of those. So it was a very, very beautiful community of very free spirited people. And it was a lot of nature. So I just, I see myself as this little boy walking around in the woods, around the lakes, at the big cliffs at the water, with the waves coming up. That was what life was like, and just surrounded by a lot of really beautiful people. It was a beautiful time.
[00:06:21] Gary Bisbee, Ph.D.: Well, and I think about your time in New York City in contrast. That's quite a change. But that sounds like an idyllic existence, really. What did the young Rasmus think about leadership? At what point did you begin to think about leadership?
[00:06:40] Rasmus Hougaard: I would say I didn't spare that a single thought when I was a child, not a single thought. But having said that, I think I learned a lot because the community that I was surrounded by was very non-hierarchical. The school I went to, there was not a school principal. Teachers together were making decisions. So everything was very flat in that way. Not hierarchical, not top down. And I think that has just always been how I thought about how to get stuff done, is through influence and through communication, but not through mandates and commands. That has definitely shaped how I see leadership.
[00:07:20] Gary Bisbee, Ph.D.: How about your parents? Have they influenced your leadership style?
[00:07:25] Rasmus Hougaard: I think so, a lot. They both were in leadership positions in healthcare and social work. And I think they also embodied this very flat, very, you lead by influence, you lead by having good conversations. And so it's just always been natural to me. I've always questioned the other way of leading, the more traditional top-down. It just never really made sense to me.
[00:07:45] Gary Bisbee, Ph.D.: You're a prolific author, Rasmus. Do you enjoy writing?
[00:07:52] Rasmus Hougaard: I think it's like anything else. If you have the time, anything is beautiful and wonderful, or at least can be. In my situation, leading some 200 people, I don't have that much time. And when I used to, I really enjoyed writing. But these days, I have to confess I am using a lot of my colleagues and a professional writer to make things more polished and clear. But when I have the time, I really enjoy it, yes.
[00:08:22] Gary Bisbee, Ph.D.: Do you have a pattern? Is there a certain time that you write? Some people write early in the morning? Some people write late at night. Any pattern?
[00:08:31] Rasmus Hougaard: I tried to do that and it just didn't work because the intensity of my work is just so that there's no time of day where I'm standing still. So I realized I need to take out chunks of time. So it's like everything from three to seven days, I just block completely, go to somewhere with no internet, and then just sit and write with the people I write with.
[00:08:53] Gary Bisbee, Ph.D.: Well, let's dig in to "Compassionate Leadership: How to Do Hard Things the Human Way". One of the obvious questions, given that you operate in 30 some countries, does each culture interpret the term compassionate leadership the same way?
[00:09:09] Rasmus Hougaard: No. No. There's a lot of different interpretations of that. And even the word compassion is so differently understood even in a country like America, where it's the native word. Case in point, most people don't know what is the difference between empathy and compassion. And they think it's the same thing. And it is absolutely not. Empathy is a really important skill for leaders. We need to be able to connect with the suffering we see in other people so they can see we understand them. And then there is communication. But as a leader, if we stay in empathy, where we are literally taking on the suffering of that other person, we can't be effective in helping them and driving an agenda. So making that distinction is really important. And so in any culture, we have to help define what compassionate leadership means, including, the biggest misinterpretation people have is, when we're compassionate, we're nice. We're nice people giving people what they want, which is not what compassion is. Compassion is about doing the right thing for people, helping them on their path, which can be giving really tough feedback, which can even be laying people off. So, yeah, there's a lot of different interpretations. So we need to do some education on that.
[00:10:29] Gary Bisbee, Ph.D.: Yeah, for sure. I test drove the term with some of my friends and some of them said that's an ideal, Rasmus, but I don't know if I could actually do it on a day-to-day basis. I'm sure you hear that, have heard it before. How do you respond to that kind of thought?
[00:10:47] Rasmus Hougaard: Well, that's a really wonderful question. First of all, ideals are good because that means there is an ideal scenario that's better than what we have now. So if we see compassionate leadership as an ideal, that's good. Then the question is, is it doable? And my answer is, absolutely yes. Otherwise we wouldn't have written a book about it. So we've been working the field for some 10 years. We have seen about, I would say, probably about 25,000 leaders turning some better versions of themselves, kinder people that do better to the people they lead, and thereby being happier themselves and having more resilience and so on. So it's very, very doable and it's a wonderful ideal to have.
[00:11:27] Gary Bisbee, Ph.D.: So we've been talking about COVID on and off as you and I have chatted. How have you seen workers kind of change perhaps in response to COVID? And then how does that influence leaders?
[00:11:39] Rasmus Hougaard: Yeah, that's a great question. And we're seeing a sea change there, a sea change that already started before COVID in the past decade or so, but has been on steroids for the last two years. And the movement is this: people come into the workforce expecting to have a good work experience, especially with the younger generations. The companies that can give that experience are the ones that will not just attract, but also retain the absolute best talent, and therefore win. In COVID, where we have moved to a new way of working, working from home or hybrid, people can work anywhere. Anyone in India can work for Google in Silicon Valley. No problem. So now there is suddenly a much bigger pressure on companies to create cultures that are truly wonderful to be in. And the main part of that is having good leaders. So the expectations of leaders has been increased massively. It's putting a massive pressure on leaders. How do I show up in a different way? So COVID is a really good thing for workers, I would say, in general, and for leaders' own development.
[00:12:50] Gary Bisbee, Ph.D.: So it takes a while for these trends to feed back into education. I'm thinking perhaps about a business degree, an MBA. So, are leaders kind of on their own here to try to figure this out and adapt to it?
[00:13:04] Rasmus Hougaard: I want to say yes and no. I think, first of all, yes they are because, as you say, education systems move slowly. Having said that, business education does move faster than other parts of education, I think, because it's in so close contact with the real world. And I do see a lot of business schools, both in the US and abroad, that are really picking up some of the key terms around how to become good leaders, not just effective leaders, but good leaders.
[00:13:36] Gary Bisbee, Ph.D.: You made reference to kind of leadership over the last decade beginning to change. And it's been on steroids in the last couple of years because of COVID. What's your view, Rasmus, of let's say the last 25 years, from the old days in IBM, where they used to wear a white shirt and a hat to work and that's kind of a dramatic example, but how has leadership evolved over the last 25 years or so, would you say?
[00:14:05] Rasmus Hougaard: There's so much to say about that. One analogy that I think is a good one that I was passed on by the former managing partner of McKinsey, Don Barden, who I think was an amazing leader. He said the idea of the leader coming in on a white horse and saving a company and being the sole course of success is just so outdated. So outdated. Leadership today is much more about influencing people to see a great future, how to get there, and then get them motivated. There are no of the newer generations, which are the ones that are driving the workforce now, that buy into the idea of being told what to do. We are all autonomous human beings. We like to be autonomous and to have control over what we do and how we do it. So, top down command and control, all that stuff, is so outdated. And I would say even the management disciplines that has been taught for years, how to do a good performance management review session, all of that is just outdated. It is much more about how we show up as human beings, how we are as human beings. It's much more about how we do things rather than what we do. Everything is different and should be different.
[00:15:32] Gary Bisbee, Ph.D.: Your work really is what I would call evidence-based. That's a term that we use a lot in healthcare. I don't know if it's used outside healthcare much, but for the book, you conducted a 350 person survey, mostly CEOs and CHROs. Any surprises there? Did you pretty much reinforce what you were thinking or had things evolved in a different way than you might've expected?
[00:15:59] Rasmus Hougaard: As you're aware, when you do really large scale studies, we did a study on 35,000 leaders around the world. The data is so strong that, no matter what ideas you had before, you just need to listen. And there were definitely a number of things there that were very, very surprising and wonderfully surprising. And I could talk for hours about that. Maybe there's two just highlights at least for me. One is maybe not surprising, but it was just so strong. And the other one is really wonderfully refreshing, I think. The first one was, data showed very clearly that a leader that shows up with compassion, so caring attitude to his or her employees, will have around a 38% increase in the follower's job satisfaction, performance, and so on. A leader that shows up with a lot of, let's say, business acumen, courage to do difficult things, has on average around 40% increase in those things. But leaders that have both, so that hit that sweet spot of being a good person and being a hard leader, they had more than double the effects. So being able to combine the two is really a massive sweet spot of leadership. And seeing that data, the first time we saw that data actually coming in through, crunching all that number, was just an amazing moment. So being good and being hard at the same time, that is what leaders need to be. So that was one big aha. Wow. Fantastic. The other one is, and I can say this easily because it could seem politicized, but I can say it because the data speaks for itself, women are better leaders, period. Data is conclusive. That was just a very interesting finding. Out of the four constellation of females leading females, females leading males, males leading females, and males leading males, the best constellation is female leading a female, then female leading a male, then a male leading a female, then a male to a male. There's something to say about females. They have got something in their leadership style that works better, and I think it is less authoritarian, less top down, more by influence.
[00:18:13] Gary Bisbee, Ph.D.: Yeah. That's particularly interesting. How is that point received generally? I could see some of my male buddies thinking, well, no, that's not true. But I mean, I could understand how that could be true, but how is that basically received as you go out and work with various companies and leaders?
[00:18:35] Rasmus Hougaard: It is very well received. And I think the reason for that is that almost all leaders right now are seeking. What is the new world of leadership? In a hybrid world where everything is disrupted, how should I show up as a leader? So leaders generally are very, very open to learn what is the new world. And I think the point here is not, oh, then we need to get more female leaders. Well, that could be a point. But it is more, what can we learn from the female leaders that can be adopted generally into leadership models? And I said, I think the idea of letting go of top-down mandating is a good thing. More leading by influence, by collaboration, by tuning into people, really listening and understanding where they're at is really important.
[00:19:21] Gary Bisbee, Ph.D.: Yeah, that's an important point. You used the term in the book, wise compassion, which seems to be a pretty descriptive term, but can you describe how you arrived at that term and how that's received with your clients and others?
[00:19:38] Rasmus Hougaard: So the idea of why compassion comes back to the point we found on the data before. Being a good person and why is expressing having business acumen and the courage to go into difficult conversations. When you have that combination, that's what we call wise compassion, which is different from, let's say naive compassion, which is where you have a lot of care for people, but you don't do the hard things that you need to do. Or the other extreme, which is where you have a lot of business acumen. You can be very manipulative. You can be very hard. But you don't have care for people, which are the two extremes. This is the middle way where we're doing hard things in a human way.
[00:20:15] Gary Bisbee, Ph.D.: You've made reference to this before. Let me ask the question directly. And that is, how does this term, the great resignation, how does that affect the ground rules for leaders, Rasmus?
[00:20:27] Rasmus Hougaard: In so many ways. As we talked about before, because people can work from anywhere and everybody is wanting to quit, I mean, the numbers are staggering. 84% of American employees are considering quitting right now. That's unheard of. It's unbelievable. So that means leaders need to really double down on their, I would say, wise compassion or, in more lay terms, on their genuine care for the people that they are leading, because if they don't do that, they will lose them. But at the same time, I think it's important to flip the great resignation or the great attrition to the great attraction, because the flip coin of this or the flip side of the coin here is that leaders can also attract all the geat talent because talent is looking at moving anyway. So if you as a leader can go out and really show your best self, you can attract, and companies can attract, really great people. So the great attrition is also the great attraction. There's a great potential here. And it comes down to changing the game of leadership, as you say.
[00:21:33] Gary Bisbee, Ph.D.: The answer to this question may be obvious, but you are exposed to so many leaders in multiple cultures. Do you think that there's any danger that, once COVID, the intensity of COVID is gone or diminished, will leaders kind of forget all of this and go back to the way, their old habits, so to speak?
[00:21:56] Rasmus Hougaard: I don't think so. I think, had the pandemic gone for just two months, yeah, definitely. But it's been going on for so long now that everybody is rethinking the playbook around, how do we do group leadership in our company? I'm speaking with so many CHROs and CLOs and they're all rethinking, how do we make sure that what we have learned here stays for the future? So there is massive change in how leadership is thought and implementation of changes.
[00:22:30] Gary Bisbee, Ph.D.: No One follow-up th, you used the the acronym, CLO, which I think means Chief Learning Officer. How many companies, mid-size to large companies, have a Chief Learning Officer these days?
[00:22:44] Rasmus Hougaard: Certainly all large companies have a Chief Learning Officer, all of them. I would say any company that have more than 10, 15,000 employees, I would say, have a Chief learning Officer. Or they would call it Director of Learning or VP of Learning, whatever. Yeah.
[00:23:00] Gary Bisbee, Ph.D.: Well, let's review several key topics of the book, Rasmus. One chapter heading is, "Unlearn Management. Return Being Human." Tell us more about that, would you?
[00:23:12] Rasmus Hougaard: Yeah. So that's one of the key mantras of the book is this whole idea of relearning being human. And the idea of that is that, especially before COVID, many leaders have been taught old regimens of how to lead or how to be a manager, like how to do a performance review session, how to give feedback. And it's all put in boxes and numbered and all that stuff. And that means, as leaders, it's not really you, but you're following a prescriptive diet of how you should show up. But as humans, we're all different. And then add to that, that each individual you're talking to is different. So if we're sticking to these recipes, it doesn't fit us completely and it doesn't fit the context of the other person. It doesn't work. Humans that join organizations are humans and they want to have a human experience. And if leaders are showing up with recipes, that's not human. That's just robotic. So leadership in the 21st century is about unlearning management, relearning being human. That means having the courage and the vulnerability to show up in one-on-one conversations almost mentally naked and see, okay, so where is this conversation going to take us? How can I support the person in front of me being a better person? It's a very different way of leading than following the old models.
[00:24:47] Gary Bisbee, Ph.D.: Very much so. You use the term in the book, common humanity. Is that what you mean by what you were just discussing?
[00:24:55] Rasmus Hougaard: Yeah. Common humanity is basically the foundation of that common humanity is actually a, I think it's a term that the Dalai Lama has coined. He's saying very basic, there's one thing that ties all humans to together, or all sentient beings for that matter, is we all want to be happy. We may express that in different ways. We may seek it in different ways. But we're all looking for happiness and none of us wants to suffer. But, we all suffer. Like under the surface of looking glamorous and successful and VP, whatever, we all suffer. We all get sick. We all lose people we love. We all lose a job. We all have shit in our lives. And for leaders, realizing that first about yourself, and second about the people you're leading, allows us to connect on that common humanity. Hey, we're in this conversation together and I'm your boss. We're both human beings that want to be happy and that want to avoid suffering. And if we can connect on that level, we will have a much better conversation.
[00:25:59] Gary Bisbee, Ph.D.: Just building on that, we talked about the greater good and leading for the greater good, so to speak. And what's your advice to somebody whose day-to-day problems with COVID and difficulties in a variety of kind of tactical ways, how do you advise people to think about leading for the greater good in those situations, Rasmus?
[00:26:25] Rasmus Hougaard: Yeah, that's a great question because it can seem like, oh man, I don't need to just do my job. I also need to add benefit to the humanity and so on. That's just an added burden. Wow. So I would say, start with yourself. You, yourself, are part of the greater good. You're part of humanity. Take care of yourself first. Make sure you get enough sleep, first of all, because without sleep, we all just don't play to our strength. Second, you make sure get time for yourself. Just do what you need to take care of yourself. Like have a genuine sense of self compassion. And then our research shows that those leaders that actually start to adopt those practices, man, they suddenly become way more resilient. And when you take care of yourself, you have much more capacity for taking care of others. So it always starts by yourself. Take care of yourself. And then you will feel compelled to take care of other people. If you feel a sense of overview and energy, and you see someone that's suffering, all of us are innately good. So our immediate response is, hey pal, man, I see you're suffering. What can I do? It just comes natural to most of us. Don't try to fix the world. First, take care of yourself, and then you can take care of others.
[00:27:49] Gary Bisbee, Ph.D.: Well, I was smiling with get enough sleep because I'm guilty as charged, Rasmus. I need more counsel in that area. But you know, you also make the point, always give more than you take. Can you give us an example of how that works? I mean, I understand the point, but how does that work as a practical matter?
[00:28:11] Rasmus Hougaard: Yeah. Give more than you take. I like to make it even a little more broad and say, always leave a situation, whether that's a person or a work situation or a room, nicer than when you came. Try and add some benefits, wherever you can. And we have to, of course start with ourselves. Every day, leave ourselves in a little bit place, better place, than we found ourselves in the morning. Take a little bit better care of ourselves so that, in the evening, we feel okay. And next day we are a little bit better. Add onto that. After you have done that, apply that to any person you meet. Before you go into a conversation with someone, just take one minute to just reflect on, where's that person at? What are his or her problems and how can I support that person either through feedback or just by support or by coaching, or simply just lending an ear and not doing anything? That's what it means to always give more than you take. Don't go into situations asking, what can I get out of this? Because if you do that, it's always a zero sum game.
[00:29:21] Gary Bisbee, Ph.D.: This is probably a good point to ask this question that is hotly debated by some. And that is, are some people natural leaders? And just like they might be naturally good athletes or naturally good musicians, are some people naturally good leaders, have you found? That doesn't mean that, if they're not, they can't work to become better. But how do you talk to people about that because I know some people are concerned about, I'm not a naturally good leader, so I just can't do it.
[00:29:54] Rasmus Hougaard: I would say, first of all, to those people that say that, you seem to be self aware enough that you can develop to be an exceptional leader. That would be my first take. The ones that say, yeah, I can be a great leader. Those other ones we should be concerned about because that may not be enough self-awareness to see their own flaws and shortcomings, which we all have. But to answer your question more specifically, we all have the potential to develop. We all have the potential to be better at anything, including leadership, but some are born with, but also raised in a way that they adopt naturally ways of engaging with human beings that are just more compelling, more motivating for the human beings we are with. And those obviously have a massive headstart. I think personally, I had a great headstart by being raised in a very flat structure, where it was, as I mentioned, about influence. That has really helped me to always, people feel that I'm trying to bring them onto a sense of purpose and a mission by not telling them what to do, but to tell them to just do what they feel is the right thing. That helps a lot. So yeah, some people are born in a easier path to become great leaders, but we can all be better.
[00:31:12] Gary Bisbee, Ph.D.: There's another chapter in the book called "Busy-ness Kills Your Heart". Can you talk to us about that one, Rasmus?
[00:31:20] Rasmus Hougaard: This chapter came out of a conversation I had with a person from China many years ago, who shared with me that the word busy-ness, not business, but busy-ness, in Chinese consists of two syllables, one meaning killing and the other meaning heart. So literally the Chinese wisdom about business is that, when we become busy, we become very head centered, losing connection with our heart. That is basically what's happening when we make ourselves busy. We become very operational, very robotic. And it's not a good thing because we're killing the heart to ourselves and to other beings.
[00:31:59] Gary Bisbee, Ph.D.: You make the point that busy-ness is addictive. Can you share more of your thinking there?
[00:32:05] Rasmus Hougaard: Busy-ness is addictive because, from a neuroscientific perspective, when we achieve something, which is what we do when we're busy, let's say, oh, I'm so busy, I'm going to respond to this email. The moment we click send on that email, dopamine is released in the brain as a reward for having achieved something. And dopamine is highly addictive. So then we want to do more emails. But we all know emails is not the most productive. It is not the thing that leads the most outcome. We should rather go and have an important conversation with someone or do some strategic thinking. But it is easier to be just busy because we are getting rewarded for it. We call it action addiction. We're basically in the treadmill of doing a lot of stuff, but not necessarily doing the stuff that really moves the needle.
[00:32:55] Gary Bisbee, Ph.D.: Some people just don't take care of themselves and they're just interested in doing emails and that's basically it. How do you counsel them to begin to take more control of their life, which then will help them as leaders.
[00:33:09] Rasmus Hougaard: I think there are two things that generally work well. One is to ask them how they would counsel one of their dear friends because nobody would advise a dear friend to live the life that they're living. The second thing is more the stick, which is showing the research that we did for our previous book called "The Mind of the Leader", where we did a study on some 50,000 leaders, finding that those that actually take care of themselves are raising the ranks much faster, having better careers, basically. There's an interesting part of the study that showed that executives sleep on average 7.4 hours, whereas middle managers sleep 5.79 hours. So there is a direct correlation between how much actually take care of yourself and how fast you raise your rank. You could say, oh, but that's because the executives are busy. But I think we all know that that is probably not true. So if you take care of your yourself, you're going to have better results, period.
[00:34:07] Gary Bisbee, Ph.D.: It seems like, and you've mentioned this several times, put people first is kind of a major theme in your thinking about leadership. Is that a fair assessment?
[00:34:18] Rasmus Hougaard: I think so. I've been very inspired by the many companies that have gone before me and done this. One that particularly inspired me has been Marriott, one of the largest companies in the world. And their whole people philosophy is, if we take care of our people, they'll take care of our guests and business will take care of itself. And they have always stuck a hundred percent, I shouldn't say always because it's a big company, I'm sure there's been flaws, but generally they've really stick to that taking care of people and it works.
[00:34:48] Gary Bisbee, Ph.D.: So another chapter is called "Courage Over Comfort". Can you describe that for us please, Rasmus?
[00:34:56] Rasmus Hougaard: Yeah Ginni Rometty, the chairman and former CEO of IBM, shared this as one of her mantras. She basically said comfort and growth cannot co-exist. We cannot grow as humans and we cannot help our people to grow if we don't get out of the comfort zone. That requires being courageous. It is only when we have the courage to go into difficult situations, to go into uncomfortable, sometimes confrontative, conversations with others that we grow. So we always need to choose courage over comfort because that's where the real growth is.
[00:35:39] Gary Bisbee, Ph.D.: How do you advise people who are just reluctant to be in a confrontational situation, let's say with an employee?
[00:35:47] Rasmus Hougaard: I would say we need to practice for things that we want to be good at and especially the things that we find difficult. So we should not practice when we are only in the situation. We should start practicing before so that when rubber hits the road, we are ready. And the way to do that, the way to basically train our courage to go into difficult conversations, is to do a lot of micro courage moments. And that could look like making a commitment for one's self every day to have one tiny courageous conversation, giving a little bit of feedback that is difficult for you. When you make a habit of that, it just becomes a habit and it starts to flow more naturally. And then suddenly one day you wake up and it's easy. It's not a problem anymore.
[00:36:37] Gary Bisbee, Ph.D.: I'm thinking of your consulting business. Is that something you can practice? Is that something you actually work with your leadership clients to develop a better approach to that?
[00:36:49] Rasmus Hougaard: Absolutely. That is a big part of the work we do in helping them to be more courageous. And we should add to that, caringly courageous. That is not courage in the sense of, I've got the courage now and I'm going to smash you. That's not caring courage. Caring courage has to be always with the intention or the purpose of supporting the person that you're with.
[00:37:09] Gary Bisbee, Ph.D.: How do you go about talking about creating a courageous culture in a company? I mean, it's one thing as an individual, but it's another thing to develop a courageous culture. How do you think about that?
[00:37:22] Rasmus Hougaard: First of all, it starts with you as a leader in your team showing up with courage, having the difficult conversations and showing that it's okay. And after having had a hard conversation, you can still laugh and go for it here. When you normalize courage, then it normalizes and it starts to see it through because everybody can see that it is a better way of working. Things move faster if we do it that way.
[00:37:47] Gary Bisbee, Ph.D.: "Compassionate Leadership: How to Do Hard Things in Human Ways", is just a terrific book. And I would advise anybody who's listening to this, it's definitely worth getting. What's next on the drawing boards, Rasmus? Are you thinking about other books at this point?
[00:38:03] Rasmus Hougaard: There's always a few books in the waitlist and I think the next book that that we'll be doing, I'll say we because it's never me, it's always a group of us, especially my business partner, Jacqueline Carter. I think the next one that we will be doing is doing a big study on, what is a human world of work? Like what are the hallmarks, what are the pillars of an organization where people feel truly cared for, where people feel they can absolutely thrive, where people feel a sense of inner nourishment and growth by simply being part of that organization. If we can crack that code, we can make the world of work so much better place.
[00:38:44] Gary Bisbee, Ph.D.: Well, we're waiting for that one. You're right. That would be terrific. We'd like to learn a little bit more about Potential Project, your a global company. What kind of services are the clients asking for these days?
[00:38:59] Rasmus Hougaard: One thing that is a big theme for many executive teams and leadership teams is to get together in a very, very immersive way because people have been apart for so long now and it is taxing on the trust, on the speed of collective decision-making, on the collective thinking oriented towards the same purpose and goal. So executives and leadership teams are starving to get together in very, very intense settings where they can have the very, very important conversations. And that is something that we do a lot of. So we literally take executive teams up into mountains, into deserts, out to the sea, in a lot of solitude and silence where the space to really think of the real important things, and then execute that together.
[00:39:58] Gary Bisbee, Ph.D.: You made reference earlier to leading millennials, but what tips do you provide leaders for leading millennials and Gen Zs, for example?
[00:40:07] Rasmus Hougaard: Be really genuinely interested in who they are and what matters for them because that is what matters for them, being seen, being heard, being seen for what they are so that they can bring their best skills and capabilities to bear at work.
[00:40:25] Gary Bisbee, Ph.D.: How does leadership vary from country to country? I mean, how do you have to adapt your basic approach from country to country?
[00:40:34] Rasmus Hougaard: There has to be small adaptations, but generally when we do as big studies as we do, we get to what I would call almost a universal languages of what matters for human beings, not for specific cultures. And I'll give a few examples. Being present with someone else when you're a leader, being present with someone else, works across any culture. Any culture appreciates that you're actually looking in the eye and having a full presence there. Another thing is having compassion. I mean, the intention, I'm here to support you. It's a universal human language that completely overrides any cultural, company cultural, patterns. So that's what we're trying to get to, the universal human languages.
[00:41:26] Gary Bisbee, Ph.D.: Rasmus, this has been a remarkable interview. We very much appreciate your time. I have one last question if I could. And that is, in our audience are some folks that are up and comers that are working their way up the leadership ladder, so to speak. What advice would you have for them?
[00:41:44] Rasmus Hougaard: I would say two and a half things. First of all, taking care of yourself. And I'm just saying that based on all the leaders I've worked with, but most of the research we've done. If you take care of yourself, you're going to have a better career, get enough sleep, get some exercise, get good food, and so on. When you can take care of yourself, take care of the people that you are leading because, if people appreciate how you take care of them and how you lead them, they're going to work much better and they're even going to enjoy that. And that will make you successful. But in being a good person, always combine that with also doing the hard things. So combining that courage with the care, combining the compassion with the wisdom, that is the real sweet spot of leadership.
[00:42:34] Gary Bisbee, Ph.D.: Rasmus, that's terrific advice. This whole interview has really been just excellent. Thank you, sir. Appreciate it.


text:
WATCH: Justin Bieber 'caught lip-syncing' during Coachella performance
Fans reckon they've caught Justin Bieber 'lip syncing' during his performance at Coachella.
The star appeared on stage during Ariana Grande's set over the weekend and performed his hit song Sorry.
Many people took to Twitter, however, to suggest he wasn't singing at all.
In clips shared online, Justin appears to start singing before he can return the microphone to his mouth. Despite this, a voice can still be heard above the backing track.
Watch the clips here.
oh...... justin bieber...... lip syncing at coachella........ why ......why......oh no pic.twitter.com/6d9HuNBA8J
— ben freeman (@b3nfreeman) April 22, 2019
Justin Bieber just joined Ariana Grande for her coachella set and i have all the tea.. this was too iconic #coachella2019 #coachella pic.twitter.com/b7uDxDG8mF
— ROWAN (@Rowjosephmusic) April 22, 2019
While Justin is yet to confirm or deny the speculation, it's important to acknowledge that all artists have to lip-sync at some stage, for a variety of reasons. Also, to be fair, we all know Biebs can sing live. We've heard him do it.
Some fans, however, reckon it all came down to timing or technical issues.
One person comments "I think he does but they said this was suuuuuuper last minute so maybe there wasn't enough time to get him sound checked properly??? Seems weird though."
Another said "There was something wrong with the mic and the music is way to loud you Can hear His voice at the end."
One fan says "This coachella has been so strangely chaotic."
Whatever was going on, however, it's safe to say we can't get enough of Ari and Bieber on stage together.
More of this, please.
Woman arrested for terrifying, superstitious ritual before boarding plane
Katy Perry pictured rocking long hair again
Aer Lingus announce amazing summer flight sale
WATCH: The trailer for Netflix's newest true crime drama
Krispy Kreme to open second Dublin store
Love Island 2019 contestants meet Caroline Flack

redpajama_set_name: RedPajamaCommonCrawl


Mostly everyone may be able to crochet these awesome flowers. The pattern is widely described and shouldn't be difficult for beginners. The April Iceland Free Pattern allows creating really nice decorating stuff to our homes or as an application to blankets or dress. Share with us your final work. The link is below.
The full printable pattern is here. The full ads free version is on this website.


text:
Democratic Party employees hurting from Bidenflation too
Empower Wisconsin | May 13, 2022
File this in the ain't it rich category. The Democratic Party of Wisconsin's unionized Field Organizing team walked out of a virtual all-staff meeting — protesting party management's unwillingness to meet wage increase demands, the liberal Cap Times reports.
DPW's represented employees complain a wage offer of $16.12 an hour isn't keeping up with soaring inflation. Historically high inflation, of course, thanks in large part to Democrats in charge of Congress and the White House.
According to the Cap Times, the DPW and the 29 employees represented by the Campaign Workers Guild have been bogged down in contract negotiations for five months. The old contract expired at the end of 2021. The unionized workers make up less than a third of DPW's 100-plus staffers, the newspaper reported.
DPW Executive Director Devin Remiker told the publication the party "believes unions play a key role in our country and strengthen the rights and representation of all workers." The party just isn't willing to shell out another 88 cents an hour.
The employees get a pretty sweet bennies package. But they want more — as in money.
"According to the U.S. Bureau of Labor Statistics' CPI Inflation Calculator, $15.36 in August of 2020 — when our CBA was originally ratified — has the same buying power as $16.99 in March of 2022," the DPW employees said in a letter obtained by the Cap Times. "Thus, we are proposing an increased hourly wage to $17/hr to keep up with the two years of inflation since we first signed our contract in 2020 and to be fairly compensated for our work."
Perhaps the bigger problem is the party they're working for.
The Consumer Price Index rose 8.3 percent in April — a 40-year high. The Producer Price Index — a gauge of wholesale costs that ultimately hits consumers — soared by 11 percent on the year in April. Real wage growth is far from keeping pace.
"As a direct consequence of President Joe Biden's reckless economic policies, Americans are still facing overstretched budgets and lower real wages," Fox Business reported this week.
From extreme, anti-fossil fuel policy to a ponderous response to crippling supply-chain shortages and drunken federal spending, the president and Democrats in congress have pounded the consumer and the economy.
And it's tough all over, including Democratic Party of Wisconsin staffers.
One response to "Democratic Party employees hurting from Bidenflation too"
The democrats want all this left ideology they have to live with the crazy rules that they inforce. Grow a pair


The action camera maker jumped after an encouraging guidance update.
Shares of GoPro Inc. (NASDAQ:GPRO) were up 14.2% as of 12:00 p.m. EDT Thursday after the action camera and drone specialist announced first-quarter revenue will be at the high end of its previous outlook. GoPro also offered other encouraging updates on its business.
More specifically, GoPro now expects first-quarter 2016 revenue to be at the high end of its previous $190 million to $210 million guidance range. In addition, it reaffirmed its full-year goal of reclaiming profitability on a non-GAAP basis. And thanks to the restructuring it originally announced this past November -- which notably included eliminating 270 current and open positions and the closing of its media segment -- GoPro now anticipates full-year GAAP operating expenses to fall below $585 million (down from $834.9 million in 2016), while non-GAAP operating expenses should fall below $495 million (down from $708.8 million in 2016). Both figures represent significant improvements from GoPro's targets outlined early last month, which called for GAAP and non-GAAP 2017 operating expenses of $688 million and $600 million, respectively.
Perhaps most important, GoPro insisted it will achieve these expense reductions "without impacting the company's roadmap for new hardware and software products." GoPro CFO Brian McGee further noted the company currently has no need to draw on its credit facility, and should generate positive earnings before interest, taxes, depreciation, and amortization (EBITDA) for the full year of 2017.
"We're determined that GoPro's financial performance match the strength of our products and brand," added GoPro founder and CEO Nick Woodman.
All things considered, given its stronger-than-expected revenue performance for Q1, massive expense reductions for the coming year, and new products in the pipeline that could further fuel GoPro's performance in the coming quarters, it's no surprise to see shares rebounding today.


The Plan: Be ready to roll at 6:00 PM sharp!
Creve Coeur Park at the Lakehouse to either Old Town St Charles or the Green Bottom or Pittman Hill trailheads on the Katy Trail and back. Expect the ride to last about 90 minutes at a moderate pace (12-15 mph). The riding surface is a mixture of paved and hard-packed gravel trails.
• A well maintained Road, Cross, Hybrid or Mountain bike (anything on two wheels and has pedals). If you haven't ridden your bike in a while, consider taking it to a local bike shop for a tune up.
We may cancel the ride if it rains, temperature is below 50 or above 95, or less then 5 people going.
Exit 231A Earth City Expy. South/ Maryland Heights Expy.


Boston: Roberts Brothers, 1889. Hard Cover. Green cover with gold lettering fairly bright. Wear at top/bottom of spine. Pages yellowed. All corners curled with minimum wear. tight copy.	More about Life, Letters and Journals.
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Boston: Roberts Brothers, 1882. Hard Cover. Red witover with gold lettering that is very worn. Badly wom top/bottom of spine, with a strip missing from bottom, worse wear at bottom of spine. Small water stains plattered across the front and back covers.Pages yellowed. All corners curled with wear.	More about Little Women.
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Boston: Loring, Publisher, 1864. Hard Cover. Green cover with gold lettering .Tear along lower spine with much wear at top/bottom. Cover totally pulled away from spine in the back but front cover still attached. Pages yellowed and spotted. All corners curled and worn.	More about Moods.
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Boston: Roberts Brothers, 1892. Hard Cover. DArk green cover with black lettering. Tpo/bottom spine worn as are corners. frontspiece and title page inatct but pulled from binding. Pages yellowed.	More about Jack and Jill.
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Good Bones and Simple Murders.
New York: Doubleday, 1994. First edition. Hard Cover. DW as new.	More about Good Bones and Simple Murders.
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New York: Crowell Publishing, 1969. Sixth Printing. Sans DW, spine worn and faded.	More about The Reader's Encyclopedia.
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New York: Random House, 1943. Hard Cover. Sans DW with an Eichenberg engraving covering the front and rear covers. The spine is bright of forest green tape.with gilt lettering. The top corners are worn through the bottom corners show wear but are not worn through.
There are 13 full page wood...	More about Wuthering Heights.
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Boston: Houghton Mifflin, 1879. Small green covered volume from The Riverside Press; Modern Classics.Top/bottom spine threadbear. front corners worn. Front cover bent. Pages yellowed.	More about Oliver Cromwell.
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New York: Macmillan, 1877. RED COVER WITH LICE IN GILT ON FRONT. sPINE DAMAGED, TORN UP FRONTSIDE of spine.	More about aLICE'S aDVENTURES iN wONDERLAND.
Chicago: donohue & Henneberry. Hard Cover. Small light green soiled covers with silver lettering and decorative art on the spine and front cover. Pages are yellowed. The title page is loose from the binding and laid in. There is a loosening of the binding about one third of the way...	More about Alice's Adventures in Wonderland.
Philadelphia: Porter and Coates, ???? Alta edition. Hard Cover. Gold and black decorative cover showing some wear. Alta edition.	More about Don Quixote.
London: Chambers, W.R, 1879. Hard Cover. sans DW worn at corners with a bit of soiling on front cover.	More about Reading's In English Literature.
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Boston: Roberts Brothers, 1875. Hard Cover. Green covers with gilt sun and embossed with goslings and children on front cover. Wear to all four corners. Top and bottom spine worn with 1" tear at bottom spine at front. Water stain along bottom edge throughout entire volume. Pages loose in places.	More about Nine Little Goslings.
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New York: Pantheon, 1948. Hard Cover. DW present but chipped and torn at the top and bottom of the spine. All four corners are worn through effecting the corners beneath. Edges are chipped, ceased and torn with a piece missing at the lower front edge.There are tape remnants at the...	More about The Divine Comedy.
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London: Oxford University Press, 1958. Hard Cover. DW with a drawing of a couple afield on the cover. World Classic # 568top of spine with a few tiny creases. Corners are a bit worn, top, front and back, worn through. Sister of William. Includes the Alfoxden Journal-1798 and the Grasmere Journals 1800-1803.	More about Journals of Dorothy Wordsworth.
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Boston: Houghton, Osgood and Co, 1879. Hard Cover. Sans DW. Embossed cover bright with wear to corners and top/bottom spine. Piece at top of spine missing.	More about Germany.
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New York: Dutton, 1927. Hard Cover. DW, Chipped front cover and top bottom spine.Two pieces missing front. Corners worn. Everyman's Library. 74. Owners bookplate inside front cover.	More about Captain Singleton.
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New York: Heritage Press Reprints, 1938. Hard Cover. DW, black with white lettering.Wear to top/bottom spine and corners; also along sides. Otherwise bright copy.	More about Crime & Punishment.
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New York: Modern Libray, 1962. Hard Cover. Sans DW as new.	More about The Idiot.
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New York: Thomas Nelson and Sons, ??? New Century Library. Leather Bound. Sans DW. MArbled front and rear endpapers. Gilt edges with attached ribbon marker. Bright copy showing little wear to flexible leather cover.	More about The Forty-Five.
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2017 C 300 4MATIC® with Premium 2 Package and more! Odometer is 10069 miles below market average! CARFAX One-Owner. If we can be of assistance, please contact us at (888) 837-9454. UPGRADED EQUIPMENT: * Original MSRP: $51,565 * Ambient Lighting * AMG® Illuminated Door Sill Panels * Blind Spot Assist * Burmester Premium Sound * COMAND® Navigation & Voice Control * COMAND® Single CD/DVD * Electronic Trunk Closer * Entrance Lamps in Doors * HANDS-FREE Comfort Package * Hands-Free Trunk Access * Heated Front Seats * Illuminated Star * KEYLESS GO * Power Folding Mirrors * Premium 2 Package * Rear-View Camera * SiriusXM Satellite Radio * SiriusXM Traffic and Weather Services * Touchpad. MARKET-BASED PRICING: Our market-based pricing software scans the market hourly and prices our vehicles based on real-time market supply and demand data. This means you get our best price upfront. No games, just an easy and transparent shopping experience! ABOUT US: Mercedes-Benz of Chantilly is located at 14841 Stonecroft Center Court in Chantilly, Virginia. As an authorized Mercedes-Benz dealer, we offer one of the largest new and pre-owned inventories.If you live out of the area, ask us about our door-to-door delivery, or your Washington D.C. Area pickup options. All prices plus tax, tags and $695 dealer processing fee. -2017 C 300 4MATIC® with Premium 2 Package and more! Odometer is 10069 miles below market average! CARFAX One-Owner. If we can be of assistance, please contact us at (888) 837-9454.
LEASE this GLA 250! Enjoy the benefits of our Loaner-to-Owner program. Our loaners include the balance of the 4 year / 50,000 mile warranty and are eligible for new car programs including leases! VEHICLE HIGHLIGHTS: * Original MSRP: $40,995 * Android Auto * Apple CarPlay * Auto-Dimming Rearview & Driver-Side Mirrors * Blind Spot Assist * Convenience Package * Garage Door Opener * HANDS-FREE ACCESS * Heated Front Seats * KEYLESS GO * Panorama Sunroof * Premium Package * SIRIUSXM Satellite Radio * Smartphone Integration MARKET-BASED PRICING: Our market-based pricing software scans the market hourly and prices our vehicles based on real-time market supply and demand data. This means you get our best price upfront. No games, just an easy and transparent shopping experience! ABOUT US: Mercedes-Benz of Chantilly is located at 14841 Stonecroft Center Court in Chantilly, Virginia. As an authorized Mercedes-Benz dealer, we offer one of the largest new and pre-owned inventories.If you live out of the area, ask us about our door-to-door delivery, or your Washington D.C. Area pickup options. All prices plus tax, tags and $695 dealer processing fee. -LEASE this GLA 250! Enjoy the benefits of our Loaner-to-Owner program. Our loaners include the balance of the 4 year / 50,000 mile warranty and are eligible for new car programs including leases!
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LEASE this GLA 250! Enjoy the benefits of our Loaner-to-Owner program. Our loaners include the balance of the 4 year / 50,000 mile warranty and are eligible for new car programs including leases! VEHICLE HIGHIGHTS: * Original MSRP: $43,145 * Android Auto * Apple CarPlay * Auto-Dimming Rearview & Driver-Side Mirrors * Blind Spot Assist * Convenience Package * Full LED Headlamps * Garage Door Opener * HANDS-FREE ACCESS * harman/kardon® Premium Sound System * Heated Front Seats * Illuminated Star * KEYLESS GO * Panorama Sunroof * Premium Package * SIRIUSXM Satellite Radio * Smartphone Integration Package MARKET-BASED PRICING: Our market-based pricing software scans the market hourly and prices our vehicles based on real-time market supply and demand data. This means you get our best price upfront. No games, just an easy and transparent shopping experience! ABOUT US: Mercedes-Benz of Chantilly is located at 14841 Stonecroft Center Court in Chantilly, Virginia. As an authorized Mercedes-Benz dealer, we offer one of the largest new and pre-owned inventories.If you live out of the area, ask us about our door-to-door delivery, or your Washington D.C. Area pickup options. All prices plus tax, tags and $695 dealer processing fee. -LEASE this GLA 250! Enjoy the benefits of our Loaner-to-Owner program. Our loaners include the balance of the 4 year / 50,000 mile warranty and are eligible for new car programs including leases!
LEASE this GLA 250! Enjoy the benefits of our Loaner-to-Owner program. Our loaners include the balance of the 4 year / 50,000 mile warranty and are eligible for new car programs including leases! VEHICLE HIGHLITS: * Original MSRP: $43,145 * Android Auto * Apple CarPlay * Auto-Dimming Rearview & Driver-Side Mirrors * Blind Spot Assist * Convenience Package * Full LED Headlamps * Garage Door Opener * HANDS-FREE ACCESS * harman/kardon® Premium Sound System * Heated Front Seats * Illuminated Star * KEYLESS GO * Panorama Sunroof * Premium Package * SIRIUSXM Satellite Radio * Smartphone Integration MARKET-BASED PRICING: Our market-based pricing software scans the market hourly and prices our vehicles based on real-time market supply and demand data. This means you get our best price upfront. No games, just an easy and transparent shopping experience! ABOUT US: Mercedes-Benz of Chantilly is located at 14841 Stonecroft Center Court in Chantilly, Virginia. As an authorized Mercedes-Benz dealer, we offer one of the largest new and pre-owned inventories.If you live out of the area, ask us about our door-to-door delivery, or your Washington D.C. Area pickup options. All prices plus tax, tags and $695 dealer processing fee. -LEASE this GLA 250! Enjoy the benefits of our Loaner-to-Owner program. Our loaners include the balance of the 4 year / 50,000 mile warranty and are eligible for new car programs including leases!
LEASE this GLA 250! Enjoy the benefits of our Loaner-to-Owner program. Our loaners include the balance of the 4 year / 50,000 mile warranty and are eligible for new car programs including leases! VEHICLE HIGHLIGHTS: * Original MSRP: $43,145 * Android Auto * Apple CarPlay * Auto-Dimming Rearview & Driver-Side Mirrors * Blind Spot Assist * Convenience Package * Full LED Headlamps * Garage Door Opener * HANDS-FREE ACCESS * harman/kardon® Premium Sound System * Heated Front Seats * Illuminated Star * KEYLESS GO * Panorama Sunroof * Premium Package * SIRIUSXM Satellite Radio * Smartphone Integration MARKET-BASED PRICING: Our market-based pricing software scans the market hourly and prices our vehicles based on real-time market supply and demand data. This means you get our best price upfront. No games, just an easy and transparent shopping experience! ABOUT US: Mercedes-Benz of Chantilly is located at 14841 Stonecroft Center Court in Chantilly, Virginia. As an authorized Mercedes-Benz dealer, we offer one of the largest new and pre-owned inventories.If you live out of the area, ask us about our door-to-door delivery, or your Washington D.C. Area pickup options. All prices plus tax, tags and $695 dealer processing fee. -LEASE this GLA 250! Enjoy the benefits of our Loaner-to-Owner program. Our loaners include the balance of the 4 year / 50,000 mile warranty and are eligible for new car programs including leases!
LEASE this C 300! Enjoy the benefits of our Loaner-to-Owner program. Our loaners include the balance of the 4 year / 50,000 mile warranty and are eligible for new car programs including leases! UPGRADED EQUIPMENT: * Original MSRP: $48,375 * Android Auto * Apple CarPlay * Blind Spot Assist * Heated Front Seats * Heated Steering Wheel * KEYLESS GO * Panorama Sunroof * Premium Package * Rear Spoiler * SiriusXM Satellite Radio * Smartphone Integration Package * Wheels: 18 Twin 5-Spoke. MARKET-BASED PRICING: Our market-based pricing software scans the market hourly and prices our vehicles based on real-time market supply and demand data. This means you get our best price upfront. No games, just an easy and transparent shopping experience! ABOUT US: Mercedes-Benz of Chantilly is located at 14841 Stonecroft Center Court in Chantilly, Virginia. As an authorized Mercedes-Benz dealer, we offer one of the largest new and pre-owned inventories.If you live out of the area, ask us about our door-to-door delivery, or your Washington D.C. Area pickup options. All prices plus tax, tags and $695 dealer processing fee. -LEASE this C 300! Enjoy the benefits of our Loaner-to-Owner program. Our loaners include the balance of the 4 year / 50,000 mile warranty and are eligible for new car programs including leases!
* Wheels: 18 Twin 5-Spoke.
LEASE this GLA 250! Enjoy the benefits of our Loaner-to-Owner program. Our loaners include the balance of the 4 year / 50,000 mile warranty and are eligible for new car programs including leases! VEHICLE HIGHLIGHTS: * Original MSRP: $43,865 * Android Auto * Apple CarPlay * Auto-Dimming Rearview & Driver-Side Mirrors * Blind Spot Assist * Convenience Package * Full LED Headlamps * Garage Door Opener * HANDS-FREE ACCESS * harman/kardon® Premium Sound System * Heated Front Seats * Illuminated Star * KEYLESS GO * Panorama Sunroof * Premium Package * SIRIUSXM Satellite Radio * Smartphone Integration MARKET-BASED PRICING: Our market-based pricing software scans the market hourly and prices our vehicles based on real-time market supply and demand data. This means you get our best price upfront. No games, just an easy and transparent shopping experience! ABOUT US: Mercedes-Benz of Chantilly is located at 14841 Stonecroft Center Court in Chantilly, Virginia. As an authorized Mercedes-Benz dealer, we offer one of the largest new and pre-owned inventories.If you live out of the area, ask us about our door-to-door delivery, or your Washington D.C. Area pickup options. All prices plus tax, tags and $695 dealer processing fee. -LEASE this GLA 250! Enjoy the benefits of our Loaner-to-Owner program. Our loaners include the balance of the 4 year / 50,000 mile warranty and are eligible for new car programs including leases!
LEASE this C 300! Enjoy the benefits of our Loaner-to-Owner program. Our loaners include the balance of the 4 year / 50,000 mile warranty and are eligible for new car programs including leases! UPGRADED EQUIPMENT: * Original MSRP: $49,565 * Android Auto * Apple CarPlay * Blind Spot Assist * Heated Front Seats * KEYLESS GO * LED Headlamps * LED Logo Projectors * Panorama Sunroof * Parking Assist Package * PARKTRONIC with Active Parking Assist * Premium Package * Rear Spoiler * SiriusXM Satellite Radio * Smartphone Integration Package * Surround View System * Wheels: 18 Twin 5-Spoke. MARKET-BASED PRICING: Our market-based pricing software scans the market hourly and prices our vehicles based on real-time market supply and demand data. This means you get our best price upfront. No games, just an easy and transparent shopping experience! ABOUT US: Mercedes-Benz of Chantilly is located at 14841 Stonecroft Center Court in Chantilly, Virginia. As an authorized Mercedes-Benz dealer, we offer one of the largest new and pre-owned inventories.If you live out of the area, ask us about our door-to-door delivery, or your Washington D.C. Area pickup options. All prices plus tax, tags and $695 dealer processing fee. -LEASE this C 300! Enjoy the benefits of our Loaner-to-Owner program. Our loaners include the balance of the 4 year / 50,000 mile warranty and are eligible for new car programs including leases!
LEASE this C 300! Enjoy the benefits of our Loaner-to-Owner program. Our loaners include the balance of the 4 year / 50,000 mile warranty and are eligible for new car programs including leases! UPGRADED EQUIPMENT: * Original MSRP: $50,225 * Blind Spot Assist * Burmester Premium Sound System * COMAND® Navigation * COMAND® Single CD/DVD * Heated Front Seats * KEYLESS GO * Multimedia Package * Panorama Sunroof * Premium Package * Rear Spoiler * SiriusXM Satellite Radio * Touchpad * 18 Twin 5-Spoke Wheels MARKET-BASED PRICING: Our market-based pricing software scans the market hourly and prices our vehicles based on real-time market supply and demand data. This means you get our best price upfront. No games, just an easy and transparent shopping experience! ABOUT US: Mercedes-Benz of Chantilly is located at 14841 Stonecroft Center Court in Chantilly, Virginia. As an authorized Mercedes-Benz dealer, we offer one of the largest new and pre-owned inventories.If you live out of the area, ask us about our door-to-door delivery, or your Washington D.C. Area pickup options. All prices plus tax, tags and $695 dealer processing fee. -LEASE this C 300! Enjoy the benefits of our Loaner-to-Owner program. Our loaners include the balance of the 4 year / 50,000 mile warranty and are eligible for new car programs including leases!
LEASE this GLC 300! Enjoy the benefits of our Loaner-to-Owner program. Our loaners include the balance of the 4 year / 50,000 mile warranty and are eligible for new car programs including leases! VEHICLE HIGHLIGHTS: * Original MSRP: $48,365 * Android Auto * Apple CarPlay * Blind Spot Assist * Burmester Surround Sound System * Chrome Door Handle Inserts * Heated Steering Wheel * KEYLESS GO * Panorama Sunroof * Premium Package * Rear Chrome Trim * Rear Seat Entertainment & Comfort Adapter * SiriusXM Satellite Radio * Smartphone Integration Package. MARKET-BASED PRICING: Our market-based pricing software scans the market hourly and prices our vehicles based on real-time market supply and demand data. This means you get our best price upfront. No games, just an easy and transparent shopping experience! ABOUT US: Mercedes-Benz of Chantilly is located at 14841 Stonecroft Center Court in Chantilly, Virginia. As an authorized Mercedes-Benz dealer, we offer one of the largest new and pre-owned inventories.If you live out of the area, ask us about our door-to-door delivery, or your Washington D.C. Area pickup options. All prices plus tax, tags and $695 dealer processing fee. -LEASE this GLC 300! Enjoy the benefits of our Loaner-to-Owner program. Our loaners include the balance of the 4 year / 50,000 mile warranty and are eligible for new car programs including leases!
LEASE this GLC 300! Enjoy the benefits of our Loaner-to-Owner program. Our loaners include the balance of the 4 year / 50,000 mile warranty and are eligible for new car programs including leases! UPGRADED EQUIPMENT: * Original MSRP: $52,495 * 19 5-Spoke Wheels * Ambient Lighting (3 colors) * Blind Spot Assist * Burmester Surround Sound System * COMAND® Single CD/DVD * Heated Front Seats * Heated Steering Wheel * KEYLESS GO * Multimedia Package * Panorama Sunroof * Premium Package * Pre-Wiring for Rear Seat Ent & Comfort Adapter * COMAND® System with Navigation * Rear Chrome Trim * SiriusXM Satellite Radio * Static LED Headlamps * Touchpad. MARKET-BASED PRICING: Our market-based pricing software scans the market hourly and prices our vehicles based on real-time market supply and demand data. This means you get our best price upfront. No games, just an easy and transparent shopping experience! ABOUT US: Mercedes-Benz of Chantilly is located at 14841 Stonecroft Center Court in Chantilly, Virginia. As an authorized Mercedes-Benz dealer, we offer one of the largest new and pre-owned inventories.If you live out of the area, ask us about our door-to-door delivery, or your Washington D.C. Area pickup options. All prices plus tax, tags and $695 dealer processing fee. -LEASE this GLC 300! Enjoy the benefits of our Loaner-to-Owner program. Our loaners include the balance of the 4 year / 50,000 mile warranty and are eligible for new car programs including leases!
LEASE this C 300! Enjoy the benefits of our Loaner-to-Owner program. Our loaners include the balance of the 4 year / 50,000 mile warranty and are eligible for new car programs including leases! VEHICLE HIGHLIGHTS: * Original MSRP: $49,825 * Blind Spot Assist * Burmester Premium Sound System * Electronic Trunk Closer * HANDS-FREE ACCESS * HANDS-FREE Comfort Package * Heated Front Seats * Heated Steering Wheel * Heating for Multifunction Steering Wheel * Illuminated Star * KEYLESS GO * Live Traffic * Panorama Sunroof * Premium Package * Rear Cross Traffic Alert * SD-Card Navigation Pre-Wiring * SiriusXM Satellite Radio * Wheels: 18 Twin 5-Spoke. MARKET-BASED PRICING: Our market-based pricing software scans the market hourly and prices our vehicles based on real-time market supply and demand data. This means you get our best price upfront. No games, just an easy and transparent shopping experience! ABOUT US: Mercedes-Benz of Chantilly is located at 14841 Stonecroft Center Court in Chantilly, Virginia. As an authorized Mercedes-Benz dealer, we offer one of the largest new and pre-owned inventories.If you live out of the area, ask us about our door-to-door delivery, or your Washington D.C. Area pickup options. All prices plus tax, tags and $695 dealer processing fee. -LEASE this C 300! Enjoy the benefits of our Loaner-to-Owner program. Our loaners include the balance of the 4 year / 50,000 mile warranty and are eligible for new car programs including leases!
LEASE this GLC 300! Enjoy the benefits of our Loaner-to-Owner program. Our loaners include the balance of the 4 year / 50,000 mile warranty and are eligible for new car programs including leases! VEHICLE HIGHLIGHTS: * Original MSRP: $50,085 * Android Auto * Apple CarPlay * Blind Spot Assist * Burmester Surround Sound System * Chrome Door Handle Inserts * Heated front seats * Heated Steering Wheel * KEYLESS GO * Panorama Sunroof * Premium Package * Rear Chrome Trim * Rear Seat Entertainment & Comfort Adapter * SiriusXM Satellite Radio * Smartphone Integration * Smartphone Integration Package * Static LED Headlamps * Wheel Locks. MARKET-BASED PRICING: Our market-based pricing software scans the market hourly and prices our vehicles based on real-time market supply and demand data. This means you get our best price upfront. No games, just an easy and transparent shopping experience! ABOUT US: Mercedes-Benz of Chantilly is located at 14841 Stonecroft Center Court in Chantilly, Virginia. As an authorized Mercedes-Benz dealer, we offer one of the largest new and pre-owned inventories.If you live out of the area, ask us about our door-to-door delivery, or your Washington D.C. Area pickup options. All prices plus tax, tags and $695 dealer processing fee. -LEASE this GLC 300! Enjoy the benefits of our Loaner-to-Owner program. Our loaners include the balance of the 4 year / 50,000 mile warranty and are eligible for new car programs including leases!
LEASE this C 300! Enjoy the benefits of our Loaner-to-Owner program. Our loaners include the balance of the 4 year / 50,000 mile warranty and are eligible for new car programs including leases! VEHICLE HIGHLIGHTS: * Original MSRP: $50,545 * Blind Spot Assist * Burmester Premium Sound System * Electronic Trunk Closer * HANDS-FREE ACCESS * HANDS-FREE Comfort Package * Heated Front Seats * Heated Steering Wheel * Heating for Multifunction Steering Wheel * Illuminated Star * KEYLESS GO * Live Traffic * Panorama Sunroof * Premium Package * Rear Cross Traffic Alert * SD-Card Navigation Pre-Wiring * SiriusXM Satellite Radio * Wheels: 18 Twin 5-Spoke. MARKET-BASED PRICING: Our market-based pricing software scans the market hourly and prices our vehicles based on real-time market supply and demand data. This means you get our best price upfront. No games, just an easy and transparent shopping experience! ABOUT US: Mercedes-Benz of Chantilly is located at 14841 Stonecroft Center Court in Chantilly, Virginia. As an authorized Mercedes-Benz dealer, we offer one of the largest new and pre-owned inventories.If you live out of the area, ask us about our door-to-door delivery, or your Washington D.C. Area pickup options. All prices plus tax, tags and $695 dealer processing fee. -LEASE this C 300! Enjoy the benefits of our Loaner-to-Owner program. Our loaners include the balance of the 4 year / 50,000 mile warranty and are eligible for new car programs including leases!
Pre-Owned vehicle pricing includes all offers. Tax, Title and Tags not included in vehicle prices shown and must be paid by the purchaser. While great effort is made to ensure the accuracy of the information on this site, errors do occur so please verify information with a customer service rep. This is easily done by calling us at (888) 837-9454 or by visiting us at the dealership.


At The Reis Law Firm, our attorneys assist clients with both simple and complex custody and visitation matters, including "move-away" cases, where one parent wants to relocate outside of California, or even outside the country.
Working out child custody and visitation of minor children is often complicated and fraught with emotion for parents going through divorce. We help you to focus on what is best for your children and to craft agreements that are tailored to the needs of your family. California law generally makes decisions based upon the "best interest of the child." This includes a consideration of the child's health and welfare, history of contact between the parents and children, the ability and willingness for one parent to have an ongoing relationship with the other parent, the parents' own mental and health histories, the child's preference if old enough, and if there is evidence of child abuse. California law encourages both parents to continue to have frequent and continuing contact with their children, and we work to enable you to maintain a stable and healthy relationship between you and your children.
We are highly experienced in negotiating custody settlements and in working with custody mediators, evaluators and mental health professionals to achieve the right custody plan for you. Some parents work best with maximum flexibility. Others do better with a detailed schedule that lays out exactly when custody exchanges will occur. We recognize different parenting styles and different needs, and we customize custody settlements to reflect this.
We also recognize that not every custody dispute can be resolved by agreement. Sometimes, the only solution is to have a judge decide how to divide time with the children. When it is necessary to turn to the courts, we have the skill and the experience to make sure that you are well prepared and well represented. We know how to work with evaluators and mental health professionals to make sure that your case is presented in a way that maximizes the likelihood of a favorable result.


whatever server we want from Amanzon with no additional price. Nanobox takes a small fee only for the infrastructure support. We can use compute optomized instances with multiple cores at a fraction of what would cost us on heroku and we can take advantage of Elixir concurency.
The only thing that nanobox does not have yet to fully support Elixir magic is hot redeploy. But we do not use that so it's not a problem for us.
Login in nanobox dashboard and create a new app.
By default nanobox starts a t2.nano instance that is a bit small for my need. So fell free to scale the instance to a more appropiate size. At this step I usualy have an issue sometimes: nanobox can not connect to newly started EC2 intance and I need to reboot it manually from Amazon dashboard. But this is not a major thing if you know what to do.
I am using latest Elixir and Erlang version at this time. Also I have git dependencies so I added git extra package. I added a hook on after live to notify our slack channel that a new deploy has beed done. Please replace channel url with your own channel.
Application is started using node-start script offered by nanobox that adds also the name and the cookie to be able to connect multiple nodes later. This is very usefull for creating a cluster of nodes or connecting Erlang observer.
Install nanobox on your local machine.
Replace nanobox-app-name with the name of your app. I usualy create two servers, one for staging and one for production.
Go to config and update env variables to your needs.
Now you should have a working instance deployed on nanobox. If you encounter issues either ask me either access nanobox slack channel for help.


I'm not a 'car person' seriosuly if it gets me from A to B I'd be more than happy to drive a donkey cart. Last week I got the chance to drive around an Opel Adam JAM and I actually really enjoyed it AND I finally took the time to learn a little bit more about this beautiful piece of engineering.
Craig and I took our little Bumblebee out to drive her around Joburg and really get a feel for what it would be like missioning around the city with her. On a normal day to get me to drive over 40kms an hour is a push (because i'm a granny on the inside) so it was actually really fun driving a little faster (within the speed limit of course) than I usually would and having the wind blowing in my hair.
R 209 900, it's small but not too small, the front seats are super spacious but you won't have any trouble finding parking spots around town. Opel also has the most beautiful range of colours including some seriously pretty pastels. Another thing I literally couldn't get over was that the car parks itself, seriously you just have to sit there and it will park perfectly in-between the lines! You can check out a video on how it works here.
I'm probably not going to be the first choice in Need For Speed 20 but I really loved that the JAM is a 1.0 L but it has a Turbo so there's no awkward chugging up hills in first gear while your car screams in pain…I know you know what I mean.
All in all I loved my adventure with the my Adam and think it's the perfect car for young professionals and people who like pretty things…and can't park!
To read more on the car click here.
All pictures by Jason Haji. Thanks to Opel South Africa for supporting She Said.


text:
Wood, metal; Industrial manufacturing
Prince of Wales Northern Heritage Centre 988.021.001
This wooden tub washing machine was used by Celine Bouvier in the community of Fort Providence during the Second World War. Beginning in 1939 the government stationed a regiment of Royal Canadian Corp of Signals in Fort Providence to man a radio station connecting to a nationwide communication network. This service was taken over by the United States Army in 1942–43 during mobilization and construction of wartime transportation projects in the Northwest Territories. There were very few businesses in the small trading and mission post along the banks of the Mackenzie River at the time. Bouvier saw a business opportunity and informally arranged with the radio and army personnel, as well as the local RCMP, to do their laundry.
Her laundry services likely continued after the war, as government workers and RCMP remained stationed in the area. By the early 1960s the washing machine was antiquated, and Bouvier was ready to throw it out. She hired Sig Phillip who owned one of the only trucks in town to take it to the dump, but he purchased the unique washing machine instead. It was a museum piece in the community for many years, reflecting the entrepreneurial spirit of Fort Providence's residents during the busy days of the war.
There are no manufacturer markings on the laundry machine, but it compares to early 20th-century models produced by the Michigan Washing Machine Company in the United States, as well as to models sold in Canada during the 1930s, such as the Diamond A sanitary washer. The manual machine operated without electric motors.
Photo: Prince of Wales Northern Heritage Centre 988.021.001
Celine and Joseph Bouvier, circa 1912. Photo: Angus McLeod in A Portrayal of Our Metis Heritage, ed. Joanne Overvold (Yellowknife: Metis Association of Northwest Territories, 1976), 27
Dene boy helping with the laundry at Sans Sault Rapids on the Mackenzie River in 1979. Photo: Northwest Territories Archives/Rene Fumoleau fonds/N-1995-002: 7895
Map indicating Fort Providence, Northwest Territories. Photo: Prince of Wales Northern Heritage Centre
Sailmaker's Hand Protector
Babiche Bag
Singer Sewing Machine
World War II Uniform
World War II Greatcoat
Bison Wool Clothing


text:
Spelsbury ist ein Dorf und "civil parish" (Gemeinde) in der englischen Grafschaft Oxfordshire, Distrikt West Oxfordshire, etwa 2,5 Kilometer nördlich von Charlbury. Spelsbury hat 305 Einwohner (2001).

Auf dem Friedhof des Ortes liegt der Dichter John Wilmot (1647–1680) und sein Sohn Charles (1671–1681) begraben.

Weblinks

 Offizielle Website

Ort in Oxfordshire
Geographie (West Oxfordshire)
Parish in Oxfordshire

redpajama_set_name: RedPajamaWikipedia


Another River Front paradise beckoning you to get back to nature. This 1998 Custom, energy efficient ranch home has all the amenities one could want plus 415 +/- lineal feet of usable river frontage with ramp. The drudgery of city life seem to disappear the minute you drive onto your shaded and landscaped acreage. Enjoy the Canadian Geese as the make the river their home in the winter for you to enjoy. Irrigated with plenty of water to maintain the 6.3 acres. The house has a 1 fireplace in living room and one wood stove set up in huge family room on lower level. Large bedrooms, super large kitchen with eating area. Lower level has a Unique rockery facade, with each piece meticulously cut and installed by the owner from local rock findings.


text:
Millionaire's will rewards daughters for good behaviour
Maurice Laboz has set strict terms and conditions to ensure his daughters marry well and get good education
By Rob Crilly 27 July 2015 • 18:56 pm
Victoria, left to right, Marlena and Ewa Laboz Credit: Photo: Instagram
A multi-millionaire New York property mogul has worked out how to control his daughter's lives from beyond the grave – by imposing strict conditions on when and how they each inherit $10 (£6.4) million.
Maurice Laboz left behind a $37 million estate when he died earlier this year.
Marlena, 21, and Victoria, 17, will inherit the full amount when they turn 35.
But their father has made allowances for a number of early windfalls, so long as they attend an accredited university, marry well, find a good job and do not have a child out of wedlock.
Marlena, for example, will get $500,000 when she marries but only on condition that he husband makes a sworn statement promising not to touch the money.
Lawyers say such conditional wills are rare but some parents say they are doing it for the good of their children and not just as a way of controlling their lives.
In his will, according to The New York Post, Laboz also specifies that Marlena will collect $750,000 if she graduates "from an accredited university" and must also write "100 words or less describing what she intends to do with the funds" to convince trustees to pay out.
There's an incentive to land a decent job by 2020. Each daughter is guaranteed an annual payout equal to three times their income.
• Woman leaves £1m to pet dog in will, instead of her two sons
And if they have children but are not working outside the house then they will be given 3 per cent of the value of their trust each year – but only for a "child born in wedlock".
Still, they are doing better than his wife, whom he was in the process of divorcing when he died. Ewa Laboz receives nothing in the will, which says she is provided for in a prenuptial agreement.
Live Coronavirus latest news: UK daily death toll to continue to rise, warn experts
By Global Health Security Team 20 Jan 2021, 5:02am
Questor: this 'speculative' bet on a Covid treatment has made us 92pc. Bank your profits now
By Richard Evans 20 Jan 2021, 5:00am
Millennials turn to gold as a safe haven for their cash
By Will Kirkman 20 Jan 2021, 5:00am


Competitors from around the world converged last weekend in Columbus, Georgia, to attend the U.S. Freestyle Kayak Nationals. The second-annual Paddle South festival took place on the Chattahoochee River, which boasts one of the largest consistent play features in the Southeast. The man-made Waveshaper whitewater park regularly sees daily fluctuations between 800 cfs and 13,000 cfs as hydroelectric releases meet power demands. The result is a dynamic, high-volume play park that is becoming a regional favorite for freestyle kayakers.
Georgia Power and the U.S. Army Corps of Engineers guaranteed to release ideal surfing flows of 9,000 cfs from upstream dams throughout the two-day event. Stephen Wright, who won the men's K-1 finals Sunday, praised Good Wave, where the competition took place. "There are only a few places, really in the whole world, where you can plan event on a wave of this size and know you're going to have water," he said.
Local Columbus paddler Hunter Katich was the first in the men's K-1 prelims on Saturday but slipped into second after Wright posted a 1000-point-plus ride Sunday evening.
Sage Donnelly, the 17-year-old rising whitewater star from Carson City, Nevada, won the women's K-1 event after she topped Emily Jackson's score in the final round of competition. Though Donnelly was still eligible to compete as a junior, she said she wanted to prepare for competing at the senior women's level at the world championships next year.
Like most freestyle events, paddlers pushed themselves hard while also supporting each other. Many attendees wore t-shirts that said, "Live like Maria," to commemorate the life of beloved Southeast paddler Maria Noakes whose unexpected passing in March is reverberating throughout the paddling community.
But unlike other national freestyle competitions, which have sometimes been insular affairs among kayakers, Paddle South brought in large crowds of spectators. The whitewater park's location near Columbus' historic downtown and a sold-out Paddle Party hosted by Omaha Brewing on Saturday night, added beer, food, and live music to the festivities.
All proceeds from the Paddle Party benefited Uptown Columbus, an organization that worked to remove two dams in 2012 in order to bring the whitewater park to the city.