Diverse Team Quotes

Building a high-performance board requires prioritizing diverse perspectives, including cognitive, racial, gender, and professional diversity.

When did you first feel like a grown woman and not a girl?” We wrote down our answers and shared them, first in pairs, then in larger groups. The group of women was racially and economically diverse, but the answers had a very similar theme. Almost everyone first realized they were becoming a grown woman when some dude did something nasty to them. “I was walking home from ballet and a guy in a car yelled, ‘Lick me!’” “I was babysitting my younger cousins when a guy drove by and yelled, ‘Nice ass.’” There were pretty much zero examples like “I first knew I was a woman when my mother and father took me out to dinner to celebrate my success on the debate team.” It was mostly men yelling shit from cars. Are they a patrol sent out to let girls know they’ve crossed into puberty? If so, it’s working.

Pick a leader who will make their citizens proud. One who will stir the hearts of the people, so that the sons and daughters of a given nation strive to emulate their leader's greatness. Only then will a nation be truly great, when a leader inspires and produces citizens worthy of becoming future leaders, honorable decision makers and peacemakers. And in these times, a great leader must be extremely brave. Their leadership must be steered only by their conscience, not a bribe.

Great creative teams are diverse. They are composed of very different sorts of people with different but complementary talents.

The strength of every individual is the grace for great work.

Maybe the critics are right. Maybe there's no escaping our great political divide, an endless clash of armies, and any attempts to alter the rules of engagement are futile. Or maybe the trivialization of politics has reached a point of no return, so that most people see it as just one more diversion, a sport, with politicians our paunch-bellied gladiators and those who bother to pay attention just fans on the sidelines: We paint our faces red or blue and cheer our side and boo their side, and if it takes a late hit or cheap shot to beat the other team, so be it, for winning is all that matters. But I don't think so. They are out there, I think to myself, those ordinary citizens who have grown up in the midst of all the political and cultural battles, but who have found a way-in their own lives, at least- to make peace with their neighbors, and themselves. ...I imagine they are waiting for a politics with the maturity to balance idealism and realism, to distinguish between what can and cannot be compromised, to admit the possibility that the other side might sometimes have a point. They don't always understand the arguments between right and left, conservative and liberal, but they recognize the difference between dogma and common sense, responsibility and irresponsibility, between those things that last and those that are fleeting. They are out there, waiting for Republicans and Democrats to catch up with them.

You can’t fully prepare. You do your best to acquire diverse skills. You try to learn from your successes and mistakes over the years. You try to assemble a team with varied talents and expertise. Mostly, you strive to stay calm enough to think clearly even under extreme pressure. You try to use the adrenaline for focus rather than panic. You stay on your toes, ready to improvise. And you hope for the best.

May we unite in our diverse pursuits to create a peaceful world.

We fought and argued and loved and learned through the long, cold voyage. We chose teams, disbanded, re-formed, chose again, and now the fit is perfection within diversity.

Women and people of color who advocate for diversity and equity are often punished for their efforts in peer, team, and management evaluations. Ironically, the people who are not penalized in their evaluations for their diversity and equity efforts are—say it with me—white men.

The different shades of colours present cultural diversity.

diverse teams make better mousetraps.

The admiral was clearly more concerned with force diversity and the push to open the SEAL Teams to females than he was with crushing America’s enemies. Whatever got him his next star.

Jake, our fearless leader. On a crazed kamikaze mission. I’d never seen him like this. Even in our lowest moments, he’d always been steady. Resolute. He weighed the costs, made a decision, forged ahead. And I’d always wondered how he did it. How he kept it straight in his mind. Yeerks. Visser One. Aliens conquering humans, conquering the planet. Fighting the enemy without becoming like them. How did he sort through all that? The emotions, the ethical dilemmas, the moral crises? How did he wrap his brain around it all so he could make logical decisions? Smart decisions. The kind that saved the lives of his team. The kind that set the enemy back a small step or two. But now I knew. Jake didn’t understand any of it better than the rest of us did. If he defeated the Yeerks, freed humanity, rescued Earth, that was good. But that was just a bonus. His main goal was much simpler. To save his family. That goal was what had given him strength. That goal was what had kept him sane. Allowed him to retain a center of calm focus amid the awful chaos. His family.

Study after study shows that diverse teams perform better. In a 2014 report for Scientific American, Columbia professor Katherine W. Phillips examined a broad cross section of research related to diversity and organizational performance. And over and over, she found that the simple act of interacting in a diverse group improves performance, because it “forces group members to prepare better, to anticipate alternative viewpoints and to expect that reaching consensus will take effort.

It's common to think of people in the military as conformists. But that's far from the truth in our community. Some pretty capable and colorful types join the SEAL teams, looking for bigger challenges than their high-flying careers or other interesting backgrounds can offer. Whether doctors, lawyers, longshoreman, college dropout, engineer or NCAA Division I superathlete, they were more than just good special operators. They were a cohesive team whose strength came from their widely diverse talents, educational backgrounds, upbringings, perspectives, and capabilities. They're all-American and patriotic, with a combination of practical intelligence and willpower that you don't want to get crossways with. Streetwise, innovative, adaptable, and often highly intellectual--these are all words that apply to the community. And the majority are so nice that it can be hard to envision their capacity for violent mayhem. BUD/S filters out four of five aspirants, leaving behind only the hardest and most determined--the best. I was so proud and humbled to be part of the brotherhood.

Why are we so hesitant about working in diverse teams? The reason is at least in part a function of human nature. Humans have a tendency to stick with people who are like themselves and avoid those who are different. Psychologists have a name for this tendency. They call it the similar-attraction effect.

Individual creators started out with lower innovativeness than teams—they were less likely to produce a smash hit—but as their experience broadened they actually surpassed teams: an individual creator who had worked in four or more genres was more innovative than a team whose members had collective experience across the same number of genres. Taylor and Greve suggested that “individuals are capable of more creative integration of diverse experiences than teams are.

Color blindness has become a powerful weapon against progress for people of color, but as a denial mindset, it doesn’t do white people any favors, either. A person who avoids the realities of racism doesn’t build the crucial muscles for navigating cross-cultural tensions or recovering with grace from missteps. That person is less likely to listen deeply to unexpected ideas expressed by people from other cultures or to do the research on her own to learn about her blind spots. When that person then faces the inevitable uncomfortable racial reality—an offended co-worker, a presentation about racial disparity at a PTA meeting, her inadvertent use of a stereotype—she’s caught flat-footed. Denial leaves people ill-prepared to function or thrive in a diverse society. It makes people less effective at collaborating with colleagues, coaching kids’ sports teams, advocating for their neighborhoods, even chatting with acquaintances at social events.

The Fourth Law: While team success requires diversity and balance, a single individual will receive credit for the group’s achievements.

People with personal mastery get along with diverse people easily and lead others better, and in turn, contribute their share for the betterment of their companies.

Diversity of skills is an important element of any effective team.

The uniqueness of different colours represents the uniqueness of individuals!

Will having more women on your team result in greater profitability? Actually, yes.

Team Diversity is the easiest and, at the same time, one of the most effective means of reducing bias

Intrinsically we humans want to be happy, and happiness derives from having purpose, pursuit towards interesting and challenging ‘something’ that is greater than oneself.

The most significant trend in human creativity is the shift from individuals to teams, and the gap between teams and individuals is increasing with time’, Uzzi writes.

We are more than any family could be. We fought and argued and loved and learned through the long, cold voyage. We chose teams, disbanded, re-formed, chose again, and now the fit is perfection within diversity.

Creative teams are dynamic. Diversity of talents is important, but it is not enough. Different ways of thinking can be an obstacle to creativity. Creative teams find ways of using their differences as strengths, not weaknesses.

People don’t adopt their ideologies at random, or by soaking up whatever ideas are around them. People whose genes gave them brains that get a special pleasure from novelty, variety, and diversity, while simultaneously being less sensitive to signs of threat, are predisposed (but not predestined) to become liberals. They tend to develop certain “characteristic adaptations” and “life narratives” that make them resonate—unconsciously and intuitively—with the grand narratives told by political movements on the left (such as the liberal progress narrative). People whose genes give them brains with the opposite settings are predisposed, for the same reasons, to resonate with the grand narratives of the right (such as the Reagan narrative). Once people join a political team, they get ensnared in its moral matrix. They see confirmation of their grand narrative everywhere, and it’s difficult—perhaps impossible—to convince them that they are wrong if you argue with them from outside of their matrix. I suggested that liberals might have even more difficulty understanding conservatives than the other way around, because liberals often have difficulty understanding how the Loyalty, Authority, and Sanctity foundations have anything to do with morality. In particular, liberals often have difficulty seeing moral capital, which I defined as the resources that sustain a moral community.

The coaches let me prove myself, they gave me a chance to show how my difference could be a strength. That understanding, that diversity of strength, was critical to the team and made it possible for me to be judged on my athletic merits alone.

Imagine going to work every day to do only and exactly what you love!! All the work gets done because of the abundant diversity of your team. Different skills, interests and talents are woven together into a whole that is much greater than the sum of the parts!

There is an amazing beauty and strength in diversity. Everyone has something special to offer, everyone has a gift that can add value to the organization, community and even the world. People with different tribe, race, religion and nationality can come together and accomplish something extraordinary. The key is the culture of unity and team work.

When seeking innovation in knowledge-based industries,” they wrote, “it is best to find one ‘super’ individual. If no individual with the necessary combination of diverse knowledge is available, one should form a ‘fantastic’ team.” Diverse experience was impactful when created by platoon in teams, and even more impactful when contained within an individual.

The thing about Markham that keeps it off my radar is that it pretty much doesn’t have a single team that I can bet on, or against. I’m not saying that reflects negatively on Markham as an institution; it is known for turning out leaders in fields as diverse as the sciences, math, engineering, and the arts. That’s all well and good, but it doesn’t get you into a bowl game.

As I build new teams in the future, I will not pursue uniformity in thought process, giftedness, race, or specific religious denomination. In fact, I will pursue diversity in these areas with a vengeance. But I will make sure that each person walking in the door of any organization I lead is a huge fan of our core goals and values. It will make all the difference in the world.

group deliberation often adds more error in bias than it removes in noise. Organizations that want to harness the power of diversity must welcome the disagreements that will arise when team members reach their judgments independently. Eliciting and aggregating judgments that are both independent and diverse will often be the easiest, cheapest, and most broadly applicable decision hygiene strategy.

Brainstorming can also be done before the meeting and is best done individually or in very small groups. When I taught at the Stanford design school, I consistently saw how teams who brainstormed individually before coming together not only generated better ideas but were also more likely to have a wider diversity of solutions as they were less likely to be overrun by the louder, more dominating members of the group.

American Indians share a magnificent history — rich in its astounding diversity, its integrity, its spirituality, its ongoing unique culture and dynamic tradition. It's also rich, I'm saddened to say, in tragedy, deceit, and genocide. Our sovereignty, our nationhood, our very identity — along with our sacred lands — have been stolen from us in one of the great thefts of human history. And I am referring not just to the thefts of previous centuries but to the great thefts that are still being perpetrated upon us today, at this very moment. Our human rights as indigenous peoples are being violated every day of our lives — and by the very same people who loudly and sanctimoniously proclaim to other nations the moral necessity of such rights. Over the centuries our sacred lands have been repeatedly and routinely stolen from us by the governments and peoples of the United States and Canada. They callously pushed us onto remote reservations on what they thought was worthless wasteland, trying to sweep us under the rug of history. But today, that so-called wasteland has surprisingly become enormously valuable as the relentless technology of white society continues its determined assault on Mother Earth. White society would now like to terminate us as peoples and push us off our reservations so they can steal our remaining mineral and oil resources. It's nothing new for them to steal from nonwhite peoples. When the oppressors succeed with their illegal thefts and depredations, it's called colonialism. When their efforts to colonize indigenous peoples are met with resistance or anything but abject surrender, it's called war. When the colonized peoples attempt to resist their oppression and defend themselves, we're called criminals. I write this book to bring about a greater understanding of what being an Indian means, of who we are as human beings. We're not quaint curiosities or stereotypical figures in a movie, but ordinary — and, yes, at times, extraordinary — human beings. Just like you. We feel. We bleed. We are born. We die. We aren't stuffed dummies in front of a souvenir shop; we aren't sports mascots for teams like the Redskins or the Indians or the Braves or a thousand others who steal and distort and ridicule our likeness. Imagine if they called their teams the Washington Whiteskins or the Washington Blackskins! Then you'd see a protest! With all else that's been taken from us, we ask that you leave us our name, our self-respect, our sense of belonging to the great human family of which we are all part. Our voice, our collective voice, our eagle's cry, is just beginning to be heard. We call out to all of humanity. Hear us!

I had worked for a number of organizations that struggled to create meaningful opportunities for people of color, but I had never heard anyone make an overt case in favor of assimilation - particularly at an organization that promoted diversity in its mission statements and messaging. Granted, many people of color on our team had grown suspicious of those statements, suspecting that the organization wanted our racial diversity without our diversity of thought and culture.

I love football. I love the aesthetics of football. I love the athleticism of football. I love the movement of the players, the antics of the coaches. I love the dynamism of the fans. I love their passion for their badge and the colour of their team and their country. I love the noise and the buzz and the electricity in the stadium. I love the songs. I love the way the ball moves and then it flows and the way a teams fortune rises and falls through a game and through a season. But what I love about football is that it brings people together across religious divides, geographic divides, political divides. I love the fact that for ninety minutes in a rectangular piece of grass, people can forget hopefully, whatever might be going on in their life, and rejoice in this communal celebration of humanity. The biggest diverse, invasive or pervasive culture that human kinds knows is football and I love the fact that at the altar of football human kind can come worship and celebrate.

Agile coach: The individual is an agile expert who provides guidance for new agile implementations as well as existing agile teams. The agile coach is experienced in employing agile techniques in different environments and has successfully run diverse agile projects. The individual builds and maintains relationships with everyone involved, coaches individuals, trains groups, and facilitates interactive workshops. The agile coach is typically from outside the organization, and the role may be temporary or permanent.

To say that feminism is good for boys, that diversity makes a stronger team, or that collective liberation promises a greater, deeper freedom than the individual freedoms we know is comforting and true enough. But just as true, and significantly less consoling, is the guarantee that some will find the world less comfortable in the process of making it habitable for others. It would be easier to give up some privileges if it weren’t so traumatic to lose, as it is in our ruthlessly competitive and frequently undemocratic country.

By any measure, Edison was a true genius, a towering figure in nineteenth-century innovation. But as the story of the lightbulb makes clear, we have historically misunderstood that genius. His greatest achievement may have been the way he figured out how to make teams creative: assembling diverse skills in a work environment that valued experimentation and accepted failure, incentivizing the group with financial rewards that were aligned with the overall success of the organization, and building on ideas that originated elsewhere.

The problem isn’t meetings themselves—it’s how we run them. Think about the brainstorming sessions you’ve attended. You’ve probably seen people bite their tongues due to ego threat (I don’t want to look stupid), noise (we can’t all talk at once), and conformity pressure (let’s all jump on the boss’s bandwagon!). Goodbye diversity of thought, hello groupthink. These challenges are amplified for people who lack power or status: the most junior person in the room, the sole woman of color in a team of bearded white dudes, the introvert drowning in a sea of extraverts.

Project managers operate in a global environment and work on projects characterized by cultural diversity. Team members often have diverse industry experience, know multiple languages, and sometimes operate in the “team language” that may be a different language or norm than their native one. The project management team should capitalize on cultural differences, focus on developing and sustaining the project team throughout the project life cycle, and promote working together interdependently in a climate of mutual trust. Developing the project team improves the people skills, technical competencies, and overall team environment and project performance.

Values constitute your personal “bottom line.” They serve as guides to action. They inform the priorities you set and the decisions you make. They tell you when to say yes and when to say no. They also help you explain the choices you make and why you made them. If you believe, for instance, that diversity enriches innovation and service, then you should know what to do if people with differing views keep getting cut off when they offer fresh ideas. If you value collaboration over individualistic achievement, then you’ll know what to do when your best salesperson skips team meetings and refuses to share information with colleagues. If you value independence and initiative over conformity and obedience, you’ll be more likely to challenge something your manager says if you think it’s wrong.

Mi-am conturat o lume imaginară încă de când te-am cunoscut. Lumea mea te viza pe tine, în diverse momente din viață, iar în toate momentele mă țineai de mănă mândru și încrezător în viitorul nostru. N-am să neg vreo secundă că nu te-am dorit din prima clipă în care mi-ai zâmbit. Ești conștient de farmecul pe care-l ai și mizezi pe asta când vine vorba de femei. Poate mă grăbesc puțin cu afirmațiile, însă nu mi-e rușine să recunosc adevarul. Sunt un om deschis și sincer care așteaptă același tratament. Nu-mi promite cuvinte fără sens, sentimente pe care nu ești capabil să le trăiești, ori povești de iubire fără conținut. Nu-mi promite nimic din ce nu ești dispus să oferi. Și dacă vrei să-ți dau voie să-mi fii alaturi, trebuie doar să mă iubești, iar eu îți promit că voi fi ca umbra; alături de tine toată viața.

made some teams much better than others. What they found was that individual intelligence (as measured by IQ) didn’t make the big difference. Having a high aggregate intelligence or just one or two superstars wasn’t critical. The groups that surfaced more and better solutions shared three key qualities. First, they gave one another roughly equal time to talk. This wasn’t monitored or regulated, but no one in these high-achieving groups dominated or was a passenger. Everyone contributed and nothing any one person said was wasted. The second quality of the successful groups was social sensitivity: these individuals were more tuned in to one another, to subtle shifts in mood and demeanor. They scored more highly on a test called Reading the Mind in the Eyes, which is broadly considered a test for empathy. These groups were socially alert to one another’s needs. And the third distinguishing feature was that the best groups included more women, perhaps because that made them more diverse, or because women tend to score more highly on tests for empathy. What this (and much more) research highlights is just how critical the role of social connectedness can be. Reading the research, I

Chemical fertilizers, pesticides, insecticides, and fungicides affect the soil food web, toxic to some members, warding off others, and changing the environment. Important fungal and bacterial relationships don’t form when a plant can get free nutrients. When chemically fed, plants bypass the microbial-assisted method of obtaining nutrients, and microbial populations adjust accordingly. Trouble is, you have to keep adding chemical fertilizers and using “-icides,” because the right mix and diversity—the very foundation of the soil food web—has been altered. It makes sense that once the bacteria, fungi, nematodes, and protozoa are gone, other members of the food web disappear as well. Earthworms, for example, lacking food and irritated by the synthetic nitrates in soluble nitrogen fertilizers, move out. Since they are major shredders of organic material, their absence is a great loss. Without the activity and diversity of a healthy food web, you not only impact the nutrient system but all the other things a healthy soil food web brings. Soil structure deteriorates, watering can become problematic, pathogens and pests establish themselves and, worst of all, gardening becomes a lot more work than it needs to be.

Non è mica la fine del mondo se perdiamo," disse Francis. "Non perderci il sonno." Era questo ciò che odiava di lui - il suo accettare la sconfitta ancora prima che fosse avvenuta. Era il suo modo di consolare il team, supponeva: lui era convinto fosse meglio aspettarsi il peggio e rimanere piacevolmente sorpresi piuttosto che rimanere devastati da una sconfitta inaspettata. Dan pensava che un allenatore non avesse alcun diritto di essere così pessimista. Lei non voleva un allenatore in grado di indorarle la pillola. Ne voleva uno che credesse nell'impossibile. "Non posso permettermi di perdere," gli disse Dan. "Devo arrivare alle finali se spero di attirare l'attenzione di un reclutatore." "Danielle, voglio che tu comprenda una cosa." "Io sono brava," insistette Dan. "Lo sono abbastanza da superare la selezione." "Tu hai molto talento..." "Non sia condiscendente con me, Coach." "Tu sei straordinaria," le disse, "ma essere bravi non è sufficiente. Tu sei una ragazza." "Non significa niente." "Significa tutto, invece. Forse non è giusto, ma così stanno le cose. Gli uomini sono più veloci e hanno più forza. Possono colpire più duramente e lanciare più lontano. E nulla potrà cambiare questo pregiudizio. Se un allenatore fosse costretto a scegliere tra un uomo e una donna, sceglierebbe sempre l'uomo." "Ci sono diverse donne che giocano in squadre universitarie." "Non ho detto che non ci sono," obiettò Francis. "Ho detto che loro sono l'eccezione.

In the end, Putin won with the aid of Americans who had turned on their own values. The news media assisted greatly by elevating stolen innocuous emails from an insecure party server to a national crisis in which the victims were treated suspiciously. To Trump supporters it validated everything they ever suspected about Hillary Clinton—she hid emails, which meant she was a liar. No matter that Trump voters elected a man who openly embraced white supremacy, rejected diversity, abhorred global engagement, ignored his own corruption, and enlisted his own family and staff as royalty to be worshipped. Trump voters saw these traits as perks. They viewed nepotism, largess, and excess as virtues of a business and political shark. If he vocally stood against virtually all gains America had made in equality and global economic expansion since 1964 and it got him elected, then all the better that he hold those positions. By all means necessary was Trump’s apparent motto for the 2016 election. Russian intelligence lived by that motto too. The spies of the Red Square were shameless enough but the real scandal was that Team Trump saw nothing wrong with it. Trump voters had blindly elected him despite knowing that Russia had intervened in the electoral process. They cared not that Trump’s own surprising level of slavish devotion to Putin was suspicious. It. Did. Not. Matter. Trump had created a cult of personality in the white lower class so that they worshipped his every word and challenged the veracity of anything negative said against him. This worked out well for Putin. For the

Legacy items. That’s the term we used to describe these golden moments. Sometimes we even knew what it meant. Taking out bin Laden was a legacy item. So was rescuing the auto industry, bringing troops home from Iraq and Afghanistan, or repealing “Don’t Ask, Don’t Tell.” But just as often, we imagined our legacy with the starry eyes of a hobo describing the Big Rock Candy Mountain. We dreamed of a distant utopia, a sunny political paradise, where the credit flows like a waterfall and approvals stay sky-high. We weren’t there yet. With twenty months to go until POTUS left office, our place in history was far from certain. But inside the building, something had undoubtedly changed. President Obama’s jaunty, let’s-go-for-it attitude was infectious. We no longer felt like turtles in our shells. Our growing confidence was matched by growing competence as well. That’s not to disparage the early days: as White Houses go, Obama’s functioned fairly smoothly from the start. Still, the longer POTUS ran the institution, the more we learned from our mistakes. After the Healthcare.gov disaster, we began “red-teaming” a growing number of big decisions, assigning designated cynics to guard against undiluted hope. Confronted with its lack of diversity, Obamaworld gradually became a place where rooms full of white guys were the exception and not the rule. Baby steps, I know. But these baby steps made us a unicorn among bureaucracies—we improved over time. Somewhat to my astonishment, so did I. At the risk of sounding boastful, I had now gone two full years without angering a sovereign nation. Even better, the White House finally felt like home. There was no one moment when the transformation happened. I didn’t burst forth from a cocoon. It was more like learning a language. You study, you practice, you embarrass yourself. And then one day someone cuts you off in traffic and you call them a motherfucker in perfect Portuguese. Whoa, you think. I guess I’m learning.

What exogenous causes are shifting the allocation of moral intuitions away from community, authority, and purity and toward fairness, autonomy, and rationality? One obvious force is geographic and social mobility. People are no longer confined to the small worlds of family, village, and tribe, in which conformity and solidarity are essential to daily life, and ostracism and exile are a form of social death. They can seek their fortunes in other circles, which expose them to alternative worldviews and lead them into a more ecumenical morality, which gravitates to the rights of individuals rather than chauvinistic veneration of the group. By the same token, open societies, where talent, ambition, or luck can dislodge people from the station in which they were born, are less likely to see an Authority Ranking as an inviolable law of nature, and more likely to see it as a historical artifact or a legacy of injustice. When diverse individuals mingle, engage in commerce, and find themselves on professional or social teams that cooperate to attain a superordinate goal, their intuitions of purity can be diluted. One example, mentioned in chapter 7, is the greater tolerance of homosexuality among people who personally know homosexuals. Haidt observes that when one zooms in on an electoral map of the United States, from the coarse division into red and blue states to a finer-grained division into red and blue counties, one finds that the blue counties, representing the regions that voted for the more liberal presidential candidate, cluster along the coasts and major waterways. Before the advent of jet airplanes and interstate highways, these were the places where people and their ideas most easily mixed. That early advantage installed them as hubs of transportation, commerce, media, research, and education, and they continue to be pluralistic—and liberal—zones today. Though American political liberalism is by no means the same as classical liberalism, the two overlap in their weighting of the moral spheres. The micro-geography of liberalism suggests that the moral trend away from community, authority, and purity is indeed an effect of mobility and cosmopolitanism.202

Should I be scared?” “I think you should get ready for quite an inquiry, but they’re necessary questions that must be answered if I want to ask you out on a second date.” “What if I don’t want to go on a second date?” “Hmm.” He taps his chin with his fork, ready to dig in the minute the plate arrives at our table. “That’s a good point. All right. If the question arose, would you go on a second date with me?” “Well, now I feel pressured to say yes just so I can hear the inquiry.” “You’re going to have to deal with the pressure, sweet cheeks.” “Fine. Hypothetically, if you were to ask me out on a second date, I would hypothetically, possibly say yes.” “Great.” He bops his own nose with his fork and then sets it down on the table. “Here goes.” He looks serious; both his hands rest palm down on the table and his shoulders stiffen. Looking me dead in the eyes, he asks, “Bobbies and Rebels are in the World Series, what shirt do you wear?” “Bobbies obviously.” He blinks. Sits back. “What?” “Bobbies for life.” “But I’m on the Rebels.” “Yes, but are we dating, are we married? Are we just fooling around? There’s going to have to be a huge commitment on my part in order to put a Rebels shirt on. Sorry.” “We’re dating.” “Eh.” I wave my hand. “Fine. We’re living together.” “Hmm, I don’t know.” I twist a strand of hair in my finger. “Christ, we’re married.” “Ugh.” I wince. “I’m sorry, I just don’t think it will ever happen.” “Not even if we’re married, for fuck’s sake?” he asks, dumbfounded. It’s endearing, especially since he’s pushing his hand through his hair in distress, tousling it. “Do we have kids?” I ask. “Six.” “Six?” Now it’s time for my eyes to pop out of their sockets. “Do you really think I want to birth six children?” “Hell, no.” He shakes his head. “We adopted six kids from all around the world. We’re going to have the most diverse and loving family you’ll ever see.” Adopting six kids, now that’s incredibly sweet. Or mad? No, it’s sweet. In fact, it’s extremely rare to meet a man who not only knows he wants to adopt kids, but is willing to look outside of the US, knowing how much he could offer that child. Good God, this man is a unicorn. “We have the means for it, after all,” he says, continuing. “You’re taking over the city of Chicago, and I’ll be raining home runs on every opposing team. We would be the power couple, the new king and queen of the city. Excuse me, Oprah and Steadman, a new, hip couple is in town. People would wear our faces on their shirts like the royals in England. We’re the next Kate and William, the next Meghan and Harry. People will scream our name and then faint, only for us to give them mouth-to-mouth because even though we’re super famous, we are also humanitarians.” “Wow.” I sit back in my chair. “That’s quite the picture you paint.” I know what my mom will say about him already. Don’t lose him, Dorothy. He’s gold. Gorgeous and selfless. “So . . . with all that said, our six children at your side, would you wear a Rebels shirt?” I take some time to think about it, mulling over the idea of switching to black and red as my team colors. Could I do it? With the way Jason is smiling at me, hope in his eyes, how could I ever deny him that joy—and I say that as if we’ve been married for ten years. “I would wear halfsies. Half Bobbies, half Rebels, and that’s the best I can do.” He lifts his finger to the sky. “I’ll take it.

There’s a lot of evidence suggesting that diverse teams are simply better teams [Nel14]

THE SHEER COMPLEXITY OF PLUTO The diversity of phenomena seen on Pluto was far beyond what anyone, even New Horizons team members, expected to find on such a small planet so cold and far from the Sun. Ground fogs, high-altitude hazes, possible clouds, canyons, towering mountains, faults, polar caps, apparent dune fields, suspected ice volcanoes, glaciers, evidence for flowing (and even standing) liquids in the past, and more. This little red planet perched 3 billion miles away in the Kuiper Belt packed more punch than any other known small world explored, and indeed more punch than many much larger worlds. The variety of terrains, its complex interactions between the surface and the atmosphere, and the wide range of surface ages even prompted the New Horizons team to adopt the slogan “Pluto is the new Mars.

enablers I know: results-oriented high achievers. They have real experience working with customers, communities, and constituents. They are practical. They are hardworking. They always have an appetite to make things better. They have a diverse set of jobs in their career that can be tied together with an enablement theme. They are great storytellers. They are mentors. They are technical. They are not afraid to roll up their sleeves and do hard work. They work many thankless hours. Q is all of the above and an inspiration to us all. How do we find and develop more people like Q in corporations? How do we make sure that every team, every department, and every company has their quota of enablers met? If we agree that having more enablers in our businesses will yield great results and build culture, then the next step is to recruit, develop, and mentor more enabler leaders.

Retirement Lifestyle Planning There are four (4) major financial questions that you must be able to answer in order to know if your current or future plan will work for you. What rate of return do you have to earn on your savings and investment dollars to be able to retire at your current standard of living and have your money last through your life expectancy? How much do you need to save on a monthly or annual basis to be able to retire at your current standard of living and your money last your life expectancy? Doing what you are currently doing, how long will you have to work to be able to retire and live your current lifestyle till life expectancy? If you don’t do anything different than you are doing today, how much will you have to reduce your standard of livingat retirement for your money to last your life expectancy? Motto for Retirement Lifestyle Planning A solid financial plan is a powerful possession that offers a sense of peace and freedom. Our process allows us to determine appropriate strategies and help you understand how to achieve your goals and live your dreams. Our process stresses informed financial decision making. We encourage you to review all decisions with your team of tax and legal professionals. For the record, we are not tax or legal professionals and this information is not intended as tax or legal advice. Now we’d like to remind you that a well-executed financial plan requires diverse knowledge and utilizes some or all of the following strategies and services: -Retirement Lifestyle Planning Making the most of your employer-sponsored retirement plans and IRAs. Determining how much you need to retire comfortably. Managing assets before and during retirement including Social Security analysis. -Estate Planning Referring you to qualified Estate Attorneys to review your wills and trusts to help preserve your estate for your intended heirs by helping with beneficiary designations. Reducing exposure to estate taxes and probate costs. Coordinating with your tax and legal advisors. -Tax Management Helping to reduce your current and future tax burden by considering multiple strategies for review by your tax professional.Also, referring you to qualified tax specialists if needed. -Legacy Planning/Charitable Planning Creating a solid future for generations to come by ensuring that your legacy will live on through those you love or causes you care deeply about. -Risk Management Reviewing existing insurance policies. Recommending policy changes when appropriate. Finding the best policy for your individual wants and needs. -Investment Planning Determining your asset allocation needs. Helping you understand your risk tolerance. Recommending the appropriate investment vehicles to help you reach and exceed your goals.

A few years ago, we engaged a team of experts to determine the “secret sauce” that propelled those rare leaders, organizations, and movements to success. They discovered five principles that are consistently present when transformational breakthroughs take place. To spark this sort of change, you must: 1. Make a Big Bet. So many people and organizations are naturally cautious. They look at what seemed to work in the past and try to do more of it, leading to only incremental advances. Every truly history-making transformation has occurred when people have decided to go for revolutionary change. 2. Be bold, take risks. Have the guts to try new, unproven things and the rigor to continue experimenting. Risk taking is not a blind leap off a cliff but a lengthy process of trial and error. And it doesn’t end with the launch of a product or the start of a movement. You need to be willing to risk the next big idea, even if it means upsetting your own status quo. 3. Make failure matter. Great achievers view failure as a necessary part of advancing toward success. No one seeks it out, but if you’re trying new things, the outcome is by definition uncertain. When failure happens, great innovators make the setback matter, applying the lessons learned and sharing them with others. 4. Reach beyond your bubble. Our society is in thrall to the myth of the lone genius. But innovation happens at intersections. Often the most original solutions come from engaging with people with diverse experiences to forge new and unexpected partnerships. 5. Let urgency conquer fear. Don’t overthink and overanalyze. It’s natural to want to study a problem from all angles, but getting caught up in questions like “What if we’re wrong?” and “What if there is a better way?” can leave you paralyzed with fear. Allow the compelling need to act to outweigh all doubts and setbacks. These five principles can be summarized in two words: Be Fearless.

Diversity, Equal Opportunity, and Success are Core Principals Driving the Mission of the Green Card Organization of the United States of America The Green Card Organization is a reputable institution that provides a service for individuals who have a desire to immigrate by implementing a wide variety of services from basic to the most complex. The Green Card Organization can ensure error-free applications by assisting any individual who requires additional aid to simplify the process and guarantee a complete and accurate submission. Plenty of legal procedures are made easier, and by working with the Green Card Organization, their specialized services can fit the need of any client. The Green Card Organization provides expertise on the Diversity Visa (DV) lottery program. This program can be difficult to complete without error, as over 40% of applicants that are self-handled are disqualified due to inaccurate information. This lottery allows only one submission per year, and the Green Card Organization believes their assistance will guarantee qualification and the possibility of obtaining a Green card. “For everyone the process of receiving a Green card is different, however when that amazing moment comes that you will receive confirmation, we will be here to help. Time is of the essence when it comes to the process of a successful Green card applicant, it is important to go through the immigration process according to the timeline and correctly. Delays in the process can result in termination. Here at our organization, we will make sure that everything happens quickly and correctly for you. Our team of immigration experts will keep everything on track and assist you with all the necessary procedures. We provide personalized services and will make sure that no opportunity is missed to help each and every one of our clients achieve their goal. Your success is our success!” The Green Card Organization website provides important immigration information, such as different ways to obtain a Green card. The Green Card Organization explains that one of the most common ways to receive a Green card is through the sponsorship of a family member. The family member must be a U.S. citizen, or a Green card holder themselves. Additional details describe instances on who is permitted to apply for a Green card so the client is able to make certain they are eligible. Another way the Green Card Organization explains how to obtain a Green card is through a job, meaning their professional background and/or business dealings. An employer can petition for an employee to get a Green card, but they first must obtain a labor certification and file Form I-140, known as the Immigrant Petition for Alien Worker. Other individuals who deal in American Investments may apply for the Green card if they have sizeable assets in the United States. Any individual can self-petition and apply for a Green card without a labor certification as long as they are able to prove that they considerably contribute to the American workforce. The Green Card Organization provides a list of special jobs regarding professionals who are permitted to apply for a Green card with Form I-360, known as the Petition of Amerasian, Widow(er), or Special Immigrant.

You go to an auto show and see some glamorous and wildly innovative concept car on display and you think, “I’d buy that in a second.” And then five years later, the car finally comes to market and it’s been whittled down from a Ferrari to a Pinto—all the truly breakthrough features have been toned down or eliminated altogether, and what’s left looks mostly like last year’s model. The same sorry fate could have befallen the iPod as well: Ive and Jobs could have sketched out a brilliant, revolutionary music player and then two years later released a dud. What kept the spark alive? The answer is that Apple’s development cycle looks more like a coffeehouse than an assembly line. The traditional way to build a product like the iPod is to follow a linear chain of expertise. The designers come up with a basic look and feature set and then pass it on to the engineers, who figure out how to actually make it work. And then it gets passed along to the manufacturing folks, who figure out how to build it in large numbers—after which it gets sent to the marketing and sales people, who figure out how to persuade people to buy it. This model is so ubiquitous because it performs well in situations where efficiency is key, but it tends to have disastrous effects on creativity, because the original idea gets chipped away at each step in the chain. The engineering team takes a look at the original design and says, “Well, we can’t really do that—but we can do 80 percent of what you want.” And then the manufacturing team says, “Sure, we can do some of that.” In the end, the original design has been watered down beyond recognition. Apple’s approach, by contrast, is messier and more chaotic at the beginning, but it avoids this chronic problem of good ideas being hollowed out as they progress through the development chain. Apple calls it concurrent or parallel production. All the groups—design, manufacturing, engineering, sales—meet continuously through the product-development cycle, brainstorming, trading ideas and solutions, strategizing over the most pressing issues, and generally keeping the conversation open to a diverse group of perspectives. The process is noisy and involves far more open-ended and contentious meetings than traditional production cycles—and far more dialogue between people versed in different disciplines, with all the translation difficulties that creates. But the results speak for themselves.

If, as I believe, the conceptual structures we construct today are too complicated to be accurately specified in advance, and too complex to be built faultlessly, then we must take a radically different approach. Let us turn to nature and study complexity in living things, instead of just the dead works of man. Here we find constructs whose complexities thrill us with awe. The brain alone is intricate beyond mapping, powerful beyond imitation, rich in diversity, self-protecting, and self-renewing. The secret is that it is grown, not built. So it must be with our software systems. Some years ago Harlan Mills proposed that any software system should be grown by incremental development.[11] That is, the system should first be made to run, even though it does nothing useful except call the proper set of dummy subprograms. Then, bit by bit it is fleshed out, with the subprograms in turn being developed into actions or calls to empty stubs in the level below. I have seen the most dramatic results since I began urging this technique on the project builders in my software engineering laboratory class. Nothing in the past decade has so radically changed my own practice, or its effectiveness. The approach necessitates top-down design, for it is a top-down growing of the software. It allows easy backtracking. It lends itself to early prototypes. Each added function and new provision for more complex data or circumstances grows organically out of what is already there. The morale effects are startling. Enthusiasm jumps when there is a running system, even a simple one. Efforts redouble when the first picture from a new graphics software system appears on the screen, even if it is only a rectangle. One always has, at every stage in the process, a working system. I find that teams can grow much more complex entities in four months than they can build.

Drum crushers Whether you need training equipment or quality service, do rely upon the renowned engineering and manufacturing corporation. With over a decade of experience, SRS and our team of experienced engineers are dedicated to design high quality yet outstanding industrial machineries. Our company provides engineering services like as: Drum crushers, etc., and solutions to customers. In fact, we provide our services at low cost as per their specific requirements. SRS Engineering specializes in customized equipment, designing and manufacturing services. Our company provides its’ services in diverse industries. Our engineering services are especially available for the biodiesel and oil refinery plants. With an experienced staff of more than 40 trained engineers and spacious perceptibility, we capable to provide only the best possible services.

Infomate Sri Lanka is an established BPO service provider with a global presence. Specializing in Accounting Outsourcing, Payroll & Data Digitization services. As a veteran accounting outsource services provider, Infomate utilizes qualified and experienced teams & individuals from one of the largest pools of accountants globally, Sri Lanka. Coupled with our diversity of use in accounting tools and our own custom platforms, we are the dependable choice for your accounting and finance operations.

The key to intellectual humility is increasing the cognitive diversity inside our own heads.

A diverse mind makes us better individual framers, and a diverse team leads to better solutions. A similar advantage from embracing multiple frames holds true for society and humanity generally. Just as individuals benefit from diversity, so too does society benefit from pluralism. The point is less moral than pragmatic: an openness and tolerance to a multitude of diverse frames improves the chances that society will progress.

Equal Status: While the two groups might be highly unequal in society at large, they must have relatively equal status in the context in which contact between them takes place. Working alongside each other as colleagues qualifies; working together as boss and subordinate does not. Common Goals: Members of both groups need to work together in pursuit of a shared goal. Pursuing the championship as teammates counts; participating in the same tournament as members of opposing teams does not. Intergroup Cooperation: Members of both groups need to have an incentive to work together cooperatively. Ideally, they need to work together to solve a problem, with each member of the group making a clear contribution. Support from Authorities and Customs: Authority figures need to favor and encourage better intergroup understanding. If a greater mutual understanding is against the law or risks angering your boss, it is far less likely to occur.

Smart decisions reflect diverse opinions across disciplines, experiences, and outcomes. In today's collaborative mindset culture, teams strive to optimize each of these inputs. We listen to everyone's input and respond to it. We seek to bring everyone along. Everyone is treated as having an equal voice in the decision. Agility is compromised when people believe they need to make decisions together. In the end, the process is exhausting, and the decision is vanilla.

Dampen Overoptimism and Excessive Pessimism. Counter the hubris of success, focus attention on latent threats and unresolved problems, and protect against taking unwarranted risks; at the same time, bolster confidence in coming back from downturns and setbacks. Build a Diverse Top Team. Leaders need to take final responsibility, but leadership is also a team sport best played with an able and varied roster of those collectively capable of resolving the key challenges. Place Common Interest First. In setting strategy, communicating vision, and reaching decisions, common purpose comes first, personal self-interest last. Think Like a CEO. Work through what a company CEO—or even a country’s president or top leader—would expect of you at that moment, and bring that expectation into your actions.

14. Build a Diverse Top Team. Have you drawn quality performers into your inner circle? Are they diverse in expertise but united in purpose? Are they as engaged, energized, and included as you? 15. Place Common Interest First. Have you contributed to or even helped define the enterprise’s purpose? In all decisions, have you placed shared resolve ahead of private gain? Do the firm’s vision and strategy embody the organization’s mission? 16. Think Like a Chief Executive. Are you reasoning like a president or CEO even if you are unlikely to become one? If you were the company CEO, what would she or he expect of your leadership now? Have you pulled all your functions and operations under a common umbrella?

Team Leader’s Checklist Learn: Strengthen the team both cognitively and affectively. Design well: Set distinct goals with defined and varied tasks for team members. Build identity: Share experience and strengthen camaraderie to create a set of norms and values. Dynamic: As the market changes, evolve the team’s expectations and tasks. Diverse and inclusive: Optimize variety in the members’ backgrounds and experiences, and engage all in the team’s work and achievements. Size right: Not too large, not too small. Set compelling direction, strong structure, supportive context, and shared mindset. Create a team agenda, inner scaffolding, outer backing, and aligned thinking for members to row together in the right direction.

True change starts with the leader modeling the behavior they want to see within their team and/or organization.

A Team maintains different faces but one look, different eyes but one vision, different tastes but a common hunger to succeed, different thinking but common understanding; diverse methods but one dream; standing far but remaining together, feels envy at own loss but pride in partner's achievement. Might not drink from the same cup but ready to fill each other's cup, Team-work is an invisible bond offering space in togetherness.

Enrich Diversity-Avtar As an organization that is committed to build equitable and inclusive culture to sustain diversity, we suggest you start here. Whether you have policies and practices or you are looking to start your journey to inclusion, the best way to is to start with assessing yourself. It helps to chart the way forward when you understand where you are and what it will take to go further. Our Assessment frameworks are backed by years of deep research and insights from working with diverse organizations and teams across industries and geographies. Participate in the country’s largest DEI analytics exercises for an opportunity to be recognized as a Best Company and also to benchmark your practices against the Industry Best Practices.

Our true strength resides not merely in our abilities but in our collective power to construct teams that wholeheartedly embrace and complement our weaknesses. Through the beautiful fabric of our diversity and unwavering collaboration, we pave the path toward greatness, surmounting any obstacle that dares to impede our progress.

We operate on the belief that every business is unique and requires tailored strategies. This is why we focus on understanding your business before offering solutions. We offer a unique approach to consulting, have a diverse experienced team, and specialize in many types of business verticals. Our services include business strategy, leadership development, operational efficiency, market analysis, customer engagement, and financial planning.

Your Trusted Source for High-Quality GC Sheets in Dindigul When it comes to sourcing top-notch GC sheets in Dindigul, one name stands out prominently - Shree Sivabalaaji Steels. Renowned for its commitment to quality and excellence, this company has established itself as a reliable supplier of galvanized corrugated (GC) sheets, catering to various industries and construction needs. At Shree Sivabalaaji Steels, quality is the cornerstone of their operations. They understand the significance of using superior-grade materials for construction and industrial purposes. GC sheets offered by the company are manufactured using advanced technology, ensuring durability, strength, and resistance to environmental factors. This ensures that the sheets maintain their integrity over time, even in harsh conditions. Variety is another feather in Shree Sivabalaaji Steels' cap. The company provides a wide range of GC sheet options to meet the diverse needs of its customers. Whether you require sheets of different thicknesses, sizes, or coatings, they have it all. This extensive selection empowers customers to choose the perfect GC sheets that align with their project requirements. One of the factors that set Shree Sivabalaaji Steels apart is their unwavering commitment to customer satisfaction. Their team of experienced professionals is always ready to assist clients in selecting the right type of GC sheets based on their specific needs. Whether it's for roofing, wall cladding, or any other application, customers can rely on their expertise to make informed decisions. Time efficiency and punctuality are the driving forces behind Shree Sivabalaaji Steels' operations. They understand that in the construction industry, timely delivery is of the essence. The company has implemented streamlined processes to ensure that customers receive their GC sheet orders on schedule, minimizing project delays and interruptions. Environmental consciousness is a key aspect of Shree Sivabalaaji Steels' philosophy. They recognize their responsibility towards sustainable practices and offer GC sheets that are manufactured using eco-friendly processes. This not only reflects their commitment to the environment but also resonates with customers who prioritize green building materials. Competitive pricing is yet another advantage that customers enjoy when partnering with Shree Sivabalaaji Steels. Despite offering high-quality GC sheets, the company maintains a pricing strategy that remains accessible and competitive. This affordability, coupled with the quality of their products, makes them a preferred choice among contractors, builders, and industries. In conclusion, for those seeking top-grade GC sheets in Dindigul, Shree Sivabalaaji Steels emerges as a reliable and customer-centric option. With their focus on quality, variety, expertise, punctuality, sustainability, and affordability, they have rightfully earned their reputation as a go-to supplier for GC sheets in the region. When you choose Shree Sivabalaaji Steels, you're not just purchasing construction materials; you're investing in a partnership that prioritizes your project's success.

Extending this metaphor to organizations, it’s not sufficient to just have diverse people on a team—it’s also important to recognize and utilize the unique capabilities that they bring to the table.

You may have desegregated your leadership team, but that does not mean you have an integrated team. Integration means incorporating diverse perspectives, people, and practices into an organization so that the culture expands to include diversity while maintaining unity.

First, on a multicultural team, you can save time by having as few people in the group work across cultures as possible. For example, if you are building a global team that includes small groups of participants from four countries, choose one or two people from each country—the most internationally experienced of the bunch—to do most of the cross-cultural collaborating. Meanwhile, you can leave the others to work in the local way that is most natural to them. That way, you can have the innovation from the combination of cultures, while avoiding the inefficiency that comes with the clash of cultures. Second, think carefully about your larger objectives before you mix cultures up. If your goal is innovation or creativity, the more cultural diversity the better, as long as the process is managed carefully. But if your goal is simple speed and efficiency, then monocultural is probably better than multicultural. Sometimes, it is simply better to leave Rome to the Romans.

Again, having diverse teams and consulting stakeholders is important and it ought to be done. But as a recent paper out of Columbia University found, they are not necessarily the most effective bias-identification and mitigation strategies.8 It’s more important, in the context of talking about bias mitigation in AI, that there exists expertise with regard to the ethical and legal risks that arise when training and testing your model.

207, 2nd Floor, 3rd Main Rd, Chamrajpet, Bengaluru, Karnataka 560018 Call – +91 7022122121 Kannada Books Purchase: Where to Buy Kannada Books? Finding a good place to buy authentic, diverse, and high-quality Kannada books is essential for readers. Veeraloka Books is a beacon for readers who are enthusiastic about Karnataka's extensive literary heritage. Veeraloka Books is a reliable resource for all things Kannada literature, including contemporary fiction, poetry, and academic titles. Why literature in Kannada? One of India's oldest languages, Kannada has a rich and varied literary tradition. The world of Kannada literature is vast and rich, from epics like Pampa Bharata to contemporary works by Jnanpith award winners like Kuvempu and U.R. Ananthamurthy. Whether they are interested in folklore, spiritual texts, history, or contemporary novels, readers of all ages and interests can find books that pique their interest. It is difficult to locate a dependable and dedicated platform for Kannada Books Purchase in the digital age of today. Veeraloka Books, with its extensive collection of Kannada literature for book lovers, emerges as an essential destination in this area. Veeraloka Books – Your Reliable Source for Kannada Books Veeraloka Books is more than just a bookstore; it is also a gathering place for Kannada literature enthusiasts looking for a wide range of books in one location. The goal of the platform is to make high-quality Kannada books available to readers in Karnataka and elsewhere. Veeraloka Books has books for everyone, whether you're looking for new releases, classics, or rare books. Characteristics of Veeraloka Books: Complete Collection: Veeraloka Books takes great pride in its extensive collection of Kannada books. The platform ensures that readers have access to a diverse selection of options, ranging from literary works to academic publications, children's books to biographies, and everything in between. Support for Authors in the Area: Veeraloka Books is focused on advancing neighborhood writers and distributers. Veeraloka Books not only helps readers discover new voices but also supports the development of Kannada literature by providing a platform for upcoming authors. Titles that are hard to find: Veeraloka Books is a good option if you want to buy rare Kannada books or are a book collector. They make it easier for readers to complete their collections or discover long-lost literary treasures by curating rare and difficult-to-find books. Easy-to-Use Online Purchase: Convenience is essential in the fast-paced world of today. Veeraloka Books makes it simple to buy books online. You can browse, select, and purchase your favorite Kannada books with just a few clicks, and they will be delivered to your door. A focus on the customer: Customer satisfaction is a top priority at Veeraloka Books. They make sure that customers have a pleasant and easy shopping experience with their dedicated customer service. Their team is always ready to help, whether you need advice, have questions, or run into problems. Why Shop at Veeraloka Books for Kannada Books? Platforms like Veeraloka Books are crucial to the preservation and promotion of Kannada literature in a time when mainstream content frequently takes precedence over regional literature. You are not only adding to your personal library by purchasing Kannada books from Veeraloka, but you are also supporting the ongoing development of Kannada literary culture. In addition, Veeraloka Books provides competitive pricing, making it possible for readers from all walks of life to purchase their preferred books without breaking the bank. In conclusion, Veeraloka Books is your one-stop shop if you want to buy Kannada books. Veeraloka Books makes purchasing Kannada literature a pleasurable and enriching experience with a large collection, a strong emphasis on author promotion, and a simple platform.

market research survey in Myanmar– AMT Market Research Myanmar, a nation in Southeast Asia that is rapidly developing, presents numerous business opportunities for both domestic and foreign businesses. However, it is essential to gain a comprehensive understanding of the environment before making strategic business decisions due to the unique socio-economic landscape, consumer behavior, and market conditions. AMT Market Research serves as a reliable partner in this regard, providing Myanmar market research surveys that are comprehensive and insightful. Why market research survey in Myanmar Is Important Myanmar's economic structure is undergoing significant change due to increased foreign investment, a growing middle class, and rapid urbanization. However, there are difficulties associated with this expansion. Businesses need to know a lot about the local market because of the country's diverse population, changing regulatory landscape, and changing consumer preferences. In Myanmar, crucial insights into customer requirements, preferences, and purchasing patterns can be gleaned from a well-conducted market research survey. It helps businesses navigate challenges unique to this region, comprehend market trends, and identify potential growth opportunities. When it comes to conducting surveys for market research survey in Myanmar, AMT Market Research stands out as a leading name. AMT is the ideal partner for businesses seeking actionable insights because it has a team of highly skilled professionals and years of experience and is well-versed in the complexities of the Myanmar market. Services Provided by AMT Market Research Consumer Behavior and Insights: AMT focuses on gaining an understanding of consumer behavior by collecting information about preferences, purchasing patterns, and the factors that influence decision-making processes. Companies that want to tailor their products or services to local demand need to know this. Methods for Entering the Market: AMT provides invaluable information regarding competitors, market size, and potential obstacles for businesses wishing to enter the Myanmar market. You can come up with a solid plan for entering and thriving in the local market thanks to their research. Specific Industry Research: AMT conducts industry-specific market research surveys in Myanmar for businesses in the manufacturing, healthcare, telecom, and retail sectors, among other industries. This aids businesses in comprehending the industry-specific opportunities and threats as well as the competitive landscape. Positioning and Perception of the Brand: It's important to know how your brand is seen in Myanmar. Businesses can use the insights gained from AMT surveys to improve their market positioning by increasing brand awareness, customer loyalty, and satisfaction. Solutions for Personalized Research: AMT provides individualized research solutions based on your particular requirements. AMT tailors its research methods to provide the most pertinent and actionable data, regardless of whether you're looking for qualitative insights, quantitative data, or a combination of the two. What Attracts You to AMT Market Research? Local Knowledge: AMT Market Research is well-equipped to provide insights that really matter because they have a deep understanding of Myanmar's particular market dynamics. Complete Information: Because their surveys aim to cover every facet of the market, you'll get a comprehensive picture of the opportunities and challenges. Relevant Insights: AMT's data is more than just numbers and figures; it also contains meaningful insights that can guide business strategies and decisions. Timely and dependable reports: AMT's reputation for timely, accurate, and comprehensive reports will keep you ahead of the competition in the Myanmar market. Businesses looking to establish or expand their presence in Myanmar's emerging market must conduct a market research survey. Y

Epilogue From 1935’s desperate beginning, Roller Derby was invented. It grew, flourished and continues to this very day. The game and the players have evolved along with tremendous social change. Skaters from all around our amazing planet have found self-esteem through teamwork and athleticism on skates. Derby has been a trailblazer for women’s roles in our society, and has always embraced diversity of gender, color, culture and orientation. Today, thousands of leagues and teams are in operation. There are women’s, men’s, and coed teams and leagues dotting our world’s cities. Every skater, including myself, stands on the shoulders of the early risk-takers and innovators of this wonderful world of roller derby.   The best is yet to come.   Tim Patten

Systematically shifting instructional pedagogy in the classroom, and supporting the needs of diverse learners, is the hard part; but the part that matters most.

And the rest of us? We should grasp the basics of math and statistics-certainly better than most of us do today-but still follow what we love. The world doesn't need millions of mediocre mathematicians, and there's plenty of opportunity for specialists in other fields. Even in the heart of opportunity for specialists in other fields. Even in the heart of the math economy, at IBM Research, geometers and engineers work on teams with linguists and anthropologists and cognitive psychologists. They detail the behavior of humans to those who are trying to build mathematical models of it. All of these ventures, from Samer Takriti's gang at IBM to the secretive researchers laboring behind the barricades at the National Security Agency, feed from the knowledge and smarts of diverse groups. The key to finding a place on such world-class teams is not necessarily to become a math whiz but to become a whiz at something. And that something should be in an area that sparks the most enthusiasm and creativity within each of us. Somewhere on those teams, of course, whether it's in advertising, publishing, counterterrorism, or medical research, there will be at least a few Numerati. They'll be the ones distilling this knowledge into numbers and symbols and feeding them to their powerful tools.

These four layers together form your own diversity filter. Let’s take a look at each of them to see their impact on you and the team.

In the August 7, 1971, issue of The New Republic, the Asian scholar Eugene G. Windchy says, “What steered the nation into Vietnam was a series of tiny but powerful cabals.” What he calls a sense of tiny but powerful conspiracies, this book puts all together as the actions of the Secret Team. That most valuable book by David Wise and Thomas B. Ross calls this power source “The Invisible Government,” and in the chapter on the various intelligence organizations in the United States they use the term “Secret Elite.” The CIA did not begin as a Secret Team, as a “series of tiny but powerful cabals,” as the “invisible government,” or as members of the “secret elite.” But before long it became a bit of all of these. President Truman was exactly right when he said that the CIA had been diverted from its original assignment. This diversion and the things that have happened as a result of it will be the subject of the remainder of this book.

The advantages of using account of the legal defense DUI professional According to a DUI or DWI they have very high values, and can be much more difficult, if not able to qualified lawyer in these types of services. It important to get the services of professionals who are familiar with the course of DUI criminal record because the team is almost certainly best, highest paid on the common law also working for many years in a row, and he is almost certain that the officials involved to enforce the law and choose the most effective way. The consumption can peak at promoting the method of blood flow to help ease and the minimum number of punches than likely. Even if you do not want the removal of a fence of a demo, it is deliberately allowed to produce only for the ingredients so suddenly that the interest will be at least in his imprisonment and the decision of the necessary business expense. Education Lawyer, worth DUI, because they understand the rules on the details of the DUI. Great leadership only recognizes attorneys who offer surgery that seemed to bend the lowest possible cost. Field sobriety tests are defense without success, and when the lawyer to provide classroom-oriented, to the surprise of identifying the brain decides what industry breathalyzer sobriety vote or still under investigation. Trying to fight against DUI private value, it may be impossible for the layman is that much of the Berufsrecht did. DUI lawyer can be a file with the management consultants can be used or deny the accuracy of the successful management of blood or urine witnesses. Almost always one day, you can not help learning tool. If there is a case where the amount, solid, is the legal adviser to shock and other consultants witnesses are willing to cut portions and finds out she has some tire testing and influence. Being part of the time, problems with eating problems and more experience DUI attorney in looks secrets and created. The idea that the lawyer is suddenly more than the end result of controlling historical significance of countless people do not share the court made. It very appropriate, qualified, but two at the end of every little thing that you do not agree even repentance and uses for what was happening right opportunity. It can not be argued, perhaps, costs, what seems to be one that includes many just go to the airport to record driving under the influence, but their professional experience and meetings, both issues related to diversity, Lange random taxation measures. Many people today claim that the market is in DUI cases, of course, exhausted, and are a lawyer, go to their rights in the region.

Change the location of strategy meetings. Create an element of surprise. ■ Invite provocative conversations and presentations with “outsiders,” including those outside a functional group, a product group, an industry sector, or a particular level of management. ■ Establish interactions with non-experts, academics, politicians, consultants, professionals from various fields, children, teenagers, young adults, middle-age and mature adults, religious leaders, people from an extreme range of economic backgrounds, and those of diverse cultural and ethnic backgrounds. ■ Volunteer to be part of an action-learning team to solve a problem for tasks that are outside of familiar functional or product areas. ■ Join conversations, discussions, and meetings where your frame is an outlier. ■ Participate in high-level strategy-making meetings and code the frames represented as points of view are expressed. ■ Note any frame omissions that could bring value.

Understanding Personality Styles Helps You: • Communicate more easily with others by understanding their perspectives. • Adapt your behavior to resonate with others. • Develop deeper levels of compassion, patience, and communication. • Deliver personalized customer service. • Build trust and rapport faster. • Nurture existing relationships. • Make more sales. • Feel more confident networking. • Realize that people behave the way they do for their reasons, not yours. • Appreciate the diversity of teammates, family members, friends, and work groups. • Unify your teams and get the best out of your people by focusing on their strengths, aligning their styles with their assigned positions, and knowing how to motivate and reward them.

Data science teams need direct access to both raw data and decision-makers, and based on our analysis, they need a diversity of skills to make best use of that access.

We are amazing individuals.

The lack of diversity is harmful to the vitality of a healthy team ecosystem—the climate needed to engender creativity and insight. For it is the diversity of experiences, perspectives, and skills that introduces increased quantities of creative solutions.

In contrast, team synergy is born out of the differences between team members. The more distinctive the diversity among the team, the more options they have to creatively deploy themselves against goals, decisions, problems, and opportunities.

Teammates don't have to be best friends. In fact, the diversity and differences among the individual team members will probably preclude close friendships. However, the relationships must be solid enough to withstand the turbulence of day-to-day interaction, misunderstandings, and an occasional bad day. Solid team relationships provide the climate needed for high levels of cooperation and are characterized by trust, acceptance, respect, understanding, and courtesy.

Rather than setting up a separate diversity committee or women’s committee with dedicated resources, I recommend that companies instead assemble small, temporary, twenty-first-century leadership task forces. This is an efficient, flexible team with the knowledge and authority to make decisions and the seniority and business networks to influence key stakeholders. Such a team would emphasize the accountability of business leaders for making change happen.

And here’s the bigger truth: Whether you find yourself all alone or in a team of like-minded folks, we are all individuals with a unique voice, opinions, and diverse experiences that define us. We are all a UX Team of One. My challenge to you: Draw upon this diversity—magical things happen at the intersection of seemingly unrelated ideas. Don’t let a job title define you. Do what makes sense, not what process dictates. And most of all, never stop playing and learning. If we can all hang on for the ride, there is no limit to the places we’ll go! —Stephen P. Anderson, author of Seductive Interaction Design

Understanding the taste of your visitor as well as guests is necessary to getting the right entertainment for your event. Best Corporate Events Booking Agency will provide the right entertainment that stay fit to the theme of the event. When you organize an event, mainly a business happening, you desire to ensure that you not only have the jobs connected with the business or core reason of the event placed to make sure victory, but you also desire to ensure that you have the best and most suitable entertainment that your visitor as well as guests will take pleasure in. If you are having a hard time trying to make a decision the top type of entertainment and where to safe the entertainment, you will really benefit from booking your entertainment using the services with Private Entertainment Event Planner. Booking the top entertainment agency means you will have the ability to choose the entertainment for your occasion from a diversity of different sort of entertainment. While booking Entertainment Events Booking Agency, you will be able to select from such entertainers including musical tribute entertainers, celebrity impersonators, comedians, bands and DJs among others. The top entertainment agency will surely allow a variety of entertainers of special types and will support you with selecting the best entertainment that merge well with your particular event. Booking Entertainment Agency is simple with the help of internet. When you search for a popular agency over the internet, you will be capable to browse different entertainment agencies and assessment the services and sorts of entertainers they present. You will obtain a thought of the costs and you will contain their contact details so you can call or email them about the information related to the event. They will then react and give you with more information related to the agency and services and how they can assist you. The Special Events Organizer will be simple to work with and understand your particular requirements. The team will listen to your wishes related to your event and give you with suggestions about the kind of entertainment your particular guests will enjoy. The group will also be more than eager to respond all of your questions and give you with a price quote. Moreover, one can demand references as well as find out how long they have been in the Celebrity Talent Agency .