Ongoing Education Quotes

Intelligence is ongoing, individual adaptability. Adaptations that an intelligent species may make in a single generation, other species make over many generations of selective breeding and selective dying.

I believe that white progressives cause the most daily damage to people of color. I define a white progressive as any white person who thinks he or she is not racist, or is less racist, or in the “choir,” or already “gets it.” White progressives can be the most difficult for people of color because, to the degree that we think we have arrived, we will put our energy into making sure that others see us as having arrived. None of our energy will go into what we need to be doing for the rest of our lives: engaging in ongoing self-awareness, continuing education, relationship building, and actual antiracist practice. White progressives do indeed uphold and perpetrate racism, but our defensiveness and certitude make it virtually impossible to explain to us how we do so.

...Shouldn't schools be the place where students interact with interesting books? Shouldn't the faculty have an ongoing laser-like commitment to put good books in our students' hands? Shouldn't this be a front-burner issue at all times?

The death of our physical bodies is just the beginning of our ongoing education into other dimensional realities.

The moment a person feels he has nothing left to learn is the moment life prepares to hit him hard enough to correct such ignorance.

Each person is born with an unencumbered spot, free of expectation and regret, free of ambition and embarrassment, free of fear and worry; an umbilical spot of grace where we were each first touched by God. It is this spot of grace that issues peace. Psychologists call this spot the Psyche, Theologians call it the Soul, Jung calls it the Seat of the Unconscious, Hindu masters call it Atman, Buddhists call it Dharma, Rilke calls it Inwardness, Sufis call it Qalb, and Jesus calls it the Center of our Love. To know this spot of Inwardness is to know who we are, not by surface markers of identity, not by where we work or what we wear or how we like to be addressed, but by feeling our place in relation to the Infinite and by inhabiting it. This is a hard lifelong task, for the nature of becoming is a constant filming over of where we begin, while the nature of being is a constant erosion of what is not essential. Each of us lives in the midst of this ongoing tension, growing tarnished or covered over, only to be worn back to that incorruptible spot of grace at our core. When the film is worn through, we have moments of enlightenment, moments of wholeness, moments of Satori as the Zen sages term it, moments of clear living when inner meets outer, moments of full integrity of being, moments of complete Oneness. And whether the film is a veil of culture, of memory, of mental or religious training, of trauma or sophistication, the removal of that film and the restoration of that timeless spot of grace is the goal of all therapy and education. Regardless of subject matter, this is the only thing worth teaching: how to uncover that original center and how to live there once it is restored. We call the filming over a deadening of heart, and the process of return, whether brought about through suffering or love, is how we unlearn our way back to God

V-day is a movement: an organized effort to finally end violence against women. V-Day is a vision: we see a civilization where women live in freedom and safety. V-Day is a spirit: affirming that life should be live creating and thriving rather than surviving or recovering from terrible atrocities. V-Day is a catalyst: by raising wide public awareness of the issue, it will reinvigorates efforts already under way and commence new initiatives in publicity, education, and law. V-Day is a vital ongoing process: we proclaim Valentine's Day as V'day until the violence against women stops, and the it will become Victory Day.

I hear of the ongoing drama on the mountain - the injuries, violence and shifting loyalties. But it comes to me now as distant hearsay, which is a gift.

White progressives can be the most difficult for people of color because, to the degree that we think we have arrived, we will put our energy into making sure that others see us as having arrived. None of our energy will go into what we need to be doing for the rest of our lives: engaging in ongoing self-awareness, continuing education, relationship building, and actual antiracist practice. White progressives do indeed uphold and perpetrate racism, but our defensiveness and certitude make it virtually impossible to explain to us how we do so.

There’s something else about this list that really jumps out. Take another look at the top five attributes listed there—the key characteristics defining a world-class sales experience: Rep offers unique and valuable perspectives on the market. Rep helps me navigate alternatives. Rep provides ongoing advice or consultation. Rep helps me avoid potential land mines. Rep educates me on new issues and outcomes. Each of these attributes speaks directly to an urgent need of the customer not to buy something, but to learn something. They’re looking to suppliers to help them identify new opportunities to cut costs, increase revenue, penetrate new markets, and mitigate risk in ways they themselves have not yet recognized. Essentially this is the customer—or 5,000 of them at least, all over the world—saying rather emphatically, “Stop wasting my time. Challenge me. Teach me something new.

Education is a system. Learning is an ongoing every day process.

The professional finds learning (and even, occasionally, being shown up) to be enjoyable; they like being challenged and humbled, and engage in education as an ongoing and endless process.

If you want to advocate for change, observe critically an ongoing struggle a group of people encounter for periods of time and formulate a solution that adequately address the problem for social justice.

For all the talk of education, modern societies neglect to examine by far the most influential means by which their populations are educated. Whatever happens in our classrooms, the more potent and ongoing kind of education takes place on the airwaves and on our screens. Cocooned in classrooms for only our first eighteen years or so, we effectively spend the rest of our lives under the tutelage of news entities which wield infinitely greater influence over us than any academic institution can. Once our formal education has finished, the news is the teacher. It is the single most significant force setting the tone of public life and shaping our impressions of the community beyond our own walls. It is the prime creator of political and social reality. As revolutionaries well know, if you want to change the mentality of a country, you don't head to the art gallery, the department of education or the homes of famous novelists; you drive the tanks straight to the nerve center of the body politic, the news HQ.

An amateur is defensive. The professional finds learning (and even, occasionally, being shown up) to be enjoyable; they like being challenged and humbled, and engage in education as an ongoing and endless process.

The difficulties in diagnosing DID result primarily from lack of education among clinicians about dissociation, dissociative disorders, and the effects of psychological trauma, as well as from clinician bias. This leads to limited clinical suspicion about dissociative disorders and misconceptions about their clinical presentation. Most clinicians have been taught (or assume) that DID is a rare disorder with a florid, dramatic presentation. Although DID is a relatively common disorder, R. P. Kluft (2009) observed that “only 6% make their DID obvious on an ongoing basis” (p. 600). - Guidelines for Treating Dissociative Identity Disorder in Adults, Third Revision, p4-5

We are swapping band-aid education for brand new education, sealing the cracks – all the holes in the broken-down fences of Australian education policy for Indigenous peoples. Yes, they continued the better education, we know what is best rhetoric in their on-going war with the sceptic observer whom they continually accused was pass em this and not pass em that – always out to destroy Aboriginal people like a record still stuck in the same grove. Anyway. Whatever. Agree or not. This was the hammer, even in officially recognised Aboriginal Government, pulping confidence. The hammer that knocked away the small gains through any slip of vigilance. The faulty hammer that created weak ladders to heaven.

Many of the streams that feed the river of culture are polluted, and the soil this river should be watering is thus parched and fragmented. Most of these we know, but let me briefly touch on some of the fault lines in the cultural soil (starving the soul) as well as some of the sources of the poisons in the water (polluting the soul).   Starving the cultural soul   One of the most powerful sources of cultural fragmentation has grown out of the great successes of the industrial revolution. Its vision, standards, and methods soon proliferated beyond the factory and the economic realm and were embraced in sectors from education to government and even church. The result was reductionism. Modern people began to equate progress with efficiency. Despite valiant and ongoing resistance from many quarters—including industry—success for a large part of our culture is now judged by efficient production and mass consumption. We often value repetitive, machine-like performance as critical to “bottom line” success. In the seductive industrialist mentality, “people” become “workers” or “human resources,” who are first seen as interchangeable cogs, then treated as machines—and are now often replaced by machines.

The way that we think is dependent upon our flowering formal and informal education. How we think affects our behavior. How we conduct ourselves in the unscripted interactions with our family, friends, and lovers alters our emotional being. Our emotional being funnels our thought processes. Our community modulates our actions and establishes standards for behavior, and our logical reasoning and moral reasoning skills evolve as we mature. The didactical association between education, thinking, behaving, communal relationships, and the ongoing process of making logical and moral decisions continues to shape unions and disunions of our transforming character.

Many people take this as evidence of duplicity or cynicism. But they don’t know what it’s like to be expected to make comments, almost every working day, on things of which they have little or no reliable knowledge or about which they just don’t care. They don’t appreciate the sheer number of things on which a politician is expected to have a position. Issues on which the governor had no strong opinions, events over which he had no control, situations on which it served no useful purpose for him to comment—all required some kind of remark from our office. On a typical day Aaron might be asked to comment on the indictment of a local school board chairman, the ongoing drought in the Upstate, a dispute between a power company and the state’s environmental regulatory agency, and a study concluding that some supposedly crucial state agency had been underfunded for a decade. Then there were the things the governor actually cared about: a senate committee’s passage of a bill on land use, a decision by the state supreme court on legislation applying to only one county, a public university’s decision to raise tuition by 12 percent. Commenting on that many things is unnatural, and sometimes it was impossible to sound sincere. There was no way around it, though. Journalists would ask our office about anything having remotely to do with the governor’s sphere of authority, and you could give only so many minimalist responses before you began to sound disengaged or ignorant or dishonest. And the necessity of having to manufacture so many views on so many subjects, day after day, fosters a sense that you don’t have to believe your own words. You get comfortable with insincerity. It affected all of us, not just the boss. Sometimes I felt no more attachment to the words I was writing than a dog has to its vomit.

In response, BEA launched an innovative program to put the company’s experts at the heart of its best customers’ IT organizations. BEA created Global Service Executives (GSEs) who were responsible for all services across education, consulting, and support. A portion of their compensation was based on customers’ ongoing success and full utilization of all purchased products. In addition, a client architect was placed on-site at strategic accounts, reporting to the customer’s CIO. These roles were in position to see customers’ needs from the inside and to help customers create strategy and road maps. Use proactive services to extend

Company Team Buildingis a tool that can help inside inspiring a team for that satisfaction associated with organizational objectives. Today?azines multi-cultural society calls for working in a harmonious relationship with assorted personas, particularly in global as well as multi-location companies. Business team building events strategies is a way by which team members tend to be met towards the requirements of the firm. They help achieve objectives together instead of working on their particular. Which are the benefits of company team building events? Team building events methods enhance conversation among co-workers. The huge benefits include improved upon morality as well as management skills, capacity to handle difficulties, and much better understanding of work environment. Additional positive aspects would be the improvements inside conversation, concentration, decision making, party problem-solving, and also reducing stress. What are the usual signs that reveal the need for team building? The common signs consist of discord or even hostility between people, elevated competitors organizations between staff, lack of function involvement, poor decision making abilities, lowered efficiency, as well as poor quality associated with customer care. Describe different methods of business team development? Company team development experts as well as person programs on ?working collaboratively? can supply different ways of business team building. An important method of business team building is actually enjoyment routines that want communication between the members. The favored activities are fly-fishing, sailing regattas, highway rallies, snow boarding, interactive workshops, polls, puzzle game titles, and so forth. Each one of these routines would help workers be competitive and hone their own side considering abilities. Just what services are offered by the team building events trainers? The majority of the coaches offer you enjoyable functions, coming from accommodation to be able to dishes and much more. The actual packages include holiday packages, rope courses, on-going business office video games, and also ice-breakers. Coaching fees would depend on location, number of downline, classes, and sophistication periods. Special discounts are available for long-term deals of course, if the quantity of associates will be higher. Name some well-known corporate team development event providers within the U.Utes. Several well-liked companies are Accel-Team, Encounter Based Studying Inc, Performance Supervision Organization, Team development Productions, The education Haven Incorporated, Enterprise Upwards, Group Contractors In addition, and Team development USA.If you want to find out more details, make sure you Clicking Here

They found that the crowd assembled around Innocentive was able to solve forty-nine of them, for a success rate of nearly 30 percent. They also found that people whose expertise was far away from the apparent domain of the problem were more likely to submit winning solutions. In other words, it seemed to actually help a solver to be ‘marginal’—to have education, training, and experience that were not obviously relevant for the problem. Jeppesen and Lakhani provide vivid examples of this: [There were] different winning solutions to the same scientific challenge of identifying a food-grade polymer delivery system by an aerospace physicist, a small agribusiness owner, a transdermal drug delivery specialist, and an industrial scientist. . . . All four submissions successfully achieved the required challenge objectives with differing scientific mechanisms. . . . [Another case involved] an R&D lab that, even after consulting with internal and external specialists, did not understand the toxicological significance of a particular pathology that had been observed in an ongoing research program. . . . It was eventually solved, using methods common in her field, by a scientist with a Ph.D. in protein crystallography who would not normally be exposed to toxicology problems or solve such problems on a routine basis.

All knowledge in life is an ongoing theory and practice. A scientist deems something a "fact" because it has been experimented with and come up as a constant. However, as a quantum physicist for more detail on scientific "fact" and the game changes almost entirely. That which was formerly seen as simple then gains a broad new perspective of complex microcosmic parts whose interactions and origins are still a mystery. However, the hypothesis of scientific theorists are much more rational and educated than absurd suppositions made by both early man and contemporary theism. The truth is that you cannot simply put your trust in science alone to give you irrefutable answers to life's questions and nature's mysteries. If you are not the person doing the research and conducting the experiments, or part of the jury of peers that review the evidence then you are in fact practicing blind faith in scientific disclosure.... Relying on others for information is akin to faith, as faith is accepting without questioning. One should instead learn to question, yet be adaptable and change as new evidence arises... While everyone may know something that you do not, that does not mean you shouldn't question what you learn. A Satanist questions everything and this should include his own beliefs and self acknowledged truths. Everything is subject to change, and beliefs should not be exempt from this fact. ~ John M. Penkal, Truly Satanic Volume I: Satanism

Trustworthiness at the personal level. Trustworthiness is based on character, what you are as a person, and competence, what you can do. If you have faith in my character but not in my competence, you still wouldn’t trust me. Many good, honest people gradually lose their professional trustworthiness because they allow themselves to become “obsolete” inside their organizations. Without character and competence, we won’t be considered trustworthy, nor will we show much wisdom in our choices and decisions. Without meaningful ongoing professional development, there is little trustworthiness or trust. • Trust at the interpersonal level. Trustworthiness is the foundation of trust. Trust is the emotional bank account between two people that enables them to have a win-win performance agreement. If two people trust each other, based on the trustworthiness of each other, they can then enjoy clear communication, empathy, synergy, and productive interdependency. If one is incompetent, training and development can help. But if one has a character flaw, he or she must make and keep promises to increase internal security, improve skills, and rebuild relationships of trust. Trust—or the lack of it—is at the root of success or failure in relationships and in the bottom-line results of business, industry, education, and government.

We are having an ongoing and critical conversation about race in America. The question on many minds, the question that is certainly on my mind, is how do we prevent racial injustices from happening? How do we protect young black children? How do we overcome so many of the institutional barriers that exacerbate racism and poverty? It’s a nice idea that we could simply follow a prescribed set of rules and make the world a better place for all. It’s a nice idea that racism is a finite problem for which there is a finite solution, and that respectability, perhaps, could have saved all the people who have lost their lives to the effects of racism. But we don’t live in that world and it’s dangerous to suggest that the targets of oppression are wholly responsible for ending that oppression. Respectability politics suggest that there’s a way for us to all be model (read: like white) citizens. We can always be better, but will we ever be ideal? Do we even want to be ideal, or is there a way for us to become more comfortably human? Take, for example, someone like Don Lemon. He is a black man, raised by a single mother, and now he is a successful news anchor for a major news network. His outlook seems driven by the notion that if he can make it, anyone can. This is the ethos espoused by people who believe in respectability politics. Because they have achieved success, because they have transcended, in some way, the effects of racism or other forms of discrimination, all people should be able to do the same. In truth, they have climbed a ladder and shattered a glass ceiling but are seemingly uninterested in extending that ladder as far as it needs to reach so that others may climb. They are uninterested in providing a detailed blueprint for how they achieved their success. They are unwilling to consider that until the institutional problems are solved, no blueprint for success can possibly exist. For real progress to be made, leaders like Lemon and Cosby need to at least acknowledge reality. Respectability politics are not the answer to ending racism. Racism doesn’t care about respectability, wealth, education, or status. Oprah Winfrey, one of the wealthiest people in the world and certainly the wealthiest black woman in the world, openly discusses the racism she continues to encounter in her daily life. In July 2013, while in Zurich to attend Tina Turner’s wedding, Winfrey was informed by a store clerk at the Trois Pommes boutique that the purse she was interested in was too expensive for her. We don’t need to cry for Oprah, prevented from buying an obscenely overpriced purse, but we can recognize the incident as one more reminder that racism is so pervasive and pernicious that we will never be respectable enough to outrun racism, not here in the United States, not anywhere in the world.

Our ongoing Hollywood education included the lesson that moviemaking is not finished once you actually make the movie. After that, you have to promote the movie, because if the audience doesn’t show up, all your hard work is a bit pointless. But before we could sell Crocodile Hunter: Collision Course to audiences, we had to sell it to the theater owners who were going to show it to the public. So the first stop for our promotional efforts was a gathering of movie theater exhibitors called Show West, in Las Vegas. We would team up there with Bruce Willis, who had an interest in producing our movie. Bindi and I had been in Oregon for a few days, visiting family, and we planned to catch up with Steve in Las Vegas. But she and I had an ugly incident at the airport when we arrived. A Vegas lowlife approached us, his hat pulled down, big sunglasses on his face, and displaying some of the worst dentistry I’ve ever seen. He leered at us, obviously drunk or crazy, and tried to kiss me. I backed off rapidly and looked for Steve. I knew I could rely on him to take care of any creep I encountered. Then it dawned on me: The creep was Steve. In order to move around the airport without anyone recognizing him, he put on false teeth and changed his usual clothes. I didn’t recognize my own husband out of his khakis. I burst out laughing. Bindi was wide-eyed. “Look, it’s your daddy.” It took her a while before she was sure. Our Show West presentation featured live wildlife, organized wonderfully by Wes. Bruce Willis spoke. “I sometimes play an action hero myself,” he said, “but you’ll see that Steve is a real-life action hero.” Bindi brought a ball python out on stage. Backstage, she and Bruce hit it off. He has three daughters of his own, and he immediately connected with Bindi. They wound up playing with the lion cubs and the other animals that Wes had organized there.

A leader is accountable for actions of frontline personnel whether they are on scene or not, so it is imperative that leaders train and prepare those on the frontline. Leadership accountability comes from our preparation and the continued education, learning and developing of frontline decision makers.  NOT from standing over them directing them, or written policy and procedures, or checklists on how to perform in a given set of circumstances. A leader does not have to be on every call, it is impossible to be on every call. It is just not necessary if you prepare your frontline people effectively and development is an ongoing process.  Train and Trust FRONTLINE Personnel! They will get it done and done right!

The history of racist ideas tells us what strategies antiracists should stop using. Stamped from the Beginning chronicles not just the development of racist ideas, but the ongoing failure of the three oldest and most popular strategies Americans have used to root out these ideas: self-sacrifice, uplift suasion, and educational persuasion.

we will put our energy into making sure that others see us as having arrived. None of our energy will go into what we need to be doing for the rest of our lives: engaging in ongoing self-awareness, continuing education, relationship building, and actual antiracist practice.

I define a white progressive as any white person who thinks he or she is not racist, or is less racist, or in the “choir,” or already “gets it.” White progressives can be the most difficult for people of color because, to the degree that we think we have arrived, we will put our energy into making sure that others see us as having arrived. None of our energy will go into what we need to be doing for the rest of our lives: engaging in ongoing self-awareness, continuing education, relationship building, and actual antiracist practice. White progressives do indeed uphold and perpetrate racism, but our defensiveness and certitude make it virtually impossible to explain to us how we do so.

It’’s very hard to know who is going to commit an act of violence. But... prevention does not require prediction. It does require, however, that we increase overall access to brain health interventions. ... A... tiered system is already working in some schools. At the tier-one level, everyone should have access to brain health screenings and first aid, to conflict resolution programs, and to suicide prevention education. Peer intervention programs teach kids to seek help from trained adults for friends they’re worried about without fear of repercussion. A second tier of attention is trained on kids going through a hard time—a student grieving a lost parent, one who has suffered teasing or bullying, or those in known high-risk populations. For instance, gay, lesbian, bisexual, and transgender kids are at disproportionate risk for bullying, so special efforts might be made to connect those kids to resources. The third level of intervention comes into play when a child has emerged as a particular concern. Perhaps he or she has an ongoing emotional disorder, has talked about suicide, or—as Dylan did— has turned in a paper with violent or disturbing subject matter. The student is then referred to a team of specially trained teachers and other professionals who will interview him or her, look at the student's social media and other evidence, and speak to friends, parents, local law enforcement, counselors, and teachers. The real beauty of these measures is not that they catch potential school shooters, but how effectively they help schools to identify teens struggling with all different kinds of issues: bullying, eating disorders, cutting, undiagnosed learning disorders, addiction, abuse at home, and partner violence — just to name a few. In rare cases, a team may discover that the student has made a concrete plan to hurt himself or others, at which point law enforcement may become involved. In the overwhelming majority of these cases, though, simply getting a kid help is enough.

None of our energy will go into what we need to be doing for the rest of our lives: engaging in ongoing self-awareness, continuing education, relationship building, and actual antiracist practice.

Profits in trading do not come from reading one or two, or even a dozen books, but, as I explain, profits can come with practice, the right tools and software, and proper ongoing education.

what we need to be doing for the rest of our lives: engaging in ongoing self-awareness, continuing education, relationship building, and actual antiracist practice.

This book is intended for us, for white progressives who so often—despite our conscious intentions—make life so difficult for people of color. I believe that white progressives cause the most daily damage to people of color. I define a white progressive as any white person who thinks he or she is not racist, or is less racist, or in the “choir,” or already “gets it.” White progressives can be the most difficult for people of color because, to the degree that we think we have arrived, we will put our energy into making sure that others see us as having arrived. None of our energy will go into what we need to be doing for the rest of our lives: engaging in ongoing self-awareness, continuing education, relationship building, and actual antiracist practice. White progressives do indeed uphold and perpetrate racism, but our defensiveness and certitude make it virtually impossible to explain to us how we do so.

Rep offers unique and valuable perspectives on the market. Rep helps me navigate alternatives. Rep provides ongoing advice or consultation. Rep helps me avoid potential land mines. Rep educates me on new issues and outcomes.

The word we like to use here is “reframe.” What data, information, or insight can you put in front of your customer that reframes the way they think about their business—how they operate or even how they compete? That’s what your customers are really looking for. Remember what we saw in our customer survey? Rep offers unique and valuable perspectives on the market. Rep helps me navigate alternatives. Rep provides ongoing advice or consultation. Rep helps me avoid potential land mines. Rep educates me on new issues and outcomes.

Growth is an ongoing endeavour.

However, little evidence exists to suggest that doctoral programs support the development of doctoral students as teachers, let alone as interculturally aware teachers. Teaching development is not integrated in program requirements. We are not aware of doctoral-level qualifying exams that evaluate one’s capacity to teach in addition to theory, content, and research capabilities. Even when teaching assistantships are available for funding and accruing experience, they rarely occur in the context of a programmatic approach to using that assistantship/practice to develop graduate students as educators, to generate reflection toward future and ongoing development.

throughout my life, using skills or talents or a person’s raw physical power to help them rise to the top of their society came and went. In the beginning, it was the strength in their arms to swing their swords. Then the tongue to sway large groups to accomplish something together. It became those who developed the sciences, and then—to a degree—it was those again who had physical prowess and could run or shoot a ball into a hoop. Yet, it was those who produced the food, built the homes, protected society, or taught the children or young adults who often weren’t supported. They would do their jobs, punch their time cards, and do what needed to get done to keep society going. My suggestion is to consider all work—if done well—equal. Government needs to be in place, but we’ll require some form of service as your debt to society. Perhaps you are a musician but can test into working with an R&D lab in the future. Can that be your service?” “That,” Bethany Anne replied, “could be a nightmare. Just think about the ongoing effort for some of Jean Dukes’ stuff. There’s no way we could place a person into a project for two weeks and then they leave.” Michael tapped a finger on the table. “I understand. However, let me give you a quote from a worker to Jack Welch.” “Who?” Peter interrupted. Stephen answered, “Jack Welch. He was the CEO of General Electric—GE—back on Earth in the twentieth century.” Michael continued, “He was talking to the assembly line workers at one of their businesses and one of the men spoke up, telling Welch that ‘for twenty-five years you paid for my hands when you could have had my brain as well for nothing.’” The table was quiet a moment, thinking about that. Peter was the first to break it. “Makes sense. We use that concept in the Guardians all the time. Everyone has a role to play, but if you have ideas you need to speak up.” “It would,” Addix added, “allow those interacting to bring new ways of thinking to perhaps old and worn-out strategies.” “What about those who truly hated the notion?” Stephen asked. “I can think of a few.” “I’m tempted to say ‘fuck ‘em.’” Bethany Anne snorted. “However, I know people, and they might fuck up the works. What about a ten-percent charge of their annual wealth if they wish to forego service?” “Two weeks,” Michael interjected, “is at best four percent of their time.” “Right,” Bethany Anne agreed, “so I’d suggest they do the two weeks. But if they want to they can lose ten percent of their annual wealth—which is not their annual income, because that shit can be hidden.” The Admiral asked, “So a billionaire who technically made nothing during the year would owe a hundred million to get out of two weeks’ service?” “Right,” Bethany Anne agreed. “And someone with fifty thousand owes five thousand.” “Where does the money go?” Peter asked. Admiral Thomas grinned. “I suggest the military.” “Education?” Peter asked. “It’s just a suggestion, because that is what we are talking about.” Stephen scratched his chin. “I can imagine large corporations putting income packages together for their upper-level executives to pay for this.” “I suggest,” Bethany Anne added, “putting the names of those who opt out on a public list so everyone knows who isn’t working.” “What about sickness, or a family illness they need to deal with?” Stephen countered. “With Pod-docs we shouldn’t have that issue, but there would have to be some sort of schedule. Further, we will always have public projects. There are always roads to be built, gardens to be tended, or military

I fully enjoyed “Imagineer Your Future” by Les LaMotte. This is a wonderful manual with an underlying Christian base that teaches how anyone can learn the principles of becoming an “Imagineer” like Les. The book begins by explaining the author’s own spiritual, life, and career journey that produced in him an Imagineer mindset. His grandfathers specific teaching the principles of a simple kite that in 50 years turned into his Xtra Lite Display System with five US patents and several international that opened sales in over 36 countries. The author explains, “To call yourself an Imagineer means you lead a complex life, schooled in enlightenment and problem solving with many hundreds of ideas of the past, present, and future technology, all while living your life in various stages of your own growth, development, and experience.” This creative and colorful book filled with photographs and illustrations has 20 sections ranging from important principles gleaned from childhood to helping the reader take necessary self assessments before launching into higher education without a well thought through plan. These sections are color coded using side tabs and there are vertical chapter titles present that allow the reader to quickly comb through the concepts and chapters that are most relevant to them. Dollar icons are present throughout to indicate where an Excel sheet is available to download free on LaMotte’s website. An Imagineer symbol targets areas of specific learning opportunities. To make this process even easier, the reader is provided with fill in the blank lists and links to online Core Passion assessments so they can discover their actual motivations in light of their gifts and how to apply their five top core passions to complete their own Imagineer journey. I really enjoyed how the author weaves his own experiences throughout each section and the heartfelt mentions of well known individuals that have Imagineered throughout recent and ongoing history. Les provides his own amazing pointers on how to stay on the path to leading a fulfilling life of an Imagineer. If you are looking for a cross between a creative and easy to understand manual on becoming an Imagineer and a heartfelt journey traveling the road to success this is the choice for you.

That is exactly what teenagers of ass sexualities need: ongoing discussion and education that addresses pleasure, mutuality, safety, love, intimacy, and self-discovery. They need to understand the potential to either be the perpetrator or the victim of intimate partner violence and sexual assault. They need to have agency over their bodies. And for all of them, adult denial puts them at risk of physical and emotional trauma.

Everything I read, listened to, and learned, validated my right to existence as a Black man in America but only within the confines of a patriarchal definition of masculine identity. What went unquestioned were the ways my newfound sense of Black manhood contributed to the ongoing marginalization of my mother, her twin sister, my grandmother, my high school guidance counselor, and more than half of the student population on Hampton University’s campus. I began to see myself, but only by refusing to see black women. The centrality of the Black male experience and the discourse of racist oppression has been passed down from generation to generation through our politics and culture.

It is ultimately no great sign of kindness to insist on showing someone our entire selves at all times. A dedication to maintaining boundaries and editing our pronouncements belongs to love as much as a capacity to show ourselves as we really are. The lover who does not tolerate secrets, who in the name of “being honest” divulges information so wounding it cannot be forgotten, is no friend of love. Just as no parent should ever tell a child the whole truth, so we should accept the ongoing need to edit our full reality.

And our more progressive clients, monitored by their CFOs, are starting to require a specific number of hours of ongoing education at all levels of the organization (we suggest 12 hours for the frontline; 25 hours for middle management; and 45 to 60 hours for senior leaders as a starting point). Worried about spending all that money on training only to watch your people go elsewhere? The research definitively shows that training and development increases loyalty. Besides, what’s the alternative? Do you really want your people not to be the best-trained for the jobs they have to do? And how much should you spend on training? It obviously depends, but 2% to 3% of your payroll is a good benchmark. Who should you spend it on? Senior leaders, middle managers, frontline employees? They all need training, but focus first on your middle management. In most growth companies, they have the hardest jobs and are critical to employee engagement and retention, yet get the least preparation for it.

The two main reasons you need to own your own corporation are for protection against law suits and against excessive taxes, yet there are many other reasons and other strategies. The point is, if you are serious about being rich and keeping your wealth, understanding corporations and other legal structures is an important part of your ongoing financial education.

After that eggroll lunch with Tom, I began having search committee fantasies: I imagined myself among focused, intelligent adults engaged in heady theological discussion, my seminary education finally being put to use. Those two years were the deepest lived of my life intellectually and spiritually. I’d fallen in love with church history, the mystics, William James, and Lacan. I still yearned for the immersion in spiritual thought and values, the ongoing conversation with school friends that moved from classroom to cafeteria to phone calls, and I never missed that intense engagement with ideas more than when I was dashing off puff pieces for the food section and not doing any of my own writing, as I was now.

But here’s the deeper irony. You are not the same. Life is a dynamic, ongoing process. Change is always happening, and decline can happen quickly and quietly. As someone once said, “You’re either growing or you’re dying. There’s no standing still.” Even trying to stand still is risky. Other people in your life, your work, and in your world aren’t standing still. Especially in the twenty-first century, planning to stay the same is really planning to be left behind. The world moves forward, our careers demand more of us, our relationships face more barriers to successful communication, our children are raised in a different universe than we were. We need to grow just to stay influential in their lives. We can lose connections with our own families and if we don’t continue our education throughout our lives.

when we ranked the list according to impact, we found seven in particular that rose way above the others in terms of importance: Rep offers unique and valuable perspectives on the market. Rep helps me navigate alternatives. Rep provides ongoing advice or consultation. Rep helps me avoid potential land mines. Rep educates me on new issues and outcomes. Supplier is easy to buy from. Supplier has widespread support across my organization. Now,

Years ago, I represented a client, a firefighter/paramedic, in an administrative trial after he had been terminated for allegedly providing patient care that was below the department’s established standards. One central issue was the ongoing, on-the-job training firefighters/paramedics receive. Throughout the trial, senior officers of the department, including the Chief himself, preached and bloviated on and on about how the department is committed to providing only the best patient care and how their paramedics are held to a higher standard; how they are committed to serving the community with the highest level of blah, blah, blah. On cross examination, however, I asked each of them about how many hours a day each provider spends drilling or practicing firefighting technique and equipment. Each of them answered proudly that every firefighter/EMT and firefighter/paramedic, regardless of assignment, spends at least three hours each day practicing firefighting skills and/or rehearsing the use of various firefighting equipment; hoses, ladders, saws, and other firefighter equipment. Ok, that’s great. Through testimony, we determined that, based on a 10-shift work month, each firefighter/paramedic, regardless of assignment, spends at least 30 hours per month drilling, practicing, and/or rehearsing firefighting skills & equipment. That’s at a minimum of 360 hours per year of ongoing, on-the-job firefighter training. Outstanding. When the smoke is showing and the flames are roiling, they will be ready. They all displayed the same proud grin at how well trained their people are. For each of them, however, that smug grin quickly turned when I then asked about the number of hours per day each firefighter/paramedic spends drilling on or practicing patient care related techniques, skills, and tools. Every one of them squirmed as they responded with the truth that the department only offers three hours of patient care related education per month. That’s roughly a maximum of 36 hours of paramedic training for the entire year. It got worse when further testimony showed that patient care related calls account for more than 80 percent of their call volume and fire related calls less than 20 percent, I could see each of them deflate on the witness stand when I asked how they could truthfully say they were committed to providing the best patient care when barely 10 percent of their training addresses patient care, which constitutes over 80 percent of your department’s calls. The answers were more disjointed and nonsensical than a White House press briefing. Of course, across America the 10:1 ratio of ongoing firefighting training to EMS training is pretty consistent, which begs the question: Don’t they get it? Excellence is the product of practice. How can any rational person look at a 10:1 training ratio and declare themselves committed to the highest level of care? How can an agency neglect training on the most significant aspect of the business and then be surprised when issues of negligence and liability arise? Once again, it seems that old-school culture leaves EMS stuck in the mud and the law is not going to wait for agencies to figure out that living in the past compromises the future.

I was once watching a herring gull through binoculars side by side with Bill. In those days, a herring gull could not scratch itself without one of us asking why natural selection favored that behavior. In any case, I offered as an explanation for the ongoing gull behavior something that was nonfunctional and suggested that the animal was not capable of acting in its own self-interest. Bill said quietly, “Never assume the animal you are studying is as stupid as the one studying it.” I remember looking sideways at him and saying to myself “Yes sir! I like this person. I can learn from him.

White progressives can be the most difficult for people of color because, to the degree that we think we have arrived, we will put our energy into making sure that others see us as having arrived. None of our energy will go into what we need to be doing for the rest of our lives: engaging in ongoing self-awareness, continuing education, relationship building, and actual antiracist practice.

Can you imagine a life where you make the rules? This is the life I strive for. Cultivating my own sense of belonging, one that isn’t force-fed to me through a patriarchal, inverted education and work system. I choose my reality. I do this by understanding my human complexity, and knowing how I navigate this world so that I can best support myself (this is an ongoing process of realisation and learning). I have yet to meet a neurodivergent person that hasn't gone deep into their own psyche to gain more of an understanding of themselves. People that know themselves more deeply can be of better service in this world, to themselves and others. If we dare to be authentic then I believe we can lead the world into new, more inclusive ways. But it’s not just about the future, it's also about who we are now as individuals and what we can contribute to creating a world that is inclusive of all.

Bigotry is a poison that corrodes the very fabric of humanity, staining our hearts with prejudice and our minds with ignorance. It is a destructive force that thrives on fear, division, and the rejection of our shared humanity. To combat bigotry is to dismantle the barriers that separate us, to recognize the inherent worth of every individual, regardless of their race, religion, gender, or sexual orientation. It is to embrace diversity as a source of strength, understanding that our differences are what make us beautifully unique. Bigotry blinds us to the richness of the tapestry of human existence, condemning us to a world of narrow-mindedness and intolerance. It stifles progress, stifles progress, hampers empathy, and perpetuates injustice. It is an affront to the principles of equality and the fundamental rights we all deserve. Confronting bigotry requires courage, empathy, and a commitment to unlearn the biases ingrained within us. It is an ongoing process that demands self-reflection and a willingness to challenge our own preconceived notions. It is about standing up against discrimination in all its forms, whether overt or subtle, and refusing to be complicit in the face of injustice. In the fight against bigotry, we must be vigilant and steadfast, for it is not enough to be non-racist or non-discriminatory; we must actively be anti-bigotry. We must use our voices to amplify the silenced, to advocate for change, and to build bridges of understanding where there were once walls of prejudice. Let us remember that the power to eradicate bigotry lies within each and every one of us. It is through education, dialogue, and empathy that we can dismantle the walls of hatred and forge a society built on acceptance, respect, and love. Together, let us be the fierce advocates for equality, the beacons of hope in the face of darkness, and the champions of a world where bigotry has no place. For in the unity of our actions, we can create a future where every individual can flourish, and where the radiant tapestry of humanity shines in all its glory.

Career: What kind of work do you find valuable? What kind of person do you want to be in your work? Leisure activity: What activities do you find relaxing or rejuvenating? What hobbies bring you joy? Caregiving: How important is it for you to care for and inspire others? Family: What type of sister, mother, daughter do you want to be? What sorts of relationships do you want to build with your immediate family? Your extended family? Your in-laws? Intimate relationships: What kind of partner do you want to be? What kind of relationship would you like to build? Who is the ideal you in your relationship? Community involvement: Would you like to contribute to political, social, environmental, or other community causes? What kind of position do you wish to occupy within your community? Religion and spirituality: What form of spirituality, if any, matters to you? What role do you want religion or spirituality to play in your life? How would you describe your ideal self in regard to your spirituality? Education and personal development: What education or skills do you most value? How important is ongoing education, and what role do you want it to play in your life? Health: How do you approach mental and physical fitness? What kind of relationship do you wish to have with food, exercise, sleep, substances, and intellectual pursuits? Friends: What qualities do you want to bring to your friendships? What kinds of friendships do you want to build? Other: What is missing from this list that is vital to a meaningful life? How do you want to enact this value in your life?

Abolitionist Approach Action to Take Abolitionist social-emotional learning is healing centered, transformative, and dialogic. Cultivate an ongoing practice of dialogue and conversation with peers and students.

Changing the mindset of your men is not a “one-off” event. It must start immediately and continue throughout training. One part of this is an ongoing education program to teach troops about the basics of light infantry. Such an education program may consist of guided professional reading with linked discussions, tactical decision games, sand-table exercises, and tactical exercises without troops.

Awakening is the first glimpse that “things” or “reality” are not what we thought. Awakening is an ongoing process throughout recovery. To begin, we generally require an entry point or trigger—anything that shakes up our old understanding or belief system of reality, of the way that we thought things were (Ferguson 1980; Whitfield 1985; 2003). Because our True Self is so hidden, and because our false self is so prominent, awakening may not come easily. Nonetheless, it often happens. I have witnessed this process in hundreds of children of trauma. The entry point or trigger may range across a wide spectrum. It may start with hearing or reading someone describe their own recovery or own True Self, or being “sick and tired” of our suffering, or beginning to work seriously on another life problem in counseling or therapy. For others, it may be attending a self-help meeting or an educational experience, reading a book or hearing about it from a friend.

It is a ground for legitimate criticism, however, when the ongoing movement of progressive education fails to recognize that the problem of selection and organization of subject matter for study and learning is fundamental,” he responded (Dewey 1938, 78).

(from Acknowledgments) For some years I have profited from an in-house, informal but ongoing seminar on organizational behavior, a seminar comprising my wife, our three children, and three children-in-law. They have shared their insights into the functions and dysfunctions of the organizational settings in which they have worked, which include government, education, and medicine. I am indebted to all of them, though none are responsible for the uses to which I have put their observations. Eli Muller first drew my attention to the larger themes of The Wire (episodes of which he can quote chapter and verse), and his acute analysis of institutional dynamics finds its echoes in the pages of this book, which he also helped to edit. Thanks go to Joseph Muller, M.D., for orienting me in the literature of medicine and healthcare, as well as his sage advice about the tone and direction of the book. My wife, Sharon, was the first reader and editor of every chapter, and many of the book's ideas were born or refined in our daily conversations (when we weren't talking about the immeasurable pleasures of grandparenthood--but that's the subject of another book). Completion of this book was eased by the support of my parents. I'm saddened to note that this is the last project that I was able to discuss with mt father, Henry Muller, who passed away when the manuscript was nearing completion: his memory is a blessing. My mother, Bella Muller, remains a vigorous source of wisdom, encouragement, and humor in my life.

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As I traverse the intricate pathways of existence, I embrace the role of a lifelong student, cognizant of the fact that my education is an ongoing odyssey with no definitive end

One lesser-known fact about school curriculums is that they are dynamic and responsive, reflecting ongoing changes in educational research, societal needs, and student aspirations.

Education, as I see it, is the delightful process of developing skills and knowledge in which time becomes secondary and efficiency would only instrumentalize this wholesome endeavor. Education is life itself and an ongoing process that should never end. It bears its fruit both in the present and in the future.

Data collection in rapid learning is not a singular event; it spans every stage of the learning process. From initial assessments to ongoing feedback, data serves as a compass, guiding educators in tailoring instruction to individual needs and cultivating a responsive and supportive learning atmosphere.