Category Archives: Golden Rule

Getty Images

Ask a fashion insider to name the "it" shoe of summer 2022, and you might expect a name-check for Versace's towering satin sandals or a Y2k-esque platform flip-flop. But the shoe we're actually most excited to wear is a little less glamorous, if far more versatile: the fisherman sandal.

Fisherman sandals made their way back into the conversation via summer collections from Prada, Max Mara, and Celine, among others. They have a classic bent with basket-woven uppers in neutral tones, remixed by designers with heavy-duty rubber or platform soles (or both, in Prada's case). Their appeal starts with their wearability: Most fisherman sandals are cushioned and flat, and lined leather straps you could walk miles inbut only if you really wanted put them to the test.

More crucially for us at BAZAAR, fisherman sandals bring a "true fashion-led edge" to summer outfits, according to Net-a-Porter senior market editor Libby Page. "I love how this nostalgic and masculine shoe has been given a minimalist makeover," she tells us, citing pairs from The Row and Roger Vivier as emblematic of the low-key nautical look.

When it comes to styling fisherman sandals, there's one golden rule. "Keeping things simple with this chunky style is key," Page recommends. She suggests a few outfit formulas for incorporating them into your wardrobe: "They work best when styled with a white wide leg pant and a simple blue shirt, or a boxy chino short and white tank top."

Of course, you can also wear them with flowing dresses or matching beach setsthe following 12 pairs are so wearable, they'll become your go-to summer shoe.

Advertisement - Continue Reading Below

Expert-Recommended

We asked Page to send a few of her favorite fisherman sandal styles; her list started with The Row's minimalist pair. The thick straps and chunky but not overwhelming sole are both supportive and stylishand the pebbled leather will develop a gorgeous patina through each wear.

Best Everyday Sandal

Here's a sandal that can go anywhere this summer: the office with a sleek pair of trousers, the beach with a breezy sundress, or the farmer's market with a t-shirt and denim cutoffs. Its versatility comes from the contoured and surprisingly comfortable footbed, paired with a full-coverage leather upper.

Cult Favorite

True fashion heads will only indulge the fisherman sandal trend with Prada's sky-high sandals. These riff on the house's signature Monolith sole with an open-cage upperand the Prada logo, of course.

Expert-Recommended

When we asked stylist Vivid Wu for her warm-weather essentials, she selected Hereu's fisherman sandals. This heeled version of its Ancora sandal has the caged element that defines the trend, with a low heel for a dressed-up look. Follow Wu's example and wear them with ankle socks on chillier days.

Editor's Closet

I've worn Vagabond's fisherman sandals everywhere from Miami press trips to weekdays at the BAZAAR office. They slip on so easily and I love the square toeplus there was virtually no break-in period.

Expert-Recommended

Another item from Page of Net-a-Porter's personal recommendations, this Roger Vivier pair combines a heavy-duty look with a lighter-than-air fit. Behind the statement buckle, there's an elasticated panel that glides on (and stays on) with ease. Molded footbeds add a luxuriously comfortable fit.

Reviewer-Favorite

Reviewers only have good things to say about this highly supportive pair from Free People, which is still available in three neutral tones. "These darling sandals are as comfortable as they are stylish. Versatile as hell on top of it all," one reviewer raves. Another adds, "I bought these in the sand. Once I tried them on I was obsessed and ordered the yellow (love!) and the black." Shoppers say they run true to size.

Nice Save

Here's a classic fisherman sandal in four shadescreamy white, black, brown, and lemonthat's currently on sale for less than $100. It comes with a cushy, padded insole made for walking extra miles.

The Pop of Color

Seasoned fisherman sandal-wearers may want a step up from neutral leathers. Go for a sandal like Reformation's, with a shiny, croc-patent leather to usher your shoe collection into more colorful territory.

Investment Piece

Fisherman sandals done Hedi Slimane's way include an exaggerated lug sole, for those who want to really make an entrance.

Best Flat Fisherman Sandal

Emme Parson's take on the fisherman sandalnamed for The Old Man and the Sea's author, naturallygets better with every wear. Over time, the vegetable-tanned leather will mold to your foot for a one-of-a-kind fit.

Best Platform Fisherman Sandal

Jean shorts, floral dresses, swimsuit cover-up sets: This pumped-up pair from Ganni will take them all to a new level. While you'll get extra height, you'll also be able to walk miles thanks to the gentle pitch of the sole.

This content is created and maintained by a third party, and imported onto this page to help users provide their email addresses. You may be able to find more information about this and similar content at piano.io

Advertisement - Continue Reading Below

Follow this link:

Best Fisherman Sandals: 12 Fisherman Sandals to Wear Summer 2022 - Harper's BAZAAR

From February 2020 to February 2022, Google searches for same-day mental health services and centers for workplace mental health each grew by 1,300% and searches for how to ask for a mental health day grew by 1,000%, according to marketing platform Semrush. Searches for mental health strategy increased by 133%, mental wellness by 52% and emotional well-being, 23% during this same pandemic period.

These numbers show the after-effect of people working extremely hard over the last couple of years, dealing with huge amounts of change, said Nick Taylor, clinical psychologist, CEO and co-founder of Unmind, a London-based workplace mental health platform. "As they serve others, a lot of people relegate self-care. This is often fine episodically, but prolonged periods of neglecting self-care can turn small issues into more serious problems, which require serious help.

For HR professionals and business leaders, this means understanding the added dimensions of mental health unique to the workplace, including among working parents of young children.

Mae Singerman was director of operations for an organization that worked to expand the social safety net for long-term care. She ran almost every meeting she attended, supervised staff and consultants, tracked and managed a $6 million budget, rolled out new policies and helped to facilitate organizational changes.

I also had started to work late at night, was eating at 10 p.m. I was worried and anxious about work all the time, even outside of work hours. I stopped moving, she explained in an email to HR Dive. Contemplating her future back then, Singerman said, the last thing I would want to do every day would be to work this job. I just knew I was done.

Singerman, who lives with her husband and "the chaos of a 4- and 6-year-old"in a small New York apartment, is caregiver both in and out of the home coordinating care for her mother in Florida and traveling to be with her for a few days each month. Though she had considered leaving her executive role for some time, ultimately it was a series of family and health-related events that prompted the decision.After her own appendectomy and a false alarm about cancer a scare heightened by the fact her father died of cancer when she was 11 Singerman said, I just realized, I wanted a change and to live differently. I dont want to grow or train right now. I just want to be."

Since fall last year, Singerman has served as administrative project manager at Showing Up for Racial Justice, a national organization that encourages White people to fight for racial and economic justice. I'm basically a glorified administrative assistant, she said, and overqualified for the job.

I'm still the kind of person who is looking for validation through work, she said, but I cannot imagine going back to a job with high stress levels anytime soon, not even for the positional power she had before. Im really happy with the change. I was able to add a lot more structure back into my life. ... I now work out in the morning. My overall health and mental well-being is better.

Optional Caption

kupicoo via Getty Images

Mother of two, Rachel Skybetter, works in ed tech communications. She said theres a disconnect in the workplace between business leaders and employees. My daughter just turned 4 and my son just turned 8 months, she said. When they are both home, its a tornado, and my attention is split in 100 different ways. The deadlines aren't changing, and the meetings aren't moving.

Skybetters experience echoes findings of The 2022 State of the Workplace report from workforce analytics platform ActivTrak, which showed collaboration tools interrupt employees an average 70 times per day, accounting for 21% of distractions. Its work about work the incoming notifications generated by email, meetings and productivity tools and responses to those things that can bring a sense of running in place, especially for workers already in a cycle of catch-up, feeling a sense of underperformance and overwhelm.

Essentially overnight, lines blurred between our work and home lives, leading to longer hours and difficulties with establishing boundaries,said Megan Smith, vice president and head of HR, North America, at SAP. Our kitchens became our offices, family rooms turned into day cares, Smith said, and this shift, in some cases, was permanent. Its impossible to completely compartmentalize stress especially when theres just no time to punch out.

The ActivTrak report shows the spiraling effects: Deep work is compressed to 14-minute sessions on average, and tasks requiring extended focus are pushed outside regular work hours to times meant for family and recuperation.

Skybetter described what has been the futility of time off. When I take days off, I'm not going on vacation. I'm not doing anything relaxing. I'm actually probably looking forward to working, right? because it means my kids are at day care, and my house is quiet.

Splitting child care responsibilities with her husband who also works from home, Skybetter said theyre privileged to have advantages that many families don't. But it bothers me that I have an 8-month-old strapped to my back, and I'm trying to work. When she first spoke with HR Dive in January this year, Skybetter hadnt slept through the night since March 2021.

Rachel Skybetter working from home with 8-month-old son and 4-year-old daughter.

For many workers, especially parents of school-aged children, these issues have come to a boiling point. The ActivTrak report indicates increasing work-life balance, and yet 34% of employees continue to be overutilized at work, spending more than 75% of their time in this state. Smith said theres no denying the realities and struggles of worker burnout as significant contributors to the drop in employee engagement and the rise of the Great Resignation.

In a recent update, Skybetter said COVID-19 had hit her household, and gosh, I mean, you think you know fatigue and then you have COVID, have to work, AND handle two littles at the same time, without being able to leave the house. Even just for Starbucks or something. Its physically draining, yes, but the mental anguish is tough. I felt hopeless some days and it felt like it would never end, said Skybetter.

But it did. I took a few half days. Worked some nights. Here I am two weeks later" days ahead of her son's first birthday "and it feels like a blip." She said she's in better place, and "lucky to have unlimited PTO, but I do wish I could specify it was for COVID leave.

Neither Skybetter nor Singerman want to villainize their employers, and both offered advice to companies interested in supporting the well-being of employees and their families.

Skybetter said, when a parent is out for both COVID and simultaneous caretaking duties, theres no way to specify the type or reason for the time away from work. Pointing to her husbands employer who lets employees differentiate types of leave, Skybetter suggests other employers expand system capabilities to do the same.

Singerman offered three suggestions to help workers deal with stress and mental health issues:

These problems are intertwined and present a positive opportunity to rethink work as a first step, Rep. Ro Khanna of California said during the recent Workers and the Corporate Values Revolution conference, hosted by From Day One, a conference series and media outlet.

You don't need the 9-to-5, or staying long hours just for face time, said Khanna, who wrote the book Dignity in a Digital Age. These actually may not be the most productive ways to work, and beyond that, theres a need to prioritize greater workplace flexibility.

Conference speakers agreed the pandemic has prompted increased transparency, better language and more discussion in the workplace around mental health. But employee well-being is closely tied to employee experience, and employee experience can comprise highly individualized elements of race and age, parental and marital status, gender identity, paid leave, and more. It became clear during conference sessions that the nuances of employee well-being require a specialized approach.

-aniaostudio- via Getty Images

A July 2021 survey from The Conference Board that found employees who were apprehensive about returning to offices had also expressed greater concerns about mental health, stress, and burnout.

Meanwhile, a University of Phoenix Career Optimism Index released in February revealed that 62% of respondents who were not hopeful about the future of their career were actively looking or expecting to look for new jobs. A greater share (69%) responded if things would change at my job, I would consider staying, but 1 in 3 employees said they would quit their current jobs without securing another.

Taylor, the clinical psychologist,said because of the reactive nature of traditional employer-provided mental health resources like EAPs and occupational health people end up not seeking care until symptoms have become overwhelming. And because the topic of mental health and illness is still taboo within many company cultures, many employees struggle to ask for help.

Just seeing your employees is a type of employee recognition thats urgently necessary in today's atmosphere, said Gabriela Mauch, vice president of Productivity Lab at ActivTrak.

She discouraged the often rote, unilateral traditions of leadership that dont recognize people as individuals.

Addressing employee burnout, she suggested managers rely on tools that alert them when employees are working well over their typical hours or through the weekends.

This will help managers to facilitate the right conversation at the right time, said Mauch, and to step out of "the robotic nature of 'hey, how are you doing? Okay, good. What are your tasks today? Thats putting someone in a cadence. That's what you want to avoid. When we're spending all this time thinking about how we can train and develop our managers to listen, we need to think about the other side of the equation, which is how we can empower employees to speak, perhaps by simply asking Are you okay?

SAP's Smith said that while it may seem obvious, its so critical to devote time, resources and budget to get an accurate read on how employees are doing.

Theres an important link between workplace compassion and workplace competition. You certainly don't want to facilitate a cutthroat workforce as an inadvertent consequence of benchmarks and rewards, said conference moderator Emily McCrary-Ruiz-Esparza.

It's that platinum versus golden rule, said Sarah Bartas, vice president, HR corporate at Stanley Black & Decker. The golden rule is to treat others as you wish to be treated, but it's really [about] the platinum rule treat others as they wish to be treated. Meet them where they are. Are they someone that is introverted, where you have to create a different kind of space for compassion versus that vocal person in the room, and you've got to find a different space for them? It's common sense, but it's not common practice.

Scott Nycum, vice president for inclusion, diversity and giving at General Dynamics Information Technology, offered what he called a hack as an optimist but also an incrementalist.

Hacking innovation-compassion could look something like this: When someone has a success, the debrief is naming who helped you. It gets the brain to [acknowledge] I didn't get here alone and it changes the tone and tenor of culture on a team. We ask that question no matter what.

Even in situations of apparent failure, Nycum said the question is asked: Who helped you to get back up when you failed? Though he called it a small thing, Nycum said hed rather have every team at General Dynamics make this 2% shift in focus a move he said could help build trusting workplace relationships and re-energize teams, wherever they may be in the world.

Not just during May Mental Health Awareness Month but everyday, mental health and workplace well-being demands awareness, sources say.

Its important," Smith added, that employers do not view mental health as a check-the-box exercise when approaching solutions. Addressing mental health in the workplace should take a multi-faceted and integrated approach.

Correction: An earlier version of this story included an incorrect timeline for Singerman's personal loss.

The rest is here:

Punching out: The dire state of worker mental health - HR Dive

AEW star Paul Wight recently spoke with Submission Radio Australia and discussed WWEs ongoing situation with Sasha Banks and Naomi after they recently walked out of RAW, leaving the WWE Womens Tag Team Titles. You can find links to our various reports on Banks and Naomi at the end of this article.

Wight talks about how business is business, and despite passion for the business, sometimes it comes down to making business decisions. He also recognized how talents often believe in something to where they feel like they have to take a stand.

For me to speculate on all of that would just be absurd, because I dont know, Wight said. I havent talked to Naomi, I havent talked to Mercedes, or Sasha, either. So, I think every talent fans forget, you know, theres keywords used every time, theres opportunity and all these different things, but this is still a business. And as much as we love and everyone has passion for this business, it comes down to a lot of times making business decisions. And sometimes a talent believes strongly in something they have to take that stand.

Wight continued and talked about his own career and the attitude he had, a golden rule for the industry, and more.

Ive never been put in a position where I felt like I had to make that choice, he said. My attitude was always very different in wrestling. I always [felt like] I signed a contract, they pay me to do this. Whatever they want me to do. Whether its getting knocked out by a mechanical bull, wear a mawashi and have my ass hang out at WrestleMania and have a sumo match. That was never a thing for me where I was so worried about my character. And Ive caught grief for that over the years too, [that] Ive sold too much for these people, Ive done too much for other people. Everybodys got an opinion. I always approached this business and never forgot the golden rule, that its entertainment, its not real, doesnt matter. Whatever you do last week, most people wont remember in three or four weeks. And if they do remember it, then thats a good thing, because youve made an impact on a fan. But everyone looks at this business differently. They all have their own business choices and opinions.

Wight added that he hopes things work out for Banks and Naomi.

I just hope obviously that Sasha and Naomi find a way to work things out, because theyre two incredible talents that fans really enjoy seeing, Wight said. And the only sad thing out of the whole scenario would be them not being able to entertain the fans that I know that they both are very passionate about and love doing. But again, all you can do is sit back and wait and see what happens.

For those who missed it, you can click here for Wights new comments on his AEW status and future.

Stay tuned to WrestlingHeadlines.com for more.

MORE COVERAGE OF THE SASHA BANKS NAOMI SITUATION:

Backstage Update on Plans for the WWE Womens Tag Team Titles

Pat McAfee Addresses His Reaction To Michael Cole Announcing Sasha Banks & Naomis Suspension

Snoop Dogg Posts New Photo with Sasha Banks, More on Where Banks Was on Friday

New Report Says Sasha Banks and Naomi Situation Is Expected To Get Worse

Naomi Removes Mentions Of Being A WWE Star From Social Media Accounts

WWE Removes Their Official Sasha Banks & Naomi Facebook Pages

Sasha Banks Video from Concert, WWE Pulls Banks and Naomi Merchandise, More

Michael Cole Announces Suspension for Sasha Banks and Naomi In Awkward SmackDown Segment, New Champions To Be Crowned

Backstage News on Naomis WWE Contract Status

Arianne Andrew Believes Naomi Was Manipulated Into Walking Out On WWE

Interesting Backstage Talk on How People In WWE Are Reacting to Sasha Banks and Naomi

Bully Ray Wonders If Sasha and Naomi Walkout Was A Work So Naomi Could Join The Bloodline

Lots of Backstage WWE RAW Notes on Sasha Banks and Naomi, Banks vs. Ronda Rousey?, More

Person Close to Naomi Reveals Details on What Led to Sasha Banks and Naomi Incident at WWE RAW?

Which Two Stars Were Referenced In WWEs Statement on Sasha Banks and Naomi?, New Details on Why Banks and Naomi Were Unhappy, More

WWE Issues Statement on Sasha Banks and Naomi, Claim They Handed Over Their Titles

Sasha Banks and Naomi Reportedly Walk Out of Tonights RAW

Follow Marc on Twitter at @this_is_marc. Send any news, tips or corrections to us by clicking here.

Read this article:

Paul Wight on Sasha Banks and Naomi Walking Out on WWE - Wrestling Headlines

By Marian Moskowitz, Chester County Commissioners Chair

Marian Moskowitz

All of us are again dealing with our emotions over the latest senseless massacre, this one in Texas where 19 innocent children and two teachers were murdered. If you are like me, your feelings range from sadness and heartache to anger.

As invariably happens after every mass shooting, the debate again begins over gun laws and regulation. And yes, I would certainly like to see our legislators at the state and federal levels try to work together to develop areas of agreement. But my larger concern goes beyond legislation.

I keep asking myself why there is so much hate and anger in this country. I unfortunately come to the conclusion that politics has a great deal to do with stoking that hatred. Our children are watching the adults scream, yell, and curse at one another over anything and everything. Are we teaching the next generation that it is OK to hate one another? And if we are teaching this, could we be headed to a future where mass shootings become even more common?

When I grew up in Philadelphia, my parents were committee people. They hosted the voting polls in our garage. All the neighbors would come down, vote, and then hang around, have some food and drink, and argue about politics. The conversation could get loud, but it was respectful. The political parties did not hate one another. In fact, they liked each other. They were neighbors, friends, and acquaintances with different views.

As a public official and parent of five children (and grandparent of five), I feel powerless and frustrated that responsible adults cannot even agree on something as small as background searches or restrictions on sales of AR-15 rifles. And while elected officials continue to fight for changes, we also must address civil discourse in this country. This hatred and disrespect are an epidemic that we are all responsible for.

We can stem it through nonviolence, the personal practice of not causing harm to others under any condition, winning over peoples hearts and minds while letting people with opposing views maintain their dignity.

Chester County can serve as a model in this regard. Citizens with strong beliefs on various issues give public testimony each month before the Board of Commissioners. These citizens hold deeply felt views, but by and large they present their perspectives in a respectful way.

This is not a simple matter. As much as I wish we could, we cannot flip a switch and all start practicing the Golden Rule and magically stop the carnage. But we can do more to change the tone of the conversation.

Unfortunately, the tenor of the current discourse is teaching our young people how to hate instead of how to get along. Combine the hate with the fact that our nation has 400 million guns, and no one should be surprised when tragedies like the one in Uvalde, Texas or Sandy Hook, or a Buffalo grocery store occur.

The author and clergyman Norman Vincent Peale promoted the power of positive thinking in his lifetime saying, When you change your thoughts, remember to also change your world.

We need to learn or relearn how to forgive one another and live together. Anything less simply wont do.

The guns are not going away. That makes it an imperative that public officials and the people we influence set a better example of respecting our opponents.

Marian Moskowitz is Chester County Commissioners Chair

Excerpt from:

Op/Ed: Change the tone to dignity and respect for our children's sake | The Unionville Times - The Unionville Times

Trophy day was magic wasnt it? To see the manager so happy after all the stick he had taken from the media over the course of the season was just brilliant.

It was a proverbial eff you to those that had lambasted him in the press after just seven games into the job.

And you know what?

It says a lot about those journalist that claimed he was under serious pressure and could be sacked in October that they havent had the balls or courage to come out and say I was wrong.

The players? Well every single one of them should take a bow.

And most of them did on Saturday. Except one notable exception.

Christopher Jullien seemed a forlorn figure on the lap of honour and when Celtic podcaster Ryan McGinlay tweeted out footage of the big defender:

Hes definitely away, isnt he? https://t.co/LxOb0fDRyL

McGinlay (@TheRyanMcGinlay) May 16, 2022

It sparked a debate amongst the Celtic fans:

He wants to stay but he needs game time.

Gareth Turner (@GarethTurner1) May 16, 2022

I think hell be away I dont see him being near the team next season either unfortunately hes too slow tracking back and just wouldnt suit Anges style of play maybe a different story if he didnt get the injury.

John (@John1888P) May 16, 2022

Broke the golden rule and went very public with his whines and moans. No way back I feel.

Grandude (@BrianMc81) May 16, 2022

Dont think Ange liked his demand for game timekept him out the squad altogether

Rebel86 (@Bludwulf1888) May 16, 2022

Id say so and judging by his pre match comments about asking to play the full 90 and not even being selected for the bench was a clear message from Ange. . Watched a B game when he played, definitely did not stand out. We move on #CelticFamily

Craig Wilkinson (@coach_wilki) May 16, 2022

Hell be away because our manager obviously doesnt rate the player post injury. Thats football. His wages will free up money for another defender. Clubs dont pay high salaries to players who arent in the squad much. Simple. Best of luck to him, Ange knows best.

kia (@idiotexposer1) May 17, 2022

No loss injuries a big worry for the big man,just give him a free

TBB Brimmer (@BrimmerTbb) May 17, 2022

Julliens comments last week certainly never helped his cause.

I said, in fact, I asked at the time what he thought he was playing at?

It seems whatever his thought process was, if it was to encourage the manager to give him more playing time, it doesnt seem to have worked.

Up Next: It may not be only players Ange will need in the transfer window

Could be an option Pundits stunning EPL move prediction for Celtic star

Read the rest here:

He wants to stay, Broke the golden rule, Dont think Ange liked his demand Celtic fans react to trophy day footage of star - Vital Celtic

If you could travel back in time to Philadelphia in the summer of 1787 to visit the legendary meeting hall where the delegates to the Constitutional Convention were doing their work, youd find something rather strange.

The street in front of Independence Hall was covered with a giant mound of dirt.

The framers of the U.S. Constitution had ordered the construction of this earthen sound barrier because they were concerned that the noises of horse-drawn carriages, street vendors, and conversations outside would disturb the intense concentration that would be necessary for completing their task. The delegates werent going for total monastic silence. The historical records show that there was plenty of vocal debate and disagreement. But there was an underlying recognition that the group needed a quiet container for doing their extremely challenging work. That was the point of the big dirt mound.

Fast forward about 240 years, and youll find that lawmakers in the United States have a rather different attitude toward noise. One of us, Justin, worked for several years as a legislative director in the U.S. House of Representatives, and he consistently found that it was too noisy to think. With cable news blasting, Twitter notifications dinging, high-decibel alarms signaling votes, to say nothing of the informational noise that pervades Capitol Hill: endless time-sensitive emails and the constant pressures of networking, politicking, and media management.

The example of this radical shift over 240 years illustrates a simple fact: An organizational culture can be noisy, or it can be quiet.

Theres empirical evidence that life is noisier than ever before there are louder and more ubiquitous TVs, speakers, and electronic device notifications in public spaces and open-plan offices. Across Europe, an estimated 450 million people, roughly 65% of the population, live with noise levels that the World Health Organization deems hazardous to health. All this has serious implications for our mental health, our physical health, and our ability to generate creative work.

The meaning of noise can sometimes be subjective. One persons symphony is another persons annoyance. We define noise as all the unwanted sound and mental stimulation that interferes with our capacity to make sense of the world and our ability to act upon our intentions. In this sense, noise is more than a nuisance. Its a primary barrier to being able to identify and implement solutions to the challenges we face as individuals, organizations, and even whole societies.

So, how do we transform norms of noisiness? On our teams and in our broader organizations, how can we build cultures that honor the importance of silence?

If we want organizational cultures that honor quiet, there are a few general principles we need to apply to make the transformation. The first is that we have to deliberately talk about it; we need to have clear conversations about our expectations around constant connectivity, when its permissible to be offline, and when its acceptable to reserve spaces of uninterrupted attention. These conversations can get into deeper cultural questions like whether its possible to be comfortable in silence together rather than always trying to fill the space, or whether its OK to be multitasking when another person is sharing something with you.

Weve found that, across different settings and situations, answering the following three questions can help teams begin to honor quiet time.

Starting a conversation about shared quiet doesnt just mean seizing the opportunity to point fingers at other peoples noisy habits. The best starting point for a conversation on group norms is a check-in with yourself. How are you contributing to the auditory and informational noise facing the greater collective?

Maybe you unwittingly leave ringers and notifications on full blast. Maybe you think out loud or habitually interrupt others. Perhaps you impulsively post on social media or send excessive texts or emails that require responses. Maybe you play music or podcasts in common spaces without checking in with others or jump on important work calls while your daughter is sitting next to you doing her homework.

Take some time to question whether any given habit thats generating noise is necessary or if its really just an unexamined impulse a default that needs to be reset. If your self-observation doesnt yield clear insights, ask a truth-teller in your life for observations about how you could do better.

Susan Griffin-Black, the co-CEO of EO Products, a natural personal care product company, tells us that she made a vow years ago to, never be on my phone or computer when someone is talking to me, no multitasking when Im with someone else. She upholds her golden rule, despite having hundreds of employees, a family, and a lot of social commitments.

Like Susan Griffin-Blacks commitment to not multitask in the presence of others, you can set a golden rule for mitigating noise or bringing in more deliberate quiet. Model what you want to see more of in the world. Stop to consider what you value most when it comes to mitigating noise and finding quiet. What personal golden rule reflects that? Or, alternatively, consider what noisy habits bother you most. What golden rule would address those?

In the 1990s, as an executive with Citysearch (now a division of Ticketmaster), Michael Barton noticed a problem. Workers, particularly programmers and developers, were struggling with noise and frequent interruptions in the open plan office. A young analyst at the company offered him an idea: Give each team member a red sash a three-foot-long/three-inch-wide strip of bright red fabric to wear as a do not disturb sign. There would be no stigma involved with wearing it if everyone knew they could simply open their drawer, take out their red sash, put it over their neck, and be considered out of the office. Barton took the idea up the chain, and the company decided to try it.

The red sash was not a panacea. It didnt eliminate many of the problems of noise and interruption. But it was a start. It led to several other experiments, including quiet phone-booth-sized mini-workstations and a hermetic tech cave for coding work. More importantly, however, the red sash intervention raised the issue of noise and distraction and opened an important dialogue.

Where its appropriate, and when its within your influence, consider how you can be a champion for quiet not just in the whole organization, but specifically for the people who lack the power or autonomy to structure their own circumstances. Maybe youre in a position in your company where you can call out the plight of an engineer or copywriter who obviously needs a sanctuary from the workplace din. In the personal sphere, maybe you suspect your introverted nephew could use an occasional break from boisterous family events, and you can gently raise the issue with your sibling.

While you cant set the overall group norms and culture unilaterally on the basis of what you think is right, you can be on the lookout for new ideas to propose or new possibilities for managing the soundscape or enhancing the ambiance, especially ones that serve the interests of those who lack influence.

The participants in the 1787 Constitutional Convention had norms that honored quiet deliberation. Facilitating pristine attention was a shared goal. That big mound of dirt reminded them and the public that the point of their gathering was to get beyond distraction in order to do important work. While a mound of dirt would not solve todays problems (the noise is so often inside our offices and homes), there are ways, as weve seen above, to shift organizational cultures with respect to noise and quiet.

At Citysearch, it was the red sash. For Susan Griffin-Black, its adhering to a golden rule. But there are many more ways to help create cultures of quiet. At some organizations, its no email Fridays or no meeting Wednesdays. At others, its eliminating the expectation of being available and on electronic devices during weekends or after 5 pm. For some workplaces, a redesign of the floor plan might help specific kinds of workers get the focus that they need. One solution might be authorizing uninterrupted blocks of time during the workday. Another might be giving up on the open floor plan and moving the whole office to a new building. For others still, its eliminating email as the primary means of communication and turning instead to a twice-daily team update meetings or an electronic system that preserves quiet headspace.

Across our society today, norms of noisiness run deep. Demands like constant connectivity and maintaining a competitive advantage still prevail in most office cultures. Few organizations prize or prioritize pristine human attention. But there are simple strategies we can employ in order to find our own personal sanctuaries and to shift broader cultures. By reclaiming silence in the workplace, we can create the conditions for reducing burnout and enhancing creative problem solving.

Even in an increasingly noisy world, we can be quiet together.

The rest is here:

How to Build a Culture That Honors Quiet Time - HBR.org Daily

Events in partnership with Dr. Opal Lee the "Grandmother of Juneteenth" and Hope & Wonder Juneteenth Capsule Collection Will Benefit Unity Unlimited

LEWISVILLE, Texas, May 23, 2022--(BUSINESS WIRE)--JCPenney today unveils a multipoint celebration of Juneteenth honoring Dr. Opal Lee - the "Grandmother of Juneteenth" - and affirming the company's commitment to diversity, equity and inclusivitya tradition that hails back to the companys earliest days. Founded on the principle of The Golden Rule, JCPenney continues its emphasis on serving communities and diverse, working American families. For Juneteenth, JCPenney will put that mission into action with a mix of events, products and philanthropic commitments to honor the holiday and benefit the work of Dr. Opal Lee in Fort Worth and across the country.

"We are so honored to celebrate Juneteenth with special events and a new Hope & Wonder collection that allows us to give back and help Opal Lee spread her message of freedom and unity," says Val Harris, senior vice president, design, brand management and trend at JCPenney. "These efforts are the result of creative collaboration across many parts of the organization and JCPenney is so pleased to come together to honor this moment."

JCPenney has announced several initiatives to mark this years Juneteenth. Events to commemorate Juneteenth kicked off on May 17 with a virtual event featuring Opal Lee herself called, "Walking for Freedom: A Juneteenth Discussion with Dr. Opal Lee." The conversation reflected on the significance of Juneteenth and its designation as a federal holiday, Dr. Lees ongoing advocacy and community work, and the freedom journey that continues to this day. The broadcast streamed live on Facebook and YouTube and a replay can be viewed here.

On Saturday, June 18, a day before Juneteenth itself (Sunday, June 19), JCPenney will join Dr. Lee in Fort Worth, TX for Opals Walk for Freedom, building on a tradition she began in 2016 with 2.5-mile walks representing the 2.5 years it took Emancipation Proclamation enforcement to reach Texas. Now a nationwide event, Opals Walk for Freedom will be organized by community organizations in select cities across the country. JCPenney will also sponsor a "virtual" Opals Walk with JCPenney associates in other locations who want to join in with a self-directed 2.5-mile walk of their own.

Story continues

"JCPenneys Juneteenth Hope & Wonder Collection and national sponsorship of Opals Walk for Freedom speaks volumes about their commitment to diversity and inclusion," said Dione Sims, Executive Director of Unity Unlimited, Inc. the producers of the Walk and granddaughter of Dr. Lee. "Their generous donation will go a long way in supporting our mission to educate the country about the significance of Juneteenth as a national holiday that can bring people together and start the healing of America."

JCPenney will also mark the holiday with the launch of a new Juneteenth collection from Hope & Wonder, a private label brand of collections designed to engage the community in a positive way and bring key cultural and seasonal moments to life. Hope & Wonder is a multifaceted private brand that leverages the Companys national platform to raise awareness, celebrate diversity and uplift our communities. This brand empowers our associates to design and create a product that best represents the moment, play a key role in selecting our nonprofit partners and even participate as models in marketing material. JCPenney donates 100% of net profits from the four cultural moment collections to nonprofit partners; the Juneteenth collection supports Opal's Walk for Freedom, presented by Unity Unlimited.

Introduced in January 2022, Hope & Wonder, a private brand exclusively at JCPenney, is the latest JCPenney initiative designed to make a positive impact on families and communities. In recent months, the Company has announced purpose-driven offerings and programs including the fully inclusive JCPenney Beauty, a shop-in-shop experience featuring products by Black and Brown founders with Thirteen Lune, the Young, Gifted and Black Design Challenge for HBCU students, a long-term charitable partnership with Muhammad Ali Enterprises and Thereabouts, an inclusive brand for kids that celebrates diversity of shapes, sizes, styles, and abilities. JCPenney will continue to be inspired by the uniqueness of its customers to create experiences and products that make a difference.

About JCPenney

JCPenney is the shopping destination for diverse, working American families. With inclusivity at its core, the Companys product assortment meets customers everyday needs and helps them commemorate every special occasion with style, quality and value. JCPenney offers a broad portfolio of fashion, apparel, home, beauty and jewelry from national and private brands and provides personal services including salon, portrait and optical. The Company and its 50,000 associates worldwide serve customers where, when and how they want to shop from jcp.com to more than 650 stores in the U.S. and Puerto Rico.

In 2022, JCPenney celebrates 120 years as an iconic American brand by continuing its legacy of connecting with customers through shopping and community engagement. Please visit JCPenneys Newsroom to learn more and follow JCPenney on Facebook, Instagram, Twitter and LinkedIn.

About Unity Unlimited

Founded in 2000, Unity Unlimited, Inc. is a non-profit organization that embodies the values and life service of Opal Lee throughout her seven decades as an educator, volunteer, civic leader, civil rights organizer, and national advocate for the Juneteenth National Holiday movement. The organizations main mission is providing educational activities and resources to foster unity and harmony within the community, the city, the state, the nation, and the world regardless of race, culture or denomination. Today, Unity Unlimited operates at the intersection of grass-roots social services, running programs in the Dallas-Fort Worth area such as the Ft. Worth Juneteenth celebration, Opals Farm, Your Voice Unleashed musical programming, Secret Santa, and Opals Walk for Freedom (national).

View source version on businesswire.com: https://www.businesswire.com/news/home/20220523005384/en/

Contacts

Nina Quatrino - Corporate Communications, JCPenneyjcpnews@jcp.com

See the rest here:

JCPenney Builds on Long-standing Tradition of Diversity and Inclusion with Juneteenth Celebrations - Yahoo Finance

Dr. Williams Holmes

On the morning of May 17, 2022, Dr. Williams C. "W.C." Holmes Jr. of Fort Smith, AR passed away at 92 years old. Williams was born to Dr. Williams C. Sr. and Mary Philomene Holmes in 1929 in Mobile, AL. He grew up in Foley, AL and later attended St. Stanislaus Catholic Boarding School for Boys in Bay St. Louis, MS. During his time in Bay St Louis, he met the love of his life, Rose Mary Dick. They were married in 1950 at Our Lady of the Gulf Catholic Church in Bay St. Louis. Williams studied medicine at the University of Alabama-Birmingham where he was a member of the DKE fraternity and attended the undergraduate program at University of Alabama-Tuscaloosa. He performed his surgical internship under Alton Ochsner, Sr., M.D. in New Orleans, LA. Williams served two years in the United States Air Force at Sheppard ABF in Wichita Falls, TX performing surgery for the duration of his service. Williams and Rose Mary moved their family to Fort Smith in 1964 where he joined the Cooper Clinic medical group. He was a general surgeon with Cooper Clinic and retired from St. Edwards Mercy Medical Center in 1996.

During his time living in Fort Smith Williams was a supporter of education and the arts, and at one time was president of the Fort Smith Symphony Orchestra. In his retirement Williams enjoyed sailing the Atlantic Ocean solo, with friends and family and performing as a charter captain. He enjoyed scuba diving and underwater photography. He was an avid listener of classical music and a fan of college football. He was a devout Catholic and attended mass at Immaculate Conception in Fort Smith, AR where he also served as a eucharistic minister. Williams was a volunteer at the Golden Rule Clothes Closet and a supporter of higher education through the scholarship program at Girls, Inc. He enjoyed swimming and exercise classes at Mercy Fitness Center as well as socializing and playing bingo with his fellow residents and staff at Brookdale Senior Living.

Williams is preceded in death by both parents, Williams and Philomene, his wife Rose Mary, and daughter Amy Schluterman. He is survived by two brothers, James S. Holmes of Slidell, LA and Broox G. Holmes of Mobile, AL; three children, Sibley Holmes-Pennington of Fort Smith, Mark Holmes of Abita Springs, LA, David Holmes of Fort Smith; 6 grandchildren, Desiree Williamson (Anthony), Heather Tarrant (Andy), Clayton Holmes (Victoria), Zachary Schluterman, Dustin Pennington (Renee), Leila Chavez (James); 4 great-grandchildren; Hadlie Schluterman, Kailyn Tarrant, Felix Williamson, Grace Lipham; and many nieces and nephews.

Visitation for friends and family will be held on Wednesday, May 25 from 5:30-6:30pm at Edward Funeral Home, 201 N 12th St, Fort Smith, AR, followed by the Rosary at 6:30pm. A funeral mass will be held Thursday, May 26 at 11:00am at Immaculate Conception Catholic Church, 22 N. 13th St., Fort Smith, AR followed by a funeral procession and interment at Calvary Cemetery. Reception to follow at Immaculate Conception.

Memorial contributions in Dr. W.C. Holmes Jr.'s memory can be made to Immaculate Conception church for mass said in his memory or Girls Inc. of Fort Smith.

To view the online guestbook, please go to http://www.edwardsfuneralhome.com

Posted online on May 23, 2022

Published in Southwest Times Record

Go here to see the original:

Dr. Williams Holmes Obituary - Times Record - SWTImes

This story is part of CNBC Make It's One-Minute Money Hacks series, which provides easy, straightforward tips and tricks to help you understand your finances and take control of your money.

As summer approaches, you might start looking toward your next vacation, and in some cases, setting your sights on a faraway destination. Roughly 50% of millennials and Gen Z are planning to travel internationally in 2022, according to Expedia's 2022 Travel Value Index outlook.

But whether you are taking a quick weekend trip or jet-setting across the world, the recent rise in inflation might put a damper on your plans.

If you want to maximize your trip budget, the golden rule of travel is typically to plan your trip well ahead of time.

With flights, typically the earlier you book, the more money you'll save. But with hotels or Airbnbs, it can be unclear how far in advance you should reserve a room to get the best deal.

One tip: If you're flexible, willing to wait or simply easy-going with travel planning, you could save on lodging by booking at the last minute. That's right, it can be cheaper to book your next home-away-from-home only days before you leave.

The ideal amount of time to book a hotel room is only 15 days before your trip, according to a 2021 NerdWallet study.

Looking at more than 2,500 hotel room rates between 2019 and 2021, NerdWallet found rates were about 13% cheaper when booked 15 days before compared to four months before.

On average, travelers saved about $30 per night by booking last-minute, which can really add up.

The savings were even higher for luxury hotels: About 22% cheaper when booked 15 days out.

However, if you're traveling to a popular destination or during a busy travel season, you risk not snagging your first-choice hotel. You may get stuck at a hotel further away from your destination the beach, Disney World or a sporting event may be a little harder to get to if you wait too long to book.

But with skyrocketing travel prices, booking your hotel at the right time could mean the difference in how much cash you have in your pocket for the rest of the trip.

Sign up now: Get smarter about your money and career with our weekly newsletter

Don't miss:

More here:

Here's exactly when to book a hotel to get the best deal - CNBC

Phil Jackson and his theory might have the Golden State Warriors as clear as the NBA champions of 2022.

Theres hardly any coach in the NBA who comes close to Phil Jacksons success, excluding Red Auerbach, who had something else in that 10x Champion Boston Celtics team.

Greg Popovic is the closest thing when you consider the fact that Phil only got success when he coached a team full of the best players in the league in multiple positions. Thats it, thats the list.

Also read: Yeah, I remember facing Steve, he had Michael Jordan: Jason Kidds hilarious response on facing the Warriors coach during their playing days

And when coaches of that stature use some tactics on a regularity that is comprehensible by the rest, it becomes something like a mathematical theorem.

Their tactics and theories used by them regularly in games get iced in basketball fanatics minds forever, as they get into the Basketball Hall of Fame. One such, Jacksons theory about a certain number of wins to start a season has given the NBA 36 of its last 40 Champions.

Thanks to a Redditor that got our attention to it the Golden State Warriors are the only team that could win the championship this season by Jacksons theory, which states that:-

If your team reaches 40 wins before it loses 20, they are contenders.

For the last 40 years, every championship-winning team has hit this mark except 4.

1995 Rockets

2004 Pistons

2006 Heat

The Redditor forgot to mention last years champion the Milwaukee Bucks who lost 24 games before they could win 40.

Of the teams left in the playoffs, Golden State is the only team left to have hit that mark. As of February 1st, when Miami lost its 20th game, the team records were as follows.

Miami Heat (32-20)

Boston Celtics (27-25)

Golden State Warriors (39-13)

Dallas Mavericks (29-22)

Lets see if it really turns out to be true. But we must again remind you that last year Milwaukee Bucks won the championship. Meanwhile, there were three teams in the West who started by Phils rule and couldnt win it all.

Also read: Love to go on the road, hit a bucket, and silence the crowd: Luka Doncic talks about facing Warriors X Factor, the Chase Center crowd

See the rest here:

"Only team left that can win it all by Phil Jackson 's rule - Golden State Warriors": NBA Reddit comes up with... - The Sportsrush