#custom leadership development programs

[managedlearning]

Understanding the Essence of Leadership Training Courses: A Deep Dive into Infoprolearning

Introduction:

In the dynamic and competitive landscape of the modern professional world, effective leadership is crucial for organizational success. Leaders play a pivotal role in guiding teams, fostering innovation, and achieving business goals. To hone these essential leadership skills, many individuals and companies turn to leadership training courses. In this exploration, we will delve into the concept of leadership training courses, with a special focus on the offerings provided by Infoprolearning.

Defining Leadership Training Courses:

Leadership training courses are structured programs designed to enhance the skills and qualities necessary for effective leadership. These programs cover a spectrum of topics, ranging from communication and decision-making to strategic thinking and team building. The objective is to empower individuals with the knowledge and tools needed to lead with confidence in a variety of professional settings.

Importance of Leadership Training:

Effective leadership is not an inherent trait but a skill that can be developed and refined. Leadership training courses play a pivotal role in nurturing these skills by providing participants with a comprehensive understanding of leadership principles. Through interactive sessions, real-world case studies, and practical exercises, participants can apply theoretical concepts to actual workplace scenarios, fostering a deeper understanding of effective leadership.

Key Components of Leadership Training Courses:

a. Communication Skills: Effective communication lies at the heart of successful leadership. Leadership training courses often emphasize verbal and non-verbal communication skills, teaching leaders how to articulate their vision, provide constructive feedback, and actively listen to their team members.

b. Decision-Making: Leaders are frequently faced with complex decisions. These courses guide participants through decision-making models, helping them develop the ability to make informed and timely choices that align with organizational objectives.

c. Strategic Thinking: Strategic thinking is essential for navigating the ever-evolving business landscape. Leadership training courses equip individuals with the tools to think critically, anticipate challenges, and formulate strategies to address them proactively.

d. Team Building: A leader is only as effective as their team. Leadership training courses focus on team dynamics, collaboration, and conflict resolution, fostering an environment of trust and cooperation among team members.

e. Adaptability: In today's fast-paced business environment, adaptability is a key leadership trait. Courses often include modules on change management and resilience, preparing leaders to navigate uncertainties and lead their teams through transitions.

Infoprolearning: A Leader in Leadership Training Courses:

Infoprolearning is a prominent player in the realm of corporate training, including leadership development. Their leadership training courses are designed to address the specific needs of organizations, providing tailored solutions that align with their objectives and challenges.

a. Customized Programs: Infoprolearning stands out for its ability to tailor leadership training programs to meet the unique requirements of different industries and businesses. Whether it's a multinational corporation or a small enterprise, Infoprolearning adapts its content to ensure relevance and effectiveness.

b. Technology-Driven Approach: Leveraging the power of technology, Infoprolearning integrates cutting-edge tools and platforms into their training modules. This ensures a dynamic and engaging learning experience, keeping participants actively involved in the learning process.

c. Expert Instructors: The success of any training program hinges on the quality of its instructors. Infoprolearning boasts a team of seasoned professionals and subject matter experts who bring real-world experience and insights to the training sessions.

d. Continuous Learning Culture: Infoprolearning understands that leadership development is an ongoing process. Their courses are designed to instill a culture of continuous learning, empowering leaders to stay ahead of industry trends and adapt to new challenges.

Measuring the Impact:

One of the challenges in leadership training is measuring its impact on individuals and organizations. Infoprolearning addresses this by incorporating robust assessment tools and performance metrics into their programs. By tracking key performance indicators, participants and organizations can gauge the tangible benefits of the leadership training initiatives.

Conclusion:

In conclusion, leadership training courses are instrumental in shaping the leaders of tomorrow. They provide a structured pathway for individuals to acquire and enhance the skills necessary for effective leadership. Infoprolearning, with its commitment to customized, technology-driven, and expert-led programs, stands as a beacon in the realm of leadership training. As businesses continue to evolve, the role of leadership training courses, and trusted providers like Infoprolearning, will only become more critical in shaping resilient and visionary leaders.

#leadership development consulting #leadership training companies #custom leadership development programs #leadership course

[infoprolearning1]

If you are an aspiring leader, consider leadership development consulting to plan your transition into leadership roles and career growth. One of the recommendations of leadership development consultants is to have a leadership development plan.

#Custom Leadership Development Programs

[ecdlbd]

Achieving Success Through Supply Chain Management Training in Bangladesh

Bangladesh is a country of immense potential, but it has struggled to leverage that potential due to inadequate supply chain management training. As the world globalizes, supply chain management has become increasingly important for businesses in both developed and developing countries. For Bangladesh, this opens up opportunities to create jobs, increase exports and nurture economic growth. 

But what does it take for Bangladesh to become a leader in the field of supply chain management? In this blog post, we will explore how training and education can help drive forward success in this area and help grow the economy of Bangladesh.

What is Supply Chain Management?

Supply chain management (SCM) is the process of planning, implementing, and controlling the operations of a company's supply chain. The main goal of SCM is to ensure that the company's products are delivered to customers in a timely and efficient manner.

SCM training can help Bangladesh-based companies improve their supply chains and achieve success. Through SCM training, companies can learn how to better plan and control their supply chains, which can lead to improved customer satisfaction and increased profits.

The Importance of Supply Chain Management Training

The Bangladesh Garment Manufacturers and Exporters Association (BGMEA) is committed to ensuring that its members are able to access the best possible supply chain management training. In order to achieve this, the BGMEA has partnered with a number of leading international organizations to offer a range of courses which cover all aspects of supply chain management.

The BGMEA recognizes that an efficient and effective supply chain is essential to the success of the garment industry in Bangladesh. In order to keep up with the ever-changing requirements of the global market, it is essential that Bangladeshi manufacturers have access to the latest information and techniques. The courses offered by the BGMEA will ensure that members are able to stay ahead of the competition and continue to meet the demands of buyers.

The courses on offer include:

- An Introduction to Supply Chain Management

- Principles of Supply Chain Management

- Fundamentals of Purchasing and Procurement

- Supply Chain Management for Apparel Brands and Retailers

- Sourcing Strategies for Apparel Manufacturers

- Lean Manufacturing for Apparel factories

- Quality Control and Assurance in Apparel Production

Each course is designed to provide participants with the knowledge and skills they need to improve their operations and contribute to the success of their company. The courses are delivered by experienced instructors who are experts in their field, and who use a variety of teaching methods including lectures, case studies, group work, and individual tutorials.

The Current State of Supply Chain Management in Bangladesh

The current state of supply chain management in Bangladesh can be best described as fledgling. Despite the fact that the country has been making strides in recent years to improve its logistics infrastructure, the overall level of development is still relatively low. This is particularly true when compared to other countries in the region such as India and China.

However, it is important to note that there are some bright spots. In particular, the Bangladeshi government has been investing heavily in training programs for supply chain management. These programs are designed to help improve the skills of those working in the logistics industry and to raise awareness about best practices.

There is still a long way to go before Bangladesh can claim to have a world-class supply chain management system. However, with continued investment and commitment from both the public and private sectors, it is certainly possible that the country will be able to make significant progress in this area in the years to come.

The Benefits of Supply Chain Management Training in Bangladesh

The benefits of supply chain management training in Bangladesh are numerous. Perhaps most importantly, it helps to improve communication and coordination between different parts of the supply chain, which can lead to improved efficiencies and cost savings. In addition, supply chain management training can help to improve supplier relationships, as well as customer service and satisfaction levels.

In today's business environment, having a well-trained and efficient supply chain management team is critical to success. By investing in quality training for your team, you can ensure that your company is able to keep up with the competition and maintain a high level of customer satisfaction.

The Different Types of Supply Chain Management Training in Bangladesh

Supply chain management (SCM) is becoming increasingly important in today's globalized world, particularly for firms in the developing world. Bangladesh is no exception; training in SCM is necessary to keep up with the challenges of an ever-changing business landscape. This article will discuss the different types of SCM training available in Bangladesh, and how each of these courses can help organizations improve their performance.

1. Traditional supply chain management training: This type of training covers the basic concepts and methods of supply chain management. It is typically delivered in a classroom setting, and may include lectures, case studies, and group discussions.

2. Online supply chain management training: This type of training is delivered online, and can be self-paced or synchronous (taught in real-time with a live instructor). It may include videos, readings, quizzes, and simulations.

3. Supply chain management certification programs: These programs provide comprehensive training in supply chain management principles and practices. They often include an exam at the end, and successful completion can lead to professional certification.

4. On-the-job training: Many organizations offer on-the-job training programs for their employees. This type of training can be tailored to the specific needs of the organization, and allows employees to learn while they are working.

The Challenges of Implementing Supply Chain Management Training in Bangladesh

In Bangladesh, the challenges of implementing supply chain management training are many and varied. The first challenge is the lack of awareness of the importance of supply chain management among the general population. This is compounded by the fact that there is no formal education or training available in Bangladesh on this topic. As a result, there are few people who are knowledgeable about supply chain management and its potential benefits.

The second challenge is the lack of infrastructure and resources to support supply chain management training. In Bangladesh, most businesses operate on a small scale and do not have the necessary resources to invest in training their employees on supply chain management. Additionally, there is a lack of qualified trainers who are able to provide quality training on this topic.

The third challenge is the cultural barriers to implementing supply chain management training in Bangladesh. The culture in Bangladesh places a high value on personal relationships and networking. This can make it difficult to implement changes within an organization, such as introducing new processes or technologies related to supply chain management. Additionally, the hierarchical nature of Bangladeshi society can make it difficult to get buy-in from all levels of an organization for new initiatives.

Despite these challenges, there are also opportunities for successful implementation of supply chain management training in Bangladesh. One opportunity lies in the increasing globalization of business and trade. As more businesses operate internationally, they will need employees who are trained in international standards and practices related to supply chain management. Additionally, the growth of the Bangladesh economy provides opportunities

Tips for Successful Supply Chain Management Training

Having an effective supply chain management training program can be a great resource for any organization. It is essential to ensure that proper training is conducted in order to maximize efficiency and productivity. With the right guidance and resources, companies can build a successful supply chain management program that benefits the entire organization. Below we will discuss some tips for successful supply chain management training that can help you get started on the right track.

1. Define your goals: What do you hope to achieve through supply chain management training? Is it to improve your knowledge of the subject so that you can be more effective in your current role? Or are you looking to advance your career and move into a managerial position? Once you know what your goals are, you can tailor your training accordingly.

2. Do your research: There are many different types of supply chain management training programs out there. Before enrolling in one, do some research to make sure it's a good fit for you. Ask yourself what the program covers, how long it is, and whether it's offered online or in-person.

3. Consider your schedule: Supply chain management training can be intensive, so make sure you have the time to commit to it. If you're working full-time while taking classes, consider an online program that offers more flexibility.

4. Set aside time for study: In addition to attending classes, you'll need to set aside time for independent study. Make sure you're prepared to commit the necessary time to reading textbooks and other course materials, as well as completing assignments.

5. Stay organized: Supply chain management involves a lot of moving parts, so it's important to stay organized throughout your training. Keep track of deadlines and due dates, and create a system for organizing course materials so that you can easily find what you need when you need it.

How to Overcome the Challenges of Supply Chain Management Training in Bangladesh

In order to overcome the challenges of supply chain management training in Bangladesh, it is important to first understand the specific challenges that exist within the country. One of the biggest challenges is the lack of a centralized government body or institution that can provide cohesive and standardized training. This often results in a fragmented approach to training, with different organizations and companies using their own methods, which can make it difficult for employees to receive a consistent education.

Another challenge is the limited resources that are available for training. This includes both financial resources and skilled personnel. As a result, many supply chain management programs in Bangladesh are forced to operate on a shoestring budget, which can impact the quality of instruction and learning materials. In addition, there is often a shortage of qualified trainers, which can make it difficult to find someone with the necessary knowledge and experience to effectively teach employees.

Despite these challenges, there are also several opportunities that exist for those interested in pursuing supply chain management training in Bangladesh. One of the biggest advantages is the country's vast pool of potential workers. With over 160 million people living in Bangladesh, there is a large labor force that can be tapped into for supply chain management positions. In addition, Bangladesh has a rapidly growing economy and its manufacturing sector is expected to expand significantly in the coming years. This provides an opportunity for those with supply chain management training to find employment with companies that are looking to capitalize on this growth.

Overall, while there are some challenges associated with supply chain

Conclusion

In conclusion, supply chain management training in Bangladesh can help businesses achieve success. With proper training and resources, businesses can become more efficient and effective in their operations thus gaining a competitive edge over other companies. It is essential for organizations to invest in the right technology and personnel to ensure that they are well-prepared for the ever-evolving business environment. Ultimately, it is up to each business's leadership team to recognize the importance of having strong supply chain management processes and provide necessary support towards successful supply chain implementations.

#Enroute International Limited #Managed Service #People Outsourcing #Payroll Service #Facility Management #Events Activation #Recruitment Service #Talent Sourcing #Headhunting Solution #HR Consulting #Skills Recruitment #Pre-employment verification #Background Verification #Executive Education #Leadership Executive Coaching #Customized Program #Consultancy Service #Market Development Service #Digital Lab #Character Licensing #Capacity Development #BPO Company #Business Process Outsourcing Company #Business Process Outsourcing Organization #Business Process Outsourcing Bangladesh #E-learning #Open Training #Skills Training #Executive Coaching #Customized Training

[uvconsultants]

UV Consultants focus on providing corporate training. UV Consultants is one of the Best Corporate Trainers in Dubai that offers affordable corporate training. Corporate training is a set of defined activities that focus on making employees skilled and knowledgeable so that they can achieve success in their jobs and business. Creating the leaders of tomorrow in a post-pandemic world requires a new approach to corporate training. For more information visit us- https://www.uvconsultants.com/best-corporate-training-companies

#Customized Training Solutions in Dubai #Personality Development Programs for Children in Dubai #Best Corporate Training Companies in Dubai #NLP Coaching in Dubai #Certified Diploma in NLP #Best Corporate Trainers in Dubai #Emotional Intelligence Training in Dubai #Soft Skills Training for Students in Dubai #Training Consultants in Dubai #Best Soft Skills Trainers in Dubai #Leadership Skills Training Programs in Dubai #Stress Management Trainings in Dubai #Corporate Training Providers in UAE #Behavioral Trainings in Dubai

[rideboomindia]

Can you provide more information about RideBoom's mentorship programs for women drivers?

RideBoom's mentorship programs for women drivers are designed to provide them with the necessary skills, knowledge, and support to succeed in the ride-hailing industry. The programs are structured to address the unique challenges that women drivers face and aim to empower them to achieve their professional and personal goals. Here are some key aspects of RideBoom's mentorship programs for women drivers:

One-on-One Mentoring: RideBoom offers one-on-one mentoring sessions between experienced women drivers and new women drivers. These sessions provide an opportunity for new drivers to ask questions, seek guidance, and receive feedback on their driving skills, customer service, and business acumen.

Regular Workshops: RideBoom organizes regular workshops and training sessions for women drivers, covering various topics such as safe driving practices, customer service, and business management. These workshops provide a platform for women drivers to learn from industry experts, share their experiences, and build their skills and confidence.

Online Resources: RideBoom provides online resources and webinars for women drivers, offering them access to a wealth of information and knowledge. These resources cover various aspects of the ride-hailing industry, including marketing strategies, financial management, and time management.

Mentorship Network: RideBoom has established a mentorship network of experienced women drivers who can provide guidance, support, and encouragement to new women drivers. This network enables women drivers to connect with one another, share their experiences, and build lasting relationships.

Leadership Development: RideBoom's mentorship programs also focus on leadership development, equipping women drivers with the skills and knowledge necessary to take on leadership roles within the company. This includes training on effective communication, problem-solving, and decision-making skills, empowering women to become leaders and mentors themselves.

Collaboration with NGOs: RideBoom collaborates with non-governmental organizations (NGOs) that support women's empowerment and gender equality. These partnerships enable RideBoom to reach a broader pool of women candidates, provide additional resources and support, and promote gender diversity in the ride-hailing industry.

Flexible Learning: RideBoom's mentorship programs are designed to accommodate the busy schedules of women drivers. The programs offer flexible learning options, including online courses, webinars, and in-person training sessions, allowing women drivers to learn at their own pace and according to their schedules.

Continuous Support: RideBoom's mentorship programs are not limited to a specific period. The company provides continuous support to women drivers throughout their journey, ensuring they have access to resources, guidance, and mentorship as they grow and develop their skills.

Feedback and Evaluation: RideBoom regularly seeks feedback from women drivers to evaluate the effectiveness of their mentorship programs. This feedback helps the company identify areas for improvement, tailor their programs to meet the unique needs of women drivers, and ensure the programs' continued relevance and impact.

Inclusive Growth: RideBoom's mentorship programs aim to promote inclusive growth within the ride-hailing industry. The company's initiatives help women drivers overcome barriers to entry, create new opportunities for themselves and other women, and contribute to the industry's growth and success.

By providing these mentorship programs, RideBoom demonstrates its commitment to supporting women drivers and promoting gender diversity in the ride-hailing industry. The company's efforts aim to create a more inclusive and equitable work environment, ensuring that women drivers have equal opportunities to succeed and achieve their professional goals.

#rideboom #rideboom app #delhi rideboom #ola cabs #biketaxi #rideboom taxi app #uber #uber driver #ola #uber taxi

[annieqattheperipheral]

NHLPA launches a new program to help players prepare for life outside of hockey

i.e. dad yelling at u to get a real job bc ur etsy shop aint be bumpin forever

the kids are getting a high school guidance counsellor and co-op term! what colour is ur parachute nursey

no wonder sabres on the rise oko's media hits so beautifully eloquent. they got smartypants mini gm at the helm

i just find this so interesting and wonderful ...and like if a big hockey butt wants to come hit me up for improv classes i'm not complaining🫠 imma make a union actor (nate. realistic) two time emmy winner (sid. dream on u don't have that ass) outta u

full article under cut:

Early in his time in the NHL, Darnell Nurse says he did not notice a lot of players talking about what to do after hockey. Going into his ninth season, the chatter is now normal.

“People are curious as to what there is outside the game and what you can do to prepare yourself,” Nurse said.

Plenty of players have taken it upon themselves to prepare for the future, like Zdeno Chara getting his real estate license and others finishing college degrees or exploring business opportunities. The NHL Players’ Association on Thursday launched a program that gives its members the chance to do a personality analysis and delve into real estate, business or other avenues while still in the league.

The hope is to help them develop interests outside of hockey while playing and ease the transition to life afterward.

“It’s something that’s been missing a little bit,” veteran center Lars Eller told The Associated Press. “It’s kind of well known that one of the struggles for a professional athlete is the transition on to the next thing once he’s done with his professional career. And this platform helps you with that transition, and it’s something you can start even while you’re still playing so you can sort of hit the ground running once you’re done.”

New union boss Marty Walsh made helping former players one of his top priorities. His arrival in March coincided with a process two years in the making, after player feedback indicated the desire for more assistance outside of hockey.

The result is the NHLPA UNLMT program. Retired defenseman-turned-psychologist Jay Harrison is available to do an assessment, and players can get involved with companies ranging from Money Management International to The Second City comedy and improv theater and institutions like the University of Florida and Stanford’s graduate school of business.

Former goaltender Rob Zepp, who’s spearheading the program as the union’s director of strategic initiatives, said an extensive survey provided the building blocks for something that was designed to be 1-on-1 and customized for players to figure out what might interest them.

“What we’ve seen so far it really runs the gamut: anything from enhancing one’s personal brand to starting a podcast to taking these certificate-level courses in real estate, in entrepreneurship, in business, in leadership, communication skills, networking skills,” Zepp said. “We have players that are interested in or are currently pursuing commercial real estate avenues or farming ventures or construction.”

Eller, Nurse and Buffalo captain Kyle Okposo are among the players who have tried UNLMT so far. Okposo has already graduated from Stanford’s business leadership program, while Eller has spoken with Harrison and taken some of the courses offered.

“They’re not waiting until people’s careers are over,” said Nurse, who is still in his prime at 28. “It’s something that you can dip your feet into and grab a hold of while you’re still playing and giving you resources and opportunities to kind of figure out what you want to do.”

Zepp got a degree from the University of Waterloo and an MBA from the University of Liverpool the old-school way — tapes and textbooks sent by mail and tests taken in front of a proctor — while playing mostly in the minors and Europe before before 10 games with Philadelphia in 2014-15. He felt like having something to study made him a better goalie and understood there was plenty of idle time on the road.

Eller, who is a silent partner involved with helping start-up businesses, thinks the same way.

“We, as players, we have — not a lot of freedom once the season is starting — but we do have a lot of free time,” said Eller, who scored the Stanley Cup-winning goal for Washington in 2018 and is a pending free agent at 34. “It’s a huge positive if you have something else that you can take your mind off of hockey and do something productive with that time.”

Walsh got to know several Bruins alumni when he was mayor of Boston and has since talked to other former players and come away with a mandate to protect guys beyond their time on the ice.

“When they played, they gave it their all, and a lot of them didn’t really have anything after that,” Walsh said. “They didn’t make big contracts. They really didn’t have a strong pension system. A lot of them, even going back further than that, lost stuff. We can’t let that happen again.”

#nhlpa #kyle okposo #darnell nurse #lars eller #edmonton oilers #colorado avalanche #buffalo sabres #zdeno chara #boston bruins #marty walsh #annieQ hockey thoughts

[huariqueje]

Citizen insurgency and role of Andean women 2023-02-03 

By Linda Lema Tucker .  sociologist

Women are being protagonists of this great story that is yet to be written: the protests of the citizen insurgency. These days, in Lima, great days of democratic struggle are taking place, in which hundreds of women, from the most infinite corners of Peru, with loud and forceful voices, demand the resignation of Dina Boluarte, the closure of Congress and Constituent Assembly.  

They left behind their children, the harvest, the cattle. They have broken the private sphere and have joined political affairs, to propose solutions to old problems that are still unresolved. They have faith that a new dawn in Peru is about to arrive. In protests they are distinguished by their colorful and bright skirts, their woven llicllas that they carry on their backs and shoulders, and their wonderful Aymara or Quechua language. They are not willing to return to their towns until Dina resigns, because her resignation is to fulfill that promise they made to the sixty murdered Peruvians, who would fight until the end, until this dictatorial regime abdicates. They carry in their memory and are the inspiration of their struggles, the story of brave Quechua and Aymara heroines, who preceded them as inspiration. They also know that this is a new time, in which the collective force has to overcome the old that has to lay the foundations for a rebirth of a new state, in which forgotten sectors of the country participate in power in a constitution of a new republic.

Women, the streets and the new leaderships These days, with great intensity and force, women march through the streets of Lima, launch harangues, sing and dance huaynitos, demanding the resignation of "la Dina", as they usually call her. We have walked blocks and blocks with them, until the police surprised us and repressed us with tear gas. The gas suffocated, when I saw that, in their saddlebags, they carried handkerchiefs and vinegar to avoid burning in the respiratory tract. We continued marching and he heard the loudest proclamation, "Dina, murderer, the people repudiate you." Until arriving at Plaza Dos de Mayo, where a commission of women waits for the compañeras to get sandwiches and drinks. That solidarity surprises me. But it is striking to see new women leaders, Quechua and Aymara, who, with braids, flip flops and a Peruvian flag tied around their necks, continue to harangue with surprising force, offer interviews and express their feelings and opinions about the meaning of the struggle. of their communities and towns. They do not stop demanding Boluarte's resignation, saying: “She ordered our children and brothers to be killed and has not asked for forgiveness. She is a ruthless woman, who is militarizing our towns to continue killing us." This energetic political possession with which women speak is an expression that something important is happening in deep Peru.

They continue to protest in the central streets of Lima, in addition, they have done so in districts called exclusive, San Isidro and Miraflores, where, before, some "gentlemen" believed they belonged to them. Let us remember that, not long ago, Andean women were kicked out of Larcomar in rejection of their ways of dressing and customs of a country that, paradoxically, has a multiethnic and multicultural origin. In addition, for many years, the program La Paisana Jacinta was broadcast on television, which constituted an insult and a racist attack on the dignity of indigenous peasant women.

That is why, the insurgency that is developing now against this regime, is marked by the historical accumulation of so many abuses, discriminations and violence against the majority of the population that has an indigenous origin, therefore, the necessary democratic change must come from the original peoples in order to eliminate so much pain and establish a different destiny for millions of Peruvians.

Fighters tied to history  Throughout these days, we have observed that women are united by history, that history that feminist women are now writing and that is being repeated today, by Andean women, university students, workers, housewives, and feminists, who they have joined the historic struggle in the streets, in the relief brigades, in the alternative press, in the aid of food on the highways, the women with multicolored skirts, flip flops and huaraca in hand, confront the police – like we have seen in the networks -, actions, all of women to put an end to a totalitarian regime, anti-women, as Micaela Bastidas did in Cusco, or Rita Puma Justo, in Puno, heroines who, like many others, raised their voice of protest and participated in historical episodes, against domination and gender violence, exercised by patriarchal and oppressive regimes, which considered indigenous women as an inferior race and gender.

https://www.noticiasser.pe/insurgencia-ciudadana-y-protagonismo-de-las-mujeres-andinas?fbclid=IwAR3sF6SsW1rbFRvTjfcjg6TGrVeTQ7P1uiekHjH5LohdfnxElqve66x6CJw

#Peru #Peru unrest #Linda Lema Tucker #dina boluarte #peru protests #indigenous repression #indigenous Aymara women #racisme #Peru racisme #human rights #Peru highlands women #Peru: Aymara #Peru:Quechua indigenous population #indigenous Peru #Andean women #Noticias Ser #indigenous

[heathersdesk]

Holy Week: The Sacrament

Where is the exact moment Jesus Christ stopped being a Jew and became the founder of a new and separate religion?

Was it when the Sanhedrin rejected him? When enough other Jews decided he was a heretic, rather than a teacher? Was it the first time he claimed to be the Son of God? When he called his Twelve Apostles, and called Peter the rock upon which he would build his church?

Personally, I think it was the last time he celebrated Passover with his disciples. I'm switching over to Luke 22 for this one.

The celebration of Passover included the eating of unleavened bread and drinking wine. But what Jesus does with them here is where I think the break between Judaism and Christianity begins:

19 And he took bread, and gave thanks, and brake it, and gave unto them, saying, This is my body which is given for you: this do in remembrance of me. 20 Likewise also the cup after supper, saying, This cup is the new testament in my blood, which is shed for you.

To have a new testament signifies the formation of a new covenant. This is the moment where Jesus uses the authority he has from God to form a new community with a religious identity separate and distinct from Judaism. While Jesus was a Jew, followed Jewish law, observed Jewish customs and holidays, and worshiped the same God as the Jews, he intended to create a church and a community that would break from Jewish traditions. The institution of the Sacrament (our terminology for Holy Communion or the Eucharist in other traditions) was the initiation of this break.

Because Latter-day Saints haven’t celebrated Holy Week historically, and this is something our currently leadership is inviting us to change, it’s been really special to see what other Christians do to make this time special. It has been a great reminder that Easter is the opportunity for all Christians, including us, to celebrate the relationships we've personally developed with Jesus Christ. We have more in common with other Christians than we might think we do, and it’s because we all have this common belief in how much Jesus Christ and his ministry changed the world.

I’m still contemplating what it means for me to celebrate Holy Week. I’ve thought about the choice I made at Easter time many years ago to be baptized. I went to the temple yesterday. I’ve been studying scriptures for these daily meditations, which I’ve enjoyed very much. And tomorrow, my husband and I are going to an orchestral performance of Rob Gardner's Lamb of God. There isn’t really an established program for any of this for our people now, and we’re each contemplating how to do this and make it personally meaningful.

My favorite part of sharing these has been the ways you all have shared how my thoughts are helping you to develop your own Holy Week messages and traditions with your own families. I’ve deeply enjoyed  those messages, and I think this was the wisdom in having us begin participating in these traditions: the way we would help each other and celebrate our faith in Christ together. It truly doesn’t get better than that. And I hope that becomes a key feature of what Latter-day Saints celebrating Holy Week looks like going forward.

#mormon #lds #mormonism #tumblrstake #the church of jesus christ of latter day saints #religion #faith #queerstake #christianity #scripture study #easter #holy week #the book of mormon #new testament #bible study

[bfpnola]

Hey! Better Future Program, Inc. (BFP) is officially looking for youth volunteers between the ages of 14 and 25 for our Administrative Staff! If you don't see a role that fits your interests, don't worry, we've got more positions listed in our Linktree!

And if you don't know who we are? Welcome! BFP is Black-, queer-, and woman-owned nonprofit, entirely run by youth! Since 2016, we've been accepting volunteers not just from Bulbancha (so-called New Orleans, Louisiana), but WORLDWIDE! Our mission is to globally expand peer-led political education, support, and imagination for marginalized youth!

To fulfill this goal, we offer over 3,000 free resources through our Liberation Library, design and execute mutual aid-based projects, and offer the safe space young activists need to ask questions and grow. If this sounds like something you'd be interested in, check out our International Youth Leadership Positions page in our bio!

Image description below.

[ID: All slides share the same background. There is a repeating list of BFP's guiding principles and core beliefs in translucent, all-white, capitalized letters. BFP's guiding principles include youth-centricity, self-liberation, transparency, accountability, horizontality, community, and intersectionality. BFP's core beliefs include the right to organize, educational equity, youth liberation, anti-racism, religious liberty, disability justice, climate action, decolonization, gender equity, queer/LGBTQ+ liberation, bodily autonomy, fat liberation, abolition, caste abolition, anti-authoritarianism, and anti-capitalism. A lime green to sky blue gradient overlays this list. A bold, white square frames the image with a white arrow pointing right in the bottom right corner.

Slide 1 reads: “LINK IN BIO. APPLY NOW! INTERNATIONAL YOUTH LEADERSHIP POSITIONS! REMOTE & IN-PERSON.” There is a BFP logo in the lefthand corner and the words “Part One” in the righthand corner, as this is the first of multiple posts showcasing open leadership positions.

Slide 2 reads: “Administrative Staff: Executive Assistants.

Responsibilities Include:

Co-facilitate communication and decision-making across volunteer committees

Note-taking during Zoom and Discord meetings on Notion

Interview and evaluate potential BFP applicants

Host virtual orientations for incoming youth volunteers

Time Commitment:

Other than our weekly 1.5-2 hr meeting, usually on Sundays, you're free to design your schedule around your tasks!

Requirements/Eligibility:

BFP prioritizes the leadership of marginalized communities. Tap the International Leadership Positions page in our Linktr.ee for more information! Link in bio @bfpnola :)" Slide 3 reads: "Administrative Staff: Communications Coordinators.

Responsibilities Include:

Develop and execute advertising campaigns

Manage BFP social media accounts (ex. Threads)

Establish brand recognition and awareness

Help design and distribute custom BFP merchandise

Plan and execute promotional events

Time Commitment:

Other than our weekly 1.5-2 hr meeting, usually on Sundays, you're free to design your schedule around your tasks!

Requirements/Eligibility:

BFP prioritizes the leadership of marginalized communities. Tap the International Leadership Positions page in our Linktr.ee for more information! Link in bio @bfpnola :)" Slide 4 reads: "Administrative Staff: Health Coordinators.

Responsibilities Include:

Develop and implement wellness and community bonding workshops for both volunteers & supporters

Provide resources and peer support to marginalized youth

Assess the successes and failures of our workload balance to prioritize the health of our volunteers, and develop alternatives with the help of our Chief Health Officer

Time Commitment:

Other than our weekly 1.5-2 hr meeting, usually on Sundays, you're free to design your schedule around your tasks!

Requirements/Eligibility:

BFP prioritizes the leadership of marginalized communities. Tap the International Leadership Positions page in our Linktr.ee for more information! Link in bio @bfpnola :)" Slide 5 reads: "Administrative Staff: Assistant Fundraising Managers.

Responsibilities Include:

Ensure that philanthropy and fundraising are kept consistent with our core values & beliefs

Develop and execute creative fundraising campaigns

Manage a portfolio of current and prospective donors

Ensure compliance with all relevant regulations and laws concerning giving

Time Commitment:

Other than our weekly 1.5-2 hr meeting, usually on Sundays, you're free to design your schedule around your tasks!

Requirements/Eligibility:

BFP prioritizes the leadership of marginalized communities. Tap the International Leadership Positions page in our Linktr.ee for more information! Link in bio @bfpnola :)"

/End ID.]

#reaux speaks #volunteer #anti capitalism #abolition #mad liberation #bipoc #youth liberation #queer #trans #university #high school #new orleans #international #decolonization #communism #socialism #education #leftist #apply now #hiring

[mariacallous]

The Biden administration is asking the world’s largest technology companies to publicly commit to tightening the digital security of their software and cloud services.

The voluntary pledge, first reported by WIRED, represents the latest effort by the Department of Homeland Security’s Cybersecurity and Infrastructure Security Agency (CISA) to build support for its Secure by Design initiative, which encourages tech vendors to prioritize cybersecurity while developing and configuring their products.

By signing the pledge, companies promise to make a “good-faith effort” to implement seven critical cybersecurity improvements, ranging from soliciting reports of vulnerabilities in their products to expanding the use of multi-factor authentication, a technology that adds an extra login step to the traditional password.

The pledge—which CISA plans to announce at the RSA cybersecurity conference in San Francisco next week—poses a major test for CISA, which last week marked the one-year anniversary of its Secure by Design campaign. The initiative is a top priority of CISA’s leadership, but it has produced mixed results, with some companies continuing to flout its urgent advice. The tech industry’s reaction to the pledge—and especially the number of software giants that sign it—will serve as a litmus test for how the private sector views CISA’s continuing push for increased corporate investment in cybersecurity.

“We're really excited about the companies that are on board,” Eric Goldstein, CISA’s executive assistant director for cybersecurity, tells WIRED. He declined to say how many vendors have already signed the pledge, but he says they include some “really significant” players in the tech industry.

WIRED asked more than three dozen of the biggest software companies whether they had signed or planned to sign the pledge. Only a handful responded. Login technology provider Okta said it had signed, while security vendor BlackBerry said it was considering doing so. Notably, software giants Amazon, Google, and Microsoft did not say whether they were signing.

“CISA says they have 50 companies that are signing and giving quotations to put on the website,” says a tech industry official familiar with the matter, who requested anonymity to speak candidly. “I don’t know any company that has signed.”

The seven goals laid out in the pledge represent security practices that experts say would dramatically improve companies’ cyberdefenses and make it easier for customers to safely use their products.

The goals include significantly increasing users’ use of multi-factor authentication, including by automatically enabling it or prodding users to activate it; eliminating default passwords, including by requiring users to choose strong passwords at product setup; and making it easier for customers to understand hacks of products they use, including by letting them review logs of suspicious network activity for free.

Companies signing the pledge would also commit to hardening their products against entire classes of vulnerabilities, such as by using memory-safe programming languages that completely block memory-based attacks; fostering better software patching, including by making patching easier and automating it when possible; creating vulnerability disclosure programs that encourage users to find and report product flaws; and publishing timely alerts about major new vulnerabilities, as well as including detailed information in all new vulnerability alerts.

The pledge offers examples of how companies can meet the goals, although it notes that companies “have the discretion to decide how best” to do so. The document also emphasizes the importance of companies publicly demonstrating “measurable progress” on their goals, as well as documenting their techniques “​​so that others can learn.”

CISA developed the pledge in consultation with tech companies, seeking to understand what would be feasible for them while also meeting the agency’s goals, according to Goldstein. That meant making sure the commitments were feasible for companies of all sizes, not just Silicon Valley giants.

The agency originally tried using its Joint Cyber Defense Collaborative to prod companies into signing the pledge, according to the tech industry official, but that backfired when companies questioned the use of an operational cyberdefense collaboration group for “a policy and legal issue,” the industry official says.

“Industry expressed frustration about trying to use the JCDC to obtain pledges,” the official says, and CISA “wisely pulled back on that effort.”

CISA then held discussions with companies through the Information Technology Sector Coordinating Council and tweaked the pledge based on their feedback. Originally, the pledge contained more than seven goals, and CISA wanted signatories to commit to “firm metrics” for showing progress, according to the industry official. In the end, this person says, CISA removed several goals and “broadened the language” about measuring progress.

John Miller, senior vice president of policy, trust, data, and technology at the Information Technology Industry Council, a major industry trade group, says that change was smart, because concrete progress metrics—like the number of users using multi-factor authentication—could be “easily misconstrued.”

Goldstein says the number of pledge signatories is “exceeding my expectations about where we’d be” at this point. The industry official says they’re not aware of any company that has definitively refused to sign the pledge, in part because vendors want to “keep open the option of signing on” after CISA’s launch event at RSA. “Everyone’s in a kind of wait-and-see mode.”

Legal liability is a top concern for potential signatory companies. “If there ends up being, inevitably, some type of security incident,” Miller says, “anything [a] company has said publicly could be used in lawsuits.”

That said, Miller predicts that some global companies facing strict new European security requirements will sign the US pledge to “get that credit” for something they already have to do.

CISA’s Secure by Design campaign is the centerpiece of the Biden administration’s ambitious plan to shift the burden of cybersecurity from users to vendors, a core theme of the administration’s National Cybersecurity Strategy. The push for corporate cyber responsibility follows years of disruptive supply-chain attacks on critical software makers like Microsoft, SolarWinds, Kaseya, and Change Healthcare, as well as a mounting list of widespread software vulnerabilities that have powered ransomware attacks on schools, hospitals, and other essential services. White House officials say the pattern of costly and often preventable breaches demonstrates the need for increased corporate accountability.

The Biden administration is using the federal government’s contracting power to set new minimum security standards for the software that agencies buy, with the goal of modeling responsible behavior for the entire industry. White House officials are also studying proposals to make all vendors, not just federal contractors, liable for security failures, but that effort faces an uphill battle in Congress.

With no authority to require better cybersecurity for the entire software industry, the White House has tasked CISA with prodding companies to commit to voluntary improvements. That effort began last April with the publication of specific recommendations for incorporating cybersecurity into the product design, development, and configuration process. CISA consulted with the tech industry and the security research community on refinements to that document and released an updated version last October. At around the same time, CISA announced that it had obtained Secure by Design commitments from six major K-12 educational technology vendors. That move, while limited to one industry, signaled CISA’s clear desire to convert its guidance into public corporate pledges.

“It has long been our goal … to move from just the white papers and the guidance to get companies to say, ‘Yes, we agree, and here’s what we're doing,’” Goldstein says. “The pledge really is that concrete manifestation of the guidance that we’ve been developing for a year.”

But the efficacy of the voluntary pledge remains to be seen. “Pledging companies will self-assess and self-report,” says Katie Moussouris, CEO and founder of Luta Security, “so only time will tell if they’ve effectively applied the measures and if the pledge proved to be an effective accountability mechanism.”

Miller says he expects the pledge to keep companies accountable because of the potential legal consequences of neglecting promised improvements. In the meantime, government officials are counting on customers to pressure vendors to both sign and abide by the pledge.

“Right now, we see the demand for safe and secure products to really be significant,” Goldstein says. “We think that … customer demand will drive that progress for us.”

[viktorviolettaenterprises]

Rainbow 6 Siege Twitch +Elite Twitch

@cctreasuretrove @sssvitlanz

Emmanuelle Pichon, codenamed Twitch, is an Attacking Operator featured in Tom Clancy's Rainbow Six Siege Pichon grew up in a family of academics in the historic city of  Nancy, France, where the children were encouraged to excel in Math,  Science, and Technology. Early participation in sponsored computer  programming competitions led to her joining the army cadets at sixteen.  Almost immediately her talent was recognized, particularly in robotics.  Her superiors quickly encouraged Pichon to study engineering while  continuing her career in the military with the GIGN.  From the start, Pichon's focus has been on adaptable technology that  aids soldiers in the field. While there is much praise for her  technological achievements, Pichon's tactical prowess and ability to  problem solve quickly and efficiently make her a crucial operational  asset.

In 2015, Pichon was led by Olivier "Lion" Flament on a mission to Nigeria to assist medical personnel fighting the Ebola epidemic. Tragedy ensued, and the decisions Flament made for safety reasons put him at odds with Pichon and Gustave "Doc" Kateb,  who blamed him for the death of several medical personnel on-site  including Kateb's colleague. Later that year, Pichon's unique  combination of talents made her well-suited to join Rainbow.

In 2016, Pichon met Taina "Caveira" Pereira and had some kind of relationship with her, but to what extent remains  currently unknown. While not deployed on missions, Pichon proved  invaluable for Rainbow's R&D Department. She assisted in the  improvement of the team's equipment and was noted to have helped Elena "Mira" Álvarez in the development of Morowa "Clash" Evans' CCE Shield in 2017. In early 2018, Pichon assisted Rainbow's new CBRN Threat Unit with a situation concerning a mysterious mist on the shores of Sussex.  During the operation, Pichon provided Olivier Flament with a new aerial  drone that allowed him to determine the source of the mist plume. In  2019, Pereira went AWOL in Bolivia in order to search for her brother. Pichon and Meghan "Valkyrie" Castellano subsequently collaborated with Ghost Recon to conduct Operation Archangel in order to recover Caveira which proved to be a success.

In June 2020, Pichon and Julien "Rook" Nizan were in Paris, France when two large fires emerged downtown. The GIGN  deployed the pair and several other officers to keep order from the  chaos caused by the fire. Having faced a similar situation during  training under The Program,  Pichon and Nizan suspected the fires had been started in order to  distract from a major bank heist across the city. They tracked and  confronted the robbers who started firing at them. Nizan was shot in the  head but was saved by his helmet. Pichon and Nizan then pursued the  robbers across Paris in a high-speed motorcycle chase and eventually  caught them.

In 2022, Pichon was placed on Rainbow's new humanitarian squad, Wolfguard, under the leadership of Gustave "Doc" Kateb. She and Gilles "Montagne" Touré later traveled to Belgium to recruit Ngoma "Sens" Mutombo into Rainbow. weeks later, Pichon and Doc acted as control for Operation Vector Glare. The pair directed Montagne, Sens, and Olivier "Lion" Flament to rescue of an architect who was being held hostage at a refinery by  local militia. It was believed that this architect held schematics that  would detail how Nighthaven was involved in Masayuki Yahata's assassination. Once the architect was secured, the three operatives rendezvoused with Pichon and the rest of Wolfguard. ✟ Mesh Originally From Ubisoft, Converted to XNALARA By My DeviantART Friend,BlinKJisooXPS and Converted to Sims 4 By Me

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#the sims 4 #the sims #the sims 4 custom content #ts4 cc #ts4military #the sims 4 military #ts4 #the sim #the sims 4 cc #ts4cc #rainbow 6 siege #rainbow six siege #rainbow six #twitch #ts4 download #ts4 cas #ts4 custom content #sims 4 #simblr #ts4 simblr #cc finds #thesims4cc #ts4 cc finds #ts4 cc download

[upismediacenter]

Batch 2024 participates in 2-week off-campus internship

University of the Philippines Integrated School (UPIS) Batch 2024 completed their 2-week off-campus internship at various sites from February 12 to 23.

Part of the Grade 12 work program is the two-week off-campus internship which aims to apply the knowledge and skills they have obtained from Kindergarten to Grade 11, to experience a real-world work environment, to understand and explore the careers they may pursue in the future, and to develop proper attitudes regarding leadership structure, employee interactions, and professionalism.

Social Sciences and Humanities (SSH) Track

Grade 12 - Kalayaan, the Social Sciences and Humanities (SSH) track, had their work immersions at Bantayog ng mga Bayani Foundation, Interactive Children’s Literacy Program (ICLiP), M&P Creatives, and Teatrong Mulat ng Pilipinas. UP Diliman Information Office (DIO) and DZUP 1602, despite being within the UP campus, were also included as internship sites for the off-campus work immersion.

The sites offered internship tasks such as writing articles, creating scripts, designing social media posts and publicity materials, covering events, newscasting, hosting, observing and teaching classes, assisting video shoots, joining rehearsals, and participating in activities conducted by the sites.

Zaeda Wadi, a former UPDIO intern, shared some of the most important lessons she learned through her internship. “At the UP DIO, I learned that being attentive is such a helpful asset to have! Be it in article-writing, observing during programs, interacting with others, or following instructions, having a present mind makes things clearer—and easier. I also realized that there are various activities in UP Diliman that I can participate in! It opened more doors for me to venture that can set me on new experiences as a student and community member,” she stated.

Additionally, she talked about some of the discoveries she made through UP DIO. “UP DIO staff taught me that in the hustle of life, sharing conversations and laughs makes the office life bearable and memorable! I learned from their close bond how it is always nice, even essential, to check in daily wholesome chats with people we meet at the workplace,“ she shared.

Business and Entrepreneurship (BE) Track

Grade 12 - Kapayapaan, the Business and Entrepreneurship (BE) track, experienced working at Underdog Fitness PH, Revised Salon, Friuli Trattoria, Puff & Dough BakeLab, SGD Coffee, Street Kohi, Noki Japanese Fried Chicken, and Urban Chick for their off-campus internship.

Some of their work included taking orders from customers, cleaning and setting up the area, making orders and food products for the business, assisting in supply inventory, creating and designing social media posts, preparing financial reports, assisting in administrative-related tasks, and conducting market research.

Princess Tan, a former intern at Noki Japanese Fried Chicken, shared her thoughts on how different the off-campus internship is from completing regular coursework for classes. “The real world is less structured than the system in school. The tasks we had to do weren’t listed for us and weren’t taught to us from the very start to end. You are expected to learn the operations as you go through the work program. Additionally, mistakes would cost you more unlike in school where you’ll just get a deduction on your score,“ she said.

Applied Sciences and Engineering (ASE) Track

Grade 12 - Karangalan and Karunungan, the Applied Sciences and Engineering (ASE) track, held their internship programs at Ateneo de Manila University (ADMU) - Department of Information Systems and Computer Science (DISCS), ADMU - Department of Electronics, Computer, and Communications Engineering (ECCE), ADMU - Department of Mathematics, Buri Technologies, Department of Environment and Natural Resources (DENR) - Environmental Management Bureau (EMB), DENR - Mines and Geosciences Bureau (MGB), Department of Information and Communications Technology (DICT), Department of Science and Technology (DOST) - Advanced Science and Technology Institute (ASTI), DOST - Philippine Atmospheric, Geophysical, and Astronomical Services Administration (PAGASA), LCI Envi Corporation, New Era General Hospital, Smile Studio Dental, and Wilson Hobby Studio.

Some specific tasks given by the sites consisted of conducting playtests, exploring and programming with Artificial Intelligence (AI), attending workshops and seminars, testing websites, creating courses on websites, performing Test Case Documentation, listing products and packaging of companies, managing and operating with information and cybersecurity, weather research and reporting, assisting in dental-related work, input and documentation of dental procedures and prices, assisting in tech support with 2D software, 3D printing, and attending discussions and seminars held by the sites.

Enjoce Lampa, a former intern at ADMU - Department of Information Systems and Computer Science (DISCS), shared the skills he was able to develop or enhance through his experience. “The skill I used the most during the internship was definitely my knowledge in programming. I think I already had pretty good programming [or] coding knowledge from my experiences but this internship further enhanced my skills because I was able to use it on a real project. I learned the Godot game engine and its native language, GDScript, to create our game and I think I will be using this knowledge more in the future,“ he stated.

Batch 2024 is the first batch of Grade 12 students to experience separate cycles for their off-campus and on-campus internship since the pandemic. Last year, they finished their on-campus internship, which lasted from December 4 to 15. //by Mira Leaño and Ria Bautista

#MC2024 #MC2025 #News #English #Ria Bautista #Mira Leaño

[astrabear]

trick or treat

Happy Halloween! Have another abandoned work in progress! Sorry it's so depressing, I guess you got a trick.

**** Nile did extensive research into funerary customs of the Neolithic Eurasian steppes, but Andy said she didn’t remember any of that shit, and as far as she was concerned they should just dump her body in a hole. So Nile researched development trends, the migration patterns caused by climate change, and law enforcement practices. Then she gave up and picked a spot in the Chernobyl Exclusion Zone that she was reasonably confident they could sneak in and out of and that wouldn’t be dug up for the foreseeable future. But this was all for later – it wasn’t time yet, she just liked being prepared.

And then it was time.

And then, about a week later – when they were in a safehouse outside Riga, still mostly numb, encouraging each other to eat and sleep while not doing it themselves, trying to keep Booker distracted so he wouldn’t think about how much he wanted to drink – they hauled themselves out of bed one morning and discovered Quỳnh had gone. All she took with her was a change of clothes; all she left behind was a note that read, “Give me a year. I’ll be in touch. I promised her.”

Nile was blindingly furious at first. How could Quỳnh give them something else to grieve? How could she leave Nile to take care of these men on her own? But over the next few days it dawned on her that Joe and Nicky each thought they were taking care of her, and after that she noticed that while they missed Quỳnh they were not distressed by it, and she decided to stop trying to be the older sister she’d grown up having to be.

Slowly, day by day, they got through it. Every few weeks, Quỳnh would send a postcard to Sulastri (Copley’s replacement’s replacement), or text her from a stolen phone, and she’d pass the information on to the rest of the team. Quỳnh never said where she was or what she was doing, only that she was still all right. The year turned into two, then five, a decade. She’d leave notes and keepsakes in safehouses and stashes as she passed by, and they took to doing the same. No one ever talked about when she might rejoin them, or at least not while Nile was around.

Most of the time, they were too busy to dwell on it. There were climate refugees to relocate from submerged islands in the South Pacific (safely, in communities, rather than in the camps and holding facilities they’d otherwise be stuck in.) They broke up a water cartel in Chennai and a black market for diverted relief supplies operating out of Asmara; Booker crashed the accounts of their backers and investors and transferred their funds to reforestation programs, which amused him. They drove Sulastri crazy by acting as human shields during protests and riots, forcing her to hunt down and alter or delete recordings. After Nicky shattered his collarbone taking a blow meant for a teenage boy’s head, she stopped scolding them about it.

They went to ground for a little while, literally, in Andy’s old French mine. A nascent military coup in Turkey had suddenly found itself bereft of leadership, and the team wanted to wait out the uproar somewhere under the radar. They’d installed a few modern amenities over the years (a composting toilet, a camp shower, a discreet charging station outside the mine for their solar batteries), and it made a nice respite from the 40-degree heat baking most of Europe.

Their third night there, Nile took second watch. While Joe climbed back into his sleeping bag with Nicky, she settled down just inside the entrance with her night-vision goggles. She let the midnight sounds wash over her: more traffic noises than the last time, fewer birds and insects. When they’d arrived, Booker had commented they were lucky not to find squatters there; Nicky had wondered if maybe it was unethical not to invite people in. Nile sometimes felt oddly cheated, as though she’d become immortal too late to really enjoy it. It was hard to take breaks when instant communications meant they were always aware of how badly they were needed, and it was harder to feel optimistic about human progress and the potential of the future when everything seemed to be falling apart. Joe told her that the entire 20th Century felt that way to him; climate change wasn’t nearly as depressing as two world wars in rapid succession. Nile couldn’t really argue with that, but she stared out into the still, muggy night and saw a future that only held more losses.

And then – a noise. Coming from near the gate. Animal, not mechanical. Large. A person? She stood silently, gun at the ready. One person, moving quietly and confidently; they were coming toward the mine and knew exactly where they were going. They were…

“Quỳnh?”

“Nile!” She bounded over, and in the moment before she wrapped Nile in a hug, Nile saw she was grinning ear to ear. Nile found herself smiling to match, and her cheeks felt stiff. How long since she’d smiled like that? How long since she’d felt relief and comfort, and the rush of warmth in her chest that she vaguely recognized as happiness?

She pulled back from the hug enough to say, “Come on in, let me go wake the guys.”

“No, no, I’ll stay out here for a while. You’re on watch? I’ll sit with you.”

The mention of keeping watch reminded her that they should stay silent, but she couldn’t help herself. “You know they’ll be glad to see you, right?”

Quỳnh laughed softly and took her hand. “I’m not afraid of seeing them. But as long as I stay out here, I can pretend there are four people inside, not three.” They sat simultaneously, still holding hands.

“Is that… do you still… it’s been ten years. You haven’t spent all that time imagining Andy was here.”

“Not all of it. Not even most of it. But sometimes.”

She smiled again; Nile couldn’t remember ever seeing her so relaxed. It was oddly unsettling. A horrible thought came to her, and she asked, “Are you still healing?”

Quỳnh squeezed her hand. “I can show you, if you like.”

“I’ll pass.” She tried to keep her focus on the world around them, but her gaze kept returning to Quỳnh. She looked well-rested, serene. Clean clothes, neatly-trimmed hair. Nile felt about a thousand years older. “You didn’t come here because of us, did you?”

Quỳnh shook her head. “I was in the area, and it seemed like a good place to spend the night. I didn’t know you were here.”

“Will you stay? At least until they wake up? Or… you could stay longer. If you want.”

They sat in silence for a moment. Quỳnh turned to face her and let go of her hand. “You’ve been working.”

Nile sighed. “Pretty much non-stop.”

“Your next job?”

“Eco-fascists. They say the only way to save the planet is to speed up population decline, and they’re destroying infrastructure in refugee camps.”

Quỳnh cocked her head to the side like a bird, an old gesture that Nile hadn’t seen in decades. “And are you stopping them, or helping them?”

Nile had lived with Quỳnh longer than she’d lived with her own mother. She’d fought with her, and beside her; yelled at her, cried with her, died in her arms. She suddenly wondered if she knew her at all. “Which one do you want it to be?”

“Stopping them.”

“Why?”

“I want you to try to stop them because… because it’s more hopeful. I don’t want things to be so bad that the greatest good is served by letting people die. I want there to be a future that’s worth protecting people for.”

Nile’s breath caught in her throat and tears pricked her eyes. None of her reasons for taking this job had anything to do with hope. She swallowed, twice, before she could speak. She’d meant to confirm that yes, the goal was to protect the refugees. But what she actual said was, “What was it that you promised Andy?”

Quỳnh just smiled that same calm smile. “Why don’t I keep watch for you while you get some rest? I promise I’ll still be here when you wake.”

#ask game #my fic #the old guard #if you're into near future climate crisis fics i can rec you a good one #i doubt i'll finish this #i think everything i intended to do with it has already been covered in other stuff i've written

[silverpeoplebangalore]

The Seven-Step Blueprint for a Successful Talent Transformation Rollout

In today's rapidly evolving business landscape, talent transformation is not merely a buzzword but a strategic imperative. Organizations aiming to stay competitive and agile recognize the need for a dynamic approach to talent management. To guide you through a successful talent transformation rollout, here's a comprehensive seven-step blueprint:

Assessment and Alignment: Begin by conducting a thorough assessment of your current talent landscape. Identify skills gaps, assess the existing workforce, and align these findings with your organizational goals. This initial step lays the foundation for a targeted and effective talent strategy.

Leadership Buy-In and Communication: Gain support from leadership early in the process. Effective talent transformation requires a top-down approach, with leaders championing the change. Clear communication about the goals, benefits, and anticipated outcomes is crucial to ensure a shared vision across the organization.

Customized Learning Paths: Develop personalized learning paths based on individual and organizational needs. Leverage technology to provide on-demand training, incorporating a mix of e-learning, workshops, and mentorship programs. This tailored approach ensures employees acquire the skills essential for both current and future roles.

Technology Integration: Integrate cutting-edge technologies to facilitate talent development. Implement learning management systems, AI-driven analytics, and other tools to track progress, identify areas for improvement, and ensure the continuous adaptability of your talent development initiatives.

Continuous Feedback and Evaluation: Establish a robust feedback mechanism to continuously assess the effectiveness of your talent transformation initiatives. Regular evaluations, surveys, and performance metrics help refine strategies, address challenges promptly, and enhance the overall impact of the program.

Inclusive Culture and Diversity: Foster an inclusive workplace culture that values diversity. Recognize and celebrate individual strengths, experiences, and perspectives. This not only enhances employee engagement but also contributes to a more innovative and resilient organization.

Agile Adaptation: Embrace agility as a core principle. The business landscape is dynamic, and so should be your talent transformation strategy. Regularly revisit and adjust your approach based on emerging trends, technological advancements, and evolving organizational needs.

By following this seven-step blueprint, organizations can navigate the complexities of talent transformation with confidence. A well-executed talent strategy not only empowers employees with the skills needed for the future but also positions the organization as a leader in its industry. In an era where adaptability is key, investing in talent transformation is an investment in sustained success and growth.

SilverPeople, a venture by Uberlife Consulting Pvt. Ltd., offers complete recruitment solutions for all hiring/headhunting requirements in a Focused, Accurate, and Time-bound manner (Proprietary FAT* Methodology). 

SilverPeople specializes and is placed strongly in 7 Industry verticals: Retail, E-Commerce, Education, Real estate, Fintech, Digital Transformation and Sustainability. SilverPeople has a deep understanding & strong capability to solve Digital Transformation Hiring challenges and is the go-to place for ‘Go Digital’ recruitment consulting!

Connect with us -

Website: www.silverpeople.in

Email id: [email protected]

Contact no: [phone]

#jobs #hiring #recruitment #hiringconsultancy #talent #startup #aquisition #recruiters #hire

[harinikhb30]

Exploring Cloud Frontiers: Decoding the Dynamics of Microsoft Azure and AWS

In the rapidly evolving realm of cloud computing, selecting the optimal platform is a pivotal decision for organizations seeking to harness the boundless capabilities of the cloud. Microsoft Azure and Amazon Web Services (AWS) emerge as prominent contenders, each presenting a distinct array of features and advantages. Through AWS Training in Pune, professionals can acquire the expertise needed to leverage AWS for diverse applications across various industries. This article will delve into essential considerations when weighing the merits of Microsoft Azure against AWS.

Microsoft Azure: Crafted for Corporate Excellence

Seamless Harmony with Microsoft Products: A distinguishing feature of Azure lies in its seamless integration with Microsoft products such as Windows Server, Active Directory, and SQL Server. This makes it an enticing option for organizations deeply entrenched in the Microsoft ecosystem.

Hybrid Cloud Prowess: Azure excels in merging on-premises data centers with the cloud. Its robust hybrid cloud solutions empower organizations to maintain a unified infrastructure, seamlessly blending the advantages of both on-premises and cloud environments.

Enterprise-Centric Approach: Tailored for large enterprises, Azure offers comprehensive solutions that cater to the intricate needs of sizable organizations. Its enterprise-focused strategy ensures a smooth transition to the cloud with an extensive range of services.

Developer-Driven Interface: Featuring a user-friendly interface and robust support for various programming languages, Azure is designed to resonate with developers. This developer-centric approach streamlines the development and deployment processes, enhancing overall operational efficiency.

AWS: Dominance and Adaptability

Market Leadership: As the undisputed market leader, AWS boasts a vast ecosystem of services and a global infrastructure. This dominance translates into reliability, making AWS a trusted choice for organizations of all sizes. For those seeking mastery of AWS intricacies, enrolling in the Best AWS Online Training can unlock its full potential.

Versatile Service Portfolio: AWS stands out for its extensive service offering, encompassing a diverse array of services suitable for a wide range of use cases. This versatility allows organizations to tailor their cloud infrastructure to specific needs, ensuring a comprehensive solution.

Flexibility and Scalability: Renowned for flexibility and scalability, AWS provides organizations with the capability to customize their infrastructure effortlessly. This adaptability is pivotal for handling fluctuating workloads and ensures seamless resource scaling.

Cost-Efficiency: Recognized for cost-effectiveness, especially for startups and smaller businesses, AWS employs a pay-as-you-go pricing model. This approach allows organizations to pay only for the resources they consume, presenting a budget-friendly option for specific workloads.

Making the Choice: Tailoring to Your Organization's Distinct Needs

When deliberating between Azure and AWS, it is imperative to consider your organization's unique requirements, existing technological landscape, and future aspirations. Factors such as integration preferences, operational scale, and budget considerations will influence the ultimate decision.

Many organizations opt for a hybrid strategy, harnessing the strengths of both Azure and AWS. This approach offers flexibility, risk mitigation, and ensures a well-rounded cloud strategy.

In conclusion, the decision between Microsoft Azure and AWS is nuanced and personalized. It necessitates careful consideration of your organization's specific needs and aspirations. Whether prioritizing seamless integration with Microsoft products, embracing robust hybrid solutions, or capitalizing on the extensive service offerings of AWS, both platforms present compelling merits. Ultimately, the right choice aligns with your organization's vision for a successful journey into the realm of cloud computing.

#aws #aws course #aws training #tech #technology

[andrewjcalvert]

Website : https://www.andrewjcalvert.com/

Andrew J Calvert offers specialized coaching services for leaders, focusing on career transition, life coaching, and sales coaching. With a diverse background in sales leadership, customer service, and sales operations, Andrew brings a wealth of experience to his coaching practice. He emphasizes a personalized approach, helping clients align their careers with their personal goals and motivations. His services are available in various formats, including digital coaching tools and one-on-one sessions.

Twitter : https://twitter.com/Calverta

Linkedin : https://www.linkedin.com/in/andrewcalvert/

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