#Nonprofit Leader

[selfdiscoverymedia]

BB24-02. Carla Vaughn Financial Well-Being

Building Your Business with Sara Troy and her guest Carla Vaughn, on air from January 9th The phrase “We are only limited by the things that we allow to limit us” highlights the power of our mindset in overcoming internal barriers like doubts and fears. Our potential for success and productivity is like a key in our pocket, representing our innate abilities and strengths. Realizing and using…

[sahilbhatti705]

PROJECT ROSE GLOBAL has boots on the ground in Sargodha City, Pakistan ready to serve the immediate needs of a brutalized christian man (and many others) who were attacked due to alleged blasphemy claims. Over 300 people have been injured and it’s risen to a state of crisis.

Founder, CEO & Chairperson of PRG— Adiana Ross & Executive Director of PRG PK— Sahil Masih, along with founding PRG members, have prioritized efforts in providing long term solutions to the families and communities impacted by heinous attacks such as this. Please consider giving what you can to assist us with this mission.

GIVE HERE: https://www.paypal.com/donate/?hosted_button_id=5NCZUXCPFRYJY

Matthew 5:10–12 • Blessed are those who are persecuted for righteousness’ sake, for theirs is the kingdom of heaven. Blessed are you when others revile you and persecute you and utter all kinds of evil against you falsely on my account. Rejoice and be glad, for your reward is great in heaven, for so they persecuted the prophets who were before you.

Please stay updated with us as we share our plans for longer term solutions for Christians in Pakistan. Take time to introduce yourself to our NEW CREATION PAKISTAN project in Lahore, Pakistan by visiting our website.

P ARTNER WITH US: https:/www.theprojectrose.org/project-rose-fund

NEW CREATION PAKISTAN: https://www.theprojectrose.org/ncp

We have major plans that continue to expand as the needs of those we are dedicated do. Please consider partnering with us by clicking the link in our bio.

We thank you,

PRG 🌹

[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/

Keywords: coaching for executives online sales coaching executive coaching for women online career coach enhance leadership skills online leadership development executive coaching for entrepreneurs leadership coaching for executives digital transformation professional services performance coaching for professionals professional development for coaches career coaching for executives executive coach for startups executive coach for women executive coaching for leaders executive coaching for nonprofit leaders executive functioning coach for young adults online personal development coach online personal development coaching personal development coaching online strategies to enhance leadership skills executive leadership development program online digital coaching tools business coach for creative professionals coaching for professional development average cost for executive coaching career transition guidance best online career coaches find a career coach online career advancement coaching sales performance improvement small business sales performance improvement sales coaching with 1-on-1 online sessions online personal growth personal development coach online enhance your leadership skills online sales performance improvement consulting sales performance improvement consultancy sales performance improvement goals sales performance improvement management sales performance improvement program live online sales coaching online based sales coaching for coaches online new home sales coaching online sales coaching program online sales coaching service digital transformation of professional development growth personal business online online personal growth coaching online personality development coach personal development coaching with 1-on-1 online coaches personal development online coaching enhance leadership management skills enhancing leadership skills affordable online coaching for developing leadership skills developing leadership abilities online developing your leadership philosophy online online leadership development consultancy transition guidance for care leavers transition year career guidance career online coach services corporate career coaching services online leadership career coaching online online academic and career coach advanced career guidance and coaching skills

[fiercemillennial]

Nonprofit Spotlight: 10 Organizations Making a Difference

👑 Let’s talk impact! These 10 African American nonprofits are leading the charge in social justice, health, education, and more. From dismantling systemic inequality to empowering Black women and youth, they’re putting in the WORK. Get inspired and get involved. #FierceImpact #BlackNonprofits #CommunityChange #SocialJustice #FierceMillennial

Powerhouses Driving Change in Communities, Careers, and Beyond Nonprofits are the heart and soul of social change. They are the unsung heroes doing the groundwork to elevate marginalized communities, tackle systemic challenges, and give back where it’s needed the most. For the Black community, African American-led nonprofits are essential in everything from healthcare disparities and educational…

[joshgibson-md]

Tailored Leadership: Executive Coaching for Nonprofit Leaders

Why Is Executive Coaching Critical for Nonprofit Leaders?

Executive coaching, traditionally a resource tapped by the corporate sector to enhance management effectiveness and leadership acumen, is increasingly recognized as a critical tool for nonprofit leaders as well. This specialized form of professional development aims to assist individuals in maximizing their potential by offering tailored guidance, enhancing skills, and facilitating personal and organizational growth. In the nonprofit realm, where resources are often limited and missions are socially critical, the pressures and challenges leaders face can be distinctively complex.

Nonprofit leaders operate under unique conditions, often balancing multiple roles and responsibilities in pursuit of their organization's mission. Unlike their for-profit counterparts, nonprofit executives must navigate the intricacies of donor management, volunteer coordination, and often fluctuating funding sources, all while striving to achieve social, cultural, or environmental goals. These leaders are required to exhibit exceptional emotional intelligence, resilience, and strategic thinking—capabilities that are honed through effective coaching.

Executive coaching can be particularly beneficial in the nonprofit sector as it is tailored to address these specific challenges. It helps leaders develop strategic perspectives and innovative approaches to problem-solving, enhance their communication skills, and manage internal and external relationships more effectively. This preview sets the stage for understanding how executive coaching can be customized to foster significant improvements in leadership effectiveness within nonprofit organizations.

The Unique Landscape of Nonprofit Leadership

The impact of the nonprofit sector on society is profound and far-reaching. Nonprofits often drive social innovation, fill gaps in government services, and respond to community needs that might otherwise go unaddressed. Leaders within this sector, therefore, carry a substantial burden of responsibility, and their effectiveness can significantly influence organizational outcomes and societal impact.

Leadership roles in nonprofit organizations differ markedly from those in the for-profit sector. While for-profit leaders are driven primarily by the bottom line and shareholder value, nonprofit leaders are mission-driven, focused on achieving the organization’s social, cultural, or environmental goals. This fundamental difference influences all aspects of organizational management and decision-making, from strategic planning to stakeholder engagement.

Nonprofit leaders face several specific challenges that set their experience apart from their for-profit counterparts. Resource constraints are often at the forefront; nonprofits typically operate with limited budgets and are heavily reliant on fluctuating funding sources such as donations, grants, and fundraising events. This financial instability requires leaders to be exceptionally skilled in budget management and resource allocation. Additionally, the mission-driven nature of nonprofits can lead to high emotional labor and burnout among leaders, who must continuously motivate teams and manage diverse stakeholder expectations under often stressful conditions.

Core Benefits of Executive Coaching for Nonprofit Leaders

Executive coaching offers a multitude of benefits specifically tailored to address the challenges faced by leaders in the nonprofit sector. First and foremost, it enhances strategic thinking and innovation. Nonprofit leaders need to think creatively to stretch limited resources and achieve their missions. A coach can help leaders identify and leverage new opportunities for growth and impact, encouraging a shift from operational to strategic thinking. This shift is crucial for sustainability and scaling of nonprofit initiatives, allowing leaders to see beyond day-to-day management and focus on long-term goals.

Improving stakeholder communication and engagement is another critical benefit of executive coaching. Nonprofits depend heavily on a broad network of stakeholders, including donors, volunteers, government entities, and the communities they serve. Effective communication across these groups is vital for securing funding, rallying support for initiatives, and fulfilling organizational missions. Coaches work with leaders to hone their communication skills, ensuring they can clearly articulate their vision and needs, and effectively engage with diverse groups. This skillset is essential not only for day-to-day operations but also for crisis management and advocacy efforts.

Lastly, strengthening resilience and adaptive capacity is particularly important in the dynamic environments in which nonprofits operate. The ability to adapt to changing circumstances—be it shifts in funding, policy changes, or societal needs—is crucial for maintaining organizational stability and effectiveness. Executive coaching supports leaders in developing these capacities, helping them to navigate uncertainties and lead their organizations through times of change. 

Customizing Executive Coaching for Nonprofit Needs

Executive coaching in the nonprofit sector must be distinctly tailored to address the specific environments and challenges these organizations face. This customization involves adapting conventional coaching programs to better suit the needs of leaders who operate under the pressures of mission-driven goals and limited resources. For instance, coaching in this sector often emphasizes emotional intelligence, resilience training, and strategic resource management, which are crucial for navigating the complexities of nonprofit management.

Techniques and tools that are particularly beneficial for nonprofit leaders include strength-based coaching, which focuses on identifying and enhancing inherent strengths rather than merely addressing weaknesses. This approach is effective in boosting confidence and morale, crucial for leaders who need to inspire and lead diverse teams under often stressful conditions. Additionally, scenario planning tools help leaders anticipate potential challenges and develop flexible response strategies, essential for organizations that must adapt to frequently changing social needs and funding landscapes.

Examples of effective coaching strategies in this context include role-playing exercises that prepare leaders to handle difficult conversations with stakeholders, and systems thinking tools that enhance their ability to oversee complex projects with multiple interdependent elements. These strategies help leaders improve their decision-making processes and enhance their capacity to lead their organizations towards sustained impact. 

The Future of Leadership Development in Nonprofits

The future of leadership development in the nonprofit sector appears promising, with several emerging trends shaping the landscape of executive coaching. The increasing adoption of digital tools and virtual coaching sessions, for instance, allows for greater accessibility and flexibility, enabling nonprofit leaders worldwide to benefit from expert guidance without geographical constraints.

Moreover, there is a growing recognition of the need for culturally competent coaching practices that respect and incorporate diverse cultural perspectives and practices, crucial in a globally interconnected world. This trend is likely to enhance the effectiveness of coaching programs by ensuring they are more inclusive and relevant to a broader range of nonprofit leaders.

Predictions for the future also suggest that there will be a deeper integration of analytics and data-driven approaches in coaching, allowing for more personalized and measurable development plans. These advancements will enable coaches and leaders to pinpoint specific areas of need more accurately and track progress over time, leading to more effective and sustainable leadership practices.

The continuous evolution of executive coaching in the nonprofit sector signifies a committed effort towards strengthening leadership capabilities within these vital organizations. As the sector faces ever-increasing challenges, the role of tailored executive coaching in developing resilient, innovative, and effective leaders remains more critical than ever. This ongoing commitment to leadership development is essential for ensuring that nonprofits continue to drive positive change in society effectively. 

[worldnewsspot]

Jamie Allen Black: A Visionary Leader in Nonprofit Management

In the world of nonprofit organizations and philanthropy, leaders like Jamie Allen Black stand out as visionaries who bring about transformative change. With over 15 years of experience in nonprofit management and leadership, Jamie has left an indelible mark on the sector. As the former CEO of Elluminate, a nonprofit organization dedicated to supporting cutting-edge philanthropy and visionary…

[mostlysignssomeportents]

Epic Systems, a lethal health record monopolist

Epic Systems makes the dominant electronic health record (EHR) system in America; if you're a doctor, chances are you are required to use it, and for every hour a doctor spends with a patient, they have to spend two hours doing clinically useless bureaucratic data-entry on an Epic EHR.

How could a product so manifestly unfit for purpose be the absolute market leader? Simple: as Robert Kuttner describes in an excellent feature in The American Prospect, Epic may be a clinical disaster, but it's a profit-generating miracle:

https://prospect.org/health/2024-10-01-epic-dystopia/

At the core of Epic's value proposition is "upcoding," a form of billing fraud that is beloved of hospital administrators, including the "nonprofit" hospitals that generate vast fortunes that are somehow not characterized as profits. Here's a particularly egregious form of upcoding: back in 2020, the Poudre Valley Hospital in Ft Collins, CO locked all its doors except the ER entrance. Every patient entering the hospital, including those receiving absolutely routine care, was therefore processed as an "emergency."

In April 2020, Caitlin Wells Salerno – a pregnant biologist – drove to Poudre Valley with normal labor pains. She walked herself up to obstetrics, declining the offer of a wheelchair, stopping only to snap a cheeky selfie. Nevertheless, the hospital recorded her normal, uncomplicated birth as a Level 5 emergency – comparable to a major heart-attack – and whacked her with a $2755 bill for emergency care:

https://pluralistic.net/2021/10/27/crossing-a-line/#zero-fucks-given

Upcoding has its origins in the Reagan revolution, when the market-worshipping cultists he'd put in charge of health care created the "Prospective Payment System," which paid a lump sum for care. The idea was to incentivize hospitals to provide efficient care, since they could keep the difference between whatever they spent getting you better and the set PPS amount that Medicare would reimburse them. Hospitals responded by inventing upcoding: a patient with controlled, long-term coronary disease who showed up with a broken leg would get coded for the coronary condition and the cast, and the hospital would pocket both lump sums:

https://pluralistic.net/2024/06/13/a-punch-in-the-guts/#hayek-pilled

The reason hospital administrators love Epic, and pay gigantic sums for systemwide software licenses, is directly connected to the two hours that doctors spent filling in Epic forms for every hour they spend treating patients. Epic collects all that extra information in order to identify potential sources of plausible upcodes, which allows hospitals to bill patients, insurers, and Medicare through the nose for routine care. Epic can automatically recode "diabetes with no complications" from a Hierarchical Condition Category code 19 (worth $894.40) as "diabetes with kidney failure," code 18 and 136, which gooses the reimbursement to $1273.60.

Epic snitches on doctors to their bosses, giving them a dashboard to track doctors' compliance with upcoding suggestions. One of Kuttner's doctor sources says her supervisor contacts her with questions like, "That appointment was a 2. Don’t you think it might be a 3?"

Robert Kuttner is the perfect journalist to unravel the Epic scam. As a journalist who wrote for The New England Journal of Medicine, he's got an insider's knowledge of the health industry, and plenty of sources among health professionals. As he tells it, Epic is a cultlike, insular company that employs 12.500 people in its hometown of Verona, WI.

The EHR industry's origins start with a GW Bush-era law called the HITECH Act, which was later folded into Obama's Recovery Act in 2009. Obama provided $27b to hospitals that installed EHR systems. These systems had to more than track patient outcomes – they also provided the data for pay-for-performance incentives. EHRs were already trying to do something very complicated – track health outcomes – but now they were also meant to underpin a cockamamie "incentives" program that was supposed to provide a carrot to the health industry so it would stop killing people and ripping off Medicare. EHRs devolved into obscenely complex spaghetti systems that doctors and nurses loathed on sight.

But there was one group that loved EHRs: hospital administrators and the private companies offering Medicare Advantage plans (which also benefited from upcoding patients in order to soak Uncle Sucker):

https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8649706/

The spread of EHRs neatly tracks with a spike in upcharging: "from 2014 through 2019, the number of hospital stays billed at the highest severity level increased almost 20 percent…the number of stays billed at each of the other severity levels decreased":

https://oig.hhs.gov/oei/reports/OEI-02-18-00380.pdf

The purpose of a system is what it does. Epic's industry-dominating EHR is great at price-gouging, but it sucks as a clinical tool – it takes 18 keystrokes just to enter a prescription:

https://jamanetwork.com/journals/jamanetworkopen/fullarticle/2729481

Doctors need to see patients, but their bosses demand that they satisfy Epic's endless red tape. Doctors now routinely stay late after work and show up hours early, just to do paperwork. It's not enough. According to another one of Kuttner's sources, doctors routinely copy-and-paste earlier entries into the current one, a practice that generates rampant errors. Some just make up random numbers to fulfill Epic's nonsensical requirements: the same source told Kuttner that when prompted to enter a pain score for his TB patients, he just enters "zero."

Don't worry, Epic has a solution: AI. They've rolled out an "ambient listening" tool that attempts to transcribe everything the doctor and patient say during an exam and then bash it into a visit report. Not only is this prone to the customary mistakes that make AI unsuited to high-stakes, error-sensitive applications, it also represents a profound misunderstanding of the purpose of clinical notes.

The very exercise of organizing your thoughts and reflections about an event – such as a medical exam – into a coherent report makes you apply rigor and perspective to events that otherwise arrive as a series of fleeting impressions and reactions. That's why blogging is such an effective practice:

https://pluralistic.net/2021/05/09/the-memex-method/

The answer to doctors not having time to reflect and organize good notes is to give them more time – not more AI. As another doctor told Kuttner: "Ambient listening is a solution to a self-created problem of requiring too much data entry by clinicians."

EHRs are one of those especially hellish public-private partnerships. Health care doctrine from Reagan to Obama insisted that the system just needed to be exposed to market forces and incentives. EHRs are designed to allow hospitals to win as many of these incentives as possible. Epic's clinical care modules do this by bombarding doctors with low-quality diagnostic suggestions with "little to do with a patient’s actual condition and risks," leading to "alert fatigue," so doctors miss the important alerts in the storm of nonsense elbow-jostling:

https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5058605/

Clinicians who actually want to improve the quality of care in their facilities end up recording data manually and keying it into spreadsheets, because they can't get Epic to give them the data they need. Meanwhile, an army of high-priced consultants stand ready to give clinicians advise on getting Epic to do what they need, but can't seem to deliver.

Ironically, one of the benefits that Epic touts is its interoperability: hospitals that buy Epic systems can interconnect those with other Epic systems, and there's a large ecosystem of aftermarket add-ons that work with Epic. But Epic is a product, not a protocol, so its much-touted interop exists entirely on its terms, and at its sufferance. If Epic chooses, a doctor using its products can send files to a doctor using a rival product. But Epic can also veto that activity – and its veto extends to deciding whether a hospital can export their patient records to a competing service and get off Epic altogether.

One major selling point for Epic is its capacity to export "anonymized" data for medical research. Very large patient data-sets like Epic's are reasonably believed to contain many potential medical insights, so medical researchers are very excited at the prospect of interrogating that data.

But Epic's approach – anonymizing files containing the most sensitive information imaginable, about millions of people, and then releasing them to third parties – is a nightmare. "De-identified" data-sets are notoriously vulnerable to "re-identification" and the threat of re-identification only increases every time there's another release or breach, which can used to reveal the identities of people in anonymized records. For example, if you have a database of all the prescribing at a given hospital – a numeric identifier representing the patient, and the time and date when they saw a doctor and got a scrip. At any time in the future, a big location-data breach – say, from Uber or a transit system – can show you which people went back and forth to the hospital at the times that line up with those doctor's appointments, unmasking the person who got abortion meds, cancer meds, psychiatric meds or other sensitive prescriptions.

The fact that anonymized data can – will! – be re-identified doesn't mean we have to give up on the prospect of gleaning insight from medical records. In the UK, the eminent doctor Ben Goldacre and colleagues built an incredible effective, privacy-preserving "trusted research environment" (TRE) to operate on millions of NHS records across a decentralized system of hospitals and trusts without ever moving the data off their own servers:

https://pluralistic.net/2024/03/08/the-fire-of-orodruin/#are-we-the-baddies

The TRE is an open source, transparent server that accepts complex research questions in the form of database queries. These queries are posted to a public server for peer-review and revision, and when they're ready, the TRE sends them to each of the databases where the records are held. Those databases transmit responses to the TRE, which then publishes them. This has been unimaginably successful: the prototype of the TRE launched during the lockdown generated sixty papers in Nature in a matter of months.

Monopolies are inefficient, and Epic's outmoded and dangerous approach to research, along with the roadblocks it puts in the way of clinical excellence, epitomizes the problems with monopoly. America's health care industry is a dumpster fire from top to bottom – from Medicare Advantage to hospital cartels – and allowing Epic to dominate the EHR market has somehow, incredibly, made that system even worse.

Naturally, Kuttner finishes out his article with some antitrust analysis, sketching out how the Sherman Act could be brought to bear on Epic. Something has to be done. Epic's software is one of the many reasons that MDs are leaving the medical profession in droves.

Epic epitomizes the long-standing class war between doctors who want to take care of their patients and hospital executives who want to make a buck off of those patients.

Tor Books as just published two new, free LITTLE BROTHER stories: VIGILANT, about creepy surveillance in distance education; and SPILL, about oil pipelines and indigenous landback.

If you'd like an essay-formatted version of this post to read or share, here's a link to it on pluralistic.net, my surveillance-free, ad-free, tracker-free blog:

https://pluralistic.net/2024/10/02/upcoded-to-death/#thanks-obama

Image: Flying Logos (modified) https://commons.wikimedia.org/wiki/File:Over_$1,000,000_dollars_in_USD_$100_bill_stacks.png

CC BY-SA 4.0 https://creativecommons.org/licenses/by-sa/4.0/deed.en

[mysharona1987]

Bisan has literally won a Peabody for her reporting from Gaza during the last ten months. She’s most definitely not a terrorist.

Also, she is living through hell, barely surviving, and has even said in videos she considers her life essentially over, knows she’s going to die soon but considers it her duty to show these atrocities to the world with the time she has left.

She’s 24 year’s old.

But her being nominated for an Emmy is an outrage to many.

Debra Messing and Selma Blair, living in their mansions, are the most Karens that ever Karen’d here.

And Selma ain’t beating the Islamophobia and racism accusations anytime soon.

(Yes, Selma, we still remember the instagram rant.)

[b1acksh33p999]

Blessings from your Jupiter sign:✍🏼✨

*this is what you have a natural abundance of or area’s that you notice can easily/rapidly expand throughout your lifespan*

🔥Aries: strong drive and ambition towards personal goals, strong natural athleticism, the true definition of “can’t be tamed”.

⛰️Taurus: gifts, property, luxurious treatment, influx in food, naturally good with money, mentors, or older siblings that improve childhood experience. Major “IDGAF” perspective but this works well with them.

🌬️Gemini: sliver tongue, great debater, jack of all trades learning ability, increased ability in learning foreign languages.

🌊Cancer: nurturing, motherhood, or becoming a parent can increase luck, children can bring luck, redefining the home, positive relationship with the mother, painting, and other creative natural inclinations.

🔥Leo: born into wealth, or power, high self esteem, charismatic presence, strong leadership ability, and ability to stand out of a crowd easily, Celebrity energy.

⛰️Virgo: natural healer, strong organization ability, attentive, healing through hypnosis, trustworthy friends, and impeccable“common sense”.

🌬️Libra: naturally beautiful, aesthetically pleasing, and naturally sociable demeanor. Good luck in relationships, and marriage. Amazing sense of style, and fashion sense. Good insight for social trends, or what is “new and hot”.

🌊Scorpio: body language expert, strong intuition, a knowing for the unknown, storm magic, Empath ability, expert in pattern recognition, good intuition when it comes to stocks, and profit building opportunities.

🔥Sagittarius: optimistic outlook, open minded to new people, places, and opportunities, incredible skill for identifying upcoming trends among the culture they are absorbed into. Travel catapults transformations, and marks transitions into new chapters in life.

⛰️Capricorn: natural eye for business matters, strong leadership ability, good understanding pressure, lifelong student mentality, strong values that started in childhood, good moral compass, strong ability to accumulate money and property over lifespan.

🌬️Aquarius: strong humanitarian outlook, unique style, the kind of leader people want to follow, strong social impact, people remember you, strong social reach, trendsetter, amazing instincts for nonprofit organizations and charity, natural cult leader energy.

🌊Pisces: strong intuition, vivid psychic dreams, ability to cause ripple effect of change within other people’s emotional states, good luck by beaches, or water, natural intelligence, compassion for others leads to opportunities to build wealth.

[zvaigzdelasas]

China’s massive rollout of renewable energy is accelerating, its investments in the sector growing so large that international climate watchdogs now expect the country’s greenhouse-gas emissions to peak years earlier than anticipated—possibly as soon as this year[!!!].

China installed 217 gigawatts worth of solar power last year alone, a 55% increase, according to new government data. That is more than 500 million solar panels and well above the total installed solar capacity of the U.S. [...]

Wind-energy installation additions were 76 gigawatts last year, more than the rest of the world combined. That amounted to more than 20,000 new turbines across the country, including the world’s largest, [...]

The low-carbon capacity additions, which also included hydropower and nuclear, were for the first time large enough that their power output could cover the entire annual increase in Chinese electricity demand [!!!!], analysts say. The dynamic suggests that coal-fired generation—which accounts for 70% of overall emissions for the world’s biggest polluter—is set to decline in the years to come, according to the Paris-based International Energy Agency and Lauri Myllyvirta, the Helsinki-based lead analyst at the Centre for Research on Energy and Clean Air.[...]

Its rapid emissions growth long provided fodder for critics who said Beijing wasn’t committed to fighting climate change or supporting the Paris accord, the landmark climate agreement that calls for governments to attempt to limit warming to 1.5 degrees Celsius over preindustrial temperatures. Now, analysts and officials say Beijing’s efforts are lending momentum to the Paris process, which requires governments to draft new emissions plans every five years.

“An early peak would have a lot of symbolic value and send a signal to the world that we’ve turned a corner," said Jan Ivar Korsbakken, a senior researcher at the Oslo-based Center for International Climate and Environmental Research.

In 2020, Chinese leader Xi Jinping pledged that the country’s emissions would begin falling before 2030 and hit net zero before 2060, part of its plan prepared under the Paris accord. He also said China would have 1,200 gigawatts of total solar- and wind-power capacity by the end of this decade. The country is six years ahead of schedule: China reached 1,050 gigawatts of wind and solar capacity at the end of 2023, and the China Electricity Council forecast last month that capacity would top 1,300 gigawatts by the end of this year.[...]

Transition Zero, a U.K.-based nonprofit that uses satellite images to monitor industrial activity and emissions in China, says the official data are “broadly aligned and consistent" with theirs.[...]

[M]oving China’s timeline for an overall emissions peak forward could shave off around 0.3 to 0.4 degrees Celsius of projected global warming if emissions started to decline next decade, analysts say.[...]

The most certain variable in the equation is the breakneck pace of China’s renewable-energy rollout, which analysts expect will continue to add 200 to 300 gigawatts of new wind and solar capacity a year. The investments in renewable energy have become a major driver of the Chinese economy. The country’s clean-energy spending totaled $890 billion last year, up 40%. [...]

The adoption of electric vehicles is happening so rapidly that analysts say peak gasoline demand in China was already reached last year[!!!].

10 Feb 24

[ms-demeanor]

Job searching is always a fascinating mess because, like, there is a zero percent chance that I'm going to apply to be the associate brand manager working to deliver disruptive innovation for the carrot farm (who are a leader in "distributing high quality, nutrient dense branded products") but I am weirdly excited about applying for the logistics administration job at the mattress recycling nonprofit and I'm going to hear back from neither of them no matter what happens.

[genderqueerdykes]

The Trevor Project needs help holding upper management accountable for sudden devastating layoffs, and silencing those attempting to speak up about it!

The Trevor Project is a US-based nonprofit organization that provides support for struggling queer youth, providing 24/7 phone and text lines as well as other resources and community for many queer youth who are struggling to find support and a sense of stability. For those who work for this project, their jobs have meant everything to them, and the layoffs came suddenly, without the employees being able even so much as give feedback during this announcement.

"On the morning of June 14, The Trevor Project sent a meeting invite for 1:30 pm EST (2 hours before the meeting start time). The meeting was titled "988 Updates." In this brief meeting, staff at Trevor Project and staff contracted through Insight Global working for Trevor Project were informed that almost half of this 988 staff would be laid off and the last day for those folks would be July 2, 2023. Coordinators of the meeting from both Trevor Project and Insight Global turned off the chat feature and opened the Q&A, but have yet to still answer the questions asked by the staff. Leaders were stiff, emotionless, and cold while reading off of a script as if they were not destroying lives by what they were saying. 988 counselors and staff were also told not to stop taking crisis chats while this was happening, leading to our own self-crises while trying to support contacts. This was a highly unprofessional and inconsiderate meeting with life-changing news."

This has been utterly devastating for both the project, and those who are losing their jobs. Those affected were given a two week notice. As this is a primarily queer organization, many of those affected by these lay-offs face discrimination in their careers and have struggled to find jobs outside of queer affirming organizations.

As of writing this post, this petition only needs 255 signatures to pass, please sign if you agree that those in charge need to be held accountable and provide answers and solutions for the problems and damage that has been caused. You can also share this post, or the link to the petition itself to increase visibility. Thank you for reading.

We stand in solidarity with The 988 Trevor Project Team United.

[brilliantsnafu]

Remember when this happened a month ago and then I got lied to for weeks and weeks by the shiny, brand new leadership? And then got manipulated during my third NeXt StEpS zOoM in an attempt to get me to drop out of the running bc that new leader didn't want to say shit to my face? And then when I didn't take the bait she sent me a dismissive, cowardly email to let me know I wouldn't be hired?

HOPE Y'ALL LOSE THE GOVERNMENT CONTRACT YOU'VE HAD FOR DECADES BC SHE RUNS THE ORG INTO THE GROUND WITH HER WEAKASS ATTEMPT AT LEADERSHIP.

Y'ALL AHHHHH

The job asked me to zoom with them again today. I think it means the job is mine if I want it.

But.

The zoom is bc there have been some changes to the job. Also so I can meet another person with the same title.

I'm scared they're going to say it's now part time instead of full time work. I'd still take it. But that would mean I'd have to continue job searching too. And would mean it wouldn't count for my student loan forgiveness.

The meeting's in two hours. I'll let y'all know what happens.

[pintadorartist]

Bill H.R. 9495, the Non-Profit Killer, is heading to the Senate

Bill H.R. 9495, aka the "Stop Terror-Financing and Tax Penalties on American Hostages Act" was meant to protect US Hostages from tax penalties; the bill received an add-on that would give the Treasury Secretary the power to strip any non-profit of their tax-exempt status based on the idea that the nonprofit is a "terrorist supporting" organization, all without due process or a justification.

This would give the upcoming Trump administration the power to kill any non-profit org, from AO3 to the ACLU. Even local nonprofits and independent news sources could be stripped of their status and be unable to receive funding to stay open, all because they had different views than the government.

Unfortunately, the bill passed the House and is headed towards the Senate. So I ask you all to find your Senator and then call, email, fax them a lot of times, and make as much noise as possible to tell them to vote no. I also ask you to do the same to these Democrat Senate leaders as well:

Chuck Schumer:

Phone: (202) 224-6542

Fax: (202) 228-3027

Dick Durbin:

Phone: 202-224-2152

Debbie Stabenow:

Phone:(202) 224-4822

Elizabeth Warren:

Phone: (202) 224-4543

Mark R. Warner:

Phone: 202-224-2023

Amy Klobuchar:

Phone: 202-224-3244

Fax: 202-228-2186

Bernie Sanders:

Phone: 202-224-5141 Fax: 202-228-0776

Catherine Cortez Masto:

Phone: (202) 224-3542

Joe Manchin:

Phone: 202-224-3954 Fax: 202-228-0002

Cory A. Booker:

Phone: (202) 224-3224

Fax: (202) 224-8378

Tammy Baldwin:

Phone: (202) 224-5653

Brian Schatz:

Phone: (202) 224-3934

Here are some tools:

Find your Senator:

Or you can call the Congressional switchboard today and ask to be connected with each of your Senators’ offices. Demand they vote against this bill: (202) 224-3121

Fax tool:

Here are some call scripts that you can use as fax and email as well:

If you have a Democrat Senator, you can use this script:

"I am calling Senator [THEIR LAST NAME] as a constituent to urge them to vote against the Stop Terror-Financing and Tax Penalties on American Hostages Act, when it comes to the Senate floor. This bill would give the Treasury the power to kill non-profit organizations without evidence, and will be used as a sledge hammer to destroy any organization that speaks out against the incoming President’s agenda. No matter who was in power, this bill would be authoritarian and ripe for abuse. Handing this power to a President known to be vindictive, and who has promised to be a “day one” dictator, would be a failure of congressional leadership. Please share my thoughts with the Senator, urging them to vote against this dangerous legislation. Thank you"

If you have a Republican Senator, you can use this script:

"I am calling Senator [THEIR LAST NAME] as a constituent to urge them to vote against the Stop Terror-Financing and Tax Penalties on American Hostages Act, when it comes to the Senate floor. This bill would give the Treasury the power to kill non-profit organizations without evidence, and will be used as a sledge hammer to destroy any organization that speaks out against the incoming President’s agenda. No matter who was in power, this bill would violate our First Amendment Rights. Handing this power to the Government would be a failure of congressional leadership. Please share my thoughts with the Senator, urging them to vote against this dangerous legislation. Thank you"

And I also urge you to sign these petitions/letters as well:

And again, please keep up the pressure, make your voices heard, continue to leave messages to your representatives and make sure they hear you either through voicemail, call, etc.

[fandomlurker333]

A lot of people are screaming throuple and just writing the porn (which I get! It’s fun!). But reading them come is not enough for me. lol Toxicity is hot until it’s just damaging and sad for everyone. I want real happiness for these three weirdos.

The end of the film was meant to be the very beginning of something. Just the spark of an idea of them coming back to one another. But the real work starts after. 

And I think it would probably be a step-by-step thing. 

I can see Patrick and Art working to draw closer, with that strong foundation of their childhoods to build off of. Obviously having to resolve the hurt that so much time and distance caused them, and both being willing to forgive. But it’s clear at the end of the film that the door is open for that. They grew up together. There’s a real root of knowing that I think could carry them through the toughest parts early on. Their relationship evolving feels possible.

And Tashi and Art’s marriage would find some breathing room and maybe even some renewed delight for having Patrick present and loving on them both. Kinda seeing each other again through his eyes type thing. Remembering they’re more than who they have been to each other for over a decade (both operating in one mode to survive, never quite enough for each other -- not totally fulfilled and not appreciated in their fullness).

I don’t think Patrick and Tashi would be having sex at this point, but I can see like….tennis dates where they bicker. Just them all learning how to be in each other’s space for extended periods of time and enjoy it.

And maybe Art wouldn’t resent Tashi so much for not being able to give him everything (so much has been taken from her — she just doesn’t have all that much left. She’s been doing her best.) and maybe Tashi would feel more at peace seeing them play each other and knowing Art is really loving tennis, not just playing for her. Connecting with them both in that space and finding joy in tennis again, so it’s not just routine and pain and loss for her.

With that healing happening concurrently (with therapists as support, of course), I think they’d get far. And then once those relationships are more secure, once Art and Tashi learn how they relate to each other when he isn’t winning for her (which would be something new. They don’t know what that looks like yet!) then Patrick and Tashi, having learned way more about themselves in relationship and how to communicate, might start working on their side of the triangle lol. 

I could see them all exploring and working out the intimacy over time — not just sex, but intimacy -- what do they each need and how do they need it? And kink too, the various ways they each want/need to give or receive so they all feel truly satisfied.

And of course they’ll be partners co-parenting. All of them.

I can see Tashi finally grieving her injury, the life she lost, and rediscovering her love of tennis, not to win, but for the joy of being on the court. Her sobs the first time she plays again and it’s not competitively, just a little volley, but it’s like she’s finally alive again. Reminding herself she’s a leader in tennis the space still, that she can build success in that world even without Art’s career, but maybe it looks different. I see a healed Tashi learning to enjoy teaching kids. Taking on more protege. And letting Art and Patrick come help at her tennis camps. 

Art retiring like he said he wanted, running the foundation as Tashi steps back. Realizing that he’s actually pretty good at this business thing and going back to school for a Master’s in nonprofit leadership. Meeting new people. Making friends (that aren’t Patrick). Getting invited to a pottery class and seeing he loves to work with his hands. Playing tennis with Patrick on the weekends.

And my heart for stay-at-home dad Patrick. Who always forgets to change over the laundry and leaves his keys everywhere and puts the babies' shoes on the wrong feet. But my god he loves those kids so goddamn much. Patrick learning to cook for the family and getting really good at it like he does anything he hyper-focuses on. Patrick finally having a home with the two people he loves most and figuring out how to create some routine and stability for himself within that container.

The love in that home. Ugh. I think it’s possible! I think they can do it! It just takes work. 

[thatsonemorbidcorvid]

“The women leaders in our study were considered too young or too old. They were too short or too tall, too pretty or too unattractive or too heavy. They had too much education or not enough or their degrees were not from the “right” schools. They suffered from disrespect and misperceptions due to race, color, or ethnicity. Whether they had children or were childless, the women were expected to work harder than men to prove their worth. Women were held back from leadership opportunities due to being single, married, or divorced. There was no personality trait sweet spot, as introverted women were not seen as leaders and extraverted women were viewed as aggressive. The effect, then, means women leaders are “never quite right.”��

Full text under cut

https://www.fastcompany.com/90889985/new-research-reveals-critiques-holding-women-back-from-leadership-that-most-men-will-never-hear

A recent study of the 33 biggest multilateral institutions found that of 382 leaders in their history only 47 have been women. And the percentage of women running Fortune 500 companies has only just recently crested a meager 10%.

As researchers we wondered why institutions consistently fail to promote women to top jobs. Our recent study of 913 women leaders from four female-dominated industries in the U.S. (higher education, faith-based nonprofits, law, and healthcare) sheds light on this pernicious problem. As we found, there’s always a reason why women are “never quite right” for leadership roles.

Women are criticized so often and on so many things that they are acculturated to receiving such disparagement, taking it seriously, and working to make improvements. And any individual woman may take it personally, believing the criticism directed at her to be warranted.

But our research reveals that the problem lies elsewhere. Virtually any characteristic can be leveraged against a woman in a discriminatory fashion. Such criticisms often relate to facets of women’s identity in an overt or subtle way, such as race, age, parental status, attractiveness, and physical ability.

Effectively, the surface-level critique functions as a “red herring,” distracting from the inherent gender bias driving the encounter. This type of treatment is so common that we have called it “we want what you aren’t” discrimination.

More specifically, our research revealed 30 different characteristics and qualities of a woman’s identity that emerged as points of criticism creating barriers to women’s success. The clear message to women is that—whatever they are—they are “never quite right.”

Age was a consistent challenge for women leaders in our study. Some of our respondents reported being considered too young to lead, while others indicated being too old hindered them from advancing.

However, being middle-aged didn’t help women’s career prospects either. A physician shared: “I am middle-aged, and men my age are seen as mature leaders and women my age as old.”

Parental status—having children or being childless—emerged as another point of criticism. A higher-education leader described how people assume she “can’t take on a bigger role ‘because of the kids,’” which made her feel that she needed “to work extra hard” to show that she could be both a dedicated mother and a leader.

On the other hand, a childless physician was expected to “work harder/more, accomplish more” than other female colleagues. Mothers were also bypassed for career opportunities, as happened to a single divorced lawyer who was the mother of preschoolers, “due to a perception by my male bosses that I cannot or should not handle [larger matters].”

Likewise, pregnancy was problematic, particularly for lawyers in our study. There was doubt that women would come back to work after maternity leave. Some were no longer given good assignments, while others were forced to quit private practice or work part time. One lawyer described the loss of confidence from bosses:

“Once you are pregnant or trying to have kids, the way management views you deteriorates. The opposite thing happens for male coworkers. I’ve seen it in so many law firms it’s impossible to argue it was just coincidence or based on merit.”

Simply planning on having kids was enough to invoke bias. A woman in higher education reported being denied promotion because she would need maternity leave for hypothetical future children.

Women of color were targets of subtle bias. An African American faith-based leader described being “invisible” and regularly “talked over” by white men. A Native American higher-education executive described being misperceived as weak, “when in fact we are practicing ‘respect’ for ourselves and others.” And a Filipina physician described facing role incredulity, as people assumed that she was “a nurse, and not a doctor and a division chief at that.”

Even physical ability and health played into the women’s experiences. Physical disabilities led to assumptions of not being capable. One higher-education leader who uses a crutch was questioned by men about the way she walks and has been told “to hide my cane, especially for photographs,” as she said.

Regarding health, there were double standards around the way men and women with illnesses were treated. A physician developed ovarian cancer while serving as an officer in the public health service. She explained, “The plan was to discharge me . . . even though men with prostate cancer didn’t have to go through that.”

The women leaders in our study were considered too young or too old. They were too short or too tall, too pretty or too unattractive or too heavy. They had too much education or not enough or their degrees were not from the “right” schools. They suffered from disrespect and misperceptions due to race, color, or ethnicity. Whether they had children or were childless, the women were expected to work harder than men to prove their worth. Women were held back from leadership opportunities due to being single, married, or divorced. There was no personality trait sweet spot, as introverted women were not seen as leaders and extraverted women were viewed as aggressive. The effect, then, means women leaders are “never quite right.”

Organizations that fail to promote and support women in their top roles miss out on performance gains. Fortunately, there are concrete steps that organizational leaders, allies, and individual women can take to mitigate this “never quite right” bias, aiding women’s workplace advancement.

“Flip it to test it”

Leaders can be particularly effective in thwarting sexist criticisms toward women. It’s not about changing the behavior of women—who are the recipients of the unfair treatment—but it is about changing the behaviors of those who justify their actions as somehow merited. Many criticisms fail the “flip it to test it” method miserably. Ask yourself, would the following statements ever be said about a man?

He needs to smile more.

Men are going to have kids and not want to work.

Since Larry has prostate cancer, he can no longer fulfill his job duties.

The clear answer is no. Leaders can infuse awareness of this simple, yet effective, tool to reduce such bias-laden criticisms. And workplace allies can help stop unfair criticism of women by calling it out.

Constructive career-enhancing feedback

Women are almost one and a half times more likely to receive negative feedback that is subjective rather than constructive and objective feedback. Men are often given a clearer idea of where they excel and opportunities for improvement whereas women are given vague feedback that often focuses on qualities like communication style. Even when using formal performance evaluation rubrics, a disparity remains.

Developmental feedback to women focuses on operational tasks, coping with politics, developing resilience, being cooperative, and building confidence. Developmental feedback to men focuses on setting a vision, leveraging power and politics, being assertive, and displaying confidence. Leaders can reduce the gender-biased framing by encouraging all employees to develop both sets of skills.

Do not take it personally

For individual women, hear us when we say, “It’s not you.” We women are conditioned to accept feedback and internalize it as something to “fix” about ourselves. If you are criticized, consider whether it is objective, constructive, and warranted. Disregard identity-based criticisms that are part of a larger pattern of bias against women.

Our research demonstrates that practically any characteristic can be proclaimed problematic for a woman leader to question her competence and suitability for leadership. It takes deliberate effort, but we can turn the message to women from “We want what you aren’t” into “We want what you are.” Doing so will advance women in the workplace and profit the entire organization.

Amy Diehl, PhD, is chief information officer at Wilson College and a gender equity researcher, speaker, and consultant. She is coauthor of Glass Walls: Shattering the Six Gender Bias Barriers Still Holding Women Back at Work.

Leanne M. Dzubinski, PhD, is acting dean of the Cook School of Intercultural Studies and associate professor of intercultural education at Biola University, and a prominent researcher on women in leadership. She is coauthor of Glass Walls: Shattering the Six Gender Bias Barriers Still Holding Women Back at Work.

Amber L. Stephenson, PhD, is an associate professor of management and director of healthcare management programs in the David D. Reh School of Business at Clarkson University. Her research focuses on how professional identity influences attitudes and behaviors and how women leaders experience gender bias.