#organizational facilitator

[webwareio]

Our story begins with a life-changing experience where Robin Standlee, the founder of C-Level Consultants, embarked on a journey to Mt. Shasta first with a group of adventurers before a three-night fast and solo quest. Alone on the mountainside, she confronted her limiting thoughts, healed old emotional wounds, and experienced fully, the power of nature to refocus and direct life's path.

[xpedio]

Navigating the Pain of Corrective Feedback

Receiving and giving corrective feedback can be challenging, yet it's essential for personal and professional growth. This article by Xpedio delves into the emotional aspects of feedback, offering practical advice for making this process more constructive. Key strategies include having open conversations about feedback, establishing clear rules, recognizing positive behaviours, and setting an example by inviting and responding to feedback constructively. By fostering a culture of continuous learning and trust, individuals and organizations can transform feedback into a powerful tool for improvement and development.

Read here to know more: https://www.xpedio.eu/do-you-also-feel-the-pain-of-corrective-feedback/

[removejobs]

Remoteliz

In today's fast-paced digital world, the quest for flexibility and work-life balance has propelled remote work into the spotlight. Enter RemoteLiz, your ultimate resource for finding the perfect online job tailored to your lifestyle preferences. Whether you’re seeking full-time employment or freelance gigs, RemoteLiz seamlessly connects job seekers with a diverse array of opportunities. With our innovative Remote Job Board and intuitive Remote Search Engine, searching for work-from-home jobs has never been easier. Discover a plethora of positions across various industries, ensuring that the ideal WFH job is just a click away. Say goodbye to long commutes and hello to a world of possibilities with RemoteLiz, where your remote working dreams are just a search away!Discover RemoteLiz, your go-to remote job board and search engine for online and work-from-home opportunities, simplifying your journey to find WFH jobs.

RemoteLiz

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Online Jobs

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[astrum-aetherium]

⋆ ˚｡⋆୨୧˚ astrum's the secret history & henry winter thirst masterlist ⋆｡°✩

hi, all! because we are slowly but surely approaching the 200 posts mark and this blog hasn't even been up for a full month, i've decided to provide all those who are new to my page a handy tool to facilitate orientation. when you expand this post, you will be greeted with a summary of all of my original posts and asks regarding the topic of my blog — incessant, tenacious, shameless thirst for the secret history's very own henry marchbanks winter.

admittedly, i am a complete sucker for lists and organizational tools, which is why this will simply be a heavenly experience for me — even more so because i'm currently procrastinating writing my term paper. however, without much further ado — find the list below the cut.

-> IMPORTANT NOTE: due to the link limit on this post, i can no longer expand it to my liking. because i don't want to create a second masterlist (just yet), however, you will find any newer uploads linked in my own reblog of this post (look in the notes).

˚₊· ❥ general — sfw, informative, personal

my opinion on tsh / addressing the problematic aspects of tsh / henry's middle name being 'marchbanks' and a possible explanation / what henry might've whispered to camilla / my opinion on whether or not henry and camilla were in love / my fancast(s) for henry / my favorite books / my opinion on dorian gray as a character (+ parallels with tsh) / comparing henry to marble statues / modern media henry would be into / elaboration on camilla macaulay / will i be writing about other tsh characters? / tips on getting into classical studies / country house daydreams

˚₊· ❥ henry winter nsfw scenarios

general headcanons about henry's sexual preferences / summer thigh riding / car sex / study date sex / mating press position with henry / riding henry / scratching his back during intimacy / bondage with henry / henry being into bdsm / henry's dirty talk part one / henry's dirty talk part two / neck teasing & biting / henry and cnc / dumbification with henry / henry sucking his partner's fingers / sucking henry's fingers / henry & cigarettes after sex / henry physically responding to pleasure / henry being distracted by your moans while studying / henry & the smell of gasoline / henry muffling you due to your volume / relentlessly teasing henry / cockwarming during studying / sex at bunny's funeral / henry calling you 'good girl' / henry and aftercare / giving henry head to cure his headache / size kink with henry / ignoring henry while he gives you head / clit spanking with henry + coming from your clit being spanked / you and henry at the beach / doggy style position with henry / henry with an inexperienced partner / inexperienced henry with an experienced partner / being bratty with dom!henry + being bratty and fighting henry back / henry burning you with his cigarette / shotgunning a cigarette with henry / jacking henry off with pretty nails / henry using his diary for dirty entries in latin

-> own category — sub!henry: general headcanons / ignoring needy sub!henry / sub!henry punishing you back / making sub!henry beg + reaction to his begging / mirror in front of sub!henry / henry still being dominant while subbing

˚₊· ❥ henry winter sfw / mildly nsfw scenarios

henry & hanahaki disease au / henry with a polar opposite partner / henry with a partner similar to judy / spoiling his partner / getting off on spoiling his partner / enemies to lovers with henry / best friends to lovers with henry / academic rivals with henry / henry being soft(er) with his partner / henry during your period / henry's birthday party at francis' country estate / falling asleep on henry whilst reading / owning a locket with henry's face in it

˚₊· ❥ general satiric / amusing scenarios

gay hampden / list of pop culture scenarios flea wants the greek class to go through / henry holding a baby / playing roblox with the greek class / greek class barbenheimer feud / locking the greek class in a room with the percy jackson movies / the greek class' opinions on percy jackson / being locked in a room with henry / henry watching reality shows with you / henry turning up at your house / showing the greek class colleen ballinger's apology video / keeping the greek class in a glass terrarium / forgetting henry in the cereal isle at walgreens / the greek class being actual people (+ bunny shitting headcanon) / bunny possibly being okay (they revoked their statement) / henry writing smut in his diary

˚₊· ❥ henry winter scenarios inspired by songs

taylor swift — last kiss / taylor swift — illicit affairs / dead girl walking part one + part two

˚₊· ❥ bonus: prose and poetry shared by my saturn anon

one — marble / two — divinity / three — dancing in the rain / four — intimacy overseas

[astroismypassion]

✨PART OF FORTUNE IN SIGNS AND HOUSES SERIES: 9TH HOUSE✨

Credit: Tumblr blog @astroismypassion

ARIES PART OF FORTUNE IN THE 9TH HOUSE

You feel the most abundant when you have Aries and Sagittarius Sun people in your life. You would do well as a personal trainer or fitness instructor since you have great energy and motivation that can inspire clients to achieve health and fitness goals. You feel abundant when you are inspired and inspiring others and when you can experience the childlike joy and share it with those around you.

TAURUS PART OF FORTUNE IN THE 9TH HOUSE

You feel the most abundant when you have Taurus and Sagittarius Sun people in your life. You can earn money via teaching about practical skills, business, economics or the arts, via creating and selling educational content (online courses, e-books, instructional videos), by becoming a travel writer or blogger, starting or managing a tourism-related business (travel agency, boutique hotel or guided tour company), via international law.

GEMINI PART OF FORTUNE IN THE 9TH HOUSE

You feel the most abundant when you have Gemini and Sagittarius Sun people in your life. You can earn money via developing or working with educational technology platforms that facilitate online learning, via work in international business/trade, via diplomacy, engaging in media production, creating content for TV, radio or online platforms.

CANCER PART OF FORTUNE IN THE 9TH HOUSE

You can feel the most abundant when you have Cancer and Sagittarius Sun people in your life. You can earn money via selling home-brewed beer or offering brewing classes, via media content (podcasts, videos) connected with family relationships, emotional health, cultural traditions, life coaching, via real estate related to family homes, community housing, vacation properties that provide a sense of home and comfort, via non-profit organizations that focus on family support, emotional well-being and cultural preservation.

LEO PART OF FORTUNE IN THE 9TH HOUSE

You feel the most abundant when you have Leo and Sagittarius Sun people in your life. You can earn money via providing high-end services, such as image consulting or bespoke travel planning, via engaging in theatre, film, directing, producing, via creative arts (music, painting, dancing), via sharing your experiences by storytelling, via teaching, arts, philosophy or leadership.

VIRGO PART OF FORTUNE IN THE 9TH HOUSE

You feel the most abundant when you have Virgo and Sagittarius Sun people in your life. You can earn money via nutrition counselling, naturopathy, wellness coaching, preventative care, via writing for technical and scientific publications, via developing or managing programs that facilitate cultural exchanges and study abroad opportunities. You feel abundant when you are focused on service and when you have clear communication.

LIBRA PART OF FORTUNE IN THE 9TH HOUSE

You feel the most abundant when you have Libra and Sagittarius Sun people in your life. You can earn money via becoming a make-up artist, creating tutorials or selling beauty products. You feel abundant when you travel with your loved ones, your partner or as a part of the team. You find wealth via becoming a teacher in subjects like art, design, law or philosophy. You find abundance in starting a business in art (art gallery, design studio, fashion brand).

SCORPIO PART OF FORTUNE IN THE 9TH HOUSE

You feel the most abundant when you have Scorpio and Sagittarius Sun people in your life. You can earn money via esoteric studies, sociology, spiritual transformation, via energy work, shamanic healing, transformational coaching. You feel abundant when you dive into transformation, healing and deep psychological insights. You can also offer consulting services in areas, like crisis management, organizational transformation or deep personal development. You feel abundant when you promote healing and transformation via self-help books, wellness products or spiritual tools.

SAGITTARIUS PART OF FORTUNE IN THE 9TH HOUSE

You feel the most abundant when you have Sagittarius Sun people in your life. You can earn money via offering tailored travel plans, starting a business in adventure tourism (offering hiking, trekking and cultural tours), offering spiritual counselling or coaching, helping others find their path and purpose.

CAPRICORN PART OF FORTUNE IN THE 9TH HOUSE

You feel the most abundant when you have Capricorn and Sagittarius Sun people in your life. You can earn money via import/export, global consultancy, multinational corporations, via offering historical tours, archaeological digs, via eco-tourism, via international law or corporate law. You feel abundant when you are disciplined, patient and persistent.

AQUARIUS PART OF FORTUNE IN THE 9TH HOUSE

You feel the most abundant when you have Aquarius and Sagittarius Sun people in your life. You can earn money via writing or speaking about progressive philosophical or spiritual ideas that align with modern, futuristic or humanitarian values, via online courses, workshops or alternative education methods, via technology, social sciences or futuristic studies.

PISCES PART OF FORTUNE IN THE 9TH HOUSE

You feel the most abundant when you have Pisces and Sagittarius Sun people in your life. You can earn money via producing media content (podcast, video, documentary) on spiritual, artistic, cultural topic, via creating educational programs/workshops that blend traditional learning with holistic or spiritual perspective, via spiritual coaching, astrology or psychic readings.

Credit: Tumblr blog @astroismypassion

[sensualnoiree]

astro notes: mercury 🧚🏿‍♀️

Mercury holds a prominent place in both alchemical and esoteric traditions, embodying a complex array of symbolic meanings and properties. In alchemy, Mercury is often represented by the symbol of the caduceus, a staff entwined by two serpents and crowned with wings, symbolizing both the volatile and fixed aspects of the element.

Mercury's symbolism in alchemy encapsulates the paradoxical nature of transformation. It embodies both volatility and fixity, representing the dynamic interplay between the ever-changing and the stable aspects of existence. This duality is reflected in Mercury's fluid nature, capable of assuming various forms while retaining its essential identity. In alchemical imagery, Mercury often appears as a flowing substance, symbolizing its ability to adapt and transform.

Mercury is associated with the bridging of opposites. As the intermediary between the spiritual and material realms, it facilitates the union of disparate elements, leading to synthesis and integration. This bridging function is essential in alchemical transmutation, where Mercury acts as the catalyst for the transformation of base substances into higher forms of existence.

Mercury is linked to the mind, communication, and intellect. It represents the mental faculties, including rational thought, analytical prowess, and linguistic abilities. Mercury's association with communication extends beyond verbal expression to encompass the exchange of ideas, the transmission of knowledge, and the dissemination of wisdom. Thus, Mercury serves as both the messenger and the medium through which insights are shared and understanding is achieved.

Within the alchemical tradition, Mercury holds a central position as one of the three foundational elements, along with Sulfur and Salt. These elements form the basis of alchemical work, representing the essential principles underlying the processes of transformation and transmutation.

Mercury, in its symbolic form, represents the animating spirit or the essence of life within matter. It embodies the vital force that imbues all living organisms with energy and vitality. In the alchemical quest for the Philosopher's Stone, Mercury serves as the primary agent of transformation, facilitating the transmutation of base metals into gold and the attainment of spiritual enlightenment.

As the intermediary between the spiritual and material realms, Mercury facilitates the exchange of energy and consciousness, enabling the alchemist to harness the transformative power of the universe. Through the alchemical process, Mercury guides the adept on a journey of self-discovery and spiritual evolution, leading to the realization of inner alchemy and the integration of the divine within the self.

In astrology and esotericism, Mercury is associated with the element of air and rules over the signs of Gemini and Virgo. Mercury's influence encompasses communication, intellect, adaptability, and cunning, reflecting its multifaceted nature.

As the ruler of Gemini, Mercury governs the realm of thought processes, mental agility, and intellectual curiosity. Individuals born under this sign are often characterized by their quick wit, versatile minds, and adept communication skills. They excel in areas such as writing, public speaking, and problem-solving, leveraging Mercury's influence to express themselves effectively and engage with the world around them.

In Virgo, Mercury's influence manifests in meticulous attention to detail, analytical precision, and practicality. Virgoans are known for their methodical approach to tasks, organizational abilities, and critical thinking skills. They excel in professions that require precision, efficiency, and attention to detail, leveraging Mercury's influence to analyze complex situations and find practical solutions.

follow for more astro insights like this and support me over on yt @quenysefields or instagram sensualnoiree

[danikriatura]

Psychological Safety & Social Justice

Redefining safety for would-be revolutionaries

By Kai Cheng Thom

If you ask a room full of people to talk about what safety means to them, it’s likely that you’ll get a wide spectrum of answers, some of which are directly contradictory to one another - I know because a significant part of my job as an organizational consultant and facilitator involves asking people this question. “Safety” is a fraught concept, particularly in the social justice culture of the Global Northern Left. In a decade and half of working within social justice culture as a practitioner of trauma healing and facilitation, some of the most intense conflicts I have seen - and participated in - have been about the meaning of safety and its felt presence or absence in a given space.

In this piece, I provide: some arguments regarding how “safety” should and should not be operationalized within social movement spaces, a specific definition of the term “psychological safety” drawn from organizational psychology, sand some practice-focused strategies for facilitators and organizers on the cultivation of psychological safety. Regular readers of my work will likely find this article complementary to my earlier piece on “The Wisdom of the Divergent Voice,” in which there are some overlapping themes and concepts. Allow me to be clear that I do intend to debate against some aspects of orthodoxy that I perceive within social movements in the west.

The Trouble With Safety & Social Justice

The notion of the safe space or safer space as it became a dominant concept within the social justice Left during the late 2000s and throughout the 2010s is one that, in my experience, frequently (and somewhat paradoxically) contributes to confusion and conflict about safety in our movements today. Not being a historian on the issue, my own awareness of the practice of “safe(r) space” language came through activism, as a college student, and my work in health and social services.

Safe(r) space, broadly defined, refers to the attempt to create a sort of social bubble within which the day-to-day effects of various types of oppression - such as sexism and misogyny, homophobia and transphobia, racism, ableism, and so on, are negated or suppressed. The methodology through which this is accomplished relies significantly on the transformation of language and communication norms so that oppressive or harmful speech either does not occur or is called out as such when it does. Harmful speech is usually defined subjectively, but tends to encompass everything from explicit hate speech to the expression of prejudiced ideas to off-colour jokes to micro-aggressions (speech habits that make individuals feel othered from the dominant culture, such as asking a person of colour “where are you from?” or asking a trans person “so have you had the surgery?”).

The safe(r) space concept is obviously rooted in good intentions and does in fact have some helpful applications - as a queer teenager and trans adult, I find great benefit in being able to join a meeting, participate in a community event, and receive healthcare knowing that I am entering a place where the cultural norms are explicitly counter to a transphobic mainstream culture.

The underlying wisdom of the safe(r) space idea is groups and societies do generally benefit from a baseline agreement that diversity is welcome and bigotry is bad - a simple idea in theory, but clearly not intuitive in practice, as demonstrated by watching an episode of almost any 90s TV show or by simple glance at today’s political world.

Yet there are many limitations to social justice’s culture’s notion of the safe(r) space, many of which form the basis of common debates within the Left’s struggle to redefine itself.

I will mostly leave it to the reader to explore the critiques of safe(r) in greater detail on their own, but will briefly outline two of this paradigm’s most significant flaws here:

1) When the limit does not exist: Sorry, I had to get that Mean Girls reference in there. When the practical application of “safety” in a group is preventing individuals from feeling othered or marginalized in any way at any time, the group is prone to becoming non-functional on both a psychological and operational level. The list of potential gaffes grows ever larger, and the correct way of speaking ever more narrow and the emotional atmosphere ever more tense. Identity-based oppression and trauma become a strange form of group status in a sort of reversal of dominant culture norms, granting one the right to speak and dictate others’ speech.

2) Safety for who? The safe(r) space concept is perhaps most flawed in that it rarely meaningfully addresses the dynamics of power and class that shape the world outside of supposed safe(r) spaces. Perhaps because so much of safe space culture was formed inside college campuses, their dynamics are largely centered around middle and upper class concerns and tend to unintentionally reinforce middle and upper class interests. Poor people inside a safe(r) space remain poor and rich people within it remain rich. People who can’t or won’t follow the norms of manners and language to be considered “safe” for others - often because of lack of educational access, developmental or mental disability, differences in class and cultural perspective, or other experiences of marginalization - are punished or pushed out of such spaces. Safety thus becomes a tool for people who already have power to consolidate their power and justify the punishment of the powerless.

Defining Psychological Safety

In the field of organizational psychology, psychological safety is most often defined as the shared feeling within a group that there is space to raise concerns and disagreement, ask questions, and make mistakes without the fear of punishment, a definition first developed and researched by psychologist Amy Edmondson. This definition has since been expanded and further developed by other researchers, theorists, and practitioners in the fields of psychology, human systems, business management, and others. Where psychological safety is present, it has been found to increase physical safety, as group members are more likely to report risks and hazards early on, and to significantly increase organizational efficacy.

This definition of psychological safety has powerful implications for social movements - primary among them that, counter to many popular conceptions of the “safe(r) space,” psychological safety cannot be achieved by setting rigid standards for behavior and performance within a group, but rather by normalizing divergence and dissent, encouraging innovation, practicing a culture of learning through experimentation, and transparently yet compassionately discussing mistakes. Developing clear, consistent, and fair practices that help group members access belonging, share both positive and negative feedback, and address problems is also key to creating psychological safety.

In nearly twenty years of living and working in Leftist movement spaces, I’ve come to the opinion that it is essential that we rework our cultural frameworks on safety - not only to make being a part of the Left a more joyful and life-giving experience, but also to our ability to accomplish meaningful long-term transformation of our social systems. The Left is currently deeply fractured, unable to build coalitions large enough or sustainable enough to overturn the current dominance of the fascist Right - which, interestingly enough, is at the moment comprised of a powerful coalition of its own between religious evangelists, the corrupt political class, and billionaire oligarchs.

If we are to defeat the Right and step into the governance needed to create a better world, we will need to vastly expand our capacity to create psychologically safe organizations and movement spaces at scale - spaces where people are able to connect, contribute, innovate, and learn without the expectation of perfect adherence to any one ideology. We will need to step beyond the notion of safety as a utopian bubble where nothing bad is allowed to happen and into the embodiment of safety as a living practice and dynamic process - something that we are all responsible for and deserving of. We will need to conceive of safety not as the end goal of leftist organizing, but rather a tool we need to make our organizations strong: Strong enough to be dangerous to the oppressive regime in which we live, and strong enough to give birth to another world.

Practices for Developing Psychological Safety In Organizations

Some basic practices to start exploring psychological safety follow below, please note that this is a non-exhaustive list:

1) Develop and clarify shared goals - Perfect individual safety is not the end point in and of itself for social movements; political organizing is not an individual therapeutic process or a replacement for families of origin. Psychological safety is clearer and more easily practiced when the shared goal (“the Big Why”) of a group or coalition is decided together and made explicitly clear.

2) Encourage and promote the wisdom of the divergent voice - Normalize and celebrate disagreement on issues as an opportunity to deepen relationship and build wisdom. Leaders should remember to frequently ask: Does anyone have a different idea? Does anyone disagree? And model receiving dissent and divergence with grace. More on the “divergent voice” concept here.

3) Explicitly discuss and re-evaluate group norms, power dynamics (rank) and roles, and pathways to belonging - Creating clarity around how one can “succeed” and access belonging in a group often lowers anxiety and softens competitive dynamics. Getting clear about power hierarchies and roles within groups has a similar effect. People most often yearn for belonging and status within groups, which needs to be discussed so they can pursue them in a healthy, prosocial way.

4) Develop shared processes for sharing positive and negative feedback - It is equally important to share praise and celebration as well as critique. The Left is frequently strong on critique and weak on praise and celebration. Delivering feedback, whether positive or negative, in a way that feels constructive and helpful rather than threatening or overly vague, is a skill that can be taught and strengthened with practice. There are many models for sharing feedback, but in short: Feedback should be delivered with a constructive and prosocial goal (to strengthen an organization and to support the individual receiving feedback to grow), grounded in specific observations, reasonably open for discussion, and come with concrete suggestions for improvement.

5) Practice rituals of belonging: Rituals are important for group cohesion and supporting individuals to feel cared about while also remaining on the overall goal. Rituals should be contextually appropriate and meaningful within the group’s culture. For example: Check-ins at the start of meetings, sharing food in times of celebration, acknowledging birthdays and holidays, practicing somatic grounding or singing together are all ways that groups can strengthen collective bonds.

6) Normalize mistakes and learning from them: It is an inevitable and deeply human occurrence that group members will make mistakes of various kinds. Psychological safety deepens when mistakes are normalized to a reasonable extent (this does not include deliberate abuse or severe harm such as physical violence or sexual exploitation, harassment, etc) and the process of naming mistakes and learning from them is made transparent. Leaders in particular play a significant role in modeling the acknowledgement of mistakes and harvesting insights from them with compassion and care."

[mariacallous]

Introduction

Research and practice over the past several decades have provided evidence about the effectiveness of some interventions that treat mental illnesses and substance use disorders (SUDs). That research has identified elements of treatment, including psychotherapies like cognitive behavioral therapy (CBT) and various pharmacotherapies; interventions that combine treatment elements, like relapse prevention for major depression; team-based programs that offer a suite of interventions, such as assertive community treatment (ACT) for severe and persistent mental illnesses; and models that focus on the integration of treatment for depression and anxiety disorders into primary care practices, like the Collaborative Care Model.

Nevertheless, the take up of evidence-based practices has been weak and has stalled in recent years, despite national recognition of the need to address high rates of mental health and substance use disorders. There is a mismatch between the strategies that research suggests are likely to benefit people and the availability of those strategies to people who may benefit from them. The roots of this mismatch may lie in challenges in understanding how to spread effective programs in complex organizational and funding environments, and how to scale the programs, organizational arrangements, and interventions that work. Moreover, though the “technology” for improving mental health and SUD care is understood, there are economic, organizational, and cultural forces that create enormous frictions for efforts aimed at putting knowledge about mental illnesses and SUDs and their treatments to work.  A shaky foundation of behavioral health service access, in which many communities in the U.S. find themselves lacking sufficient behavioral health services, underpins these larger forces.  This is particularly problematic for low-income communities and rural communities, where access issues are large.  And the research itself frequently does not address the impact of the interventions on important populations, including and especially people of color.

In this paper, we focus on four behavioral health policy issue areas that are marked by evidence-based understanding about what works, a need to rely on integration and coordination of effort across multiple sectors of public services, illnesses and circumstances that are highly stigmatized, and a history of institutional designs that create barriers to sustainable programs. These policy issue areas are:

Deploying interventions early in the course of severe conditions, such as psychosis, expected to be persistent and disabling without intervention;

Advancing healthy brain development and behavior in early childhood;

Providing effective and timely response to behavioral health crises; and

Supporting the reentry into communities of formerly incarcerated people with mental health and substance use conditions.

For each of these issue areas, we conducted an environmental scan of the evidence of the issue area’s impact and conducted facilitated interactions with practitioners, experts, and stakeholders.  Across these diverse areas, common challenges and clear strategies to spread and scale evidence-based behavioral health interventions emerged. Tackling these challenges and advancing these strategies create opportunities for philanthropy, governments at all levels, and communities to engage and advance efforts to strengthen evidence-based behavioral health service provision in the U.S. in these four areas.

[dipperdesperado]

notes toward taxonomies of social change tactics

Changing the world is hard. Creating equitable and egalitarian social relations have proven difficult to create. The path forward isn’t necessarily clear, but I have some general inclinations about how we should frame our approach. We should avoid a traditional approach, where we just try to turn things back to “how they used to be”. We instead should wrestle with present and past ideas to create the best possible course for the future.

This is super important for tactics. Depending on where you lie on ideological lines, you might be super into some tactics over others. I’d say, once we have a basic idea of our visions and values (and some ethics), we can try to pick some tactics from what’s available, and decide how to execute from there. from there. This post will mostly be gesturing towards a way to categorize tactics to decide what you will think will be useful based on the context.

So, I think some useful variables for any given tactic are:

Level of visibility or publicity. How aware will people be of this? How “viral” will it be?

Legality. How much trouble will you get in with the law?

Directness. How far are you from the issue? Is this a direct action, or do you have to go through intermediaries?

“Violence” or confrontation. How confrontational is this with oppressive systems?

Organizational structure. What kinds of organizational structures can facilitate this action?

Intended impact/likely result.

Current feasibility. Given your current power level, are you able to pull this action off?

Risks. What are the dangers with this idea?

Benefits. What can be gained if this tactic yields successful?

You can look at any given tactic, rank them based on these categories, and based on your strategy and analysis, decide if it’s something that you want to do. Depending on the situation, you can use as many or as few variables as you want.

I’ll end with an example of using this to categorize certain tactics, with a specific selection of variables.

Above Ground Tactics a. Legalist Tactics

Peaceful protests

Petitions and letter-writing campaigns

Lobbying and advocacy

Public speeches and rallies

b. Illegalist Tactics

Civil disobedience

Sit-ins and occupations

Blockades and disruptions

Nonviolent direct action

Underground Tactics a. Legalist Tactics

Covert research and information gathering

Whistleblowing

Strategic media campaigns

b. Illegalist Tactics

Sabotage and property destruction

Hacking and cyber-attacks

Underground publications and propaganda

This is just a start. I think that something like this can be useful so that we can have a way to gauge our tactics in the context that we plan to apply them. Hopefully, this can be part of an interesting tactical/strategic discussion.

[stentorai]

Predicting Employee Attrition: Leveraging AI for Workforce Stability

Employee turnover has become a pressing concern for organizations worldwide. The cost of losing valuable talent extends beyond recruitment expenses—it affects team morale, disrupts workflows, and can tarnish a company's reputation. In this dynamic landscape, Artificial Intelligence (AI) emerges as a transformative tool, offering predictive insights that enable proactive retention strategies. By harnessing AI, businesses can anticipate attrition risks and implement measures to foster a stable and engaged workforce.

Understanding Employee Attrition

Employee attrition refers to the gradual loss of employees over time, whether through resignations, retirements, or other forms of departure. While some level of turnover is natural, high attrition rates can signal underlying issues within an organization. Common causes include lack of career advancement opportunities, inadequate compensation, poor management, and cultural misalignment. The repercussions are significant—ranging from increased recruitment costs to diminished employee morale and productivity.

The Role of AI in Predicting Attrition

AI revolutionizes the way organizations approach employee retention. Traditional methods often rely on reactive measures, addressing turnover after it occurs. In contrast, AI enables a proactive stance by analyzing vast datasets to identify patterns and predict potential departures. Machine learning algorithms can assess factors such as job satisfaction, performance metrics, and engagement levels to forecast attrition risks. This predictive capability empowers HR professionals to intervene early, tailoring strategies to retain at-risk employees.

Data Collection and Integration

The efficacy of AI in predicting attrition hinges on the quality and comprehensiveness of data. Key data sources include:

Employee Demographics: Age, tenure, education, and role.

Performance Metrics: Appraisals, productivity levels, and goal attainment.

Engagement Surveys: Feedback on job satisfaction and organizational culture.

Compensation Details: Salary, bonuses, and benefits.

Exit Interviews: Insights into reasons for departure.

Integrating data from disparate systems poses challenges, necessitating robust data management practices. Ensuring data accuracy, consistency, and privacy is paramount to building reliable predictive models.

Machine Learning Models for Attrition Prediction

Several machine learning algorithms have proven effective in forecasting employee turnover:

Random Forest: This ensemble learning method constructs multiple decision trees to improve predictive accuracy and control overfitting.

Neural Networks: Mimicking the human brain's structure, neural networks can model complex relationships between variables, capturing subtle patterns in employee behavior.

Logistic Regression: A statistical model that estimates the probability of a binary outcome, such as staying or leaving.

For instance, IBM's Predictive Attrition Program utilizes AI to analyze employee data, achieving a reported accuracy of 95% in identifying individuals at risk of leaving. This enables targeted interventions, such as personalized career development plans, to enhance retention.

Sentiment Analysis and Employee Feedback

Understanding employee sentiment is crucial for retention. AI-powered sentiment analysis leverages Natural Language Processing (NLP) to interpret unstructured data from sources like emails, surveys, and social media. By detecting emotions and opinions, organizations can gauge employee morale and identify areas of concern. Real-time sentiment monitoring allows for swift responses to emerging issues, fostering a responsive and supportive work environment.

Personalized Retention Strategies

AI facilitates the development of tailored retention strategies by analyzing individual employee data. For example, if an employee exhibits signs of disengagement, AI can recommend specific interventions—such as mentorship programs, skill development opportunities, or workload adjustments. Personalization ensures that retention efforts resonate with employees' unique needs and aspirations, enhancing their effectiveness.

Enhancing Employee Engagement Through AI

Beyond predicting attrition, AI contributes to employee engagement by:

Recognition Systems: Automating the acknowledgment of achievements to boost morale.

Career Pathing: Suggesting personalized growth trajectories aligned with employees' skills and goals.

Feedback Mechanisms: Providing platforms for continuous feedback, fostering a culture of open communication.

These AI-driven initiatives create a more engaging and fulfilling work environment, reducing the likelihood of turnover.

Ethical Considerations in AI Implementation

While AI offers substantial benefits, ethical considerations must guide its implementation:

Data Privacy: Organizations must safeguard employee data, ensuring compliance with privacy regulations.

Bias Mitigation: AI models should be regularly audited to prevent and correct biases that may arise from historical data.

Transparency: Clear communication about how AI is used in HR processes builds trust among employees.

Addressing these ethical aspects is essential to responsibly leveraging AI in workforce management.

Future Trends in AI and Employee Retention

The integration of AI in HR is poised to evolve further, with emerging trends including:

Predictive Career Development: AI will increasingly assist in mapping out employees' career paths, aligning organizational needs with individual aspirations.

Real-Time Engagement Analytics: Continuous monitoring of engagement levels will enable immediate interventions.

AI-Driven Organizational Culture Analysis: Understanding and shaping company culture through AI insights will become more prevalent.

These advancements will further empower organizations to maintain a stable and motivated workforce.

Conclusion

AI stands as a powerful ally in the quest for workforce stability. By predicting attrition risks and informing personalized retention strategies, AI enables organizations to proactively address turnover challenges. Embracing AI-driven approaches not only enhances employee satisfaction but also fortifies the organization's overall performance and resilience.

Frequently Asked Questions (FAQs)

How accurate are AI models in predicting employee attrition?

AI models, when trained on comprehensive and high-quality data, can achieve high accuracy levels. For instance, IBM's Predictive Attrition Program reports a 95% accuracy rate in identifying at-risk employees.

What types of data are most useful for AI-driven attrition prediction?

Valuable data includes employee demographics, performance metrics, engagement survey results, compensation details, and feedback from exit interviews.

Can small businesses benefit from AI in HR?

Absolutely. While implementation may vary in scale, small businesses can leverage AI tools to gain insights into employee satisfaction and predict potential turnover, enabling timely interventions.

How does AI help in creating personalized retention strategies?

AI analyzes individual employee data to identify specific needs and preferences, allowing HR to tailor interventions such as customized career development plans or targeted engagement initiatives.

What are the ethical considerations when using AI in HR?

Key considerations include ensuring data privacy, mitigating biases in AI models, and maintaining transparency with employees about how their data is used.

For more Info Visit :- Stentor.ai

[ejazhussainsblog]

https://manxel.com/products/hrms

Manxel HRMS is a cloud-based Human Resource Management System designed to streamline and automate HR operations for businesses of all sizes. Developed by Curve Digital Solutions (SMC-PVT) LTD, Manxel offers a comprehensive suite of tools to manage various HR functions efficiently.

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Key Features of Manxel HRMS:

Employee Management: Centralized platform for storing and managing employee data, including personal details, job history, and performance records.

Payroll Processing: Automates salary calculations, deductions, taxes, and payment processing to ensure timely and accurate payroll management.

Attendance and Leave Tracking: Monitors employee attendance, working hours, vacation days, and sick leave, facilitating efficient workforce management.

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Recruitment and Onboarding: Streamlines the hiring process by assisting with job postings, application tracking, candidate evaluation, and onboarding of new hires.

Performance Management: Enables setting goals, conducting evaluations, and managing employee performance to align with organizational objectives.

AI-Powered Insights: Utilizes artificial intelligence to provide data-driven insights for informed decision-making in HR strategies.

User-Friendly Interface: Designed with an intuitive and simple user interface to enhance user experience and accessibility.

Manxel HRMS is accessible via web and mobile platforms, allowing HR teams and employees to manage HR tasks on the go. The mobile application is available for download on the Google Play Store

[xpedio]

Improve Your Workforce’s Performance with The Denison Model

Are you struggling to achieve the best performance from your employees? Are they facing any difficulty in adapting to newer strategies? Is your workforce floundering with a change in the organization structure? Xpedio can help you cope with all these issues using Denison Consulting Service. The program includes Denison Organizational Culture Survey (DOCS), which helps identify any weak links within your company and offer solutions to overcome them.

Learn more about Xpedio's Denison Consulting by clicking here.

[mind-cypress]

Why PMP Certification Training is Essential for Project Managers in 2025

With the growth in technology, the demands of project managers to deliver their services with precision, efficiency, and strategic insight have tremendously increased. The heightening demand for skilled project management professionals is a result of businesses facing digital transformation, economic challenges, and factors affecting team dynamics. This is where PMP certification training is a game-changer. At MindCypress, we understand the changing dynamics of the industry and thus offer innovative training that helps professionals stay competitive and competent in 2025 and beyond.

Key Benefits of Project Management Professional Certification for Career Growth

Getting a Project Management Professional or PMP certification is not only an achievement but a skyrocket in one's career. The certification, which is recognized across the globe, guarantees a project manager's project leadership and direction in any industry using a standardized methodology alongside the Project Management Institute (PMI) framework.

Some of the benefits are:

Earning Potential is improved: PMI's recent salary surveys indicate that PMP-certified professionals earn much more, at least 20% over non-certified counterparts.

Global Recognition: It is now recognized and respected in more than 200 nations, making it a great asset for professionals trying to make it globally.

Career Free: PMP certification applies to all industries like IT, construction, healthcare, and finance, bringing a wider scope of mobility into job opportunities for most.

Stronger Professional Network: it allows connection with other PMP professionals for opportunities in learning, mentorship, and collaboration.

MindCypress PMP Certification Training is tailored for aspiring and experienced project managers, keeping in mind real-life scenarios, agile methodologies, and experiential learning.

How Project Management Training Enhances Efficiency and Leadership Skills

Besides gaining promotion opportunities, project management training imparts tools to improve the immediate performance of employees. Project managers are those bold individuals who expect the most from their crew and optimize value by their genius vision.

PMP training helps you in:

Strategic Planning & Execution: The PMP certification provides advanced techniques in planning, risk management tools, and quality control techniques, all of which will enable you to ensure project success from inception to end.

Improved Communication: You learn how to manage stakeholders, facilitate communication across departments, and accomplish team goals in alignment with organizational objectives.

Enhanced Leadership Abilities: PMP training hones skills in motivating teams, resolving conflicts, and managing performance—skills crucial when performing the task of leading a diverse team.

Data-Driven Decision Making: Learn the art of working out well-informed decisions through tools like Earned Value Management (EVM), Gantt Charts, and Agile dashboards. 

MindCypress offers end-to-end project management training delivered by expert instructors, through interactive sessions, and with access to the latest study materials for full preparation to pass the PMP exam and perform well in your job.

Conclusion

In 2025, the business landscape will continue to reward those who are prepared, agile, and strategically skilled. Investing in PMP certification training through MindCypress is more than just a credential—it's a commitment to excellence, growth, and leadership in your profession. Whether you're an aspiring project manager or an experienced professional looking to elevate your career, PMP certification is a powerful step toward long-term success.

Choose MindCypress to guide you through your certification journey and position yourself as a top-tier project management professional in a world that values innovation, precision, and leadership.

Resource: https://mindcypress.com/blogs/project-management/why-pmp-certification-training-is-essential-for-project-managers-in-2025

[sefaradweb]

La comunidad judía en Argentina

🇦🇷 La historia de la comunidad judía en Argentina, tal como se relata en el libro Cinco Siglos de Historia: una crónica de la vida judía en la Argentina del ingeniero Alberto Klein, comienza en la década de 1860 con la promulgación de leyes que facilitaron la inmigración y la fundación de la Congregación Israelita de Buenos Aires. A lo largo de las décadas siguientes, la comunidad judía experimentó un crecimiento significativo, fortaleciendo su estructura religiosa y organizativa, enfrentando desafíos de integración, y contribuyendo al desarrollo cultural y social del país. La creación de instituciones comunitarias y educativas, junto con la llegada de inmigrantes judíos de diversas regiones, consolidó la presencia judía en Argentina, convirtiéndola en una parte integral de la nación.

🇺🇸 The history of the Jewish community in Argentina, as recounted in the book Five Centuries of History: A Chronicle of Jewish Life in Argentina by engineer Alberto Klein, begins in the 1860s with the promulgation of laws that facilitated immigration and the founding of the Israelite Congregation of Buenos Aires. Over the following decades, the Jewish community experienced significant growth, strengthening its religious and organizational structure, facing integration challenges, and contributing to the cultural and social development of the country. The creation of community and educational institutions, along with the arrival of Jewish immigrants from various regions, consolidated the Jewish presence in Argentina, making it an integral part of the nation.

Bibliografía:

Klein, Alberto. Cinco siglos de historia: una crónica de la vida judía en la Argentina. Comité Judío Americano, Oficina Sudamericana, 1976.

Wolff, Martha, y Manrique Zago. Los Inmigrantes judíos: pioneros de la Argentina. M. Zago Ediciones, 1982.

[amaramaven]

Navigating the L-1 Visa: A Guide for Businesses and Professionals

In today's globalized economy, businesses often need to transfer key employees between international branches. The L-1 intra-company transfer visa is designed to facilitate this process, allowing companies to bring specialized talent to the United States. If you're looking for an L-1 Visa Consultant in Ahmedabad or anywhere in India, understanding the intricacies of this visa is crucial. Let's delve into the details.

What is an L-1 Intra-Company Transfer Visa?

The L-1 visa is a non-immigrant visa category that enables U.S. employers to transfer executives, managers, or employees with specialized knowledge from one of their affiliated foreign offices to one of their offices in the U.S. There are two main categories:

L-1A: For executives and managers.

L-1B: For employees with specialized knowledge.

This visa is designed to promote international business operations and facilitate the transfer of valuable skills and expertise.

Who is Eligible for an L-1 Visa?

Eligibility for an L-1 visa hinges on several key factors:

Qualifying Relationship: There must be a qualifying relationship between the foreign and U.S. entities. This typically means a parent company, subsidiary, branch, or affiliate relationship.

Employment Abroad: The employee must have been employed by the foreign entity for at least one continuous year within the three years preceding the application.

Executive, Managerial, or Specialized Knowledge Role: The employee must be transferring to a position in the U.S. that is either managerial, executive (L-1A), or requires specialized knowledge (L-1B).

Employer Filing: The U.S. employer must file the petition with U.S. Citizenship and Immigration Services (USCIS).

For L-1 Visa Consultants India, it's important to stress that meticulous documentation is vital to demonstrate these eligibility requirements.

Is an L-1 Visa Difficult to Get?

The perceived difficulty of obtaining an L-1 visa varies. While it doesn't have a numerical quota like the H-1B, it does require a strong case demonstrating the qualifying relationship, the employee's eligibility, and the necessity of the transfer.

Key challenges include:

Demonstrating Specialized Knowledge (L-1B): This can be particularly challenging, as USCIS scrutinizes whether the knowledge is truly "specialized" and not readily available in the U.S. workforce.

Establishing Managerial/Executive Capacity (L-1A): Proving that the position in the U.S. meets the managerial or executive criteria requires detailed documentation of job duties and organizational structure.

Documentation: The need for comprehensive and accurate documentation is paramount. Any inconsistencies or gaps can lead to delays or denials.

For those looking for L-1 Visa requirements, it is important to contact a qualified consultant.

Is L-1 Better Than H-1B?

The "better" visa depends on the specific circumstances. Here's a comparison:

L-1:

No annual quota.

Allows for intra-company transfers.

Can lead to a green card through the EB-1C category (for L-1A).

Spouse can obtain work authorization.

H-1B:

Subject to an annual quota, making it highly competitive.

Requires a bachelor's degree or equivalent.

Suitable for specialty occupations.

Spouse may not easily obtain work authorization.

Key Considerations:

Company Structure: The L-1 is advantageous for companies with established international operations.

Employee's Role: The employee's role (executive, manager, or specialized knowledge) determines the appropriate category.

Long-Term Goals: If the goal is a green card, the L-1A (through EB-1C) offers a more direct path.

Why Seek an L-1 Visa Consultant?

Navigating the complexities of the L-1 visa process can be daunting. An experienced L-1 Visa Consultant Ahmedabad can provide invaluable assistance by:

Assessing eligibility and advising on the best strategy.

Preparing and filing the petition with USCIS.

Ensuring compliance with all regulations.

Providing guidance on documentation and evidence.

Helping with the visa interview process.

For businesses and professionals seeking to utilize the L-1 visa, partnering with experienced L-1 Visa Consultants India can significantly increase the chances of a successful outcome. By understanding the L-1 Visa and its requirements, you can make informed decisions and streamline the transfer process.

[christianbale121]

AI Agent Development: How to Create Intelligent Virtual Assistants for Business Success

In today's digital landscape, businesses are increasingly turning to AI-powered virtual assistants to streamline operations, enhance customer service, and boost productivity. AI agent development is at the forefront of this transformation, enabling companies to create intelligent, responsive, and highly efficient virtual assistants. In this blog, we will explore how to develop AI agents and leverage them for business success.

Understanding AI Agents and Virtual Assistants

AI agents, or intelligent virtual assistants, are software programs that use artificial intelligence, machine learning, and natural language processing (NLP) to interact with users, automate tasks, and make decisions. These agents can be deployed across various platforms, including websites, mobile apps, and messaging applications, to improve customer engagement and operational efficiency.

Key Features of AI Agents

Natural Language Processing (NLP): Enables the assistant to understand and process human language.

Machine Learning (ML): Allows the assistant to improve over time based on user interactions.

Conversational AI: Facilitates human-like interactions.

Task Automation: Handles repetitive tasks like answering FAQs, scheduling appointments, and processing orders.

Integration Capabilities: Connects with CRM, ERP, and other business tools for seamless operations.

Steps to Develop an AI Virtual Assistant

1. Define Business Objectives

Before developing an AI agent, it is crucial to identify the business goals it will serve. Whether it's improving customer support, automating sales inquiries, or handling HR tasks, a well-defined purpose ensures the assistant aligns with organizational needs.

2. Choose the Right AI Technologies

Selecting the right technology stack is essential for building a powerful AI agent. Key technologies include:

NLP frameworks: OpenAI's GPT, Google's Dialogflow, or Rasa.

Machine Learning Platforms: TensorFlow, PyTorch, or Scikit-learn.

Speech Recognition: Amazon Lex, IBM Watson, or Microsoft Azure Speech.

Cloud Services: AWS, Google Cloud, or Microsoft Azure.

3. Design the Conversation Flow

A well-structured conversation flow is crucial for user experience. Define intents (what the user wants) and responses to ensure the AI assistant provides accurate and helpful information. Tools like chatbot builders or decision trees help streamline this process.

4. Train the AI Model

Training an AI assistant involves feeding it with relevant datasets to improve accuracy. This may include:

Supervised Learning: Using labeled datasets for training.

Reinforcement Learning: Allowing the assistant to learn from interactions.

Continuous Learning: Updating models based on user feedback and new data.

5. Test and Optimize

Before deployment, rigorous testing is essential to refine the AI assistant's performance. Conduct:

User Testing: To evaluate usability and responsiveness.

A/B Testing: To compare different versions for effectiveness.

Performance Analysis: To measure speed, accuracy, and reliability.

6. Deploy and Monitor

Once the AI assistant is live, continuous monitoring and optimization are necessary to enhance user experience. Use analytics to track interactions, identify issues, and implement improvements over time.

Benefits of AI Virtual Assistants for Businesses

1. Enhanced Customer Service

AI-powered virtual assistants provide 24/7 support, instantly responding to customer queries and reducing response times.

2. Increased Efficiency

By automating repetitive tasks, businesses can save time and resources, allowing employees to focus on higher-value tasks.

3. Cost Savings

AI assistants reduce the need for large customer support teams, leading to significant cost reductions.

4. Scalability

Unlike human agents, AI assistants can handle multiple conversations simultaneously, making them highly scalable solutions.

5. Data-Driven Insights

AI assistants gather valuable data on customer behavior and preferences, enabling businesses to make informed decisions.

Future Trends in AI Agent Development

1. Hyper-Personalization

AI assistants will leverage deep learning to offer more personalized interactions based on user history and preferences.

2. Voice and Multimodal AI

The integration of voice recognition and visual processing will make AI assistants more interactive and intuitive.

3. Emotional AI

Advancements in AI will enable virtual assistants to detect and respond to human emotions for more empathetic interactions.

4. Autonomous AI Agents

Future AI agents will not only respond to queries but also proactively assist users by predicting their needs and taking independent actions.

Conclusion

AI agent development is transforming the way businesses interact with customers and streamline operations. By leveraging cutting-edge AI technologies, companies can create intelligent virtual assistants that enhance efficiency, reduce costs, and drive business success. As AI continues to evolve, embracing AI-powered assistants will be essential for staying competitive in the digital era.