Day 1 Mindset — Turning Day 2 into Day 1

Think about the last time you started something new. This could be a new startup, a Youtube channel, or anything that you are passionate about. Now imagine that excitement you felt when you undertook that effort. You might be thinking about all the wonderful ideas you could implement or just being super excited to start something new.

Now it's a few weeks or months later. Your excitement that you felt at the start has now slowed down. Your startup or endeavor might feel like a daily routine or a tedious task. This happens to many projects or long-term commitments that people work on or make. At the start, we are often excited and passionate, while later down we often start to lose that drive that we had at the start.

One of Jeff Bezos’s mindsets that he talked about in his letter to his shareholder was the Day 1 mindset. What does “day 1” actually mean?

Day 1 vs Day 2

With a Day 1 mindset, you are working on constantly growing yourself and the project you have undertaken just like you do at the start of that journey. This could be taking more risks by trying new things that might work and constantly being excited about the work that you are doing. On the other hand, when you move into the Day 2 mindset, you are more cautious about what you are doing and often iterate slowly.

As Jeff Bezos stated in his shareholder letter:

Bezos created this mindset primarily for how companies should grow by staying in the Day 1 mindset. Many people in the business world, thought this idea was not beneficial to companies because as a company becomes larger, you need to be careful with what you are doing. However, this does not end up being true since it slows down progress and innovation, as Bezos indicated. This mindset is the biggest reason for Amazon’s huge growth. This mindset does not just have to apply to companies, but it can apply to personal growth and working on a project at any scale.

In order to be in the Day 1 mindset longer, a person must not be afraid of change rather embrace it. It may take a lot of effort to do so at the start but through this iteration and change you would end up being better than if you decided to take the Day 2 route which may initial seem like a safe path.

Jeff Bezos also talks about other ways that you can move out of the Day 2 mindset and into the Day 1 mindset.

Be Obsessed with Helping Your Future Self

When people are often improving upon themselves or working on a project, they just focus on what they are doing at the moment and often get demotivated later on. It is important to be obsessed with helping to achieve your larger goal. Whether if it is yourself or a project you are working towards, if you are obsessed by trying to help your future self, you will be more motivated to take on challenges and undertake efforts towards that broader goal.

Jeff Bezos said in his shareholder letter:

Your future self may not know what you want right now, but it is important to constantly improve and help yourself even if you think you have hit a wall or have reached the limit. You currently might not want to learn how to code, but maybe your future self might want that and find it incredibly useful. The important thing to note is that as you experiment with different inventions to benefit yourself, you do not have to commit to it in the future. Trying it out will get you in the door to see if that topic will help you, and you can then decide if you are going to stick with it. Indeed these learnings will undoubtedly help your future self.

Focus on the Result Not the Process

Working on the process of growth is really important as it helps benefit your future self. However, when people are trying to grow or build something, they are so consumed in the process that they forget about the purpose they are following the process. They are trying to make sure that they are doing the process correctly rather than seeing if they are actually growing through it.

As Jeff Bezos stated in his shareholder letter:

Following the process is not a bad thing, but thinking that the process is fixed will trap your growth. It will prevent you from seeing how the process is making you do things that might not make sense for you or your project. It is important to see if there are any flaws in what and how you are doing things so that you can improve the elements of that process. You should work to have the process work for you rather than having you work for the process.

You can implement this by thinking to yourself:

  • Does this {Task} make sense for me?
  • Are there better ways I can do this {Task}?

Make decisions quickly

One of the best ways to grow quickly and stay in the Day 1 mindset is to make decisions quickly. We as humans often take so long to make a decision as we think about so many aspects of the decision. People may take a long time on how to move forward in a project, what next step they should take in life, and much more. When we take a long time making decisions, we lose out on the opportunity to experiment with different options and see which one actually is going to work for us.

Jeff Bezos talked about making high-quality and high-velocity decisions to keep the Day 1 mindset. Making good and fast decisions allow you to make more mistakes in how you are tackling something. We often think that mistakes are a bad thing that we should avoid at all costs. However, mistakes allow us to learn more as a result since you can iterate faster as you know what went wrong in your previous attempt. Allowing ourselves to have fresh ideas and make mistakes allows us to not only keep us passionate but learn and grow along the way.

Making Day 2 like Day 1

Having a Day 1 mindset is really important as we work in projects or just on ourselves because it keeps us motivated and accelerates our growth. This mindset is really hard to start at the beginning because it is a skill that is built up with practice and time. The important thing is to keep at it and build that mindset up overtime so at the end you can make more of your Day 2s into Day 1s.

Nivan is a 14-year-old Artificial Intelligence developer looking to use technology to help solve problems in the world. He is currently building a company called Lemonaid which is a platform that connects teens with organizations that are in need of help with volunteer/intern recruitment. Send me an email at if you would like to further discuss this article or just talk.

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Identify a practice problem that you have had some experience with

as a customer or as a practitioner, and explain how eliminating wasteful practices could have improved the experience. Include how your definition of quality applies to that experience.


Virtual reality enhances safety training in the maritime industry: An organizational training experiment with a non‐WEIRD sample

Publikation: Bidrag til tidsskriftTidsskriftartikelForskningfagfællebedømt

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Objective:Many industries struggle with training dynamic risk assessment, and howto bridge the gap between safety training and behavior in real life scenarios. In thisarticle, we focus on dynamic risk assessment during a mooring operation and investi-gate the potential value of using immersive virtual reality (VR) simulations comparedto standard training procedures in an international maritime training organization.Methods:In a pilot study, we compared two ways of implementing a VR simulation(stand-alone or with post-simulation reflection) to a manual and a personal trainercondition in a between-subjects design with 86 students in a maritime school. Basedon the results we compared the stand-alone VR simulation to the personal trainercondition in a between-subjects design in a non-Western, Educated, Industrialized,Rich, and Democratic (WEIRD) sample of 28 seafarers from the Kiribati Islands at aninternational maritime training organization.Results:The VR simulation group reported significantly higher perceived enjoyment(d = 1.28), intrinsic motivation (d = 0.96), perceived learning (d = 0.90), and behavioralchange (d = 0.88), and significantly lower extraneous cognitive load (d = 0.82) com-pared to the personal trainer group, but the differences in self-efficacy, and safetyattitudes were not significant.Discussion:The results support the value of using VR to train procedures that are dif-ficult to train in the real world and suggest that VR technologies can be useful forproviding just in time training anywhere, anytime, in a global market whereemployees are increasingly cross-cultural and dislocated.
TidsskriftJournal of Computer Assisted Learning
Sider (fra-til)1127-1140
StatusUdgivet - aug. 2022

ID: 317433127


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Medical scrubs tops for women

In healthcare facilities, we can't imagine scrubs not being around. It would also be very unprofessional if healthcare workers came to work in their normal clothes. Nowadays, there are different scrub women pants, tops, and so forth. We have a wide range of scrubs, because we think there should be something for everybody. If you, as a healthcare company, clinic or salon want to pick a certain colour or print when it comes to a scrub top, it should be available. In our assortment, the colours and prints therefore vary from a slightly standard look to something more outspoken.

Enjoy the workday with style

As a clinic worker, you often have long days ahead of you. You want to provide the best care for your patients and be available to family members and friends at all times. As a nurse, you speak to many different people in a day and are seen a lot. Therefore, a healthcare company has some protocols when it comes to uniforms for nurses. In the past, the outfits for nurses and doctors were quite standard. You often encountered the colours white for tops and pants and gray working shoes. These days there are many more variations, also for medical tops. If your organization is in need of scrubs, then there are several styles to consider when it comes to medical scrub tops. Therefore, it is important to choose a certain style in cooperation with the staff. In this way, everyone is aware of what the organization wants to radiate. For example, you can choose a very unique look, which is different from other businesses. This way you stand out and the patients (and others) recognize the uniforms right away. Which style you go for in terms of outfits is totally up to you.

Various scrub tops with patterns and colours

As we mentioned earlier, we have a diverse range in scrub tops. For instance, you can go for an eye-catching look and choose the purple scrub top for your nurses. This would be an option on the child division. This just adds a little more cheerfulness. We also see many healthcare companies that prefer a black scrub top, with a striking colour as an underscrub. This way you have a more classic look, but with a personal touch. There are also various medical tops with prints. For example, you can choose a blue scrub top with flowers as a print. This way you can alternate the look with your care workers. If you prefer a more solid look, we recommend the tops from Jaanuu. They have many solid colours in their range. With that, you can also choose a long scrub top, if that is something the nurses prefer.
Providing comfort and protection.

One of the most important things is to provide comfort to nurses.

scrub-supply can guarantee that the tops are made from materials that ensure the most comfortable outfit. After all, we understand that workwear that is uncomfortable is a huge no-go. Another critical issue is providing protection. As a nurse, you have a lot of contact with patients and can easily get infected. The medical scrub top is made to keep bacteria out, and the clothing can be washed frequently in warm water.


Tag Archives: accessibility

A Case In Point

It wasn’t just Donald Trump. For a number of years, Americans have been electing “celebrities”–actors and people famous for being famous–to government positions from mayors (Clint Eastwood) to governors (Arnold Schwarzenegger) to (most recently and unfortunately) President.

When Kanye West can announce a presidential campaign with a straight face, Caitlin Jenner assures people that knowing nothing about government qualifies her to govern California, and Matthew McConaughey is touted as a viable candidate for governor of Texas, the trend is hard to dismiss (although alcohol helps).

This willingness of voters to put people with absolutely no government experience into positions of authority is troubling on numerous levels, but what drives me absolutely bonkers is the lack of understanding of the day-to-day responsibilities of governance that the phenomenon represents, and the message it sends to less-famous candidates for public office, who have come to focus on public performance rather than attending to the unexciting “grunt work” of governing.

Indiana provides a case in point. (Well, okay, several. But today, I just want to focus on one.)

While our legislators are busy pontificating about abortion, vaccination, the Second Amendment, protecting developers from the need to protect wetlands, and awarding ever-increasing amounts of public funds to private religious schools, they are paying far less attention to basic governance issues like ordinary citizens’ ability to access  the rules and regulations with which they are expected to comply.

Toward the end of my academic life, I served as a very informal consultant for a project undertaken by Professor Ross Silverman and several colleagues. Silverman’s research required that he collect the laws of Indiana’s counties, and his results were published as a research methods piece in the American Journal of Public Health.

Silverman is a Professor of Public Health & Law, and he holds a joint appointment at IU’s Fairbanks School of Public Health and the McKinney School of Law. As he noted in an email announcing publication of the research,

During our process we discovered that nearly half of all Indiana counties either do not publish their ordinances and regulations online or have only partial or out of date materials available electronically. As you also know, there’s no law requiring electronic publication or a central repository either.

To acquire these documents meant we drove 1000s of miles & scanned 25000+ pages ourselves at County government offices dotted around the state.

We were most interested in the laws that may have an effect on the lives of people with substance use disorders, but once we got to see the primary source materials, we found they were usually kept in 3 ring binders organized by passage date, not topic, so there’s no quick way to pick out the relevant documents.

These types of obstacles and labor costs makes it very challenging to conduct statewide intrastate policy analysis, maintain up to date data, or even know your local laws.

Leaving aside the impediment to analysis this lack of a system represents, citizens’ ability to access the rules they must obey is a basic tenet of the rule of law.

How do we expect citizens to obey laws of which they are unaware? Why–in the age of the Internet–are ordinances not routinely digitized, categorized and made available online? Why–in a state like Indiana where “home rule” is a joke–can’t the members of the Indiana General Assembly pass a law requiring local units of government to make their rules accessible?

Granted, sponsorship of such a measure wouldn’t offer an opportunity for posturing, of appealing to a particular voting or donor constituency, or otherwise enhancing a politico’s name recognition, but it would certainly improve governance in a state that–to put it charitably–is not noted for excellence in that department.

Even Mussolini understood the importance–and political benefit–of making the trains run on time….


Ormskrik: “Ormskrik” Album Review

Ormskrik: “Ormskrik” Album Review

The teenage blackened thrash band Ormskrik’s self-titled debut takes a lot of influence from a lot of different heavy genres and brings them together into one unique album. Though being blackened thrash, Ormskrik has a lot of death metal influence as well, and they bring all these genres together really well.

The album starts off with an epic build-up in “Occultness” and continues from there to demonstrate the band’s unique and exciting sound. Another song that stands out on this record include “Destroyer Of Worlds,” which does a good job at capturing multiple ends of the spectrum with and intense black metal style verses, thrashy sections scattered throughout, and an acoustic bridge that keeps it complete and a really good representation of their sound. “March Of The Dead” puts the thrash intensity up to a 10 and even has a breakdown near the end.

The song lengths on Ormskrik are varied, with the shortest song being just over a minute to the longest being around seven-and-a half minutes. But whether the song is long or short, they all pack a unique punch and the variation on an album like this makes it very relistenable and brings something for everyone.

Ormskrik is done really damn well and considering the fact that this is the band’s debut, and it makes me really excited for future releases. If you’re looking for something new, unique, heavy, and with a wonderful album cover, Ormskrik’s self-titled album is for you.

Ormskrik is out now on Fysisk Format. Buy it here!

Luke's Rating
  • Musicianship
  • Lyrics
  • Heaviness
  • Overall Impression


Can we boil milk in iron pan?

Is it safe to boil milk in iron vessel?

Yes, it is safe as long as you take a few precautions. Traditionally, it is believed that cooking in iron utensils, such as a karahi, provides health benefits. It is said that when you cook food in iron vessels, it reacts with the metal surface. As a result, iron gets released in the food.

Can I boil water in cast iron?

yes, it is okay to boil water in your cast iron so long as you understand that it can weaken your seasoning. If you are not concerned with lessening or losing your polymerized layer, then you should find no surprises while using your favorite cast iron to boil water.

What we should not cook in iron Kadai?

You should avoid cooking tarty foods that are acidic in nature like lemon, tomatoes, vinegar as this may trigger reactions and give your delicacies a metallic taste. This is why you should never cook tangy chutneys or tomato based curries like rasam, kadhi, lemon and curd preparations in an iron kadhai.

Which cooking iron is best?

For many reasons, cast iron is a pan that’s best for select cooking — it’s reactive to acidic food (although quick cooking is fine, long cook times can wear away the cast iron’s seasoning), takes some time to heat up, and is heavy.

THIS IS MAGIC:  Can I boil drumsticks?

How do you boil milk quickly?

Heat it in the microwave.

Is Aluminium safe for boiling milk?

How do you clean a cast iron boil water?

Cast Iron Skillet Cleaning Method: Boiling Water

The method: Fill the pan with a few inches of water and boil over medium heat. Use a wooden spoon to scrape off the burnt-on bits. How it went: This method worked well with removing cooked food bits, however, it only really worked on the bottom of the pan.

Can I boil vegetables in cast iron?


What is reliability in test construction?

What is reliability in test construction?

Reliability is the quality of a test which produces scores that are not affected much by chance. Students sometimes randomly miss a question they really knew the answer to or sometimes get an answer correct just by guessing; teachers can sometimes make an error or score inconsistently with subjectively scored tests.

What is importance of reliability?

Reliability refers to the consistency of the results in research. Reliability is highly important for psychological research. This is because it tests if the study fulfills its predicted aims and hypothesis and also ensures that the results are due to the study and not any possible extraneous variables.

Why is reliability of test results important?

Reliability refers to a test’s ability to produce consistent results over time. However, it’s important to keep in mind that to get an accurate measure of the reliability of a test, a testing provider would gather hundreds to thousands of data points to make that judgment.

What is the purpose of reliability test?

Reliability testing is performed to ensure that the software is reliable, it satisfies the purpose for which it is made, for a specified amount of time in a given environment and is capable of rendering a fault-free operation.

Why is validity reliability important?

The purpose of establishing reliability and validity in research is essentially to ensure that data are sound and replicable, and the results are accurate. The evidence of validity and reliability are prerequisites to assure the integrity and quality of a measurement instrument [Kimberlin & Winterstein, 2008].

How do you test reliability of a test?

Test-retest reliability is a measure of reliability obtained by administering the same test twice over a period of time to a group of individuals. The scores from Time 1 and Time 2 can then be correlated in order to evaluate the test for stability over time.

How important is reliability in the workplace?

Being reliable and delivering quality work and exceeding expectations can make or break the business over time. Reliability is just as crucial for the small tasks as it’s for the more significant money-making projects. This can mean steady income and job security for everyone in the business, including yourself.

What is the importance of reliability and how many types of reliability tests are there?

There are two types of reliability – internal and external reliability. Internal reliability assesses the consistency of results across items within a test. External reliability refers to the extent to which a measure varies from one use to another.

Which is more important reliability for a test?

Test-retest reliability is best used for things that are stable over time, such as intelligence. Test-retest reliability is measured by administering a test twice at two different points in time. This type of reliability assumes that there will be no change in the quality or construct being measured.

Why is reliability important in the workplace?

Being reliable means that you can be trusted to do your work correctly without supervision and figure out solutions on the fly without needing to turn to your superiors every time. An employer needs to be able to trust their employees to get their work done.

What is the importance of reliability and validity in research?

Which is more important test validity of test reliability?

Validity is harder to assess than reliability, but it is even more important. To obtain useful results, the methods you use to collect your data must be valid: the research must be measuring what it claims to measure.

Why is reliability important in the design of assessments?

Reliability is important in the design of assessments because no assessment is truly perfect. A test produces an estimate of a student’s “true” score, or the score the student would receive if given a perfect test; however, due to imperfect design, tests can rarely, if ever, wholly capture that score. Thus, tests should aim to be reliable,

What is the reliability of a test?

But another related, equally important concept is what is referred to as the “reliability” of a test. Reliability refers to a test’s ability to produce consistent results over time. For example, let’s say you take a cognitive ability test and receive 65 th percentile on the test.

What is reliability in research methodology?

Reliability. Reliability addresses the overall consistency of a research study’s measure. If a research instrument, for example a survey or questionnaire, produces similar results under consistently applied conditions, it lessens the chance that the obtained scores are due to randomly occurring factors, like seasonality or current events,

What is the difference between accuracy and reliability?

Reliability, on the other hand, is not at all concerned with intent, instead asking whether the test used to collect data produces accurate results. In this context, accuracy is defined by consistency (whether the results could be replicated). The property of ignorance of intent allows an instrument to be simultaneously reliable and invalid.


The school encourages the letting of school premises to the local community, because:

  • it involves the community actively in the life of the school;
  • it fosters links between the school and a range of local, voluntary and community groups;
  • it encourages parents to think of the school as more than just the place they send their children to each day – more as a resource to make full use of;
  • it raises funds for the school.

However, the school recognises that their primary role is to educate children. Therefore the following criteria shall apply to the consideration of any application for a letting of school premises:

  • in agreeing to any potential letting, the school shall have regard to the impact it might have on the safe and efficient functioning of the school for teaching and learning, including the consequences of any physical disruption to the premises or resources of the schools;
  • the letting will cover any costs incurred by the school (except by agreement in advance with the Chair of Governors, and only in exceptional circumstances);
  • the hirer will need to assure the school that the hiring is being done by someone associated with the school (such as a parent) or otherwise has educational or community value;
  • the hirer shall be bound by a written set of terms and conditions;
  • the school shall have the absolute right, within the wish to maximise income from lettings, to refuse any letting which might bring the schools into disrepute, or where there is any doubt that the costs associated with the letting might be recovered.

 Conditions of Hire

  1. All hirings will be at the discretion of any two of Headteacher, School Administrator and any one other member of the Governing Body. Consideration will be given to regular users and prior bookings.
  2. Applications for the hire of part of the school premises must be in writing on the enclosed form. The scale of charges and hours of letting are set out on the enclosed sheet. A deposit of 50% of the total charges payable is due with the application and the balance must be paid within 7 days of receipt of invoice. Application may be made not earlier than 48 weeks before the date of the hiring and are taken in the order in which they are received. In the event of a revision of the changes for the hire after the date of application and before a hiring is confirmed by the school governors the hirer shall pay the revised charge.
  3. The hirer may cancel a booking upon giving a minimum of fourteen days notice in writing. If the building or the room hired is not re-let on the date or dates in question 50% of the deposit will be forfeited. If a hiring is cancelled within the fourteen days preceding the date of the hiring the hirer will pay to the school governors the balance of the charges due.
  4. The governors reserve the right by notice in writing to the hirer to terminate the hiring at any time, for reasons outside of their control, and to return to the hirer any monies paid by way of deposit, but the Governors will not be under any liability to hirer for any loss or damage that he may sustain arising out of such termination.
  5. The hirer shall not assign the benefit or burden of hiring or sublet the premises or any part thereof.
  6. The Governors and their representatives reserve the right to enter every part of the premises at all times.
  7. The whole school is a no smoking zone and hirers must ensure that there is no smoking at any event.

Facilities Available

  1. The capacity of the hall and classrooms is as set out below.
    Type of function Capacity
    Hall with seating arranged for a stage show 150
    Hall with no seating for dances/discos 200
    Classroom for meetings 40
  2. Lettings shall be for the particular rooms and toilets as described in the confirmation of booking, and hirers shall ensure that no one enters other parts of the premises.
  3. The kitchen may be available to use, at the discretion of the School Caterer. The hirer must arrange to meet the School Caterer prior to the event and at her convenience, at the school, to be instructed in the use of the kitchen premises and equipment.
  4. Other school equipment may be available to hire or use, such as chairs, tables, overhead projector and screen by arrangement.
  5. Space for parking of cars may be provided on the front playground but entrances and exits must be kept clear for emergency usage.
  6. Regular lettings shall take place during term time only.

Provision of Stewards
The hirer shall provide such number of attendants and stewards as may be necessary to secure the efficient supervision of the premises during the hiring, including the following:
a.       The orderly and safe admission and departure of persons to and from the premises and the orderly and safe clearance of the premises in case of emergency;
b.      The safety of the premises and the preservation of good order and decency therein: and
c.       Ensuring that the fire exit from the room is unlocked and unobstructed and immediately available for exit during the whole time the premises are in use.
d.      The cloakrooms will be in the care and custody of the hirer, who must provide his own attendants and be responsible for any loss that may occur.

  1. Hirers are responsible for arranging public entertainment’s licence, PRS / PPL licences and stage play licence if they are required. A copy of these licences must be shown the School Office on request.
  2. No excisable liquor shall be sold unless either an occasional licence or an occasional permission has been obtained by the hirer or on his behalf and the hirer shall ensure that any conditions attached to such licence or permission are complied with.
  3. The hirer shall not use the premises or any part thereof for a performance for which copyright subsists without the consent of the owner of the said copyright or in any manner infringe any subsisting copyright.
  4. The hirer shall comply with the conditions of the licence granted by the Performing Rights Society Ltd, and shall furnish the Council, immediately after the end of the hiring, a complete list of all songs sung and music performed giving the information required by the Society in respect of each item. A special form will be supplied to the hirer.
  5. If any part of the premises are to be used for purposes of gaming or games of chance of any description the hirer shall be responsible for securing that the (revisions of the Betting, Gaming and Lotteries Act 1963, the Gaming Act 1968, or any subsequent amending Act are fully observed and complied with.

Hirer’s Responsibilities

  1. The hirer is responsible for making sure that the latch is down on any doors used by them during the period of hire and when they leave the premises for the last time.
  2. No nail or fastening of any kind shall be driven or put into any wall, or put into any wall partition, pillar or other fitting or furniture. Any decoration required must be agreed, in advance, with the caretaker.
  3. The hirer shall repay to the school governors on demand the cost of reinstating or replacing or repairing any part or parts of the premises, and any school property contained therein, which shall be damaged, destroyed stolen or removed during the period of hire.
  4. The hirer shall indemnify the school governors and Cambridgeshire County Council against claims, demands, actions or proceedings in respect of any loss, damage or injury caused by or to any persons which shall occur while such person is in or upon part of the premises or arise from any accident or occurrence which happens while such person is in or upon any part of the premises or in respect of any loss or damage suffered or sustained by any person by reason of use of the premises by the hirer.
  5. The hirer shall arrange insurance to cover the terms of the indemnity set out in clauses 3 and 4 above and produce for inspection written confirmation from the insurance company or broker concerned. Alternatively, if no insurance has been arranged by the hirer, the hirer may, on payment of an additional premium effect this insurance through a policy arranged by the school Governors. Please indicate clearly on the hire application form if this option is to be taken up. The current charge for this insurance is 10% of the facilities hire fee plus the Insurance Premium Tax at the current rate (4%). The minimum premium per booking, which also applies to a hire fee is £1.00 plus IPT which totals £1.04.
  6. The wearing of footwear of any kind that is liable to cause damage to the floor of the main hall is prohibited.
  7. Electrical equipment must not be brought onto the premises unless the arrangement has been approved in advance with the hirer, and the equipment has been checked and has a current certificate to confirm that it complies with the Electricity at Work Regulations.
  8. The premises should be left in a clean and tidy state. The school governors may by arrangement allow a hirer reasonable time to clear up and remove property either at the end of the hiring or on the following morning but in any event the premises must be clear of all property by 9am on the date after hiring. The governors do not undertake safe custody of property remaining on the premises. If the kitchen and equipment are used they are to be left in a clean and tidy condition at the end of the function. Any extra cleaning costs if the premises are left in a dirty and untidy state will be recoverable from the hirer. Any extra caretaking costs, as result of unpunctuality by the hirer in opening or closing the premises, or if extra time is required by the hirer to clear up, will be recoverable from the hirer.
  9. If you run a club/group that involves children, you and your staff/helpers must have had the necessary checks carried out by the Criminal Records Bureau

Please note:

  1. There is a first aid box available in the first aid room opposite the nursery classroom. This kit contains basic equipment such as plasters and bandages.
  2. Availability and location of a telephone for emergency 999 calls should be established at the time of the let with the caretaker.
  3. Should there be a fire in the building, please make your way to the playground in front of the school. All exits are clearly marked.
  4. The School Caretaker should be notified immediately of any emergency.


Lawyers Assistance Program

What is LAPBC?

LAPBC is an independent organization of members of the BC legal community (lawyers, articling and law students, judges, families and support staff).

As legal professionals themselves, they understand the unique problems that all legal professionals face. LAPBC’s committed volunteers throughout the province provide confidential, compassionate, and knowledgeable help, including outreach, support and education.

What does LAPBC do?

LAPBC provides counselling, peer support and referral services to help people deal with personal problems – including alcohol and drug dependence, stress and anxiety, depression and other issues.

LAPBC members work with individuals to help them come up with solutions for the individual’s specific issue.

How can LAPBC help you?

LAPBC invites you to contact them anytime. All conversations and inquiries are confidential.

Phone: 604.685.2171 or 1.888.685.2171

You can also visit to learn more about their services.


Business innovation & digital transformation

We specialize in custom integrations and can build yours quickly and effectively.

How it works?

Connect with us

Dentulu offers a unique and affordable opportunity to increase the value of your business by using technology and solutions that can help

Discuss requirements

Collaborate with us and gain a competitive advantage that helps dental practices to increase productivity, improve

Enable digital transformation

Develop & execute a digital strategy for your business practices. This will help you increase patient acquisition, staff productivity and operational efficiency.

What is digital transformation?

Digital transformation is the process of using digital technologies to create new — or modify existing — business processes, culture, and customer experiences to meet changing business and market requirements. This reimagining of business in the digital age is how companies stay competitive in today’s market.

Why test with Dentulu
How do I know if my saliva is healthy or not

Why does dentistry need digital transformation?

The dental industry is changing. Patient expectations are changing. Technology is changing. The business landscape is changing. In order to stay competitive, dental practices need to change too.

How Dentulu can solve your dental business problem?

Dentulu's technology integrates directly with your calendar to send appointment reminders, confirmations, and follow-ups (over SMS, Voice Calls, or Emails) to your patients. We've worked with a variety of clients, from startups to enterprise companies, so we know what it takes to get the job done right. Contact us today to get started!

Why test with Dentulu

With our APIs, you can achieve

  • Seamless Integration
  • Reduced internal administration
  • Improved workflow
  • Reduces operational cost
  • Increased productivity
  • Saves time and money
  • Better customer service
  • Reliable Performance

Services we offer

Speed and convenience

Software product engineering

Dentulu's innovative software engineering approach gives businesses a comprehensive view of every project, from design and engineering to user experience (UX) and testing, to ensure outstanding results.

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Data innovation for enterprises

At Dentulu, we cover everything related to data science, from data gathering to data visualization. Our team of experienced data engineers can help you process and store your data properly, and make sure it's accessible to the people who need it.

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Security , risk & compliance

We help businesses reduce the risk of having to face disruptive challenges by providing services in overall governance, enterprise risk management, and regulatory compliance.

Health History

Discovery services

Our goal is to provide the best possible discovery service to our clients by incorporating cutting-edge technologies and industry trends. We are constantly striving to improve our discovery services to create a seamless experience for our clients.

Health History

Discovery services

Dentulu has developed a Smart on FHIR platform that enables the integration of dental data with EHRs. The platform allows for the creation of custom apps that can be used to improve patient care. The platform is completely secure, scalable, and easy to use. It is designed to meet the needs of dental practices of all sizes.

Contact us today to learn more about how we can help you improve patient care. Try now!

Still not sure if Dentulu is the right fit for you?

Connect with one of our experts today and get a free consultation to see how we can help you grow your business.

What are the benefits of digital transformation?

There are many benefits of digital transformation, including:

Increased productivity

Digital transformation can help businesses automate processes and tasks. This increased efficiency can free up employees’ time so they can focus on more value-added tasks.

Why test with Dentulu
How do I know if my saliva is healthy or not

Improved customer experiences

Digital transformation can help businesses provide more personalized and convenient customer experiences. This can lead to increased customer satisfaction and loyalty.

Increased sales and revenue

Digital transformation can help businesses reach new markets and tap into new customer segments. This can lead to increased sales and revenue.

Why test with Dentulu

What are the steps of digital transformation?

TThere are many steps involved in digital transformation, but we’ve broken it down into 4 main phases:

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Assess your current state

Take a look at your current processes, systems, and technologies. Identify what’s working well and what needs improvement.

Define your goals

What do you want to achieve with digital transformation? Do you want to increase productivity? Improve customer experiences? Tap into new markets?

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Implement new technologies

Select the right technologies and solutions to help you achieve your goals. This may include things like cloud-based dental software, patient engagement platforms, or teledentistry solutions.

Quick Process

Measure and optimize

Once you’ve implemented new technologies, it’s important to measure the results. This will help you determine what’s working well and where there are opportunities for improvement. Then, you can make adjustments to optimize your digital transformation strategy.

Dentulu can help you with every step of your digital transformation journey. We’re here to help you assess your current state, define your goals, and implement the right technologies. Contact us today to get started.

Yes, digital transformation is essential for dentists who want to increase business growth. By implementing new technologies, you can improve productivity, and patient satisfaction, and tap into new markets.

There is no simple answer to this question as it depends on the specific goals and objectives of the digital transformation initiative. Generally speaking, however, it is reasonable to expect to see some results within the first year or two, with greater benefits accruing over time as the transformation matures.

There is no definitive answer to this question as digital transformation can vary greatly in terms of scope and complexity depending on the specific needs of the dentist.

There is no definitive answer to this question as digital transformation can mean different things to different organizations. However, in general, digital transformation can help improve patient satisfaction by streamlining processes, improving communication, and providing patients with more self-service options.

Yes, all payments are processed through our secure platform. We use the latest security measures to protect your information and keep your transactions safe.

If you need any help, our customer support team is available 24/7 to assist you. You can email us at or call us at 888-905-0226.


The International Swaps and Derivatives Association, Inc., or ISDA,  announced that 18 major global banks, referred to as G-18, have agreed to sign a new ISDA Resolution Stay Protocol.   The Protocol was developed in coordination with the Financial Stability Board to support cross-border resolution and reduce systemic risk. ISDA believes this represents a major step in strengthening systemic stability and reducing the risk that banks are considered ‘too big to fail’.

The Protocol will impose a stay on cross-default and early termination rights within standard ISDA derivatives contracts between G-18 firms in the event one of them is subject to resolution action in its jurisdiction. According to ISDA, the stay is intended to give regulators time to facilitate an orderly resolution of a troubled bank.

The terms of the Protocol have been agreed in principle, and it is scheduled for implementation in early November. The Protocol will take effect from January 1, 2015, and will govern both new and existing trades between adhering parties.

The first wave of adhering firms consists of the following banks and certain of their subsidiaries: Bank of America Merrill Lynch, Bank of Tokyo-Mitsubishi UFJ, Barclays, BNP Paribas, Citigroup, Crédit Agricole, Credit Suisse, Deutsche Bank, Goldman Sachs, HSBC, JP Morgan Chase, Mizuho Financial Group, Morgan Stanley, Nomura, Royal Bank of Scotland, Société Générale, Sumitomo Mitsui Financial Group and UBS.

The Fed and the FDIC sent out a joint release praising the Protocol.


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Future Health

Borderline Personality Disorder

October 3, 2022

Borderline Personality Disorder is an illness that is marked by an ongoing pattern of varying moods, self-image, and behavior. They may experience intense episodes of anger, depression and anxiety that could last a few hours to days. BPD results in impulsive actions and creates problems in relationships. People who suffer with this disorder often their interests and values change quickly, while their perspectives can range from extremely good or bad.

Though not everyone experiences every symptom, some signs and symptoms of borderline personality disorder would include:

~ Efforts to avoid real or imagined abandonment
~ Pattern of intense and unstable relationship switch family, friends and loved ones
~ Distorted and unstable self-image or sense of self
~ Self-harming or recurring thoughts of suicide
~ Intense changeable moods
~ Impulsive and dangerous behaviors (spending sprees, reckless driving, binge-drinking)

Note: If someone is experiencing these symptoms while in an elevated mood, it may be a mood disorder rather than borderline personality disorder.

BPD also has some risk factors like family history, brain factors and environmental, cultural, and social factors. Family history comes to play, especially if a family member has a history of borderline personality disorder. You would be likely to also have the mental disorder. Though it is not one hundred percent certain if this next one is either a risk factor or caused by the disorder, but the brain factor. There are structural and functional changes in the brain, controlling impulses and emotion regulation. Lastly, there are the environmental, cultural, and social factors, where it is reported that those who suffer from the disorder had experienced a traumatic life event or may have been exposed to unstable relationships and hostile conflicts.

Unfortunately, this disorder is difficult to treat and can take time. Be patient with those who are under treatment. It is proven that with treatment, those with BPD, can improve quality of life and have fewer symptoms. Some treatment includes medications, psychotherapy, and outpatient care (never hospitalization or emergency care). Medications are prescribed via a primary healthcare provider. Psychotherapy is the first line of treatment. It can be done either individually or within a group setting. There are two types of psychotherapy: dialectical behavioral therapy and cognitive behavior therapy.

Dialectical Behavioral Therapy (DBT) uses the concept of mindfulness and acceptance or being aware of and attentive to the current situation and emotional state. Whereas Cognitive Behavioral Therapy (CBT) helps identify and change core beliefs and behaviors that underlie inaccurate perspectives of themselves and others.


The Harbor
March 14, 2022

Book Review

The Harbor

reviewed by Lou Jacobs

An atmospheric police procedural that is dark and gritty and written in literary prose. This rare complex and twisted murder mystery is the fourth in a series, following the unique team of Copenhagen police detectives, Jeppe Korner and Anette Werner.

This tale as the others can be enjoyed as a standalone, as Engberg flawlessly provides the necessary backstory. However, reading all sequentially will allow the reader to appreciate the evolution of the character, foibles, and motivation of this intriguing pair. Jeppe is cuckolded and divorced, although still dealing with grief is trying to make a burgeoning relationship work with fellow team member, Sara and her two daughters. Anette at age forty-six, is a new mother of one year and nine-month-old daughter, Gudrun, and has become the parent she has strived for, for so long, She finds herself in a body that actually, after nursing and exercising, is more sleek and attractive than she can ever recall. She now questions the worthiness and desirability of her twenty-five-year long relationship with her husband, Svend. Engberg became a Danish crime author sensation in 2016 with the release of her debut novel, The Tenant (Korner and Werner #1). It was translated and published in the US in January of 2020.

Jeppe and Anette have been assigned the investigation of a missing fifteen-year-old boy, Oscar Dreyer-Hoff, who disappeared after school. He was supposed to stay overnight at his best childhood friends house to study for an upcoming exam. He does not show up the next morning at home, and Iben says he never showed up at her house. She has no idea where he is. Was he kidnaped or did he run away? Within hours a typewritten letter arrives at the Dreyer-Hoff house. The letter is somewhat obscure, and certainly is not a ransom note. Somewhat later, a friend of the investigative team, Esther de Laurenti, reveals that it is a quote at the end of Oscar Wilde’s book, “The Picture of Dorian Grey” Could it be some type of oblique and literary suicide note? –in as much as Dorian Grey, inadvertently kills himself by slashing the painting. The Dreyer-Hoff family although prominent and wealthy, have received threatening letters in the past, due to their questionable financial dealings at the online auction house they own, which deals with art and antiquities.

A multi-faceted investigation ensues, using all members of the task force, including Sara Saidani (computer whiz) and ambitious Detective Thomas Larsen, extensive interviews and interrogation reveal many potential clues and correlations. The Search and Rescue Team scour the multiple islands and forts that make up the harbor, without success. Engberg brings to life the setting of the harbor… as the sights , smells and sounds ooze off the page. Inexplicable events start to pile up. A teacher, at Oscar’s school, Malthe Saether, is bizarrely discovered in the waste silo of the incinerator plant, by two employees of the ARC (Amager Resource Center), and one of them is Kasper Skytte. He is the process engineer at the plant and also the father of Iben. His job is to not only monitor the harmful emissions of toxic substances from the burning process, but also to optimize the use of the energy that the incinerator produces. The team interviews Lis Christensen, a fellow teacher of Malthe’s, only to have her die the next day at the train station. Did she fall under the tracks or was she pushed? Are these events a coincidence or do they bode a more sinister solution?

Engberg proves to be a master storyteller and weaves a convoluted narrative involving greed, deceit, friendship, and love that propels into a thrilling and unexpected denouement. Engberg manages to interconnect the web of spun lies, into a propulsive and suspenseful slow burn tale that is satisfying but yet has the reader yearning for more Korner and Werner mysteries.

Thanks to NetGalley and Gallery Books / Scout Press for proving an Uncorrected Proof in exchange for an honest review.

The Harbor available at:

Police Procedural Features


Beware Of A Return To The Status Quo Ante

Solving the Trump problem creates the next challenge.

Jonathan Zawada for Noema Magazine

We are all holding our breath, waiting to let out a giant sigh of relief if Donald Trump loses at the polls in the coming days. When the darkest forces of the body politic finally go into retreat, it will feel as if the smothering pall that blotted out any hopeful horizon has lifted. We should beware, however, of comfortably returning to the status quo ante that gave rise to the anti-establishment populist revolt across the West in the first place.

Let’s not forget that Trump and his populist comrades are a symptom, not a cause, of the decay of democratic institutions that, captured by the organized special interests of an insider establishment, failed to address the dislocations of globalization and the disruptions of rapid technological change. Those challenges remain unresolved. Indeed, they have only intensified since populist sentiment has transmuted the revolt against a moribund political class into a revolt against governance itself.

Above all, what has not disappeared is the quest for a sense of belonging that accords dignity to otherwise liquidized identities in a world in which individuals and communities alike feel that they are drowning in the swell of seemingly anonymous forces beyond their control.

Will the return of a bruised establishment, albeit chastened by defeat that cracked open the door to previously disenfranchised constituencies, cope with these challenges any better than the populist upstarts?

Halting the damage, of course, is not nothing. Just as Trump’s electoral victory in the core precinct of the liberal world order bolstered anti-establishment forces everywhere, so too his defeat will deflate those political fortunes that rode the wave. In Noema this week, Ivan Krastev observes, “It is clear that Trump’s defeat will not mean the end of the populist moment in Europe, but it will signal the populists’ retreat. It also signals the end of populists’ fascination with America.” Yet, therein also lies the next danger. “At the moment when Trump is defeated,” he writes from Sofia, Bulgaria, “European populists will be ready, more than ever before, to look for allies and sponsors outside of the West.”

Krastev also insightfully notes that while “loud and angry” populism was driven by an amorphous anxiety about the future of a world in flux, the COVID pandemic concentrated the gut instinct on a concrete, tangible fear. “Populists have been able to skillfully exploit the anger of the anxious, but it was non-populists that benefited from the newly born seriousness of the fearful that was triggered by the pandemic.”

Yet, as Brett Fujioka writes in Noema, beneath the immediate fear, a state of deep anxiety endures. It is most manifest in the toxic internet culture — fueled by “real-life precarity” — which corrodes the public discourse.

He focuses on the Japanese “otaku” who, alone in their rooms with their devices, seek a virtual connection with a diaspora of alienated others, lashing out with nationalist and xenophobic hatred at anyone who is not them. In the case of Japan, their animus is aimed at a once-communal society bound by the “second family” of lifelong professional employment that has fragmented and left them behind without friends, colleagues or prospects. The sociologist Akihiro Kitada casts this paradoxical combination of alienation that demonizes others and virtual solidarity of the like-minded as “cynical romanticism.”

This observation brings to mind something the German philosopher Peter Sloterdijk has said in Noema before. “Humans do not necessarily belong to a territorialized nation (a ‘home’). This was exemplified by the Judaism of the diaspora era — but they need at all times and in all places a suitable home in which to anchor themselves existentially.”

The idea of the human as a residential being, Sloterdijk continues, “corresponds to the concept of ‘connected isolations’ developed some decades ago by the American architectural firm Morphosis. … The phrase points to the modern challenge of creating a balance between isolation (literally: island formation) and connectivity (context formation).” The “new tribalism,” he argues, “is a virtually inevitable reaction to the progressive individualization of modernity. It tries to generate synthetic social bonds where the natural ones have been broken. Only future historical experience can show whether such bonds can be produced without regressive fictions.”

The point of these apparently meandering reflections is that there is a profound connection between the rise of populist sentiment and toxic internet culture, the lost anchor of a sense of belonging and the dysfunction of democracy that the coming election will not in any way resolve. That the regressive fiction of populism is failing as the first responder to deep-set anxiety doesn’t erase the condition that propelled its rise.

Elections only register shifting political winds. As vital as halting the damage may be, in and of itself it doesn’t move the needle forward. Dissolving the populist problem at the ballot box only reveals the next challenge.

Reestablishing a common sense of belonging and ownership of the future is the precondition for “taking back control,” for salving that anxiety that so saps trust in the institutions of self-government, and for closing the “dignity deficit” of recognition, which signifies that the average person matters.

There is no one silver bullet or magic vaccine, no less one election, that will repair overnight all that structurally ails societies in the midst of fluid transition.

But one place to start, as Nicolas Berggruen and I have written in “Renovating Democracy: Governance in the Age of Globalization and Digital Capitalism,” is to look beyond periodic elections to a more inclusive politics that engages the broader civil society in governance on an ongoing basis through new deliberative institutions that complement representative government — participation without populism. Democratic deliberation, after all, is the only platform that open societies have to make collective choices about their future.

Another place to start is by addressing inequality in a new way by protecting workers instead of jobs in an ever-shifting innovation economy, while sharing the vast wealth being created by digital capitalism through fostering an ownership share by all in the “robots” that are displacing gainful employment.

Opening up democratic institutions so voices other than organized special interests can be heard and heeded while providing a literal ownership stake in the future can go a good distance in “redistributing esteem,” the term philosopher Michael Sandel uses to convey a restored sense of dignity for all members of society. That is because everyone can then see there is an honored place for them in the system, a context for belonging and thus a metaphoric residence in an uncertain world. In the end as well, what will ultimately tame toxic internet culture is this detoxification of the social conditions of which it is an expression.

Those who rightly believe that Trumpism and its fellow travelers are destroying the possibility of a civil society should not be consoled by a victory at the polls. Simply returning “our” partisans to the halls of power will only reproduce the problem. Neither a turn toward autocracy nor lame attachment to forms of democratic government and wealth distribution that have become dysfunctional will answer the question of how to govern open societies in the 21st century. That requires a clean slate for building a different future, not a relapse to what was already broken before populism made it worse.


Community and Relationships

When parents choose a school for their child, they do so because there is alignment in the educational philosophy and approach to student learning. It’s a team effort. We both want to achieve the same positive outcomes, therefore there has to be an authentic relationship where there is consistent and regular communication about student learning and wellbeing. It’s important that our parents and carers feel comforted in knowing that the teaching staff at Northholm Grammar are dedicated and committed to providing the best possible educational experience for our young men and women.

Northholm is a community where relationships are real, both in the classroom and beyond. We put a high priority on building and maintaining positive and caring relationships between staff, students and parents.

Teachers pride themselves on their knowledge of each student as an individual, understanding their needs and utilising their diverse experiences to accommodate the different learning styles and interests.

There is a strong collegial culture of mutual trust and support among teachers and school leaders, who work together to create a safe, respectful, tolerant and inclusive learning environment.

Through the Northholm Association, parents actively support the school and foster community spirit through social functions, fundraising and volunteering.

For graduates of Northholm, the NOSU (Northholm Old Students Union) helps former students keep in touch with each other and the school and facilitates ongoing involvement with the school community.


Living Vernacular

- With regret, source not recorded

"The Greek philosopher Aristotle celebrated the value of meaingful goal when he coined the term 'eudaimonia' ('human flourishing'). The concept re-emerged in the 16th century Protestant concept of 'a calling.'"

- Anthony Storr

Feet of Clay

"Einstein, in an attempt to define what he meant by thinking, referred to it as 'a free play with concepts'".

"Et in Arcadia Ego"

An elegant literary and artistic motif, roughly meaning "I (Death) am ever present even in a pastoral idyll (Arcadia, a region of Greece)."

History repeats itself.


Mia is an Australian actress, born and raised in the country's capital, Canberra. She is the daughter of photographers Marzena Wasikowska and John Reid. Her mother is Polish and her father is an Australian of British ancestry. She has an older sister, Jess, and a younger brother, Kai. At age eight, her family moved to Poland for a year. At age nine, Mia took ballet classes with dreams of becoming a professional ballerina. However, an injury prevented this from happening and she quit at age fourteen. Mia turned to acting, having been excited by European and Australian cinema. She was attending Canberra High School, but left to pursue her career as an actor. She had just turned 15 when she landed the role of Lilya in Suburban Mayhem (2006). Her breakthrough role came when she was cast as Alice in Tim Burton's Alice in Wonderland (2010).


Office Dress Code – Formal or Relaxed?

There is a prominent debate raging about companies choices of Office Dress Code. It is between those in favour of formal wear for offices and those who feel it is time to move on and have a more relaxed smart casual dress code. Personally, I’m on the fence so felt that in this post it’d be worth weighing up the pro’s and con’s of both schools of thought to see what…err…suits?

Formal Wear

By formal wear I mean suits and tie’s for men and business suits or business dress for the ladies. No trainers, t-shirts or shorts in sight.

Smart Casual

I am defining smart casual as ranging between chino’s, shirts and loafers at one end and jeans, trainers and t-shirts at the other. Or dresses, t-shirts and alike for the ladies. No suits, but then again, no scruffy jogging bottoms either. Think respectable, smart, but relaxed.

Why the debate in the first place?

Some businesses feel that a suit and formal wear is needed in the office. It’s a place of professionalism and business. Dress the part. I can understand that. Other businesses feel that times have changed, and power dressing is all a bit 1990’s. People should feel more relaxed and chilled at work.

The purpose of a dress code

The truth is that a dress code is designed to re-emphasize the cultural feel of an office that those dictating the dress code want to see. And it is how that vision is interpreted that defines the dress code.

Some in favour of a formal dress code will argue that it’s part of the standards and expectations of business. There is a psychological edge that comes into place when it comes to power dressing. So, try walking down the street in a smart three piece suit and see if people move out of your way voluntarily. Then try the same thing but wearing casual jeans and a t-shirt. I’ve walked down the street in both dress codes and notice a marked difference in how others act toward me.

On the other hand, how is that important or relevant in an office? Surely, if everybody is wearing a suit anyway what difference does it make? Are you trying to intimidate people to move out of your way? Why? Is that good for your business?

The Performance Difference in a Dress Code

In reality there isn’t formal evidence of whether a certain type of dress code improves performance because it is too challenging and impractical for anyone to accurately measure this. There are a number of factors that can affect performance in a work environment and pinpointing whether it is the dress code as the root cause is complicated to say the least.

However, studies have shown that on certain individuals how they dress can affect their performance levels. But what complicates things more is that these studies have been conducted by those on a number of occasions with arguably pro or anti formal wear biases. Therefore, the evidence is skewed and difficult to extrapolate any reliable level of accuracy from.

That being said there is enough evidence to suggest that for some people a suit will improve their performances. However, for others a more comfortable style dress code will improve theirs. It is safe to say that it depends on the individual in question as to whether it will have any effect and if it does, by wearing what.

What Suits your business

The most reliable outcome based on this is that the dress code should suit the type of business that you want it to be. And you should therefore try to hire people that are likely to perform better based on the dress code that you stipulate. Although this will have minor differences to most people so it would seem, there are those that it will add a performance benefit to.

This is open to debate, but some studies suggest that those with certain character traits will benefit from what they wear. Here is a general list of those traits and the alleged benefit dependent on dress code. Please note that these are the more standout extreme types of character traits.

Benefit from Formal Dress Code:

Narcissistic, Arrogant, Alpha, Resentful, Aggressive, Assertive

Benefit from Smart Casual/Relaxed Dress Code:

Shy, Socially Awkward, Passive, Uptight, Reserved

General Conclusion

The information available would suggest that the majority of people would recognise little to no notable benefit from their workplace dress code. However, a small number of people with the above character traits would see a benefit from a particular dress code.

So, if you like your workplace to be filled exclusively with aggressive alpha’s with resentful and narcissistic tendencies have them wear suits. But if you prefer your workplace to be filled with socially awkward pacifists who are a bit uptight and reserved, have a more relaxed dress code. Otherwise it’s purely down to your preference.

If you enjoyed reading this…

…and found value in its content please comment, like, share and feel free to email us at if you have any questions or have suggestions for other content that you would like to see. Our website section found at contains other useful posts that you may also enjoy and find valuable. We update new posts weekly. Thanks again for reading.

KEY WORDS: Revorec recruitment solutions, RevorecRS, Revorec, Recruitment, Office Dress Code, Office Dress Code, Office Dress Code, Office Dress Code, Office Dress Code, Office Dress Code, Office Dress Code, Office Dress Code, Office Dress Code, Office Dress Code, Office Dress Code, Office Dress Code, Office Dress Code, Office Dress Code, Office Dress Code, Office Dress Code, Office Dress Code

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CEO Les Hiscoe contributed his insights to Chief Executive magazine on operationalizing mental health and well-being in the workplace.

Construction is a complex, tough industry in the best of times. These past two-plus years have shone a light on the absence of mental health consideration in the workplace—it urgently needs to be addressed across all industries, and especially in construction.

While incredibly rewarding, construction is one of the most taxing, challenging jobs—frontline teams can work long hours in intense, demanding environments. People need to feel safe and secure to be productive and reach their full potential, and on top of that, research shows that improving worker safety from a mental health and well-being perspective can significantly reduce safety incidents on project sites.

Lead by Example

From my seven years of leading with a people-first approach at Shawmut Design and Construction—a $1.3 billion national construction management firm—I fully recognize that new programs are only as strong and successful as the leadership and support behind them. When it comes to mental health, leaders need to address the stigma around it head-on, lead by example, and model self-care and work-life balance. I’m focused on bringing the best version of myself to work each and every day—and encourage others to do the same. Our executives recently had a two-hour session with a mental health professional to help us with the challenges we face caring for our own mental health—and that of the 1,000 people at Shawmut who rely on us—with an emphasis on how to avoid or manage burnout.

To lay the groundwork for a mental health program to succeed, executives need to lead with empathy. Our leaders make a point to inquire about folks’ well-being on a personal level, bringing humanity and connection to the workplace and showing acceptance of the whole person. Being cognizant of energy drains and managing teams’ energy levels to help them thrive is a continuing responsibility and goal for our leaders. All our managers go through the 7 Talents of Management training to learn and implement skills including how to energize and thrive. Similarly, all executives have undergone trainings, workshops, and seminars to understand the psychology of human behaviors behind why people make basic mistakes and do unsafe things when they have the knowledge, tools, and resources to prevent these errors.

Transparency is also key—as an employee-owned company, we share progress from financials to diversity, equity, and inclusion (DEI) initiatives, celebrating successes while also highlighting areas of work that are still needed. This creates a sense of ownership and shared responsibility, opening channels for grassroots innovation, ideas, and initiatives. We also provide different channels to celebrate individual people and teams, including the documentation of positive observations on jobsites and our internal 10 on the Tenth communication that recognizes one person each month who goes above and beyond to deliver for their clients.

We strive to create a culture of open communication and connection. Managers have intentional check-ins to build a relationship and open communication channels, and have been trained to create safe spaces for honest conversations around numerous topics, including mental stress, fatigue, performance, and roles. This eliminates as many career unknowns as possible—helping to reduce anxiety and stress—so each person understands their clear career path, where they stand, and what they need to move forward. Supporting this, our talent management system, ShawmutYou, allows each employee to own their career and understand their progress and development in real-time.

Establish the Business Imperative

There is no doubt that the construction industry has a mental health crisis. Construction experiences the second highest rate of suicide among major industries, and while nearly 60% of construction workers reported struggling with mental health, only a third said they would communicate this to their employers. Years ago, I declared both safety and DEI business imperatives, creating the Chief Safety Officer position and hiring a Chief People Officer to drive this work as the leading experts. To create accountability, our executive leadership team has safety and DEI efforts as goals and KPIs.

In 2016, Shawmut increased its focus on Total Worker Health, incorporating it into our safety program. This introduced our entire company and network of partners to the concept of focusing on safety of the entire person—not just physical safety and not just on the jobsite. This, on top of our culture, laid the groundwork for our enhanced focus and work on mental health and well-being.

Creating an inclusive workplace and culture is what allows employees to show up as their best selves. Core to this is DEI work that allows people to feel safe opening up about their struggles—without blame, stigma, or judgment. This needs to be integrated into the fabric of a company—we now have mental health included in our safety moment (which Shawmut has in all meetings) during our new hire orientation. We launched an Inclusion Learning and Awareness Plan that includes trainings on inclusive management and how to understand and interrupt unconscious biases.

Understanding that people’s quality of work isn’t tied to when and where they work, we launched Shawmut Flex in 2016. This focus on work-life balance and flexibility alleviated stressors that can be linked to managing both a personal and work schedule.

During Construction Inclusion Week 2021, we launched Culture of Care Toolbox Talks, which focus on safety from a psychological, mental health, and general well-being standpoint. Standard construction toolbox talks share physical safety rules, guidelines, learnings, and expectations with everyone on a jobsite. Our Culture of Care Toolbox Talks topics include empathy, mental health awareness (PTSD, suicide prevention), racism, sexism, discrimination, veteran awareness, and anti-graffiti. Shared monthly through talks on jobsites, it involves gathering all field staff together and demonstrating the importance of this work and Shawmut’s commitment to it. The Culture of Care Toolbox Talks are also shared companywide, and we’ve created jobsite signage to support each of the topics.

Provide Accessible Mental Health Benefits

Imperative to a mental health program are mental health benefits with accessible offerings. At Shawmut, we have an intentional benefits strategy designed to support mental health, with everything put in place to nurture and advance the wellness of our people. This starts with our strong healthcare package, ample vacation and holidays, Shawmut Flex, and Summer Fridays.

Our robust mental health support includes well-being webinars that cover topics from understanding depression, to managing worry and anxiety, to suicide awareness. Our Employee Assistant Program is confidential and free, offering short-term counseling and referrals—available 24/7. Our life assistance provider includes services for emotional and mental health support, work-life solutions, legal guidance, financial resources, and help for new parents. Our benefits team regularly shares resources and free webinars for employees to access and join, including a Mental Health Awareness Month webinar in May.

An effective approach to mental health is not possible without a strong cultural foundation. In addition to being the right thing to do, there are tangible, quantifiable benefits for creating a safe, inclusive workplace. Mental health allows everyone to bring their best selves to work each and every day, and this leads to excellent client service and a strong and successful business.

Read the byline on Chief Executive magazine here.


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I'm Your Man
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(gorgeous art by Albinson)

This is a Type A tournament that will be included in the 2022 AG tournament circuit; learn more about it here.

Welcome to the fifth Anything Goes Ladder Tournament! The rules are pretty simple. Every week you try to ladder as high as you can on a new account, and the top 8 placers each week make it into playoffs. There are 2 weeks and 8 qualifiers per week, leading to a 16-person, best of 3, seeded double elimination playoffs bracket at the end. The primary seeding factor will be highest ELO achieved. If I qualify week 1 with an ELO of 1850 but then Seldanna qualifies week 2 with an ELO of 1900, Seldanna is still seeded higher (although if there are ties we'll default to week qualified, followed by placement on the ladder). That being said, once you qualify for playoffs you cannot ladder again in a later week to aim for a higher seed.

1. This will take place on the regular "[Gen 8] Anything Goes" ladder on the main Pokemon Showdown server.

2. The qualification period for the AGLT will run for a total of 2 cycles with roughly 7 days per cycles. After each 7 day cycle, the top 8 accounts that appear on the leaderboard (using ELO) will qualify for the playoffs of the AGLT.

3. Your account must contain a specific tag as a prefix to mark it as an AGLT tag. The prefixes will be random as an extra step to prevent people from guessing what next week's will be and laddering early.

4. In order to sign up, follow the Sign-Up format below and register your account on PS!
Forum name:
Cycle 1 Alt:
Did you read this whole post?:
Forum name: Milo
Cycle 2 Alt: AGLT5TX Milo
Did you read this whole post?: Yes!
The week 2 alt tag will be AGLT5TX.

Alts must be registered on the day of the sign-up post or afterwards to prevent players from registering an account beforehand and laddering with it to gain an unfair advantage. I will be checking registration dates for any qualifying accounts to ensure people don't try to abuse the system. Please only include one alt in your sign-up post for each cycle. If something happens with said account that means you need a new account, delete your post and make a new one. It is advised that once you sign up here, you immediately register the account on PS afterwards so that no one steals the account listed. Also, alt names that break PS rules will not be allowed to qualify.

Given that this is a ladder tournament, tournament rules will be enforced. Any person found cheating will be subject to punishments.

Cycle 2 will conclude at 11:59 GMT +1 Sunday October 9th.
If you have any questions or queries, hit me up on Pokemon Showdown, Discord, or on my Smogon Profile. Good luck everyone!
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An article on the BBC website yesterday about the level of support for Windows XP risked causing quite a bit of confusion, so I just wanted to outline some of the facts and let you what we’re advising from a TSG perspective.

If you read it, you would be forgiven for jumping to the conclusion that XP machines would be supported for another year (the original end of life date being 8th April 2014).  This isn’t actually the case and the BBC has since updated the article, but it still doesn’t quite explain what’s happening.

The cause for the reaction was Microsoft yesterday announcing that they will continue to provide anti-malware signatures until 2015; something they haven’t ever said before.

However, this still means that the end of support date remains.  So, as planned, Microsoft will cease supporting XP from 8th April 2014.  They will not provide any security or non-security hot fixes for the XP operating system after this date.

We have been and we’re continuing to urge customers across the country to replace the Windows XP operating system on any machines within their network, and we’re keen to highlight the risks and vulnerabilities that businesses face if they don’t take action.

The impact could reach far beyond simply any PCs that are running Windows XP and in the most extreme cases, could potentially bring businesses to a standstill.

Thankfully we have a very close relationship with Microsoft and I understand that they will be addressing any misleading reports with further articles before the end of the week.

In a blog post, Microsoft advise that running a well-protected solution all starts with using modern software and hardware, designed to help protect against today’s threat landscape.

Aside from the security concern, there is also a risk that businesses will face compatibility issues if they fail to upgrade.

So even though many have relied on Windows XP for many years, sadly, that’s no longer an option.

It’s clear that many still need to take action, in fact, according to figures published by Netmarketshare, about 30% of all desktop computers are still running XP (although this figure has fallen from 40% over the last year).

For more information, we have built a specific page of information about XP on our website, but do let us know if you have any questions about XP end of life or would like any further information on the security risks of not upgrading it.


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Research article

Sahar Muhssin Muhammad1, Lubna Amer Al-Anbari 2, Muayad S, Abood3

Online First: September 30, 2022

Background: This study was on infertile women who were experiencing ICSI procedure with flexible antagonist protocol aiming to help in determining optimal criteria to start antagonist inhibition for patients having rapid growth of follicles, or those with increased levels of estradiol E2, since, criteria when to initiate GnRH antagonist administration differ usually, The criteria chosen in this study were based on a collected information about reproductive physiology and also records from previous researches, hence, size of leading follicle, level of serum estradiol and also, serum LH level were used in current study to start antagonist administration, pregnancy rates were evaluated according to these various criteria. Materials and Methods: One hundred twenty infertile females were subjected to ICSI flexible antagonist protocol at the High Institute for Infertility Diagnosis and Assisted Reproductive Technologies/Al-Nahrain University from October 2020 to April 2022, inclusion standards were fresh transfer cycles and frozen cycles excluded also. Those patients were randomized in to three groups according to the criterion they justified to begin the antagonist, Group A: 40 patients where the antagonist was started when the leading follicle size was (12-14). Group B: 40 patients where the antagonist was started when the serum E2 was exceeding 500pg/ml and group C: 40 patients where the antagonist was started when the serum LH level > 5 IU/l. those patients were subjected to controlled ovarian hyper-stimulation using the flexible GnRH-antagonist protocol. Data were analyzed by (SPSS) version 26.0 using χ2, t-test, ANOVA, Fisher exact tests. Results: no significant difference in mean age among the three studied groups (p = 0.275), No significant difference among the three groups concerning the duration of infertility p value equal to (0.899). Regarding the type of infertility there were no significant differences among the three studied groups (p=0.163), there was also no statistical difference among the study groups concerning the cause of infertility (p=0.064). while there was significant difference in body mass index (BMI) among group A, B and C groups with p value equal to (0.022) with lowest value in group B (25.30± 2.93).. comparable basal hormonal levels of the study groups except for LH level, there was significant difference (p=0.049), also, a highly significant difference in LH levels among study groups at starting day of antagonist p< 0.001, furthermore, concerning data obtained at antagonist starting day, the difference was significant regarding the E2 levels P= 0.017, with higher levels of E2 and LH in group C, total gonadotropin dose among the three studied groups did not reach statistical significance, there was significant difference in the cycle day of antagonist initiation (p= 0.022) and the initiation was earlier in group A 6.65 ± 1.33, There was no significant difference in the duration of stimulation (days) and in number of antagonist ampoules total number of follicles at antagonist time was comparable a highly significant difference seen when the leading follicle size (LFS= 15) and (LFS= 16). While regarding day of ovulation trigger, the mean serum concentration of E2 and progesterone were comparable between the three time, However, mean serum concentration of LH was higher in group C with highly significant value (p value= 0.001), no significant difference among the three study groups regarding other stimulation characteristics. The difference was highly significant (P= >0.001) in pregnancy rate among the three different groups seen with highest percentage being in the B group 22(55%).

Flexible GnRH antagonist protocol, criteria of antagonist initiation, lead follicle size, serum estradiol and Luteinizing hormone levels, pregnancy rates.