Waching daily Jul 7 2017

- Thanks for joining us.

What is servant leadership?

A servant leader is a person who puts the needs of others

before their own needs.

Our panel will talk about using this leadership style

in their current leadership position.

I'm happy to have Steve Coen,

President and CEO Kansas Health Foundation.

Ron Holt, Assistant County Manager, Sedgwick County.

Deltha Q. Colvin, Associate Vice President

for Special Programs for Student Affairs

here at Wichita State University.

So I want to begin with the esteemed Mr. Holt,

who everybody loves and knows in our community.

So, we'll just have an organic conversation

and I wanna start with Mr. Holt.

And each one will kind of introduce themselves

and talk to you about servant leadership,

which is one of your chapters you're supposed to be reading.

Go ahead, Mr. Holt.

- Thank you for having us here.

And it's a privilege to be a part of this discussion.

When I got to thinking about this,

and a few months ago at our workplace,

we had a similar kind of discussion.

I went back, or at that time, I went and Googled

servant leadership to see what it says.

And I got from Wikipedia this comment,

"Both a leadership position and a set of practices,

"traditional leadership generally involves

"the accumulation and exercise of power

"by one at the top of the pyramid.

"By comparison, the servant leader shares power,

"puts the needs of others first

"and helps people develop

"and perform as highly as possible."

And then I contrasted that with the Ron Holt definition

of servant leadership.

Leadership, I believe, and it's been my experience,

is really is an activity.

And regardless of your personal or political position,

a servant leader is someone that's more interested

in the well-being of someone else,

than their own well-being.

- [Rhonda] Exactly.

- And I've experienced that my whole life.

I grew up with my grandparents.

My grandfather was a leader in the community

and he always put service to the community,

service to others ahead of his own personal needs.

And, in fact, as I reflected back on his life

a few years ago, everybody in the community

highly respected him and always thought of him as a leader.

I never thought of him in that way,

but certainly, as you think about, as I thought about

what his life had been, how he had lived his life,

it was all based on having character, having high character,

having integrity and caring and serving the needs of others.

And I've tried to reflect that throughout my career

over the last 40 plus years

in being in management or leadership, leadership positions.

- That is so wonderful, thank you for sharing.

Ms. Colvin.

- Well, you know, when I think in terms of a servant leader,

I think in terms of someone

who is affording opportunities for others.

And I have spent most of my life doing that.

I come from a large family,

and I'm responsible for TRIO, gear up programs,

and the Office of Disability Services.

So with all of those programs,

it's about making sure that not only staff,

but students, are afforded opportunities,

not only for them to shine, but for students to shine.

- Wonderful.

- And so, just in terms of looking

at how those programs are designed,

and that is every opportunity

for someone else to be hired,

to afford as many people as possible

to have a job

and to afford as many students as possible

to be served.

And we're firm believers

that if we were not there

to afford low-income, first-generation students

the opportunity to see what it's like to grow,

to see what it's like to go to college,

to see what it's like to be afforded a career,

they would never have that opportunity.

So that's what I see is

what drives me in terms of the opportunity.

So that's what I see as my role

and that's what's important.

- That's awesome, thank you for sharing.

Mr. Coen.

- Yeah, thank you, Rhonda.

As you know, at the Kansas Health Foundation,

we started looking into building leadership

in the state of Kansas many years ago,

soon after the foundation was created

as a way to build health in the state of Kansas.

And one of the first things that we did

was investigate servant leadership.

I had never heard the term before.

But we started looking into that

and how we could build servant leaders

across the state of Kansas and found out that term actually

was, I think, started

or at least was spread across the country

by Robert Greenleaf who, I think, he was president of AT&T

at the first in his career.

And so we started looking into that

and the work that he put out around that topic.

And some of the examples that he gave,

I know one of the examples he gave was Jesus Christ

was certainly a servant leader.

You know, the examples that he lived during his ministry

was, you know, putting people first,

and doing things that many people would never have thought

a leader would have done by serving as an example to others.

And I know myself, I've had many mentors,

Ron Holt being one of those, who

to me was an example

in a way he led others by not putting himself first,

and serving in a way that people respected,

and putting other people first.

Maybe he was doing the work in the background,

but holding other people up.

Shelly Buhler, one of our past chairs

who's, as a Shawnee County Commissioner,

I always saw her talking about the work of other people,

yet she was always the one encouraging those people

to do the work.

And I think that as a key characteristic

of servant leadership myself.

- But doesn't the servant leadership seem opposed

to what we typically think about as a leader?

I mean, we often see leaders being kind of in the front,

in the forefront and being the boss and being in charge.

I mean, the servant leadership to me just seems

like this anti to what we think of as a leader

or a person being in charge and being the boss.

And why would I put someone else's goals before my own?

Doesn't that seem anti to leadership?

Could you maybe speak on that?

- I think that, yes, at first blush it does seem that way.

However, if you think about, it is hard work,

that's the other piece when you get into,

into this idea of putting others first and serving others

and seeking after finding the best in others

so that you can encourage them to become, if you will,

all that they can be and fulfill, have a fulfilling life.

But, and reason I think most people think about leadership

in the way that you described is

because we always think about it

from a positional point of view.

And consequently, if you don't have the position,

then you're not a leader, or you can't be a leader.

And some of the most, some of the most

important people in my life have been those

who were not in the position that had a title necessarily,

but were those who said to me, who saw in me

what I could do, what I could become

and who encouraged me and then gave me nurturing,

gave me the resources,

gave me the challenges to do the best that I could do

and to be the best that I could become.

But, yes, we've always thought about,

I think the idea of leadership for most of us

from being this position and consequently,

if you don't have that title,

then you're not considered to be a leader.

- So, you know, many servant leaders are thrust out there.

We didn't consciously go out for the position.

We were kinda pushed into it,

because I never really saw myself as a leader, you know.

Other people saw me as the leader

and they kinda pushed me out there.

They said, "Well, Deltha, you do a good job."

Because I really see myself as a shy person,

but other people don't see me as shy.

- No, not at all, Ms. Colvin.

- They shoved me out there, "Deltha, you can do it."

I go out there, I'm very, very aggressive.

But to me, I'm a very, very shy person.

- [Rhonda] That is so interesting.

- It is.

- One of the definitions I like of leadership

is facilitating group purpose.

And if you're gonna facilitate a group purpose,

the best way, in my opinion of doing it

is encouraging others to join you in that effort.

And the best way to do that is bring them along

and get the best out of people.

And the way to get the best out of people

is encouraging them to submit their ideas

and feel like a part of the process.

And if you make them feel like a part of the process,

you're gonna get the best product

out of whatever you're trying to accomplish.

- Well now, that's a really good point.

So how do you do that?

Because again, we're talking to college students,

and, you know, working with different personalities,

so how do you get people along for the process?

Because that's easier said than done, as you know,

by moving things forward.

So how would you suggest students--

- You have to be conscious of their learning styles,

and their personalities, and sometimes the quiet people

in the room you have to actually ask them

to bring, for their voice to be heard.

- Mm-hmm, to move them forward.

- [Steve] To move them forward.

- It's a part of asking a lot of questions.

You got to ask the questions and encourage them

to get involved in answering the questions,

because a lot of times students don't share their opinions.

So you have to keep asking questions and encourage them

to respond to the questions.

And as they do that, they become a lot more vocal.

And so it's just a matter of asking the questions

and asking the right questions.

- [Rhonda] Yes, okay, very good.

- And believing, and believing

that whatever group you're in,

believing that everyone has something of value to offer,

believing that and then seeking

to bring that out of that person.

- And you'll get a better product in the end.

I think that's one thing,

if I can make a political comment here.

- [Rhonda] Sure.

- I think that's one thing we need to do more

in our political processes today

is believe that if you engage the public

in a broad process, the outcome will be better.

You'll get a better product,

the people will be more engaged,

and they'll feel like if they give their voice,

they will own it and they'll support

whatever that product is.

- And a part of that means you've gotta be honest.

- [Rhonda] Yes.

- And so your feedback has to be honest and beyond reproach.

You've gotta tell people,

you just gotta be honest with people

and tell them where you see and hear their voice

in the conversation.

And if it's one that needs, the person needs a little

tweaking.

(all laugh)

- [Rhonda] That's a good term.

- Then you.

And it's not putting people down,

but it's building people up by being honest with them

and saying, "Here's how I heard what you said,

"and here's how it sounds to me about really what you mean."

And give that kind of,

that kind of honest feedback.

And that's what I meant a little earlier

about saying it's hard work, it's not easy to do this,

because it's a certain attitude and it's a belief

that it's,

again, that people have value,

and that everyone is a part of the group has value.

- It's time consuming, too.

- [Rhonda] Yes, I was gonna say that.

- Some things you can't rush.

The process many times as important as the end product.

You have to go through many times a long process

to get the product you want.

But if you engage people,

I guarantee you, you'll have a better product in the end.

- Mm-hmm, right, okay.

So what have been some of the challenges?

So it sounds like sometimes

servant leadership can take a long time,

and what about if you're under a deadline,

you know, 'cause sometimes in business, I mean,

some of us are in kind of the social services,

kind of not for profit where we can take that time,

but what if you're in business?

I mean some of our students will be in business,

they might be in health care, they may be in engineering,

and we know we have to get to the answer pretty quickly.

How would you facilitate that using

that servant leadership style in those kinds of settings?

- I think business does work under a quicker time,

and has to.

Governmental or nonprofit is a different atmosphere

and you can take a longer time,

and you need to take a longer time

because of that, the environment you're in.

But business still can use the same concepts.

And I think it's better for them to use the same concepts.

But they do have to probably rush the timetable.

- I had a boss once who, this was when I was in

working for KG&E, Westar Energy in the business world.

I had a boss once that said, "I'm coming soliciting input,

"but I need you to know that the final decision is mine.

"I wanna hear from you, the final decision is mine,

"and it's gonna be made in" whatever short order

that the time period allowed.

Again, it was the honest piece of saying,

"I wanna hear from you,

"but your answer's not the final answer,

"I have the final answer and we have to move on this

"by a certain date or certain time,

"and I'm gonna use your input.

"But I'm gonna be the final decision maker on this."

So it sounds like servant leadership says,

you get everybody at the table and it's

everybody gets a chance to have their say,

and somehow or another you take a vote

to get things done if you're making a decision.

That's not always necessary.

So it does become situational.

The situation will determine how you,

how you drive the decision,

and if you got more time, then you get more input,

and you give people a chance.

If you don't have more time,

you have to make a decision and move on.

And sometimes, you can't get any input.

But you're honest with people and saying,

"Here's why I'm making the decision I'm making

"at the time I made it."

- [Rhonda] That's good.

- And sometimes the situation is just, you know,

looking ahead and just thinking

about what potentially a situation could be.

And just asking about something just to get ideas

for what the possibility could be.

For example, in our situation, we write proposals.

And I'm always asking questions about

what people think about different things.

And it hasn't anything to do with anything at all.

And I just want them to feel like they're giving input.

And they think it's all important to a particular situation.

They don't know it doesn't have anything

to do with anything.

It is making them feel that they're important

to the process and to what's going on.

And that's okay, because their buy in

is extremely important.

One of the things that we quickly learn

is that the more buy in there is to any situation,

the more important it is.

And because they bought in, when it becomes a critical time

when I have to make a decision,

and I don't have time to get a buy in from them,

they feel that they know

that I've made the best possible decision

on their behalf, even though I didn't get their buy in,

because in the past, I have asked for their buy in.

- [Rhonda] Ahead of time.

- So that's important.

- Good.

- [Deltha] Absolutely.

- Very good, very good.

So any other tips that you might wanna give

to the students about servant leadership overall,

because the concept itself is really hard to understand,

I think, because being a servant leader

is really difficult, the idea of just really

taking yourself out of the equation

and really promoting others,

is, again, a really hard concept to grasp for students.

'Cause again, they're gonna be reading this

and trying to understand what a servant leader really does,

like what are those activities that a servant--

- I think one of the things that they need to think about

is who they wanna be and where they wanna be in the process.

You know, you gave us

a list of characteristics, and I think it would be good

for them to look at that list of characteristics

and think about where they think they fit

in all of those characteristics,

and if any of those characteristics really fit them.

And, you know,

if there's a negative, you know,

how do I turn that into a positive?

And if there positives, how do I strengthen

those characteristics and make them even more positive?

Because one of the things that's important in all of this

is it's all about education.

One of the things that we have to think about

is all about academics, it's all about education,

so as we educate ourselves, and we have to take

the responsibility for making ourselves stronger

and educating ourselves.

And so as I was looking at those characteristics,

that's one of the things that I did myself.

I said, "Okay, how do I fit, you know, into these,

"and how do I strengthen that, you know,

"what approach do I want to take in this process?"

So that's one of the things that I would suggest to them.

Mm-hmm, absolutely.

- [Rhonda] Good.

- [Ron] You know, on that list there were 10--

- Did you like that?

- Very well.

There were 10 characteristics

and I don't think they were listed

in any order of preference or priority,

but the first one on there was listening.

And one of the things that I learned a long time ago,

and I used as part of my mental

exercise to get myself in a position of helping other people

is seek first to understand, then to be understood.

And that really is around listening.

Most of us when we're in a conversation,

especially one that's tense

or that has some controversy to it,

most of us we're listening,

not to hear what others are saying,

but what are we gonna say in response

to what they're saying.

So we're not listening for where they're coming from,

we're listening so that we can be persuasive

or give our point of view.

And listening really means,

I'm gonna hear what you're saying,

I'm gonna ask questions to clarify

to make sure that I'm understanding,

and then I'm gonna be responsive

based on a better and a more complete understanding

where you're coming from, what you're saying.

And, uh, all of those are important.

I thought that one, being at the top,

really encompasses a big portion

of what you're gonna do if you're gonna,

what you have to do if you're gonna be a servant leader.

- Absolutely.

Did you want to make a comment?

- One point, Rhonda, I thought that would apply

to servant leadership, I remember when I was younger,

being appointed to the head of a church committee,

and we were going through some difficult situation,

and feeling the pressure of feeling like

I needed to have all the answers.

Going into the committee meeting thinking

as the leader of that committee

that I needed to be the one steering us

in the right direction each time,

and the pressure of each time going into that meeting.

And finally realizing that I didn't need

to have all the answers.

My role was really having the committee

come up with the answers.

And that really is a role of a servant leader is,

you know, having the committee, steering the committee

into coming up with the answers.

And so, I finally, I walked into the next meeting,

I thought, "Hey, I'm just gonna sit back

"and have the committee," and it was such a relief

that I no longer had to do that.

And that is the role of a servant leader

is just to guide the committee, facilitating group process,

that is really the role of the servant leader.

And that was so freeing and really was something

that I took forward the rest of my life

in my role as a leader to do that.

- And that's why I love this concept of a servant leader,

and leadership in general,

that I'm hoping that the students will take forward,

because I think we think that when you're a leader,

you're supposed to be empowered,

you're supposed to be in control,

and have all the answers,

and that's not what leadership is really about,

leadership is trying to move whatever agenda

that the group has decided, the group has decided,

to move that agenda forward,

and has the best processes to do that.

- You get all the best ideas for the group

and then as a group you come up

with what's the direction that we should go.

- Yeah, but that's not how we've been taught

in our culture to do things.

It's supposed to be, "I'm in this position of power,

"I'm supposed to lead the group

"to some, you know, oasis or something,"

and that's not really how it's done,

it's really this group process

that everyone has decided on what that mission is,

that vision is, the goals, the objectives,

and then we move it forward.

But the servant leadership part is really, I think,

Robert Greenleaf's vision is such a wonderful way to do it,

and then everybody's leading along together.

There's no follower,

we're participants in this whole process.

- I had one of the greatest experiences I've had in my life

is leading the project, being the project leader

for the Intrust Bank Arena.

- [Rhonda] Yes!

- Now you have to realize that I'm not very good

at mechanical, electrical kinds of things at all.

(all laugh)

And here I am leading

a project to build a multimillion dollar facility.

So the first thing you have to do

is to make sure you got the right people on the team,

and make sure that you're listening to those folks,

and make sure that you're facilitating the process.

So you have to have a process,

get the right people on the team,

you facilitate the process,

and out of that we ended up coming in under budget,

we ended up coming in ahead of time,

and it's been a wonderful project.

And I get a lot of accolades for being that project leader,

but quite frankly, once we had the system in place,

once you had the processes in place,

my job was pretty easy.

It was just making sure the right people

at the right place at the right time,

and moving that project ahead, moving it forward

was pretty, looking back on it,

really was a pretty simple job.

- Well, you know, I think it's important

that what you're saying is absolutely correct.

We have to help students understand

where they fit in the whole process,

whether it's a skill set, whether it's a knowledge base

that they have to develop in this whole process.

And so as we begin to look at this,

you know, as they're looking at these characteristics.

And you know, some of these characteristics are,

you know, pretty significant and

as he was looking at, you know, when I think about,

empathy or apathy, however you wanna pronounce it,

awareness, persuasion, conceptualization,

you know, all of these characteristics.

When you look at the definition that was listed,

we don't always take these definitions

the way they were listed, you know,

the interpretation is very different for us.

And so, I was really kind of fascinated

by how all of this was, how all of this was developed.

And so, I really, really was fascinated by it.

So I thought it was all pretty good, so I enjoyed it.

- Very good, very good.

Did you want to comment?

- [Steve] I don't think I have anything to add to that.

- Okay, in closing, I would just like to say

would you like to leave the students with any

parting kind of comments about how their leadership

might go in the future?

Because I think that would really help them.

I mean, I'm a futuristic kind of person,

I mean, that's my personality kind of trait,

of kind of what do you want to leave with them

as they go into the future?

Because I think that that's really, really important,

'cause they will be leaders of our future.

I mean, that's what I'm hoping that they do.

- You know one of the things I think we've heard here

a number of times is this idea about

self-reflection, self-understanding,

knowing what your strengths and what your weaknesses are,

and not trying to do or be something that you are not.

And if you don't understand what you're interested in,

what drives you, what motivates you,

then you're gonna, too often,

try to be what somebody else wants you to be.

This whole idea of servant leadership for me,

it came back to being

someone told me one time that it's all right to be

enlightenend, but it's better to be self-enlightened.

That is understanding yourself, knowing where you're going,

knowing what your needs and interests are,

and then building on that.

I think this whole idea of servant leadership has to do

with an attitude and it has to do with a sense of self

about who am I, what am I trying to accomplish,

and in the whole big spectrum of

whether it's my career, my family life,

my business life, whatever it is.

Having some sense about what's the end goal,

where am I trying to go?

What am I trying to accomplish?

- [Rhonda] That's wonderful.

- First of all, thank you for the opportunity

to do this today, it's been great,

it's been a great discussion.

But I would agree, I think anyone can be a leader

anytime, anywhere, anyplace and in any situation.

There are opportunities to lead everywhere,

and we need everyone to lead

in whatever situation they're in.

This last week we hosted a symposium,

our biannual health symposium,

and one of the people we brought in was John Zogby,

who's a national pollster.

And one of the main points he made was that

the millennial generation, he thinks,

has great hope for the future to lead us

out of the mess that we're currently in

as a society in America.

And he thinks that this generation is really going

to turn around things.

That he pointed out that they really seem to have

a great interest in the good of society,

volunteering, you know, in many situations,

shelters, and more concerned about the homeless,

and more concerned about the underprivileged

and things like that, he sees great hope in this generation.

And so I think that encouraged all of us

that were at the symposium.

And I really have great hopes for the future

in this generation.

And so I would encourage them all to do what they can

to help our society turn around.

So I feel very encouraged by all that.

And would encourage them all to become leaders

in whatever spheres they're in,

because we need them to help us.

- [Rhonda] I wanna thank

our esteemed servant leadership panel

and thank you for joining Leadership Is Essential.

For more infomation >> Leadership is Essential: Servant Leaders - Duration: 29:52.

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This Is How Every Zodiac Sign Ruins Their Love Life Without Even Trying To - Duration: 5:39.

This Is How Every Zodiac Sign Ruins Their Love Life Without Even Trying To

Aries

(March 21st to April 19th)

You ruin your life falling for toxic people that drain you.

And when you fall hard enough for people like these you think you need them.

But really it's them that benefits from someone like you at the cost of your own self-destruction through.

Taurus

(April 20th to May 21st)

You ruin your love life by playing it safe and settling.

You don't take risks when it comes to love out of fears of rejection you've faced in the past.

You go for people you know you can get because that's comfortable for you.

But you deserve someone who scares you a little, not someone who is safe.

Gemini

(May 22nd to June 21st)

You ruin your love life by lying to yourself about who and what you really want.

Your inability to make a decision leaves you with a few options but being frozen with fear of making the wrong ones leaves you staying in

place not moving forward at all.

Cancer

(June 22nd to July 22nd)

You ruin your love life by not asking for what you want in a partner.

A relationship consists of two people giving and taking evenly but when you constantly gives and are silent about your own wants and needs

you end up resenting the person.

It's nice to want to please people but it's okay to be selfish sometimes.

Leo

(July 23rd to August 22nd)

You ruin your love life by hiding how you feel.

You think emotions make you weak.

You think crying and vulnerability aren't normal.

You reject these types of feelings you don't even know how to express them.

Because of that, you are attracted to people who are heavily emotional but the problem lies in your inability to understand and meet them

emotionally halfway.

Virgo

(August 23rd to September 22nd)

You ruin your love life striving for a perfect partner.

You have this list in your head that no one seems to be able to match up to.

No matter how hard anyone tries or how much they love you, what you are striving for is something you think you lack.

You need to be happy with yourself before you can be happy with anyone else.

Libra

(September 23rd to October 22nd)

You ruin your love life by not seeing people for who they really are.

You want to believe everyone has good intentions but you go after people who show you they aren't good but you're blind to it.

Scorpio

(October 23rd to November 22nd)

You ruin your love life by not letting people in or giving anyone a fair shot.

You seem to only trust yourself which is a good quality to have but when you shut out good people out of fear of vulnerability you miss out

on basic emotions that everyone shows but you think is a sign of weakness.

Sagittarius

(November 23rd to December 21st)

You ruin your love life by thinking you always have to be the strong one.

You are beautiful and not just because of your looks, who you are is what captivates the hearts of so many.

And you think you gotta handle everything on your own.

It's okay to admit you need help sometimes.

That's what a partner is for.

I think you've been strong for too long.

You deserve the same deep love and affection you gave someone else at one point in time but you deserve to give it to yourself too.

When you love yourself the way you love everyone else I promise you someone will follow in that example.

Capricorn

(December 22nd to January 20th)

You ruin your love life caring more about what people think about the person you are with than who the person is.

If they make you happy you have to realize that is enough.

Aquarius

(January 21st to February 18th)

You ruin your love life trying to use people to fill your own empty spaces in your own heart.

Doing this doesn't fill you and as you go from one person to the next, what you fail to realize is no matter how many people love and care

about you, you gotta feel that way about yourself.

Pisces

(February 19th to March 20th)

You ruin your love life going after the same type of people who hurt you.

Insanity is doing the same thing and expecting different results.

It's the people you choose that is your greatest downfall.

Because you deserve more than what you are settling for.

For more infomation >> This Is How Every Zodiac Sign Ruins Their Love Life Without Even Trying To - Duration: 5:39.

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This is NOT a Joke. Half a Lemon Dipped in baking Soda. IT'S AMAZING WHAT YOU CAN DO - Duration: 2:42.

Miraculous cancer healing combination of Lemon and Baking Soda: EFFECT 10,000 times stronger

than chemotherapy!

Because there are organizations which don't have a financial interest to let us know about

the miraculous properties of lemon – most people never learn this…

Therefore, from now onwards , you can help a friend who needs it, with sharing this video!

Do you know how many people die while this secret is jealously kept secret in order not

to threaten the interests of big corporations?

They simply do not want people to know about lemon and baking soda.

Lemon has already been proven to have strong anti–carcinogenic properties.

In addition to this, there are many other useful properties.

Lemon also has strong effect on cysts and tumors.

Together with baking soda, this lemon and baking soda combination is unstoppable.

LEMON AND BAKING SODA MAGICAL CANCER HEALING ABILITIES.

This fruit can cure cancer and it's tested on all types of cancer.

If you add baking soda would be even better, because it will normalize the pH of the body.

Lemon has a very strong antimicrobial effect with a very broad spectrum of activity against

bacterial and fungal infections.

Lemon is effective against internal parasites and worms, it regulates blood pressure and

is a powerful antidepressant, reduces stress and nerve crises.

Interest is the source of this information: It comes from one of the largest manufacturers

of drugs, which says that after 20 laboratory tests conducted since 1970 until now is proved

that:

Lemon destroys carcinogenic cells in 12 types of cancers.

Lemon prevents the spread of carcinogenic cells and has 10,000 times stronger effect

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And what is even more interesting – this kind of treatment with extract of lemon and

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Patient should drink lemon juice with a teaspoon of baking soda.

And of course, this does not cure the terrible side effects of chemotherapy.

It is best to plant a lemon into the pot in order to be sure that lemon would be organic,

no chemicals.

Organic lemon is 100 times more efficient than lemon grown with chemical fertilizers

and sprayed with chemicals.

Thank you for watching !

If you like the video, give it a thumbs up and share it with your friends !

If you want more recipes and tips, subscribe to the channel !

For more infomation >> This is NOT a Joke. Half a Lemon Dipped in baking Soda. IT'S AMAZING WHAT YOU CAN DO - Duration: 2:42.

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Number 1 rule for Teachers: Learning is Messy! - Duration: 0:38.

Learning is Messy!

Period!

Learning is messy because it's growth!

I love to use science with this.

Learning is messy.

I got to experiment.

You'd got to get into it.

Right?

Elementary, I think, um, almost all the kindergarten teachers I ever worked with all had an apron on.

They looked like they were, like, serving at the I-Hop.

This apron, with pens, pencils, and everything in there.

They were messy at the end the day.

They were slopped up, and I just thought, "wow!"

And they would say, "Learning is messy!"

And I was like, I'm taking that!

Learning is messy.

It's true because it's the process and it's the growth!

For more infomation >> Number 1 rule for Teachers: Learning is Messy! - Duration: 0:38.

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Once upon a time Revenge is gonna be mine traduzione in italiano: La vendetta mia sarà - Duration: 2:31.

For more infomation >> Once upon a time Revenge is gonna be mine traduzione in italiano: La vendetta mia sarà - Duration: 2:31.

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Steve Wilkos July 7, 2017 : Your Daughter Is Defenseless, Did You Abuse Her ? - Duration: 34:35.

For more infomation >> Steve Wilkos July 7, 2017 : Your Daughter Is Defenseless, Did You Abuse Her ? - Duration: 34:35.

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Leadership is Essential: Leadership and Diversity - Duration: 26:59.

thanks for joining us we are here to talk about leadership and diversity

the purpose of this panel is to offer a discussion for students and community

members to know that they can be leaders leaders are not born they are made and

that leaders must learn to work with diverse populations and be inclusive and

accepting of others perspectives which may be different from their own thought

processes

thus it is important to know who you are and your values but is also important to

know and understand the values of others and those who are working with

I'm happy to have dr. tony Vizzini provost and senior vice president of

academic affairs here at Wichita state university and dr. natasha Stevens title

nine coordinator here at Wichita State University and dr. Elizabeth King

president and CEO of Wichita State University Foundation and dr. Marshe

Fleming Randle assistant to the president for diversity and senior

assistant dean for the fairmount College of Liberal Arts and Sciences here at

Wichita State University

now we are going to ask the panelists a couple of questions about why it is so

difficult to have leadership and diversity be a topic in our very

changing world

so I'd like to open it up for discussion and I like to start with our title nine

coordinator

because i think that this would be a really important point to talk about

what kinds of things we'd like to talk about here

it was to stay in terms of diversity beginning with our title nine coordinator

dr. natasha Stevens

so she could talk about her role and that important discussion of leadership

and diversity

when it comes to title nine issues yes

when it comes to title nine diversity is important particularly with the gender

equity component with Title nine to ensure that we have equality for all of our

students regardless of gender

to make sure that we're providing services and we're providing adequate

services for all students to participate in to be able to receive appropriate

scholarships and things of that nature

equally across the campus but then also to be able to give our students the

opportunity to give us issues or concerns be able to speak to us about

those as well

across the board so just being open being accessible in providing the equal

opportunity for for all our students now my other question for you is why has

title nine emerged as an issue that has become to the forefront

we haven't really been talking about title nine have not had become an

athletic program kind of issue but all of a sudden it seems to me that it's

become more of an issue that has emerged lately

over time , yes, you're right that the focus has been on athletics

most times when you ask folks you say title nine they think athletics equity

we making sure there's an equal balance in opportunities for sports offerings

but it goes beyond that it's making sure that there are equitable situations for

all that are part of athletics but also making sure those that are affected with

sexual harassment sexual violence discrimination gender inequities are

provided opportunity and space to provide those complaints and then also

to provide a fair and equal way to resolve those issues and then also to

educate the institution about what is the safe space if you will

what that looks like and making sure that we're are in top top tier if you

will and making sure that we have all the appropriate resources for students

and faculty and staff and so why is it important for leaders to understand

these issues it's important because of the confection behavior

I always say knowing what is appropriate and what is not appropriate in the

workplace

be it with students and our staff regardless the campus community knowing

your behavior is looked at as a leader

folks are going to look to you for guidance for to role model to walk the

walk that you talked about and you want to make sure that you're in line

your ethical--your ethical and in in your decisions to make sure that they are the

best interest of the institution and so that's definitely important

very good ok others well i think is my role as the assistant to the president

for diversity again that brings in title nine that brings in our office of

diversity and inclusion the Tilford Commission all this is under umbrella

for us to try to make sure that

wichita state is viewed as a university that does recognize diversity and when

we talk about accountability and responsibility

it's everybody's responsibility to make sure that you do know about diversity

and what does diversity and inclusion mean to the University as I talk without

the Vizzini about being diverse on the campus as we sit -- he understands that

we need to make the student population

look more diverse how we do that in a moment are often programs that rely on

our students to be involved with diversity issues but at university

in wichita state university

we're pushing forward to get to that point and that's because the the goal of

diversity isn't something you have a diverse population

there's a benefit from a diverse population if you only had one way of

looking at the problem

you can only have one solution to that problem that solution may not be the

best solution but he's really want to have is that diversity of thought and

that comes from people from different backgrounds different experiences

different outlooks different views of the world and so that what you bring to

the table and trying to strive for excellence is the best of all

possibilities because the only then you really have the opportunity to have that

the equal opportunity to have those excellence that we strive here which I

stay so one it's good to be able to demonstrate to the world that we are

welcoming of that diverse sense of thought but most importantly to have the

opportunity to use that diverse thought to advance our mission as a university

once you're in a leadership position

how do you make that happen because i think i remember who your audience is

that you know

community members are our students will be in diverse workplaces and you know

everybody may not have that diverse background and so they're going to be

working with people from international settings and they may not have

compliment a diverse setting themselves and then they may be responsible from

working with people who are from diverse and i'm going to understand each other

so you as a leader have to now work with people who may not think like you

and so how do you make this all come together and that's difficult for you

but you always working with people who don't think like you all right

especially in leadership only because again you at the point where different

views of being able to be expressed and you can quickly learned that everybody

around that room from there a variety of experience has different views you get

into group think when you all have similar type of experiences and this

when you're looking at diversity when you're looking for gender and race and

national origin religion only because those definitely provide for differences

of experiences but a socioeconomic backgrounds which region of the united

states or international grew up with our students experience that because in the

classroom

the

faculty are diverse, the students are diverse they leave Wichita State with additional

experiences that benefit them so that when the way to go out into the

workplace when they go on to the world they understand at least some aspects so

you you always in a state of learning

so as you gain more experiences your views of the world broaden and i

would say that you know those of us on the table

probably didn't think the way we thought when we were 20 and so we've grown in

that because of our experiences because we've done things go well that wasn't a

good thing to do and this is , this is a better so we learn from our mistakes

and that's that's the whole point is that we try to benefit our students of

the knowledge collectively so that they don't have to repeat the mistakes they

can actually dance beyond what we've been able to accomplish

I think Tony's right i think it's a misnomer that you have to look like

someone to understand them but i do think that it is natural

if as you are raised you are only exposed to people who look like you

think like you that you're going to respond in that way and as Tony said the

more educated you become and experience life and have training opportunities

that is part of being a leader is you

expose your staff to training so that they do learn how to think differently

how to understand other cultures and Marche was talking about the importance

of us having a diverse student body part of that is making sure that our faculty

and staff positions are also diverse so that there are some feelings that when

you walk on this campus you can find someone who looks more like you and you

learn

others as you experience that campus life

now what have been the benefits of having diversity on a college campus and

what have been the challenges of having diversity the the benefits are enormous

you're talking earlier about international students and think about

the exposure to the world that our students get by such a nice portion of

our population being from other countries whether it's their culture

through food or are through family orientation or just understanding that

the world is bigger than wichita kansas and in the same with people of any our

team recently went through an understanding of other generations

because we have the 20-something coming in and we still have staff who are in

their seventies right and they don't look at the world the same but they can

work together so beautifully as they grow to understand each other

that's what's going to happen in the workplace that's right going to have

people who are going to be different generations and then how do you work

together and so what tips would you provide for for those students who may

come into that setting

what kind of tips would you give them that's what they're going to be

encountered when they go into the workforce

absolutely and and some of it is an openness to understanding the other way

this generation is much more technology savvy

for example but it doesn't mean that they are working with people who are

antiquated

and so it's an under it they have wisdom many times they're quite savvy

technically as well if just given a little bit of training and chance but

they were raised with a computer so they didn't come by it so naturally I think

patience and understanding and tolerance and truly learning the value that each

individual brings to the workplace again and we cover them and the course that is

we have an ethnic studies dealing with diversity we cover the workplace

personal on being out in the public and what do you do when you are faced with

adversity you address it

yeah that's what we teach in the course that is that you address it and always

ask question if you're not sure

don't assume very good thanks for sharing it and the thing that we teach

our students is a sense of inquiry

you should be curious you should be exploring and discovering -- when you come

across somebody a different think your venue

it's an opportunity

to explore and so so that's who shy away from that we haven't completed the

process with and sense of we want our students to kind of understand that

questioning... questioning is always good

learning is always good and the encounters is what will then help so when

are students go out on that world they do experience different people different

thought processes

it's important that they go me I i might learn something from this person take

that approach and actually do learn so our students and and Elizabeth put it

there

you know one of the things I really enjoy is that they share their culture

with us we don't expect our international students to come here to

become American we want them to be who they are -- and to share their

culture with us as we share our culture with them so it's that you all are

painting this wonderful pictures though it sounds so easy

I wan them to agree with me

i'm in a leadership position I want them to agree with me and just do what I say

and wow

and then just other how did you get into that leadership position

(laughter) I don't know about the where were you going to be faced with challenges

oh my god dr. Stevens can talk about this you're not everything is not going

to be cookie cutter it's not going to be a to z a walk in the park

your going to have to communicate that student or employee regardless in the

campus community you're going to have to communicate ask the questions for

clarity ask follow-up agree to disagree

yes and understand that that is ok I think sometimes students may feel

somebody feel like that

that's not an opportunity they can't do that staff we feel that but empowering

your staff and your students to have the conversation

okay to disagree but have understanding about different viewpoints where they're

coming from why their view and get this way or if there's a way that they think

that can better fit the the circumstance then had talked about that but but

respectfully agree to disagree

you're not gonna always agree on everything but then try to figure out

which way is the best for that particular situation

or student or class or employee whatever the circumstance may be to make sure

that that there is some understanding and be okay that that that there may be

differences because you can learn from that they provide different perspectives

from wherever they may have come from thought process experiences that all

kind of brings into your leadership role in which you what you do and how you

operate in and you grow and learn from that and I think that can go both ways

from the students and from the employees after nine and i think its students and

faculty staff but students especially need to know what resources are

available in museum because an 18 year old who has not experienced

discrimination or our hardship and all of a sudden faces it may not feel as

comfortable talking directly to that person right so there's there we have

resources that measure sharing today that they need to feel comfortable going

and saying and they might find out that their misinterpreting the situation so

that can be a factor to that happens a lot of perception and people thinking

what I thought you said it was

yeah and sometimes in different cultures

what made mean something to you may not have meant it to me and then you have to

always go back and sit with you what did you really mean yes a lot of people

won't do that they'll just take it and run with it and then that's when you

have all these issues that they come about that okay you're not diverse or

you don't understand my culture that and then they just you have this whole big

gamut

now you have to go back through and redirect and re-educate and sometimes

some don't want to be redirected some don't be re-educated

those are the ones that you put to the side and you were about them later if

you don't need to be known, now

exactly, yeah and I think that's important even for getting out amongst

the community

just even from a top of my perspective to educate yes I'm to go into the

classrooms to attend the Deans and vp meetings to attend classes to meet with

student organizations staff Senate faculty and things of that nature so that they

are aware

so for instance we were running the Title IV campaign and so it's still on

going through through the end of june and so it's an inclusive and a piece so

that the entire campus has an opportunity to "A", to have submitted

Title IV campaign but that also for the entire institution the campus

community to vote on what they would like to see so how we can promote how we

can provide some resources and information to our campus about various

issues topics where to go who to go just to add another branch if you will to

provide resources to our institution

good now as leaders how do you seek out diversity in your own staffs or as

leaders how do you do that because it's easier said than done

and so how would you do that from the top since you all are in leadership

positions because i think i think for students or community members

it's not easy yeah because what happens is you're mostly in your own social

circles in your own networks and so it's hard to expand that out so any tips or

advice for how to to do that as a leader how do you expand to those circles or

expand the circle you

you always -- I always hear people say you you create opportunities because it's not so

much that you go out so i want to hire a diverse person

no you want to hire the best person ok it's always all about

qualifications

yeah what you want to have happen is that the best person as a as a come over

a period of time represent a diverse community

you do that by two ways one you have to have a welcoming environment ok

environments are correct when you bring somebody in that they feel comfortable

in that environment so if you make an offer to them they say yes

good we're saying happen that you say make an offer they go I don't want to be

there

I don't feel comfortable so good you have to establish a welcoming

environment and that's that's not something that's artificial so that's

probably why it's genuine and then that takes time and that's what we working as

a university

uh-huh the other thing is is to create those opportunities such that of the

pool that is applying you have a diverse population which means that if you only

use your network

huh you'll get people who are very much in your network yeah but you have to

leverage other people's network said you have to leverage your network if you have

an opportunity at a conference to make new friends and make new friends that

represent opportunities to yourself and to your operation

so if you only make friends out there any expand your network only two people

who look like you think like you -- in the long run you won't have that diverse

network

you won't benefit --so I always will tell folks when you time is limited

your resources limited

choose wisely - broaden your things so that when opportunities arise have

the possibility of doing just that

because you always hire this person that's right to piggyback off of Tony

that when we invite people and offer the job position

we just don't put them in a conference room and just leave you know you just

don't take the first day and I just don't take them at the place you want

them to be welcome

yes you want them to understand and we are glad that you're here and that you

selected us as well as we selected to it should be a win-win situation

but our problem that we face most of the time that we get people here and then we

don't treat them fairly or they view some points out there that they are not

happy with and then they move on to go somewhere else

then we spent a lot of money and time with search committees

and bringing people in

and then we lose out so that's why you know now that we're on search committees

we make sure that that's the right candidate if the candidate pool don't

have a minority in it

that was just how the pool world but there's someone there to monitor and man

that that ok if somebody come and say you don't have a minority was not one in

the pool and what do you consider the minority

we had a woman what do you consider a minority

you know we had a man so what are you talking about

you know we have to make sure that we stay on the up and up and that's a lot of the

reason why we lose

good leaders that's right because they move on to go other places where they

think that is more welcome but wichita state is a welcoming university

I'm here exactly we're glad you're here

thank you i I can't agree more and again we have we have resources that say if we

advertise in these different journals will will get a more diverse pool

yeah and I think we have to do that yeah that's critical but that won't get us

the candidates will come and stay and I was thinking of an example last week I

was told about a staff member who is gay and one of the questions asked not in

the interview but after the person started their job at Wichita State

well do you have a wife and children and he was offended -- but that the person

wasn't poorly intended

they do they really weren't they were trying to be welcoming

so again it goes back to training and exposure and awareness

so that people know what to ask them when to ask it and how to feel a way

that people feel embraced

yes and you have to embrace it yes exactly

so are there any last comments that you were advice should want to give to

students and community members about working in diverse environments in

diverse settings because i think that's really important about giving these

little tips to community members about what to do

don't be i was going to say don't be afraid to ask the question

no I don't be afraid to seek out mentors or individuals who have traits or or

have it had experiences that you aspire or that could help encourage you in your

new role or what have you

I think sometimes students and some of my former graduate students would often

say well I'm not comfortable going to leadership conference will you come and

can you connect and you know people and as a will at some point you have to take

out take a leap of faith and take a step out and and just introduce yourself

there I said you may be the only one going to a conference I said that was

me for many years

I said but you have to take that time and and be confident in yourself and say

hello my name is and I i attend this institution and this is what I want to

do and what are you doing how did you get to where you are

ask the questions that you can kind of glean some some information that you can

apply to your own life and where you want to go with that and then stay in

contact communicate call email text if you're in the area of which person

you've met at a different conference or at another institution connect keep the

connection no it's a two-way street

but definitely keep keep connected because you never know where the circle

will come back around again and so that I think that's important and just be

confident

I'm that's a really good point about getting out of your comfort zone so if

there if there are populations that you have never interacted with you know

going to conferences

is you know expanding to the gender and sexual minority populations or just even

poor communities just going and visiting communities that you've never gone to

you know embracing those communities and inviting them in because again we have

the University can sometimes be seen as an ivory tower and not

embracing certain populations and we need to reach out and i say and i made mention

of conferences but like you were mentioning in your own home court if you

will

you know take a step out to meet individuals that you you haven't met

here on our own campus and make sure that you you stay involved and stay

connected

Natasha used to end a fabulous word and that's confidence

yes I sometimes I'm not confident but you wouldn't know it because i'm just

going to be confident and that is that a wonderful quality it that we could

instill in our students to accept who they are and walk into that room and

extend their hand and show confidence and not in a cocky manner by any means

that just confident yes that they're there where they're supposed to be

yes thank you want to piggyback off elizabeth is just to do that leadership

is important yes but people know the glory when they see you yes they don't

know the store how you got here

yes we do in this table and take some Nicks and bruises on certain things to

get us to this point but those what we call character-building day

so we have built character and we have built leadership and we thank you for

your leadership

remember that always a growth opportunity

so again it's about interacting with folks it's an understanding and

appreciation of people and I think the confidence is clear

I mean you have to have a belief that what your views are are important and

they and they contribute and they are valued don't let somebody make you think

less of yourself-- same point in time as you think of yourself

hold others in that same esteem absolutely and that's that's right then

all good things happen and that's my whole aim is that you know all of the

students and community members will be in leadership opportunities to make a

difference you know

all people are the leaders are are made not born and these these leaders the

students will be leaders and we'll have an opportunity to make a difference and

that's what i wanted them to be able to do so i really thank you all for this

wonderful panel on leadership and diversity you are phenomenal leaders on

our campus and I just want to thank you for that

so thank you for joining our leadership and diversity panel

this is a wonderful opportunity to learn about leadership

thank you for joining us