2020 Utah State Senate Visual Arts Competition
SALT LAKE CITY – The 6th annual Utah State Senate Visual Arts Scholarship Competition is open to Utah students grades 9-12. The competition is sponsored by Senate President J. Stuart Adams and the Utah State Senate. The deadline for submissions is November 8, 2019 at 5:00 p.m.
The Senate will reward 20 students with scholarships to support their educational and professional goals, i.e. attending a university, vocational training, etc. Scholarship awards of $5000, $3000, $1000 and $500 will be deposited into students’ accounts through the Utah Educational Savings Plan, my529.
In an effort to challenge Utah students to view the world in a unique and artistic way, the 2020 competition will not require students to create pieces based on a single specified theme. Instead, students are encouraged to create a visual representation of an aspect of Utah they find meaningful and inspirational.
Student winners will be notified by letter from the Senate office, and public announcements of winners will take place during Arts Day on the Hill on February 12, 2020 at the Utah State Capitol. The top 20 entries will be on display at the Capitol from February 12 - April 17, 2020.
Utah Arts & Museums is administering the competition. To review competition guidelines and submit an entry, visit https://artseducationprogram-utahartsmuseums.submittable.com/submit.
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USDA, EPA, and FDA Announce Partnership with the Food Waste Reduction Alliance
WASHINGTON, October 30, 2019 -- Today, the U.S. Department of Agriculture (USDA), the U.S. Environmental Protection Agency (EPA), and the U.S. Food and Drug Administration (FDA) announced a new partnership with the Food Waste Reduction Alliance, the latest effort in the Winning on Reducing Food Waste Initiative launched by the three federal agencies in 2018.
Through this Memo of Understanding (PDF, 938 KB), USDA, EPA, and FDA will formalize industry education and outreach efforts with the Grocery Manufacturers Association, the Food Marketing Institute, and the National Restaurant Association, the three founding partners of the Food Waste Reduction Alliance (FWRA). The FWRA represents three major sectors of the supply chain: food manufacturing, retail, and restaurant and food service. The Alliance pursues three goals: reducing the amount of food waste generated; increasing the amount of safe, nutritious food donated to those in need; and diverting food waste from landfills.
“USDA shares many common goals with the Food Waste Reduction Alliance, including our belief in the power of teamwork,” said U.S. Secretary of Agriculture Sonny Perdue. “We are proud to join this public-private partnership to prompt action throughout the food system.”
“EPA is proud to build upon the Winning on Reducing Food Waste Initiative through this partnership with leaders of the Food Waste Reduction Alliance,” said EPA Administrator Andrew Wheeler. “Reducing food loss and waste has many environmental and social benefits. By collaborating with these major segments of the food supply chain, we are making progress toward the national goal to reduce food loss and waste by 50 percent by 2030.”
“The FDA strongly supports our shared goal of reducing the amount of food that Americans waste through important efforts like today’s agreement,” said Acting FDA Commissioner Ned Sharpless, M.D. “The issues of food waste and food safety go hand in hand and we will continue to work with our federal partners and other stakeholders on enhancing our efforts to reduce food waste and do it safely. We are committed to doing all that we can to support safe and sound food policy decisions that are good for our families, good for our communities, and good for our planet.”
Federal officials shared the news today at the 2019 Food Waste Summit, hosted by ReFED, a nonprofit that uses a data-driven approach to combat food loss and waste. At the event, federal officials also recognized the growing cadre of U.S. Food Loss and Waste 2030 Champions, a group of corporations and organizations that have made a public commitment to reduce food loss and waste in their U.S. operations by 50 percent by the year 2030.
In the U.S., more than one-third of all available food goes uneaten through loss or waste. Food is the single largest type of waste in our daily trash. In recent years, great strides have been made to highlight and mitigate food loss and waste, but the work has just begun. When food is tossed aside, so too are opportunities for economic growth, healthier communities, and environmental protection – but that can change through partnership, leadership, and action.
The Winning on Reducing Food Waste Initiative is a collaborative effort (PDF, 579 KB) among USDA, EPA, and FDA to reduce food loss and waste through combined and agency-specific action. Individually and collectively, these agencies contribute to the initiative, encourage long-term reductions, and work toward the goal of reducing food loss and waste in the United States. These actions include research, community investments, education and outreach, voluntary programs, public-private partnerships, tool development, technical assistance, event participation, and policy discussion.
For more information on the Winning on Reducing Food Waste Initiative, visit:
www.fda.gov/Food/ResourcesForYou/Consumers/ucm628706.htm
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Home Off the Range: What the $35 Million Population Control Plan Means for America’s Wild Horses
(flickr.com/BLM Nevada)
Wild horses are an iconic feature of the American West, but now on Capitol Hill in Washington, DC, their future as a symbol of freedom on the frontier is threatened.
On September 23rd, the United States Senate Committee on Appropriations passed a Fiscal Year 2020 spending bill that includes a budget increase of $35 million for the Bureau of Land Management’s (BLM) Wild Horse and Burro Program.
It’s a contentious population control plan, involving large scale helicopter roundups and fertility management, that has animal welfare groups in fierce division. The American Society for the Prevention of Cruelty to Animals (ASPCA) told the Associated Press it was a historic win for horses while critics such as Animal Wellness Action call it a “poorly disguised path to slaughter.”
An age old problem
The on range wild horse population has been a growing concern for the past 50 years. Today, there are an estimated 88,000 wild horses and burros roaming free on public land. In addition, there are over 50,000 horses in 17 off-range holding facilities across the Western USA.
The Appropriate Management Level (AML), the maximum number of horses the Bureau of Land Management (BLM) has determined can exist in a healthy balance with the land, is a much smaller number—26,700, to be exact.
It’s a number that was set in 1971 by the Wild Free-Roaming Horses and Burros Act, based on the cattle population, at a time when the wild horse population was reported to be 26,000. Some argue the AML is out of date.
What is certain is that overpopulation has led to resource depletion on the range, impacting horses, cattle and native species. Horses in holding are a growing expense for taxpayers, each animal costing between $45,000–50,000 over the course of their lifetime. The burgeoning cost, about $50 million annually, put pressure on Congress in 2018 to consider lifting the slaughter ban. While the ban was renewed “last-minute,” the threat of employing lethal measures looms large with continued inaction.
The argument isn’t if something should be done, it’s how.
It is the best of plans, it is the worst of plans
The BLM’s proposal aims to bring the wild horse population back down to the original AML via three key strategies: large-scale round ups, fertility control and promoting adoption.
“I think this is the only adoptable solution being presented to Congress that will lead us to a non-lethal management scheme long term,” said Keisha Sedlacek of the Humane Society.
“We are asking for roundups, and while they’re not great for wild horses, you can’t do fertility control now without these kinds of gathers. You have to be able to get to the horses. The only way to have a successful fertility control program is to get to 80–90% of the mares.”
(flickr.com/Bureau of Land Management)
The hope, Sedlacek explained, is to phase out large scale removals over a period of ten years, after fertility management and adoption have stabilized the population.
Those who have signed off support on the proposal include the Humane Society, ASPCA, the National Cattlemen’s Beef Association and American Farm Bureau Federation.
But Marty Irby, the Executive Director of Animal Wellness Action argues no plan at all is the only one worse than the BLM plan currently on the table.
“Our organization, along with about 70 groups, have come out in total opposition to the plan, versus just the few which support it,” contends Irby.
The nature of a helicopter roundup is inhumane, critics say, and particularly puts foals and young stock at risk, sometimes gravely. They also argue that the swell of horses in holding will only increase federal costs, opening the door to the possibility of slaughter a few years down the road when federal funds run dry.
“We believe it creates a perfect storm for the pro-slaughter coalition to say, ‘now we have all these horses in holding, we have nowhere for them to go and they’re costing millions of dollars to the federal government. It [slaughter] is the only option,'” Irby said.
flickr.com/BLM Nevada
While supporters of the plan disagree that it’s an attempt to leverage legislation towards pro-slaughter, they recognize $35 million likely won’t suffice, even if it’s successful.
“I don’t think $35 million is enough, to be honest. I think we need about $100 million per year, but this is what the Senate came up with. I think it’s not enough funding, we definitely need more,” said Ryan Yates, director of congressional relations at the American Farm Bureau Federation.
“What we’re seeing is an effort to increase funding to begin a process. They cannot do this overnight, it’s going to take a lot of effort.”
Mares and the fine print
Another concern among critics is that the language surrounding fertility management is too loose in the BLM plan, and doesn’t explicitly exclude the surgical sterilization of mares, something many consider to be a crude practice.
Regarding fertility control, the BML’s 2020 Budget Justifications states:
“The Program will also continue working with academia and Federal partners to explore effective sterilization methods and to enhance existing fertility control vaccines and develop new population controls through research projects, focusing on those that have shown positive outcomes thus far; in addition to supporting several research projects aimed at developing new management tools, such as radio-tag collars and infra-red scanning for surveys.”
“At the request level, the program will continue to find ways to address the significant overpopulation, which is 206% over the statutory AML, including through sterilization methods and the use of contraceptives and the spaying and neutering of animals before returning them to the range.”
According to Sedlacek and the Humane Society, the language is intentionally not restrictive to avoid inadvertently excluding future methods or technologies over the long term, not because it promotes surgical sterilization.
“The use of surgical sterilization techniques will not be allowed as it hasn’t been proven that it can be done safely or humanely on a wild horse or burro,” stated the Humane Society in a press release.
As it stands, one of the most promising fertility control options is the PZP (porcine zona pellucida) immunocontraceptive vaccine. It can be administered by darting mares. Some argue that there’s a chance the population can be culled by relying on this method primarily.
Thinking outside the corral
So far the proposal approved in the Senate spending bill is the only one being seriously considered by the government, but it’s not the only one in existence. As the situation grows more dire, so are activists inspired to come up with different solutions.
Anthony Marr is a lifelong animal activist—best known as “Champion of the Bengal Tiger”—who has worked with countless species. Today, he’s fighting for wild horses, and his proposition is quite literally outside of the box.
That’s because it calls for releasing the 50,000 horses currently corralled, with the exception of geldings, which would be put up for adoption, then increasing the AML to 150,000 horses and relocating 12% of cattle from public to private lands to allocate enough resources for the existing horse population. A 12% decrease would equate to about 250,000 head of cattle.
Marr suggests the government subsidize ranchers who move the cattle to private land with the $60 million in funding that would be saved from closing holding facilities.
“HSUS/ASPCA plan is a very expensive and inhumane plan, which is conditional of a healthy economy. If the economy takes a nosedive, what do you think is going to happen to the horses?” he said. “Many of these horses will be in holding facilities for life, they’ll never leave.”
Despite government initiatives to encourage mustang adoption, and even a resurgence in adoption interest, only a fraction of captive horses will find homes, Marr explained.
flickr.com/BLM Nevada
“Right now it’s a one horse race with the HSUS/ASPCA plan, but we’re trying to propel the MARR-Plan onto the Congressional stage,” he said.
To that end, Marr introduced a petition, which has secured over 12,500 signatures to date, and is planning a motorcade event on November 16th in Washington D.C. alongside other groups in the coalition.
Yet, those who celebrated the $35 million investment into wild horse and burro management have been left confused and disappointed by the response.
“We are puzzled by this reaction…” said Nancy Perry, Senior Vice President of ASPCA Government Relations. “While we recognize the hesitation to support anything due to the massive challenge the agency now faces and its historic mismanagement, for the sake of our wild horses and burros, now is the time to be bold and to offer to help these horses in a tangible way.”
“We have been, and will continue to be, open to dialogue with solutions as the goal. We do not intend to suggest that this proposal is the only way forward, but it is the only actual plan that has been offered and the best solution we see, given the realities our horses face,” said Perry.
*It’s important to note that the wild horses can more accurately be described as “feral,” as they were introduced by accident during the Spanish Conquest in the 16th century. The population crisis we’re faced with today is the result of the lack of ecological checks and balances, which naturally mitigate the population of native species.*
All the best,
Marty Irby
Executive Director
Animal Wellness Action
611 Pennsylvania Ave. S.E. #136
Washington, D.C. 20003
202.821.5686
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Hi Jim
Please feel free to publish the following article or to pull quotes. If you’d like an interview or comments from Andreas, please let me know and I will coordinate.
Best,
Terry
When Dad Stays Home: Advice
For Couples Who Buck The Stereotype
As more women have joined the workforce, many are dedicated to growing their careers or running successful businesses. Those efforts often demand long hours, travel, and time away from home.
And while it’s no longer unusual for women to be the main breadwinner in their family, another U.S. social dynamic has occurred in the wake of those demands: A substantial increase in the number of dads staying home as the primary caregiver for the children.
Parents experiencing this change in the day-to-day household structure say it requires strong mutual support between spouses. Andreas Wilderer, author of Lean On: The Five Pillars Of Support For Women In Leadership, calls it, “The partnership pillar, beginning with empowering your partner.”
“It’s incumbent on stay-at-home dads to step up to the caregiving role in the same devoted way that their wives do as the financial provider,” says Wilderer (www.andreaswilderer.com). “Each must take care to empower the other.
“In a healthy relationship, the partners accept and appreciate each other’s roles, but some couples sink into disrespect and disdain. If the partners are redefining their roles in the family, they should anticipate a learning period and be careful not to get in the way of each other’s progress. They should build each other up rather than tear each other down.”
Wilderer offers ways couples can support each other when the mother works and the father stays home to care for the children:
Look beyond your own interests. “To empower your partner, you must carefully consider his or her needs and wants,” Wilderer says. “Conflicts are common in any relationship, but having several of them can lead to destructive tension. Look for a true solution that isn’t selfish. By talking and sharing feelings, a compromise can work for both.”
Hand over the keys with trust. ”Adjusting to new roles can take time,” Wilderer says. “Egos and pride get in the way. Neither partner should micromanage or undercut the other’s responsibilities. With patience and understanding, each should adjust well to the model that they together agreed to adopt for the good of the family.”
Ignore the whispers, rise above negativity. Men and women can sense or hear criticism from outsiders when swapping traditional roles. “Many women today are gaining the confidence to break the glass ceiling in the workplace,” Wilderer says. “Yet they could use more of that confidence in their home lives as well, and their stay-at-home husbands can help them with that. Why should women feel guilty about their success? They are providing well for their families. Likewise, a man who has assumed the support role in the home may imagine that people are whispering he should be making a living for his family. But none of what people say matters when the husband and wife have total respect for each other and for their respective roles.”
Listen to each other’s ‘job frustrations.’ The mother may have frustrations and stress from work that she wants to air to her husband when she gets home. Likewise, the partner who has been watching over the house and kids all day may want to vent. “The main focus for both should be listening; most of the time neither desires unsolicited advice,” Wilderer says. “They need compassion and understanding, a sympathetic ear. Each partner should treat the other’s heart with care and tenderness.”
“Loving partners bestow the gift of self-reliance generously on each other,” Wilderer says. “Each must be willing to step back, patiently and respectfully, to allow the other to build a sense of pride in a job well done.”
About Andreas Wilderer
Andreas Wilderer (andreaswilderer.com) is the author of Lean On: The Five Pillars Of Support For Women in Leadership. A business leader and entrepreneur, Wilderer worked in the event and marketing field and in 2016 founded GLOBULARiTY LLC, a business coaching company that helps leaders grow and learn how to strengthen their Adaptability Quotient (AQ). While working on his business pursuits, Wilderer stayed at home and cared for his two children while his wife pursued her career. Recognizing that women can be providers and men can be nurturers, Wilderer began focusing on coaching female leaders while teaching men how to actively support them. He is also a Gallup-certified strengths coach.
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A weekly report on education news and commentary you won’t find anywhere else — from the nation’s leading voice on education innovation and opportunity.
POST NAILS IT. If you’ve been following Senator Warren’s attack on education opportunity, you’ll want to read the Washington Post today. People from all sides agree that "Children are the losers in Edlizabeth Warren's plan for charter schools".
Speaking of which, if you didn’t see our CEO’s Fox & Friends appearance on same, you’ll want to watch it now.
DC OPPORTUNITY CRISIS. Shouldn’t everyone know by now that when kids cannot learn, we have a crisis? Join is in doing something about it. If you’re within the D.C. metro area on November 14th you’ll want to attend A Major Citywide Call to Action in Support of DC’s Public Charter Schools, brought to you by the D.C. Association of Chartered Public Schools’ #EndtheList initiative and hundreds of schools, parents and DC leaders. The purpose is to open the doors and unlock opportunity for thousands of waitlisted families who could benefit from expanded offerings if the Mayor and city officials would just free up unused buildings. The first major coming together of all parties since the DC charter movement began, come hear charter school leaders, city officials, and special guests like Louisiana Senator Mary Landrieu ('97–'15) and civil rights activist Dr. Howard Fuller. Where? Atrium Hall of the Ronald Reagan Building, 1300 Pennsylvania Ave, NW, starting at 8:30 AM. Rally round the flag of education opportunity. Be there.
STUDENT CONTEST. More than $20,000 in prize money will be given out as part of the DC Public Charter School Student Excellence Competition held in conjunction with the above mentioned Call to Action. More than 100 students from 34 schools submitted artwork, essays, poems or music documenting what their charter school means to them. During the event, students will learn the winners, receive their prizes and their submissions will be on display at the Student Excellence Showcase. Additionally, a special cash award will go to the school with the largest number of attendees. Dozens of schools will be out in force to cheer on their friends. Join them. Charter schools can still RSVP to attend here. Buses provided for any school communities that need transportation.
IT’S NOT PROGRESSIVE TO PUNISH THE KIDS. Yet that is exactly what the Chicago Teachers' Union – “progressive” to a fault, and we do mean fault – is doing. As the strike nears the end of its second week, Chicago’s very progressive, pro-union Mayor Lori Lightfoot expressed her frustration that the CTU won't take "yes" for an answer. What gives? Under the city’s offer, the average Chicago teacher will see a $100,000 salary by the end of the contract’s lifespan. The deal breaker is the City’s contention that the CTU plan would cost the city $100 million that it doesn’t have. Meanwhile, Chicago’s 350,000 students fall further and further behind – apparently an unimportant afterthought to the CTU. All might want to read about the latest crisis resulting from overly-generous contracts agreed to under duress by school districts across the country that are causing hundreds of employee layoffs to keep the districts “solvent” – and then only in the most generous definition of that term.
NAEP RELEASE TOMORROW might give CTU pause to consider their stalling in accepting Mayor Lightfoot’s generous offer. The report on 2018 math and reading assessments from the “National Assessment of Educational Progress” (NAEP) on October 30th is likely to show declines in cities that have done nothing transformative to turn around failing schools. The day-before-Halloween release might be apropos for this news, as the NAEP just delivers the hard facts of the progress, or lack thereof, for all states and most school districts and some of the results will most certainly be ghoulish. CER’s rundown on prior year data is a handy review of what the NAEP covers and what the numbers mean. We’ll have a full NAEP rundown next week.
THE RIGHT WAY TO GET PERSONAL. Quick - what exactly does “personalized learning” mean? Beyond the obvious that each child is an individual, how do educators get the most out of their students through such a regimen? What kind of person would write a “love letter to educators? Answers and many more insights for parents and students are discussed in this week’s Reality Check with Jeanne Allen podcast with guest Diane Tavenner, co-founder and CEO of Summit Public Schools. You’ll find Diane’s insights engaging and thought provoking.
BLAINE BIGOTRY UPDATE. Meet the xenophobe whose legacy will be reviewed for constitutionality (we think it’s not) in the Supreme Court this winter. A positive ruling in the case Espinoza v. Montana Department of Revenue would invalidate the odious, anti-Catholic “Blaine Amendments” currently in effect in 37 states. We’re digging into the dark side of a man for whom the amendments are named. Republican James G. Blaine is best known for his campaign’s use of “rum, romanism and rebellion” to appeal to non-Catholic voters, as well as anti-Chinese immigration laws to appeal to xenophobes of all stripes. A political satire magazine of the time, “Puck” magazine illustrated Blaine’s pomposity in its cartoons many times. Take a peek at one of the best below.
Founded in 1993, the Center for Education Reform aims to expand educational opportunities that lead to improved economic outcomes for all Americans — particularly our youth — ensuring that conditions are ripe for innovation, freedom and flexibility throughout U.S. education. We’re always delighted to hear from our readers...suggestions, questions and even the occasional complaint!
*For a review copy of The Busy Leader's Handbook or an interview with Quint Studer, please contact Dottie DeHart, DeHart & Company Public Relations, at (828) 325-4966 or simply reply to this email.
How to Quiet the Ego and Lead with Humility
If you think you have all answers, it might be time for an ego adjustment. Quint Studer shares advice to help leaders embrace humility and model it for their teams.
Hoboken, NJ (October 2019)—Great leadership is not always about being "right." In fact, it rarely is. The leader's job is to bring out the best in employees and to engage them in working together to do what's best for the company. This cannot happen when a leader is too attached to their own ideas or convinced that they are the smartest person in the room. That's why Quint Studer says humility is one of the most important traits a leader can have.
"Leading with humility is about taking oneself out of the center of the equation, about keeping the spotlight on others," says Studer, author of the Wall Street Journal bestseller The Busy Leader's Handbook: How to Lead People and Places That Thrive (Wiley, October 2019, ISBN: 978-1-119-57664-8, $28.00). "It's about quieting the ego so we're open to learning and we're focused on continuous improvement and growth.
"Humility isn't about being meek or submissive or thinking you aren't good enough," he adds. "It is about seeing oneself as one truly is. We know our strengths and our weaknesses. When we're good at something and we receive a compliment, we don't deny it. Rather we're grateful that we're in a position to help others develop that strength."
Humble leaders don't assume they have all the answers. They know that an inflated ego can cause them to make bad decisions and lead the team down the wrong path. Also, it can alienate employees rather than engaging them, create dependency rather than ownership, and promote individualism rather than teamwork. Finally, an inflated ego can hinder learning, a crucial survival skill in business that enables organizations to innovate and problem solve in step with the everchanging global economy. It's the leader's job to model a love of learning for everyone in the organization—and humility is at the heart of that.
So, what does humility look like in action?
"For starters, humble leaders are those who direct their focus outward," says Studer. "Intentionally focusing on others allows us to notice things we might not have seen otherwise. We pick up on body language and subtext, helping us build stronger relationships. Leading with humility also means we don't mind seeking the input of others before making decisions. It means we never push our self-interest over that of the group. Finally, it means we don't mind asking for help. And because humble leaders are well-liked and appreciated, we will receive it."
When we get intentional and proactive about leading with humility, we will naturally shift to a healthier state of mind. The ego will assert itself less and less. Here are a few tips:
First, look for red flags that YOU might have a humility problem. The first step to getting better is always being aware that one has a problem. Hold up the mirror and ask yourself:
These questions can help you become aware of any red flags that may signal a lack of humility. Hopefully, very few of them apply to you, but most of us have humility slip-ups from time to time. The key is to be aware of it and rein in the ego when it starts getting out of control.
Always model what you want to see others do. Never ask your team to do anything you aren't willing to do, or expect them to keep standards you yourself aren't able or willing to keep. Humility means knowing everyone stands on level ground. Leaders don't try to present themselves as "special" or "different."
Develop and promote others on the team. "If you find yourself keeping things for yourself to do to show value, you are likely not coming from a place of humility," says Studer. "A humble leader will eventually render themselves obsolete in their current role and then move up! Transfer ownership; raise your team up."
Give others credit. Push compliments down to the team. Actively look for places where you can give someone else the win—even better if it's a junior person and you can use the opportunity as a learning experience. This means teeing them up nicely to be able to deliver something, then recognizing them for doing a good job.
Be accessible. Don't lock yourself in your office. Leading with humility means getting down in the nitty gritty with the team. Work with them, spend time with them, try hard not to be aloof or unapproachable. Make it clear that you have time for them and value interacting with them.
Know when it's appropriate to micromanage. On one hand, humility means letting go of doing things "our way." If someone finds a new or better way of doing things, rejoice! We've done our job and helped them grow. On the other, we need to know when to micromanage. If we take a totally hands-off approach, we may set an employee up to fail. Then, we get to swoop in and be the hero. This is self-serving and the opposite of humility.
Strive to be coachable. Seek to be a learner above all else. Be curious; ask if you don't know. Don't be afraid to admit if you don't understand or don't know what to do. Even the best leaders have strengths and weaknesses, and they never forget this. Ask questions as much as you can. Make a point to learn something from everyone on the team. This helps you keep your focus on them (and off yourself), and helps you recognize some of their abilities you might not have otherwise noticed.
Seek input and feedback regularly, and make sure people feel "safe" enough to tell you the truth. Whether you're getting the team's perspective on a decision you're trying to make, or asking how things are going with their jobs (and your leadership) in general, it's important to foster a culture of psychological safety. Leading with humility means always seeking out the truth, especially if it's something you might not really want to hear.
Don't focus on who the other person is or where they fall in the hierarchy. Focus on what they're saying and whether it is true. A humble leader can take feedback from every level of the organization. If you find yourself saying, "They're not the boss of me" (or something along those lines), you might be coming from a place of pride rather than humility.
Speak the truth for the right reasons. "Be authentic. Don't sugarcoat or package things in a way to try to make yourself look better," says Studer. "When you have to break hard news to someone, do it from the right place. Don't make them feel or look bad if you don't have to. Don't make a huge production out of calling someone out, or use it as an opportunity to signal your own virtues."
Listen to understand, rather than respond. Communication should always be a two-way street. In a conversation, really try to empathize and understand what the other person is saying. This will help you get a better picture of what their needs or concerns really are. You should always be thinking, How can I help this person? or How can I make things better?
Admit mistakes. Don't be blinded by pride or try to portray yourself as perfect. People appreciate vulnerability in leaders. Apologize sincerely when you need to. Remember the three magic words to reset any relationship: I was wrong.
Be open and transparent. Share information when you can. "Don't keep secrets or withhold information just because it came to you first," says Studer. "This can make you feel more powerful, but it only damages the group. Sometimes you might have to keep information under wraps for a specific reason, but have good judgment as to when that really matters versus when it's just driven by ego."
Look for ways to make others feel important. A wise man once said: "When I talk to a boss, I get the feeling that they are important. When I talk to a leader, I get the feeling that I am important." When someone does something well or makes a critical contribution to a project, say so (if you can do so publicly, so much the better). This shouldn't be hard to find: Everyone has gifts they bring to the table, and the humble leader strives to be always on the lookout for them.
Don't talk about where you are; talk about who helped you get there. (Know your own privilege.) Be appreciative of the opportunities and "breaks" you got along the way. There is no such thing as a leader who got to the top on their own. Even when you talk about your own success, make the focus on who helped get you there, not on how great you are.
Don't put yourself down or deny compliments. Part of humility is knowing that you're good enough and basing your self-worth on your own assessment of your performance. Be aware of "false" humility, which is putting yourself down so that others rush in to affirm how great you are. Also, when someone pays you a compliment, don't deny it. If someone says, "You're a really great speaker," don't say, "Oh, it's nothing." This may make the person feel bad because they don't have that skill. Then they will be less inclined to ask you for help, which means you lose a chance to serve them. It's better to simply say, "Thank you. I work very hard at it."
Likewise, don't be a martyr or seek pity from others. The "poor little old me" mind-set is the opposite of humility. If you want people to feel bad for you, you are still sucking up all the attention and focusing it on yourself.
Say thank you at every opportunity. "Recognize team members who contributed to the success," says Studer. "This is a good exercise in focusing on others, not yourself. Seek to always lead (and live) from a place of gratitude. In a way, gratitude is the ultimate marker of humility. I've heard it said that EGO stands for 'Edging God Out.' Being grateful is a way of acknowledging that our gifts come from a Higher Power—and even if one isn't religious in the traditional sense, they'll benefit from acknowledging that they aren't the source of all good things."
"Leading with humility is not easy," concludes Studer. "It actually requires more self-assuredness and confidence than leading with arrogance and ego. We owe it to ourselves and others to do the work to develop this inner strength. When we do, we won't need the external reinforcement that leads us to put on a show and seek accolades. We'll be the kind of leader others trust and follow."
# # #
About the Author:
Quint Studer is the author of the Wall Street Journal bestseller The Busy Leader's Handbook and a lifelong businessman, entrepreneur, and student of leadership. He not only teaches it; he has done it. He has worked with individuals at all levels and across a variety of industries to help them become better leaders and create high-performing organizations. He seeks always to simplify high-impact leader behaviors and tactics for others.
Quint has a great love for teaching his insights in books and has authored nine of them in addition to The Busy Leader's Handbook. His book Results That Last also made the Wall Street Journal bestseller list. Building a Vibrant Community, published in 2018, is a blueprint for communities seeking to revitalize themselves.
Quint is the founder of Vibrant Community Partners and Pensacola's Studer Community Institute. He currently serves as the Entrepreneur-in-Residence at the University of West Florida.
To learn more, please visit www.thebusyleadershandbook.com, www.vibrantcommunityblueprint.com, and www.studeri.org.
About the Book:
The Busy Leader's Handbook: How to Lead People and Places That Thrive (Wiley, October 2019, ISBN: 978-1-119-57664-8, $28.00) is available at bookstores nationwide, from major online booksellers, and direct from the publisher by calling 800-225-5945. In Canada, call 800-567-4797. For more information, please visit the book's page at www.wiley.com.
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FOR IMMEDIATE RELEASE
October 30, 2019
CONTACT: Lee Lonsberry
c - 801 698 7349
Bishop Honors Retiring Major General Burton
WASHINGTON – On November 7th, Major General Jefferson S. Burton will retire from the Utah National Guard where he has served as Adjutant General since October 2012. To honor the occasion, Rep. Rob Bishop (UT-01) delivered remarks from the House floor.
CLICK HERE for video
TRANSCRIPT: On November 7th, Utah will honor a soldier’s soldier. For the past seven years the men and women of the Utah National Guard have been inspired by Major General Jefferson S. Burton. He was chosen for his battle tested grit and resolve.
You see, in 2003 this [fifth-generation] Utahn lead the 14-57th Engineer Battalion into Iraq. Living under constant threat of IED's and ambush, General Burton was even tasked with luring the hyenas and bears and lions of the Baghdad zoo back into their enclosures after the Iraqi Republican Guard released them onto the streets.
His troops tell me General Burton is a leader who takes the time to teach and mentor others, helping them recognize their own potential.
General Burton is highly educated, is kind, is deeply spiritual, but what he values most is his wife Charn, whose support has allowed him to serve.
General Burton often tells his soldiers, "I'm asking a lot but we will accomplish the mission." And after 37 years of service, we say to General Burton, "Mission accomplished."
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