UPCOMING LIVE WEBINAR
A Careful Diagnosis: Expert Guidelines for Getting an Accurate ADHD Evaluation
with Thomas E. Brown, Ph.D.
Thursday, November 15, 2018 @ 1pm ET
Can't attend the webinar? Don't worry.
As long as you register, we'll email you the replay link
. . . . .
Many professionals insist that an accurate ADHD diagnosis requires a full battery of neuropsychological testing, brain imaging, and computerized tests to measure attention. Dr. Thomas Brown, an esteemed ADHD expert with four decades’ experience, disagrees. Families can save money, he says, by knowing which tests are valuable in assessing symptoms of ADHD, and which aren’t.
In this webinar, you will learn:
The expert Q&A webinar A Careful Diagnosis: Expert Guidelines for Getting an Accurate ADHD Evaluation will take place Thursday, November 15, 2018, from 1pm-2pm ET (12pm-1pm CT; 11am-12pm MT; 10am-11am PT).
MEET THE EXPERT SPEAKER:
Thomas E. Brown, Ph.D.
Dr. Thomas E. Brown, is a clinical psychologist who received his Ph.D. from Yale University and is Director of the Brown Clinic for Attention & Related Disorders in Manhattan Beach, California. He specializes in assessment and treatment of high-IQ children, adolescents, and adults with ADHD and related problems. He holds an appointment as Adjunct Clinical Associate Professor of Psychiatry and Behavioral Sciences at the Keck School of Medicine of the University of Southern California.
The sponsor of this webinar is...
NEBA® Health offers the first FDA-cleared brainwave test to help clinicians determine if a child’s symptoms are due to ADHD or some other condition. NEBA is only available by prescription. It is a non-invasive test and only takes minutes. Find a NEBA provider in your area: nebahealth.com
MRK0150/2018.10.05
ADDitude webinar sponsors have no role in the selection of guest speakers, the speaker's presentation, or any other aspect of the webinar production.
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by Alison Hart
Spanning four generations of a mixed-race family, Mostly White is a powerful tale of inter-generational trauma and the healing brought by wildness, music, and the resilience of women. From Emma, who survives the abuse of an Indian residential school in 1890s Maine, to Ella, who navigates color lines in 1980s New York City, Alison Hart’s unforgettable characters fight to form their own identities and honor the call of their ancestors.
A New Season in the Wilderness
by Amy Irvine
As Edward Abbey’s Desert Solitaire: A Season in the Wilderness turns fifty, its iconic author, who has inspired generations of rebel-rousing advocacy on behalf of the American West, is due for a tribute as well as a talking to. In Desert Cabal: A New Season in the Wilderness, Amy Irvine admires the man who influenced her life and work while challenging all that is dated—offensive, even—between the covers of Abbey’senvironmental classic. From Abbey’s quiet notion of solitude to Irvine’s roaring cabal, the desert just got hotter, and its defenders more nuanced and numerous.
Praise for Mostly White
“Alison Hart’s debut novel, Mostly White, spans five generations and about 100 years in a family with American Indian, African American, and Irish roots. It is a uniquely American story showing how people from the cultures and traditions of three continents found themselves together in the North American wilderness, sometimes in conflict and misunderstanding but other times in cooperation and love. Their mixed-race descendant are ordinary yet courageous people who survive against the terrible odds imposed by racism and poverty to pass both sorrow and inner strength down to their children and grandchildren. Hart has written a great American epic, which should be read and discussed for many generations to come.”
—LUCILLE LANG DAY, Author of Married at Fourteen: A True Story and Becoming an Ancestor
“In a world clamoring for diverse voices and characters in whom readers can see themselves, as well as learning about people different from themselves, Alison Hart’s Mostly White is a beacon. Through the story of four generations of women, from a mixed-race Native and African American family, our eyes and hearts are opened to a world we may not know, but should.”
—ANDREW WEINER, Abrams Books
“The trickle-down effect of genocidal practices (and) values; many of you have forgotten but our souls bear the costs of your purposely lost memories... and here are some of those soul stories... read and weep for us all... Thank you, Alison, for remembering the ancestors.”
—ABBY ABINANTI, Yurok, Chief Judge of the Yurok Tribal Court
“There is a genius of the heart, as well as the mind, and this book gives profound evidence that the author possesses both in abundance . . . Ms. Hart is not only keeping the faith, but she is passing it on to anyone who shares the epic heart-rending and soul-lifting experience of this book . . . a stunning achievement.”
—ROBERTA LEE TENNANT, Falcon Books
“The immediate trust and bond of spirit meets the eruption of soul-searching prose, poetry, and the history of us all! Powerful and dangerous because these women are so real!”
—JERRY THOMPSON, co-editor of Oakland Noir and Berkeley Noir
Praise for Desert Cabal
“The news Irvine breaks graveside is that the world, and specifically ‘Abbey’s country,’ has changed… and there’s no telling where [Abbey’s] sentiments would place him in a landscape that now includes Standing Rock and Black Lives Matter, a generation of female activists and the #MeToo movement."
—SANTA FE REPORTER
“Fierce and clear…Irvine’s book effectively confronts the ritual of veneration and brings the reader closer to appreciating Abbey’s work in a more constructive, relevant and productive frame than what has been allowed in the last five decades.”
—THE UTAH REVIEW
“A lyrical, raw and vulnerable conversation.”
—TELLURIDE DAILY PLANET
“From Abbey’s first morning in the desert to his tale of a snake that guarded his campsite, Irvine questions and compares their experiences, including their failed marriages.”
—THE SALT LAKE TRIBUNE
“Irvine gradually builds to a ringing conclusion, stating simply and clearly that wilderness lovers ‘need intimacy with people every bit as much as with place’ and that ‘going it alone is a failure of contribution and compassion.’”
—PUBLISHERS WEEKLY
“Amy Irvine is Ed Abbey’s underworld, her roots reaching into the dark, hidden water. In a powerful, dreamlike series of essays, she lays Desert Solitaire bare, looking back at the man who wrote the book and the desert left behind. This stream of consciousness, this conversation, this broadside is an alternate version of Abbey’s country. It is another voice in the wilderness.”
—CRAIG CHILDS, author of Atlas of a Lost World: Travels in Ice Age America
“Amy Irvine lays bare the mostly bleached bones of Desert Solitaire fifty years hence. She shows an uncanny ability to scrape the joints clean and dig deep into the marrow to find truth. Desert Cabal will make you squirm, yet reminds us that Edward Abbey was only human, that our human psyche continues to evolve as does our understanding of life and nature.”
—ANDY NETTELL, proprietor of Back of Beyond Books
“If there wasn’t a woman in Ed Abbey’s trailer in Arches back in the 1950’s, there is one now. And she has a room and a voice of her own.”
—KEN SANDERS, Ken Sanders Rare Books
===============================
Praise for Desert Cabal
“The news Irvine breaks graveside is that the world, and specifically ‘Abbey’s country,’ has changed… and there’s no telling where [Abbey’s] sentiments would place him in a landscape that now includes Standing Rock and Black Lives Matter, a generation of female activists and the #MeToo movement."
—SANTA FE REPORTER
“Fierce and clear…Irvine’s book effectively confronts the ritual of veneration and brings the reader closer to appreciating Abbey’s work in a more constructive, relevant and productive frame than what has been allowed in the last five decades.”
—THE UTAH REVIEW
“A lyrical, raw and vulnerable conversation.”
—TELLURIDE DAILY PLANET
“From Abbey’s first morning in the desert to his tale of a snake that guarded his campsite, Irvine questions and compares their experiences, including their failed marriages.”
—THE SALT LAKE TRIBUNE
“Irvine gradually builds to a ringing conclusion, stating simply and clearly that wilderness lovers ‘need intimacy with people every bit as much as with place’ and that ‘going it alone is a failure of contribution and compassion.’”
—PUBLISHERS WEEKLY
“Amy Irvine is Ed Abbey’s underworld, her roots reaching into the dark, hidden water. In a powerful, dreamlike series of essays, she lays Desert Solitaire bare, looking back at the man who wrote the book and the desert left behind. This stream of consciousness, this conversation, this broadside is an alternate version of Abbey’s country. It is another voice in the wilderness.”
—CRAIG CHILDS, author of Atlas of a Lost World: Travels in Ice Age America
“Amy Irvine lays bare the mostly bleached bones of Desert Solitaire fifty years hence. She shows an uncanny ability to scrape the joints clean and dig deep into the marrow to find truth. Desert Cabal will make you squirm, yet reminds us that Edward Abbey was only human, that our human psyche continues to evolve as does our understanding of life and nature.”
—ANDY NETTELL, proprietor of Back of Beyond Books
“If there wasn’t a woman in Ed Abbey’s trailer in Arches back in the 1950’s, there is one now. And she has a room and a voice of her own.”
—KEN SANDERS, Ken Sanders Rare Books
Struggling to Find Great Talent? Consider Candidates without a Degree.
In a super tight labor market, the old ways of hiring no longer hack it. Danny Iny offers eight tips to improve your chances of finding a great employee—and some of them may surprise you.
Washington, D.C. (November 2018)—The U.S. Department of Labor has just released its latest numbers and unemployment rates are holding firm at 3.7 percent. This is a nearly 50-year low. If you're an employer you don't have to be told what this means: it's really tough to find great talent right now. Danny Iny has a suggestion: expand your pool of candidates by considering those who don't have a college degree.
"One of the biggest misconceptions among employers is that people MUST hold a college degree to be a viable candidate" says Iny, author of the new book Leveraged Learning: How the Disruption of Education Helps Lifelong Learners and Experts with Something to Teach (Ideapress Publishing, October 2018, ISBN: 978-1-940-85869-2, $24.95). "It's just not true."
"Not only are there plenty of smart young people out there who are choosing not to follow the traditional path, those who do follow it often don't have the skills employers need," he adds. "It makes no sense to cling to old hiring practices when we live and work in a whole new world."
Iny wants to change the conversation around how we educate America's workforce. He says not only are colleges failing to deliver candidates with the skills businesses need, many talented young people are bypassing college altogether. They see the astronomical price of a four-year degree and are unwilling to cripple themselves financially to attain one. Plus, they believe (and rightly so) that they can find better educational options and hone their skill set elsewhere.
So why do employers still believe traditional education is needed? Iny says it's because the presence of a degree is a signal—a psychological shortcut that enables us to make good decisions without doing the exhaustive research needed to investigate every option. But signals can lose their meaning, and that's what has been happening for some time now.
The "I have a degree, therefore I am smart, hardworking, and well-to-do" signal made sense back when only five percent of males born in 1900 had a college degree.1 Today, with nearly 40 percent of working-age Americans holding degrees,2 it doesn't mean as much. What's worse, many degrees are useless to employers, curricula are disconnected from the needs of today's marketplace, and college typically fails to develop needed skills like critical thinking, complex reasoning, and written communication.3
The bottom line? If employers insist that the person we hire have a degree, we might well be missing out on the perfect candidate. Iny offers the following suggestions:
First, shift your mindset to override the "degree" signal. Take a long, hard look at what really leads to success and performance, recognizing that university degrees aren't the key, and revising your job postings to reflect the stuff that actually matters. You won't be the first; in 2015 Ernst & Young professional services in the United Kingdom removed degree classification from its hiring criteria, citing a lack of evidence that university success correlated with job performance.4 Similarly, Laszlo Bock, former head of people operations at Google, went on record saying that grades in degree programs are "worthless as a criteria for hiring"5—and currently as much as 14 percent of employees on some Google teams never attended college.6
Drop the application tracking system, or at least switch off the filtering related to education. While you're tweaking your hiring process, lean more into the assessments and simulations that actually give you a sense of what candidates can bring to the table. When Ernst & Young did this, they saw a 10 percent increase in the diversity of new hires.7
Look at candidates who have pursued more progressive, cutting edge options. Many students are now choosing hybrid programs like the one offered by Minerva Schools at KGI, or a "last mile" training offered by MissionU, or a program like Praxis, whose slogan is "The degree is dead. You need experience."
Consider ditching the résumé requirement. People often embellish the truth (or outright lie) on resumes. Instead, ask candidates to fill out an online application that has behavior questions and asks people to do tasks they'll need to be able to do on the job. This provides a much better picture of whether they'll be able to perform. Plus, some candidates might have exactly the qualities you want but don't come across well on a resume.
Ask candidates to perform a task that simulates the job. These could be built into your online application. For example, if you're hiring a writer you would ask them to complete a short writing task. This is a good way to weed out those candidates that don't have the technical proficiency to do the job, which will make narrowing down the list much easier.
For more complicated jobs consider paying a candidate to take on a project. Or hire someone on a contract basis to make sure they have the right stuff before you extend a more permanent offer.
During the interview, focus mostly on chemistry and culture fit. By the time a candidate gets to this phase, they will have demonstrated that they have what it takes to do the job. What the interview can really tell you is how well you'll get along with the person. So ask any remaining questions you may have, but mostly let the candidate do the talking.
Finally, cultivate the things that matter by developing a culture of learning and growth. While it's important to find the right candidates, it's even more important to make sure you continue to develop people after you hire them. There are many great books on this subject. Also, consider engaging training providers, such as Mind Gym, The Center for Work Ethic Development, and Iny's company, Mirasee (focused on developing the strategic thinking skills of your employees and creating your own internal training; details at LeveragedLearning.co/business).
"Remember that talent comes in all shapes and sizes, and that the value of the degree you might have earned decades ago is very different from the value of degrees offered by institutions of higher learning today," writes Iny. "As a business leader, it is your job to take the actions that lead your organization into the future, and this is how to do it."
# # #
1. 5% of males born in 1900 held degrees. This glance back at the history of higher ed is reported in chapter 4 of Paul Tough's best-seller How Children Succeed.
2. 40% of working Americans have college degrees. In a PBS Newshour article, reporters discuss how the greatest financial challenge 18-49-year-olds are facing is paying for that college degree. Read more at https://www.pbs.org/newshour/education/percentage-americans-college-degrees-rises-paying-degrees-tops-financial-challenges
3. "Failing to develop higher-order cognitive skills." In their 2011 book Academically Adrift, Arum and Roksa discuss how college students are failing to develop the higher-order cognitive skills that they need to succeed.
4. Weak correlation between university success and job performance. This data is shared by Ryan Craig in chapter 3 of A New U.
5. "Grades are worthless as a criteria for hiring." As reported in a 2013 New York Times article, which can be read at https://www.nytimes.com/2013/06/20/business/in-head-hunting-big-data-may-not-be-such-a-big-deal.html
6. 14 percent of employees on some Google teams never attended college. As reported by Ryan Craig in chapter 3 of A New U.
7. Increased diversity at Ernst & Young. The impact of alternative, skill-based hiring processes on diversity are highlighted by Ryan Craig in chapter 3 of A New U.
# # #
About the Author:
Danny Iny is the author of Leveraged Learning: How the Disruption of Education Helps Lifelong Learners and Experts with Something to Teach. He is a lifelong entrepreneur, best-selling author, and CEO of the online business education company Mirasee. Best known for his value-driven approach to business, his nine published books include Engagement from Scratch!, The Audience Revolution, and two editions of Teach and Grow Rich.
Danny's work is followed by over 100,000 experts and professionals across various outreach channels (email, social media, blog, column on Inc.com, etc.), and over the course of 2015, 2016, and 2017, they've invested over $10 million toward training on the Leveraged Learning opportunity through his books and acclaimed courses, such as the Course Builder's Laboratory.
For more information, please visit www.mirasee.com.
About the Book:
Leveraged Learning: How the Disruption of Education Helps Lifelong Learners and Experts with Something to Teach (Ideapress Publishing, October 2018, ISBN: 978-1-940-85869-2, $24.95) is available from major online booksellers.
