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How to Tame the Talent Marketplace
Before you dive head-first into HR tech's hottest trend, here are nine truths you need to know.
By Allan H. Church, Ph.D., and Natalie Cori, M.A.
If you're reading this article, you're probably familiar with the concept of a "talent marketplace," or you've at least heard other people use the term. Consulting firms and industry professionals are pitching it as the latest holy grail of HR tech, and it seems like the industry is suddenly saturated with vendors offering various platforms in this space, like Gloat, Eightfold.io, Avature, Fuel50, and Phenom.
Talent marketplace evangelists have claimed it to be everything from the future of work to the panacea for flagging employee engagement. While senior leaders might be buying the hype, at a minimum, HR and talent management professionals need to understand what it is—and, more importantly, what it isn't.
Although it may sound like an intuitive concept (i.e., the democratization of talent development and internal mobility), the effective application of a talent marketplace in your organization requires a great deal more than simply implementing a technology solution.
First, let's set some context. A marketplace in general can be defined as "an open square or place in a town where markets or public sales are held." Applying this to human capital, a talent marketplace is generally described as a widely accessible technology platform that enables employees (talent) to connect with various developmental opportunities (like jobs and gig projects) and apply to these opportunities on their own, without any type of organizational intervention. Similarly, the idea is also that managers can find, review, and select talent on their own.
And where is the HR and talent management function in all this? Ostensibly, nowhere to be found. Because who needs HR and talent management professionals to facilitate talent identification, detailed development and experience planning, talent reviews, job placement, or even succession planning under this umbrella of a truly democratized free market?
The talent marketplace concept comes from a natural evolution and synergy between existing HR tools and processes we've used for years in talent management, organization development, talent acquisition (including internal staffing), and learning and development. These include familiar practices such as growth and development discussions, skill-based mapping and targeted assignments, critical experience and career pathing frameworks, continuous learning agendas, targeted and reverse mentoring initiatives, and internal mobility programs.
The talent marketplace reflects a reimagined and integrated way of "democratizing" employee development by enabling preference and skill-based matching technology on a global scale within an organization. While the components of any given platform may (and do) vary by vendor (is formal learning or visibility to slating included), the ultimate goal of a talent marketplace is fairly consistent: to empower employees to drive their own development and career progression using AI-informed technology through a seamless highly engaging employee experience (EE) design.
This certainly sounds great in theory, and it's one that many organizations have been seeking a solution for—in some form or fashion—for decades. PepsiCo was an early adopter of the concept, for example, back in the early 2000s with the launch of the organization's "career development journey" vision, enabled by a custom technology solution at the time.
The design and implementation of a full suite of integrated talent management tools, however, has significant technology, policy, process, capability, and cultural implications. We've been researching, benchmarking, discussing in conferences, and, of course, implementing a talent marketplace at PepsiCo ourselves.
While we're in the early stages post-launch, we've already learned a lot throughout the process. Here, then, are nine truths you should know about the talent marketplace as you consider taking the plunge (if you haven't already):
Truth #1: The talent marketplace serves to facilitate the new "future of work"
Yes, the "future of work" has evolved into a mainstream catchphrase thanks to the push to embrace remote work during the COVID-19 pandemic, but the concept was gaining traction for years before the pandemic, too.
In a 2016 summit, for example, Josh Bersin, a leader in the space, declared "the future of work is already here," pointing to a shift away from the traditional experience-based career ladder and toward a skill-based approach to talent mobility.
Similarly, in their 2018 book, Reinventing Jobs, John Boudreau and Ravin Jesuthasan, both well-known experts in the field, discussed the rise of automation and its potential for disrupting the traditional job structure.
So, if you've been following the literature, you already know the concepts (if not the latest buzzword that captures them). Plus, you can feel comfortable that there's a scientific basis behind the curtain.
Truth #2: You probably already have some elements of a talent marketplace in your company
Surprised? We know that enduring, high-performing companies have been moving talent internally for decades.
PepsiCo, along with many other companies, for example, implemented internal job posting platforms over 20 years ago. Google has been facilitating internal projects (a.k.a. gig assignments) for its employees since 2004, and the vast majority of large organizations today have open learning experience platforms leveraging tools like Degreed, Udemy, and Cornerstone.
In fact, in a recent benchmark of top development companies, 46 percent of L&D leaders reported their organization is already using learning experience platforms, and a further 31 percent are planning to implement them in the near future. In short, even if you're not yet calling it a talent marketplace, it's likely you have some of the elements in place already.
Truth #3: The talent marketplace is highly dependent on strong technology
It's important to know a talent marketplace is still largely a technology-driven solution. (It's hard to imagine democratizing job postings, gig placement, and skill-based talent searches by hand.) As a result, the offerings today are essentially controlled by a group of technology partners or vendors.
While many firms claim to have talent marketplace solutions, their capabilities for customization will differ, sometimes dramatically. If you want to make the best strategic HR decisions using this technology, you must approach the selection of a product thoughtfully based on your specific needs.
In short, we're talking about a marketplace of complex and connected employee development systems, not just another shiny tech product that will do everything you hope for out of the box.
Truth #4: Technology integration is easier said than done
Given the singular importance of technology for enabling a talent marketplace, it's no surprise that vendors and consulting firms might over-pitch the simplicity of integration.
Most organizations—particularly large ones where a talent marketplace makes sense to implement from a scale perspective—already have multiple HR systems and employee development platforms in place. We're not the first to point this out, but technology integration will never be as simple as you think, because tech is imperfect and evolving as we speak.
We're hearing from colleagues across organizations that these integrations are harder than they seem, and will take significant time, money, and resources to embed across platforms and HR processes. So, if you're going to implement a fully integrated talent marketplace platform that offers a seamless employee experience, you'll need an "all-hands-on-deck" approach (IT, HR Ops) to make this work.
Truth #5: Purpose matters
Implementing the latest shiny HR technology solution is great, but before you do, ask yourself and your senior leaders this question: Do you really know why you want to implement a talent marketplace?
As we've learned through talking to Boudreau, Bersin, colleagues from other organizations, and vendors in this space, the answer to this question isn't always the same across customers. In fact, there appear to be some fundamental philosophical differences in the big why organizations choose to pursue a talent marketplace. Here are the major buckets of the rationales and outcomes we've seen articulated:
Empowering careers. Two large, global organizations that we benchmarked partnered with their vendors to design and launch internal mobility platforms after finding a major segment of their workforce was dissatisfied with the lack of transparency into internal job opportunities.
Leveraging skills. After realizing a heavy "buy" (versus build) strategy for their highly skilled labor forces wasn't sustainable, a large healthcare technology organization implemented an internal talent marketplace to gain a skills-based view of its existing talent and refresh its workforce-planning strategy.
Unlocking capacity. A global consumer packaged goods organization recently reported unlocking employee capacity and boosting cost savings during the 2020 COVID-19 pandemic via its project-based marketplace, which enabled the redeployment of talent across the organization.
Culture change. At PepsiCo, the implementation of a new "myDevelopment" platform has been driven by the need to bring our employee Growth & Development Framework and 70-20-10 development philosophy to life via a technology solution. While empowering employees and leveraging skills are important components, we're approaching the implementation of a talent marketplace from a cultural shift toward democratizing growth opportunities, whether they're jobs, gigs, learning, networking, or any other processes we ultimately align to the platform.
We all know strategy comes first and should drive implementation of any new HR tools, processes, or technology—not the other way around. So, be sure to have crystal clarity on why you want to have a talent marketplace and what specific problem you're looking to address, and keep that purpose front and center throughout the process. It will make implementation and metrics that much easier in the end.
Truth #6: The talent marketplace is fundamentally at odds with traditional talent management
Ever since the "war for talent" phenomenon was coined in the late 1990s, organizations have been focused on attracting, developing, and retaining the best talent possible within their means.
Over the past decade, this has led to the rise of the talent management profession, including entire functions in many organizations that exclusively focus on these areas. In addition, it has also resulted in a swing from employee and organization development broadly to placing a laser-focus on talent differentiation, including identifying and accelerating the development of high-potential employees.
In fact, the search for "high-potentials" has been the talent management mantra for the last 10-plus years. As we've described many times before, one of the cleanest distinctions in practice is that organization development (OD) focuses on "the many" while talent management focuses on "the few."
With the rise in popularity of the talent marketplace, the global shift in talent focus seems to be swinging back again to a focus on the many (e.g., OD over TM). After all, transparency, growth, and development for all employees have been among the core values espoused by OD practitioners since the 1960s. As a result of this trend, however, key questions that many talent management professionals are raising today are captured in Figure 1.
So, can the talent marketplace and talent management co-exist? The bottom line here is a "yes, but." That is, these two diametrically opposed frameworks (OD versus TM) can exist together, but unless you plan to segment off a group of high-potentials and access to key development/leadership roles, the "management" of your high-potential pipeline and succession planning efforts will be at significant risk when implementing a talent marketplace approach.
We believe strongly that while the talent marketplace is a fantastic way to drive employee development at a broad organizational cultural level, most organizations will still need HR and TM professionals to work with line leaders on assessing key talent, implementing targeted development efforts based on what critical experiences they've gained or need to gain, and conducting formal slating for critical and/or key development roles.
Given the hype associated with the talent marketplace and the continued focus on high-potentials in many talent strategies, it's no surprise that someone would try and combine these ideas. In fact, we've even heard it suggested that it might be possible to turn the entire discussion around and leverage end-user data in a talent marketplace to provide a pseudo-measure of potential. In other words, organizations might be able to make the inference, using platform data, that employees who demonstrate a real passion for learning by applying constantly to gigs or new roles should be flagged as individuals with greater potential over others.
Our response to this is a simple NO. This isn't something we should be pursuing as a profession. While it's great to see employees using the tools to drive their own development and explore key segments, there are other potential negative factors that could drive individuals to "over-apply" to new learning and development opportunities. Some of these include lack of engagement, lack of commitment to learning from one's current role, or eagerness to escape a particular manager or team.
In the end, there's a reason benchmark studies show that best-in-class talent management organizations rely on empirically validated psychometric assessment tools in multi-trait multi-method designs (like PepsiCo's LeAD program) to predict future leadership potential. Leveraging these types of robust data tools in a talent marketplace application is a far better design than replacing them with end-user activity metrics.
Truth #7: HR needs to take this opportunity to evolve, not devolve
Much has been written over the years from thought leaders such as David Ulrich, John Boudreau, and others about the need for HR to evolve from process administrators to strategic business partners. While that's all well and good, as long as there are complex processes to be executed, it's difficult to free up the mental bandwidth necessary to shift in orientation. The talent marketplace provides a critical opportunity to drive this change if HR and TM professionals are willing to let go of some control.
Let's be clear: The talent marketplace by definition is an employee-centric platform and mindset, not an HR process or staffing tool. This means HR (and TM) are no longer in the mix of staffing jobs, reviewing profiles, or debating talent moves for the target population on the platform.
While some HR professionals may find this challenging and even offer active resistance, we think it's critical that they instead embrace their newfound freedom to build their skills, enhance their business knowledge, and focus on more strategic topics like organizational culture, change management, capability building, and critical talent pools.
The bottom line here is to make sure you're ready to drive change in the HR function alongside your broader implementation strategy.
Truth #8: You get what you measure
This point relates directly to truth #5: purpose matters. While there are different types of data you can collect and track, as with any good organizational change management effort, your metrics need to align with your intended agenda, i.e., the why. The challenge in doing this with a talent marketplace is it's unlikely the benefits of a new system like this will be immediate.
While you can measure variables like adoption and usage early, it will take time for your organization to fully embrace any culture shifts or changes in engagement measures (perceptions of career transparency, empowerment, or even manager behaviors), and perhaps even longer before hard outcomes are directly attributable to the platform itself (turnover, performance in new roles, skills gained successfully post assignments.)
As you're planning for your implementation, it's helpful to consider outcomes of importance at Horizon 1 (next 6 to 12 months), 2 (12 to 24 months), and 3 (24-plus months). In addition to planning measurements over time, it can be beneficial to think about each metric in terms of what it means from the lens of your broader T-Marketplace agenda. See Figure 2 for an example of how these can be framed.
Truth #9: Implementing a talent marketplace isn't like flicking a light switch
Given all of the points raised above, one thing should be abundantly clear. While you can plan, design, pilot, and ultimately implement a new talent marketplace platform (whether barebones or with all the bells and whistles), having your employees and organization transform their ways of working and thinking doesn't happen overnight
Organizational change experts like Warner Burke or Ed Schein will tell you large-scale organizational change efforts take time, resources, and behavior change to make an impact. For example, don't expect that implementing a talent marketplace solution by itself will increase the frequency or quality of performance feedback given to employees.
While the platform might provide greater opportunities for this to happen, as people openly apply for new roles or projects and managers can respond to them in real time, you still need to build managerial capability through training to actually drive improvement. The platform itself is simply an enabler, not a replacement for more traditional management development efforts.
If you consider your talent marketplace efforts to be a multi-year transformational journey (and frame it that way to senior leaders and stakeholders), you're approaching it with the right mindset. In a recent interview in the HR Tech space, the chief talent officer at IQVIA said, "turning on talent marketplace is like turning up a dimmer, not flicking on a light switch."
If you want to achieve the full potential of a fully integrated and engaging talent marketplace that creates pull, you need to take an organizational systems view for the long haul. Sure, pilots are great (and some vendors will guide you picking those pilot targets), but in the end, you need to know what you're doing, why you are doing it, and when you realistically expect to see a positive outcome.
Allan H. Church, Ph.D., is the senior vice president of global talent management at PepsiCo and has been with the company for over 20 years. Prior to his tenure at PepsiCo, he served as an external OD consultant working for W. Warner Burke Associates and several years at IBM in the Communications Measurement and Research and Corporate Personnel Research departments. He is Fellow of the Society for Industrial-Organizational Psychology, the American Psychological Association, the Association for Psychological Science, and the Society of Consulting Psychology.
Natalie Cori, M.A. is a senior analyst of global talent management at PepsiCo, where she focuses on talent development processes for senior leaders, and broad-based leadership and development frameworks. Prior to joining PepsiCo, Natalie worked in change management at L'Oreal, concentrating on organizational survey analytics and team interventions. Natalie received her master's degree in organizational psychology from Columbia University and her bachelor's degree in Biopsychology from Loyola University. Her certifications include the Hogan Personality Assessment suite, Digital Learning Experience Design (LEX), and the Occupational Personality Questionnaire (OPQ).
The Curious (And Completely Flawed) Case of the Positivity Ratio

redpajama_set_name: RedPajamaCommonCrawl


The GeoMedia Desktop 2016 v16.2 patch (16.00.0000.20059) is now available.
GeoMedia Desktop 16.2 is a minor release product containing enhancements and fixes, and includes all three tiers of GeoMedia v16.2. This release is an incremental install on top of the full install of v16.1. It requires access to the original 16.1 installation media while installing. See the accompanying GeoMedia Desktop 16.2 Patch Installation Guide.pdf for installation instructions.
Ensure that GeoMedia Desktop 2016 v16.1 (16.00.0000.10267 or later) is installed.
licensed product purchased and complete the installation.
This patch is not compatible with language packs created for prior versions of the software. Once the patch is installed, the GeoMedia Desktop Configuration Wizard will run and will offer only English as a language choice. You may revert the patch and return to use of your language pack of choice by running the Hexagon Geospatial Setup Manager, selecting the "Update" entry present in the Installed Software list, and clicking Remove.
For a complete list of changes and fixes for this patch release, refer to the release guide delivered in the zip file and attached below.


Ednam, Ednam Forest, and Ednam Village offer a nice variety of real estate options for anyone looking to be close to Downtown and UVA. You can find condominiums at Worthington Village and Chamberlain Village. Ednam Village features a combination of mostly brick attached and detached homes. Ednam Forest homes are larger and situated on large, wooded home sites. All three Ednam real estate options are next door to Boar's Head Inn and Spa, around the corner from Birdwood Golf Course, and across the street from Farmington Country Club.


Our welcoming cabin is situated near the small town of Coram about five miles from the west entrance of Glacier National Park and is an excellent spot to call home during your experience of northwestern Montana. We invite you to explore the blue-ribbon fishing holes and white water rivers, or hike Glacier Park's magnificent peaks, view the waterfalls and glacial valleys in the "Jewel of the Continent" while vacationing at Rocky Mountain Cabin. The glory of the seasons in mountainous Montana await your arrival and cabin time beckons. Enjoy morning coffee on the front porch while planning your daily schedule of activities. Relax in the western themed well appointed rustic atmosphere of the cabin after a day of sightseeing recounting all the wonders of the area.
Each time of the year has a special flavor all its own in this spectacularly preserved natural setting of glacial formed countryside. Experience snow-shoeing, cross-country skiing, ice-fishing and miles of snowmobile trails in some of the most remote areas the northwest has to offer then return to the warmth of your own cabin every night. The glow of a fire and the warmth of a quilt are pretty inviting after a day outside.
With five one-bedroom cabins available, Glaciers' Mountain Resort is the ideal setup for a family reunion, a company retreat, or a family & friends getaway. Each cabin is furnished with living room futon (for extra guest sleeping), fully equipped kitchen (with a welcome snack basket), TV/VCR with Dish network, air-conditioning and free WIFI. Daily maid service is provided adding another relaxing feature to your vacation. Grocery store and laundry facilities are locally available. Enjoy the peaceful setting and stroll through our blossoming garden areas in the summer or cozy up to the natural gas fireplace after a day of cross-country skiing during winter months or chilly evenings. Gather in the evening around the campfire pit for a singalong or to roast marshmallows. Cabin time is waiting.
Nearby Columbia Falls offers two golf courses with panoramic mountain views, boutique shopping, good dining and Heritage Days the last weekend of July. Of course all of the activities available within Glacier National Park are also yours to sample, from horseback riding, whitewater rafting, hiking or backpacking. An unspoiled national treasure.


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Man arrested, another on the run after home invasion, sexual assault at metro apartment
Erin Beu
THE WARNING FROM POLICE FOR EVERYONE. >> TWO SUSPSECTS BARGED INTO AN APARTMENT COMPLEX ON THIS STREET, AND AFTER THEY MADE THEIR WAY IN, THEY STARTED BEATING AND ASSAULTING THE VICITMS. NERVES, VERY NERVOUS. VERY CONCERNED WITH THE SAFETY OF THE AREA. >> THAT'S HOW THIS WOMAN WHO WE WILL CALL KIM IS FEELING. >> VIOLATION OF PRIVACY, VERY UNSAFE. >> KIM WORKS NEXT TO THE COMPLEX WHERE TWO MEN FORCED THEIR WAY INTO AN APARTMENT LATE FRIDAY NIGHT. >> CAN'T TRUST ANYTHING IN THE WORLD ANYMORE. >> THEY WERE LOOKING FOR A CERTAIN PERSON AND FORCED THEIR WAY IN. ONCE INSIDE, A FEMALE VICITM >> STARTING RECORDING THE MEN WHICH IS WHEN THINGS TURNED VIOLENT. >> ONE OF THE SUSPECTS ATTACKED HER, STRUCK HER AND ENDED UP TRYING TO TAKE HER PHONE. >> SHE WAS PUNCHED SO HARD IN THE CHEST SHE SAID SHE COULD HARDLY BREATHE. >> ALSO SEXUALLY ASSAULTING HER. >> AND THE FEMALE WASN'T ALONE THERE WAS ALSO A MALE VICITM. HE WAS PUNCHED IN THE FACE >> REPEATEDLY. SHORTLY AFTER, POLICE WERE ABLE TO ARREST ONE OF THE SUSPECTS, BUT ARE STILL LOOKING FOR TH SECOND WHICH IS KEEPING HIM ON EDGE. >> WE GET MORE AND MORE CONCERNED ABOUT OUR SAFETY AFTER DAY. >> IF YOU HAVE INFORMAT
Police have arrested one man and are searching for another after a daring home invasion and sexual assault in Oklahoma City.According to police, the two people knocked on the door first and waited for the victims to answer before they forced their way inside the apartment complex. Once inside, they started beating and assaulting the victims."Nervous. Very nervous. Very concerned with the safety of the area," a woman, who didn't want to be identified but agreed to being called Kim, said. "Violation of privacy. Very unsafe." Kim works next to the complex where police said two men forced their way inside late Friday night."Can't trust anything in the world anymore," Kim said. Once the suspects were inside, a female victim started recording them. Police said the men then became violent."One of the suspects attacked her, struck her and ended up trying to take her phone," said Master Sgt. Gary Knight, with the Oklahoma City Police Department. The female victim was punched so hard in the chest that she said she could hardly breathe, according to police."(He) ended up also sexually assaulting her during this attack," Knight said.Police said there also was a male victim."He was punched in the face repeatedly," Knight said.Police arrested one of the assailants shortly after the incident and are searching for the second, which is keeping Kim on edge. "We get more and more concerned about our safety day after day," Kim said.Police said they aren't sure why the couple was targeted. They also haven't provided a description of the second assailant.
Police have arrested one man and are searching for another after a daring home invasion and sexual assault in Oklahoma City.
According to police, the two people knocked on the door first and waited for the victims to answer before they forced their way inside the apartment complex. Once inside, they started beating and assaulting the victims.
"Nervous. Very nervous. Very concerned with the safety of the area," a woman, who didn't want to be identified but agreed to being called Kim, said. "Violation of privacy. Very unsafe."
Kim works next to the complex where police said two men forced their way inside late Friday night.
"Can't trust anything in the world anymore," Kim said.
Once the suspects were inside, a female victim started recording them. Police said the men then became violent.
"One of the suspects attacked her, struck her and ended up trying to take her phone," said Master Sgt. Gary Knight, with the Oklahoma City Police Department.
The female victim was punched so hard in the chest that she said she could hardly breathe, according to police.
"(He) ended up also sexually assaulting her during this attack," Knight said.
Police said there also was a male victim.
"He was punched in the face repeatedly," Knight said.
Police arrested one of the assailants shortly after the incident and are searching for the second, which is keeping Kim on edge.
"We get more and more concerned about our safety day after day," Kim said.
Police said they aren't sure why the couple was targeted. They also haven't provided a description of the second assailant.


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Our Mission & History
Why Words Alive Matters
Creating Life-Long Learners
Read Aloud Program
Read for Life
Employment & Internship Opportunities
2019 Art & Lit Exhibit
Author's Luncheon & Fundraiser
Words Alive
20 Years of Words Alive
Change the Story of Your Life: Vichittra Chaleune
This post is part of our series in celebration of Words Alive's 20th anniversary and our new brand promise: Change the Story of Your Life. Whether you are a donor, volunteer, participant, or all the above, Words Alive has a meaningful impact on your life story. Follow this link to get involved in the next 20 years of Words Alive.
An image of Vichittra faciliting suring a Family Literacy Program session. She is wearing a dinosaur costume and holding up a book.
How has Words Alive changed the story of your life?
Words Alive changed the story of my life at a young age. When I was in 1st grade I had a volunteer reader in my class and she helped me find the joy in reading. I was not confident in my reading skills and did not think I would ever like reading but my reader made stories so fun and engaging. As an adult, I now consider myself a reader and enjoy reading during my free time!
When did you first get involved with Words Alive? Why have you continued to support Words Alive?
I've been at Words Alive for about 4 years now. I started off as a part-time Associate Program Manager where I assisted with the Read Aloud and Family Literacy Programs. During this time I was also a reader in a 2nd grade class at Golden Hill K-8. It was so much fun and just amazing to see our impact in the classroom first-hand. The experience was different from being in the office and hoping that what we do makes a difference. To be able to witness the impact we were having first-hand was such a joy. A few impactful experiences:
I read a story titled Rapunzel by Rachel Isadora and a little boy said, "That Rapunzel looks like my mom! She has long dreadlocks like my mom and I have dreadlocks too!" It was a wonderful feeling to see him so excited to read a book because he could connect with it in such a personal way.
I remember reading a story by an author named Brian and a little boy said his name is Brian so he said to the group, "I wrote this book!" We all kept the conversation going by asking Brian questions as if he were the author and we all had great fun with he story. It was a great way to get all the students engaged in the book in a different way and they were all so excited to discuss the story.
We read a story titled, Who Says Women Can't Be Doctors? And one little girl said, "That's what I want to be when I grow up. I don't care what people say I'll still follow my dreams!"
It's stories like these that encourage me to continue my work at Words Alive. Sometimes it's hard to see past the nitty gritty of the work we do day in and day out but it's reassuring and inspiring to know that we provide quality programs that will impact our next generation of readers and learners.
How are you currently involved with Words Alive?
I'm currently responsible for developing, implementing and coordinating the Words Alive Read Aloud Program!
What is your favorite Words Alive moment?
One of my favorite moments is when I was working with parents as a FLP facilitator and one mama said her son always wants to sing the parts of the book song and will always ask to read at home as a result of our program. She said before our program he never wanted to read and would get easily distracted but now he loves books and will hug the book after they read together just like we do during the FLP reading sessions.
We're currently in high gear prepping for the next school year so I'm reading new curriculum books for the 4th grade reading list: The Unwanteds by Lisa McMann. It's The Hunger Games meets Harry Potter meets The Giver!
Tagged: Change the Story of Your Life
WAWS Spotlight: Domminiece Willis
An image of Domminiece Willis standing at the 2018 WAWS Award Ceremony.
"Words Alive is a home away from home to me. My experience with Words Alive has affected me in so many positive ways. I have transitioned more gracefully into adulthood and have found myself stepping more outside my comfort zone and experiences new things."
The Words Alive Westreich Scholarship Program awards scholarships to participants in the Words Alive Adolescent Book Group to support them in their pursuit of higher education at the college or vocational level. Unlike other scholarship programs, which typically fund only tuition, books and educational supplies, each recipient is eligible to receive funds to cover the cost of rent, food, childcare, clothing, travel and other living expenses. Additionally, the program matches each recipient with a mentor. Student and mentor meet regularly throughout the school year, and the mentors provide guidance, direction, and often, a shoulder to lean on.
Let's hear more from Antonise!
Name: Domminiece Willis
College: San Diego State University
Degree (with area of study): Child Development
High School: Monarch School
Mentor: Karen Ladner
How did you first get involved with Words Alive?
I first got involved with Words Alive through the book club when I was going to Monarch school back when it was at the Little Italy campus.
How has your experience with Words Alive affected you?
Words Alive became more than just a scholarship to me. It became therapy, a resource center, a study hall, an adventure, a place where I know that everyone has my best interest at heart and will go above and beyond to make sure my every need was met. Words Alive is a home away from home to me. My experience with Words Alive has affected me in so many positive ways. I have transitioned more gracefully into adulthood and have found myself stepping more outside my comfort zone and experiences new things.
What have you accomplished this year that you are most proud of?
I would have to say that this year I am most proud of finishing up the Spring Semester at State with A's and B's. It was difficult, but I told myself that I did not want anything lower than a B and I made it happen. Shooting for all A's in the Fall!
Tell us about your favorite college memory.
My favorite college memory I would have to say was my orientation day at SDSU. I remember sitting in the Child and Family Development section and just thinking "Wow, I really did it. I'm here".
Girls Like Me - by Lola Stvil.
Tagged: Westreich Scholarship
Why Did We Expand to Serve Early Readers?
An image of five of our Read Aloud participants excitedly holding up their new books!
As Words Alive is celebrating its 20th year of serving San Diego, we're taking a look back to reflect on how we've grown as an organization and adapted to the needs of our community.
Words Alive was founded in 1999 by Leslye Lyons on the belief that if you value reading and understand its fundamental connection to all aspects of your life, then you will be better equipped to thrive as a lifelong learner and productive member of your community! Words Alive started out first and foremost by working with teens. Leslye and a team of volunteers had the idea to create a book club program for teenagers who were facing extraordinary circumstances such as homelessness, teen parenting, and impact by the justice system. This idea would eventually become our Adolescent Book Group (ABG), which still runs today.
Eventually, Words Alive moved to work with Pre K - 3rd graders by developing an integrated read-aloud program for preschoolers! Why did we decide to expand our programming to include early readers? Amanda Bonds, Program Director, explains:
"Taking a cue from the educators among the early members of our Board of Directors, we recognized that expanding our programs to serve Preschool through 3rd grade was an important way to support young minds during a critical window of reading development. After all, we wouldn't need to close a gap in reading engagement and achievement, if we did our part to help ensure that one never opened."
It is important for young children to be exposed to reading and to experience being read aloud to. According to the Child's Bureau, "Reading to young children is proven to improve and help along the process of cognitive development… Reading daily to young children, starting in infancy, can help with language acquisition and literacy skills. This is because reading to your children in the earliest months stimulates the part of the brain that allows them to understand the meaning of language and helps build key language, literacy and social skills."
Here at Words Alive, our Read Aloud program has trained volunteers to read aloud each week to thousands of children from underserved communities at early childhood education and Title 1 - eligible elementary school sites across San Diego!
https://www.all4kids.org/2017/03/03/importance-reading-children/
Tagged: Read Aloud
WAWS Spotlight: Antonise Stewart
An image of Antonise Stewart standing at the podium at the 2018 WAWS Award Ceremony.
"My name is Antonise Stewart, I'm 22 years old and my dream is to be a veterinarian."
Name: Antonise Stewart
College: San Diego City College
Degree (with area of study): Biology
High School: Portland High School
Mentor: Brittany Jackson
I first got involved with Words Alive when I first heard about it from my sister, who is an alumna from Words Alive.
So far it's a little overwhelming because it's my first time being involved and I'm still learning about Words Alive.
What I accomplished this year that I'm most proud of is finally deciding my major of being a veterinarian.
My favorite college memory was from my Biology class, when we went to the zoo as part of the class we had a self-guided scavenger hunt.
What I'm reading right now is a book called The Slave Community about how the slaves lived and interacted in slavery.
Events, Program Highlights
Spotlight on Sue Britt: The Artist Behind "The Radius of All of Us"
An image of Sue Britt smiling into the camera.
At Words Alive, we strive to inspire young people to read by showing them how words on a page can relate to their own lives and even transform into something new. Once a year, we welcome our Adolescent Book Group (ABG) students to participate in our Art & Lit Exhibit, a program-wide project that enhances the reading experience and encourages them to think critically about themes in the book and their own environment.
This year's project, called "The Radius of All of Us," is a response to The Radius of Us by Marie Marquardt. This unique exhibition is designed by community artist Sue Britt, facilitated by Words Alive, and created by students attending alternative schools from North County to the border!
Sue Britt is a San Diego paper artist who has developed a technique she calls Paper Tapestry. Her highly textured work is a result of layering, carving, and weaving substraights wrapped in paper to create highly textured landscapes. Her landscapes are full of motion, which is inspired by hiking and influenced by reading and thinking about change in the landscape over seasons, years, or millennia. She works and shows her art in Studio 34A in the Spanish Village Art Center, and in festivals throughout California.
Sue is delighted to take part in the Words Alive Art & Lit Exhibit, tying together her loves of reading and creating. A project like this allows her to step outside her usual medium and approach the project with the experience of the students in mind, giving them a way to express themselves both individually and as part of a group. Art, both in book and visual forms, can be a powerful way to examine a life, an experience, and an idea, and give the public a window into those conversations.
Sue heard about Words Alive through friends who sit on the board and by attending the Author's Luncheon & Fundraiser for multiple years. She fell in love with our mission and truly believes that reading opens doors for people. She was excited to work with Words Alive because she knew that art would be a new way for these students to think about what they were reading. "Visual art allows for the same finding of meaning as words do in a book."
An image of Sue Britt talking with students from Lindsay Community School as they work on their art.
"The Radius of All of Us" is about perception. The characters in The Radius of Us perceive and are perceived in ways that evolve as their stories and personalities are better known to others. Perceptions and the words we use to describe other people and ourselves create the radius of each of us, which each word forming a boundary of limitations.
Sue said that her own perceptions were challenged in an interaction with one particular student at the Monarch School. With this one particular student, Sue went over to her and poured the "proper" amount of alcohol ink on her piece, intending to help her complete the art correctly. The student perceived this act as her vision being interrupted. She told Sue, "Now this art is yours."
For Sue, this was a moment of learning that really stood out to her throughout this process. She realized that although she had a vision for this piece and was thinking about it as a process for the students to follow and execute, for the students this was all about personal expression. They aren't often allowed to express themselves through art, and this was a real chance for them to pour themselves onto the page. Sue apologized to the student and got her a new piece of paper to start over with.
We were so thankful to work with Sue on this art project and to see her vision come to life through the creativity of our students. To see the final pieces of artwork in person, join us from 6 to 8 p.m. on Wednesday, June 5th, at the San Diego Art Institute, 1439 El Prado in San Diego. RSVP for the event here. Learn more about Sue Britt here.
In conjunction with this project, and in partnership with Jewish Family Service, we are collecting donations of new socks and underwear for Jewish Family Service's new shelter for asylum seekers. Please donate new socks and underwear for children in all sizes and for adults in size small. Bring items to the Words Alive office through June 5 or to the exhibition at San Diego Art Institute.
Tagged: Art & Literacy Project, Art & Literacy Event
WAWS Spotlight: Daimeon Rodriguez
An image of Daimeon Rodriguez with his award at the 2018 Words Alive Westreich Scholarship Ceremony.
Daimeon is a third time WAWS recipient currently studying Computer Engineering at San Diego City College with hopes of working at Google. Daimeon works with Phi Theta Kappa.
Let's hear more from Daimeon!
Name: Daimeon Rodriguez
Degree (with area of study): Computer Engineering
High School: La Mesa Summit
Mentor: David Gimbel
Through La Mesa blended as a participant in the Adolescent Book Group.
It has affected me by allowing more opportunities for me to take; allowing more achievements.
I'm most proud of my recent semester of getting an overall GPA of 3.66, also getting scholarships from Words Alive and the Mahatma Gandhi scholarship.
My favorite college memory was when I received my first GPA above a 2.5, now it's a 3.66.
The Clouds of Glory.
Community Leadership
Change the Story of Your Life: Bijan Nowroozian
An image of Bijan teaching fellow volunteers about a strategy he uses in ABG sessions.
After graduating from college with a Bachelors in English Education, I pursued my education in Graduate School while working for the public library. As time went by, I felt that all of the skills I learned were waning. Furthermore, I had always wanted to work with children who came from tough backgrounds, as a way to give back to those who helped me throughout my childhood.
You see, a major reason I have earned 3 college degrees, have a 4.0 GPA in graduate school, and plan to earn a PhD afterwards, is due to all the teachers and volunteers at my school who never let me think less of what I can achieve. I grew up in one of the lowest income and highest gang-ridden neighborhoods of East County San Diego. Throughout my youth, I was beaten up for "talking too smart," robbed of the little lunch money I had, witnessed friends be shot/killed, and had guns put to my head more times than helmets were. No matter what my situation was, it was the teachers, school volunteers, and librarians around me that instilled a belief that where I came from would never define who I was as a person.
This belief holds steadfast in everything I do as an adult today. Every time I have the honor of entering a classroom full of amazing and brilliant children who are eager to learn, it fills me with so much joy. Through Words Alive, I've been able to use a variety of amazing literary works to guide the next generation in literary, social, and personal development. Furthermore, I've been able to learn more about myself and my own passion for helping others. If I can make any impact on these children's lives, however small, everything will have been worth it.
Words Alive in many ways has given me a new voice to connect with children who may have shared similarly hard upbringings as my own. And with Words Alive, I'll be able to show these children that they have their own voice, and the world is eager to hear it.
Tagged: Change the Story of Your Life, 20 Years of Words Alive
Art & Lit Project: Blackout Poetry
By Liz Delaney, Social Media Intern
At Words Alive, we strive to inspire young people to read by showing them how words on a page can relate to their own lives and even transform into something new. Once a year, we welcome our Adolescent Book Group (ABG) students to participate in our Art & Lit Project, a program-wide project that enhances the reading experience and encourages them to think critically about themes in the book and their own environment.
This year's project, called "The Radius of All of Us" is a response to The Radius of Us by Marie Marquardt. This unique exhibition is designed by community artist Sue Britt, facilitated by Words Alive, and created by students attending alternative schools from North County to the border!
Alongside the art project, ABG students made new meaning from the book's pages by creating blackout poems. In The Radius of Us, we learn that art is a powerful tool for expression from one character who refuses to speak after his traumatic journey to the U.S.; and the poetry here is designed in black and white to honor the illustration style he used to tell his story.
Blackout poetry is a transformative creative writing process. John DePasquale from Scholastic states, "the words for blackout poems are already written on the page, but it's up to the blackout poet to bring new meaning and life to these words... Using the pages of an existing text, blackout poets isolate then piece together single words or short phrases from these texts to create lyrical masterpieces."
In this collection, you'll find an array of poems written from the words of the same story – a reflection of the way in which we all perceive the world around us differently. A few of their poems can be seen above and some of our favorites read:
"I felt alone through the dark/heaviness pressed down on me/I wanted rest./I left/I am free"
"I'm struggling/my heart is racing/my eyes are blurring/I feel the/p/a/i/n"
"beautiful/love/my heart/is insane"
Join us from 6 to 8 p.m. Wednesday, June 5th at the San Diego Art Institute, 1439 El Prado in San Diego to see these poem and the student's art work in person! RSVP for the event here.
Tagged: Art & Literacy Project, Writing
A Children's Day Partnership!
Since 1991 Paradise Galleries has been a leader in bringing the magic of award winning dolls to collectors around the world. They are passionate about creating dolls that stir your spirit, warm your heart, and nurture your soul.
We are so honored that Paradise Galleries chose Words Alive to partner with for International Children's Day! International Children's Day, a recognized United Nations holiday, is celebrated annually on June 9th. It is a day to recognize and celebrate all children.
Meredith, a team member at Paradise Galleries, interned for Words Alive while in college in San Diego. She witnessed first-hand the impact of Words Alive on the lives of many children and thought we were a perfect fit for this partnership!
Paradise Galleries, in honor of International Children's Day and their belief in the work we're doing here at Words Alive, will donate $10 of each sale of their special Children's Day doll to Words Alive!
Purchase here: https://www.paradisegalleries.com/products/realistic-toddler-filipino-doll-childrens-day
Art & Lit Project: Doing Our Small Part to Help Asylum Seekers
By Tait Longhi, Blog Intern & Sara Mortensen, Communications Manager
Image of a student holding up the welcome cards she wrote to asylum seekers.
Every year, Words Alive facilitates an art project with our teen students. "The Radius of All of Us" is a unique exhibition inspired by Marie Marquardt's The Radius of Us, designed by community artist Sue Britt, facilitated by Words Alive, and created by students attending alternative schools from North County to the border. Through creative writing and art, students connect the novel to the world as they explore themes of perception and transformation and grapple with the complex issues of trauma and immigration.
In The Radius of Us, Phoenix, one of the main protagonists, is an asylum seeker from El Salvador. He fled his home country due to gang violence and is looking for a new start for himself and his younger brother. As we connect Phoenix's immigration experience in The Radius of Us to what's happening in our world, we are doing our small part to help those seeking asylum in our community.
Working alongside Jewish Family Service, we're collecting donations of new socks and underwear — the items most requested by people crossing the border. All youth sizes and adult size small are needed. The clothing will benefit families staying at the Jewish Family Service shelter for asylum seekers. Jewish Family Service is a "client-centered, impact-driven organization working to build a stronger, healthier, more resilient San Diego " that makes a "difference in the lives of more than 32,000 people every year". These donations are extremely important and needed due to the fact that these people are trying to start a new life in a new country.
In addition, students at many of our classrooms are writing welcome letters to refugees and asylum seekers. In The Radius of Us, Phoenix has mixed experiences when he comes to the United States. He is welcomed into the home of Sally and Amanda while at the same time he is seen as suspicious and dangerous by other members of the community. By writing these welcome letters, students will be helping to make refugees and asylum seekers coming through the San Diego border know that there are people who are rooting for them to succeed in the United States and that there are people who are happy that they are here.
At Words Alive, we are proud of our students for taking part in this project to help others. Please donate today if you can! We are accepting sock and underwear donations at the Words Alive office until June 4th. You can also donate at our Art & Lit Exhibit, where you can see our student's final art projects. Join us from 6 to 8 p.m. on Wednesday, June 5th at the San Diego Art Institute.
Tagged: Art & Literacy Project
Words Alive, 5111 Santa Fe Street Suite 219, San Diego, California, 92109858.274.9673info@wordsalive.org
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In this video, you'll see how to make unusual burritos with cooked, mashed sweet potatoes. Combine with onion, garlic, beans, and spices, and then enjoy these meatless delicacies. Watch the video, then get the recipe for Karena's Addictive Sweet Potato Burritos.
I think it'll be just fine without rice and of course you could add anything to it if you wanted. I'm going to try it tonie. Thank You!
While I appreciate all reviewers comments, even the ones who completely change the actual recipe, I don't think it is fair to rate a recipe, unless you made it exactly as the recipe-poster wrote it.
Mashed sweet potatoes, black beans, and Cheddar cheese are sandwiched between two tortillas for a tasty vegetarian appetizer that even meat-eaters will like.
Sweet potatoes make a surprisingly delicious addition to a traditional Indian recipe for chana masala.
This unusual yet tasty sweet and savory pizza is made with a curried red lentil sauce instead of tomato sauce. It's topped with a delicious mix of sweet potato, eggplant, tomatoes, garlic, onions, and spices.
The sweetness from the sweet potatoes is the perfect complement to the spicy chorizo inside these make-ahead breakfast burritos.
A simple vegan main dish, this chili combines tomatoes and kidney beans prepared in the slow cooker for minimal effort and maximum taste.


text:
Nickelback Silver side up gold platinum record award Holland NVPI no RIAA
BEE GEES Swiss GOLD RECORD AWARD High Civilization 1991 Mint Condition
A superb original Swiss Gold Record Award for sales in excess of 25,000 units of the the Bee Gees High Civilization album , presented to a member of the group's then management team. We have blurred out the executive's name on the photos here for their privacy, but it appears on the actual award. The award is completely original and in near mint condition. Measures 14 x 18. Guaranteed authentic with no time limit. See our other listings for more awards from this great collection. Recordmecca's clients include the Smithsonian Institution, the Rock and Roll Hall of Fame, the Experience Music Project, the Country Music Hall of Fame, and the Victoria & Albert Museum. Recordmecca's Jeff Gold was named by Rolling Stone as one of 5 Top Collectors of High-End Music Memorabilia. He authenticated previously unknown Bob Dylan manuscripts for PBS's History Detectives, appeared as a featured appraiser on VH1's Rock Collectors, and has been profiled as a top dealer and collector in the books Vinyl Junkies and Retromania: Pop Culture's Addiction to it's Own Past. Gold is author of the acclaimed books Total Chaos: The Story of The Stooges/As Told By Iggy Pop; and 101 Essential Rock Records: The Golden Age of Vinyl a survey of seminal rock albums, featuring contributions from David Bowie, Iggy Pop, Johnny Marr and Graham Nash. Check our feedback; you'll see that we are dedicated to providing superior customer service and follow through. We guarantee everything we sell to be authentic with no time limit. The item "BEE GEES Swiss GOLD RECORD AWARD High Civilization 1991 Mint Condition" is in sale since Wednesday, November 13, 2019. This item is in the category "Music\Records". The seller is "recordmecca" and is located in Venice, California. This item can be shipped worldwide.
Artist: Bee Gees
Record Label: Mint Records
award civilization condition gees gold high mint record swiss
Jimmy Buffet Changes In Lattitudes, In Attitudes LP Gold RIAA Record Award CBS
Nadia Comaneci S Perfect Ten In Montreal 1976 The Olympics On The Record


text:
Reinventing the Newsroom
Goodbye to Most of That
Posted in Uncategorized by reinventingthenewsroom on March 1, 2012
Time to make what was all too obvious official: This blog is going on semi-permanent hiatus.
Reinventing the Newsroom began as part of my work for EidosMedia, as my place to explore trends in digital journalism. But I no longer work for Eidos (though I continue to hold them and their work in high esteem), and I've largely moved on from digital-journalism explorations as well.
The reasons? There are several.
The major reason is that I'm increasingly focused on my own writing. I started writing Star Wars books when I was still at The Wall Street Journal Online, and what began as a hobby has become more of a career, or at least I'm trying to make it one. I write stories set in various established universes, as well as ones that spring entirely from my own head, not to mention essays about music, baseball, travel or anything else that catches my eye. Give me a chance to tell a story — fiction or non — and I'm happy.
If this is a change, it's a change back to what brought me into journalism in the first place. My rather odd digital-journalism career was something of an accident. I joined WSJ.com when it was still a free, standalone section (the Money & Investing Update), and I was in the right place to take on a variety of responsibilities as the site grew and changed. I became an editor, columnist and blogs guru, as well as the editorial guy in meetings about technology projects and business-side initiatives, because I was able to understand what the developers and marketers wanted and assess that in terms of what the newsroom could deliver. That hybrid existence was useful for the Online Journal and useful for me, but it took me further and further from what I'd originally wanted to do, which was to find things out and write stories about what I'd found. Few of us pick our career paths, but when we can choose directions, it's good to remember what originally made us so passionate.
I also came to accept something else that I'd been trying to ignore for a while: As a full-time pursuit, being an unaffiliated guide on the side was just too frustrating for me.
Part of this was the head-against-the-wall feeling that most newspapers aren't going to change in the way they need to — not necessarily because they don't want to, but because they simply can't.
I say that with sympathy, not disdain.
The traditional newspaper is a compendium of news, information and entertainment intended to make use of expensive printing-and-distribution infrastructure and tailored for a general, approximately defined audience restricted by geography. Now, think how much has changed in that sentence: Printing and distribution costs are now trivial, geography no longer limits readership, and audiences can be defined — or define themselves — with great precision. As a result, the very model of the traditional newspaper has been called into question.
Traditional newspapers now have to defend every part of their rather amorphous businesses against a host of small, digital-first competitors focused on taking one small part of that business and doing it better. They've been beaten time and time again in that competition, and I think they will continue to be. The outlook is brighter for small local papers and the big entities with glittering brand names, but in other cases I've come to doubt how much consultants like me can help.
While I was slowly coming to that realization, I was also increasingly focusing on sports news in the digital world. That began with a weekly digital-sportswriting column for Indiana University's National Sports Journalism Center, and has continued in my role as an ombudsman for ESPN as part of the Poynter Review Project, ESPN's partnership with the Poynter Institute. Digital gurus who don't understand sports are missing essential trends and experiments they need to know about: There is no longer any serious argument within sports departments about the need to be digital-first, the rhythms and metabolism of sports coverage and consumption are now almost wholly digital, and the audience demand for up-to-the-minute sports information and analysis is off the charts compared with any other aspect of the news industry. If you want to know where the future of news is brightest, it's right here.
Assessing my first couple of years as a digital guru/consultant/what-have-you, it was obvious to me that a role working with ESPN and Poynter would be a much more effective use of my time than what I'd been doing. ESPN has used its considerable resources to nurture long-form sportswriting, storytelling through video and infographics, and old-fashioned local beat coverage in more and more cities. These are exactly the kind of endeavors I'd encouraged and celebrated on my own, and ESPN struck me as a far better bet than existing newspapers or independent blogs to be shaping those trends five years from now. I love independent blogs (I'm an indie blogger myself, after all) and I was raised as a newspaper true believer, but I saw I could have more impact standing up for journalistic values, spotlighting good work and helping diagnose issues in a relationship with ESPN than I could on my own.
I know this probably isn't forever. My ombudsman tenure will end, the life of a fiction writer/essayist/freelance journalist is uncertain, and I continue to care deeply about what happens to the news industry. I've got pixels in my blood, as well as some ink. But if there's a return to the news world in my future, it'll be all in — as a member of a newsroom again, trying to help my organization navigate digital challenges and opportunities, and using that platform to find things out and tell stories about them. If a news organization I felt I could help came calling, I'd certainly listen.
And absent that, well, I've got plenty to do. I'm working on an interesting ESPN piece for Poynter Review, with a list of ideas beyond that. I'm excited to start chronicling the daily doings of the Mets again. I just sent a young-adult novel to my agent, and returned edits on a Star Wars project. I've got a long list of articles and essays I want to tear into. And hey, maybe someone will need a consultant, and I'll think I can actually help. But for now, time to hang the Gone Writin' sign on Reinventing the Newsroom's door. Heartfelt thanks to everybody who stopped by over the years to read, comment, argue or link.
If you want to keep up with my writing (bless you), you can do so on my Tumblr, read Faith and Fear in Flushing, or visit my personal site. You can also get me via Facebook, LinkedIn or Twitter.
Web veteran Jason Fry explores the challenges faced by newspapers in the digital world.
Quick Thoughts on Bezos Buying the Post
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@DelilahSDawson Officer, There's a Reason I Was Googling Network Intrusions and Social Engineering in the Delta Sky… twitter.com/i/web/status/1… 11 hours ago
Didn't trust my instincts on that third one. Wordle 223 4/6 ⬛🟨⬛⬛🟨 ⬛🟩🟩⬛⬛ ⬛🟩🟩⬛⬛ 🟩🟩🟩🟩🟩 11 hours ago
Myrna is wearing an unflattering hat that looks like a flower pot and now I know what I'd use a time machine for. 1 day ago
/dimples adorably https://t.co/IkSlozSx9J 1 day ago
"Carrying a torch for" would have been better. Fuck it, nobody's paying me. 1 day ago
Pining for Myrna Loy. 1 day ago
The ringworld is the kind of place @danwallaceMSP and I would have had a ball trying to figure out for the Atlas. A… twitter.com/i/web/status/1… 1 day ago
Well this one was a journey. Wordle 222 5/6 ⬛⬛⬛⬛⬛ ⬛⬛🟨🟨⬛ ⬛🟩🟩🟨⬛ 🟨🟩🟩⬛⬛ 🟩🟩🟩🟩🟩 1 day ago
@mikemayer22 He'll wear a Mets cap, our fandom's idiot wing will lose its shit, and I will laugh at them. 2 days ago
When 6 feels like the Miracle on Ice. Wordle 221 6/6 ⬛🟨⬛⬛⬛ 🟨⬛⬛⬛⬛ ⬛⬛🟩⬛⬛ ⬛⬛🟩⬛⬛ ⬛⬛🟩🟩🟩 🟩🟩🟩🟩🟩 2 days ago


text:
Q: Why is this code not working? There is no Output  public class Main
 {
  public static void main(String[] args) {

    int x=8, y=0, z=1; //random integers

  if (x > 0 && y < 0)

 {
  if (x==8)
   System.out.print("Yes");
  else if (z > 0)
  System.out.print("No");
 }

    }
}

why does this code does not print an output ?
it should print " yes " or " no " because the first if is wrong ?

A: && operator only return true if and only if both of the operands are true
That is,
 true  && true   = true
 true  && false  = false
 false && true  = false
 false && false = false

In your code since y= 0 the first if condition itself is not satisfied ,so you have to replace y<0 with y<=0

A: if (x > 0 && y < 0)

Your y value is 0, so the test y < 0 return false, you do not enter in your first if.

A: You should delete the second if and delete the block ({ }) that was opened above the second if.

A: you should change this line
if (x > 0 && y < 0)

to this
if (x > 0 && y <= 0)

A: You should write it like this to get it to work:
public class Main
{
    public static void main(String[] args)
    {

        int x=8, y=0, z=1; //random integers

        if (x > 0 && y < 0)
            System.out.print("Yes");

        else if (z > 0)
            System.out.print("No");

    }
}

redpajama_set_name: RedPajamaStackExchange


text:
Evolution, development, and random biological ejaculations from a godless liberal
Only stupid hurtful memes about trans people are allowed
Uh-oh. Drexel is going to get a shake-up
Yet another example of Christians unable to make an honest argument
The first Goop review is in!
What good are virgins in a developmental biology lab?
The madness is setting in
Why Jonathan Chait always makes me twitch
Isolation, madness, death
Hatches battened
SC (Salty Current) on Discuss: Political Madness All the Time
Crip Dyke, Right Reverend Feminist FuckToy of Death & Her Handmaiden on Only stupid hurtful memes about trans people are allowed
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Page 3.14
The Pump Handle
You need some Halloween spiders
Here, have a few. These are from my collection of juvenile P. tepidariorum.
I can tell this one is going to be a big boy.
Webs! This one is an artist.
While this one is looking at me and making mystical gestures.
Hey, I've had dozens and dozens of trick-or-treaters come to my house tonight, and I'm nearly out of candy. Would it be OK if I started handing out spiders?
Science, Spiders
We are #1!
Guess who came out on top in a list of Every State, Ranked by How Miserable Its Winters Are? You guessed it. Although the psychoanalyzing of Minnesotans is way off the mark.
To think of the generally cheerful brood of Nordic-bred people being the winners in any sort of a contest of misery seems downright crazy. But for all those adorable don'tcha knows, we think something else is going on. We think beneath that eternal Nordic happiness is some inner pain, trapped below the surface like a Grain Belt dropped into an ice fishing hole, a cauldron of hot anger ready to spill out like a cut-open Jucy Lucy.
How can you remain so upbeat when you get all the winter weather patterns? Alberta clippers? Sure. Panhandle hooks? You betcha! Parts of northern Minnesota see up to 170in of snow in a winter. One hundred seventy inches! That's like two and a half times the height of Kent Hrbek!! It can get down to -60 degrees, a temperature at which frostbite can occur in fewer than five minutes. There are no chinook winds or moderating oceans to temper things outside of a small area by Lake Superior. Your sports teams never win championships. All of your good high school hockey players end up starring for NHL teams in other cities. Ice fishing can't be that cool, really.
And so we think that — despite all appearances — Minnesota does in fact have the most miserable winter in the United States. So to all the Eriks, and Astrids, and Christens, and Bjorns, and Brynjars, it's OK to show a little displeasure at the clusterfuck of a meteorological hand you've been dealt. After all, don'tcha know emoting is good for the system?
No, no, no. This is precisely wrong. Minnesotans wallow in their gloriously bad weather. You would not believe how many times I've heard residents brag about the Halloween blizzard of 1991 — and I kind of feel bad that I didn't move here until 2000, so I can't contribute to the myth. Every winter I, and every other Minnesotan, check the weather reports religiously, because otherwise we wouldn't have anything to talk about, and besides we're hoping for another day of record breaking cold. Bring on the polar vortex! We'd be heartbroken if we had weather as boring as, say, Iowa's.
We're all frost giants up here, and proud of it.
Miscellaneous and Meta
I usually lie and say it's for the grandchildren
This might be a little weird for most of you, but it's Jenny Nicholson reading reviews of fake spiders from Amazon, and it resonated with me, because I too have browsed Amazon for spiders, and I have a few fake spiders — and fake cephalopods — decorating my home right now.
It's a thing. If you were a member of the cult, you'd understand. You know, "Four legs good, two legs bad, eight legs unholy harbinger of the apocalypse," all that jazz.
Miscellaneous and Meta, Spiders
Are you looking for spooky stories to tell tonight?
Karen Stollznow has written some and is selling them on Amazon. These are variations on the kinds of modern myths you may have heard as a skeptic many times, but they all have slight twists, which means we'll probably be hearing these as True Facts™ sometime. Don't Leave Me, Unforeseen Circumstances, Welcome Home, I Am Me, and The Dark Road are all available on Kindle right now. Download and read them at the Halloween party tonight! They're all short stories and perfect for a creepy session around the fireplace.
The reason I'm not wearing a costume today
Non Sequitur
Art, Culture, and Humor
For all the post-modernism haters out there
You do realize that doubt has been a central theme in philosophy for ages, right? Do you think certainty is an improvement, especially when it's unwarranted?
Feeling an urge to carry a pot of blue paint with me everywhere I go
There are signs that need correction!
Politics, History, and Law
"Due process" is not magic
I already said this about "due process"!
This irrelevant bit of legalese has become a mantra among horrible people. You do not need "due process" to detest an exploiter and harasser. The state needs due process if it is going to deprive an individual of liberty or property, but neither of those were at issue here — these were women using their free speech (one of those rights that the Right loves so much, except when it is inconvenient to them) to express their assessment of the available evidence that Harvey Weinstein is a crude rapist thug, and that this issue has not been formally tried in a court of law doesn't make it any less true. That the wealth and influence Weinstein used to do harm also shelters him from legal action does not protect him from the informed judgement of society, it just means he isn't in jail where he belongs, stripped of his power. That would require "due process". No one needs "due process" to shun a rapist.
Now an attorney writes an opinion piece in the Washington Post that says the same thing.
Let's be clear: There is no due process right to not have people make jokes about you. There is no due process right to have strangers think you aren't a rapist until you've been convicted. (Based on the reporting I've read, I believe Weinstein is a rapist. Sue me, Harvey.) Rather, due process is a constitutional guarantee that requires the government to provide certain procedures when it deprives a person of liberty or property. And the terms of that guarantee depend on what the government seeks to take away. As a general matter, when stakes are high — as in a criminal trial in which a prison sentence is one possible outcome — procedural protections are at their most robust. When the stakes are lower — involving a fine, say, or the demotion of a public employee — the process might be less rigorous. But generally speaking, the accused should get notice of the accusation and the opportunity to tell his or her side of the story, sometimes before the deprivation occurs, sometimes after.
Weinstein is not alone in thinking due process means no one can be mad at you unless a judge has donned robes. The White House has refused to comply with subpoenas for records and testimony necessary for the impeachment inquiry. Its reasoning, laid out in a memo by Pat A. Cipollone, counsel to the president, is that the impeachment investigation fails to provide the procedural protections of a criminal trial, including the opportunity for President Trump to question witnesses and review evidence. Last week, a group of Republicans stormed a closed congressional hearing to protest the House's impeachment inquiry on the same grounds.
I am not a lawyer, and even I could figure this out. Now look around you at all the people suddenly whining about "due process" in order to short circuit any investigation at all: Weinstein, Trump, and I would also add…David Silverman. Silverman's defenders all seem to think "due process" means we can't draw any conclusions from reports of investigations, witness testimonials, and his own confession — you can't know anything without a court, a team of lawyers, and a conviction, which sounds like a very strange attitude for skeptics and atheists to take, almost as if they believe that bad behavior vanishes in a puff of smoke unless there's a court decision about it.
Atheism and Skepticism
This explains a lot
I stumbled across the story of the Cat sìth.
The Cat Sìth or Cat Sidhe is a fairy creature from Celtic mythology, said to resemble a large black cat with a white spot on its chest. Legend has it that the spectral cat haunts the Scottish Highlands. The legends surrounding this creature are more common in Scottish folklore, but a few occur in Irish. Some common folklore suggested that the Cat Sìth was not a fairy, but a witch that could transform into a cat nine times.
The people of the Scottish Highlands did not trust the Cat Sìth. They believed that it could steal a person's soul, before it was claimed by the gods, by passing over a corpse before burial; therefore watches called the Feill Fadalach (Late Wake) were performed night and day to keep the Cat Sìth away from a corpse before burial.[1] Methods of "distraction" such as games of leaping and wrestling, catnip, riddles, and music would be employed to keep the Cat Sìth away from the room in which the corpse lay.[1] In addition, there were no fires where the body lay, as it was said that the Cat Sìth was attracted to the warmth.
And then I looked down at our cat, which has been a major pain in the butt while my wife is away, and realized…solid black cat with a white spot on its chest.
Goddamnit, it's been trying to steal my soul all this time.
Sayeed, and UW-Madison, take another hit
To recap: Akbar Sayeed is a University of Wisconsin engineering professor whose training methods were so abusive they led to the suicide of a graduate student, John Brady. This was a bit too blatant for the university to look the other way, so they punished him with a two year unpaid leave, after years of screaming fits and tyrannized students. He used his time off to apply for a research position at NSF, which he left abruptly 8 months before his appointment at UW-Madison would be restored.
More information is trickling out now, and it's not good for the university. UW-Madison failed to inform NSF of Sayeed's salary status and why he was going to be available to work there, which are facts required for his temporary position. And now we know why he left NSF.
…NSF provided an additional statement that said the program under which Sayeed was hired requires institutions to report employee status.
"Unfortunately, the institution did not accurately disclose that information," said Amanda Hallberg Greenwell, head of NSF's Office of Legislative and Public Affairs. "When NSF received complete information, we terminated Dr. Sayeed's assignment."
I can imagine what happened here. If it were disclosed that he had driven a student to kill himself and that the university placed him on unpaid leave, NSF wouldn't have hired him (probably — I'm beginning to develop a jaundiced opinion of institutional concern about humane behavior). Sayeed certainly would have avoided reporting himself, and sympathetic admins at the UW would have been reluctant to sabotage his opportunity at employment, so they conveniently neglected to mention certain salient facts.
After all, he'd been getting paid $166,650 per year to yell at students, and it would have been so mean to slam him down to $0 abruptly, just because one student had died on his watch.
Funny how all that works. Also funny: that he was a bad teacher getting paid 2½ times what I do, probably with a much lower teaching load. There are some remarkable inequities within academia.
NSF sets some standards, at least.
NSF imposed a new requirement last fall requiring institutions to disclose if any faculty members with NSF grants committed harassment, including sexual harassment or sexual assault. Depending on a university's policies and codes of conduct, bullying may be included in the policy.
The policy is not retroactive, applying only to researchers who received an award after Oct. 22, 2018.
Universities seem to be falling behind. There are rules underlying tenure; I would think that "harassment, including sexual harassment or sexual assault" ought to warrant revocation of tenure.
Academics, Miscellaneous and Meta


text:
Congress again ponders the next round of whistleblower reform
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A bill from the House Oversight and Reform Committee would fix what members see as holes in the legal protections for whistleblowers. Among other things, it would give whistleblowers who claim retaliation access to jury trials if the Merit Systems Protection Board drags its feet. With analysis, whistleblower attorney Debra D'Agostino joined Federal Drive with Tom Temin.
Interview transcript:
Insight by OptumServe: Health IT practitioners provide on digital medical delivery in the military domain in this exclusive executive briefing.
Tom Temin: Debra, good to have you back.
Debra D'Agostino: Good to be here.
Tom Temin: And what is wrong with whistleblower protection law as it stands now that this bill seeks to fix?
Debra D'Agostino: Well, I think that this bill does seek to fit several loopholes and the existing law that became apparent under the Trump administration. And so I think some of what we're seeing now is sort of like what happened after Nixon left office is a sort of reflex to fix what we saw going wrong, and that certainly includes whistleblower protection.
Tom Temin: Well, what did go wrong?
Debra D'Agostino: Well, so for example, one of the things that this bill proposes to do is to clarify that no federal government employee, including the president or vice president of the United States, could retaliate against a federal employee for sharing information with Congress, for example. So I think the existing law that we have today on the books never contemplated that a president or vice president may partake in retaliation. But I think, as we all saw, over the last four years that did happen, especially with those testifying before Congress, and so it became apparent that some strengthening of that part of the law was needed. There's also been no Merit Systems Protection Board in place for several years now. And that's also created some problems for whistleblowers in particular. So the current situation is that because there's no board, there are administrative judges at the MSPB hearing whistleblower cases, but the right to appeal further becomes very limited. So one of the most exciting things that I think this bill does is allow whistleblower facing retaliation to file a claim in US District Courts alleging whistleblower retaliation, if they don't have an MSPB decision in our hands within 180 days, or 240 days for more complex actions. And that's a huge paradigm shift, and I think great news for federal employees.
Tom Temin: Yeah, I guess it's important to make the distinction here between the agency deciding on the merits of what the whistleblower alleges in blowing the whistle and what happens to the whistleblower as a result of blowing the whistle. The retaliation, that seems to be the end of things that need the protection the most, not the actual raising of issues by whistleblowers. Is that a fair way to put it?
Debra D'Agostino: Definitely, those are two very different functions. So oftentimes, offices of inspectors general that agencies are actually investigating the protected disclosures made or looking into whether there was a violation of law, gross mismanagement, or waste, abuse of authority. The other category would be substantial and specific danger to public health or safety, which also became an issue given COVID. So there are entities established to actually look into the protected disclosures, but the protections for those who made the protected disclosures need to be strengthened. And so that's what this bill targets.
Read more: Congress
Tom Temin: And there's also another provision, and this is from the summary provided by the committee itself, extending Title 5 protections to non career Senior Executive Service employees, public health service officers, or applicants, and to the National Oceanic and Atmospheric Administration's commissioned officer corps. That seems significant, by taking it beyond people actually in Title 5.
Debra D'Agostino: Yes, that is certainly significant. I think that there is recognition that these folks doing important work, again, particularly this came to light in handling this pandemic, there needs to be stronger protection for these folks. And there's some loopholes in the existing law that leaves some of these folks without protection. So this bill certainly aims to close some of those gaps that currently exist. And it'll be interesting to see where this committee goes,. They've come out and they've been pretty aggressive. The past administration was looking to narrow Title 5 coverage, narrow Title 5 rights. I anticipate over these next few years, we're going to see an expansion of that.
Tom Temin: Well, I imagine both sides politically would want to have this because they both hope that the whistle will be blown on the other guys.
Debra D'Agostino: Exactly. Whistleblower Protection is something that's always had bipartisan support. Thank goodness. There were actually some laws that came out under the Trump administration to strengthen some whistleblower protections. For example, the law at the VA was designed hypothetically to strengthen whistleblower protections. I think we saw that there were some flaws in that as well, but that was the goal. So yes, traditionally, whistleblower protection has certainly had bipartisan support. The champions on the Hill for whistleblower protection are both parties. So hopefully this bill actually has a good chance of becoming law.
Tom Temin: We're speaking with attorney Debra D'Agostino, founding partner of the Federal Practice Group. And in the last couple of years, I guess we have some months of the Biden administration, but then in the prior four years of the Trump. What is it you're seeing from your practice standpoint?
Debra D'Agostino: I don't know that we've seen a drastic change yet in terms of the clients that would come through my firm's door, for example, but there's certainly a very obvious shift from Biden's first days when he rolled back Trump's executive orders that affected federal employees, and just in his first week, made a very sort of pro-labor, pro-employees stance. I suspect that's going to be, federal employees will feel that if they aren't feeling that already.
Tom Temin: There's a difference between pro-union and pro-employee too. I mean, that distinction, I believe, needs to be maintained also – wouldn't you say?
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Debra D'Agostino: That's definitely true. Certainly, the rights collide in many cases, many federal employees are in unions and have rights through that avenue. They also have rights, for example, through Title 5. And so whistleblowers, for example, right now, if they're facing something like the removal, they may choose to take that to the union, grieve it, go to arbitration. They may choose to go to the MSPB and seek that right. So again, one of the exciting options that this bill would present to federal employees would be the option to go to court, which federal employees right now have under Title 7. So for example, if they're facing race discrimination, gender discrimination, or other forms of discrimination. But federal employee whistleblowers have not had the right to go to court. It's strange, because other whistleblowers, corporate whistleblowers, for example, do have more rights than federal employee whistleblowers. Federal employees are often in a very good position to be blowing the whistle on things that really matter to the public. And so anyone should have the right to a jury trial, should have all that comes with the right to seek a jury trial, it really should be federal employees. So hopefully, that change does come. And I think that that will really shift the ground in terms of how agencies even contemplate taking retaliatory action. I suspect that even the threat of a jury trial will make some officials stop before they do something that either is retaliatory or could be perceived as retaliatory.
Tom Temin: So therefore, if this bill should become law, and it's got a long way to go yet, because there's something called the Senate and so forth, but there's been good support for whistleblowers there too – you would expect then that more whistleblowing cases might come to bear because of a lack of fear or lessened fear of retaliation.
Debra D'Agostino: Well, I think that will be interesting to see. I do feel like there was a hush under this past administration. And I think there was a chilling effect after there was some very apparent retaliatory moves made at some of the highest levels of government. And I certainly don't have statistics at the ready, but it was very much the feeling that that retaliation was causing a harsh and causing whistleblowers to second guess whether or not they should blow the whistle, which isn't good for any of us, right, not good for taxpayers. If the whistle needs to be blown, hopefully it's getting blown. So yeah hopefully whistleblowers if they know they have the right to go to court, the right to be before a jury, will feel emboldened to come forward, if they are seeing things that, my goodness, should be brought to the attention of some official or an Office of Inspector General that can look into it.
Tom Temin: Attorney Debra D'Agostino is founding partner of the Federal Practice Group. Thanks so much for joining me.
Debra D'Agostino: Thanks for having me.
By Tom Temin @tteminWFED


text:
Harley-Davidson CEO Steps Down
Thread: Harley-Davidson CEO Steps Down
Harley-Davidson CEO Steps Down After Five Years of Declining Sales
Long-time employee Matthew Levatich is stepping down as board begins search for turnaround leader.
The decision was seemingly amicable and understandable. Harley-Davidson, while still a respected name within the motorcycle industry, has seen sales and earnings steadily dwindle since 2014's peak for both. Last year's top line fell another 8%. Zeitz commented in the press release, "The Board and Matt mutually agreed that now is the time for new leadership at Harley-Davidson."
Bernstein analysts noted as far back as 2018 that millennials weren't as interested in motorcycles as their predecessors were at the same age, and to the extent they were interested in two-wheeled transportation, they weren't all keen on big, loud, heavy bikes. Consumers are increasingly interested in more convenient, lower-maintenance motorcycles, including electric bikes. While Harley-Davidson has responded to that shift with its all-electric LiveWire, the high price point of just under $30,000 has already proven a major hurdle.
Harley-Davidson shares were up more than 5% in Friday's after-hours action following the announcement.
https://www.fool.com/investing/2020/...-years-of.aspx
Hoghead
Levatich never appealed to me, for some reason, but he was eminently qualified and had been with the MoCo since 1994 . To me, the new bikes are ugly. Couple that to trying to sell to millennials, trade tariffs raising costs and an ageing traditional customer base? I don't know... Good luck to the next guy.
Last edited by Hoghead; 02-29-2020 at 8:21 AM.
Agree with the ugly new bikes.. Also uninspiring.
Somewhere I posted about my last trip to the dealer. Mrs. wanted to try on some really top end leather riding gloves. (She has one of their branded leather riding jackets and loves it.) I wanted a calendar. Sales dude attacked me (I think he wanted to rape me) and tried to sell me some hideous looking bagger. He was going on and on about all the technological crap it had on it and all I could think was: "Wow.. You couldn't pay me to leave with that thing."
I really liked the Sportys better than the new big twins. They're visually interesting, at least.. And they have character. Dunno what they run like, but I liked looking at it. It was appealing.. And that's always a good starting point. I might even rent one for a day next year and see?
Selling to GenM types is going to be tough. They're thrifty and the Harley brand has lost the "cool" factor with them. They seem to like the older ones, actually. I know mine gets attention from them because: "Is that a kick starter? Cool!" The ones I see riding Harleys are on Sportsters. I guess they don't like the looks or the price, or both, on the big twins? It probably helps that used Sportsters are so cheap now I always expect to see a bargain bin full of them at the Dollar Store.
And the "cool" factor matters, I think. I mean, just to be blunt about it, if I wanted to go fast or if I wanted the best value? I wouldn't own a Harley at all. They're neither of those things and they haven't been during my entire adult life.
But they are cool and there is no replacement for that.
I'm not a marketing expert, but if I was and I worked for HD? I would be thinking very, very hard about how to recapture that cool factor and rebrand. Maybe even redesign and reincorporate the kicker? I know greenie bullshit dictates a lot of the changes they have made and the 45 degree design isn't optimal anyway, so they had no choice in some of this... But I also know that "cool" sold Harleys forever and if they lose that and are left to compete with the Metric Bikes and do so strictly on the merits? They're going to lose overall.
I remember reading years ago. that one of the most popular "dream vacations" for people in Japan was riding across the United States on a Harley Davidson motorcycle. I don't think their choice of the locale or the ride was a coincidence.
Last edited by confab; 02-29-2020 at 10:29 AM.
Well put. Indian figured out (after the ugly Polaris disaster, styling killed that brand) they need to look cool and have over 100hp not to suck.
The Harley aftermarket is largely based on restoring reasonable HP to otherwise crippled machines whose rich boomer owners can afford another four or five grand or more, but those people are aging out. There's a rather large group of Harley owners who have never ridden a modern motorcycle with serious horsepower. You can't make 200 reliable hp on a street Harley but you can buy it easily in the form of a Jap bike, and Harleys do not steer or stop in the same league as a modern motorcycle.
Cue gummers muttering "its good enough for me" but they are not the new customer base and will be dead soon. Their ridiculous howls about how their fossils are peak motorcycle are even more epic in the Britbike world.
Originally Posted by farmall
You can't make 200 reliable hp on a street Harley but you can buy it easily in the form of a Jap bike, and Harleys do not steer or stop in the same league as a modern motorcycle.
Yeah.. That is absolutely true. Anyone who thinks different just needs to see some waspy faced metric pass them on the back wheel at about 60 mph one time. I don't think that is the path forward for Harley Davidson. Not that they couldn't do it technologically, but the end result won't resemble a Harley. Maybe as a niche market? But Harley has always been the top end cruiser.
They're customizable. The big twin is kind of like the GM products of yesteryear in the sense that you can mix and match components with relative ease. Maybe that sort of adaptability is out of fashion now? But it gave big twins an advantage over the metrics in many ways growing up, because you could do so much with them.
And they were visually interesting. Older big twins were fascinating machines to look at. I guess the best contrast I can think of is the Indian with the lego motor. We saw a bunch of used ones at the places we stopped, so we had plenty of time to study them. Not much there. You see one? You've seen them all.
I know regulatory mandates and production realities dictate a lot of things today. More than ever before. So, you can't just throw it all away and go backwards even if it were advisable, and it isn't. But I really think less may be more in the street cruiser market.
The bagger guys are older, as you say, and they want what they want. Touring is its own thing. Maybe endless gayness is useful to them? I'm GenX so perhaps I don't know what the M's and Z's want? But if the choice were mine, I would like to see a modern bar bike offering from HD. Something cool and minimalist looking as the bikes I see here. I'd like a modern engine and a drivetrain that looks like more than an uninspiring block of metal hanging in the frame.
Interestingly, the Japanese seem acutely tuned to what made Harley Davidson great and they're always aping them. The ABATE course featured a bunch of little Rebels. Those things are clearly pint sized, Harley rip offs. The Mrs. bought her Shadow VLX because it's a little Harley. It has everything but a tank mounted dash, and I'm surprised they didn't steal that, too.
Honda has a raked bike now. What are they shooting for? The Harley cool, obviously!
https://powersports.honda.com/street/cruiser/fury
They're all wannabees, though. But they are good wannabees and if Harley wants their reputation to continue for another generation? They are going to have to step up to the plate and defend it.
You aren't going to out GSXR Suzuki and you aren't going to out Goldwing Honda.. But Harley Davidson never needed to and their product was so cool it added value in ways the others could not.
Dragstews
MadRiverMoCo
If y'all want to know what talking out of your ass looks like, read no further. What kind of mushroom you chewing on, old man? This kind of authoritative yet completely wrong bullshit is why idiots feel so empowered these days. Thank you for reminding all of us never to listen to you. (Polaris's "disaster" has to be among the most successful relaunches of a brand since Bloor - and don't kid, as much as the Steves consolidated the brand post-Gilroy, they weren't sinking the dollars for a new platform like Polaris did.)
Last edited by MadRiverMoCo; 03-13-2020 at 1:29 PM.
I thought Farmall was referring to Victory being the disaster?
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