Episode 151 is live! This week, we talk with Kwame Christian in Columbus, Ohio. Kwame is an attorney who focuses on conflict resolution and contract negotiation. He is also a negotiation consultant, negotiation trainer, and host of the Negotiate Anything podcast.
To learn more about Kwame, find him on Twitter and Facebook.
ANGELA COPELAND: Welcome to the Copeland Coaching podcast. Live on the phone with me today I have Kwame Christian in Columbus, Ohio. Kwame is an attorney who focuses on conflict resolution and contract negotiation. He's also a negotiation consultant, negotiation trainer, and host of the negotiate anything podcast. Kwame, thank you for joining me today.
KWAME CHRISTIAN: Hey Angela, thanks for having me.
ANGELA COPELAND: Well I am so excited. We met a few months ago at Podcast Movement, and you teach people how to do what I think is the most important part of getting a job, which is salary negotiations. I am so excited.
KWAME CHRISTIAN: Yeah, I'm excited to talk about it. This is going to be a fun one.
ANGELA COPELAND: Well, so the very first, most basic thing is I'm always trying to convince people that salary negotiation is important, that they need to do it. And tell me, why is it important to you? Why should we do it?
KWAME CHRISTIAN: It's important for a number of ways. I think the obvious one is the money. Studies have shown that if you don't take the time to negotiate, you could over the course of your lifetime miss out on over $500,000 on the low end, and if you are one of those higher trajectory type of professionals, well over a million easily, when you consider the compound effect of the money that's lost and the investment opportunities that you've missed, the opportunity cost of losing that money. Another missed opportunity that comes when people don't take the time to negotiate is the opportunity to get respect. I remember hearing the story of somebody who was a consultant, I believe it was at a managing consulting firm. And they lost a lot of respect for the candidate because she didn't negotiate. They thought potentially if it was a mistake because they were wondering if she would be able to negotiate and advocate on behalf of the company if she wasn't able to negotiate on behalf of herself. And so when it comes to this, it's not just the amount of financial value that you can gain from that interaction. It's also the opportunity to display your negotiation and dispute resolution skills, because as we move forward in this world, those are going to be the types of skills that really set people apart, the ability to connect and persuade.
ANGELA COPELAND: Wow, you put that really well, and I love the fact that you mention the company expected her to negotiate and they lost respect when she didn't.
ANGELA COPELAND: So for a lot of us, the reason that we're not negotiating, part of it is that we've never done it before, and it makes us uncomfortable, and not only does it make us uncomfortable, it's stressful, it causes anxiety. It just causes us to feel bad. And I know you've got to work with your clients on this. How do you get people to try to reduce the stress and anxiety that it causes when they're actually having that negotiation?
KWAME CHRISTIAN: Yeah, and this question is really close to my heart, because this is something that I struggled with. I was a kind of guy who was afraid of public speaking. I was afraid of conflict or any kind of difficult conversation. I used to shy away from that. This is very much learned, and so if I can get to where I am doing what I'm doing with this skill, anybody can, really. And one of the best ways to address this type of fear when it comes to the anxiety that you feel with these types of social interactions, and you could actually extrapolate to this similar fears like fear of speaking, is we need to re-conceptualize the way that we think about the physiological experience of anxiety. And so my background is psychology. That was my first academic love. And so when it comes to our appraisal of emotions, it's really limited. As humans, we only have a small array of feelings that we can feel. So for example, if you go to a movie, and it's a scary movie, your heart rate will elevate, you might perspire a little bit, and you might experience a shortness of breath. If you have a crush on someone and that dreamy person happens to walk into the room and looks into your eyes and says, "Hey, what's up" in that really dreamy way, you know, we will experience shortness of breath, a little bit of perspiration, and our heart rate will elevate. Those are the exact same things. The only thing that differs is our appraisal, our interpretation of what we are feeling. And so now when I go into a conflict, if I'm negotiating, or if I'm public speaking, I still have those exact same feelings that I did back when I was afraid. The only thing that's changed is my appraisal of that feeling. So now when I go into those conversations and I feel that physiological response, I interpret it as excitement. I am excited because this means that I am in a situation where I have an opportunity to move my career forward. This is an opportunity. This is an exciting thing. One of my favorite athletes, Billie Jean King, would say, "Pressure is a privilege, not something to shy away from." If you are feeling that, that means you are in a position that matters. And so I wouldn't endorse doing something and saying something to try and reduce that, because studies have shown the intent to try to reduce those feelings often causes the opposite effect, where we get more stressed out by it. Walk right into it, embrace it, and recognize that this pressure is a privilege, and reinterpret it as excitement and enthusiasm instead of fear.
ANGELA COPELAND: Oh, I like that. So it's interesting that you mention that even you initially even avoided the conflict that came with negotiation. I know for me, I came from a family that told me, do not negotiate, and they were very judgmental about the idea of negotiation, and so my very first job I did not negotiate. Where did your avoiding conflict come from? Was it also, did you have that since you were a kid?
KWAME CHRISTIAN: Yeah, I'm laughing now, because before the conversation Angela and I were talking about my TEDTalk that's coming up, and this is something that I talk about verbatim in it, because I had to do a lot of introspection to figure out where that fear came from. So I grew up in a really small town. I was in the Midwest. My family is from the Caribbean, so I had a really strong Caribbean accent growing up, and I was one of the few minorities in the town. So I would say that the only black people in the city were me, my mom, my dad, and my brother. And so we looked different, we sounded different, we stood out. And so what I realized is, I became really friendly. I recognized I had to make the first move to make people feel comfortable with my presence, and because of that, I became really hesitant when it came to engaging in any kind of conflict and confrontation. Even if I knew I was in the right, I wouldn't do that because I didn't want to jeopardize those relationships that I worked so hard to create. And that type of people-pleasing mentality permeated my mind through college, through law school, until I came to a point where I decided I needed to make a change if I wanted to be the professional I knew I could be. You can't be a walkover lawyer. That doesn't make any sense. That's not very valuable. So using my background in psychology, I recognized that one of the best ways to get over phobias is through something called flooding, and that's where you hyper-expose yourself to the scary stimulus. And so what I engaged in was what I called rejection therapy, because what I was afraid of was social rejection. So I intentionally created these experiences where I would put myself in a position where it would be likely for me to get rejected. It would be like me going to a coffee shop, and let's say it was my birthday, and I was mentoring a young college student at the time, and so they said, "Hey, we see it's your birthday on your card. Happy birthday. Here's a free pastry." And I'm like, "Oh, well thank you. Well, my mentee is here. Can he have a free pastry too?" Now we had no right, no right to get a pastry. I am doing this with the hope and expectation of getting rejected. But I got it. I got it. Which is cool. But there a lot of times when I get engaged in this practice, and I still do it, and I get rejected. And there are two benefits. If I get rejected, that shows me hey, you got rejected, you didn't die, everything's fine, and so that makes me more likely to stand up for myself and ask for what I want boldly when it matters, because I'm familiar with operating through that fear. And then on the other hand, it works and I get what I want. So it's a win-win situation. And what's interesting is as you start to engage in rejection therapy, you want to start to ask yourself, how many of these things have I been needlessly holding back fro myself, simply because I didn't ask? And that's one of the most beautiful things about negotiation, because a negotiation is a conversation where somebody in the conversation wants something. And so when you take that really broad definition, you realize that we're really negotiating all the time. And this increases your negotiation awareness. you realize that we're negotiating all the time. And now this increases your negotiation awareness. By engaging in rejection therapy, it increases your willingness to act and take action in those situations. So you're just creating new opportunities to negotiate and get more for yourself in all facets of your life every day, both at home and at work.
ANGELA COPELAND: Oh, I love that, and I can't wait to watch your TEDTalk about it.
KWAME CHRISTIAN: Yeah, thank you! Thank you, thank you.
ANGELA COPELAND: That is excellent. Well, so, I want to jump back to, stay on the topic for a second of fear. One of the biggest fears that people always express to me is, they are afraid that if they do try to negotiate, if they do try to push through the fear, that the company is going to take away the offer. And I always like to ask people if they've ever seen this, because I have never seen this. I have never had this happen to me. I think probably for me, the worst thing I've had is maybe the company said, well, we're offering you the most we can offer, we can't go any higher. But I've never had a company say, "Never mind, we're taking the offer back." Have you ever seen that happen?
KWAME CHRISTIAN: Yes, and I'm glad that I have. Here's why. So as you know, I consult with people who want to get more out of their salaries. That's one of the things that I offer. And so there was one person I was working with, and she gave a reasonable counter, and the people rescinded the offer. And before she did this, at the time I felt really guilty, because before she did this, I was like, "It is so unlikely. I've never seen a rescinded offer." And then the offer got rescinded. I was like, "Oh, my gosh, I did this to this young woman. What have I done?" But I said this, I said this at the time. That is unreasonable. It is very rare that that happens. The fact that they rescinded the offer is most likely indicative of something you want to avoid in that workplace. And so I met with her for coffee about three months ago. That was about a year after the offer was rescinded. And she said, "Hey, Kwame, so guess what? Since they rescinded my offer, they've gone through four directors at that place, and they came back and offered me exactly what I was asking for." And I said, "No, because there's clearly something broken in your organization that you've gone through four people in less than a year. That's insane." And so if you get somebody who rescinds your offer, that is a great thing, because you probably are dodging a bullet, because that is not a good sign when it comes to an organization. If you open dialogue about your compensation and they shut it down immediately, it's probably indicative a larger issue within that organization.
ANGELA COPELAND: I tend to agree. I've always told people I've never seen it happen, but if it does, maybe that's not the right company, because it's just so unusual, and it's really unreasonable. I mean, you kind of used that language when you started. She gave a reasonable counter, and then to have this happen, that's just nuts. Wow.
KWAME CHRISTIAN: It is, and one thing I'll say, following up on what you said, is sometimes they say, this is the most we could possibly do. That's good. There's a strong camp in negotiation theory that says we need to go for no, and actually it's funny that I say the word camp, because the author of the book is Jim Camp, and the book is called "Go For No." Because if you don't catch the boundaries of the deal, then we really don't know how far we've gone, whether or not we've been able to maximize value. Think about it more in a philosophical way with regard to your life. If you don't test the boundaries of your life, you'll never know how high you can fly because you've never tried. And so when it comes to these types of negotiations, don't be afraid to push until they say no, because then you know you've reached your boundaries. And then when it comes to salary negotiations, the big thing that we're focusing on is the number, the ultimate number for the compensation, but with the negotiation, what you want to do, especially in salary negotiations, is once we feel as though we have maximized the value of compensation with regard to the salary, that's when we shift the negotiation to non-monetary issues. Because we want to get the most we can with that big number, and now, I've accomplished that goal, let me see what I can do with vacations, let me see what I can do with bonuses, sick days, etc.
ANGELA COPELAND: Yeah, I mean, where do you typically start after salary? Do you usually go to vacation?
KWAME CHRISTIAN: Well, it depends on the client. It depends on what their interests are. And that's why, whenever it comes to negotiation, we need to take the time to prepare, not just with regard to our strategy and tactics, but with an internal audit of what we really want. Like, the podcast episode I'm posting today talks about five sources of wealth, and I'm going to look bad now because I can only remember a few of them, but it's money, it's time, it's relationships, and some other things, but the thing is, if we are somebody who really values relationships, like our relationship with our family, that's going to be strongly correlated with time, and if we focus so much on maximizing value in the salary to the detriment of our time, we might end up with a net negative on this deal, because we focused so much on what we thought we should, what society says we should focus on, to the detriment of what we really do care about. So there needs to be an internal audit to see what's important. Most people, next comes vacation or benefits. If it's somebody with a family, it's often benefits. But for me, I kind of look at it differently. I would go for vacation time next, or maybe flex time.
ANGELA COPELAND: But we're talking a lot about sort of what happens at the end of the whole job interview process. In my view, negotiation actually really starts with the very first phone call and the very first conversation, which is often with a human resources person and they call you and they're pretty chill and they say, like, "Oh, I got your resume, it looks really nice. what does your calendar look like to meet with the hiring manager?" And you're having a normal conversation, and all of a sudden, they'll say something like, "Oh by the way, how much do you make?" And that's to me where it really begins. And I'm curious how do you advise your clients to answer this question how much do you make?
KWAME CHRISTIAN: Right. And before I answer that, I want to address something earlier which was brilliant. The negotiation starts well before the time that we think it does. If there's one thing I really want everybody to get in addition to enhancing your recognition of opportunities to negotiate, it's also acknowledging the fact that there is no real beginning and end to a negotiation. There is no proverbial negotiation table that signifies when the negotiation starts and ends. We're constantly positioning ourselves to be in the best persuasive position as possible, and so this dovetails exactly, like, perfectly into what you were talking about now with regards to addressing our previous salaries. Now best case scenario, they don't ask that, but hoping that somebody doesn't ask is not a strategy. So let's not even talk about that. What we need to do here is, we want to avoid anchoring ourselves downward, and so anchoring is a psychological principle whereby the first number that is discussed is going to have a disproportionate amount of persuasive value with regard to the rest of the conversation. And so when it comes to our previous compensation, let's say we're trying to get over that six figure hump, and our previous salary was 80,000, the 80,000 almost becomes a reference point for the remainder of the negotiation. So we don't want that to be there. So we have two options. Either we make sure that it is not used a reference point, or if it is shared, we obliterate it and make it seem illegitimate. So how do we do that? So if they ask for the salary, what I would say is something to the effect of, let's say you're the HR person that I'm talk to you. "Angela, I think I can definitely appreciate why that would be important, but I don't feel comfortable sharing my salary with you and here's why. I want to make sure that for this new opportunity that I'm compensated in accordance to the metrics that would make my salary commensurate with the going rate on the market and something that's commensurate with the amount of experience that I have in the industry. So I want those to be the metrics that we use to determine my future salary." And just kind of leave it at that. And what I would say is, with regard to these questions that are difficult that we know are coming, we should have our response down, nice and crisp, two to three sentences, and know exactly what we want to say. I'm not somebody who typically advocates for pre-rehearsed lines, like zingers or something like that, but in these difficult situations, where we know there is a potentially serious question coming up that could have a deleterious effect on the rest of the negotiation, we need to be ready for it. And especially in these situations where we're stressed out, the stress hormone of cortisol is permeating through our veins, which actually inhibits clarity of thought, we can't just leave that up to chance to freestyle it. Now, oftentimes it is unavoidable, and we don't want to be weird or rude. We don't want either of those things to be true for us. So if they push and say, sorry we need to have it down, then go ahead and share it. But if that is brought up later, what I would say is, "Without being disrespectful to my previous employer, I do believe that I was under-compensated for this job because of xyz reason." And then what I would do is bring in legitimate criteria to justify what you believe you're worth right now, based on a market analysis and a consideration of what you have brought to the table as far as your experience. Now, in this conversation, we're kind of coming close to offers, and when it comes to offering, the rule of thumb in negotiation is, whenever you have more information, you make the first offer, and whenever they have the more information, they make the first offer. And so in this situation, they know the market better than you, most likely, but they definitely know their finances better than you do, so you need to sit back, see what their offer is, and then they can counter with what you brought to the table with your objective criteria, your evidence.
ANGELA COPELAND: I think that's all excellent advice. You know, I think also you kind of mention being ready for their response, so you can be prepared. And I know for me, like, the most extreme example I had, I was interviewing for a job in New York, and the human resources person was very aggressive, very direct, and I was trying various ways to get around giving my number, and she just said, "Angela, if you don't give me a number right now, we're going to end this call." And I just really calmly said, "I totally understand. Thank you for your time. It was great to meet you. I hope you have a great day." And I think that just really stopped this person in their tracks, because I wasn't afraid of that, and I knew there was some reason that if I had shared my number, I would have lost out. I was in such a different place financially that I wouldn't have been considered. And in that case, they happened to make an exception. She called me the next day and said, "We're going to keep interviewing you." She clearly had a bit of a grudge about it. But I think you have to be ready, because this is a really uncomfortable situation for both you and for either that either hiring manager or the HR person, and they may not handle it super-smoothly either, and you just have to be ready either to kind of roll with it and think of, how do I want to respond to that other person's, whatever they say.
KWAME CHRISTIAN: Absolutely, and I think that was a brilliant response, by the way.
ANGELA COPELAND: Well, I mean, if I had needed that job, or I—I really felt like I would have no shot in that situation, so there was a really good reason why I was protecting the number in that moment. So sometimes it does make sense to reveal the number and explain it, but I was not fortunate enough to be in that type of situation at that time. But you just never know what they may say back to you. So anyway, I like the fact also you mentioned sort of who has the most information. So I assume, based on kind of what you said also, is that if we don't have to bring this up, we should not bring this up, I'm assuming.
KWAME CHRISTIAN: Oh yes, I'm assuming, unless they give you an offer that is less than your previous salary or equal to. Then we can say, well I might as well just stay at that point. That's when I would bring it up. And in one of my recent negotiations working with an executive who was switching jobs, that's what happened to him. They were offering less than what he was currently making. And it was tough because he was laid off at the time, and he was trying to get back to the industry, but that served as a strong anchor, because he knew what was he worth in the market. He wasn't fired for poor behavior. They just had rounds of layoffs, and he happened to be one of the casualties. But it worked. We were able to get his salary up probably $20-30,000 from what they were initially offering, which is substantial. So if it works for you, use it.
ANGELA COPELAND: Well, I think it's really important to think about that. You said $20 or $30,000. I've helped clients to do similar things, and I think it's a really compelling number, when you think about, you know, I'm avoiding this because it's really stressful, this negotiation, I'm avoiding it because it causes me anxiety. And I always say, you know, if I told you for a little bit of stress, like, a little bit, you could make $20 or $30,000, would you do it? And the answer is usually yes. And I just think if you can put that into perspective, that little bit of stress or little bit of anxiety is worth it.
KWAME CHRISTIAN: Absolutely, and the thing is, the negotiation provides you with the opportunity to have the highest value conversations that you could possibly have, because when else in your life will you be operating at an hourly rate of tens of thousands of dollars per hour? That's an unprecedented opportunity, and so thinking about it that way kind of gives you a little bit more of an impetus to have these conversations, because the value is worth it.
ANGELA COPELAND: Yeah, that's when you've got to do it. You can't go take a job and think you're going to get your foot in the door and then negotiate in like a year, because that's not going to happen. It's now.
KWAME CHRISTIAN: Yeah, because you're setting a precedent. If you're setting a precedent of not negotiating, they're going to be less likely to negotiate with you down the road.
ANGELA COPELAND: And when people want to negotiate more money for the same job, it's like, well, I already pay you let's say $80,000 a year to do this job. Why would I now a year later pay you $100,000 a year to do the same job? That's not the time to ask. You've already shown that you'll take that much. Well, so there's another thing I wanted to kind of touch on, and you talk about this in your podcast, and I do say with regards to this question, how much do you make, on the good news front, I keep seeing that more states and more cities are outlawing this question, or are outlawing that you ask about salary history. So I would definitely check out what's the law in your local area, but one of the reasons that they are outlawing is it that they feel that it kind of creates discrimination essentially that's making it so people who have been paid unfairly in the past will be paid unfairly in the future. And you actually have a podcast episode where you talk about negotiating away the wage gap. You know, what advice do you have for us if we feel like this is happening to us, and how can we essentially negotiate it away?
KWAME CHRISTIAN: Yeah. It is very tough, and this is the thing, and like you were saying, the previous salary question has a disproportionately negative impact on women and minorities, just because of the biases that are in the workplace. So it's difficult, and especially when it comes to negotiating while a woman, I have not done this, but I have read many an article, and this is one of my passions, to try and share this particular message, because it's important, one of the most pressing issues in negotiation that we face in our society today, I think. And so when it comes to these types of situations, you need to have a really strong sense of your value. You need to focus on what it is you are worth to the organization and what it is that your level of experience and your personal attributes can bring to the table. And so a lot of times, when it comes to men in negotiations, competence is assumed, leadership ability, that's assumed, and so it's not as difficult for us to make that case, whereas when you are a female trying to make those same types of arguments, you're going to need to be ready to substantiate those types of claims. That's one thing. Another thing, another issue that women face, or women and minorities, I'll say it this way, is the various types of stereotypes that you'll face. Now for the sake of simplicity we're going to focus on two types of stereotypes here. You have descriptive stereotypes and prescriptive stereotypes. So a descriptive stereotype describes what somebody in your position or in your group should do. It describes what you are like. So for instance, a descriptive stereotype of a black male is somebody who is aggressive and most likely not as educated. So as a result of me knowing what the descriptive stereotype is for me, I always lead with, whenever I'm introducing myself or sending emails or something like that, I'm a stickler when it comes to adding all of the letters that I've earned at the end of my name. So it's always Kwame Christian, ESQ, MA. So it's like, oh, he's a lawyer and he has a masters. That's impressive. So it's psychologically overcoming that barrier, this guy is intelligent. And the next step is, being that step who is taking the first step to make people feel comfortable. So I'm very friendly, smile a lot, so I'm trying to overcome those almost invisible negotiations before the conversation even starts. Now, for women, it's a little bit trickier, because women deal with prescriptive stereotypes. So a prescriptive stereotype prescribes how you should act in a given situation, which I think might be more detrimental when it comes to handling yourself in negotiations. So when a male acts in an assertive way, it's seen as, oh, you are being a leader. That is what you should do as a male. That is impressive and we respect you for that. Whereas if a woman would say or do the exact same thing, it would be taken in a different way, because it goes against the prescriptive stereotype. And so as a result, what the studies have shown, when it comes to negotiating, through bias as a woman, you almost have to lean into the prescriptive stereotype and couch all of your arguments in terms of collaboration. And so when you're talking about your leadership abilities, a male might be able to get away with saying, "I was able to accomplish this," blah blah blah blah blah, focusing on me, me, me, me, me, whereas a woman would need to change what she's saying a little bit to say, "As our team was able to accomplish xyz while I was at the helm." So it's a small, little change in semantics that shows a little bit more collaboration. Then when it comes to asking for more on the salary, the change that I would make is, "I want to make sure that I am properly incentivized to work as hard as I can for this team, because I really respect the organization. The people on the team are great, and I want to have the opportunity to work with it." And so you're constantly couching what you're saying in terms of collaboration. Is it fair? No. Is it effective? Yes. And so when it comes to determining the way you want to handle these negotiations, it really has to come down to your personal philosophy. Do you want to lean into the stereotype in order to get more of what you want, or do you want to make a stand and speak the way that you want to speak and use just standard negotiation techniques. And that's really a personal decision. I can't say you should do one thing versus the other. But I think it is important to be aware of the different types of stereotypes that affect you in order for you to create an intelligent strategy around it.
ANGELA COPELAND: Absolutely. I mean, I hate that reality, but I think it's important to be aware of it so you can work with it. Well so, say that we're ready to actually have that negotiation, and we want to ask for more money. How do you initially begin that conversation?
KWAME CHRISTIAN: In this hypothetical, are we saying that we are currently working in the organization, or we have received an offer for the new organization?
ANGELA COPELAND: New organization. That's my favorite.
ANGELA COPELAND: Oh, I love that. And then say we get to the point where we have agreed upon an offer with the company. We're on the same page. I know that you recommend getting the offer in writing. Can you share with us why it's so important to get the offer in writing?
KWAME CHRISTIAN: Yeah. As lawyers, we love to create paper trails, especially when they're positive. So if you get the deal that you want, you want that to be written down as soon as possible for two reasons: deception and forgetfulness. Sometimes if you get a really good deal, they might want to change it by kind of pretending that they've made an innocent mistake, and that's rare. I don't see that type of malice happening often, but I know it could happen, so you want to make sure that you have it in writing. The next one is forgetfulness. That happens. We're humans. So we have this conversation, and then a couple of days pass, and they say, "Oh, I forgot to send Angela that email. Let me send her that offer." And because they were negotiating, the number was different from what they originally had, they might make an honest mistake, and now you have to have another negotiation, or at least a difficult conversation about the number that you already agreed upon. And you have to do more work. And so what I do in these situations, and this is something that you can borrow in any type of situation, in a general business context, I do this with my spouse, via text not via email, but what I do is after I get a deal that I like, like the outlines of a deal that I like, I send the person an email and I say, "Hey, Angela, it was great chatting with you today. I'm really looking forward to working with you at the rest of the team. Just wanted to make sure that we're on the same page with regards to this agreement. If I got anything wrong, let me know, and we can work that out, but it's my understand that this salary would be $150,000 a year, four weeks of vacation, and x amount going to my 401k. Is that correct?" So you give them an opportunity to correct you if you're wrong anywhere. And now, if that same misunderstanding happens down the road, what ends up happening is you can say, "Oh, I'm sorry, based on the email I sent you on October 16, this was my understanding. Is that wrong? Because you didn't correct me when I sent you that email." So that's how you want to at least start to etch that, because they're always going to be in charge of drafting the contract. That would be really strange if you had your lawyer draft up your own employment contract. That would be weird. But at least you would have the parameters outlined so you lock that in so there wouldn't be any confusion.
ANGELA COPELAND: That makes total sense. Say that there's a reason that we want to walk away, and we've negotiated what we wanted, and then maybe we got a counteroffer from someone else, like a competitive offer, and we've decided, you know what, I want to walk away from this company. How can we turn down the first company without offending them? How can we leave that relationship open?
KWAME CHRISTIAN: So the first thing is I want to try and change people's mindset with regards to this, because our goal is to not offend them, but we need to control that which we can control, and we can control our behavior and treating people with respect. So with this interaction, our goal is to comport ourselves in the best possible manner. That's it. That is it. And it's important, because we cannot take responsibility for the response of others, and if we do that, we're going to put undue pressure on us, because now we're trying to control things that we can't control. So that's the first thing. So if you handle this perfectly, and they freak out, it's like, "Whoa, that is your problem. I did my part of the deal." So I want to introduce the audience to a technique that can be utilized in all situations. And quick pause. This is one of the things I really love about negotiation and conflict resolution, because we can essentially use this salary negotiation as a vignette for the application of general negotiation principles, because every technique that I've demonstrated in this call is something that could be used in all sorts of negotiations. So that is why this is so cool. Now back to it, the technique that I'm going to share is called the "no sandwich." So what we do is we have a no sandwiched between two yes's. And so what we want to do is we want to find the root of our yes. We can only do one thing well at a time in most cases, and so it's not that we don't want to do this, or this thing is bad, in particular this offer, it's that we found something better. That's what we're saying yes to. So the strongest no's are resting on the foundation of the strongest yes's. So for instance, you would say, "Angela, I really appreciate the opportunity to interview and your offer. It's very generous, and at this point in my career, I need to do what is best for me and my family to put my career forward. Considering that I have recently received an offer from an organization that is better suited for my needs at this time, and as a result, unfortunately, I'm going to have to walk away from your offer. However, I still want to have an opportunity to maintain a good, positive, amicable relationship with you, because I would love to have at least the opportunity to continue dialogue with you down the road and maybe we have an opportunity to work together later." So the first yes is to the new opportunities, the thing that is driving your no. And then the second, the no, is very short and succinct. You want to have an unassailable no. If you make it too long, if you open it up to too many vulnerabilities, and now they try to poke holes through your no. So your no needs to be as short as possible. So as you saw in that example, it was, "And because of that, unfortunately, I have to say no to your offer." Boom. That's it. And so then, you follow it up with another yes, which is a yes to the relationship, because you want to make it clear to the other side that you are saying no to their substantive request, not to them as a person. So you're saying no to the request, but yes to the relationship.
ANGELA COPELAND: I like it. Well Kwame, this has been excellent. If we're listening today, where can we go to learn more about you and more about your work.
KWAME CHRISTIAN: Yeah, so first thing, I have a freebie for the audience. It is a 19-page negotiation guide that will help you be more confident in your most difficult conversations, and it has a salary negotiation guide that you can use to walk through step-by-step what you need to do to prepare for your next salary negotiation, and it also talks about how you can handle conflicts and prepare for general negotiations and everything. So if you want that, you can go to www.americannegotiationinstitute.com/guide. That's g-u-i-d-e. And I'll send you the link so you can put it in the show notes. And the other places is, the podcast is called Negotiate Anything. You can find it on any podcast app you have there. And check out the TEDTalk when it comes out. I'm presenting it on October 20, 2017, so it should be out, well, I don't want to make any predictions. It will be out at some point in the future.
ANGELA COPELAND: It'll be out soon! We're so excited to see it. Well Kwame, thank you for joining me. This has been great.
KWAME CHRISTIAN: Thank you. You know, this was a lot of fun.
ANGELA COPELAND: And thanks everyone for listening. Thanks to those of you who sent me questions. You can send me your questions to angela@copelandcoaching.com. You can also send me questions via Twitter. I'm @CopelandCoach, and on Facebook, I'm "Copeland Coaching." Don't forget to help me out. Subscribe on Apple Podcasts and leave me a review.


text:
news, politics
Industry Minister Dan van Holst Pellekaan has been confirmed as South Australia's new deputy premier. Mr van Holst Pellekaan's appointment came at a meeting of Liberal lower house MPs on Thursday. He has been acting in the role since Vickie Chapman stood aside and subsequently resigned from the role earlier this week. Ms Chapman is facing an ombudsman's inquiry over her handling, as then planning minister, of a proposal to build a deep sea port on Kangaroo Island. Mr van Holst Pellekaan defeated Environment Minister David Speirs in the deputy leadership ballot. Premier Steven Marshall said his new deputy had been a conscientious, hardworking and invaluable member of the cabinet. "He is a valuable colleague and a stoic advocate for our regions and I'm looking forward to working with him closely on delivering the things that matter most to the people of South Australia," Mr Marshall said. "Dan has led the state out of South Australia's darkest days of blackouts and skyrocketing energy prices to stabilise our electricity system. "He has also provided strong, decisive leadership for South Australia's vibrant energy and mining sectors." As well as relinquishing the deputy's role, Ms Chapman also gave up the planning and local government portfolios and stood aside as attorney-general. She technically remains in the Liberal ministry but has no responsibilities, will not take part in cabinet meetings and will forgo the extra pay ministers usually receive. Her decisions came amid ongoing conflict of interest claims and a no-confidence motion in parliament last week. The motion came after a parliamentary committee found she had, on at least three occasions, misled the house over a Kangaroo Island development. Despite repeatedly maintaining she had done nothing wrong, Ms Chapman said she would stand aside to allow SA Ombudsman Wayne Lines to conduct an independent investigation into her rejection in August of the application to build a $40 million port on the island's north coast. It was recently revealed her family owned property was near a timber plantation that would have been logged and trucked to the proposed port. "I maintain that I have made the right decision in respect of the KI seaport proposal and that I had no conflict of interest, actual or perceived," she said in a statement. Mr Marshall said Ms Chapman continued to have his full support and he looked forward to her return to cabinet as attorney-general. While in another development on Thursday, Mr Lines indicated he would consider delegating the investigation to someone outside his office if it was considered he had a conflict of interest in examining Ms Chapman's actions. He said that could arise from relationships his office had with the Attorney-General's Department which employed his staff, and also because he had met with Ms Chapman from time to time to discuss operational matters. "My view is that none of these relationships give rise to an actual conflict of interest," Mr Lines said. "To the extent that these relationships may give rise to a perceived conflict of interest, I consider that any such conflicts have and will be appropriately managed so as not to impact on the impartiality and independence of my investigation." Australian Associated Press
/images/transform/v1/crop/frm/silverstone-feed-data/8e871018-e7c2-4473-96ab-43633cc5d2f3.jpg/r0_74_800_526_w1200_h678_fmax.jpg
SA Liberals choose new deputy premier
Dan van Holst Pellekaan has signalled his intention to stand in the ballot for SA deputy premier.
Industry Minister Dan van Holst Pellekaan has been confirmed as South Australia's new deputy premier.
Mr van Holst Pellekaan's appointment came at a meeting of Liberal lower house MPs on Thursday.
He has been acting in the role since Vickie Chapman stood aside and subsequently resigned from the role earlier this week.
Ms Chapman is facing an ombudsman's inquiry over her handling, as then planning minister, of a proposal to build a deep sea port on Kangaroo Island.
Mr van Holst Pellekaan defeated Environment Minister David Speirs in the deputy leadership ballot.
Premier Steven Marshall said his new deputy had been a conscientious, hardworking and invaluable member of the cabinet.
"He is a valuable colleague and a stoic advocate for our regions and I'm looking forward to working with him closely on delivering the things that matter most to the people of South Australia," Mr Marshall said.
"Dan has led the state out of South Australia's darkest days of blackouts and skyrocketing energy prices to stabilise our electricity system.
"He has also provided strong, decisive leadership for South Australia's vibrant energy and mining sectors."
As well as relinquishing the deputy's role, Ms Chapman also gave up the planning and local government portfolios and stood aside as attorney-general.
She technically remains in the Liberal ministry but has no responsibilities, will not take part in cabinet meetings and will forgo the extra pay ministers usually receive.
Her decisions came amid ongoing conflict of interest claims and a no-confidence motion in parliament last week.
The motion came after a parliamentary committee found she had, on at least three occasions, misled the house over a Kangaroo Island development.
Despite repeatedly maintaining she had done nothing wrong, Ms Chapman said she would stand aside to allow SA Ombudsman Wayne Lines to conduct an independent investigation into her rejection in August of the application to build a $40 million port on the island's north coast.
It was recently revealed her family owned property was near a timber plantation that would have been logged and trucked to the proposed port.
"I maintain that I have made the right decision in respect of the KI seaport proposal and that I had no conflict of interest, actual or perceived," she said in a statement.
Mr Marshall said Ms Chapman continued to have his full support and he looked forward to her return to cabinet as attorney-general.
While in another development on Thursday, Mr Lines indicated he would consider delegating the investigation to someone outside his office if it was considered he had a conflict of interest in examining Ms Chapman's actions.
He said that could arise from relationships his office had with the Attorney-General's Department which employed his staff, and also because he had met with Ms Chapman from time to time to discuss operational matters.
"My view is that none of these relationships give rise to an actual conflict of interest," Mr Lines said.
"To the extent that these relationships may give rise to a perceived conflict of interest, I consider that any such conflicts have and will be appropriately managed so as not to impact on the impartiality and independence of my investigation."

redpajama_set_name: RedPajamaCommonCrawl


text:
Q: Aplicacion se cierra y da error cuando vuelve de segundo plano Seré lo mas especifico.
Mi aplicacion empieza con una splash_screen donde se conecta a firebase y verifica un valor. Luego pasa a mainActivity y se finaliza (finish).
Dentro de la splash_screen defino FirebaseDatabase.getInstance().setPersistenceEnabled(true) para tener los datos offline.
La aplicacion funciona bien salvo cuando pasa a segundo plano. Al volver a la misma, queda unos segundos la pantalla en blanco y se cierra repentinamente. No pone ningun tipo de error.
En crashlytics aparece este error:
ERROR:
Fatal Exception: java.lang.RuntimeException: Unable to start activity ComponentInfo{com.app.guiacampings/com.app.guiacampings.Splash_Screen_Activity}: com.google.firebase.database.DatabaseException: Calls to setPersistenceEnabled() must be made before any other usage of FirebaseDatabase instance.
       at android.app.ActivityThread.performLaunchActivity(ActivityThread.java:3556)
       at android.app.ActivityThread.handleLaunchActivity(ActivityThread.java:3703)
       at android.app.servertransaction.LaunchActivityItem.execute(LaunchActivityItem.java:83)
       at android.app.servertransaction.TransactionExecutor.executeCallbacks(TransactionExecutor.java:135)
       at android.app.servertransaction.TransactionExecutor.execute(TransactionExecutor.java:95)
       at android.app.ActivityThread$H.handleMessage(ActivityThread.java:2216)
       at android.os.Handler.dispatchMessage(Handler.java:107)
       at android.os.Looper.loop(Looper.java:237)
       at android.app.ActivityThread.main(ActivityThread.java:7948)
       at java.lang.reflect.Method.invoke(Method.java)
       at com.android.internal.os.RuntimeInit$MethodAndArgsCaller.run(RuntimeInit.java:493)
       at com.android.internal.os.ZygoteInit.main(ZygoteInit.java:1075)

alguien puede decirme donde puede estar el problema? En mainActivity vuelvo a usar firebase database.

A: El problema se indica aquí:

Calls to setPersistenceEnabled() must be made before any other usage
of FirebaseDatabase instance.

Debes primeramente inicializar Firebase, para esto crea una clase que extienda de Application, donde se habilite la persistencia:
public class FirebaseApp extends Application {
    @Override
    public void onCreate() {
        super.onCreate();
        FirebaseDatabase.getInstance().setPersistenceEnabled(true);
    }
}

Dentro de tu archivo AndroidManifest.xml define esta clase en application:
 <application
    android:name=".FirebaseApp"
    ...
    ...
    ...>

redpajama_set_name: RedPajamaStackExchange


text:
Antique Maps of the Americas/
Canada/
1772 Vaugondy - Diderot Map of the Hudson Bay and the Arctic
TerresArctiques-vaugondy-1773
CARTE qui represente les différentes connoissances que l'on a eues des TERRES ARCTIQUES depuis 1650 jusqu'en 1747 ausquelles il faut comparer la Carte suivante Cte 10 Par M de Vaugondy 1773
1773 (dated) 12 x 14 in (30.48 x 35.56 cm)
This is a fascinating combination of four contrasting maps of the same area a single sheet. All four maps cover the northeastern part of America and Greenland, including the Hudson, Button and Baffin Bay regions, the Davis Straits and the Coast Labrador. The upper left map depicts the work of Sanson in 1650, the upper right map the work of De L'Isle in 1700, the lower left map the world of De L'Isle in 1703 and the lower right map the work of Henri Ellis in 1747. This four map chart is one of the earliest examples of comparative cartography.
Prepared by Vaugondy as plate no. 9 for the Supplement to Diderot's Encyclopédie.
Gilles (1688 - 1766) and Didier (c. 1723 - 1786) Robert de Vaugondy were map publishers, engravers, and cartographers active in Paris during the mid-18th century. The father and son team were the inheritors to the important Sanson cartographic firm whose stock supplied much of their initial material. Graduating from Sanson's map's Gilles, and more particularly Didier, began to produce their own substantial corpus of work. Vaugondys were well respected for the detail and accuracy of their maps in which they made excellent use of the considerable resources available in 18th century Paris to produce the most accurate and fantasy-free maps possible. The Vaugondys compiled each map based upon their own superior geographic knowledge, scholarly research, the journals of contemporary explorers and missionaries, and direct astronomical observation - moreover, unlike many cartographers of this period, they commonly took pains to reference their source material. Nevertheless, even in 18th century Paris geographical knowledge was severely limited - especially regarding those unexplored portions of the world, including the poles, the Pacific northwest of America, and the interior of Africa and South America. In these areas the Vaugondys, like their rivals De L'Isle and Buache, must be considered speculative geographers. Speculative geography was a genre of mapmaking that evolved in Europe, particularly Paris, in the middle to late 18th century. Cartographers in this genre would fill in unknown areas on their maps with speculations based upon their vast knowledge of cartography, personal geographical theories, and often dubious primary source material gathered by explorers and navigators. This approach, which attempted to use the known to validate the unknown, naturally engendered many rivalries. Vaugondy's feuds with other cartographers, most specifically Phillipe Buache, resulted in numerous conflicting papers being presented before the Academie des Sciences, of which both were members. The era of speculatively cartography effectively ended with the late 18th century explorations of Captain Cook, Jean Francois de Galaup de La Perouse, and George Vancouver. After Didier died, his maps were acquired by Jean-Baptiste Fortin who in 1787 sold them to Charles-François Delamarche (1740 - 1817). While Delamarche prospered from the Vaugondy maps, he also defrauded Vaugondy's window Marie Louise Rosalie Dangy of her inheritance and may even have killed her. Learn More...
Denis Diderot (October 5, 1713 - July 31, 1784) was a French Enlightenment era philosopher, publisher and writer. Diderot was born in the city of Langres, France and educated at the Lycée Louis le Grand where, in 1732, he earned a master of arts degree in philosophy. Diderot briefly considered careers in the clergy and in law, but in the end chose the more fiscally challenge course of a writer. Though well respected in philosophical circles Diderot was unable to obtain any of the government commissions that commonly supported his set and consequently spent much of his life in deep poverty. He is best known for his role in editing and producing the Encyclopédie . The Encyclopédie was one of the most revolutionary and impressive works of its time. Initially commissioned as a translation of Ephraim Chambers' Cyclopaedia, or Universal Dictionary of Arts and Sciences, Diderot instead turned into a much larger and entirely new work of monumental depth and scope. Diderot's Encyclopédie was intended to lay bare before the common man the intellectual mysteries of science, art and philosophy. This revolutionary mission was strongly opposed by the powers of the time who considered a learned middle class it a threat to their authority. In the course of the Encyclopédie production Diderot was imprisoned twice and the work itself was officially banned. Nonetheless, publication continued in response to a demand exceeding 4000 subscribers. The Encyclopédie was finally published in 1772 in 27 volumes. Following the publication of the Encyclopédie Diderot grew in fame but not in wealth. When the time came to dower his only surviving daughter, Angelique, Diderot could find no recourse save to sell his treasured library. In a move of largess, Catherine the II Russia sent an emissary to purchased the entire library on the condition that Diderot retain it in his possession and act as her "librarian" until she required it. When Diderot died of gastro-intestinal problems 1784, his heirs promptly sent his vast library to Catherine II who had it deposited at the Russian National Library, where it resides to this day. Learn More...
The De L'Isle family (fl. c. 1700 - c. 1760) (also written Delisle) were, in composite, a mapmaking tour de force who redefined early 18th century European cartography. Claude De L'Isle (1644 -1720), the family patriarch, was Paris based a historian and geographer under Nicholas Sanson. De L'Isle and his sons were proponents of the school of "positive geography" and were definitive figures, defining the heights of the Golden Age of French Cartography. Of his twelve sons, four, Guillaume (1675 - 1726), Simon Claude (1675 - 1726), Joseph Nicholas (1688 - 1768) and Louis (1720 - 1745), made a significant contributions to cartography. Without a doubt Guillaume was the most remarkable member of the family. It is said that Guillaume's skill as a cartographer was so prodigious that he drew his first map at just nine years of age. He was tutored by J. D. Cassini in astronomy, science, mathematics and cartography. By applying these diverse disciplines to the vast stores of information provided by 18th century navigators, Guillaume created the technique that came to be known as "scientific cartography", essentially an extension of Sanson's "positive geography". This revolutionary approach transformed the field of cartography and created a more accurate picture of the world. Among Guillaume's many firsts are the first naming of Texas, the first correct map of the Mississippi, the final rejection of the insular California fallacy, and the first identification of the correct longitudes of America. Stylistically De L'Isle also initiated important changes to the medium, eschewing the flamboyant Dutch style of the previous century in favor of a highly detailed yet still decorative approach that yielded map both beautiful and informative. Guillaume was elected to the French Academie Royale des Sciences at 27. Later, in 1718, he was also appointed "Premier Geographe du Roi", an office created especially for him. De L'Isle personally financed the publication of most of his maps, hoping to make heavy royalties on their sales. Unfortunately he met an untimely death in 1728, leaving considerable debt and an impoverished child and widow. De L'Isle's publishing firm was taken over by his assistant, Phillipe Buache who became, posthumously, his son in law. The other De L'Isle brothers, Joseph Nicholas and Louis De L'Isle, were employed in the Service of Peter the Great of Russia as astronomers and surveyors. They are responsible for cataloguing and compiling the data obtained from Russian expeditions in the Pacific and along the northwest coast of America, including the seminal explorations of Vitus Bering and Aleksei Chirikov. The De L'Isles, like their rivals the Vaugondys , must be considered speculative geographers. Speculative geography was a genre of mapmaking that evolved in Europe, particularly Paris, in the middle to late 18th century. Cartographers in this genre would fill in unknown areas on their maps with speculations based upon their vast knowledge of cartography, personal geographical theories, and often dubious primary source material gathered by explorers and navigators. This approach, which attempted to use the known to validate the unknown, naturally engendered many rivalries. The era of speculatively cartography effectively ended with the late 18th century explorations of Captain Cook, Jean Francois de Galaup de La Perouse, and George Vancouver. Learn More...
Supplement to Diderot's Encyclopédie, ou dictionnaire raisonné des sciences, des arts et des métiers. or Vaugondy's Recueil de 10 Cartes Traitant Particulierement de L'Amerique du Nord, (1779).
Very good condition. Original centerfold. Wide clean margins. Original platemark visible. Blank on verso.
Pedley, Mary Sponberg. Bel et Utile: The Work of the Robert de Vaugondy Family of Mapmakers. 462. Wagner, Henry R., The Cartography of the Northwest Coast of America to the Year 1800,, 637. Kershaw, Kenneth A., Early Printed Maps of Canada, 476.
Antique Maps of South & North America
Antique Maps of North America
Antique Maps of South America


text:
NobodyAsked.
Amplifying The Voices of Creators
SLM On Her Rise To Stardom
on August 6, 2020 August 7, 2020 By NobodyAsked
Shailah "SLM" Morris is a 22-year-old up and coming artist from Montreal. From the very beginning of her music career SLM has set her mind on her goals and accomplished them. She pays no mind to the haters and continues on her path to becoming a better artist and performer while pushing herself outside her comfort zone. SLM has recently come out with a music video for her debut single "Pony" that has garnered lots of attention for its amazing visuals, choreography, and the meticulous detail that went into its production. We had such a great time chatting with SLM about her debut album, her inspirations as well as her activism.
You've recently dropped your newest single "Pony" from your debut album. How does that feel?
It feels really good! It's super overwhelming with the amount of love I'm getting, but it feels so good to be received really well by the city and even people outside of the city. It's super fulfilling.
What was the inspiration behind the "Pony" music video?
So me and Q (@generaleQ), the director, were sitting on the idea of doing a one-take shot video since about February – March. We really wanted something creative, nothing that you'd expect like your typical Airbnb-party rap video. The number one reference video was Dani Leigh's No Caller ID. We really loved that one take and wanted to do something reminiscent of that but way more colorful because I'm just a colorful bitch and you know that's what I like!
We peeped that your debut album is on its way and we know we aren't the only ones that are super excited! Can we get a little insider info on it? A name? A date?
The debut album is on its way, the name though.. I'm not really gonna tell you guys yet, but it's something nostalgic. Most of my inspiration comes from my upbringing and what molded me into the person I am today, and I wanted to reflect that. I'll give you a hint though! I'm just going to say a different world, do with that as you will.
What theme/messages do you hope to get across within your debut album, what's the inspiration behind it?
I just want to empower women. I want to empower myself. Creating this album was really like a therapy session for me. There was a lot of negativity in my life, it was bringing me down and I was like, "fuck all that, I'm that bitch"! So imma spew all that out into songs, make other women feel like they're that bitch, because they are, we all are. And just hope that it's well-received.
You've been on your journey as an artist for about a year now, tell us about the birth of SLM.
Back in September 2019, I was down bad at my friend's house for like 3 weeks, just trying to get my own space outside of my house. I was listening to Money in the Grave by Drake, and I was like this beat is fire, lemme write. I jotted the lyrics down in like 10-20 minutes, went on live, performed it, and then I recorded and dropped it! That's where it all started!
Apart from being a rapper, you are also very vocal about your activism. Can you tell us a bit about your community initiative "Secure The Vibe"?
Secure The Vibe was started by myself and my best friend, Unique Daniels when we realized that there was a lack of representation for black artists in Montreal. We wanted to have a house for that. We started off doing poetry nights, where people would come in and read, there would be live paintings, kiosks set up and it was great to see the community be able to showcase and consume each other's work. We had Full Circle, a three-part series that gave women, men, and nonbinary people a space to vent and express their concern with how the community within our city is progressing or regressing and things that we have to undo within our generation to progress and move forward. Ultimately how to break generational curses. Most recently, we got funded by Head&Hands and were able to host an online talent show during the COVID-19 lockdown which allowed artists to still be able to have a platform to be seen and also to be paid for their talents!
As for the future, we have a lot of plans for Secure The Vibe and hopefully, a lot of them will be realized by the end of this summer or at least a big part of it anyway, if not it'll happen in the coming months.
How has your family taken to this new chapter in your life?
My family shows me the most support ever! Of course, I still get the occasional "you should have gone to university" or " you should have finished school". But I'm like listen, I did college, I gave y'all the paper, but now I wanna do what I wanna do. I told my mom, give me a year and I'm gonna have this shit on lock and show you I'm really serious about it and low and behold, here we are. Pony just dropped, got a whole album on the way and she just really sees it, she sees the dedication that I put into it and so has everyone else from my grandparents, to cousins in the states, to cousins in Guyana! It's really full force. We're strong together.
Where do you see yourself in the future?
I see a little tour, I see merch, I see multiple businesses, and multiple streams of income. What I see for myself and my family is financial stability, long term happiness, and growth. As an artist and as an individual, I just wanna use every experience to my advantage and dominate! I really wanna live comfortably and live happily off of my music. That's the ultimate goal.
Thank you so much for sitting down to chat with us, where can we all keep up with you?
You can keep up with all things SLM on my Instagram and twitter @SSHAILAH. All the announcements will be happening there, maybe some surprises show, maybe some surprise pop-ups, I don't know! There's a lot of things going on so make sure you guys are tied into all of that. So you don't miss a beat! 'Cus y'all know I don't!
Follow SLM on her twitter and instagram to keep up with all the exciting things she has in store. And make sure to stream SLM's newest single "Pony" in our playlist that she's personally curated!
Like This? Share It!
Published by NobodyAsked
Posted InInterviews
Taggedartist, diversity, featured, interview, music, rapper
Previous The Story Behind "NobodyAsked."
Next Romeo Don't Die Talks Musical Influences, Casual Sex, And Flexing On The 'Gram
@johnslostfiles is the amazing photographer behind our Heat Collectors and IMH: Spaceman Dela shoots!
Up next in our #NobodyAskedAnniversary line up is youtuber and jack of all trades in the fashion industry, @gotsweige
If you're ever stuck wondering what new songs and artists to delve into, @cialis48 has got you covered.
Watching @kidcrayola 's growth in the small amount of time that I've known her has been crazy. She kills it. Effortlessly and always with the best energy in the room. We had been trying to lock in an interview with her for monthsss, but with growing COVID restrictions, it was damn near impossible.
Since our interview with @gangoverlove from @heatcollectors their growth has been crazy to watch. They've recently came out with custom totes and socks amongst other things.
@TGEMarx has been busy in the booth since we last seen him. Him and his fellow members of @thegreyera have recently dropped their new song Kick Rockz along with the visuals!
#VibeOfTheWeek: SKIIFALL – Bentayga Dust
Drink of the Month: Dark and Stormy
#NewMusicAlert : JTONDABEAT – Damaged (feat. Lil Waterboi)
Blvcknd Talks Misconceptions, New Album and More
Whatever Happened to RnB?
#VibeOfTheWeek: Timur N – Tonight
Hey! Just a little heads up, NobodyAsked. uses cookies. By using our site you agree to their use. See more info here --> Cookie Policy


HCPT - The Pilgrimage Trust was formed in 1956 after a young doctor, Michael Strode first took four young children with disabilities on a pilgrimage holiday to Lourdes and at the same time revolutionised the way children with disabilities could experience a trip to the famous International shrine in the foothills of the French Pyrenees.
Not content with letting the children stay in local hospitals and hospices, Dr Michael wanted them to stay in hotels as honoured guests and to get as much out of their holiday as other children – trips to cafes, donkey rides in the mountains and the warmth and affection of a holiday amongst caring friends.
Over 60 years later HCPT now takes nearly 3,000 children from the UK, Ireland and increasingly from other countries in Europe and the USA. The children have a wide range of physical and mental disabilities or are physically and emotionally deprived or neglected. Cared for by voluntary helpers, both young and old, from all walks of life including doctors, nurses and chaplains, most of whom pay for themselves, the total size of the annual Easter Pilgrimage is now over 5,000.
The apparitions of The Blessed Virgin Mary to St Bernadette first occurred in 1858 and by 1860 thousands of pilgrims began to visit the shrine. Since that time over 200 million pilgrims have visited Lourdes.
Lourdes is 497 miles south of Paris and is one of the most visited Holy Catholic Shrines in the world.
HCPT is a registered charity with 15 regions across the UK and has 200 groups within those regions.
Wrexham (Group 155) and Llandudno (Group 178) were both formed in 1985 with each separate group initially taking 8 – 10 children aged between 8 and 18 years and to date, we have taken between the two groups, almost 600 children to Lourdes to give them a special holiday.
In the summer of 2017, it was decided to merge both groups to form one large Wrexham Group 155 to cover the whole of Wrexham Diocese. At Easter 2018, we aim to take a large group of special needs deserving children on a pilgrimage led by Bishop Peter and we make an appeal for parishioners, teachers, voluntary sector workers and parents to nominate a child who you feel would benefit from such a trip.
There are no costs attributed to the families as we conduct year round fundraising events to ensure all children are adequately financed and catered for.
We also appeal for new volunteers aged over 16 years of age and subject to DBS to come and join us and gain invaluable experience in helping these deserving young people.
If you are interested in joining HCPT in any capacity or would like to nominate a child please contact Chris Corcoran at Bishops House on 01978 266700 who will collate on behalf of the Diocese and pass details on to our group leader Siobhan Edwards. Alternatively, for local contact for Llandudno and North Wales coast area, please contact Colette Owen on 01492 593939.
The Group will be travelling to Lourdes, led by Bishop Peter and Canon Simon Treloar on Monday 2nd April 2018 (Easter Monday) and returning on Saturday 7th April 2018.


Maximum Permissible Limit Of Silt In Crusher ... material passing a. no. the maximum particle size for sand borrow ... crusher. clay particles in concrete .
portable crushing companies for concrete. ... Crushing. With comparatively larger particles and higher hardness, ... vertical coal mill is used most widely.


text:
Chalmette High School is a public secondary school in the unincorporated Chalmette area of St. Bernard Parish, Louisiana, United States. It is a part of St. Bernard Parish Public Schools.

History

The history of Chalmette High School began in 1926 with the addition of a freshman class to Meraux Elementary School. An additional grade level was added each of three subsequent years until a four-year institution could be established. Prior to 1926, any student wanting a high school diploma had to transfer to an Orleans Parish Public School. Orleans Parish agreed to educate any secondary student from St. Bernard for a nominal annual fee paid by St. Bernard Parish School Board.

The first high school in St. Bernard Parish was named Joseph Maumas High School and was located on Friscoville Street in Old Arabi. In 1947, with the construction of a new high school building in Arabi, the name became Arabi High School. The school acquired its nickname from an owl figurine that hung above the school entrance.

In 1954, Arabi High School changed its name to Chalmette Senior High School as it moved to the site of the current Chalmette Elementary School. A new facility was constructed at the corner of Goodchildren (which later became East Judge Perez) and Palmisano, and Chalmette Senior High moved there in 1962.

In the fall of 1966, Chalmette High School became an all-boys high school. This helped meet the demand of more classrooms to house the school population. The solution to the problem of having four co-ed high schools was to segregate by sex. This would cut costs drastically since the parish would only have to build and maintain two stadiums instead of four. Andrew Jackson High School and PGT Beauregard High School served girls for the next 22 years, and they became the "sister" schools to Chalmette and St. Bernard respectively.

During the 1968–1969 term, the school's name was officially changed to Chalmette High School.

In 1970, the Owls joined the New Orleans Catholic League, in the LHSAA's new class 4A. Wayne Warner became the principal in 1973.

In 1971, an addition was built. Chalmette left the Catholic League football district after the 1988 season.

After Katrina

In 2005, the parish was devastated by Hurricane Katrina. The St. Bernard Parish Public Schools opened a school in trailers set up in the stadium parking lot in November 2005. Chalmette High School played temporarily under the St. Bernard Unified School banner in its sports. By the springtime, the main building on Judge Perez had been repaired. With FEMA funding, Chalmette High School was rebuilt after the storm.

As St. Bernard Parish started to repopulate, Chalmette High School joined LHSAA class 5A for the first time in its history for the 2007 football season, and rejoined the Catholic League. The freshman academy is now located across Judge Perez at the former Lacoste Elementary. Motorola provided $50,000 to rebuild technology infrastructure in 2008, before the scheduled new campus was to open in 2009.

In 2009, U.S. News magazine released its rankings of the best high schools in America, based on test scores and other factors. Chalmette earned a bronze medal as one of 39 schools in Louisiana to make the list. Chalmette High received an "A" rating in 2020-2021 from the state of Louisiana.

Athletic facilities have been renovated. In 2015, a new school library and administrative offices were completed.

Demographics
By 2019, the numbers of minorities had increased as a result of post-Hurricane Katrina population shifts. Audra Burch of The New York Times wrote, "The rebuilding brought more diversity, and today, of the 1,972 students at Chalmette High, about 52 percent are students of color. Minorities continued to represent 52.7% of the student population in the 2021-2022 school Year.

Athletics
Chalmette High athletics competes in Class 5A of the LHSAA.

Athletics history
The school has never won a state championship in school history. The Owls have bounced between districts in their history, with their longest stay in one district being from 1970–1989, in the famed New Orleans Catholic League Chalmette left the Catholic League in 1989, then returned from 2007-11.

Due to the closure of St. Bernard and Andrew Jackson High Schools and the re-locations of Archbishop Hannan and Holy Cross, Chalmette became the only High School in St. Bernard Parish, thus moving the school to class 5A, the highest classification of the LHSAA, for the first time in 2007.

In 2013, the Owls joined district 8-5A consisting of mostly Jefferson Parish Public Schools.

Notable alumni
Walter Boasso, former state senator
Mitchell Robinson, NBA player
Norris Weese, NFL player

Film location
The Chalmette High School gymnasium was a setting for the 2006 film, Glory Road.

See also
 St. Bernard Parish Public Schools

References

External links

St. Bernard Parish Public Schools Home Page
U.S. News Best High Schools Bronze Medal ranking

Public high schools in Louisiana
Educational institutions established in 1926
Schools in St. Bernard Parish, Louisiana
1926 establishments in Louisiana

redpajama_set_name: RedPajamaWikipedia


I am M.A in industrial design and have over 15 years professional experience in Product design and illustration design using many different techniques and styles.
"Hossein is an excellent artist. He really nailed the look of our character based logo, which isn't easy. He accommodated tweaks and changes quickly too. Looking forward to working with him on future projects."
"Hossein is great! He is a talented designer and is easy to work with. He takes your feedback seriously and follows directions well. Highly recommend!"
"Works Hard and does everything he can to get what you are looking for! Highly Recommended! "
"We received several creative ideas from various artists but found that 3D Mind provided images that matched our thinking and was responsive in fine tuning the graphic into an image about which we're proud to represent our company. "
"I don't get what i pay"
"Good work but i asked to work in emergency and the work was delivered a little bit late"
"Did well and completed the project satisfactory. "
"Great work. It's always a pleasure. Fast and precise. Thank You."
"Good job, fast and professional "
"It was great to work with 3D Mind. He listened to my ideas , was very responsive and produced exactly what I was hoping for. He is professional and focused on customer service. I'm very pleased with his work and would recommend him to others. "
"Excellent artist - very creative - pleasure to work! One of the best we have ever worked with."
"This artist is very talented and has high patience. I would recommend to anyone!"
"Very talented & responsive artist. He was able to turn the idea in my head into reality. Super happy with my new logo design."
"We thank 3D Mind for his outstanding work and dedication to the project. In addition to the beautiful designs he created, he addressed all our wishes as quickly as possible. "


Coving Fitter Tetchill Shropshire: Should you be looking to brighten up your home in Tetchill, Shropshire, with the addition of some ornamental coving round the ceilings of some of your rooms, you'll probably be hunting for a specialist coving fitter to complete that work for you.
The installation of coving around the walls and ceilings of rooms in our homes is a trend which has regularly gone in and out of fashion through the years. However, coving can be an elegant addition to any room in your house and is worth considering if you need to improve the decoration of your home in Tetchill.
Now, you can purchase pre-cut coving products or purpose made corner sections to assist you with those confusing angles. So you might feel that it's possible to take on this coving task yourself, though to be truthful, it can be beyond the skills of the average do-it-yourselfer. Consequently, tracking down an expert coving fitter in Tetchill could very well be the best route if you want to make sure that the job's done right.
Exactly What is Coving? - Coving is utilized to soften the corners where ceilings join walls in a building, and it's a moulded product that can be made of many types of materials, for instance gyproc, plaster core, PVC, polyethylene, polyurethane, solid wood, duropolymer, MDF, polystyrene and even plastic. While coving is normally employed inside a building, it may occasionally be used on the outside, for example to improve the look of eaves. Coving designs can vary from very simple quadrant patterns to fairly complicated designs. Coving usually comes in straight lengths of 2m - 3m with certain ranges coming with pre-prepared angles and corners, which makes the life of the coving fitter, a tad easier.
If you are looking to obtain coving products in the Tetchill area, you will need to pop down to the nearest DIY warehouse, many of which should have a selection available, whilst for specialist coving, such as solid wood coving you will have to ask at your local Tetchill joinery works. Usually the primary builders merchants and DIY superstores have some coving products on their shelves, so if you've got a Jewson, Screwfix, Homebase, Travis Perkins, Wickes or B&Q in your region, you should easily be able to buy the materials you need.
With certain types of coving it's even a possibility to fit LED lighting within the coving to get an extra special effect and bring that real WOW factor to your rooms. You'll naturally need the assistance of an electrical specialist for this type of work.
When attempting to uncover an experienced coving fitter in Tetchill, Shropshire, you should think about going to the tradesmen review website, Rated People, where you'll need to pop along to the "Plasterers and Renderers" area. Plasterers tend to be the typical tradesmen to employ for the installation of coving, though naturally, if you're going to have wooden coving installed, then finding a joiner or carpenter in Tetchill could be the better choice. You might additionally try your neighbourhood handyman or odd job man, many of who will happily tackle a coving job in Tetchill.
If you do your homework you ought to be able to get a plaster coving fitter in Tetchill, plaster coving installation in Tetchill, coving and decorative mouldings fitted in Tetchill, a cheap coving fitter in Tetchill, coving installed in your lounge in Tetchill, picture and dado rails fitted in Tetchill, wooden coving installation in Tetchill, a gyproc coving fitter in Tetchill, a cornice fitter in Tetchill, coving fitted in your bathroom in Tetchill, a plaster coving fitter in Tetchill, a Victorian coving fitter in Tetchill, polyethylene coving installation in Tetchill, an expert coving fitter in Tetchill, coving fitted in your kitchen in Tetchill, coving installed in your bedroom in Tetchill, affordable coving installation in Tetchill, cornices and ceiling roses installed in Tetchill, fancy coving installed in Tetchill, decorative coving installed in Tetchill, a ceiling coving fitter in Tetchill, covings and cornices fitted in Tetchill, duropolymer coving installation in Tetchill, Victorian coving and cornices in Tetchill and get many other decorative mouldings installed in Tetchill.
When you are hunting for a coving fitter in Tetchill you could also be in need of builders in Tetchill, carpenters and joiners in Tetchill, a painter and decorator in Tetchill, a plasterer in Tetchill, electricians in Tetchill, a handyman in Tetchill, artexers in Tetchill and coving suppliers in Tetchill, Shropshire.


Sharing our lives with other entrepreneurs supports us, not just with practical advice and feedback, but because watching and listening to other entrepreneurs going through similar things supports our own choices and erodes the influence of other people in our lives who might not get it, especially when it comes to our work schedules.
Don't get me wrong, I encourage entrepreneurs to have a work/life balance because it is soooo easy to just continue sitting at the computer (or whatever) to keep working, especially if that extra time leads to more money, which for many of us, it does.
It's one of the reasons I encourage us all to create so we have some things we can leverage to make money more easily.
But, more to the point here, I've gotten grief for my hours and time worked from non-entrepreneur friends more than almost anything else.
And … it bothers me.
As Kerwin Rae says in the video below, it's often given in a way that attempts to sabotage our success (albeit unconsciously) because there is little or no attempt to understand our perspective.
I may be working on a Friday night at 7pm because I took the entire day off. Maybe I did something big and exhausting on Thursday and I rested on Friday, or maybe I just sat around all day and contemplated my navel because I was in a creative birthing process, or any number of other things. Or maybe I'm simply working on a Friday at 7pm because I WANT to. Because the ideas are cookin' and I'm in flow.
But, whatever the reason, in the instances that annoy me, there doesn't seem to be any attempt from the person challenging my behavior to understand WHY I'm working at 7pm on Friday, there is only an attempt to stop the behavior and make it wrong.
Whereas, another entrepreneur could say, "Yeah, it sounds like you're being productive, but you also felt bad about how this project has gone, are you just beating yourself up?" or "Cool! It sounds like you're working it. We'll miss you, but have fun! Let me know when you're done with it and we can celebrate." or something else that shows that they can relate to my choices.
Of course, someone being an entrepreneur or not doesn't necessarily mean that they're more open to connection, but overall, I've found that because entrepreneurs also get the 'lifestyle,' they can offer more support.
And when you're the only one you know who is struggling to send invoices, market yourself, find the right language, make clients happy, write your book, and update your website ….
I recently had a great conversation with another entrepreneur friend about this. He gave a talk about the feeling of RELIEF that comes from creating your thing in the world. And I totally agree with that. It's relief. It's not bliss, it's relief.
And yes, it feels good, but it looks AWFUL. The creative process is messy.
And every time I create something, a class, a new company, my book I'm working on, it looks like I'm in hell. I'm glued to my comptuer, or I'm stomping around and gnashing my teeth, or I'm face down on the bed whimpering. I'm a mess.
And, I'm totally willing to admit that this might just be MY creative process. But I don't think so.
And for people who also create a lot, we champion it. I can be around someone who is in that state of distress and make them tea, pet them, and feed them snacks when they're hungry.
But for someone who doesn't get it, it looks like misery. And it can make people VERY uncomfortable.
I've had this issue in several relationships where they try to stop me from 'working so hard' because they're uncomfortable watching me go through it. And it's not about me, so it's not supportive.
It's just about stopping their own discomfort.
That's my main argument for having an entrepreneurial tribe.
Know anyone else who needs an entrepreneurial herd? Invite them to join our Facebook group, The Entrepreneur Playce.


Henry V is dead, and against the backdrop of Wars in France the English nobles are beginning to quarrel. News of defeat at Orleans reaches the Duke of Gloucester, the Lord Protector, and other nobles in England. Henry VI, still an infant, is proclaimed King.
Seventeen years later the rivalries at Court have intensified; Gloucester and the Bishop of Winchester argue openly in front of the King. Rouen falls to the French but Plantagenet, recently restored as the Duke of York, Exeter and Talbot pledge to recapture the city from the Dauphin. Battle commences and the French, led by Joan of Arc, defeat the English. Valiant Talbot and his son John are killed.
Warwick and Somerset arrive after the battle to join forces with the survivors and retake Rouen. Somerset woos Margaret of Anjou as a potential bride for Henry VI. Plantagenet takes Joan of Arc prisoner and she is burnt at the stake.
Gloucester protests but still Margaret is introduced as Henry's queen. She begins to complain that the Duchess of Gloucester, Eleanor, behaves like an empress at court and their rivalry escalates. Eleanor is observed performing black magic and is banished, warning her husband Gloucester that he is in great danger.
Accused of high treason by Somerset, Suffolk and Winchester, Gloucester protests his innocence, but is murdered at the Tower whilst Somerset and Margaret make love in the Palace.
Henry banishes Somerset and Suffolk after Gloucester is found dead. Plantagenet is incensed when Margaret is able to bully Henry into reversing the sentence and makes his claim for the throne. The Houses of York and Lancaster are now in open opposition.
Duke of Gloucester is played by Hugh Bonneville, Henry VI by Tom Sturridge, Plantagenet by Adrian Dunbar, Exeter by Anton Lesser, Talbot by Philip Glenister, Joan of Arc by Laura Frances-Morgan, Warwick by Stanley Townsend, Somerset by Ben Miles, Margaret by Sophie Okonedo and Eleanor by Sally Hawkins.
Henry IV premieres Sunday, December 11, 2016, 9 p.m. on PBS (check local listings).


text:
Q: Dynamically Load items(Images) in list view on user scroll in c# I'm using a list view control that is attached to an image list to display thumbnails of images in the list view on a form.I'm adding images from a folder to the image list by using a loop and the following code
ImageList1.Images.Add(Image.FromFile("c:\\windows\\img.bmp"));
But if there are lots of images a out of memory exception is thrown(even after disposing).I want to load the images to list view which are currently visible to the user,ie:loading the images dynamically on user scroll.If 5 images are in user view i want to load only 5 images,if the user scrolls i want to get the index of the images which should be currently visible to user and load those images only.
Please help me out on this one.

A: Personally, I had very good experiences with ImageListView, both in terms of technology (performance) and author's reply (quality and speed).
I use it as a replacement for ListView whenever I need visual image lists.

A: My very naive approach would be to extend the ImageList class, add a collection of file locations and override the image getter to load the file when first requested (ie, a cache miss).
Otherwise, I expect you should be looking at handling the ListView events for scrolling and/or rendering list items. (I assume they exists, haven't dealt with UI for a while)


text:
Lean Manufacturing Basics
Lean Manufacturing, a process-management system created by Toyota Production Systems in the 1950s and 1960s, "supports profitable growth by improving productivity and quality, reducing lead times and freeing resources," says Chet Marchwinski, communications director for the Cambridge, Mass.-based Lean Enterprise Institute Inc. (www.lean.org).
C. Kenna Amos
Lean's three guiding principles involve purpose, process and people. "The primary purpose of any organization—and first step in any Lean thought process—is to correctly specify the value that the customer seeks, in order to cost-effectively solve the customer's problems, so the organization can prosper," he explains.
Once that's settled, companies must focus on the process, or value stream, used to achieve this objective, Marchwinski says. "Generally, this is the combined result of three processes: product and process development, fulfillment from order to delivery, and support of the product and the customer through the product's useful life."
Next, address the people part of the equation. "Make someone responsible for each value stream," Marchwinski recommends. "This value-stream manager must engage and align the efforts of everyone touching each value stream to move it steadily toward the customer, while elevating performance from its current state to an ever-better future state." That requires three things, he says. One is a master plan for the enterprise, often called strategy deployment. Another is frequent improvement cycles for each process. The final is standard work with standard management for every step in each process.
To describe workplace practices conducive to visual control and Lean production, Lean employs the 5S method, based on five Japanese words that, when translated, begin with the letter S. Seiri is separating needed from unneeded items, then discarding the unneeded. Seiton is neatly arranging what's then left—"a place for everything and everything in its place," Marchwinski explains. Sesiso is cleaning and washing. Seiketsu is "cleanliness resulting from regular performance of the first three Ss," he notes. Finally, Shitsuke is discipline to perform the first four Ss. He notes that the Five Ss often are translated as sort, straighten, shine, standardize and sustain. However, some Lean practitioners add safety, which means to establish and practice safety procedures in the workshop and office.
Production is characterized as either push or pull. "Push refers to processing large batches of items at a maximum rate, based on forecasted demand, then moving them to the next downstream process or into storage, regardless of the actual pace of work in the next process," Marchwinski says. But, he notes, such a system "makes it virtually impossible to establish the smooth flow of work."
Pull refers to a method in which downstream activities signal their needs to upstream activities. The method strives to eliminate overproduction, says Marchwinski. And it's one of three major components of a complete just-in-time, or JIT, production system, he states.
Three basic types of pull exist. One is supermarket, the most basic and widespread system. "Each system in each process has a store—a supermarket—that holds an amount of each product it produces. Each process simply produces to replenish what is withdrawn from its supermarket," Marchwinski explains. The second type, sequential, finds use when there are too many part numbers to hold inventory of each in a supermarket, he says "Products are essentially 'made-to-order' while overall system inventory is minimized." The third type, mixed-supermarket-and-sequential-pull, may be used "when an 80/20 rule applies, with a small percentage of part numbers accounting for the majority of daily production volume," he remarks.
While there is more terminology to Lean Manufacturing, what's important is that Lean improvement efforts must connect to organizational management, and solutions to key business problems, Marchwinski states. "Otherwise, early gains, even if substantial, will be difficult to sustain." Translated: "Backsliding to old ways of working" is at or near the top of leading obstacles to true Lean operations.
C. Kenna Amos, ckamosjr@earthlink.net, is an Automation World Contributing Editor.


Halloween for us started in early September, the house was all decorated inside and ready for the season before the weather even changed. The outfit planning started a few months before that in summer. I guess you could say, Halloween is kinda a big deal here.
We went through several costume ideas before sticking with the final one. My heart was set on Carlos being Nacho Libre, but as time went on more ideas came to mind. The tough thing about toddlers and Halloween, is that there's so many great ideas and it makes it hard to choose! The kids have been in themed costumes that past few years, so want to keep the tradition going while they're still little and don't want to be two completely different things.
Since Emery is older I was willing to work around what she wanted. It changed a few times, first she wanted to be Olaf with blood on the side of her mouth (her idea not mine). Then she wanted to be The Mad Hatter from Alice In Wonderland. Of course no where in the known universe of 1 million costume shops did I find a pre made outfit, that began my frantic pinning. If Emery was going to be the Mad Hatter Carlos would be The March Hare. It looked like I would be making two costume outfits.
Luckily Emery decided to be Alice and that moved Carlos up to The Mad Hatter. I only had to make one outfit! I don't like doing things last-minute so I started everything in September, besides I needed the costume done and bought before our Apple Hill trip in early October.
Before I even got started I was nervous of the task ahead of me. This would be my first time making an outfit. I've made a doll outfit before, a few pillows but that was the extent of it. Now I was taking on pants, a vest and a jacket! I figured if it didn't pan out and worst came to worst Carlos would be in the dark and it was only for one day.
As crazy as that was, my sewing machine wasn't even working! A month before I tried fixing it with my grandma while watching YouTube videos to no success. My husband (Mr. Fix it via YouTube) tried it and it worked! I had my machine, my cloth, my ideas, now time to try to figure it all out.
Those are the hands of man who can Google & figure out anything on the web.
I also had to make the tights the colors I needed for The Mad Hatter outfit. With this I bought white cotton tights and several Kool-Aid packets.
& three green apple packets. This was the only green I could find. I don't know why anyone would want to drink this flavor but to each their own.
STEP 1. I put three of the purple packets in a steady boil.
STEP 2. Since I needed each leg a different color I held the other white leg in my hand so that it wouldn't stain. TIP: turn the tights inside out because in step 4 your tights will lose that color you loved.
STEP 3. Constantly move the tight around so all the color can be even.
STEP 4. When you reach the desired color take out and rinse in cool water and wring it lightly. You don't want to get all the color out so be careful, it doesn't have to be in the water that long, maybe 30 seconds at max.
STEP 5. Because we are doing different color legs repeat the from step 1. TIP: I had to get another pot because the color really stuck, so be prepared or save yourself the hassle and just use another pot.
STEP 6. Have a hanger ready to hang your end result. Leave it inside out until it is fully dry. I had mine dry over night and I think they were still a tad damp in the morning.
Now lets fast forward about a week of staying up at 3 a.m. every night (because my children are crazy and go to bed at 11) to get the clothes ready and here are the end results.
In these picture you can't really see the colors on Carlos' tights, that because I didn't realize they were so much brighter on the inside until I took them off.
I also made Carlos' Mad Hatter hat with the help of my husband. I researched on Pinterest how to make the hat and which I would like best. No pictures were taken of that either. If you decide to take on the task of making your own hat, make sure you have plenty of hot glue, some help and plenty of fabric to cover your hat! A staple gun might work better and be faster. Carlos never actually wore his hat, the hat is way too heavy for him and by the time we put all the cardboard in the rim it didn't fit his head. It's really nice so we are keeping it for a possible Alice In Wonderland party or a Halloween decoration for next year.
Here are the tights inside out and the hat! As you can see it's pretty big.
Emery is really into YouTube tutorials on costume make up, the day before Halloween I was watching one with her and got inspired to be the white rabbit. I didn't really want to dress up because I didn't feel like making myself anything but I actually had everything I needed to become the white rabbit, all I needed was white eye liner, to make the ears, foam board and a chain that were at Michael's (my favorite store ever).
The whole Alice In Wonderland clan!
Just when we were done taking pictures in the front yard a black car pulled up. Emery thought trick – or – treaters were here. I said, "no trick – or – treaters don't come in cars". A few seconds later Nina Valerie came out! I have bad eyesight so I didn't even know who it was! Not to mention she had just got a new car so I didn't put two and two together! Val and Vic had planned the surprise a day before and I was totally clueless. I guess I got both tricked and a treat!