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List of tallest buildings in Brisbane
This is a list of the tallest buildings in Brisbane, Queensland, Australia.
The Brisbane city skyline in 2019
Brisbane, Australia's third largest city, is home to at least 360 completed high-rise buildings,[1] at least 70 high-rise buildings over 100 metres in height,[2] and has 15 completed skyscrapers (and 4 under construction) which exceed the height of 150 metres (490 ft).[3] With the third greatest number of skyscrapers in any city within Australia (behind Melbourne and Sydney), Brisbane boasts some of the tallest buildings in the country, including the city's current tallest, the 269.6 metres (885 ft) Brisbane Skytower, completed in 2019.
All of Brisbane's skyscrapers (defined as buildings with a height greater than 150 metres) are located within the CBD, with large numbers of high-rise buildings also proliferating in the inner suburbs of South Brisbane, Kangaroo Point, Fortitude Valley, Newstead, Teneriffe, New Farm, Bowen Hills, Spring Hill, Milton, Auchenflower, Toowong, Taringa, St Lucia, West End and Woolloongabba.
There is a 274.3 metres (900 ft) height limit for buildings in the CBD. As of 2013, a review of height limits for city skyscrapers has been requested by Brisbane Lord Mayor to allow construction of buildings over 300 metres (980 ft) above sea level.[4]
Brisbane's 91 metre City Hall was the city's tallest building for decades after its completion in 1930 and was finally surpassed in 1970 by the Westpac Building, which marked the beginning of the widespread construction of high-rise buildings over 100 metres in height. The city's first skyscraper with a height of over 150 metres was Central Plaza One, completed in 1988. Central Plaza One and Waterfront Place, completed in 1989, remained the city's only skyscrapers until the completion of the 200 metre Riparian Plaza in 2005, which has since been surpassed on numerous occasions in the widespread construction of skyscrapers which has been ongoing since the mid-2000s.
Brisbane plays host to other structures over 150 metres in height such as the five television transmission towers atop Mount Coot-tha and the Bald Hills Radiator transmission tower however these are not considered to be buildings as they are uninhabitable.
This is a list of Brisbane's tallest completed and topped out buildings.[5] Structures are not included. Official heights are ranked by the Council on Tall Buildings and Urban Habitat, and include spires but exclude communications masts and spires.[6] All of the buildings that are listed are over 150m in height.
Storeys
1 Brisbane Skytower 269.4 m (887 ft) 90 residential 2019 Brisbane Skytower (nicknamed Bon Bon) is a 270-metre (890 ft) skyscraper at 222 Margaret Street in Brisbane, Queensland, Australia. The 90-storey residential tower is Brisbane's tallest building. It also has the highest infinity pool in the southern hemisphere on the top level at 270 m (level 90) with 180 degree views to the north and south.
2 1 William Street 259.8 m (853 ft) 46 office 2017 Brisbane's tallest building from 2016 to 2019; inhabited by the executive branch of the Queensland Government; nicknamed One Big Willy or the Tower of Power and seen as symbolising the legacy of Premier Campbell Newman.
3 Infinity 249 m (816.9 ft) 81 residential 2014 Tallest building in Brisbane from 2014 until 2016; also known as Meriton Herschel Street Serviced Apartments
4 Soleil 243 m (797.2 ft) 74 residential 2012 Tallest building in Brisbane 2012 until 2014; also known as Meriton Adelaide Street Serviced Apartments
5 Aurora 207 m (679.1 ft) 69 residential 2006 Tallest building in Brisbane from 2006 until 2012
6 Riparian Plaza 200 m (656.1 ft) 53 mixed use 2005 Tallest building in Brisbane 2005 until 2006; notable for its 50-metre communications mast (not counted in the building's height) and being one of the last projects of renowned architect Harry Seidler. The adjacent Riverside Centre was also designed by Seidler and shares many design elements with Riparian Plaza
7 One One One Eagle Street 194.7 m (639.7 ft) 54 office 2012 Notable for the illuminated curved columns resembling the roots of the Moreton Bay Fig visible through its facade
8 300 George Street 182.2 m (597.8 ft) 41 office 2019 Part of the Brisbane Quarter development which also comprises a hotel and a residential building
9 Central Plaza One 174 m (570.8 ft) 44 office 1988 Tallest building in Brisbane 1988 until 2005; Brisbane's first skyscraper over 150m
10 275 George Street 171 m (561 ft) 32 office 2009
11 Waterfront Place 162 m (531.4 ft) 40 office 1989 Notable for its curved blue glass facade and hosting federal cabinet meetings when these are held in Brisbane at the Commonwealth Parliament Offices on the top floor
12 480 Queen Street 153 m (501.9 ft) 34 office 2016
13 180 Brisbane 152 m (498.6 ft) 34 office 2015 Notable for the large image of the course of the Brisbane River on its facade
14 Brisbane Square 151 m (495.4 ft) 38 office 2006 Headquarters of the Brisbane City Council and the Brisbane Square Library
15 Skyline Apartments 150 m (492.1 ft) 48 residential 2007 Located within the Petrie Bight cluster of apartment buildings
Under construction and proposed
This is a list of buildings currently under construction or proposed that are planned to reach 150 m in height.[7]
Topped Out Under Construction Approved Proposed
No. 1 Brisbane 274.3 m (899.9 ft) 82 residential TBA Approved
30 Albert Street 270 m (885.8 ft) 91 residential TBA Proposed
240 Margaret Street 270 m (885.8 ft) 87 residential TBA Proposed
25 Mary Street 266 m (872.7 ft) 87 residential TBA Proposed
171 Edward Street 265 m (869.4 ft) 81 residential TBA Approved
The One 262 m (859.5 ft) 82 residential 2019 Under construction
Queen's Tower 250 m (820.2 ft) 76 residential TBA Proposed
Queen's Wharf Tower 4 231.1 m (656.1 ft) 63 residential 2022 Under construction
195-199 Elizabeth Street 196 m (643.0 ft) 62 residential TBA Approved
Queen's Wharf Tower 1 190 m (524.9 ft) 43 residential 2022 Under construction
443 Queen Street 183.7 m (606.9 ft) 47 residential 2020 Under construction[8]
Queen's Wharf Tower 5 180 m (590.5 ft) 49 residential TBA Approved
500 George Street 179 m (587.2 ft) 59 residential TBA Proposed
Brisbane Square Tower 2 170.7 m (560.0 ft) 36 office 2020 Proposed
Regent Towers 158 m (518.3 ft) 42 office TBA Approved
Timeline of tallest buildings
This lists buildings that once held the title of "tallest building in Brisbane".[9]
Years as tallest
Brisbane City Hall 1930-1970 92 m (302 ft) 4 Brisbane's tallest building for four decades, City Hall now plays host to the Museum of Brisbane and auditoria for events
Westpac Building N/A 1970-1971 105 m (344 ft) 23 Brisbane's first high-rise building with a height greater than 100 metres
Suncorp Metway Plaza 1971-1978 118 m (387 ft) 26 A 10-metre digital clock sits atop the building. Before placement of the clock, a rotating restaurant sat atop the building
AMP Place 1978-1986 135 m (443 ft) 35 Nicknamed The Gold Tower and located adjacent to the 134 metre Comalco Place, which was completed in 1983 and is nicknamed The Blue Tower
Riverside Centre 1986-1988 142 m (466 ft) 40 Located adjacent to Riparian Plaza, which was also designed by renowned architect Harry Seidler and with which it shares numerous design elements
Central Plaza One 1988-2005 174 m (571 ft) 44 Brisbane's first skyscraper over 150m in height
Riparian Plaza 2005-2006 200 m (660 ft) 53 Tallest building in Brisbane 2005 until 2006; notable for its 50-metre communications mast (not counted in the building's height) and being one of the last projects of renowned architect Harry Seidler. The adjacent Riverside Centre was also designed by Seidler and shares many design elements with Riparian Plaza
Aurora 2006-2012 207 m (679 ft) 69 Brisbane's tallest building from 2006-2012
Soleil 2012-2014 243 m (797 ft) 74 Brisbane's tallest building from 2012-2014; also known as Meriton Adelaide Street Serviced Apartments
Infinity 2014-2016 249 m (817 ft) 81 Brisbane's tallest building from 2014-2016; also known as Meriton Herschel Street Serviced Apartments
1 William Street 2016-2018 259.8 m (852 ft) 46 Brisbane's tallest building from 2016 until 2018; inhabited by the executive branch of the Queensland Government; nicknamed One Big Willy or the Tower of Power and seen as symbolising the legacy of Premier Campbell Newman
Brisbane Skytower 2018–present 269.4 m (884 ft) 90 Tallest building in Brisbane. Fifth-tallest building in Australia. Topped out in December 2018.
List of tallest buildings on the Gold Coast
List of tallest buildings in Oceania
https://www.emporis.com/city/100505/brisbane-australia
Brisbane - The Skyscraper Center. Council on Tall Buildings and Urban Habitat. Retrieved 10 February 2017
Brisbane - The Skyscraper Center. Council on Tall Buildings and Urban Habitat. Retrieved 2 November 2019
Andrew MacDonald (26 March 2013). "Brisbane Lord Mayor Graham Quirk wants a review of the 274m height cap on skyscrapers in the city". The Courier-Mail. News Ltd. Retrieved 4 July 2014.
Brisbane: Building list - Base Data - The Skyscraper Center. Council on Tall Buildings and Urban Habitat. Retrieved 10 February 2017
CTBUH Height Criteria. CTBUH. Retrieved on 13 December 2011.
"Brisbane". SkyscraperPage. Retrieved 26 May 2009.
http://www.probuild.com.au/news/news/443-queen-street-retention-works
Skyscrapers in Brisbane over 150 metres in height
Over 200 m
Brisbane Skytower (269.6 m, 2018)
1 William Street (259.8 m, 2016)
Infinity (249 m, 2014)
Soleil (243 m, 2012)
Aurora Tower (207 m, 2006)
Riparian Plaza (200 m, 2005)
One One One Eagle Street (194.7 m, 2012)
300 George Street (182.2 m, 2019)
Central Plaza One (174 m, 1988)
275 George Street (171 m, 2009)
Waterfront Place (162 m, 1989)
480 Queen Street (153 m, 2016)
180 Brisbane (152 m, 2015)
Brisbane Square (151 m, 2006)
Skyline Apartments (150 m, 2007)
Brisbane skyline in 2013
The One (264 m, 2020)
Queen's Wharf Tower 4 (231.1 m, 2022)
Queen's Wharf Tower 1 (190 m, 2022)
443 Queen Street (183.7 m, 2020)
No. 1 Brisbane (274.3 m, TBA)
30 Albert Street (270 m, TBA)
171 Edward Street (265 m, TBA)
195-199 Elizabeth Street (196.2 m, TBA)
Full list of approved projects
Queen's Tower ( 545 Queen Street) (250 m, TBA)
500 George Street (191 m, TBA)
Brisbane Square Tower 2 (170.7 m, TBA)
Regent Towers (158 m, TBA)
Full list of proposed projects
Buildings listed in order of height and with year of completion
Building data source: Skyscraper Center
See also: List of tallest buildings in Brisbane
Category:Buildings and structures in Brisbane
Category:Skyscrapers in Brisbane
Lists of tallest buildings in Australia
List of cities in Australia with the most skyscrapers · List of tallest structures in Australia · List of tallest buildings in Oceania · List of tallest buildings
Sydney (Chatswood
Parramatta)


While Kylan hunts firedrakes by day, he prepares for a journey across the Sea of Dreams where mermaids thrive and the key to his people's survival is prophecized to be hidden.
In this sprawling epic fantasy novel with shifting wolf hybrids, dragons, and mermaids, Amalia's first battle is for more than her life. It's for the souls of every being born with magic. Join New York Times bestselling author, K.N. Lee on an adventure perfect for fans of Vikings and Game of Thrones.
Source: Info in the About Fallen Empire was taken from GoodReads at https://www.goodreads.com/book/show/36560333-fallen-empire on 19/06/2018.
K.N. Lee is a New York Times and USA Today bestselling author who resides in Charlotte, North Carolina. When she is not writing twisted tales, fantasy novels, and dark poetry, she does a great deal of traveling and promotes other authors. Wannabe rockstar, foreign language enthusiast, and anime geek, K.N. Lee also enjoys helping others reach their writing and publishing goals. She is a winner of the Elevate Lifestyle Top 30 Under 30 "Future Leaders of Charlotte" award for her success as a writer, business owner, and for community service.
She is signed with Captive Quill Press and Patchwork Press.


What do I do if I want to comfort my child and they won't let me close? What do I do if I'm staylistening and he or she says go away?
Here, Hand in Hand certified instructor Marilupe de la Calle answers.
This act of turning feelings off, we know, is not very effective long-term. It stuffs those feelings down and leaves them to fester, but when they say "Go away," what they're saying is that they don't want to feel those feelings.
Why Does My Child Recover Faster When I Leave?
But then you'll see that your child is still carrying yucky feelings around, and they're still going off track. The feelings will, most likely, bubble up five minutes later about another issue. They'll just find another pretext about another little thing and you'll see them return to being offtrack.
I don't want to overpower my child's or disrespect his feelings.
What if this feeling is genuine?
Am I listening to my child's boundaries?
Am I ignoring what my child is saying?
Does my child actually need privacy right now?
At this moment, right in the middle of the storm, you do know that your child's reasoning centre is offline and so they are not thinking very well. There's a distinction there between the moments that they are really calm and on-track and when they are thinking well and they request privacy. There's really no reason why you wouldn't honour that request.
During an upset, it's more like your child doesn't want to feel whatever it is bubbling inside, Since your presence appears to makes them feel that, they'll ask you to go away.
My girls have told me once the storm clouds of emotions have passed that they really didn't mean what they said.
Try not to take these words personally. We've seen over and over that when a child really, really needs you there, they might say go away.
Do you stay? Do you go?
These are excellent questions. If you don't know exactly how to proceed, if you don't know if you should move forward or take a step back, that's exactly where you need to be because you're going to be present and attune to that particular moment.
And there is no one "right way," no "correct" answer. You are being mindful in the moment, watchful of your child's emotions.
You can think of this as a dance where sometimes you're gonna step forward and sometimes you're gonna step back. The idea is for your child to know that you are available and that you're there, that you care and that you don't want to leave them alone.
How does this dance work? It's true that You don't want to overpower your child. You don't want to be there with any agenda. Be there just to offer your presence. You can propose coming closer and see what the response is and really pay attention to that response. You want the flame of the feelings to be alive. So sometimes, I might get too close and that is overwhelming for the child. Or I might go too far, and the child's feelings will go back into hiding.
What you want is to be really present to the moment and notice what might be needed in that moment.
If what you're doing is beneficial to the child, you'll know because your child will be really deep into the process of offloading feelings.
Often Staylistening feels like an experiment and just like any experiment, there will be mistakes. It's okay if you make a mistake. I've made mistakes in both directions. I have stayed when I needed to have left and I've left when I have needed to stay. Sometimes, you'll leave and then you'll see that your child is still carrying yucky feelings, and sometimes you'll stay and you'll see that they really use your attention well. Then you'll know that it's a good thing that you stayed because your child has shown their feelings with your presence.
It's a dance, and a gentle dance which you take very slowly. Try to experiment both ways. Ask what would happen if you stayed a little closer and what would happen if you took a step back. Notice where their feelings are. You want the feelings to be flowing but you don't want to force tears, or feel like there is an agenda, or "a result" to produce tears.
The key is to keep watching. Keep responding. Know that your child will let you know what is really needed by his or her response.
You need to be really present and really attuned to listen like this, and you also have to listen to yourself as well.
If you are not in a good place, please don't stay, don't force yourself to stay, because that's not going to end up well for either of you. It's very important, and very valid to be able to say that you really can't listen right now.
Your child will present you with other opportunities when you are able to listen well!
Listen to your feelings. Feel when you get triggered and think about why. If you have a listening partner, let off some steam about this subject with them. Often being able to offload ourselves – about anything that's bothering us – gives us more space, more calm and more ability to listen to our children.
Staylistening is not all about crying! This podcast explains the different ways Staylistening can sound. Listen to Staylistening Surprises: When Things Don't Go As Planned.


A recent report from Bain on modern apprenticeship programs in the US found that a significant hurdle will be shifting popular perceptions of skills-based versus more academic training.
American vocational training gradually waned after WWII, but its importance is recognized again as a skills gap persists.
Automation stands to eliminate many jobs over the next 20 years, but updated vocational training can offset its negative effects.
In the early 20th century, American educators and employers alike recognized the need for a more knowledgeable, skilled workforce. High schools spread across the country, and vocational training accompanied academic learning.
But as time went on, the American system further divided academic and vocational training, with the latter given an increasingly lesser status. Then, in the wake of World War II, the combination of the GI Bill and an increasingly sophisticated economy elevated the role four-year colleges played in careers.
It's now 2019 and corporate and political leaders are having a realization strikingly similar to the one we had a century ago: Vocational training and apprenticeships are important, and we need to update them. This will require cooperation among the federal and state governments, teachers, and companies, as well as investments of money and resources before seeing a return. But before any of this can work, experts say we need to shift the national discussion around education and jobs, and stop seeing a vocational or skills-based path as lesser than a more traditionally academic one.
At Business Insider's panel at this year's annual World Economic Forum conference in Davos, Switzerland, Wharton professor Adam Grant spoke matter-of-factly about the urgent need for alternatives to four-year college degrees for a significant slice of the population (58% of American high school sophomores don't graduate from college).
"It's a certification that you went to school, it's not a certification that you have the capabilities that an employer needs," Grant said. "I think way too many schools and universities are teaching students how to cram knowledge into their heads, as opposed to teaching them the skills that they need to figure out how they learn."
The consulting firm Bain recently published a report titled "Making the Leap," in which Bain partners Chris Bierly and Abigail Smith presented an apprenticeship model based on three years of research and collaboration with programs around the US.
Their proposed model, inspired by the Swiss apprenticeship model the authors consider the world's "gold standard," includes a combination of classroom work with hands-on training that can take place either during high school or right after graduation.
The Bain partners found that for the system to work, however, educators need to get on board. They wrote that "the idea of career or vocational programs often evokes a visceral reaction among educators, who recoil at the notion of forcing students to choose between a life of promise attained on the academic highway or a predetermined path to a paycheck with limited to no upside."
When states integrate more robust vocational programs into their school systems, they need to promote them as a respectable way to begin a well-paying career, and not have it be a decision that permanently sets the course of a student's life. A student enrolled in a three-year apprenticeship program to be a surgical technician should know that she can both use that job as a foundation for the rest of the career, or as a transition into a four-year college that may then lead to medical school. What's key is that neither choice is "correct," and that her high school teachers recognize that. And with the help of state programs, employers will recognize that, as well.
"The biggest hurdle these programs face is if they are seen as 'less than' academic-only pathways," Maud Daudon, the former executive director of the Seattle Chamber of Commerce, told the authors. "We need to ensure rigor and high quality as we change that narrative."
As the Bain research found, there is not a lack of jobs, but a lack of qualified candidates. And over the next couple of decades, breakthroughs in automation stand to eliminate potentially more than 2 million jobs.
At our Davos panel, a mix of executives and labor leaders may have had different worldviews, but they agreed on a basic premise: The contemporary notion that the only paths in life for Americans are either go to college and (maybe) land a well-paying job or don't and struggle through low-paying, soon-to-disappear jobs is not only bleak and toxic, it's unnecessary. With nationwide recognition of and respect for the importance of skills-based training, we can finally learn what we should have 100 years ago.


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Users of pilot-alert system that failed report new delays
WASHINGTON (AP) — Some users of a system that sends messages to pilots reported delays on Wednesday, but federal officials said the problem was not affecting flights.
It is the same pilot-alerting system that broke down spectacularly earlier this month, leading the Federal Aviation Administration to briefly stop all departing flights around the country.
An FAA spokeswoman said Wednesday the system that sends NOTAMs — notices to air missions – was online and operational. "Some users have reported slower response times due to high demand, but there have been no reports of impact to flight operations," she added.
The FAA posted an advisory saying that a NOTAM manager application was offline but other methods of entering alerts were working. The notice said that a hotline had been set up between the FAA's air traffic control command center "and industry" – presumably meaning airlines.
The system is critical to aviation because pilots are required to check NOTAMs before they take off.
The FAA said last week that contractors who were trying to "correct synchronization" between the NOTAM system's main database and a backup accidentally deleted files, triggering a meltdown that led to more than 1,300 flight cancellations and 11,000 delays on Jan. 12. The FAA said it has found no evidence of a cyberattack but was continuing to investigate the outage.
NH AG: 7-year-old child left in a coma from injuries dies as father faces abuse charges
Dave Hyde: If the NBA doesn't care about the regular season, should you?

redpajama_set_name: RedPajamaCommonCrawl


This week: The Orwell Prize has been awarded, JK Rowling is up for an award, but not as JK Rowling, DC and Marvel took a self-published author to court, the Bookseller's YA Book prize was announced, the U.S. Poet Laureate has written a poem about the UCLA shooting, Franzen's Purity is coming to Showtime with 007's help, and Mississippi libraries are going to have to make due with less. All this, plus the New York Times Bestsellers, Literally This Week. This episode is sponsored by Interlude to Sentimental Me! the new poetry collection from Michael B. Judkins now available from aois21 publishing.


Valley Forge Military College is an independent institution established in Wayne, Pennsylvania. The college is connected to a preparatory boarding school that serves students from grades 7 to 12. Students enrolling in VFMC have the option of completing their studies through three different paths, through the Corps of Cadets, as a commuter student, or through the ROTC Early Commissioning Program. VFMC's campus features a several unique facilities, such as the H.R. McMaster Center of Security Studies, which provides students with a research-based education in criminal justice and cybersecurity.


Guidance and resources on developing and maintaining a successful brand.
Fran Drager's Community Comms Collective workshop on branding principles and how she applies them at Z Energy (11 December 2015).
View the presentation slides and video below.
Charity Comms' comprehensive guide to everything you need to know about charity branding.
Note: You need to supply your email address to receive the full report (in PDF) by email.
Canva's guide on creating a visual style guide to ensure brand consistency across any collateral you produce.


"Just because of what happened yesterday doesn't mean that the pain stops," he said in an interview. "A lot of people on this campus — my students here at the law school, my colleagues on the faculty, students on campus, people in the city, across the state — are in pain.
According to a statement released by the Board of Curators late Monday, positions like Henson's will be established on all four of the university system's campuses, as well as at the system level.
That move was part of a list of demands issued by Concerned Student 1950, the main protest group whose actions in recent weeks culminated in the president's and chancellor's departures on Monday.
Asked what someone in his new job can do, besides being hired to satisfy the protesters' demands, Henson said his emphasis will be on listening and on establishing proper relationships on campus.
But Henson hesitated before answering whether the recent turmoil at Mizzou could have been avoided if someone had been in his new post six months ago.
At this time, Henson said, people have to be patient.
"I think it would be a mistake for anybody to think that just because a vice chancellor for inclusion, diversity and equity was appointed, that suddenly everything would heal, everything would get better and everything would become new," he said.
Loftin's position as chancellor will be filled on an interim basis by Hank Foley, who has been a system vice president and a vice chancellor on the Columbia campus, both in the area of research.
Wolfe remains on the job until an interim president is named. John Fougere, a spokesman for the system, said that choice will be made as quickly as possible.
The Board of Curators have called a closed session for 4:30 Wednesday afternoon on the Columbia campus.
Wolfe's contract, which originally was set to expire in February of this year, was extended by the Board of Curators last year through the end of June 2018. His salary is $459,000. Fougere said Wolfe did not discuss any financial settlement with the curators Monday when submitting his resignation. Fougere said he had no information on whether a settlement will be forthcoming.
But hiring diversity officers, and anyone else needed to carry out the programs announced by the curators Monday, will strain an already tight budget for the university, according to Mizzou economics Professor Michael Podgursky. The result could be fewer faculty members and fewer classes for students to enroll in.
On the day after the two resignations, Podgursky said he didn't notice any fallout on campus in the two classes he taught. He called the whole situation "perplexing," with a boycott by football players becoming the tipping point that led to the resignations of two top officials.
"We need a good leader. I think you can get a good leader out of the academic community and you can get a bad leader out of the academic community, and vice versa. I think it's got to be someone who will stand up for the principles of the university, the mission of the university, like freedom of speech and student rights. They're important in higher ed.
Podgursky, who has been at Mizzou for 21 years, said that until the last few months, he thought the racial situation on campus had been good. But like Henson, he said the climate has to be viewed in the context of the larger community.
"In a world where there's free speech, mean things will get said. We should try to make it a comfortable environment, but at the end of the day, you can't control everything everyone says everywhere. So I hope everyone can understand that and try to muddle through," he said.
Meanwhile, on Tuesday the campus police department at Mizzou issued guidelines on how it would like to hear from students about what it termed hateful or hurtful speech. But the message didn't sit well with the American Civil Liberties Union of Missouri, whose executive director said it "simultaneously does too much and too little."
In an email, the campus police asked students who "witness incidents of hateful and/hurtful speech" to call police immediately, give a summary of the incident and a detailed description of the individuals involved, plus a license plate and vehicle description. If possible and safe, the police said, students should take photos with a cell phone.
While such speech may not be criminal, the email added, prompt reporting can lead to action taken under the campus code of student conduct.
A campus spokesman defended the process, saying that even if speech is protected by the First Amendment, the university is committed to upholding core principles of respect, responsibility, discovery and excellence. But Jeffrey Mittman of the ACLU criticized the approach taken by the police.
"Racial epithets addressed to a specific person in a threatening or intimidating manner can be illegal," he said in an email, "and may require action by police and/or university administrators. But, no governmental entity has the authority to broadly prohibit 'hurtful' speech — or even undefined 'hateful' speech, or to discipline against it.
St. Louis-area student activists said University of Missouri System President Tim Wolfe's resignation has re-energized the student protest movement that sprang up around Ferguson a year ago.
Mizzou students' demands for a more diverse and inclusive campus are similar to those made by St. Louis student activists.
Saint Louis University junior Jonathan Pulphus said Wolfe's resignation proves that students' actions can change systems.


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You are here: Home / Archives for dialogue
Employee Engagement Dialogue: Mike Wagner and David Zinger
October 15, 2012 by David Zinger Leave a Comment
Strange and Strangers: Employee Engagement Dialogue
Snippet from the dialogue: Yeah, what's happening right now is that we have to learn how to do group creativity, and until we learn how to do that we're not going to get the innovation and the competitive advantages that we'd like to get from our organization, and we don't do that very well; we don't know how to assemble teams, we don't know how to facilitate creative discovery, we don't know how to move through that process, and until we get there we're going to be waiting for the lone genius to somehow emerge and show us the answer, and frankly I just don't think that's going to happen in most organizations.
Strange Engagements from David Zinger on Vimeo.
David Zinger: Hi, my name is David Zinger and welcome to Employee Engagement Dialogues. It's my privilege and honor to have Mike Wagner with us fromIowa here today. I encountered Mike on a You Tube video on strange, and so we're going to focus today on strange employee engagement and I'm looking forward to our dialogue. Mike, welcome to Employee Engagement Dialogues. There's a little bio for you up there, but I think which is much better is just in your own words if you can tell us a little bit about your background? [0:36]
Mike Wagner: David, great to be with you today and looking forward to our conversation for sure. My background I might say is checkered; I'm an accidental businessperson. I actually began my public career, my marketplace career actually as a minister and a pastor starting new churches, and so I studied strange things, I guess that's only fitting – seven years of classical Greek and four years of ancient Hebrew, and I have a master's in American church history, and so that's part of my strange journey, and I started churches and I pastured churches for 17 years before I got into the marketplace. [1:15]
David Zinger: And then you fell down the rabbit hole? [1:18]
Mike Wagner: I fell absolutely down the rabbit hole and I've been enjoying it ever since. Actually, you know when I left the ministry I found myself at Saturn in the late 90's, the car company, and it was a great place; I learned a lot about branding, but I also learned about how to challenge a dysfunctional industry if you will, and how hard that is, and what it takes to do that, and what it takes to actually bring people along with you in that mission and vision of reinventing an industry. [1:50]
David Zinger: So, why White Rabbit Group, Mike, why the name? [1:55]
Mike Wagner: The name is actually intended to get you to ask the question why White Rabbit? [2:02]
David Zinger: I fell for it didn't I? [2:03]
Mike Wagner: Yeah. About 98% of the time before I give a speech or an address or open up a workshop people say before you go any farther, tell us where did White Rabbit come from, and if I'd called it Wagner Consulting no one would have asked, you know? But in part it's from Alice in Wonderland and the idea that the people that we want to serve as our clients are like Alice at the beginning of the book; reading a book with too many words and kind of bored and unsure of yourself as far as what comes next, and we want to be the white rabbit that takes our clients down the rabbit hole and brings them to a brand new place of excitement, and enthusiasm, but also challenges status quo for them. [2:44]
David Zinger: OK, and that's a strange environment when you readAlice in Wonderland and a very enthralling environment. Before we get a little more formal with your definition of engagement and branding, what's engaging you most in your work right now? [2:58]
Mike Wagner: I'm really intrigued right now by how organizations come together. Some work by Steven Johnson in Where Good Ideas Come From, and then most recently literally just happening right now Dave Gray's book, The Connected Company, are areas of study and research that I've really been interested in; challenging hierarchical models, looking at network models in terms of how we create organizations, and I think it does touch on engagement because it's going to change the dynamic and address some of the challenges of siloing and other things, so that's where my area of interest is right now and we're seeing that as a big challenge for a lot of our client companies as well. [3:44]
David Zinger: OK, and when you join the Employee Engagement Network one of the questions I've been asking recently is to have people put engagement in their own words. I know there's already some people argue too many definitions of engagement, but meaning as in people, not words. Can you tell us how you kind of define or look at engagement? [4:03]
Mike Wagner: You know I look at engagement relationally, and the particular relationship I think that drives engagement, at least it has for me as a person is knowing the connection between what I do every day and the way we deliver remarkable customer experience or branded experience to our customers, clients, members, whoever it might be, and seeing the connection between my contribution and how people are enriched, or transformed, or somehow changed for the better. If I can make that connection, I'm engaged. If it's not something I can make a connection, if I can't see those dots coming together, then I'm not engaged, and so that's how I define employee engagement these days. [4:45]
David Zinger: Well, thanks for that, and I'm looking forward to when we weave that together with some of your concepts on strange, because I think that just somehow that video just resonated with me in looking at the workplace, but before we do, and it's connected nonetheless. One of your areas is in branding and sometimes people see branding as clever slogans or a logo on a cereal box or something like that, but I think you have a much richer view of branding. I'm wondering if you can talk a little bit about branding or personal branding? [5:17]
Mike Wagner: Yeah, I look at this from a behavioral point of view rather than from a projection of an image. You know, again, we have grown up in an era where brands were about logos and taglines and we were in a broadcast world, but I think our world has shifted to this network marketplace and we like to say that you behave your way to a great brand, you don't talk your way to a great brand, that branding is not as much a graphic art as a performance art, and it's something I learned at Saturn where we had to behave our way to a positive brand experience for our clients, and it's something that is going to touch the entire organization, so it's not just marketing then; it's operations, it's everything, it touches on every element of the work world, and our approach to branding is about performance – it's the doing, and designing the experience for customers and delivering that experience. That's what we feel branding is all about in this current world that we're in. [6:20]
David Zinger: And then also we're looking at it from an employee or a person working in an organization; it's we could be tying some of the branding into their performance management if you will? [6:30]
Mike Wagner: Totally. In fact, at Saturn we had a thing called brand critical standards, and literally every employee had brand critical standards, and they could see what they were doing each day as a contribution to hitting certain standards that rolled up into a branded experience for our customers, and so it was actually part of our training, how we were hired, how we were encouraged and trained along the way. You're right, there's this connectivity, and I like to see that connectivity. Again, I think that when it's disconnected then it's just work; it's not contributing to something bigger. [7:09]
David Zinger: And that sense of meaning and purpose is certainly one of those drivers or factors of engagement and takes things beyond just work. [7:19]
Mike Wagner: Exactly, exactly, and it's fun too, because it's the same kind of fun that people have when they put on a party for someone. When you do a birthday party for someone you like, it's that same kind of energy of how are we going to make this special, and memorable, and what's going to happen when they see what we've got planned for them? So, there's a design element, there's a creativity element in it as well that all employees are participating in. [7:46]
David Zinger: So, it takes that workplace and enriches it. I don't know if you've been over to theUK. Certainly one of the phrases that, you know, as you ride the tubes and look around, you see all the places called mind the gap, and the gap they're talking about there is the gap between the subway car and the platform or whatever, but I think you brought a whole sense of mindfulness to the gap, to the differences between people. Can we get strange for a while? [8:17]
Mike Wagner: I hope so. I'm glad that you liked that TEDx talk. [8:21]
David Zinger: I don't like it, I love that TEDx talk. As I said to you before we started, I watched it twice, and given the amount of time I have, I usually don't have time to do things twice, and got more out of it even the second time. What do you mean by strange? [8:39]
Mike Wagner: Well, strange really is just different than me. So, and most everyone else feels that; they feel somewhat unique, or different, or they have a point of view that is not shared by 100% of the people around them; we're all strange, and being able to embrace that and have a fresh way to attack that. I suppose in the workplace people talk about it as diversity, but I thought maybe strange would be a more fun way and maybe a fresh way to enter into that conversation, and so that's why I put together this talk for the TEDx Des Moines presentation. [9:15]
David Zinger: In the talk you quote one of your favorite authors and you say the brain must be shocked into paying attention, and when I hear workplace diversity I go ho-hum; when I see strange, all of the sudden my brain is engaged. [9:29]
Mike Wagner: Yeah, well that's back to why we called our company White Rabbit – we wanted to shock you into paying attention, and yes Gregory Berns in Iconoclast, a great book, it says that we've got to wake people up by doing the unexpected, the non-conventional. We can do conventional things in an unconventional way, and that's engagement again, so being strange and welcome the stranger into our workplace so that we can do things that we couldn't do without your strange contribution I think is part of what has intrigued me about how businesses can run and how organizations can succeed. [10:05]
David Zinger: Well, and it seems to me, and you used a word that we've living in an echo chamber at times, and I think sometimes for some organizations when I talk to the executive or whatever, their feedback seems to come in an echo chamber, and the best they do at listening to employees at times is to monitor the employee engagement survey, and I think you're asking them to do something much more than that. [10:30]
Mike Wagner: Yeah, in fact I was wondering, David, why does strange resonate for you as you look at this world of engagement that you are immersed in? Is it because people are kind of homogenous, you know, kind of flat in terms of the differences in many organizations at some point? [10:52]
David Zinger: Well, you know I've been a little concerned about how, for lack of a better term, straight-laced many people played in the workplace, so we can't go beyond that. You know one of my pet peeves if you will, and I'll try not to stay on this for very long, is I would like to see employee engagement surveys where employees would be safe enough to put their name on it. The disengagement wouldn't be a punishable offense, it would be a trigger to a conversation, and that I think in some workplaces we don't have an engagement problem, we have a safety problem, that it's not safe to be strange, it's not safe to be different and to let people know what you're experiencing, but if we can't start there, how do we move from there? [11:35]
Mike Wagner: Yeah, in fact you're really harkening back even to some of my work as a pastor, and that is the job of ministry many times is to create a safe place where you can have unsafe conversations, and until that I can't bring all of me, I can't bring all of me to the workplace, and so how can I be fully engaged if parts of me have to be left somewhere else and not brought to the workplace? I'm with you on that. In fact, I'll tell you one of the things that really struck me when I began to speak in the marketplace and have more employee conversations and presentations was people would say your presentation's different. I would say what's different about it? They say well, it's like you're exited about stuff, and I said aren't you guys excited about stuff? Well, you know, we don't express it very much, you know, and that was a surprising thing to me; I thought well, this is exciting, you spend a lot of your life at work, why wouldn't you allow yourself to be passionate about it, but that was a whole piece of their life that was left somewhere else. [12:40]
David Zinger: Yeah, and you know one of the expressions in our field of employee engagement is, and I don't care for it much, is get everybody on the bus and I like to think people can drive themselves, but you talk about getting on a bus and seeking out the strange person, and I'm not talking about a bus; I'm talking about the organization, but you have a delightful example on the bus that I think if you listen to carefully it really is seeing the strange people and the employees in our organization and what they have to offer and to give us. I wonder if you can give us the abridged version of Alice Moore's piano and kind of encourage people to watch the You Tube video after? [13:22]
Mike Wagner: Yeah, Alice Moore, I was riding the bus at one point in my career down to work everyday, and as a bookish fellow I was carrying a book and always reading. I set aside the book, I began to look around at my fellow travelers, and I found what I thought was probably the most different or strange person – this 95-year old woman that would get on the bus every Tuesday and it turns out her name was Alice Moore, and all I did was begin to ask her questions, and she told me her life story, and over a few weeks I got to know her very, very well, and then she surprised me one day and said Mike, I've decided to move to San Francisco and live the rest of my days with my twin sister, and I knew about her twin sister and I knew their story, and then she said Mike, I'm going to give you and your family my upright piano, and I began to weep literally, because in getting to know this person that was so different from me and really from a different world… She was giving me the piano that her father, the railroader that worked so hard to buy a piano for his twin daughters, she was going to give that to me, and the only thing that she asked is that when your kids are done with it, pass it on to another family. So, my kids learned to play the piano on Alice Moore's piano and this is that reaching out to the person different than you and looking for the magical discoveries that come when you do that, and it's enriching, and why we don't… David, don't you find it's amazing that people can work a few feet from each other and not know each other very well at all? [15:00]
David Zinger: What do you mean? You just email the person. [15:02]
Mike Wagner: I sent them a memo, what are you talking about? [15:06]
David Zinger: You know, we got very intimate – I texted once. [15:09]
Mike Wagner: But yeah, and so I'll do like retreats and things like that, and people the first thing I'll do is I'll have them tell me about a moment in their life when they felt they were the best team experience of their life, and people share amazing stories, and as they share these stories people find out things about each other that they never knew, and I'm saying you've worked with each other for 7, 8, 10 years, and you didn't know this about this person, and they have so much more to bring than just their resume, and their educational certificate, and maybe their expertise in subject matter; there's bigger things going on and there's more enrichment that can take place, and more innovation and creativity frankly compared to… [15:54]
David Zinger: Yeah, you talk about, you know, solo authors and publications, and when you bring a group of people together with differences or whatever, and I think what was the factor, about 6x the amount? [16:08]
Mike Wagner: Yes. Yeah, what's happening right now is that we have to learn how to do group creativity, and until we learn how to do that we're not going to get the innovation and the competitive advantages that we'd like to get from our organization, and we don't do that very well; we don't know how to assemble teams, we don't know how to facilitate creative discovery, we don't know how to move through that process, and until we get there we're going to be waiting for the lone genius to somehow emerge and show us the answer, and frankly I just don't think that's going to happen in most organizations. [16:44]
David Zinger: And things are so connected, I mean going back to say, the survey methodology that's frequently used in organizations, how many organizations go to the employees and ask them what questions should we be asking you, and I thought who would be better qualified to determine some of the questions to ask about engagement than employees themselves, but no we got to a consultant company and pay huge fees to have someone manage this process, and not that data isn't important or the data isn't relevant, and that we do want to understand if we're making progress, but I think we need to really supplement that by minding the gap, by lessening the space in-between. [17:24]
Mike Wagner: I'll tell you one of the best questions I ever heard came from Peter Block, I'm sure you've probably read some of his work. [17:31]
David Zinger: Yes. [17:32]
Mike Wagner: And Block in The Answer to How is Yes has a series of questions that he says he would ask employees, and one that is really stunning is this question: what do you want to create? I recommend all my clients ask every employee they hire, you're coming to work here, what are you hoping to be able to create while you're employed at this place? I think that opens up a wonderful conversation. [18:00]
David Zinger: And I think it's kind of sad that a lot of people don't even realize that that's an option for themselves. [18:06]
Mike Wagner: Yeah, true. No, they have gotten to a place where really they have allowed themselves to be just employee and minimizing their contribution, and so it's time for a revolution, and let's make it a strange revolution, OK, let's open the door to a brand new way of collecting employees, gathering them, assembling them, and setting them on fire to do something really meaningful in the world. [18:35]
David Zinger: Well and whenAlice goes down the rabbit hole she has some just incredible experiences, and sees the world in such different ways, and you've got to believe when she comes back up she's transformed for the rest of her life. [18:50]
Mike Wagner: Exactly, and so it's about making the marketplace not less than transactions, but certainly more than transactions; making it a transformative place, not just a transactional world. [19:03]
David Zinger: And yet with White Rabbit Group, I mean we're kind of over the map a little bit with some of the strangeness, is one of the focuses you have is really making things simple, objective, and easily communicated so that it becomes at the center of everything you do. [19:18]
Mike Wagner: Yeah, yeah, and one of the things that we do that's very, very simple is we personify the right customer and the right customer experience, usually giving a name. One of our clients, for example, named their right customer Jack, and so their question is what would Jack want, and it's personified, it's simple. Senior leaders say is this something that Jack would want us to do. If it happens to be a woman, it's Jackie, what would Jackie want us to do? It's a foreign sale, it's what would Jacque want us to do, but it's in that organization it's simple, it's objective, it's easily remembered and communicated, and everyone knows it's all about Jack here. [20:00]
David Zinger: And to get to Jack we've got to work with Jill, and Jill's the person who's going to deliver the services, and it seems to me with that branding we need to ask those internal questions around engagement about Jill and who is our Jill, and how does she work, and what does she want. That's so well said. [20:17]
Mike Wagner: Yeah. Well, you know, so that's our approach, and once we have an opportunity to serve clients that way, the leaders are really setting up their employees to succeed and that's our goal. I think the thing that really motivated me deep in my heart is when I began to see how many wonderful people weren't fully contributing inside an organization because it wasn't simple and it wasn't easy to understand, it wasn't objective, and so a lot of the contribution was being left on the table when it could be brought to the workplace. [20:50]
David Zinger: Well said, very well said. Mike thanks so much for taking 20 minutes of your time to help us look at the world from a little bit of a stranger perspective and to mind that gap. You're part of the Employee Engagement Network and it's wonderful to see 5,100 and about 50 people now kind of coming together and looking at work, and how we connect, and how we do things, so thanks for joining us today. [21:16]
Mike Wagner: I'm honored David, and thank you for such a lively conversation; my mind is racing. [21:20]
David Zinger: My pleasure. [21:21]
David Zinger is a global employee engagement expert. He founded and host the 5300 member Employee Engagement Network. David is currently using the Pyramid of Employee Engagement with organizations and individuals to increase their levels of engagement.
Filed Under: Employee Engagement Tagged With: David Zinger, dialogue, Employee Engagement, Mike Wagner
Employee Engagement Dialogue: Elizabeth Lupfer and David Zinger on the Social Workplace
September 12, 2012 by David Zinger Leave a Comment
Employee Engagement and the Social Workplace: A Dialogue with Elizabeth Lupfer
This recorded twenty minute dialogue between Elizabeth Lupfer and David Zinger discusses the social nature of work and engagement. Here is a snippet from the recording:
Yes. Let me think about how I want to phrase it for you, but what my big statement would be or my big mission is that it's really that the relationship between employees and managers has historically, in my opinion, been taken for granted, and what I love about the emergence of social tools is it has really refocused our attention on employee engagement, and how to drive a high performing organization, and but more than that, it's that having a high performance organization, and having an engaged workforce are actually very complimentary goals, and those are necessary for maximizing business success, and on top of that it's also realizing that employee engagement is multifaceted.
Employee Engagement Dialogue: The Social Workplace with Elizabeth Lupfer and David Zinger from David Zinger on Vimeo.
David Zinger: My name is David Zinger and welcome to the employee engagement dialogues. I'm speaking and have the honor of speaking with Elizabeth Lumpfer on the social workplace, and Elizabeth you are what I would consider a maven of the social workplace and a prolific curator and writer about the social workplace. On the slides right now there's a little bit of your formal background, but I'm wondering if you can say a few things about your background and your interest in the social workplace, Elizabeth? [00:30]
Elizabeth Lupfer: Sure, and I want to say thank you; I have never really considered myself a maven, but I suppose it's kind of grown to be that. I started out always professionally in corporate communications, and employee communications, and recently it's definitely evolved to include HR communications – learning all facets of what it's like to really drive the employee experience within my professional work, and it just so happens that my passion personally is how to further engaged employees. So, when social media first started emerging into the market it really was a focus on consumer engagement and marketing from that perspective, and I've always wondered how we could take the things that we were learning from driving engagement with consumers, to internalize that within the organization, and that's pretty much how the social workplace first started, and it's become a really big opportunity for me ever since. [01:45]
David Zinger: Yeah, and not only an opportunity for you, but a contribution to so many others. What engages you most in your work, Elizabeth? [01:55]
Elizabeth Lupfer: I think I'm one of those people that as soon as I hear about a new platform, if something's in alpha, I want to be on it, if it's in beta, I want to be on it. So, it's really about emerging trends for me, and but it's not so much about adopting what's emerging; it's also making sure that it's making me personally more productive and streamlining my activity. I'm a web developer at heart and there's a rule that we have in web development, and it says that if you do something more than three times, then you need to automate that process, and so that's really what drives me is OK, if I'm someone who needs it to be automated, because I am probably actually one of the most least productive people in the world, because I'm easily distracted by shoes mostly, but… I know. All right, I have ADD when it comes to shoes; I'm like oh my gosh, there's this new shoe, I need to have it. So, it's how to make sure that I stay focused, and then also how to keep employees focused as well and not always looking at new shoes like I am. [03:16]
David Zinger: You're the first person who… I know lots of people who get distracted by shiny objects, but you're the first person with shoes in that equation. I want to back you up for a moment, and that's my perspective, and it might not be yours is that you do talk about interesting new tools, and you use them so well – everything from info-graphics from Pinterest, and we'll touch upon that, but you see the social workplace as something much more than tools; it looks to me like you use those tools to really further advance and connect that social element of work? [03:47]
Elizabeth Lupfer: Yeah, well, because it's easy to say, you know, create a collaboration site or to integrate Yammer and then say oh, we're a social company, but the problem is, and I would say for the companies that have quickly adopted social tools, it was a hard lesson, because what happened was you would have an initial push for a collaboration site or for Yammer or Chatter, what great tools by the way, but what you want to drive or build is the sustainability, and the only way that you're going to do that is if you actually integrate those tools judiciously within your business processes, within HR transactions, with, and what I like to say, and what you'll often find on my blog is how to enable employees to learn, plan, and do their work and personal lives. [04:53]
David Zinger: So, there's learning, planning, and doing, but your unique focus is social, and a real strong weave with engagement, hence bringing you into the employee engagement dialogues with that. I have a slide up right now of kind of my passion of trying to collaborate and engage honeybees, and my fascination with those small creatures is 50,000 in a hive and they really learn to work together, and the next slide is the tagline for the social workplace – where community and collaboration mean productivity. I wonder if you can enhance that comment and just say a little bit more about that? [05:34]
Elizabeth Lupfer: Well, sure, and it's really speaking to… If you want to use your honeybee example, and I really love the dialogue, the back and forth that we had, David. Just for everyone's frame of reference, when we first started talking about the honeybees I was like oh, isn't that interesting that the queen bee is the one that, you know, is the driver, but really what it's, and what you told me, David, was that well, you know, it's not necessarily about the honeybee; it's about the bee workers, and that's exactly right, and when you apply that to the organization, it is all about the employees, it's about the workers, it's not about the queen bee. The queen bee drives or is a representation of leadership and strategy, but at the end of the day it's about the workers, and so when I started talking about collaboration, and community, and how it needs to drive that productivity, it was really speaking to how the collaboration and the community are the tools and the productivity is the results, and that's how you make sure that you strategically align your initiatives, and your programs, and all those social tools, and shiny new things, and make them business drivers at the same time, because no CEO, I think you know David too, with all your work in engagement, you can't just say oh, we want to be more collaborative; they need to see results, and the results… So, you really need to determine what that result is, and for me it's about productivity. [07:24]
David Zinger: So, the social, to use your fascination, is what puts the shoes on the feet of productivity, it's what makes it operate and run, and many times people tend to see the social somehow as something extra or people are wasting time on that Twitter thing or they're just kind of gathering around the water cooler or however you want to see it. It really is a huge part of that strategic approach and the way that that strategic approach is achieved. [07:53]
Elizabeth Lupfer: Right, well you know it's so funny that you bring up that analogy, because about two or three years ago I actually wrote a blog post about my finding new heights in social media and in my high heels, because…. And I actually wrote about it because of my fascination with my shoes and my high heels, because I'm known for wearing my four-inch heels wherever I go, and so I wrote a blog post about finding new heights in social media and in my high heels, and it really was speaking to how I personally reached new heights wearing my shoes, and if you ascend that analogy to social tools, businesses can find new heights as well. [08:42]
David Zinger: What a wonderful weave, Elizabeth, and I mean high heels and yet strategic planning, and thinking, and not seeing it as fluff, but owning your kind of own individuality of that, and I'm very appreciative of that perspective that you bring. [08:59]
Elizabeth Lupfer: Well, it's funny because most people always ask me, because I'm actually in HR, and my friends they often ask me wow, you're in HR? Because I am the most… HR has a reputation for being policy and procedure enforcer, so I'm your most unusual HR person out there. [09:24]
David Zinger: And so you really are involved in a fair bit of thought leadership, and as I said before, you're quite prolific, and we'll talk about the site where people can go to read what you're writing and to see a collection of info graphics, but you really are a thought leader in that collaborative element. Have you ever written a manifesto on the social workplace? [09:46]
Elizabeth Lupfer: No, actually I haven't, and… So, it's I have thought about it, and really what I would like to do, and I have there's a few colleagues where we have tossed it around, and tossed it around, and because I think that to write a really compelling manifesto or even a book about the social workplace, I have a contribution to a very specific area, so the employee engagement, the social tools within business processes and HR transactions, that for me to write a really balanced manifesto that I think would be beneficial, and knowledge, and practice for a lot of organizations, I have looked to a couple colleagues that I think can speak to other areas that I think are really important components to an effective social workplace. I just haven't… You know, you see how my blog, and then my blog, David, I think as you know, is not my fulltime job. [10:59]
David Zinger: No. [10:59]
Elizabeth Lupfer: A lot of people think it is. So, it's I actually have a fulltime job in addition to the blog, so the question is time I suppose, and coordination with the colleagues that I was mentioning before. [11:16]
David Zinger: Well, and that's your contribution, I mean in a similar vein with the Employee Engagement Network; that's not my job, that's a hobby originally started to get five or six people together and it's grown a bit beyond that. [11:28]
Elizabeth Lupfer: Exactly. [11:30]
David Zinger: If you were… Elizabeth, if you were to write a manifesto or to start, is there one statement or a couple statements that you think would be vital and important in there? [11:41]
Elizabeth Lupfer: Yes. Let me think about how I want to phrase it for you, but what my big statement would be or my big mission is that it's really that the relationship between employees and managers has historically, in my opinion, been taken for granted, and what I love about the emergence of social tools is it has really refocused our attention on employee engagement, and how to drive a high performing organization, and but more than that, it's that having a high performance organization, and having an engaged workforce are actually very complimentary goals, and those are necessary for maximizing business success, and on top of that it's also realizing that employee engagement is multifaceted. It's very… My company, I know many other companies, and I'm sure, David, in your research and your consulting you ran into this a lot. I saw where a lot of companies want to benchmark on what employee engagement is and means for other people and other organizations, but the problem is that there is no one magical solution, because the drivers of engagement varies from company to company and you really have to take an assessment of your department, your functional areas, and then your individual employees. A culture at Zappos has completely different drivers of engagement than what the drivers of engagement would be for a company like Verizon, so there's no comparison. So, you really have to two things, and this is something you actually, David, I think you have more knowledge about than I do is really taking a look at your internal employee engagement index and then the external employee engagement index, so that's using external benchmarks as well as establishing internal benchmarks. [14:00]
David Zinger: Yeah, I really… [14:01]
Elizabeth Lupfer: Wouldn't you say? [14:02]
David Zinger: Right, yeah, I really personally hunger for the day when surveys don't have to be anonymous, that there's safety to talk about what's going on, and that we can even go downstream a bit and have employees contribute to the questions that are asked on engagement. Many of the benchmarks and survey tools are disengaging in and of themselves, but going to your… I have a screenshot of your site up, and it's such an engaging site, Elizabeth. [14:33]
Elizabeth Lupfer: Thank you. [14:34]
David Zinger: You write so many blog posts that are so informative and so helpful to people in the workplace, involved in the social element of the workplace, and people involved in the engagement element of the workplace. Any comments about your site or things that just pop to mind when you think about doing it? [14:55]
Elizabeth Lupfer: Well, since you say I can say whatever pops to my mind, I'm going… Most people don't know this, but the social workplace… I've been blogging for many years actually, and… I shouldn't say many; it's probably since about 2005, but the social workplace has been an evolution and it really has been an evolution because of my passion for it. But to speak to what we were talking about before was what personally drives me, and it's really about the social tools, and in many circumstances shiny new tools, not just shoes, and at the time… I know. At the time, there was a shiny new tool that was coming out, it was called the Blackberry Storm, and I actually, my first version of my blog was all about my love for the Blackberry Storm, and there might be some people that have been following me since the beginning that it was actually called Crackberry Girl. [16:07]
David Zinger: OK. [16:08]
Elizabeth Lupfer: And it was all about my love for my Blackberry Storm, and my very first blog post was called "My Crackberry is My Blankie", and because it's true, and so if I were to write a blog post now, it would be "Employee Engagement is My Blankie", and that's really what the social workplace is really speaking to. It's something that I live and breathe, personally and professionally. Again, this is something that I have sometimes people who reach out to me because I haven't written a blog post for three weeks, and they're like oh, is everything OK, and I'm like yeah, you know, I've just been busy, and I just haven't had the opportunity, I travel a lot, and I know just like you do too, and so it's you… I write when something inspires me and so that's really what it comes down to is it's just a personal passion of mine. [17:08]
David Zinger: Yeah, it's a fantastic passion and I appreciate you kind of backtracking to the origins, because there's certainly lots of bloggers now, but there are lots of people in the social elements of workplace and engagement who are a little reluctant to blog, thinking that they've got to be at that magnificent level that you're at now, and that's not how it began, but boy it sure has evolved, and on the screen… [17:32]
Elizabeth Lupfer: Absolutely. I think if you go back into my archives you might be able to find some of my original Crackberry Girl blog posts. [17:43]
David Zinger: And extensive archives; I mean when you look at it there's, you know, a post just about every week, sometimes a couple a week, as you say with that, and talking about tools, you know, a number of people in the business and organizational field have thought oh, Pinterest, that's just something for pictures or whatever, and you have quite a nice site of info graphics. [18:06]
Elizabeth Lupfer: Yes. Well, you know when it came to Pinterest, and my info graphics I was actually using Flickr for those first, and but my sister-in-law is probably one of the most crafty and creative people with crafts that I know, and she actually, I can't get her to be on Facebook or LinkedIn or any kind of blog atmosphere or social tool whatsoever, but she jumped all over Pinterest because she's a very crafty person, and she kept telling me, you know, you really need to take a look at Pinterest. I'm like, and I was like Julie, I'm the least current (inaudible) granola person you know, why would I be interest in Pinterest? And then I actually took a look at it, and I saw a lot of value, and at the time, there was no repository, if you will, on employee engagement graphics or info graphics, and I'm a very visual person, so I love info graphics, and I actually one day when I first created the Pinterest account Googled "employee engagement info graphics," and just looked for every info graphic I could find that was related to employee engagement and pinned them to my board on Pinterest, and then from there it's grown into I think… I don't… You have it up, right, David? [19:40]
David Zinger: Yeah, I do. [19:41]
Elizabeth Lupfer: Yeah, so it's about mobile technology, it's about human resources, it's about general social business, as well as employee engagement. [19:53]
David Zinger: Well, I'm very… [19:55]
Elizabeth Lupfer: Oh, and I also have an homage to my geekiness too. [19:58]
David Zinger: Well, I didn't see one on shoes, but I really do appreciate the collection, and it really triggered before our conversation this morning; I went and took a number of those and put them on my iPad just because there's times where I don't really want to read something, I've got five minutes or whatever, and those info graphics are a beautiful visual way to kind of look at that. Sometimes I get overwhelmed on a website when I get to it, but I thought oh, that's a nice thing to have for a five minute break or whatever just to take a look, and I highly recommend it to all of us involved in the employee engagement field and all of us attuned to the community, and collaboration, and social space of the workplace, because you can often get a lot of really good facts and details if you're making a presentation, or you're writing a report, or to give to your employees, so once again thank you for your contributions with that, Elizabeth. [20:55]
Elizabeth Lupfer: You're welcome, and you should take a look at the one I just pinned yesterday about I can't get no employee satisfaction. [21:05]
David Zinger: Yeah, with Mick; I saw that one. [21:06]
Elizabeth Lupfer: And then there's only one that I've actually put together myself, and that's the putting social HR in its place within the employee life cycle. [21:19]
David Zinger: Oh, I like that. [21:21]
Elizabeth Lupfer: So, that's my only original one that I've done personally. [21:26]
David Zinger: And it's a good one with the follow-up article. I was at your website I think even just this morning kind of reviewing before our conversation and went back to that one, and I think that really helps people understand that although you're the maven with the tools, and the techniques, and the information, that there is a really strong social element underneath this that's really authentic and could reside even without the tools, the tools just enhance and bring it forward. [21:54]
Elizabeth Lupfer: Right. [21:55]
David Zinger: Thank you very much, Elizabeth, for taking about 15-20 minutes of your time to talk to us about the social workplace. I highly recommend that people go to www.TheSocialWorkplace.com, go to Pinterest. Thanks for taking time with us today, Elizabeth. [22:13]
Elizabeth Lupfer: You're welcome, and I'm on Twitter. Twitter@SocialWorkplace is the handle, and then just speaking to what you were saying before about just what would be my mantra? If you take a look at the info graphic that I did just… Hopefully close with keeping this in mind for everybody, if you don't mind me offering it up, David, is where a social workplace considers employee behavior in order to create a truly collaborative and integrated social experience, and that really for me is the essence of a social workplace. [22:55]
David Zinger: What a great conclusion and it goes even one step further; it produces results for organizations and enhances life for individuals too, doesn't it? [23:04]
Elizabeth Lupfer: Yes it does, absolutely. [23:06]
David Zinger: Thanks very much Elizabeth, I sure appreciate you taking the time. [23:10]
David Zinger is a global expert on employee engagement. He founded and hosts the 5200 member Employee Engagement Network. Contact David today to request consulting, a speech, or workshop on engagement: david@davidzinger.com.
Filed Under: Employee Engagement Tagged With: David Zinger, dialogue, dialogues, Elizabeth Lupfer, Employee Engagement


Good video helps tell stories. People want to see, hear and feel something, and video can make them laugh and cry. There are so many layers of engagement and information – animation, voice over, text on screen, images, music. You can do it all at once and do it quickly, with the ability to tell a really long story in a short timeframe.
Video has the ability to bring people's work and ideas to life, telling their story in an engaging way. It's the antidote to death by PowerPoint. A great example is companies that have to prove engagement in health and safety. Making induction videos that are real and relevant to people effectively shares that information in a way that gets a response.
Where do I start with the video production process?
Know who your audience is and what your message is. How do you want people to feel, and what do you want them to take away from your video?
Apart from that, you don't have to have a fully formed idea. We most often create the story around what we discover. We listen, come up with ideas and suggestions and develop the story through an organic creative process, from concept through to finished product. We find what's there.
What are your tips for really great video?
The best videos are short in duration with high production values, good copy, and a mixture of text on screen, motion graphics, animations, creative visuals and emotive music. And fun out-takes.
Pre-production and post-production are key (and as always if you pay peanuts, you get monkeys). Most of the work isn't actually in the filming, it's in the preparation and editing. Another major element is the quality of audio.
There are also often ways to get more value out of your video – we might suggest making several smaller videos for use online or in social media, for example.
I really don't want to be on camera. How does that work?
Telling a story is very seldom about talking heads. There are lots of ways to tell a story that don't involve putting people on camera. If you do need to be on screen, the key is to make it easy and fun.
At Wordage, we often help clients determine their audience, messaging and objectives before they get started with video production, as well as providing great content to support video use. We know from experience that authentic, creative video storytelling used as part of the communications mix is worth every dollar. Get in touch if you'd like to talk it over.
Photo by Mark Hamilton photography.
Storyteller, community builder and multi-tasker extraordinaire.


This gearmotor is a miniature high-power, 12 V brushed DC motor with long-life carbon brushes and a 297.92:1 metal gearbox. It has a cross section of 10 × 12 mm, and the D-shaped gearbox output shaft is 9 mm long and 3 mm in diameter.
Key specs at 12V: 100 RPM and 100 mA with no load, 70 oz-in (5 kg-cm) and 0.8 A at stall.


can anyone help me with this, what nodes I should use and how to connect them?
I also want to instance the crowd by points, but when I do that it also duplicates along the points of its own object instead of another objects particles / points, any idea on this?
If you want each, lets say Character, have a different, lets say Shirt, color the approach would be to create a gradient with several different colors Plug a Instance Info Node Index ID into the Gradient Input. I only have LW 9.6.1 but I read the LW 11 Addendum and the way I understand character 1 starts with 0 in the Gradient and so on. so Instead for Character (Instance) 1, 2, 3, 4 would be 0, 1, 2, 3 and so on.
To get randomness use a random node. I can't say which one LW11 has, but DB&W Tools has a node for randomizing and if I remember correctly DPKIT has one too.
Show some Screenshots so we can help you with the nodal setup.
If you receive instances on your characters, check and see if you are using the instances on the Point Object and not on your Object to be instanced.


text:
Best Books Of The Year, as Chosen by a 3 and 6-Year-Old
January 8, 2021 | Lauren Mathur
I have two very opinionated readers. The eldest, L, has helped me make these lists the past two years. The youngest, M, is now joining the blogging game and is excited to share her favorite books that were published in 2020.
As noted in previous years, these are... READ MORE
Great Short Story Collections to Keep You Occupied
November 16, 2020 | Patrick Green
In a variety of contexts, storytellers are obligated to provide readers, or audiences, with engrossing tales of struggle, love, tragedy, comedy and horror. Some storytellers write these stories within the span of 400 pages while other writers choose to write these same types... READ MORE
What Does Hispanic Heritage Month Mean to You?
October 12, 2020 | Luis Rivera
In 1968, President Johnson commemorated the first Hispanic Heritage Week to honor the cultures and contributions of Latin Americans in our country. Twenty years later, President Reagan expanded the week-long celebration from September 15 through October 15, thus creating... READ MORE
6 Latinx Authors to Read During Hispanic Heritage Month
September 14, 2020 | Ruben Cortes and Nathaly Ruiz
In celebration of Hispanic Heritage Month, we gathered just a few of the most meaningful books written by Latinx authors we've read in our lifetimes. This is an ideal time to pick up a new-to-you book and explore the varied, complex experiences of Latinx authors and the... READ MORE
May 20, 2020 | Scottie Campbell
"The library hasn't been closed, only our buildings have."
I've repeated this refrain often over the past couple of months when friends and neighbors would ask about our reopening. We've been able to offer an impressive amount of services online during this time and it has... READ MORE


Sharp pains in her side sent a very pregnant Josephine to her local health center in Bénin.
When she learned it was potentially life-threatening hypertension, she quickly borrowed $70 from her savings group to pay for her health visits and medication until she gave birth. She then used her savings to get post-pregnancy check-ups.
Each year thousands of women die from pregnancy-related complications simply because they have to choose between healthcare and other needs.
Josephine' story is different because she was prepared.
She made sure to take part in the special health savings fund her group had created. She also has access to a network of doctors through the program.
Josephine continues to take her health care seriously. Using a small payout from the savings group, she visited the clinic when an inexplicable pain would not go away. She had the condition treated, and also used the visit to learn about family planning, selecting a method that would work for her.
When she looks at her daughter Huguette, Josephine is just thankful that she and others in her community have health loans and health savings to give them security and peace of mind.
Josephine lives with her family in south-central Bénin. For many poor households, health costs are their largest expense and often the largest barrier to getting timely care. Her savings group is part of a program developed by Freedom from Hunger (now part of Grameen Foundation) that has helped 20,000 poor women save for their families' health care needs, and connected them to 43 public and private health providers.


text:
Octave Aubry (* 1. September 1881 in Paris; † 27. März 1946 ebenda) war ein französischer Historiker und Schriftsteller.

Leben
In Paris besuchte Aubry das Lycée Voltaire und das Lycée Charlemagne. Anschließend studierte er Geschichte, unter anderem bei Albert Sorel. Nach Aufenthalten in England und Spanien entschloss er sich zu einer Schriftstellerkarriere in Frankreich.

Er wurde am 14. Februar 1946 zusammen mit Ernest Seillière, Jean Tharaud, René Grousset und Robert d'Harcourtin in die Académie française aufgenommen. Dies stellte die erste Gruppenwahl dar, da während der vorhergehenden Besatzungszeit keine Wahlen durchgeführt wurden. Aubry wurde der Nachfolger von Weihbischof Alfred Baudrillart (Fauteuil 8).

Er starb nur einen Monat nach seiner Aufnahme am 27. März 1946 in Paris und fand dort auch seine letzte Ruhestätte.

Rezeption
Seine erste Veröffentlichung war eine Verssammlung unter dem Titel De l'amour, de l'ironie, de la pitié. Bedingt durch sein Interesse für Geschichte verfasste er in der Folge zahlreiche historische Romane wie Louis XVII., Bonaparte et Joséphine, Le Coup d'état de Brumaire und Marie Waleska.

Als Historiker galt er als Kenner des 19. Jahrhunderts und schrieb dazu mehrere wissenschaftliche Werke über Persönlichkeiten jener Zeit, wie Napoléon III., die Kaiserin Eugénie, Une histoire du Second Empire, La Vie privée de Napoléon oder La Révolution française.

Werke (Auswahl)

Belletristik
 Le Roi perdu. Louis XVII. retrouvé. Mémoire inédit du comte de Vaisons. 21. Aufl. Fayard, Paris 1924.
deutsche Übersetzung: Der verlorene König. Saturn-Verlag, Wien 1939.
 Le Grand Amour caché de Napoléon. Marie Walewska. Ramblot, Paris 1925.
deutsche Übersetzung: Maria Walewska. Ein Roman um Napoleons geheime Liebe. Franckh, Stuttgart 1938.
 Le Lit du roi. Casanova, Louis XV et Mlle de Romans. Tallandier, Paris 1926.
deutsche Übersetzung: Das Bett des Königs. Casanovas einzige Liebe. Eigenbrödler Verlag, Berlin 1926.
 Le Roman de Napoléon. Fayard, Paris 1927.
 Bonaparte et Joséphine.
 Brelan de femmes, ou Le Coup d'État de Brumaire.

Sachbücher
 De l'amour, de l'ironie, de la pitié. Plon-Nourrit, Paris 1904.
 Le Roman de l'énergie individuelle. La face d'airain. Plon-Nourrit, Paris 1906.
 De la loi de pardon en matière pénale. Pichon &Durand-Auzias, Paris 1908 (zugl. Dissertation, Universität Paris 1908).
 L'Homme sur la cime. Plon-Nourrit, Paris 1912.
 Le Chemin de Damas. 1912.
 Sœur Anne. Plon-Nourrit, Paris 1912.
 Couleur de sang. Fayard, Paris 1928.
 Une tragédie de palais (Gaspard Hauser). Fayard, Paris 1934 (früherer Titel: L'Orphelin de l'Europe).
 Napoléon III. Fayard, Paris 1929.
deutsche Übersetzung: Napoleon III. C. E. Krug Verlag, Leipzig 1930.
 L'Espagne. Arthaud, Grenoble 1929/30 (2 Bde.)
 Marie Walewska. Fayard, Paris 1930.
 L'Impératrice Eugénie. 1931.
deutsche Übersetzung: Kaiserin Eugenie. Rentsch-Verlag, Erlenbach-Zürich 1940.
 L'Impératrice Eugénie et sa cour. Flammarion, Paris 1932.
 Le Roi de Rome. 1932.
deutsche Übersetzung: Der König von Rom. Rentsch-Verlag, Erlenbach-Zürich 1949.
 La Trahison de Marie-Louise. Flammarion, Paris 1932.
 Les Dernières Années de l'impératrice Eugénie. Flammarion, Paris 1933.
 La Jeunesse du Roi de Rome. Flammarion, Paris 1933.
 Histoire de France, Bd. 3: Révolution et Empire. Flammarion, Paris 1934.
 Sainte-Hélène. 1935 (2 Bde.).
 La captivité de Napoléon.
 Le mort de l'Empereur.
deutsche Übersetzung: Sankt Helena. Rentsch Verlag, Erlenbach-Zürich 1936
 Die Gefangenschaft Napoleons.
 Der Tod des Kaisers.
 L'Aiglon prisonnier. Flammarion, Paris 1935.
 Le «Ménage» de Napoléon. Napoléon, Talma et Mlle George; Marie-Louise, duchesse de Parme; Pèlerinage à Sainte-Hélène; Les Anglais et Napoléon (Napoléon et son temps; Bd. 1). Flammarion, Paris 1936.
 La Mort de l'Aiglon. Flammarion, Paris 1936.
 Le Règne de Napoléon III. Flammarion, Paris 1937.
 Le Second Empire. Fayard, Paris 1938.
deutsche Übersetzung: Das zweite Kaiserreich. Rentsch-Verlag, Erlenbach-Zürich 1938.
 Napoléon et l'amour. Flammarion, Paris 1938.
 Vie privée de Napoléon. Flammarion, Paris 1939.
deutsche Übersetzung: Napoleon privat. Rentsch Verlag, Erlenbach-Zürich 1940.
 Les Pages immortelles de Napoléon. Corrêa, Paris 1941.
deutsche Übersetzung: Napoleon als Schriftsteller. Schwarzwald-Verlag, Freudenstadt 1948.
 L'Aiglon, des Tuileries aux Invalides. Flammarion, Paris 1941.
 La Révolution française. Flammarion, Paris 1942/45 (2 Bde.)
 La destruction de la royalité. 1942.
 Le republique. 1945.
deutsche Übersetzung: Die französische Revolution. Rentsch Verlag, Erlenbach-Zürich 1946/48 (2 Bde.)
 Die Zertrümmerung des Königtums. 1946.
 Die Republik. 1948.

Weblinks

Einzelnachweise

Mitglied der Académie française
Mitglied der Ehrenlegion (Offizier)
Neuzeithistoriker
Franzose
Geboren 1881
Gestorben 1946
Mann

redpajama_set_name: RedPajamaWikipedia


As you know, making your game data-driven is good idea. So you make all kinds of configuration files with numbers in them: starting health, damage amount, XP reward, etc. But what do you do when those values aren't just constants? Today's article presents a little one-file class that you can use to evaluate simple formulas instead of just constants. What if your data for "XP reward" wasn't just "100" but instead a formula like "10+MMRDifference*50"? That's a great tool you can hand to game designers to data-drive your game. Read on to learn how!


To make the holiday season a little easier, I have a round-up of FREE Christmas printables.
You're sure to find some terrific gift tags, seasonal art for cards or wall hangings and even ornaments for your holiday delight.
Have your kids begun the Christmas count-down yet? My boys have! I can hardly believe it's almost here. I have lots of ideas on Christmas themed decorations—now just to find the time (and money) to do even half of them.
Kids will love filling out this Free Printable Letter to Santa.
These 20 Hacks for Holiday Entertaining will make your holiday gatherings a breeze.
Have some spelling fun this Christmas with these free alphabet stamping sheets. Spell out the Christmas-themed word associated with each letter to work on spelling with your little ones. This could also be a fun classroom activity in the restless days leading up to Christmas break. Find some red and green ink and get stamping!
If you're looking for a good way to get the whole family thinking about the upcoming Christmas holiday, then this would be a good way to do so. Get everyone together every night in the days leading up to Christmas to read a piece of the Christmas story. Print off the sheets and cut out each day's. Let a different family member read each night and maybe even include a little treat to go along with it.
If you're looking for all the bits and pieces to hosting a festive and fun Christmas party this season, check out these printables! Bright and cheery printables include an invitation, wine gift tag and labels, cupcake wrappers, party circles, food tags and a "cheers" banner in pink, magenta, apple green and light blue. This is especially fun if you're looking to get away from that traditional green and red.
Frameable holiday sentiments in red and white or green and white chevron; treat bag topper in red, green, aqua and yellow chevron, red and white polka dots or stripes. Pick out your favorite sentiments and simply print and frame for easy decoration. If you're wanting a little something to spice up your mantle decor, this is it.
Oreo elf feet pattern and how-to for gifting all the cookie monsters on your list. These would also make for an absolutely adorable party favor as guests head home for the night! The printable pattern makes these oh-so easy to create, meaning you can spend less time on these and more time with the family.
Use these cute gift tags to make all of the presents under your tree a little more festive this season! This is a set of gift tag images of holly, trees and cupcakes in classic red and green. Pair them with some sparkling or green and red ribbon to make your gifts pop.
100 Christmas home decorations that include banners, gift tags, subway art, ornaments, Christmas photo booth props and more. This has all you'll need to make any Christmas party you host festive and so much fun! A lot of these can be put together with a few simple steps and things you probably already have in your home. This will make holiday decorating easy and inexpensive too!
Over 122 printables that include food tags, "crafted by tags", gift tags, banners, medallions, dear Santa list, gift box and more. If you're looking for something specific or just some inspiration, you're sure to find something you'll love on this list. There are a lot of kid's activities found here as well, if you're in need of some fun holiday party things to keep the kids busy!
Christmas printables include a wide variety of holiday images and colors. From gift tags, to signs, and even a holiday planner, you can find whatever you may need (or want) in this list for your holiday season! The holiday planner is great for keeping things organized throughout the last bit of the year, making sure you're able to enjoy the holidays and be stress-free.
200+ Free Printables includes gift tags, wrapping paper, Christmas prints, advent calendars, stationery, printables for kids, from-your-kitchen printables, and more. Here you can find the perfect gift tags to make your presents pop, a little something for your Christmas decor, or maybe even a fun DIY gift. Check this out if you need something last minute this season!
Gift cards, greeting cards, gift card holders, and paper crafts are just a few of the freebies. The coffee cup gift tags are especially cute. Another favorite of mine is the chapstick holiday cards! This has a ton of fun and free gift-giving ideas. This is especially handy if you're looking for a few last-minute gifts to check off your list.
If you're looking for something rustic and elegant to add to your decor, look no further. This beautiful print out would look great in a frame sitting on your mantle this year. This famous Christmas carol line makes for the perfect wall art.
Either pick out your favorite Christmas carol from this list or go with all four in you want unique Christmas decorations! These would look cute either in frames, or as they're seen here on clipboards. Print and hang for easy decorating!
If you're looking for something a little more colorful this Christmas, go with this adorable poster! Pop this pretty poster into a fun frame for cute decor. You could also use this as a fun greeting card instead! Pair with your favorite Christmas candy or some little trinkets to pass out in a classroom or as a party favor.
If singing Christmas carols is something you love, then this poster is for you! Let everyone know what the best way to spread Christmas cheer is with this pretty printable. Simply print and pick your favorite frame for this little reminder.
This list is full of different and delightful printables perfect for the upcoming holiday season. Pick out one or two (or more!) favorites and hang them up. You could also print out smaller versions to use as holiday cards or to go with small gifts.
This list not only has some elegant and beautiful wall art and posters for you to appreciate, but it has a lot more. Find some adorable gift tag inspiration or party printables to make your holiday party extra special. Pick out your favorites and get to printing!
With two lines from famous Christmas carols, you can pick your favorite between the two. One is light with bold colors for festive fun. The other is a little more rustic with a burlap background. With two adorable choices the hardest part about these will be picking your favorite!
These pretty posters are made up of different colors and fonts with Christmas words. Some have bright and bold colors, while others are cool and elegant. Depending on your style, pick out which ones you love and get to decorating.
Print this out and make it part of a fun gift that would be perfect for teachers or friends. Of course, it's so cute that you might just want it for yourself, but it is the time of year for giving. This consists of all of the words you think of when it comes to Christmas in fun fonts, along with a few illustrations that are perfect for the holiday.
Just looking at this print can bring back all kinds of Christmas memories! It lists all the joys of Christmas such as cookies and snowball fights. This will remind you of all the fun your family has together during the holiday season.
This gorgeous print comes in a couple different color schemes for whichever you may like more. This would look great in an elegant frame around a Nativity scene this holiday season. Pick and print for a beautiful holiday decoration!
This lovely poster includes a silhouette of the Nativity scene and a quote. Pick out your favorite colors between the two and print. It's that easy to get pretty wall art for the holiday season!
These Christmas prints come in different colors so you can pick whichever one you like best. It also has some inspiration for decorating with them, such as layering them with wrapping or a pretty sheet of scrapbook paper to make them a little more festive. These would make a lovely decoration in your home.
These prints has a few different versions. Pick out a line from your favorite Christmas song or the infamous movie line from Home Alone. They come in more subdued browns, greens, and reds so they aren't too bright and bold, but still fun and festive!
If your family loves Christmas songs and caroling each year, this set of prints is for you. Here, you can find a wide variety of prints of Christmas carol sheet music! They look beautiful surrounded with winter scenes and elegant borders. They would be a fun addition to any music room or maybe even a fun gift addition for a music lover in your family.
TO KEEP KIDS BUSY THIS HOLIDAY SEASON, CHECK OUT THESE GREAT CHRISTMAS CRAFT AND PARTY IDEAS, GATHERED BY THE ELVES AT SPACESHIPS AND LASER BEAMS.
Don't miss more great Christmas craft ideas perfect for kids.
Don't miss 13 Homemade Christmas Ornaments Kids Can Make.