Friday For Life

9Now

Created by Hank Steinberg (Without a Trace, The Last Ship) and inspired by real life events, this American legal drama stars Nicholas Pinnock (Counterpart) as Aaron Wallace, a club owner who receives a life sentence for a crime he didn't commit. Determined to free himself and help those in a similar predicament,Wallace earns his legal degree and represents fellow inmates in court. It's a case-per-episode model, but with a sturdy overall narrative, as Wallace has to evade powerful adversaries while accepting that some on the outside, including his wife Marie (Joy Bryant), have already moved on. It's heavy-handed in part, but honest about institutional flaws.

Jennifer Lopez in Shades of Blue.

7Plus

Adapted from the 2011 novel by P.D. James, this Georgian murder mystery is sumptuous unofficial fan-fiction for Jane Austen's Pride and Prejudice, where Darcy and Elizabeth (Matthew Rhys and Anna Maxwell Martin) have been happily married for six years. A grisly killing on the night the couple are hosting a ball sees Elizabeth's untrustworthy brother-in-law, George Wickham (Matthew Goode), charged with murder. First airing in 2013, it's a best of both worlds proposition for British TV devotees period manners and costumes with a crime to solve. It moves at a serious clip and has enough self-awareness to avoid dutiful homage.

Old-fashioned whodunit: Penelope Keith as Lady Catherine de Bourgh in Death Comes to Pemberley.

ABC, 8.40pm

First seen victoriously exiting a London courthouse after taking legal action against a newspaper that accused him of corruption, Conservative party politician Peter Laurence is a hand-in-glove role for Hugh Laurie. Ebullient but calculating, the self-made cabinet member is a balancing act aiming upwards and hoping not to be dragged down. In this four-part BBC drama, the considerable machinations that swirl around Laurence a possible illegitimate daughter, rumours of a shonky past, and aggrieved adversaries don't frame him as a hero but rather a player trying to stay one step ahead of defeat.

As with the excellent 2018 Netflix series Collateral, Roadkill was written by acclaimed playwright David Hare. Both limited series look at power and institutions, although this time the setting is more 10 Downing Street than a police station interview room.With typically testy exchanges, the narrative examines which of people or structures bends to the demands of the other. "Well that was good fun," Helen McCrory's formidable prime minister Dawn Ellison notes after disappointing Laurence, and while this is a post-Brexit landscape sans pandemic, this promising show feels timely in the way it captures the political flux of conscience and consequence.

Nine, 7.30pm

The 16th season of Nine's home renovation contest is heading into its last two weeks. With front garden and facade week behind them, the contestants are now facing garage and studio week, with seven days until judging. The requirement is a garage with a self-contained apartment above it. There's a lot of plastering to be done, installation of many sheets of Gyprock and numerous skylights on display. There's also disappointment, exhaustion and tears, as well as budget blowouts and subsequent deficits.

Meanwhile, the winners are smiling and apparently cruising. At a couple of points, foreman Dan gets his ruler out, which is rarely a good sign for the team working on the house that he's surveying. Dan and his fellow foreman, Keith, take one contestant whose spirits are sagging out to lunch and offer an appreciated pep talk. There's also time for the contestants to share a Mexican dinner. The relentless promotions for sponsors, which are firmly concreted into the proceedings, continue unabated and unabashed.

Ten, 10am

This will be a Cup Day like no other. No crowds in the stands, no car-park picnics, no Birdcage or themed corporate marquees with celebs swanning around, sipping bubbly and nibbling on gourmet canapes. But the races through the day will go ahead, culminating in the one that traditionally stops the nation at 3pm. Ten's coverage of the Spring Racing Carnival's biggest day begins in the morning with Studio 10. The team covering Flemington will be led by Stephen Quartermain and Gorgi Coghlan, with racing host Michael Felgate. Francesca Cumani, who's a reliable asset on racing coverage, will provide her analysis from the UK. The telecast will also feature The Race of Dreams, a virtual race pitting 24 past champions of the Cup against each other.

ABC, 8.30pm

Written and directed by Kriv Stenders (The Principal, Red Dog, TV's Wake in Fright, The Go Betweens: Right Here), this profile of champion racing-car driver Peter Brock focuses on his remarkable achievements on the track and skips more lightly over other aspects of his life. A picture of an obsessive and phenomenally talented driver emerges, a man who learned "mechanical sympathy" from an early age and could "trick" a car into doing what he wanted. Brock dominated the touring car circuit for nearly 40 years, winning the 1000 Endurance race at Bathurst nine times between 1972 and 1987, a record that remains unbroken. He was "the messiah of motorsport", says sports commentator Garry Wilkinson, who's one of the many interviewees including

family members, racing-crew colleagues, rivals and commentators. Brock is depicted as a uniquely talented and charismatic figure who loved attention, hated being alone and could be difficult to work with, as his on-again-off-again relationship with Holden indicated. There was a darkness beneath the charm and Stenders' profile alludes to that, as well as celebrating his mastery of the circuit.

SBS, 8.30pm

Jenny Brockie, who's been the host of this discussion program for nearly 19 years, is taking her final bow in the arena. Calm and capable, she's been a steady pair of hands at the helm, helping to steer a program that is one of TV's quiet achievers. However, there won't be a highlights reel to mark the milestone. Instead, SBS is screening the 2018 episode Hungry, which asks why 3.6 million Australians, including one in five children, don't have enough to eat.

The problem is as pressing today as it was then and the discussion covers issues such as food insecurity, bill shock and the importance of charity organisations. The episode puts a human face on the problem, with several families detailing their stressful situations. Brockie navigates the territory with her customary skill and compassion. She'll be missed.

10play

The 18 Kiwi castaways vying for the $250,000 prize on New Zealand's second season of Survivor look like a buff bunch. They're strong, fit and telegenic. They arrive at their temporary new homes, located on a lake between Thailand and Myanmar, and are welcomed by host Matt Chisholm. As those familiar with the format of this long-running reality-TV contest will be well aware, things get hairy from there. While the scenery is spectacular, close-ups frequently indicate the abundance of potentially scary local wildlife: snakes, spiders, monkeys, even tigers.

Then comes the division into tribes. Chani, which is Thai for gibbon, is yellow; Khangkhaw, meaning bat, is blue. The newly formed teams set about constructing their shelters, trying to make fire to cook their rice, and contemplating the best locations for toilets. Soon, some of the cannier competitors are surreptitiously searching for hidden immunity idols. It's game on and all 15 episodes of the season are available.

9Now

It only lasted three seasons (2016-18), but this star vehicle for Jennifer Lopez has qualities to recommend it, including supporting cast that features Ray Liotta and Drea de Matteo. The police drama created by Adi Hasak focuses on the murky morality that can come with police work. Lopez plays detective Harlee Santos, the single mother of teenager Cristina (Sarah Jeffrey) and the most effortlessly glamorous detective on the New York streets.

However, she's introduced looking shaken and battered, recording a confession into her laptop as something has clearly gone badly wrong. A swing back to two weeks earlier sees Harlee as a confident cop, one who walks with purpose and swagger and feels at home in her role and with her fellow officers, whom she regards as family. She has an especially close relationship with her boss, Matt Wozniak (Liotta). In the pilot, directed by Barry Levinson, the complexities and compromises of her world quickly become clear. A botched assignment with her rookie partner (Dayo Okeniyi) sees her covering up the truth of an apartment raid that led to a death.

Harlee and members of her squad are also engaged in profitable side hustles that involve the trafficking of stolen goods, and they hire themselves out to provide security. In order to keep the peace and maintain low crime figures in his precinct, Wozniak has made some dubious deals. It's a strong start and all 36 episodes are available.

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What's on TV: Friday, October 30 to Thursday, November 5 - Sydney Morning Herald

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Variations in employee circumstances, preferences or requirements within the same workforce could lead to the rise ofHybrid Teams, which areteamsin which some members work in the one co-located workplace while others work remotely.

JP Morgan Chase led the way calling certain employees back to the office. Now Googles CEO has alluded that his company will follow suit, even after announcing earlier that employees could work from home until the summer of 2021. Covid-19 cases are rising in 21 states and there still isnt a vaccine, so many people are probably wondering, why the sudden shift to return to the office?

Researchers at the Martec Group, a market research firm, know why. The research firm conducted an Emotional Intelligence survey of 1,214 individuals across various industries, demographics, and seniority levels and found that employees reporting good mental health has dropped from 62% to a mere 28%. Productivity has also taken a hit. 40% of employees saying their productivity has worsened at home, 42% say they have less focus and 42% also say their stress has increased.

With so many companies facing this move towards a hybrid in-office and work-from-home approach its critical for leaders everywhere to get clear on what needs to be implemented, changed and supported.

The good news is that Hybrid Teams arent necessarily new. Companies that have leveraged global and satellite teams have been working with Hybrid Teams for years. Though there are some easy lessons to glean from their experiences, there are some unique factors when it comes to Hybrid Teams in todays climate.

Leaders need to understand and plan for the key factors that will impact Hybrid Teams. Due to the pandemic, there are levels of risk, emotion and compliance that make the management of Hybrid Teams more complex.

The mass and rapid transition to a remote workforce has surfaced these key issues:

Technology & Resource Reliability Unreliable internet service, equipment that doesnt match the office space quality and the lack of home space to ensure distraction free work.

Personal Obligations Individual familial and personal obligations or health concerns are no longer separate from their job obligations.

Rapid Pace of Change Rules and regulations are shifting constantly from a federal, local and internal company level.

Increased Complexity of Change Lack of clear-cut solutions that can meet the demands of the various nuances such as health requirements, scheduling, availability and deadlines.

Health Risks & Protocols Multiple gray areas and evolving guidelines regarding workplaces and in-person interaction.

Ensuring staff feels and is safe by following all health and safety protocols issued at the federal, state, county and company level is going to pose its own challenges. But leaders will also need to level up their skills and approach to ensure they are able to effectively build the synergy and productivity in their blended team.

Chuck Bean, Chief Marketing Officer with the Martec Group shares, The logistics, though they may be challenging, are easier to solve for because theyre tactical. Leaders will have to navigate a lot of the grayer areas to break down the dichotomy of in office and at home team dynamics.

Key areas to focus on include:

Self-Awareness Getting honest about their preferences regarding working in the office or remotely is critical to ensuring they arent penalizing the members of the team operating on the opposite side of their work biases. This means if you have a preference for seeing people working in the office, youll have to combat the urge to discount work done by those working virtually and not as visible to you. Or you may have to work harder to connect with the in-office team members if you prefer the virtual side of work.

The managers preference can no longer be the guiding force on managing Hybrid Teams. Its critical for leaders to be able to foster trust and productivity across all team members. Well need to really listen to our employees the way we listen to our customers to set us all up for success, advises Bean.

Purpose Driven Decisions Its more critical today than ever before to have a vision for the team. Its also critical that everyone understands the purpose behind operating as a hybrid team that goes beyond logistics. Discussing with the team the benefits to morale, creativity, availability and engagement should also be clear to everyone.

Interpersonal Skills Managers can no longer let office tensions slide, assuming time will work things out. Without the opportunities for frequent engagement, resentments tend to grow and spread. Mediation skills will be paramount, as well as the ability to foster a culture of dialogue, feedback and candor.

Communication Rituals In the midst of chaos, its critical to have some predictable moments of engagement, in particularly regarding feedback, expectations and collaboration. Creating these anchors for the team ensure that people feel comfortable bringing up issues as they show up vs. waiting for things to blow up. It also helps to connect the dots and ensure everyone is making decisions with the bigger picture in mind.

Culture & Team Building A proactive and intentional effort needs to be made to ensure teams are not developing a we vs. them mindset due to the different experiences of remote to in-person work. Taking intentional measures to bring team members together across work location will ensure there is a cross-section of communication. However, the leader will be key in setting the tone that everyone is one team by the way they speak to and talk about the team as a whole.

Coaching for Growth & Development Managers will need to ensure career-conversations, skill development and growth opportunities are the cornerstone of their management approach vs. seeing it as a nice to have when there is time. Ensuring individuals drive their own development will help tailor the types of conversations being held. However, leaders need to make it a policy to have one-to-one conversations on an annual or bi-annual basis with each of their direct reports, regardless of their performance levels or work location. This ensures an objective and consistent approach to growth and development across the team.

Though figuring out the different compliance issues, rearranging desks and installing plexiglass guards will be the topics most people focus on during this pendulum swing to the middle ground of blended work environments, its the people side of leadership that will make the biggest and most long-term impact.

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Effective Hybrid Team Leadership: The New Performance Factor For Successful Companies - Forbes

SASKATOON -- Morgana Scully has anxiety and depression and has found that face masks help her keep focused on what matters.

Its been nice because you dont have to focus so much on the facial expressions, she said.

Masks also make it easier to hide things which shes having a bad day, she said.

Alana Demkiw works at a bar and says she is often told by customers to smile more. With the mask it doesnt come up anymore, which is allows her to focus on her work.

The performance is a huge part of my job. Servers have to be smiling and laughing all the time and now we have a little bit of freedom with that, she said.

I dont have to laugh at the old, tired jokes like oh you forgot my beer I guess I dont have to pay for it then, ha ha ha. Its been really nice to communicate without the expectation of a fake smile.

This residual positive effect of mask-wearing takes away some self awareness, according to a professor of psychology at the University of Saskatchewan.

Anytime where our personal identity is hidden it can lead to a little bit of dampening our self consciousness. The positive of it is how we can go out and not worry about what we look like, Jan Gelech said.

That sense of blending into the group can be very positive and safe place for those dealing with social anxiety.

However, anonymity has the potential to increase behaviour in some people that they normally wouldnt do, Gelech said.

Social psychologists would start to wonder are we going to see an increase in uninhibited behaviour. Im not saying there is any evidence this is actually happening yet, but interestingly a lot of research has been done on Halloween masks indicating this is true.

In those cases, children wearing costumes in which they cant be identified would engage in thefts or vandalism where they wouldnt have before, Gelech said.

Read the original:
How masks are helping these Saskatoon residents beyond stopping COVID-19 - CTV Toronto

So much of life happens remotely now. The Pandemic removes familiar feedback we know how to process.

Relating in uncertainty can impact our sense of our self-worth. Children feel it as they experience radical adjustments in schooling formats and social connections.

How do we help children know their self-worth when theyre developing in distance learning and digital play dates?

Remote relationships have repercussions on our view of ourselves and the world around us. Students lose their motivation when waking up to meet with a Zoom group. Knowing projects wont be shared or celebrated with peers makes inspiration elusive.

And why work hard on a college application for acceptance into more virtual lessons? Kids need a reason for making an effort in isolation.

Gallup survey results released in June 2020 report concerns of 1,200 parents of K-12 students, 97% in distance learning. 29% of parents said children were already experiencing harm to their emotional or mental health.

Learning now looks radically different for most children than it did a year ago.

God designed a childs concept of self to grow gradually across the ages and stages of development. By age five children begin to play games with rules, just in time to learn to cooperate and share.

Around age seven, friends become more important, and by age ten children may develop a best friend and curiosity about the opposite sex. Feedback from peers and adults helps children learn the rules and norms of who they are.

But now, masks cover a vital source of information: faces. Distance puts children at a disadvantage in practicing how to interact with peers and people of all ages.

Remote delivery replaces much of the regular reinforcement shaping a childs developing self-concept and self-worth. Without receiving vital information via environmental feedback with familiar rules, its hard for a child to construct their self-worth.

Its more vital than ever for loving grownups to connect with children in meaningful ways. Three intentional adult practices help children grow a healthy self-worth.

With a broader set of input absent, a parents modeling matters more than ever. A loving grownup first needs to invest in their own healthy self-worth, while possibly managing their own isolation.

Self-awareness goes before ability in supporting a childs need to know their value. By prioritizing the care and feeding of our own body, mind, and soul, we strengthen the structure of our own self-worth.

Gods word declares how he sees us as worthy of great love. See what great love the Father has lavished on us, that we should be called children of God! And that is what we are! (1 John 3:1a)

Loving adults cant model a godly vision of their self-worth without first getting a godly vision of their self-worth.

When grownups wrestle with their value, it spills over onto a watching child.

Adult anxiety has a way of seeping out into parent-child relationships. Our personal perspective works either way, to influence either a distorted sense of self-worth or a godly sense of self-worth.

When the writer Paul was in a dark place, a literal prison, he invited learners to mimic him, saying, Therefore I urge you to imitate me. He was able to welcome the inspection, saying, my way of life in Christ Jesus agrees with what I teach everywhere in every church, (1 Corinthians 4:16-17).

He could invite imitation, because he knew his own worth in Christ and lived it out, even from prison.

Pauls modeled a strong self-worth while weathering storms of trouble in and around his life. Paul practiced contentment, transparency, and availability with his spiritual children.

Despite distance and separation, he found a way to be present in their lives, inviting them to lean in and see his example.

Working from home or not working at all has taken a toll on many adults. Some days the Pandemic feels like a prison. Add in distance from friends and family and separation from our usual support network, and adults have struggled to steady our own sense of self and value.

Who are we in this?

As we hold fast to our identity in Christ with life shifting around us, we have all we need to stand firm. His divine power has given us everything we need for a godly life through our knowledge of him who called us by his own glory and goodness, (2 Peter 1:3).

Kids notice how we navigate these shared hardships. They learn from our example as they figure out their own self-worth, sorted out inside new interactions.

Hardships have a fresh way of helping us find who we are and what were worth.

With regular means of connection missing, children forming a concept of their worth need the nearness of loving adults more than ever.

Being trapped by Stay-Home orders doesnt always count as quality time. Being physically together falls short of filling our intimacy shaped hole.

Childhood requires the safety of close relationships to bear the fruit of a strong sense of our value.

With the time pressures of adulthood mixed with those of the Pandemic, helping our children means praying for wisdom in how we use our time.

Oh God, who created us and our children with deep, enduring value, Teach us to number our days,that we may gain a heart of wisdom, (Psalm 90:12).

Teenagers between ages 15-17, for example, seek identification with a group to know who they are and who theyre becoming. Many teens today feel untethered, looking to TikTok for affirmation in the emptiness.

Somewhere between Pandemic restrictions and social media no mans land, teens find a trusted peer group out of reach.

Kids need to know theyre wanted and valued. With peer voices distant or muffled, meaningful time with trusted adults can soften the creeping sense that theyre alone because no one wants to be with them.

Children need adults to be more than just in the room. They need us to be fully present.

Be present in ways that reflect the high value you and God place on your life and the life of your child. Manage your time with a heart of wisdom to show your child they are worth your time.

The heart of a child hungers to hear affection from the heart of their parent.

Comparing his love for his spiritual children to that of a mother for her child, Paul said his affection caused him to be delighted to share with you not only the gospel of God but our lives as well, (1 Thessalonians 2:7-8).

When we regularly receive messages of affectionate affirmation for who we are, rather than only what we do, we experience affirmation as Gods beloved creation.

Writer Peggy OMara encouraged mothers to remember, The way we talk to our children becomes their inner voice. Affirmation strengthens our understanding of the self-worth God wove into the fabric of who we are.

We feel loved and worthy of that love.

Perhaps one blessing of the Pandemic has been a collective pause on busy schedules we once juggled. Good things have been forced to wait, to breathe, to be reconsidered.

In the quiet spaces taking the place of appointments and practices, events and happenings, we are left to look at who we are.

Ripe is the ground for tending our self-worth and that of our children.

Children need to have their questions answered to inform the shaping of their self-worth. Whats my value, mama?

How much do I matter, daddy?

Will I always matter?

Nothing changes our purpose in childhood or adulthood, whether in times of peace or times of pain, For we are God's handiwork, created in Christ Jesus to do good works, which God prepared in advance for us to do, (Ephesians 2:10).

The ears of our children strain to hear us affirm who they are and who theyre becoming as the handiwork of God. Find powerful words of affirmation to speak into your children's hearts in this article!

Parents hold simple, powerful keys to guiding children on their journey of finding out their life is of greatest value.

If God considers the life of a sparrow precious (Luke 12:6-7), how much more valuable is his handiwork, fearfully made and knit together by his hand inside a mamas womb? (Psalm 139:13-14).

So worthy is the life of children and adults made in the image of God that he demonstrated his expansive love by giving his perfect life for our fragile ones.

Parents hold great power. In a time when children need feedback, information, and interaction to grow their understanding of their self-worth, they look to and listen to our lives.

At arms length from so much theyve known, who will step in to shape their delicate core of confidence about who they are in this fragile world?

Simple, powerful, parental actions help children gain this confidence.

When we model our own self-worth before our children, manage our time in their lives, and message our affectionate affirmation of who God made them to be, we set them up to be certain of their great value whatever comes.

Photo Credit: golibtolibov

Julie Sanders is an educator and leader who loves helping families find Gods peace. She and her husband of thirty years serve leaders globally from their home in the Northwest. Julie is the author of The ABCs of Praying for Students and enjoys creating resources for parents. She can be found at juliesanders.org or connect on Facebook or Instagram.

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3 Ways to restore Self-Worth in Your Kids after an Uncertain Year - Crosswalk.com

"Like I mentioned before, self-awareness is very important."

ODESSA, Texas (Big 2/Fox 24) Breast oncologist, Mary Grace Bridges, says staying one step ahead is key, especially for a disease where early-detection is fighting half the battle.

Like I mentioned before, self-awareness is very important, explained Bridges, If a woman ignores like a breast lump, doesnt get their annual screening mammograms, it can become metastatic and spread to the rest of the body. So thats the danger, not detecting it early.

With innovative treatments and early screening, many women are now beating the odds. But this means, keeping up with annual mammograms for women over 40. If you have family members who were diagnosed with the disease before the age of 50, you should start getting tested earlier.

Theres a lot of resources out there for women who think they cant afford it, said Bridges. It doesnt take very long. Id say at the most about 30 minutes?

According to the Centers for Disease Control and Prevention, about 240,000 women in the U.S. will be diagnosed with breast cancer every year. Of them, about 40,000 will die from the disease.

Being overweight, smoking, alcohol any exposure to hormones that can increase a womans risk. Eating healthy, exercising regularly, avoiding alcohol and not smoking those are really the things that can, have been proven to, decrease those risks.

Bridges advises all women and men to be familiar with the appearance of their breasts and to monitor any changes.

Be aware if theres any changes to the skin or appearance of the nipples, or if they start having any abnormal discharge.

Bridges says most insurances cover the cost of mammograms, but many hospitals and clinics also offer discounts during the month of October. Whatever your reasoning may be to forgo a screening, Bridges says the benefit of getting one will always outweigh the risks.

SAN DIEGO (AP) Court-appointed lawyers said Tuesday that they have been unable to find parents of 545 children who were separated at the U.S. border with Mexico early in the Trump administration.

The children were separated between July 1, 2017, and June 26, 2018, when a federal judge in San Diego ordered that children in government custody be reunited with their parents.

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WASHINGTON (AP) The United States and Russia inched closer Tuesday to a deal to extend their last remaining arms control pact, after U.S. threats to allow the deal to expire early next year.

The two sides signaled they are ready to accept compromises to salvage the New START treaty just two weeks ahead of the U.S. presidential election in which President Donald Trump faces a strong challenge from former Vice President Joe Biden, whose campaign has accused Trump of being soft on Russia.

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DALLAS (NewsNation Now) With coronavirus vaccines in the works, the big question is: when will Americans have access to one?

This week, several states announced their plans for distribution once a vaccine has been verified. While so much is left to be figured out, the general consensus is that there will be an order, and front line health care workers are up first.

Read the Full Article

Continued here:
Breast oncologist breaks down myths, prevention and tell-tale signs - FOX40

Paul Bradbury | OJO Images | Getty Images

As more Americans push for diversity, equality and inclusion in the world around them, financial advisors are finding ways to adapt.

The Black Lives Matter movement and nationwide protests have changed the dynamic, yet many financial firms are still dominated by White males. In 2019, 77.7% of those who worked in the management, business and financial operations occupations were White, according to the U.S. Bureau of Labor Statistics.

Yet to adapt, financial advisors need to do more than just checking off a box by hiring a person of color and then calling it a day, experts told CNBC's Sharon Epperson on Tuesday during the CNBC Financial Advisor Summit, a day-long roundtable for financial advisors.

They'll have to rethink their strategies and find ways to attract and sustain diverse new talent and clientele.

"If you are really interested in reaching a certain segment, it needs to be authentic," said certified financial planner Lazetta Rainey Braxton, co-founder and co-CEO of New York-based advisory firm 2050 Wealth Partners.

More from FA 100:CNBC ranks the top-rated financial advisory firms of 2020Stock market is 'OK,' right now, says top advisorAdvisors use tech to helps clients adjust to new environment

"It needs to be in your messaging. It needs to be in all your materials."

You also have to make sure your internal culture is ready for a different population. She suggests conducting a cultural audit of the firm. Look at your demographic balance, and put it all in one document.

Then, survey your workers to find out about the culture. Ask questions about whether they feel if they belong and how comfortable they are voicing contrary opinion, said Braxton, a member of the CNBC Financial Advisor Council.

You should also try to become aware of any unconscious biases you may have. Make a decision that it is an area you want to improve, said Winnie Sun, director and founding partner of Irvine, California-based Sun Group Wealth Partners

"Have that self awareness," said Sun, whose firm has a very diverse client base.

To attract diverse clients, take to social media, Sun suggests.

You can also look for referrals from current clients, said CFP Louis Barajas, CEO of Newport Beach, California-based MGO Wealth Advisors.

"Always be vulnerable and say you need help," he said. "There is nothing better than getting a referral."

When it comes to hiring new team members, Sun tries to do her best in terms of attracting someone from a different background.

"It means being very strategic and very mindful of this," Sun said. "It is OK to take a chance on someone who doesn't look like you.

"You have to find the similar value system."

Our industry has to change and unfortunately, in my opinion, a lot of cleaning house needs to take place.

Winnie Sun

director and founding partner of Sun Group Wealth Partners

To find new talent, you can look to becoming part of the community of advisors. For instance, you don't have to be Black to become a member of the Association of African American Financial Advisors, said Braxton, chair of the organization's board.

Also, be sure to give people you hire a chance to move up the ladder, otherwise they won't stick around.

"You have to give them the opportunity and the expectations what it takes to get to every level," said Barajas.

All three financial advisors struck out on their own after feeling their voices were not heard at their respective firms.

They believe there is still a lot of work to be done in the industry.

"What we see is a lot of succession planning still happening," Braxton said. "They are still grooming people that look like them.

"You have to take a chance, you have to expand your pool."

If they don't, other firms will be innovative and scoop up the talent being left behind, she added.

Sun concurred, noting that many firms still look one-dimensional.

"Our industry has to change and unfortunately, in my opinion, a lot of cleaning house needs to take place," Sun said.

Continued here:
Why embracing diversity, equity and inclusion matters to financial advisor firms - CNBC

Crows, rooks, and ravens, a family of birds known as corvids, are pretty dang smart. In some ways, there are crows as smart as first graders.

In 2014, a famous ornithological accomplishment saw New Caledonian crows, who as outlined in Jennifer Ackermans brilliant work The Genius of Birds, are possibly the smartest of their race, and capable of passing newly acquired knowledge down to immediate offspring, completing the Aesops Fable challenge.

This famous test of intelligence and problem solvingwhich no animal had ever solved before, saw the crows drop stones into a water-filled tube in order to raise a floating platform of food high enough so that they could reach it.

More recently though, carrion crows have demonstrated that they can subjectively experience, process, and report on tasks or phenomena they have completed or seen.

RELATED: New Bird Song That Went Viral Across This Species of Sparrow Was Tracked by Scientists For the First Time

This type of behavior is associated with the cerebral cortex, a region of the brain which not all animals possess, including birds, and suggests, according to the scientists, not only empirical evidence of consciousness in birds, but that consciousness as we would understand it can arise from different configurations of the brain organ as a whole; potentially changing the understanding of animal intelligence and neurology.

Though the theory of what designs enable consciousness has moved on substantially from Descartes famous cogito ergo sum during the 1600s, the Latin phrase which translates to I think therefore I am, can be used to describe the recently reported performance of crows during a visual detection test.

Two crows, Ozzy and Glen, at the University of Tbingen in Germany were trained to peck at a red or blue target after they saw a light flash. Andreas Nieder, the scientist administering the test, then did something very difficult for even young children to grasp: he began changing the rules.

When at first the objective was to peck the red panel when a flash was detected, Nieder changed it to blue, which the crows picked up on and followed before Nieder changed it back to red. Furthermore, he would change the ruleafter the flash had already occurred or hadnt occurred,giving the birds a few seconds to review what they knew about the task and make the correct corresponding choice.

This meant that they not only attached a phenomenon to a physical motion, but were able to review that in their head, and apply the same (could you say logic, or inference?) to the task again to continue pecking the correct panel.

CHECK OUT: Heres How Thousands of Birds Are Being Saved From Flying into Toronto Buildings

These results suggest that the neural foundations that allow sensory consciousness arose either before the emergence of mammals or independently in at least the avian lineage and do not necessarily require a cerebral cortex, wrote Nieder et al. in their corresponding paper published inScience.

During the task hundreds of neurons were lighting up on monitors which tracked the activity of cells in the brain when the crows were acting on the flash, but when a light didnt go off, the neurons remained silent, i.e. no, I didnt see it.

The brilliant work of Glen, Ozzy, and Nieder was reported on by STATnews, who talked with Nieder about the study.

I think it demonstrates convincingly that crows and probably other advanced birds have sensory awareness, in the sense that they have specific subjective experiences that they can communicate, he said. Besides crows, this kind of neurobiological evidence for sensory consciousness only exists in humans and macaque monkeys.

Indeed crow brains can contain 1.5 billion neuronsas many as some monkeys.

MORE:This Hacker Built a Vending Machine for Crows as an Ingenious Response to a Cocktail Party Argument

With the possibility of crows, and perhaps other animals outside the mammalian order having complex if differently formed brains, it could change the way humans view our earthly neighbors and perhaps replicate the respect we have for monkeys and apes in other creatures.

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New Research Shows Why Crows Are So Intelligent and Even Self-AwareJust Like Us - Good News Network

The importance of working together

Humble leaders are more effectiveand have better relationships with those they manage.Yet being humble and being a leader- can seem like oxymorons; leaders are expected to be dominant, charismatic visionaries, and that role appears to be the opposite of stopping to write letters to employees parents to thank them for the gift of their children, the action that Indra Nooyi took when she became CEO of PepsiCo in 2006.Yet during Nooyis twelve years ofleadership, PepsiCo experienced an 80 percent growth in sales.

As Jim Collins taught us two decades ago, great leaders embody both humility and drive.Humility allows them to focus on competing for market share, not competing with their workers for status. And humility may also be important for political leadership: Carly Fiorina explained that she is voting for Joe Biden and believes that he is a strongerleader because he hasdemonstrated humility, empathy,the willingness to collaboratewith others.

It turns out that humility can be learned, according to Marilyn Gist, an author, speaker, and educator.She defines humility as a tendency to feel and display deep regard for others dignity to recognize that every person has and needs a sense of self-worth. All it takes is reasonable self-awareness and an interest in learning, explains Gist, in her just-published book, The Extraordinary Power of Leader Humility.

With those building blocks of self-awareness and interest in growth, leaders can develop shared vision, accountability, and responsibility throughout their organizations.As Alan Mulally, the former CEO of Boeing and Ford, notes in the books forward, leaders with humility can promote inclusion, participation, commitment, innovation, safety, excitement, discipline, caring, adaptability, and continuous improvement and thats just the start.

In an interview, Gist suggested that there are six pillars for humility:a balanced ego, integrity, a compelling vision, ethical strategies, generous inclusion, and a developmental focus. She stresses that while humility does not involve arrogance, it does require being strong and confident. Leaders who lack humility focus on dominating other people and create toxic environments, while leaders who have humility focus on working together to create a better product.

To check on the status of your own humility, Gist provides a set of questions so that readers can evaluate themselves.See how you rate on the following list:

Do I talk about myself too much?

Am I known for doing the right thing?

Do I include people in conversations and meetings about issues when it really matters to them?

Do I dominate conversations, cutting others off?

Have I shared a clear and compelling vision for our work that shows how it supports the greater good?

Am I true to my word?

Do I openly express genuine concern to all stakeholders?

Do I listen?Am I open to ideas that are not my own?

Do I demonstrate concern for others long-term interests?

Do I interact with everyone in respectful ways?

Depending on your responses and how much you want to change there are tools for developing humility, including learning how to support others and ensuring integrity.

The ability to learn how to be humble may not be the real problem, however,according to a forthcoming paper.The problem may, instead, be that organizations do not select for humble leaders, but usecompetitive tournaments to select for corporate executives promising immediate results, explains UMKC School of Law Professor Nancy Levit.Since leaders with humility are better for their workers and their communities, we need more of them, and we need to create cultures that encourage their characteristics.

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How Leaders Can Learn To Be Humble And More Effective - Forbes

October 20, 2020 5 min read

Opinions expressed by Entrepreneur contributors are their own.

Why has emotional intelligence(EI) been a buzzword since the 1990s? Well, it can lead to a healthier, happierand more fulfilling life. Professionally, it can make improve your performance and productivity. But, how can you build an emotionally intelligent team?

I recommend checking off the following items.

Lets paint a picture here. You always wanted to be your own boss. Specifically, you wanted to be a gym owner. However, youve never obtained any sort of fitness certification even worse, you arent in peak physical condition. If you put yourself in someone elses shoes, why would they come to you? It just sounds like this would be a waste of time and money.

The same idea is true when it comes to EI. If you havent improved your own emotional intelligence, then how are you going to increase it among your team members?

If youre new to this, I would strongly suggest that you first dispel common myths regarding EI. Examples would be that its only about empathy and self-awareness. While both are important, EI is more complex than that. In fact, EI encourages behavioral changes that can influence everything from our decision-making to physical well-being.

From there, you can boost your EIand become a better leaderby:

Related: Use These 7 Emotional Intelligence Tips to Be a Better Leader

If you feel you don't have the chance toidentify your team'sstrengths and weaknesses, or allowyour team to voice their individual concerns, make sure youprioritize time with each individual team member. That may seem like a daunting undertaking. But, its possible if you block out time in your schedule for one-on-ones. During breaks, you could walk around and check-in with them. Or, invite them to have lunch with you.

You can also understand your team better by engaging in team-building activities, issuing surveysor having them create work-style tables.

Related: Creating a Business Culture That Values People

Stress, as you should know, can seriously put your health and well-being in jeopardy. Whats more, it can also damage relationships. Just recall any time that youve been stressed out and have been short or crude with a family member or colleague.

In short, you want to decrease stress levels among you and your team. One suggestion would be to partake in healthy outlets. Examples would be physical activity, meditation, journaling, or having a vent session.

You can also recommend tactics like:

Your mileage may vary here. But, in my opinion, this typically means fostering a positive work environment and encouraging social responsibility. When you do, youll be able to improve everyones well-being, forge stronger bonds, and improve your community.

In a Calendar article, Angela Ruth writes that this can be done via strategies like tapping internal networks like Slack or paying it forward.

Establish team norms

In Building the Emotional Intelligence of Groups, Vanessa Urch Druskat and Steven B. Wolff state that in order to build an emotionally intelligent team there needs to be three conditions. These include trust among members, a sense of group identity, and a sense of group efficacy.

One effective way to meet these circumstances is by having rules in place that reflect your teams values. They should also make everyone feel valued.

Group emotional intelligence is about small acts that make a big difference, writeDruskat and Wolff. It is not about a team member working all night to meet a deadline; it is about saying thank you for doing so.

Related: Why You Need Diversity on Your Team, and 8 Ways to Build It

Despite the research, this is an area where businesses are still struggling, and thats a real shame.

One study from Erasmus University, Rotterdam found that diverse teams were more willing to learn than their homogeneous counterparts. Moreover, diverse companies are more innovative and creative. As a result, this can retain talent, fortify relationships, and even boost profits.

How can you construct a more diverse team? Well, recruiting and hiring the right people is an excellent starting point. For instance, you could use third-party websites and online job boards to cast a wider net. Additionally, you could take Harvards Implicit Association Test (IAT) to eliminate any unconscious bias.

From there, be willing to celebrate employee differences, and always stop to actually listen to what your team is saying.

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5 Strategies You Can Use to Build an Emotionally Intelligent Team - Entrepreneur

It can be tempting to look at the economic history of the last two decades and derive a certain lesson. That lesson being: The millennial generation is screwed. The Washington Post even tagged millennials as the "unluckiest generation in history."

It's understandable why the punditocracy would think this. Born between 1981 and 1996, millennials exited school and entered work right into the Great Recession. The recession forced many millennials to postpone financial milestones such as marriage, buying a home, retirement savings, or even reliable employment. That global setback quietly became a generational one. While the baby boomers and GenXers recovered their lost wealth relatively quickly, millennials couldn't and became the first generation with a standard of living lower than their parents'.

A decade later, millennials face the pandemic shutdown. Although we can't say with certainty how the pandemic will affect us in the long-term, early forecasts suggest millennials will again take the brunt. Pew Research Center data, for example, suggest that about a third of millennial-aged homes have had someone in the household lose a job, while Bureau of Labor Statistics (BLS) data forecast millennials suffering longer stretches of joblessness.

"Millennials are in a fundamentally different economic place than previous generations," Reid Cramer, director of the Millennials Initiative at New America, wrote in "The Emerging Millennial Wealth Gap. "Relatively flat but volatile incomes, low savings and asset holdings, and higher consumer and student debt have weakened their finances. The Millennial balance sheet is in poor shape."

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How music therapy benefits the autistic brain - Big Think