I love change management, but I hate any change that is badly introduced and woefully managed. In recent years, technological growth, the Information Age, changes in global economy and the business environment have forced organizations to change the way they do business. In companies, managers, and supervisors are the ones who have to implement the changes cascaded down to them by CEOs or Directors. Unfortunately, employees everywhere will not all respond to change with joy and glee or a punch into the air saying, “Brilliant, yet another organizational change! Admittedly, some people seem to come programmed with a basic distrust of any kind of change and will work frantically to preserve “the way things used to be around here”. Frankly, senior sponsors of change often blame its failure on employees and middle managers resistance to change. Expecting resistance to change and planning for it from the start of your change management programme will allow any organisation to effectively manage objections. Let’s face it; most people prefer predictability and stability in both their personal and professional lives.
The resistance continues and, in some cases increases, until they are able to recognize the benefits of change and perceive the gains to be worth more than the risk or threats to their self-interests.
James O’Toole points out in his book, Leading Change, that people resist change due to the fundamental human objection to having the will of others imposed upon them – this to me is true. Employees who experience a high degree of job satisfaction are better able to weather periods of change. Changes that are mandated with little or no communication, on the other hand, are often poorly received, since employees may feel that the change is being shoved down their throats.
Keeping the doors of communication open and soliciting input, support and help from employees lets them know that their contributions matter.
Some employees resist change because they are just hesitant to try new routines, so they express an unwillingness to learn anything new. For any significant organizational change effort to be effective, organizational leadership must come out of their mahogany panelled air conditioned offices, roll up their sleeves, and prepare a comprehensive change strategy from the onset to address barriers. An employee who was raised in a family that viewed change as a challenge to be tackled will probably have a more optimistic outlook about change than a person who was raised in a home that considered change an unwanted experience that upset the predictable family routine. Guiding Against Resistance – While we can’t change the behaviour of others, we can change our own. Usually, people with high self-esteem and self-confidence are better equipped to deal with changes in both their personal and organizational life.
This positive mental outlook enables them to consider the possibility that the change process might even provide greater opportunities for them and enhance their personal and career growth.
Listen, Listen and Listen – When you use questioning strategies to engage employees in searching for solutions gathering support for change efforts, listening is highly critical.
Focus on Solutions – It’s easy to get emotionally caught up when dealing with opposition and begin to see opposition as a “them against me” scenario.
As a change management professional, I can honestly say that this change article is excellent. When I got to high school, it was about IBM’s, which were seriously as foreign to me as flying a helicopter. I’m Rachel MacDonald: open-hearted life + blog coach, passion-fuelled writer + advocate of creating a life you truly love. The major reason why employees resist change at work is because of bad management of change. However, the traditional skills possessed by most of these managers do not include that of being an effective Change Agent.
Kennedy once said, “About twenty percent of the people are against any change.” My findings, in the past support Kennedy’s theory. Understanding the most common reasons why employees resist change or object to change will give managers the opportunity to plan the change strategy to address these factors. So, people typically avoid situations that upset the order of things, threaten their self-interests, increase stress, or involve risks. I know that people resist change because of lack of communication – on the what, why, when, how, who and the support needed for those affected.
At the end of the day, all sources of resistance to change need to be acknowledged and people’s emotions validated.
They are more positive in their approach to their work and can see change as an organizational necessity.
Especially from those who strongly believe the current way of doing things works well…and has done for the past twenty-five years! Shock and Fear of the Unknown: This is yet another crucial reason why employees resist change. Involve them, elicit their feedback, let them volunteer for participatory roles in the change and all of these in turn, will help give them a sense of control during periods of change.
They say things like, “I already know all that I need to know to do the job,” or “I am good at what I do why rock the boat.” Resisting employees who have already made up their minds that the change won’t work or who are reluctant to learn something new will impede the organization’s growth and adaptation to change.
If they can’t do it, then, they should delegate or hire a change management agent to design an effective change management strategy with the help of some of the organisations managers.
Loss of Support System: Employees already in their comfort zones, working with the managers they get along with, and who are operating within predictable routines know their support system will back them up during challenging times. Former Change Experience: Our attitudes about change are partly determined by the way we have experienced change in the past.
Empathy and Peer Pressure: Whether we are introverted or extroverted, we are still social creatures.
If an organisation is seen as being untrustworthy as demonstrated sometime in the past, so why would any employee trust such an organisation? The following five tips will help an organisation move forward, even if it faces a sea of resistance.
However, this is a dilemma for public companies, where investor communication is a priority and then employees hear about a merger or reorganization on their car radio while on their way to work. Must contain reasons for the change, the plan, what needs to be achieved, a question and answer segment at the end. When anticipating a change, get the team members who will be affected by that change involved early on. The career site empowering and inspiring ambitious candidates of all ages and professions to thrive and work smarter on their careers. Resume-Help.org was designed for everyone from the novice job hunter to the HR professional. I had just put up a little quote on my Facebook page, and then I dropped by here, and seen the same quote in your lovely poster! Unfortunately, employees anywhere will not all respond to change with joy and a punch into the air saying, ‘Brilliant, yet another organizational change!
Any companies that will not make changes risk being left behind, forgotten, risk competitors driving them out of business or possible closure.
Regardless of how effective you are as a leader, it is not uncommon to periodically find your well planned change efforts being challenged or even sabotaged.
For this reason, as many as two-thirds of organizational change management efforts fail in a spectacular way.
However, more often, senior leaders and managers over-estimate how much change they can successfully handle in an organization with no trained change agents.
It’s far better to anticipate objections than to spend your time putting out fires, and knowing how to overcome resistance to change is a vital part of any change management plan. In an organizational setting, any process, technological advancement, systems, or product change will include streamlining, working smarter, cost reduction, efficiency, faster turn around times. Unhappy employees, on the other hand, view change as just another annoyance in a long list of complaints. The way in which any change process is communicated to employees within the organization is a critical factor in determining their reactions. When upper management plans and communicates early and effectively with all employees and explains the reasoning behind the change, employees are much more likely to buy into it.
If there is no immediate information to communicate during change, telling employees that there is no update regarding the ongoing change is communication! Employees’ responses to organizational change can range from fear and panic to enthusiastic support. In the absence of continuing a two-way communication with leadership, grapevine rumours will fill the void and sabotage any change effort.
Organizational employees will resist change when they do not see anything in it for them in terms of rewards.
For instance, if in your organisation, you have handled change badly in the past, the employees will have good reasons for rebelling. Organizational stakeholders will resist change to protect the interests of a group, team friends, and colleagues. Any sweeping changes on the job can cause employees to fear for their roles in the organisation.
Leaders must develop the proper attitude towards resistance to change and realize that it is neither good nor bad.
Once fear and insecurity are heightened, an organisation will waste a lot of time getting back to a place of order, understanding, and productivity, and many people will first head to their desks to update their CV call employment agencies and their families. These employees could be given roles in order for them to be part of the change management team. I will share it with my colleagues because we are in the process of introducing change in my organisation now. The client’s current paying job has nothing to do with horticulture or environmental education, but shows many transferable skills. This year’s theme: “Cotton Sacks and Freedom Quilt Narratives” substantiates the viability of the sweat equity investment made through labor and cultural contributions by Cotton Pickers and other Plantation Workers. However, expecting that there will be resistance to change and being prepared to manage resistance is a proactive step.
All these means staff and managers will resist the changes that result in their roles being eliminated or reduced. Chances are, whatever the change, any disgruntled employees will view it as having a negative impact on both the organization and them personally. If you can’t communicate what, why, how, when, who and what success will look like or how success is going to be measured, then, expect resistance! Don’t just keep quiet; this is also the time to maintain an open door policy regardless of where you are placed in the organisation. During periods of change, some employees may feel the need to cling to the past because it was a more secure, predictable time. People are more likely to understand and implement changes when they feel they have some form of control.


But sometimes, change in organizations necessitates changes in skills, and some people will feel that they won’t be able to make the transition well.
Sometimes it is not what a leader does, but it is how, when and why she or he does it that creates resistance to change! Without ‘WIIFM’ or a reward, there is no motivation to support the change over the long run. They may worry about working for a new supervisor, in a new team, or on unfamiliar projects because they fear that if they try and fail, there will be no one there to support them.
Again, in personal lives, how employee’s families reacted to change during their early years is going to affect the way they view change. For this reason, a well planned outplacement support should be in place to mange and assist employees. In fact, resistance can serve as a signal that there are ways in which the change effort should be modified and improved. Some organizations make an enormous mistake in using only one vehicle, such as e-mail or the company intranet site. Self-confident people have an understanding of their part in the change process and see the value of dealing with change positively. Without a thoughtful change strategy to address this area, leaders will trigger strong resistance and organizational turnover. I must stress that the difference between a bad organisational change and a good one is purely based on how well leaders plan, communication and act. The following evening, Friday November 13, the “Cotton Pickers Ball” shall be held at 7:00pm, in da’ House of Khafre, located at 300 Main Street, Indianola.
Leading and implementing change requires a lot of people skills as well as an engaged workforce! Knowing why employees resist change and guiding agaist the resons as well as organizations being change ready will allow any change effort to succeed. Recognising behaviours that indicate possible resistance to change will raise awareness of the need to address the concerns.
If what they did in the past worked well for them, they may resist changing their behaviour out of fear that they will not achieve as much in the future. Undue resistance can occur because changes are introduced in an insensitive manner or at an awkward time.
This often means that organizational reward systems must be altered to support the change that management wants to implement.
Employees, who live in the same house, shop at the same stores, visit the same social club, and drive the same routes daily throughout their formative years may have more difficulty dealing with change than people who grew up in several different neighbourhoods.
This could be purely because they sympathise with their friends because of the change that has been thrusts at them.  Managers too will resist change to protect their work groups or friends.
In organizations where there is a high degree of trust and each individual employee is treated with respect and dignity, there is less resistance to change. Employees resist change because they are worried that they may not find another job easily and quickly. When you are tempted to blame others personally for your lack of progress, refocus on the reason for asking people to make changes. All are encouraged to attend both events in costume attire worn in the cotton fields, such as “overalls and straw hats, etc.”The 1st Annual Historical Narrative Competition enhances this year’s Symposium.
The satisfaction that employees have with their job determines a portion of their reactions during times of change. The less the organization knows about the change and its impact on them, the more fearful they become. In the same way, those who become accustomed to associating with people who have the same values and ethics may find it more difficult to appreciate the diversity of today’s work force.
The most successful leaders are those who are experts at asking the right questions and then really listening to the responses. As you think about the problem that has created the need to change, ask yourself two questions, “What is it we need to accomplish?” and “What will it take for us to achieve our goals?” By focusing on solutions, you will channel your energies positively.
Mississippi Delta high school seniors and MVSU students will compete for a trophy and gift card provided by Khafre, Inc and Lost Pizza, Company. All projects must be delivered to the MVSU Social Sciences office “T” by 5:00pm November 5th, (or call organizers to arrange for pick up). Professor, Public Policy, MVSU; Dr Alpha Diarra, National Cotton Spokesman of Mali, West Africa. Local storyteller Helen Sims will pay tribute to “the Spirit of Mama Lula.” Hollandale folk artist Dorothy Hoskins will showcase recent multi-media work on Cotton Pickin’ and Sharecropping in the American South. The University is driven by its commitment to excellence in teaching, learning, service, and research--a commitment resulting in a learner-centered environment that prepares critical thinkers, exceptional communicators, and service-oriented, engaged, and productive citizens.
MVSU is fundamentally committed to positively affecting the quality of life and creating extraordinary educational opportunities for the Mississippi Delta and beyond. KHAFRE, Inc.
Honoring the legacy of  “grandmamma-nem” in a university setting gives artistic and academic license to the pursuit of gaining more scholarship and international acceptance, of the contributions and sweat equity made by the people who picked cotton throughout the American South,” said Professor C.Sade Turnipseed, Executive Director of Khafre, Inc.
As part of Khafre, Inc’s historic preservation efforts, a permanent marker will be placed on the MVSU campus in honor of cotton pickers from the Mississippi Delta, and those who worked the repurposed cotton plantation for higher learning, MVSU.The Symposium is free admission. Khafre, Inc is all about building monumental programs that allow reflection, reconnection, and renewal. This year’s theme: “Cotton Sacks and Freedom Quilt Narratives” will stimulate a day of discussion about historic preservation, leading-edge research, innovative practices, and foundational values. The agency and resistance of these narratives will also reflect on the subtle and continuing impact of cotton on life in the Delta and throughout the South. The one-day event concludes with a good old fashion “black-tie” (or period-piece costume) “Cotton-Pickers’ Ball and Ancestral Celebration” at da’ House of Khafre located at 300 Main St.
Julianne Malveaux; and, introduction by award-winning poet Chinaka Hodge the volume offers a balanced view of what our children face day-to-day, on the streets of America. Over two hundred years ago, the Akan Nation (West Africa) established the Adinkra Symbols to visually communicate a system of living for African people to observe and learn. Amazingly, just as with other inspired and spiritual writings, drawings, etc., the symbols are beautiful design concepts with meanings still relevant today.
They bring clarity and resolve to the question, “What do we (the village) have to do to show support and love for each other and ultimately save ourselves and one another?” The experiences of today’s youth culture demonstrate a fundamental disconnect, to most people of previous generations.
The young writers selected for this publication masterfully describe the challenge in dealing with today’s world. Because, it offers tribute to the “original” mother and her instinctual knowing of the spiritual paths that her children (all children) must take to find their way out of harm's way. Revealed, in this collection of writings are a wonderful array of short stories, poems and proverbs that present a familial insight born by the great liberator of liberators, Harriet Tubman!
By Writers of the 21st Century is an affiliate of Young Publishers Network (YPN) and Khafre, Inc a 501(c)(3) organization working in the Mississippi Delta to improve the welfare and healthy living environments of children in America and around the world.### Thank You Mr. Born in a cabin on a cotton plantation outside Berclair, Mississippi in 1925, his entire life, much like the lives of so many others from the Mississippi Delta, was spent in service to others. Unfortunately, for most of his contemporaries (colleagues, family of friends) they never received the accolades, appreciation, or respect for their life-long work as cotton-pickers in the American South. David Matthews, MS Congressman Bennie Thompson, MS Senator Thad Cochran, National Parks Director Dr Jon Jarvis, Mr. Theodore Turnipseed, Sr., and millions of others understand the importance of sharing, and erecting a statue and National Park dedicated to the countless field workers of the American South. Though unrecognized and unappreciated, these people worked from sun up to sun down tilling, planting, chopping, picking and spinning cotton, in the blazing hot sun … This and many other horrifying conditions of the historic Mississippi Delta evoked the music we call “the Blues.”On May 21, 2014, during the last year of his life Mr.
King accepted our call to become the “Honorary Chair” of Khafre, Inc, a Mississippi-based 501(3) not-for-profit organization. Maya Angelou as the Honorary Chair of the Cotton Pickers of America and the Sharecroppers Interpretive Center project. The plan is to build a thirty-foot high monument on twenty acres of cotton land along Highway 61, just outside the historic Black town Mound Bayou, MS.
This is a historically rare opportunity to transform many lives in the Delta and engage conversations about race and social inequities in America. Sade Turnipseed is the Executive Director of Khafre, Inc and teaches American History at Mississippi Valley State University, in Itta Bena, the birthplace of Mr. This year’s theme: “Cotton Sacks and Freedom Quilts Narratives” will stimulate a day of discussion about historic preservation, leading-edge research, innovative practices, and foundational values. No one has ever “officially” said “thank you” to the people in the American South, who literally tilled the way to the economic greatness for many countries and regions around the world. Somewhere along the way the respect and honor for their hard-earned sweat-equity investment in the wealth of others was lost and buried in the bloodstained, tear-soaked soils of the American South. Something “monumental,” needs to happen…like a National Park named the “Cotton Pickers of America Monument and Sharecroppers Interpretive Center” along the Blues Highway 61.
Once the Monument is installed, the organizers’ plan is to turn it over to the federal government for the protection and honor that only this country can provide.
It shall serve as a permanent reminder and ever-present sign of respect for those whose hope for a brighter day wore thin, while working from kin to kain’t (can’t see in the morning to can’t see at night).The world must be reminded of the work ethic held by the people in the South…in most instances it was an honorable legacy … the tragedy is they were never properly compensated, nor thanked. King, (aka: The King of the Blues) will join the effort to build a National Monument in the Mississippi Delta. King understands, as do all members of the Khafre, Inc family, that a healing will come through recognition and a true recounting of the history of cotton and its impact in the South.In September, 2009, Khafre, Inc, based in Indianola, Mississippi, embarked upon a journey designed to thank the sons and daughters of the South who helped, albeit it without accolades, fanfare, or even recognition, build the cotton empire that fueled the American economy for nearly two centuries.
The impetus for the project: Cotton Pickers of America and Sharecroppers Interpretative Center (hereafter referred to as the Cotton Pickers Monument Complex) is the need to thank those who toiled in the Delta soil for generations without the pay, appreciation, or the dignity they deserved. The Cotton Pickers Monument Complex would not only help heal wounds that have festered for decades, but would also help to empower the generations of family members who have been negatively impacted by this unfortunate era in American history. This is truly a historic endeavor that has the rare opportunity of actually transforming lives, communities, and the conversations about race in America and throughout the world.           These deeply held convictions of education and empowerment are keys to improving the quality of life for all within the Delta. They have helped to catapult Khafre into numerous projects, which are all connected to the vision and mission of this value-driven and movement-oriented organization that is designed to provide historical, health related, and cultural education and outreach to the communities of the Mississippi Delta. Khafre has already helped young people successfully publish literature, prepare for careers in the television and radio broadcast industry, produce staged events and engage in healthy behaviors through diet and exercise, all with the assistance of grant dollars and strategic partnerships.The crowning work of Khafre remains the Cotton Pickers Monument Complex, a dream, which is coming closer to fruition, day by day, because of the unprecedented support of Mr. We have also received Congressional acknowledgment and endorsement from United States Congressmen, Bennie Thompson and Danny Davis, official endorsements from United States Senators, Thad Cochran and Roger Wicker, and expressed support from Dr John Jarvis, National Parks Director. Carroll Van West and Rebecca Conard from Middle Tennessee State University’s History Department, along with the ongoing partnership with Mississippi Valley State University, has proven a significant benefit to our overall project. We are now ready to raise the $26 million dollars to make the Cotton Pickers Monument complex a reality.
We look forward to hearing from you and to welcoming your partnership in the building of this long overdue and much needed monument.It is time!Most sincerely,C. The goal is to obtain as much first-hand information as possible relating to the development of America’s Cotton Kingdom (aka the Delta).In the aftermaths of completing the academic study for a Doctorate in Public History at Middle Tennessee State University (MTSU), Professor C. Turnipseed’s theory that perceptions of sharecropping, tenant farming, etc, will be altered in ways that are beneficial to the legacy of the American South when the memory of elders are shared.


The monument site is envisioned to become a National Park; and thereby “the place” for memory and community sharing in the Mississippi Delta, for educational, economic development, and international tourism purposes. King and former honorary chair Dr Maya Angelou who are determined to improve the legacy and social-economic status of Mississippi Delta residents. The purpose of the organization is to provide educational, lifestyle and cultural programs, build monuments and memorials to honor, celebrate, and recognize the rich and complex history of the Mississippi Delta and to positively impact the quality of life of those living in the Delta, especially the disproportionately poor African American community. There is no documented official acknowledgment of the people who tilled the path to America’s greatness. Somewhere along the way buried in the tear-soaked soils of the American South, the respect and honor for their hard-earned investment was lost. The Cotton Pickers of America Monument, Sharecroppers Interpretive Center, and Cotton Kingdom Trail make the case for building a National Park that offers a small token of appreciation for their tireless uncompensated work. Sade Turnipseed is the founder of Khafre, Inc., which has developed the Cotton Pickers of America Monument, the Sharecroppers Interpretive Center, and the Cotton Kingdom Historical Trail, among many other projects. King Museum and Delta Interpretive Center in Indianola and the former cultural arts director for the Mississippi Action for Community Education--MACE (producers of the MS Delta Blues and Heritage Festival) in Greenville. Turnipseed is the recipient of several community service and arts advocacy awards, and she was an independent candidate for mayor of the city of Indianola in 2013.
For the past eight years Turnipseed was the host of “Delta Renaissance,” a cultural arts talk show focusing on the arts, education, and political issues in the Mississippi Delta.
Winter Building Wednesday, June 18: Former Secretary of State Dick Molpus talks about his experience during the Philadelphia civil rights murders of 1964. Wednesday, July 2: Filmmaker Wilma Mosley-Clopton will show and discuss her new film, "Did Johnny Come Marching Home?" about people of African descent who fought to free themselves in the Civil War. Wednesday, September 25: Author Robert Blade will talk about his book, "Tupelo Man," a biography of George McLean.
I whole-heartedly agree with the editor that the African American community has proven to the world an uncanny, though unreciprocated, ability to be forgiving of past deeds of injustice, brutality and cruelty at the voting polls, and socially in their community service groups, churches and everyday lives. This point should not be lost on the fact that many of those injustices happened here, in Indianola, Mississippi, to some amazingly strong and resilient individuals like Fannie Lou Hamer and all those who came before her.
But, I can’t help but wonder why the White community isn’t reciprocating and showing the same confidence and trust in racial relations?As Smith indicates, the incumbent received “between 32 and 37% of the votes in the three wards with large Black majorities, despite going up against two black opponents, with strong followings. That’s impressive for a white candidate in a city and region with a history of racially divided politics.” I agree. When we examine the voter polls in the wards that are predominately African American, reflected is a general evenness for all candidates, be they Black or White. The same, however, cannot be said about the two wards that reflect the primarily White community. I submit to you the following:In wards I, and II, which are the two wards with the largest white population of voters, we see results that reflect an uncompromising resistance to acceptance and change. With an overall total of 952 votes cast: 732 went to the White candidate and 220 for the two Blacks, combined)…check that! Surely, it cannot be left up to one segment of the community, and not the other.I truly wish Smith had stressed this very critical point, instead of throwing shade on the outcome of a campaign I have yet to wage. And for the record, as a citizen, it is my right to be afforded the opportunity to run a fair and unbiased race for mayor, without subtle suggestions that it is a waste of my time, as inferred in his editorial. But, then again maybe he knows more than I about how citizens of wards I and II will ultimately vote. And to also trust that the leaders of this community will look out for their best interest, politically, economically and socially. After all we live in a community that is 84% African American with a poverty rate that is fast approaching 40% and a public school system that is in deplorable condition, both physically and academically, even under the watchful eye of the government, yet there is no outrage…from either the White side, or the Black side of town. And, I have never believed it was necessary to wait until political season to demonstrate my commitment to the people in my community. If, by chance I am truly embraced by all members of all wards of this city, I believe people will witness an amazing transformation in a relatively short period of time. It’s “almost” like magic…I predict things will begin to unfold in a substantive way like the neighborhoods will brighten, crime decreases and the impoverished mindset disappears.
And I am passionate enough to find the tools to help remedy the concerns that create stagnation and distrust. Please remember, we are a people who come from a very long tradition of women who made a way out of no way.My overall ambition and hope for this city is to develop a strategic plan that enables a steady stream of culturally enriched projects that insures economic development for the future growth and safety in this city. So programs that not only engage everyone, but present real opportunities for career enhancements and social activities are critical. King Museum that I visualized and administered) Thanks Carver Randle, Sr for that wonderful quote. I just wish he read my bio, or googled me, before publishing doubts about my abilities for success. For the past three years, I have been sitting relatively quietly completing the doctorate in history.
Now, I am ready to shake up this town with some bold ideas and ever increasing standards for excellence.
I look forward to being a significant force in this community, by helping the White community too recognize the benefits of building relationships that they can trust in leadership positions. We MUST work together to improve our community—by encouraging EVERYONE to clean on our streets, bayou, parks, etc. We have some huge unmet challenges here in Indianola, and how YOU decide to vote On December 10, 2013, is vital to our success. Also, please be sure to come to this year's event in your overalls, or cotton pickin' clothes. The event is the impetus that gave rise to the “Remigration Home from Chicago to Mississippi” cultural movement organized by music promoters Gus Redmond and Robert Terrell.
Legendary blues and gospel performers Otis Clay, Syl Johnson and Marshal Thompson (founder and lead singer of the ChiLites); along with promoter Gus Redmond will lead the way back home to Mississippi in an effort to support the Cotton Pickers of America Monument and Sharecroppers Interpretive Center project in the historical Cotton Kingdom AKA the Mississippi Delta. Though the Ball is a “Black Tie Affair” Overalls or other “cotton pickin” attire are encouraged and expected.“I am so pleased that we have partnered with Khafre to host an event of this magnitude,” said Dr. The discussions and historical presentations will reflect cutting-edge research, innovative practices and foundational values. Additionally, two noted scholars from Mali’s Cotton Manufacturing and Distribution will present via Skype.MVSU participants in the program include Dr. John Jones, interim provost.As part of the celebration, Khafre plans to erect a permanent marker on the site in honor of cotton pickers from the Mississippi Delta and in commemoration of the significance of this historical event. This will be a day of stimulating discussion about historic preservation, leading-edge research, innovative practices, and foundational values. The two-day event concludes with a good-old-fashion “black-tie” (or period-piece costume) “Cotton-Pickers’ Ball,” on October 18, 2013. This year Khafre, Inc in conjunction with Mississippi Valley State University shall organize the USA’s premier interdisciplinary professional meeting on cotton, sharecropping, and its cultural significance. The deadline is September 6, 2013.Plan to join us in Itta Bena, Mississippi!This is your chance to catch up with old friends and colleagues at The Valley, make important new contacts, discuss the latest in cultural management, stay current with research findings in the historic preservation field, and connect with people who share your core values. We invite all community-based experts in any field to become a part of the challenge to address issues of: unemployment, entrepreneurship, illiteracy, poor self-esteem, teen pregnancy, obesity, hopelessness, communication skills, journalism and creative writing, etc.
Situated on the bayou waterfront at 103 and 105 Main Street, in historic downtown Indianola, da' House is the place where folks come together in the spirit of unity and love for Mississippi Delta culture, particularly its blues, spirituals and teacakes!
On the historical Wall of Fame are signatures by musicians from Ghana, Senegal, Nigeria, Norway, Belguim, China, Japan, France, Cameroon, Cote d'Ivoire and Mississippi, of course. Beginning Friday, June 1, 2012, at 7 pm, the folks at da' House will be carrying on in grand teacake style, until Sunday June 3rd, around midnight.
Celebrating da love that is shared all around the world for da Delta music, art and culture. The 2nd Anniversary Celebration is dedicated to Deltas own David Honeyboy Edward, David Lee Durham, David Thompson and Mississippi Slim. These legendary bluesmen have recently joined the ancestors and will be honored by several local artists and civic leaders: Mickey Rogers, Dr.
These artists and many others will perform on da historical Front Porch stage where the legendary bluesman Sam Chatmons music room door is gracefully hinged. The door, the traditional quilts, the African art, the sweet smell of Soul Food and the Delta cotton provide a rural sophistication and ambiance that is reminicient of the culture and folk art once owned and coveted by grandmamma-nem. Indeed, it is "The home for artful giving, music and songs," as Chicago-based Blues promoter Lynn Orman Weiss described da' House on her most recent visit to the Delta.
And, since da' House is located at the epicenter of the Cotton Kingdom, visitors can expect that authentic soothing, and often times healing, Mississippi Delta experience to be dosed up in abundantly royal fashion, every time they come to da' House! Co-owners Robert Terrell and C.Sade Turnipseed extend a personal and heartfelt invitation for everyone to come on out to da House and help celebrate two-years of Delta art, music and culture. She is also the first African-American female president to lead a Mississippi public university. Since assuming her position on January 1, 2009, she has launched The Valley Renaissance, the institutions five-year strategic plan, which is pictorially depicted by the African Adinkra symbol of a Sankofa a bird that flies with his head facingbackwards as he advances forward without getting off track. Grammy-winning blues musician David "Honeyboy" Edwards, believed to be the oldest surviving Delta bluesman and whose roots stretched back to blues legend Robert Johnson, died early Monday, Aug. Maya Angelou agreed to graciously lend her name to the Cotton Pickers of America Monument and Sharecroppers Interpretive Center project that is in development, in the Mississippi Delta. C.Sade Turnipseed, Founder of the Monument project and Executive Director of Khafre, Inc, recently made the announcement in a community meeting held at da House of Khafre, in Indianola. Our teams collective effort honors the sacrifices made by millions of Americans and purposefully gives dignity back to the legacy of those who spent their entire lives working, tirelessly to build this country.Dr. Smith Reynolds Professor of American Studies at Wake Forest University, joins a long and growing list of American citizens, who have also expressed the desire to support this project and demonstrate their respect and gratitude to every man, woman and child that picked cotton and were never thanked, nor properly compensated as enslaved workers or as sharecroppers, throughout the American south.The Khafre, Inc team is composed of a governing Board of Directors, a Steering Committee, a Board of Advisors and several political and community leaders that include faculty members from the History Department at Middle Tennessee State University (MTSU). The governing Board selected world-renowned monument designer, Ed Dwight, to develop the thirty-foot statue and sculptural park. It offers educational workshops, seminars and conferences for the entire community that celebrate Mississippis culture and its contributions to world history, including music, cuisine, writing, andotherartistic expressions. Turnipseed is also the host of Delta Renaissance, the number one cultural arts television talk show in the Delta, which airs weekly on WABG-TV, WABG-Radio and Delta Fox-10 television networks.Plans are also underway to incorporate the completed work into the National Parks Services, to insure prosperity and proper maintenance of the Monument. To help the Cotton Pickers of America Monument and Sharecroppers Interpretive Center be included as part of the National Parks System, please sign the online petition. To have name(s) of family members included in the Monument, download a Legacy Brick application; both petition and application are available on the Khafre, Inc.
Sato returns to the Front Porch Stage solo, on Sunday March 6th, at 6pm, to kick off the Cultural Competency workshop series.
These are on-going cultural appreciation classes presented for the first time in the Delta, by Khafre, Inc (a Mississippi-based non-profit organization).Sato, who was born and raised in Japan, will introduce to American audiences his interpretation of Mississippi Delta Blues and perform on one of his traditional instruments called a Samisen.



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