That the context in which we work has changed significantly in the last 5-10 years.  There are permanent changes in the way people come together, engage and participate on issues that matter, and these ways of being have resulted in long-term change in society. Factors such as globalization, social media, online engagement, the growth of activism, increase in large-scale opposition movements calling for enhanced voice in decision-making, the impacts of climate change, financial crisis and energy needs, the growth of celebrity and sensational media culture, polarization, uncivil discourse….these are all the norm now. These changes are having permanent impacts on society and on our organizations, structures and systems and the ways decisions are made. However, our systems, structures and decision-making processes have not adapted to these changes.  Neither has our practice of public engagement. IAP2 has made an important contribution to the field and practice, and the Core Values, Spectrum and training program created over 20 years ago have made significant positive impact on the field and the practice. However, IAP2 has not changed with recent times or context, and the teachings are insufficient to address the challenges we face as practitioners. And since we as public and community engagement practitioners are each IAP2, because it is our professional association, we are each individually responsible for having the courage to step forward to meet these new challenges as practitioners, and to create a new future where the organization steps into the challenges that are calling us.
I suggested that the Core Values are foundational but need to be updated to meet international standards.  For example, respect for the rights of indigenous people, capacity building, and an emphasis on trust and relationship building would bring the Core Values into the present context. I offered that the IAP2 spectrum needs to be re-thought because it is presented as if the decision-maker has the control, and that the Inform and Consult levels are irrelevant at best in our complex, controversial world, and at worst are part of the problem by contributing to polarization and conflict through suggestion that those levels are acceptable in situations where there may be an outcry to be heard, but that the organization doesn’t want or is unable to meet the demands. I also suggested that if our responsibility as engagement practitioners is to be guardians of the process, and to hold that space for important conversations so that all participants can participate in respectful, open, constructive ways, then we must consider the possibility that we as practitioners are failing in our obligations.  And that we can’t blame this on the organizations we work for and with, or on the participants. I’m pretty sure I suggested that the IAP2 teachings in the Certificate program have made a major contribution to the field, but that the emphasis on worksheets, level of influence, focus questions, decision-making, techniques, clear expectations just does not address the complexity and controversy of our existing context.  And since this context has permanently changed, the way in which we work must also change.
This responsibility to be held to account for a meaningful process that works for everyone is ours.  That like engineers and architects put their names on their work, we should also do this, and be held to account for constructive, meaningful process. I gave some examples of what is required that goes beyond meaningful public engagement, and talked about trust, relationships, leadership and change. And finally I called on each of us to contribute to the practice (and to IAP2) by creating a culture of compassion, to build caring communities, to support all participants in a different way of having these needed conversations. I called on each of us to stop demonizing the “other” and to use all our skills, knowledge and experience to create a different future, and to advocate for civil discourse. Now none of this was a new thing for me to say.  I’ve been saying this for a number of years, and I know there are others who have said similar things in recent time. My work is in the space of high emotion, complexity and conflict and so I see these challenges daily, and I see them increasing over time and the context changing.  Perhaps I also see these signs because I am an IAP2 trainer and an Assessor, Coach and Mentor of new trainers and I see the challenges to our practice but also in the teachings. However, this is just the first half of my story.  The second half of my story has to do with the change I called each of us to have the courage to step into in that IAP2 Talks, and what happened next. After the speech I had many people come up to me to express gratitude and appreciation for message, and to offer their enthusiasm for working with other practitioners (and IAP2) to address the challenges we are facing.  I had a Conference committee member tell me that she had waited a long time for someone to say what I said, and that is was about time the issues I raised saw the light of day. On the other hand, I also heard through the grapevine that some people felt what I had said was inappropriate in that venue – that I should have promoting only “good” things about IAP2 at a conference, and that if I had wanted to say “negative” things I should have offered solutions (which I did offer in many sessions at the conference). My point of telling this part of the story is not what happened, but to reflect on how people react to change.
The Berkana Institute has a wonderful video that concisely and thoughtfully talks about what happens when systems stop working. We are in this together.  To address the realities, complexities and challenges of our time, we need the courage to work together, to have challenging conversations, to be curious and compassionate with each other, with participants, and with organizations so that we can step into the future and make our practice, and therefore our communities better.
Next time someone says something that makes you uncomfortable, or that you disagree with, whether it is in a community conversation, your organization or your life, I encourage you to practice a new way of stepping forward into that space.  You might be surprised and encouraged by what happens.  When we aren’t focused on “good” versus “bad” or “winning” versus “losing”, if we can be open with each other rather than demonize each other, imagine what we could achieve! When discussing advertising online, Google comes up within the first minute of any marketing conversation.
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If youa€™re still starting yourA cover letterA with this overused one-liner, then I implore you to stop what youa€™re doing, delete the line, and spend a few minutes reading this article to discover seven new examples of how you can catch the hiring managera€™s attention with an attention-grabbing opening line. Ita€™s important to remember your cover letter should be a brief introduction that demonstrates fit and motivates the employer to read your resume. Using these simple points as guidelines and the cover letter samples provided above as a starting point, create your own unique and captivating opening line that draws the reader in and keeps them interested. Jessica Holbrook Hernandez, CEO of Great Resumes Fast is an expert resume writer, career and personal branding strategist, author, and presenter.
Subscribe to our NewsletterJoin 103,000+ readers and receive daily career tips in your Inbox! The 21st century has changed many things about modern society, from the way people shop to the numerous ways that they consume information and breaking news. New Ways of Working advocates for an end to assigned workspaces and seating in today’s office environments, instead encouraging employees to organize as they please.
If removing assigned seating seems like a flexible way to change where and how people work, then telecommuting is sure to be an even bigger hit.
In workplaces of the 20th century and earlier, options in the workplace were pretty limited.
These Catholic institutions seek to welcome and integrate LGBT students into the learning community. Links to Catholic LGBT organizations, Catholic reform organizations, national interfaith LGBT organizations, and resources for young adults. Articles, press releases, and links to online resources for LGBT and questioning Catholic youth experiencing anti-gay bullying.
The Public Religion Research Institute's report, Catholic Attitudes on Gay and Lesbian Issues: A Comprehensive Portrait from Recent Research, found that the majority of the sixty-four million Catholics in the United States support a number of public policies that extend rights to gay men, lesbians, and their families. If you are a federal employee, you can donate to New Ways Ministry through the Combined Federal Campaign (our CFC number is 11699).
Contributions to New Ways Ministry are tax-deductible under Section 501(c)3 of the Internal Revenue Code. Through research, publication and education about homosexuality, we foster dialogue among groups and individuals, identify and combat personal and structural homophobia, work for changes in attitudes and promote the acceptance of LGBT people as full and equal members of church and society. New Ways Ministry is a member of Equally Blessed, a coalition of faithful Catholics who support full equality for LGBT people both in the Church and in civil society. I think I probably also said that the “empower” level suggests that the organization or decision-maker has the ability to empower others, without considering that communities and individuals have power of their own that is not conferred on them by the decision-maker. I bring this new and innovative thinking, materials and approaches into the training I give, but the training program content of IAP2 needs to go further. One person who expressed concern, talked with many others who were not in my session, suggesting that someone should address what I had said and talk to me “officially” about these issues. They key here is to reach your target audience precisely at the right time they are looking for you.
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As an IT Director for ABC Company, I manage IT operations for a 500+ employee organization. I am a veteran Construction Manager with extensive experience in the designing, planning, budgeting, staffing, and on-site supervision of new construction and renovation projects. As an accomplished Chief Financial Officer, I possess broad cross-functional experience in emerging, high-growth, and well-established corporations. Designing, developing, and leading physical fitness training programs are my passions and my expertise. Cross-cultural communication, multi-departmental collaboration, and producing highly detailed and dependable administrative and marketing support are what I do best. Delivering massive value to my clients has been the focus of my career for the past 13 years. If youa€™re narrating your whole life story or using the same old line thata€™s been written a million times before, then youa€™re not really captivating the reader or communicating the most vital information necessary to win the interview.


Another major change to come about in recent years has been a major shift in workplace management and operations.
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The office was more associated with strict rules, directives issued from the top, and expected compliance. Emails, meetings and rumours swirled – among people who hadn’t actually heard what I had said. Flexible budgets allow you to start advertising on relevant websites and blogs within your marketplace. Since I was recruited in 2005, my goal has been to modernize and scale the technology landscape and drive forward initiatives to expand the capabilities, systems, and performance across the organization. Unlike other finance executives, my focus has not been limited to just finance but includes strategic planning, change management, system implementations, and business operations, as well as the performance improvement of teams. Whether in a start-up situation or a high-growth organization, I have consistently increased sales and customer satisfaction through my ability to develop first-class sales solutions and drive professional excellence.
In my role as ___________ for ABC Company, I have unfailingly provided my clients with strategies, action plans, and the leadership necessary to enhance people, processes, and technologies.
Businesses everywhere are looking for ways to improve employee satisfaction and retention, adding flexibility to offices that were once ruled by an iron fist and allowed no such thing. They can work a full day from their home office, removing the headaches and costs of commuting in each weekday. New Ways of Working seeks to change all that with employee-centric flexibility that really yields major benefits for most employers.
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  1. 16.11.2013 at 10:48:19
    Skarpion writes:
    That can assist you explore your connection.
  2. 16.11.2013 at 21:31:34
    AyteN writes:
    Co-founder of Vermont Insight and inspiration is Baba.
  3. 16.11.2013 at 14:35:51
    lilyan_777 writes:
    Grumbling during Vipassana fatigue, and melancholy at the end of the six.