Podcasts about Baccalaureate

Welcome to Episode 191 of The Darlington Podcast! In this special episode, listen to Kevin Hunt, assistant athletic director and senior parent, give his Baccalaureate address on May 16. Hunt was selected by the senior class to serve as the Baccalaureate speaker. Following an introduction from his daughter Emma Hunt ('25), Hunt reflects on the accomplishments of the class and reminds seniors to stay humble, face adversity head on, lean on one another, and live a life of service.Click here for complete show notes >>

For many French people, passing the national end-of-high-school exam, known as the Baccalaureate or "Bac", is an important rite of passage. The French love to brag about the "Bac" and how difficult it is, since this implies French pupils are smart. But with so many people passing the diploma, has it lost its value? Recently, the government completely reformed the Bac to make it a "springboard to success". Will it retain its egalitarian – albeit stressful – appeal? We take a closer look in this edition of French Connections.

05-18-2025 Confirmation & Baccalaureate Sunday The Same but Different -Rev. Nicole Chapman-Farley & Alex Barnes, M.Div.

Watch Dr. Henry P. Davis III from First Baptist Church of Highland Park To support this ministry financially, visit: https://www.lightsource.com/donate/857/29

On today's episode of the Illumination by Modern Campus podcast, podcast host Shauna Cox was joined by Angela Kersenbrock to discuss how community colleges are changing access and affordability in higher ed, and the workforce alignment required for everyone to succeed. 

Are you ready to run the race set before you? Life isn't a casual stroll—it's a race that requires endurance, focus, and freedom from the weights that hold us back. Scripture tells us in Hebrews 12 to lay aside every burden and the sin that so easily entangles, and to fix our eyes on Jesus, the author and perfecter of our faith. Like the ancient runners who stripped off everything that slowed them down, we too must shed the distractions, doubts, and worldly pressures that keep us from running well.Graduates, church family, this message is for all of us. We are not alone on this journey—surrounded by a great cloud of witnesses, from biblical heroes to faithful mentors in our own lives, we are cheered on to persevere. Let us look not to the applause of others or the weight of our past, but to Christ, who endured the cross for the joy set before Him. As we run this race, may we do so with eyes fixed on Him, hearts free of every hindrance, and a spirit eager to hear the words, “Well done, good and faithful servant.” Run well.

Ruth Murdoch Elementary Dedication & Andrews Academy 2025 Baccalaureate

2025 Baccalaureate Message for Covenant Day SchoolDelivered by Dr. Kevin DeYoungRecorded at Christ Covenant Church in Matthews, NCWednesday, May 21, 2025Download our mobile app

Send us a textI gave a Baccalaureate speech this year to my hometown high school, and I wanted you to hear my message as well!Please share it with anyone that could use a hopeful message for the future!!I am sending much love to all graduates and their families! Find my podcastEmail me: ccoufal@cynthiacoufalcoaching.comText me: 785-380-2064More information

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Wednesday evening service preaching from the pulpit of Woodland Baptist Church – Winston Salem, NC * Please feel free to visit our website at woodlandbaptistnow.com

In our Baccalaureate Service sermon, Mary Beth shares with us from John 4. In His conversation with the Samaritan woman at the well, we see Jesus look past labels and see her. And love her.  Jesus offers us grace, which, like water, flows to the broken places of our lives.

05-04-2025 Pastor Stevison Baccalaureate Service SUN 6PM.wav

AU Baccalaureate 2025

KCBC Baccalaureate Service

This was an interview that I felt only scratched the surface not only of the book, Lebanon's Jewish Community: Fragments of Lives Arrested (Palgrave Macmillan, 2018) but of Professor Salameh's knowledge and understanding of the region. Our discussion spanned the ancient roots of the people of Lebanon through his personal story growing up in the multicultural city of Beirut through the current state of affairs in Lebanon. Growing up as a Maronite his first exposure to Jews in Lebanon was an absentee neighbor who would come to air out and check on the house maybe once a month. He did not know what to make of her - but then when he was studying for his Baccalaureate she sent a message that she was carrying out a nine day novena to the Virgin Mary on his behalf. This cross-culture was the basis for the thriving Jewish community in Lebanon.  Unfortunately we did not touch upon the interviews that he conducted as there was just so much to say. I want to share here one that puts things in context - he writes about Alain who lives today in Northern Israel, a mere two-hour car ride from his native Beirut but worlds away from the port city. Franck himself talks about the last time he was in Lebanon, in 2016, and how he felt he could never go back.  Another moving interview is that of Fady Galen who talks about wearing tefillin (phylacteries) in his Catholic school.  Through the good and bad it was so wonderful to speak about the possibilities and the fanatics. As Franck said, he is human and therefore the passion will show in his scholarly work and his writing - it definitely showed in our discussion.  Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/new-books-network

This was an interview that I felt only scratched the surface not only of the book, Lebanon's Jewish Community: Fragments of Lives Arrested (Palgrave Macmillan, 2018) but of Professor Salameh's knowledge and understanding of the region. Our discussion spanned the ancient roots of the people of Lebanon through his personal story growing up in the multicultural city of Beirut through the current state of affairs in Lebanon. Growing up as a Maronite his first exposure to Jews in Lebanon was an absentee neighbor who would come to air out and check on the house maybe once a month. He did not know what to make of her - but then when he was studying for his Baccalaureate she sent a message that she was carrying out a nine day novena to the Virgin Mary on his behalf. This cross-culture was the basis for the thriving Jewish community in Lebanon.  Unfortunately we did not touch upon the interviews that he conducted as there was just so much to say. I want to share here one that puts things in context - he writes about Alain who lives today in Northern Israel, a mere two-hour car ride from his native Beirut but worlds away from the port city. Franck himself talks about the last time he was in Lebanon, in 2016, and how he felt he could never go back.  Another moving interview is that of Fady Galen who talks about wearing tefillin (phylacteries) in his Catholic school.  Through the good and bad it was so wonderful to speak about the possibilities and the fanatics. As Franck said, he is human and therefore the passion will show in his scholarly work and his writing - it definitely showed in our discussion.  Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/jewish-studies

This was an interview that I felt only scratched the surface not only of the book, Lebanon's Jewish Community: Fragments of Lives Arrested (Palgrave Macmillan, 2018) but of Professor Salameh's knowledge and understanding of the region. Our discussion spanned the ancient roots of the people of Lebanon through his personal story growing up in the multicultural city of Beirut through the current state of affairs in Lebanon. Growing up as a Maronite his first exposure to Jews in Lebanon was an absentee neighbor who would come to air out and check on the house maybe once a month. He did not know what to make of her - but then when he was studying for his Baccalaureate she sent a message that she was carrying out a nine day novena to the Virgin Mary on his behalf. This cross-culture was the basis for the thriving Jewish community in Lebanon.  Unfortunately we did not touch upon the interviews that he conducted as there was just so much to say. I want to share here one that puts things in context - he writes about Alain who lives today in Northern Israel, a mere two-hour car ride from his native Beirut but worlds away from the port city. Franck himself talks about the last time he was in Lebanon, in 2016, and how he felt he could never go back.  Another moving interview is that of Fady Galen who talks about wearing tefillin (phylacteries) in his Catholic school.  Through the good and bad it was so wonderful to speak about the possibilities and the fanatics. As Franck said, he is human and therefore the passion will show in his scholarly work and his writing - it definitely showed in our discussion.  Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/middle-eastern-studies

This was an interview that I felt only scratched the surface not only of the book, Lebanon's Jewish Community: Fragments of Lives Arrested (Palgrave Macmillan, 2018) but of Professor Salameh's knowledge and understanding of the region. Our discussion spanned the ancient roots of the people of Lebanon through his personal story growing up in the multicultural city of Beirut through the current state of affairs in Lebanon. Growing up as a Maronite his first exposure to Jews in Lebanon was an absentee neighbor who would come to air out and check on the house maybe once a month. He did not know what to make of her - but then when he was studying for his Baccalaureate she sent a message that she was carrying out a nine day novena to the Virgin Mary on his behalf. This cross-culture was the basis for the thriving Jewish community in Lebanon.  Unfortunately we did not touch upon the interviews that he conducted as there was just so much to say. I want to share here one that puts things in context - he writes about Alain who lives today in Northern Israel, a mere two-hour car ride from his native Beirut but worlds away from the port city. Franck himself talks about the last time he was in Lebanon, in 2016, and how he felt he could never go back.  Another moving interview is that of Fady Galen who talks about wearing tefillin (phylacteries) in his Catholic school.  Through the good and bad it was so wonderful to speak about the possibilities and the fanatics. As Franck said, he is human and therefore the passion will show in his scholarly work and his writing - it definitely showed in our discussion.  Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/religion

Dance Talk” ® with Joanne Carey and special guest, Sandra Rivera: Teaching Artist/Dancer/Guest Artist with Dances for a Variable Population  In this episode of “Dance Talk” ® with Joanne Carey, join host Joanne Carey as she chats with Special Guest, Sandra Rivera of Dances for a Variable Population. Sandra is a dancer, choreographer, educator, and writer and together they discuss Sandra's extensive career in dance, starting from her early influences in New York City to her involvement with Ballet Hispanico as an original member and up to her current impactful work with Dances for a Variable Population and the upcoming workshops and performances of DVP. Joanne and Sandra also discuss her work with Omega Dance Company. Their conversation highlights the importance of community engagement through dance, and the significance of creating inclusive spaces for older adults to express themselves through movement. They also discuss the role that her experience with liturgical dance held in Sandra's life. Sandra shares her insights on the transformative power of dance and its ability to foster connection and creativity across generations. Sandra Rivera has an extensive career as a dancer, choreographer and educator.  A founding member of Ballet Hispanico, she performed as a principal dancer creating a number of roles in the company's repertory. Since 1990 she has choreographed and performed contemporary dances with thematic content that reflects the Latino experience in the United States.  Artist-in-residence at the Cathedral of St. John the Divine with the Omega Dance Co. where she served as director.  Her solo dance portraits and choreographies have been presented at El Museo del Barrio, the Caramoor International Music Festival and the Abrons Art Center,the  Julia de Burgos Cultural Center, Aaron Davis Hall and the 92 Street Y.  She is on the faculty of Ballet Hispanico School of Dance and performs and is a teaching artist for Dancers for a Variable Population.  BA in Dance in the Latino Diaspora; CUNY's Baccalaureate for Unique & Interdisciplinary Studies.  Sandra Rivera  ⁠⁠https://www.sandrariveraprojects.com/biography⁠⁠ Find out more about Dances for a Variable Population and catch some of their upcoming performances and worksshops Oct 5th, 18th, Nov 16th https://www.dvpnyc.org/ Follow “Dance Talk” ® with Joanne Carey wherever you listen to your podcasts.  ⁠⁠⁠⁠https://dancetalkwithjoannecarey.com/⁠⁠⁠ Tune in. Follow. Like us. And Share.  Please leave us review about our podcast!  “Dance Talk” ® with Joanne Carey  "Where the Dance World Connects, the Conversations Inspire, and Where We Are Keeping Them Real."

A ten-month scientific UAP study changed everything, with never-before-seen shocking UAP / UFO footage of the vehicles operating off the Long Island, New York coast, including incredible footage of a tic-tac UFO flying past an airliner. In this Good Trouble Show podcast, we interview Gerry Tedesco, John Tedesco, and Donna Lee Nardo, who will present new UFO / UAP footage from their experience with over 50 UAP / UFO encounters.With the recent book release by Lue Elizondo, Imminent, and his appearance on News Nation with Ross Coulthart and on Joe Rogan, UAPs / UFOs are back in the news; whistleblower revelations by former Pentagon employee David Grusch, Navy pilots David Fravor and Ryan Graves, along with new Congressional legislation on UFOs, The UAP Disclosure Act of 2024, authored by Senator Mike Rounds, and Senator Chuck Schumer. It's time for the disclosure discussion.Native Long Islander Gerald T. Tedesco is an electrical engineer who currently toils for a local aerospace firm after decades of helping U.S. defense corporations with his security clearance. Like his twin brother John, Gerald's passion for science, UAPs / UFOs, and the paranormal took root at a young age. He received a Baccalaureate of Science in Public Health and a Professional Certificate in Behavior Profiling and Investigative Analysis. He and his brother John designed a patented scientific instrument called a Modular Multi-Wavelength Light Source Engine. When not busy completing work and personal projects, Gerald is found happily spending quality time with his spouse, Sharon, and their daughter, Tiana.Native Long Islander John J. Tedesco is an electrical engineer and engineering educator/consultant who recently retired from a lengthy, rewarding career at Underwriters Laboratories Inc. (UL Solutions). Like his twin brother Gerald, John's passion for science, UAPs / UFOs, and the paranormal took root at a young age. He received a Baccalaureate of Science in Electrical and Electronics Engineering and a Master of Education in Career and Technical Education. Along with his brother Gerald, he designed a patented scientific instrument called a Modular Multi-Wavelength Light Source Engine. John enjoys entertaining and enlightening his friends, family, and neighbors in his spare time.A Native Long Islander and New Yorker, Donna Lee Nardo is a journalist, investigator, researcher, and strategic communications pro with a keen interest in science, technology, UAPs / UFOs, and the paranormal. She holds a Baccalaureate of Arts with twin Communications and Political Science majors. Donna's career experience reflects the richness of multiple disciplines, including Private Investigation, Publishing, Corporate Communications, Public Affairs, Technology, Finance, Government, Professional Services, and PR. Her lifelong pursuit of questioning and chasing after nature's many mysteries remains insatiable. Donna schedules downtime to cuddle with her pets, write short stories, and create digital art.The Good Trouble Show: Linktree:  https://linktr.ee/thegoodtroubleshowPatreon: https://www.patreon.com/TheGoodTroubleShow YouTube: https://www.youtube.com/@TheGoodTroubleShow Twitter / X: https://twitter.com/GoodTroubleShow Instagram: @goodtroubleshow TikTok: https://www.tiktok.com/@goodtroubleshow Facebook: https://www.facebook.com/The-Good-Trouble-Show-With-Matt-Ford-106009712211646Threads:  @TheGoodTroubleShowBlueSky: @TheGoodTroubleShowBecome a supporter of this podcast: https://www.spreaker.com/podcast/the-good-trouble-show-with-matt-ford--5808897/support.

On today's episode of the Illumination by Modern Campus podcast, podcast host Shauna Cox was joined by Angela Kersenbrock to discuss how data-driven decision-making is transforming the community college space and how to foster economic stability.  

No Stone Unturned.This is a revisit Beyond Well. It's one of our earliest shows from 2019. Edan Armas is an award-winning Spoken Word Artist and Poet and graduate of Stanford University. Armas was the 2019 Baccalaureate student speaker, and an outspoken voice on the topic of student mental Health. Edan's undergraduate career focused on how emotion manifests in the body, mind and the collective consciousness. Edan encourages students to embrace both the tribulations and triumphs of the college experience, noting that the process of adulting is difficult—even painful, and how vulnerability became his superpower.

Hi, I'm Jody Sweetin, and welcome to Season 4 of Awkward Conversations. This season, we provide parents with practical advice on raising happy, healthy, substance-free kids. Our focus will be on building resilience, and confidence, and empowering kids to make smart choices. We'll feature our amazing co-host, Amy McCarthy from Harvard's Boston Children's Hospital, and have discussions featuring our expert guests, including Richard Lucy, a Senior Prevention Program Manager from the DEA, and Joseph Bozenko, a Senior Research Chemist from the DEA. They will discuss critical topics such as the current fentanyl crisis, the importance of parent-child bonding, and the significant role of education and awareness. We highlight resources like GetSmartAboutDrugs.com and One Pill Can Kill, and discuss harm reduction strategies like naloxone. Remember, the only wrong conversation is the one you don't have with your kids. Key Takeaways: Fentanyl is a powerful synthetic opioid that is up to 50 times stronger than heroin and 100 times stronger than morphine.    It is being increasingly laced into counterfeit pills and other drugs, leading to a rise in accidental overdoses.    The DEA is working to raise awareness of the dangers of fentanyl through its One Pill Can Kill campaign.    There are resources available to help parents talk to their children about drugs, such as Get Smart About Drugs.com. Naloxone is a medication that can reverse an opioid overdose and is available over-the-counter in many states.      TIME STAMPS / IN THIS EPISODE: [00:00] Welcome to Season 4 of Awkward Conversations [01:14] Meet the Hosts and Guests [02:23] The Fentanyl Crisis: A Terrifying Reality [03:31] Understanding the Fentanyl Epidemic [10:01] Raising Awareness and Prevention Efforts [16:42] The Role of Technology in the Crisis [21:08]Harm Reduction Strategies: Naloxone and Test Strips [25:30]Final Thoughts and Resources for Parents [31:03] Preview of Next Week's Episode: The Faces of Fentanyl    BIOS: Jodie Sweetin is an actress, author, and advocate, best known for her role as Stephanie Tanner on the iconic sitcom "Full House" and its sequel "Fuller House". In 2009 she penned her memoir, "unSweetined", which chronicles her journey through addiction and into recovery. With her frank and open approach, Jodie has emerged as a compelling speaker and advocate who now seeks to use her platform and experiences to educate others and reduce the stigma associated with addiction and recovery. @jodiesweetin   Amy McCarthy, LICSW, is a Director of Clinical Social Work at Boston Children's Hospital's Division of Addiction Medicine. She has been working in the Adolescent Substance Use and Addiction Program since 2019 @amymccarthylicsw   Richard Lucey has more than three decades of experience at the state and federal government levels working to prevent alcohol and drug use and misuse among youth and young adults, especially college students. He currently serves as a senior prevention program manager in the Drug Enforcement Administration's Community Outreach and Prevention Support Section. Rich plans and executes educational and public information programs, evaluate program goals and outcomes, and serves as an advisor to the Section Chief and other DEA officials on drug misuse prevention and education programs. Rich formerly served as special assistant to the director for the federal Center for Substance Abuse Prevention, and worked as an education program specialist in the U.S. Department of Education's Office of Safe and Drug-Free Schools.   Joe Bozenko is a Senior Research Chemist with the DEA's Special Testing and Research Laboratory at Dulles, Virginia, and a Scientific Advisor to DEA's Special Operations Division. He's been with the DEA for 21 years and investigates synthetic drug manufacturing around the world. Mr. Bozenko has processed some of the largest methamphetamine laboratories in the world, traveled extensively, and has authored and presented many reports and scientific articles pertaining to the clandestine synthesis of controlled substances. Mr. Bozenko is closely involved with science-related officer safety and leads DEA's handheld instrumentation testing and evaluation. In addition to this, Mr. Bozenko has also been instrumental in he development of the DEA's High-Hazard Level ‘A' Clandestine Laboratory Response Training Program. Mr. Bozenko is also charged with the specialized analysis of selected fentanyl, methamphetamine, and MDMA samples, both domestic and international, for intelligence purposes. Mr. Bozenko holds both a Baccalaureate and Master's Degrees in Chemistry and is an Adjunct Professor of Chemistry at Shepherd University.   Elks: As a 150-year-old organization, they are 100% inclusive with a membership of close to 1 million diverse men and women in over 2,000 Lodges nationally, and while they consider themselves faith based, they are nondenominational and open to all creeds. The Elks have always prided themselves on civic duty, and the Elks Drug and Alcohol Prevention (DAP) program is the nation's largest all volunteer Kids Drug & Alcohol Use Prevention program. The Elks are also strong supporters of our brave men and women in the military, having built and donated the nation's first VA Hospital to the U.S. government. The Elks have donated more than $3.6 billion in cash, goods, and services to enrich the lives of millions of people!    DEA: The United States Drug Enforcement Administration was created in 1973 by President Nixon after the government noticed an alarming rise in recreational drug use and drug-related crime. A division of the Department of Justice, DEA enforces controlled substances laws by apprehending offenders to be prosecuted for criminal and civil crimes. DEA is the largest and most effective antidrug organization in the world, with 239  domestic locations in 23 field divisions and 91 international field divisions in 68  countries.   Resources/Links SAMHSA | Help and Treatment: https://bit.ly/3DJcvJC Get Smart About Drugs: https://bit.ly/45dm8vY   DEA Website: https://bit.ly/44ed9K9 DEA on Instagram: https://bit.ly/3KqL7Uj DEA on Twitter: https://bit.ly/44VvEUt DEA on Facebook: https://bit.ly/440b6ZY DEA YouTube Channel: https://bit.ly/3s1KQB6   Elks Kid Zone Website: https://bit.ly/3s79Zdt Elks Drug Awareness Program Website: https://bit.ly/44SunO6 Elks DAP on Twitter: https://bit.ly/45CfpvR Elks DAP on Facebook: https://bit.ly/3Qw8RKL Elks DAP on YouTube: https://bit.ly/444vMQq   Awkward Conversations on Instagram: https://bit.ly/3QCEmTl Awkward Conversations on TikTok: no https://bit.ly/44cMKMH   Jodie Sweetin's Links Jodie's Instagram: https://www.instagram.com/jodiesweetin/ Jodie's TikTok: https://www.tiktok.com/@jodiesweetin?lang=en   Amy McCarthy's Links Amy's Instagram: https://www.instagram.com/amymccarthylicsw/ Boston Children's Hospital Instagram: https://www.instagram.com/bostonchildrens/?hl=en Boston Children's Hospital Addiction Medicine: https://www.childrenshospital.org/departments/addiction-medicine   Richard Lucey's Links https://www.linkedin.com/in/rich-lucey-7795a33/ https://www.instagram.com/deahq/   Joseph Bozenko's Links https://www.linkedin.com/in/joebozenko/ https://www.instagram.com/deahq/  

AU Summer 2024 Baccalaureate

Welcome to Episode 164 of The Darlington Podcast! In this special episode, listen to Heather Shores, Upper School history teacher, give her Baccalaureate address on May 17. Shores was selected by the senior class to serve as the Baccalaureate speaker. In her address, she gives the Class of 2024 six pieces of wisdom that she wishes she knew as a high school graduate. Click here for complete show notes >>

What is the difference between Commencement Mass and Baccalaureate? How are Commencement and Commissioning the same? What about a Charge? And what do they all have to do with Pentecost and the Holy Spirit? Lots of word play in this week's episode of Faith Fondue!

If you are joining via Facebook or YouTube and experiencing any difficulties, consider joining us at https://www.meadowbrookbc.org/live. We also have channels available on the Meadowbrook App as well as Apple and Roku.

If you are joining via Facebook or YouTube and experiencing any difficulties, consider joining us at https://www.meadowbrookbc.org/live. We also have channels available on the Meadowbrook App as well as Apple and Roku.

Congratulations, graduates! Today marks a significant milestone in your lives, but remember, this is just the beginning. We face many challenges and doubts, much like the disciples did, but God has plans for each of us that are filled with hope and purpose. Even when the enemy, Satan, tries to sow doubt, fear, and distraction, we must stay focused on God's word and His promises. Just as David defeated Goliath with God's guidance, we too can overcome our giants with faith and trust in Him.As you step into this new chapter, keep moving forward and don't let fear paralyze you. Remember, you're not alone; God is always with you, and His love casts out all fear. Embrace the journey ahead with courage, share the gospel boldly, and stay anchored in your faith. Let your actions reflect God's love and grace, and trust that He will use you in incredible ways. Lean not on your own understanding but on His everlasting promises. Let's go forth with confidence, knowing that God has great plans for us all.

This message was delivered on May 12, 2024, during our Baccalaureate service. The text being expounded is Proverbs 1:7-9.

Listen in as we celebrate our spring '24 graduates with reflections from President Hoornbeek, Dr. Sommers, and student speaker, Abigail Thelen.  Chapel Date: 5/6/24

In our Baccalaureate Service from April 28, 2024, our Student Pastor, Mary Beth Davis-Ashley, shares with us from 1 Kings, 9: 1-13.  For our seniors and all of us, how do we know when God is speaking?  And we find that God may not be calling us exactly where we expect.

This is a revisit Beyond Well. It's one of our earliest shows from 2019. Edan Armas is an award-winning Spoken Word Artist and Poet and graduate of Stanford University. Armas was the 2019 Baccalaureate student speaker, and an outspoken voice on the topic of student mental Health. Edan's undergraduate career focused on how emotion manifests in the body, mind and the collective consciousness. Edan encourages students to embrace both the tribulations and triumphs of the college experience, noting that the process of adulting is difficult—even painful, and how vulnerability became his superpower.

Jason Miller - As we enter the new year, how do we set an intention for our lives that's worthy of our vision? And how do we respect the terrain we're walking on that path? This teaching includes an audio excerpt from Howard Thurman's Baccalaureate ceremony speech at Spelman College from May 4, 1980. You can hear the whole thing here: https://thurman.pitts.emory.edu/items/show/838   Ways to Get Connected Give to our Christmas Offering. Or head here for more information on how the money will help the organizations we're giving to.  RSVP to our in-person New to SBCC Table on February 4th. There will be no childcare, but your children are welcome to join us. Support the ongoing work of SBCC by giving to the general fund or the Tribune Project. South Bend City Church is a 501(c)3 tax-exempt organization. All donations are tax-deductible. Make sure to select the correct fund when giving.

GDP Script/ Top Stories for Nov 15th Publish Date:  Nov 14th HENSSLER 15 From the Henssler Financial Studio Welcome to the Gwinnett Daily Post Podcast. Today is Wednesday, November 15th and Happy Birthday to Randy Macho Man Savage. ***11.15.23 - BIRTHDAY - MACHO MAN RANDY SAVAGE*** I'm Bruce Jenkins and here are your top stories presented by Peggy Slappy Properties. Lanier High School Bus Driver Arrested and Accused of 'Inappropriate Contact' with Students Georgia Gwinnett College Nursing Program Reaccredited Author of 'The Reformatory' to Speak Thursday at Snellville Library Branch Plus, my conversation with Leah McGrath from Ingle Markets on cottage cheese. All of this and more is coming up on the Gwinnett Daily Post podcast, and if you are looking for community news, we encourage you to listen daily and subscribe! Break 1: PEGGY SLAPPY STORY 1: Lanier High School Bus Driver Arrested and Accused of 'Inappropriate Contact' with Students A former Lanier High School bus driver resigned and was arrested following allegations of "inappropriate contact" with students on the bus. The incident was reported to Gwinnett County Public Schools on Oct. 17, leading to the immediate removal of the driver, who resigned on Oct. 20. The case has been referred to GCPS police and the Human Resources Department. The school reassured parents that a substitute driver has taken over, emphasizing student safety. The specific charges against the driver have not been disclosed as the case is under open criminal investigation.   STORY 2: Georgia Gwinnett College Nursing Program Reaccredited Georgia Gwinnett College's baccalaureate degree program in nursing has received re-accreditation from the Commission on Collegiate Nursing Education (CCNE). The accreditation, based on CCNE's 2018 Standards for Accreditation of Baccalaureate and Graduate Nursing Programs, is valid for 10 years. The achievement reflects the program's consistent high quality and the dedication of faculty, staff, and students. The nursing program, known for its selectivity, will surpass 400 graduates at the upcoming commencement ceremony, with a strong record of over 90% first-time pass rates on the NCLEX professional licensing exam. The spring 2023 graduating class achieved a 100% first-time pass rate.       STORY 3: Tananarive Due — Author of 'The Reformatory' — to Speak Thursday at Snellville Library Branch Author Tananarive Due, set to speak at the Gwinnett County Public Library, discusses her latest book "The Reformatory" and her diverse projects. Having ventured into Hollywood, Due served as an executive producer for the documentary "Horror Noire: A History of Black Horror" and earned her first TV credit for an episode of "The Twilight Zone." She's also working on an adaptation for a pilot based on one of her novels and overseeing the filming of "The Reformatory." Due appreciates the collaborative nature of Hollywood, contrasting it with the solitude of novel writing, and looks forward to engaging with readers during her book tour.   We have opportunities for sponsors to get great engagement on these shows. Call 770.874.3200 for more info. We'll be right back Break 2: M.O.G. – TOM WAGES – DTL   STORY 4: Genetic testing can identify patients with family history of high cholesterol Genetic testing can identify familial hypercholesteremia (FH), an inherited condition affecting around 1 in 250 people, often without visible signs until a heart attack occurs. Research from the HerediGene: Population Study, part of a large DNA mapping initiative, suggests that genetic screening can identify individuals with FH, making them candidates for targeted treatment to prevent heart attacks, strokes, and death. The study highlights the importance of genetic testing for individuals with unexplained high cholesterol, enabling aggressive treatment and reducing the risk of major heart events. Early intervention through medication can enhance the quality of life and save lives.   STORY 5: 2 ways to get a ‘do-over' on Social Security You can get a "do-over" on your Social Security benefits in certain circumstances, allowing you to secure a higher monthly benefit. If you filed for benefits before full retirement age and are not yet 70, you can suspend your benefits, earning delayed retirement credits of up to 8% annually. Alternatively, if you started receiving benefits less than 12 months ago, you can withdraw your benefits and refile later, increasing your potential benefit. It's essential to understand the differences between suspension and withdrawal, including when you can file and the repayment of benefits. Consultation with a retirement advisor is recommended due to Social Security's complexities.   We'll be back in a moment   Break 3:  ESOG - INGLES 9   STORY 6: LEAH MCGRATH And now here is my conversation with Leah McGrath from Ingles Markets on cottage cheese.   STORY 7: LEAH MCGRATH ***LEAH MCGRATH INERVIEW***   We'll have final thoughts after this.   Break 4: Henssler 60   Signoff – Thanks again for hanging out with us on today's Gwinnett Daily Post podcast. If you enjoy these shows, we encourage you to check out our other offerings, like the Cherokee Tribune Ledger Podcast, the Marietta Daily Journal, the Community Podcast for Rockdale Newton and Morgan Counties, or the Paulding County News Podcast. Read more about all our stories and get other great content at Gwinnettdailypost.com. Did you know over 50% of Americans listen to podcasts weekly? Giving you important news about our community and telling great stories are what we do. 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On “Vatican Insider” this weekend, my guest in the interview segment is Jesuit Fr. Mark Lewis, rector of Rome's celebrated Gregorian University, known in Rome simply as “The Greg.” A native of Miami, Florida, Fr. Lewis has degrees in Philosophy and Theology, a Doctorate in History and a career marked by long Rome-based assignments before being named rector a year ago. In Part II of our conversation, we look at how the Greg, preparing for the 2025 Holy Year, will offer a new Diploma in the History and Art of Jubilees, a one-year course that will be start from the academic year 2023-2024 at the Faculty of History and Cultural Heritage of the Church. We also talk about the University's decision “to strengthen the formation of its students on the themes of safeguarding and care for human dignity through the establishment of a course whose attendance will be considered a necessary requirement for the completion of the Baccalaureate, Licentiate and Doctorate academic degrees. The course is offered by the Institute of Anthropology.

On “Vatican Insider” this weekend, my guest in the interview segment is Jesuit Fr. Mark Lewis, rector of Rome's celebrated Gregorian University, known in Rome simply as “The Greg.” A native of Miami, Florida, Fr. Lewis has degrees in Philosophy and Theology, a Doctorate in History and a career marked by long Rome-based assignments before being named rector a year ago. In Part II of our conversation, we look at how the Greg, preparing for the 2025 Holy Year, will offer a new Diploma in the History and Art of Jubilees, a one-year course that will be start from the academic year 2023-2024 at the Faculty of History and Cultural Heritage of the Church. We also talk about the University's decision “to strengthen the formation of its students on the themes of safeguarding and care for human dignity through the establishment of a course whose attendance will be considered a necessary requirement for the completion of the Baccalaureate, Licentiate and Doctorate academic degrees. The course is offered by the Institute of Anthropology.

Dr. Sherri Brooks is the System Director of Career Development at Baptist Memorial Health Care Corporation. Professionally she has been in leadership roles for over 15 years and is a former associate professor at Arkansas State University where she received her Baccalaureate and Master's degrees in Communication Disorders. Sherri is also an alum of the University of Kentucky where she earned her Doctorate degree. She has a passion for helping others reach their potential by empowering them to see what's possible and inspiring them to believe in better so they can own and achieve personally, meaningful success. Sherri strives to live and lead by Dale Dauten's code: Think like a hero - Who can I help today? Work like an artist - What else can we try? Refuse to be ordinary - Pursue excellence and kill it. Celebrate – but take no credit. She is the wife of Kennen Brooks, mother to six young men, mother-in-law of two, and “Nonna” to one spoiled grandson.Link to claim CME credit: https://www.surveymonkey.com/r/3DXCFW3CME credit is available for up to 3 years after the stated release dateContact CEOD@bmhcc.org if you have any questions about claiming credit.

Dr. Jim Herbert, Professor of Counselor Education and Rehabilitation and Human Services at Penn State, is back in the studio today. In this second part of a two-part series, Jim discusses the retention challenges identified in his study- Recruitment and Retention of State Vocational Rehabilitation Counselors: A Mixed Methods Analysis.   Please listen in as Carol and Jim continue to unpack this study and have a frank discussion about the significant challenges and possible solutions you can apply to your situation.   Be sure to check out the Recruitment side of the study by Dr. Jim Herbert in the previous episode of Manager Minute.   Listen Here   Full Transcript:   {Music} Speaker1: Manager Minute brought to you by the VRTAC for Quality Management, Conversations powered by VR, one manager at a time, one minute at a time. Here is your host Carol Pankow.   Carol: Well, welcome to the Manager Minute. Joining me back in the studio today is Dr. Jim Herbert, professor of counselor, education and Rehabilitation and Human services at Penn State. Now we're going to discuss the second part of his study, recruitment and retention of state vocational rehabilitation counselors, a mixed methods analysis. And I'm super happy to have you back with me today. Jim, how's it going?   Jim: It's going well and I'm excited to be with you this morning with the podcast and appreciate the opportunity to kind of build on some of the information that we talked about in the earlier one.   Carol: Absolutely. I'm super excited. And for our listeners out there that did not get to listen to the first part of this podcast in June. Please do go back and look in the archives and you can listen to that so you get the full picture because Jim really painted a great foundational piece on the study that he had done, and we focused on one half of his work. And now today we're going to focus on the other half because there's a lot of really good information to unpack. So as I had said, you know, this is a second part of our two part conversation. We're going to focus on the retention aspects of your study today. And just to set the stage for our listeners again who maybe did not listen last month. I first met you through the CSAVR Operations and Personnel Committee, and I used to co-chair the old HRD committee that was evolved into the new Operations and Personnel Committee. But I did that with Cynthia Speight, and I continued to participate after I entered into this TA world. And Cynthia and I had been interested in this recruitment retention topic going back at least eight years. We were doing some different surveys with our states to see what was happening, and we just saw this shrinkage of people entering the field, the reduction in universities offering a master's in rehab counseling and knew back then even like we've got to do something. So I was really pleased to see your work and you had come to the committee to collaborate on this study that you were doing that was supported in part by the National Institute on Disability, Independent Living and Rehab Research, which is NIDILRR. And in the executive summary, you noted there had been this consistent shortage of qualified rehab counselors employed by the state federal VR program for several decades. I guess you know, some of us were thinking, Gosh, this has really been like the last ten years. Uh, this is actually been going on for a while. But the Covid 19 pandemic, I think, exacerbated the shortage. And so today we're going to look at this again, the retention aspects of your study. So let's dig in. And I do want to go over a few things in case our listeners, you know, didn't have a chance to hear you last time. So, Jim, can you just tell them again a little bit about yourself and how long you've been in academia and how did you get there?   Jim: Okay, so I'm an old guy. I've been here, as I kind of explained in the first podcast, I'll just kind of abbreviate. Yeah, I've been an academic for about 37 years and prior to that I worked as a work adjustment counselor and job placement specialist research specialist. So I've been around and as I explained in the initial podcast, like many of you, I became interested in rehabilitation as a result of having a family member with a disability and then started doing some volunteer work. Absolutely loved the field and I loved doing Voc Rehab because I could see kind of the difference that that you can make and you can impact on improving the quality of life for people with disabilities. So if you want to read more about my background, you have nothing to do and you have trouble sleeping at night. You can just look me up at the Penn State and within two minutes I'm sure you'll be falling asleep after reading my bio. So that's the deal.   Carol: I love it. I love it. So many of us did that, though. We kind of fell into it. I fell into it with my mom used to be the volunteer corridor coordinator at the state hospital in Faribault where I grew up. So she used to bring me up to the Pink Ladies canteen where they had donuts and treats and things that the residents of the campus could come in. And I remember being five and on campus and working with all these people with developmental disabilities and other disabilities and just got super interested in the work kind of through her and having people over to our house for Thanksgiving and Christmases and different holidays. It was super fun and I just grew up in that. And so that is the same case with many of our listeners, I'm sure. So last month we talked about the first part of your study. Today we're going to get into the retention aspect. So let's talk about the retention challenges that you identified in the study. So what are those top challenges VR is facing?   Jim: Yeah, so part of our study, what we did, the first part, we basically interviewed state directors. We had them complete an online survey, but then we did about 20 interviews to sort of unpack. A little bit more. And basically we identified and I'm not sure to be frank, if this part is going to be new information for your readers or for the listeners. But it sets up what I want to talk about how do we address these problems of retention? So when we look at why are counselors leaving? Okay, well, the first thing I'm sure your listeners like no surprise on this one. Low salaries, big number one problem graduates coming out of programs now realize and also people are currently working in the field realizing I think in essence kind of the power really that they have. And I think this is sort of a nationwide thing. People are starting to realize, I've got choice, I have options and I want to exercise those. And so we've got to understand that and be receptive to that. So low salaries and we'll talk about, well, what can we do about that aspect? But just for introductory purposes, that's a big, big reason we're losing people to the Veterans Administration. We're losing them to community mental health programs, we're losing them to universities and colleges such as like the disability support services or even sometimes a career placement services. I know former alum from our program here at Penn State who've been in the state system for a long time and left to work at university settings such as disability services or career development. You know, the issue with that is, of course, when you think about the investment with the RSA training program coupled with the two years post-graduation that they have to use for the payback, well, that's a tremendous amount of investment that we've made in unfortunately we're losing them because after they do their two year payback, they're saying there's some other opportunities. Another big problem, and this is particularly true, I think, of the newer graduates, one of the things we know from research is that many counselors, what they do not enjoy is the amount of paperwork process information that's involved with the job data entry, documentation that's involved with that. And I've heard a number of students will say, I didn't get a master's degree in counseling to sit in front of a computer and enter data. I recognize that's a part of the job, I recognize there's information that needs to be recorded. But for the Gen Z and the millennials in particular, they want to work with clients directly. They want to have that client contact. They enjoy working with people. That's a lot different from interacting on a screen or processing paperwork in that way. So while data management, that's a critical part of the job, we've got to think of some other ways of how can we work with particularly the graduate trained personnel, more efficiently and more effectively in a way that benefits the whole mission of the program? That's a big reason why people are leaving. Another problem kind of related to that caseloads. And while it's different, I think with specialized caseloads such as people who work with persons who are visual impairments, vision loss, blindness, hearing deafness, while their caseloads are lower counselors with general caseloads, it's not unheard to have caseloads of around 200. I mean, that's. So how do you develop an effective working relationship when you have to interact with 200 people? The answer is you can't or it's difficult. So I mentioned these three problems because I think it provides a context for what are we going to do about that? How do we address those kinds of things that are underlying? So that's what we're going to be kind of diving into today.   Carol: Yeah, I agree. I appreciate you setting that backdrop because those are all things as I was reading the study, I'm like, Oh, absolutely. And I keep thinking if folks are continuing to be organized the way they were pre-wioa as far as staffing and structure and roles and responsibilities, man, you really need to rethink that because there are opportunities and I think we'll get into this. There's a lot of cool stuff folks can be looking at doing now differently. We talked about this in the first podcast, you know, about, well, we've always done it that way and I think in VR we can tend to fall into that trap. And you forget like, Hey, we are inventive, creative people. We have got to approach this in a different way. So let's talk about that. Let's get into what are some of the retention strategies I know the state vocal rehab directors believe would contribute to retention. There were a number of things that you had in the study I thought were pretty cool. So let's unpack some of those.   Jim: All right. Well, let's tackle the big problem, the salary issue. And we've mentioned this a little bit in the earlier last month's podcast, but we've got to take a look at what is the salary structure. Okay. And are there ways that we can adjust that And just in terms of wages or benefits. Now, the first thing is, no, we can't. It's too difficult. It's, you know, it's really about. That's true. But at the same time, I know from talking with directors and to come to mind, Kentucky and North Carolina, where there are states, Maryland, I think we mentioned in the earlier podcast that have been effective in getting better pay, more equitable pay for counselors. Now, again, I think as we mentioned, I think actually, Carol, you mentioned this, you know, this isn't something like, okay, well, next week we're going to start that. No, this takes literally years to do because of the political influences. You know, like who are the secretaries of state and the governors, and is there support to do that And yes or no? And how do you build the case? So building that case of, you know, hey, we're losing people when we look at our salaries compared to rehab counselors in the Veterans Administration, compared to mental health counselors, compared to other comparable professions, let's look at what the data. So, you know, you don't need to be a genius to kind of figure out this job is going to pay $20,000 more for what I think is essentially the same job. And so it's like we've got to take a look at this because the thing is, you know, just kind of throw your hands up and say, well, we can't do anything about that. Well, I'm not sure about that. But I do know this, that to institute any kind of change, we have to have some sort of rationale and data to support why do we absolutely need to do that? And we'll talk about this aspect a little bit later. But part of the data collection also, and this is a tool that we have available but very few states use it, is when we conduct those exit interviews with people that they're leaving. And you ask, well, why are you leaving? I'd be willing to bet based on my understanding of either people I know that have left the agency or what I've seen in the review of the literature. These testimonials, I think are really critical and say over the last three years we've lost 50 counselors. We asked them, Why are you leaving? 85% is because of low salary. That's important data. Okay. And that's just not something that hey, wouldn't it be nice? But I can't think in terms of any kind of real data, anything more important than those kinds of testimonials. But the problem is that most states don't use exit interviews or if they conduct them, frankly, I don't think they do a good job or even if they do a good job the problem is the data doesn't always get communicated back to the state director. So here in Pennsylvania, anybody works for labor, Labor and industry. Well, that's just not VR counselors. That's a whole other group of professionals that get kind of lumped in together. And so those are kind of some important data that we need to start monitoring. We need to build a case we just can't keep kind of poor me, blah, blah, What are the data? And then ultimately how is that impacted? And I think those kinds of things are really important.   Carol: I agree 100%. I know as I have talked to different directors across the country, you mentioned Kentucky. Absolutely. Core McNabb talked to her. She's done some things, really big, impactful things with this. Scott Dennis, as we talked about, I know Brett McNeil right now in Florida has a big initiative that's taken several years, started before him, but and he's a newer director in but continued that fight. And I'm hoping fingers crossed that he's able to get that through the legislative session this year to get those increases for his folks. But for our listeners, I know some of you are thinking like, well, it's daunting. Like this is a terrible task. You've got to do all of this work. It's going to take all these years. But if you never start, you're never going to finish. If you never build the case, you never collect the data, you don't go after this. Three years from now, we're going to be talking about the same problem and you've done nothing towards it. And so I just really encourage people like you have to start this is so critical. This is a fundamental issue for your agency that pay piece. You need to work on it. And that's where you have to build your relationships. You got to look at any coalitions that you can engage in. You want to reach out to those other directors that have been successful to find out what they've done. Jane Donellen in Idaho General, she's done some interesting things around this as well. You want to talk to those other people, reach out to your CSAVR colleagues and say like, Hey, how you do that? I know every state is set up differently and you have your own civil service rules in your state. But by and large, doing something like this, what you said, Jim, you get to build the case. And so I don't care what state you're in, you're always going to want to come in with your data. Here it is. And you present it because you may be thinking that HR is like looking out for you. But think about it. HR has had these huge turnovers and staff to they don't know what's going on. You know your story, they don't know it. You're one of a whole bunch of books of business in that state. You've got you. If you're in a labor agency, you've got all these other programs, unemployment insurance, they'll remember that was kind of having problems. You're the one living with it every day. So if you can paint that picture, that helps them because I know there's always a method for doing this within the state. It may be a little daunting, but if you don't start I mean, I'm kind of on my soapbox right now, but if you never start, you're never going to get there.   Jim: You're absolutely spot on. And I would agree with that. One of the things I'll ask my students when we talk about problems and problem resolution and those things is the issue of control. And one of the things I'll ask is, what is it? Because there's so many things we can't control, but what is it that we can control? And I think that's a question that you're asking. And then also, too, is the perception because you think, oh, well, we can't. And it's like, well, maybe we can, but the first thing we've got to collect the information to support the case. So related to that kind of issue of control, and I'm going to spoiler alert to your listeners, I'm going to probably say a few things that might be a little bit controversial. No surprise there. But kind of related to that and this is going to be hard, I know, is the question of how are we conceiving of this job. You know, I said earlier that the millennials and Gen Z in particular, they didn't come in to be a rehab counselor to six out of eight hours of the day in front of a computer and data entry that doesn't light it up for them. And so one of the things we know from a number of studies of graduates, they're saying to us, we want opportunities that are going to give us greater client access. So I got into this because I like working with people. You know, I enjoy that interaction. I love that part of the job. And so what some states are doing and a couple come to mind, North Carolina General, Tennessee, they're saying, okay, how can we reduce the administrative data entry task? Is there a way that we can maybe allocate those aspects to maybe someone that you don't necessarily have to have a master's degree to do that? And we know that, Carol, you know this you know, a number of states now are kind of rethinking this baccalaureate position. Maybe there are opportunities at the introductory level, if you will, professional level that require a baccalaureate degree. So the thinking, of course, being if we can assign those tasks to and sometimes states use different titles, sometimes you'll hear the term counselor, aide paraprofessional, which personally I don't like that because I think at the Baccalaureate you're a professional. I think to me it kind of denigrates that. But the point is the intent here is like, okay, can I have someone's going to help me with the case management functions aspect, the documentation that I might now be able to spend more time with clients. The other thing too, that we learned I found this was interesting New Hampshire developed kind of a pilot project with I think this is I think was a University of Wisconsin Stout. I believe if it's wrong, my apologies to the other university who did, but I think it was with Stout in helping them in the decision making process of eligibility determinations. So they would outsource this to UW stout personnel who then review the case. Now, they didn't make the I want to be clear on this. They didn't make the determination. They made maybe a recommendation for that. The counselor makes the final determination, but was interesting. I believe that by doing that, New Hampshire was saying that saved about 30% of time that a counselor might have to allocate for that, that now that if we outsource that, that allowed them to have greater contact. So that's another thing.   Carol: Yeah. So it's funny you bring that up, Jim. So I'm actually doing a podcast in August with and this really started in Wisconsin. Wisconsin was the spearhead of this and New Hampshire jumped onto it with the Stout doing that. So my August podcast is going to be focused on how Wisconsin created this project with Stout. And we're going to talk about how they did it, because now more and more states I still remember when Wisconsin brought this up back at CSAVR, you know, probably four years ago, and everybody was kind of like, huh, Like, oh, that's interesting. Or why did you do that? Well, now everybody's going, Hey, I want to know more about that. And Lisa Hinson Hatz in New Hampshire. She dug into that to going, Hey, we need help out here. And that's where I was saying earlier, if you're organized in the same way you were pre WIOA stop it. Like you need to think about this because there's a lot of things that fundamentally have changed. And I love what you said about can you use other positions that are maybe more of the case manager of that case and doing all that chasing around? Can you use technology solutions? I did a podcast with our friends from Alaska in March on SARA with a semi-automated rehab assistant. You know, you're chasing down these MSGs and I need your transcript and all of that. Are you looking at other solutions? Friends that can help to automate maybe some of this that your staff are currently doing. I just think to look wide.   Jim: Absolutely. And I think that is again, kind of like, is there another way that we could do this? And I think we talked about this a little bit earlier. Sometimes we fall in the trap. Well, we've always done it this way. Well is it working well. If it's not working, that says we have to change that. So increasing the time again, either through technology or perhaps the creation of and I'll talk about this a little bit later, different levels in terms of a career ladder. Another thing and again and this is it's particularly problematic because when you don't have enough counselors, typically what happens then? The supervisor fills in, the counselor leaves. Now the supervisor or it gets redistributed to other counselors so their caseloads increase. And then here's some academic telling your audience that, well, you got to reduce caseload size. So, yes, I live in the ivory tower. Okay. But let me just say this again. These problems are interdependent and the solutions are interdependent. You can't implement one because we'll have about ten or so that we're going to go through. You can't implement one and think, oh, that's going to solve it. It's not. It's a combination of confluence of all of these that will change, if you will, in terms of the retention aspect. So reducing caseload size, you know, next to salary. The other thing, too, you if you talk with counselors, what is it that they have too many clients and we talked in the earlier podcast, again, while there's some specialized caseloads may be different 30 to 50 clients, other generalized caseloads, they could be 150, 200 clients. So it's difficult to believe that you can have any kind of effective working relationship with that size. And the other thing I'll just mention, it's interesting because when you look at what factors predict who's going to have a successful rehab outcome, when you look at the literature, basically what you find is that a significant contributor is the relationship. There's that word again, the relationship between the client and the counselor. I know we use the term customer. I'm kind of old school. We don't get into that. But anyway, I still use the term client. The point being is when you have an effective working relationship, you have better outcomes. And so it only makes sense then, well, you know how many of you, when you go to your physicians appointment, you get in a rush, you know, two minutes, and then you come at a physician that actually spends 30 minutes with you, you know, like, Wow, this is so good. They feel like they took time to know what my problems are, what the issue is, what's kind of going on. The person that spends too, like, look, I don't you know, I'm overworked, I'm underpaid, I don't have time for this. Those messages get communicated. Clients are pretty savvy and picking that up. I don't think we give them enough credit for that. So part of that is when we were talking about providing more access to clients and developing that relationship, but also reducing the client caseload size. So related to that, we have to think about again, maybe modifying some of those caseload practices. So when we talk about grief, thinking how the job is done, again, maybe there's some components that we could institute that might allow greater access. So I think it was Iowa for the Blind that had a specialist that maybe would assist the counselor. I think the same thing like in Indiana, a case coordinator. So maybe there's specific roles that other people might do, particularly at the baccalaureate level, to maybe determine or help determine eligibility and help with the caseload aspect. So by implementing that in conjunction with that reduction, again, I think is going to contribute to successful outcomes. And the only other thing I'll just mention, I remember one director that made this statement. It's always interesting to me, like Carol, you're talking about in Maryland and Florida and other states, do they have some sort of secret sauce, some magic thing? You know, what did they do? The question that comes up is like, well, if it can be successfully implemented in one state, can we duplicate it in my state? So what is it that we can do with that?   Carol: One of the things I've learned some years ago that Joe started this Joe Xavier out in California was implementing this team model concept. And so the counselors like the orchestrator of the team, but you have a lot of people that surround an individual as they're going through their VR journey. You know, you have placement people that are working with them. You know, your business specialist could be in a blind agency. You might have an assistive technology specialist and you've got your rehab tech and all these different folks. And so we borrowed from California when I was in Minnesota to leverage all the people on the team so that that client could feel supported, even as counselors are working with lots of people. But it could be that the case aide is talking to them. It's your AssistiveTechnology Specialist is talking to them, your business specialist. So they feel surrounded by this team of people that are ultimately supporting the counselor and the customer and getting this employment goal accomplished. So taking a look at leveraging all your resources, because as you say, when you tell me like 200 people on a caseload, I'm like, that is too many. Think about how many days there are in a year and how many days a person works and you have 200 people. You're trying to keep this relationship going. If you can leverage the support of your team members too. So the person is feeling like people are reaching out and they're contacting them and they're in touch, it will lend to a better outcome.   Jim: I'm glad you kind of amplified that a little bit because it lends itself to the next point is when you think of the career ladder structure that exists in old VR, we kind of have that one counselor, one client kind of model. And what you're talking about is more a systemic approach. And recall that I think it was in Indiana where they had I think it was Indiana. If it wasn't, then my mistake. But anyway, I think they have what was called kind of a work project group. And so you had staff that collectively worked together. So when it talks about a particular client, so you had multiple people. So now in their work group, as I recall, they might have like an individual who might be the eligibility determination counselor. And then other people worked as caseload counselors and others work more in terms I'm going to use the term therapeutic counselor relationship aspects. And my recollection from talking with the director there was when they looked at that approach, what they found was that actually the time spent in eligibility that was reduced. So it's like we're providing more effective service, more timely services and the benefit in terms of the counselors, in terms of their training, that also was kind of reduced because they're kind of specializing on this aspect of the job. So part of that is thinking about, well, maybe we have to think things a little bit more systemically. The other thing is when we look at the career ladder structure, this is all over the place because you have states that basically have like level one, level two counselors and some there's three or some four or some five and that's all as a function of how many years that you've been with the agency, whether or not you have a graduate degree, whether or not you're a CRC, all of those things contribute. So one of the things that you have to think about, is there a way that we can kind of build in a little bit more? Because again, basically you kind of go from a counselor to a supervisor and most counselors, at least that I've found, they're not clamoring necessarily to be a supervisor. That's not an easy job. In fact, much of my research and I do a lot of training on clinical supervision for state rehab agencies. And I can tell you, I know firsthand I've been doing this for 20 years. That I think is the most difficult job in State VR, is to be a counselor, a supervisor or a manager. So that being said, it was interesting. I think it was Missouri when they looked at when counselors are leaving, what they had found was that their counselors were their most susceptible were counselors that had been with the agencies 4 to 6 years. Looking at that, one of the actions that they took was, well, maybe what we need to do is try to build in some sort of other kind of a counselor level creating another level so we can retain those because it's bad when you lose anybody. But those are the people that have gained the experience. They've got something to contribute and now they're the ones you can least afford to lose. So they created something specifically for that career ladder to address that problem.   Carol: Absolutely 100%. I have loved it because we've had a number of states reach out to us as we've been doing this recruitment retention pilot through the VRTACQM and other people have been like, Can you help us a little bit? Look at these career ladders for our staff? Because some folks I didn't realize how many states are just sort of flat. You have your counselor come in and then like you said, then you're the supervisor and not everybody wants to go into management of any sort. There's a lot of people that like that individual contributor, but they want to grow that role. And when you look at those people, as you talked about with that vast experience, if you can create more of that team lead or a counselor lead or a senior counselor or whatever, they can take on mentorship of the new people coming in, they're the go to person for those really difficult cases is your problem solving. And they love it because they thrive in that space. And so we have been successful. I know we worked with South Carolina Blind and them instituting some levels in their system. That was really fun work to do and helping folks just think again, like, let's not be organized the way we were pre WIOA. We need to look at this differently.   Jim: Absolutely. And, you know, and I think the other thing, too, Carol, is, again, maybe you can invite me back for a third time. I don't know. Clinical supervision. But and that's exactly the problem because, yeah, a lot of counselors don't want to be the supervisor, the manager. So when you think in terms of the career, it's like, well, you're a counselor and you go right to the supervisor. Is there a way that we could structure so you can also when we think of career ladder, we can do kind of hierarchical, you know, typical, but also we can do kind of across horizontally. And again, I've seen some states that will create kind of a specialist, a job placement specialist or the eligibility determination. There may be some ways that we can kind of create because there are some counselors will say, actually, I love doing the intakes, I love doing the eligibility. I'm not so keen about the paperwork on that aspect. Others will like the job development, The job placement will go getting out, working with the employer. So everybody's different. So the question is how do we tap into that individual strength that the counselor provides and then match it? Basically what we're doing like the same principles of rehab that ostensibly we do with clients is that, well, maybe we should be doing it with our own agency and our own folks, which I know to varying degrees we do. Moving on, because I know I'm cognizant of the time and I'm looking like, oh my Lord, my list. But just very quickly, another thing is how well do we promote within the agency? How many times have we worked with clients? When you think like, well, you know, actually this person would be a really good rehab counselor. Now I know that we do that, but that's something again, you know, just kind of think about, you know, in doing that. But let me get to some other things that maybe we don't do as often and might be a little bit more controversial for some folks. It's always amazing to me how we promote rehabilitation principles and practices for our clients in other employment settings, but how well do we do it in our own settings? So let's unpack that a little bit. Now, one thing that the pandemic has done is if we were to have a room of 100 counselors and supervisors and directors and mixture sampling, let's say we met five years ago and say, okay, well, here's the deal, folks. We're going to move to. Everybody can kind of work at home and we're going to allow you to basically do all that. And in terms of the work schedule, yes, you have to put 37.5 hours. But if you want to do that on your weekends or you want to do that at night, you can do that, like, what are you smoking? It ain't happening. And yet with the pandemic suddenly now we've rethought. And this reminds me of the old way back when, when Henry Ford was building cars and said, Hey, we're going to move from that six day, ten hour work week to a five day, eight hour. People like you can't do that. It's impossible. Yeah. And look what happened? Production. And so we're operating with historic principles that may not be in the best interest for the current worker. And change is hard. Again, particularly, I think as a baby boomer, it's like, well, we've always done it this way. It worked. Then why can it work now? Well, maybe, maybe not. So the big recommendation or a recommendation is we have to offer greater work, flexibility, telework, flexible schedules, job sharing. Interesting enough. And I'm not going to call out any particular states, although I do know particular states. But what I see, and be honest with you, is a little troubling. It's like, well, we're going to go back to where it was before, really. And I'm just kind of wondering, how is that going to work? I'm not really seeing that. It's sort of like you opened up the box. Oh, wow. There's something really nice here that I like. Okay, let's cover it back up. I just don't see that working.   Carol: It's not working. So I know a couple of those states where now we're post pandemic and the governor of the state is like, Oh, everybody's going to come back into the office. You're all coming in five days a week, 100% of the time, and it's killing them. They are losing staff by the droves. It has been an absolute nightmare. I'm not understanding the thinking behind that because it is literally killing them.   Jim: Here's the other thing, too, and this is where, again, we talked about the importance of data collection earlier. There are studies in the business world I haven't seen too many, and there may be some that I'm just not aware of. But studies have said, well, let's look at the impact of offering this kind of what does this do? How does this change in terms of our numbers? The bottom line status 26, it's like, well, have we witnessed a significant drop off of that? And is that attributable because of offering counselors options? I would contend and I'll talk more about what I refer to as the big enchilada. I'll save that to the end. I would contend that giving people greater choice, I think, helps in terms of kind of their morale gives them more control, particularly single parents managing children, you know, and also when you think it mirrors the life that our clients I mean, people can't take off. Necessarily between your 8:30 to 4:30 day, I may have availability at night or maybe on the weekends. So offering workers, not just telework, because I think that's pretty common, although as you say and I would agree, I know states are kind of like, let's go back to the way it was, but also in terms of offering flexible schedules, it's like, where's it written that it has to be 8:30 to 4:30? And I know a number of states all have like four day work weeks or ten hours a day. But then again, here's one of these rehab principles. We talk about job sharing. Do we do any job sharing in rehab counseling, practice? Do we do? How does that. So again, it's something we espouse for our clients, but we don't necessarily how do we practice that in our own offices? That's something that we need to do. Related to that is and again, this might be a little bit controversial is allowing people to work part time. Now, again, it's like, no, no, no, no, no, we can't do that. Or if we do that, it's only under kind of medical reasons. So if someone has a medical issue and they're trying to get back to work, I guess my question is, would you rather lose a counselor 100% of the time? Or would you rather have somebody rather than a complete loss that they're working half time Now? I'm not saying that we should all move to half, but I'm saying allow counselors choice. If there's one thing that's clear, and I think this is what you were alluding to, Carol, People want choice and people I think the thing is, they understand for probably the first time in a long time that I've got choice in the workplace. Okay. So allowing them to work part time.   Carol: I love that one, Jim, because especially when you think about your retirees, you know, you and I are in that age.   Jim: Some might say I should have already been retired. Yeah, Well, and you go, okay, so you know, a lot of times folks are looking at retirement and it's an all or nothing thing. You know, you're working full time, 100%, and then you go to nothing. There's a lot of people that want that staged piece of it. So you take a look at some of your longer term counselors. Sure, they want to retire, but they wouldn't mind helping out work in part time like that would be good for them. And they could still get some benefits and some things and work 20 hours a week. And especially given you can do things with telework and different things that can keep you going like versus having nobody there. And then you're adding on caseload to other people. You keep a person that understands your system, but they're just willing to do it at a reduced rate. And again, it's one of those things like, does it hurt to ask HR like in your practices? So because the state has never done it before doesn't mean they can't. And you are not the only industry isn't the only industry facing that same issue. It's all of state employment. So people are starting to look at things very differently where they may not have done that even five years ago. So again, using your words and at least asking if you could do it, absolutely. Again, they kind of phased in retirement part time. Yeah, because especially the older worker, I mean, all that history there, the people that when you have a staff meeting and a new person comes on hey, let's try such and such. And that's the person that says, Yep, we did that in about 20 years ago. We tried that. Okay. We talked a little bit about exit interviews. Some states, One of the things that they're doing and you've mentioned this several times, ask if you don't know, ask another thing states are starting is the use of stay or exit interviews. So have kind of open ended discussions with your employees about why do you stay here? And then those that are leaving, what are some of the factors that are contributing to your leaving? So having like Kentucky did this kind of open ended listening tour, which was kind of really cool. So talk to your counselors, try to understand like, what are those issues? It might be that, for example, maybe you as the state, the district administrator, rather than that person conducting the interview, maybe someone outside. So because there's questions or concerns about who's asking the questions or those kinds of things. So let me talk about some other strategies that necessarily maybe weren't mentioned by state directors, but our research team have come up with and then our work with the Operations Personnel Committee, with CSAVR. So, we talked about part time options and Carol, actually you mentioned about phased retirement. Again, if you know someone that's going to leave in a year or two, maybe we can kind of phase that in doing kind of a part time. The use of affinity groups that can also be important to enhance career longevity. Affinity groups usually are groups that are created where people share a common characteristic, a common concern. So they might have people that share in terms of maybe disability aspects age, ethnicity, gender, sexual orientation, where there are common interests, common identities, common kinds of experiences. And. What we know from research in the business world is that affinity groups often can contribute to employee well-being and also reduce workplace stress. And I talk a little bit more of this in the Journal of Rehab article that was just published the other month. So if you want to learn more about that, let me get to the big enchilada, though, while we have a few minutes left. Okay, I know like what I'm about to say may be heresy, but remember that Henry Ford history note? Okay, This is for states that boy, you know, that salary, that all sounds good. It'll take years. But, you know, who knows? And I said to you, well, think about what is it that you can control? So getting salary adjustments may be really kind of difficult. Here's a question I have for you. Where is it written that? Is it possible that rather this sort of five day, 40 hour work schedule, we could go to a four day, 32 hour work schedule? Here's the kicker. At the same pay as the 40 hour work week, if I was with some of the listeners, was like, Oh man, this guy is really kind of gone off.   Carol: They're having a heart attack right now.   Jim: Suddenly everybody just clicked off on the podcast. They just Bloop. That's it. Well, as I mentioned, while there's certain states Kentucky, North Carolina, Florida, Maryland that may have successfully negotiated pay raises, a lot of states it's more difficult. And so the question is, can we create a full time at the same pay for 32 hours? Now, it's interesting. I'd love to work with states who want to implement or think about that. I've heard through the grapevine there may be 1 or 2 that are seriously thinking about this, but I know in the business world, when you look at the evidence of a shorter workweek, while it is mixed, but at least the studies that I've seen, some of the benefits, one of is, is that greater, higher employee retainment, they also have a better work family balance. You know, my wife and I, we have a son who's 26. He's a hard worker. But his view of what's important in life and my view, it's different. So like, why work was everything. Work is important. But he said, Hey, dad, there's more important things to or just my social life, my love life, my recreational life. I want a better quality of life. I want to have a better work family balance. And so when you look at some of the literature, what you see is there are a lot of benefits. So my point is, before you just sort of offhand like, no, that won't work. Think about and start informing. Start looking at, well, what is the literature say about that? So I think working toward that four day, 32 hour, I could be wrong. But I really think and again, state federal government usually are not the leaders to this, usually the kind of the last to react. But I'd be willing to predict that within 5 to 10 years that's going to be happening. And if states start doing kind of pilot studies looking at the impact on that and if they find like, wow, there are ways that we can kind of reduce it because, sure, we waste time. We don't always kind of eight hours every minute we're doing working. But the point is that I think is a proposal worthy of discussion that needs to be had.   Carol: Well, Jim, appreciate you leaving us with the big enchilada for sure. I'm sure folks are going, holy cow. But I know there's been a number of articles done on this and research done on this. I believe it was over even in the UK where they were taking a look at the 32 hour workweek. So it is definitely food for thought. I did want to wrap up and let our listeners know that at VRTAC-QM.org we have recruitment and retention strategies and ideas listed, many of which come from Dr. Herbert's research as well as what your colleagues are doing across the country. So I invite you to go to our website. Probably the easiest way is in the search box. Just go human resources and it'll take you right to that piece of it. But we have a lot of great strategies that folks have implemented with their examples and how they've built the case and done different things. So that could be of help to you as you're on your journey. So Jim, thanks again. I really appreciate having you on. Your work has been super interesting and I look forward to more things that you're doing in this area. So have a great day.   Jim: Thanks, Carol. Appreciate it. Thanks for the opportunity.   {Music} Speaker1: Conversations powered by VR, one manager at a time, one minute at a time, brought to you by the VR TAC for Quality Management. Catch all of our podcast episodes by subscribing on Apple Podcasts, Google Podcasts or wherever you listen to podcasts. Thanks for listening!

The nurse staffing shortage has left many hospitals nationwide struggling to fill staffing gaps. This absence of essential workers has left many rural hospitals in desperate need of nurses. Our next guest is looking towards the next generation of nurse leaders and prioritizing rural healthcare in the classroom.  This week, we are talking with Jaimee Gerrie, an Associate Professor of Nursing for Lake Superior State University School of Nursing. Jaimee will discuss how her program is merging leadership and Metaverse technology to not only get nurses in rural but keep them there. “We're working hard so that we can offer nurses a greater opportunity to really grow, develop, and stay with the profession.” -Jaimee Gerrie  Jaimee Gerrie is an Assistant Professor of Nursing for Lake Superior State University in Sault Ste. Marie, Michigan. With over 25 years of nursing experience, Jaimee brings a wealth of knowledge related to professional nursing practice in clinical nursing, nursing management and leadership, nursing education, and legal nurse consulting. Jaimee holds national certification from the Institute of Health Care Improvement as a Certified Professional in Patient Safety. She completed a Certificate in Legal Nurse Consulting from Brighton College in 2017. She is a 2011 graduate of Walden University with a Master's in Nursing with a specialized focus on Nursing Management and Leadership. She earned her Baccalaureate in Nursing from Lake Superior State University in 1994. During this time, she has committed her practice to service in rural health.

Welcome to Episode 111 of The Darlington Podcast! In this special episode, listen to Jaclyn Haynes, Upper School science teacher, give her Baccalaureate address on May 12. Haynes was selected by the senior class to serve as the Baccalaureate speaker. In her address, she shares wisdom for the class as they prepared to graduate, encouraging them to focus on their strengths, learn from their failures and lean into curiosity as a catalyst for growth. Click here for complete show notes >>

Thomas J. Norman, Ph.D., teaches management at California State University- Dominguez Hills. He serves on the Board of Directors for the CSUDH Foundation, Innovation Incubator, and eSports Programs. His research focuses on the impact of globalization and technology on employment and management. As founder of the Organization Effectiveness Lab, he coaches over 20 CEOs and Executive Directors using his two decades of private-sector experience at Procter & Gamble, Cargill, Sun Microsystems, US Bancorp and Wells Fargo. He was elected to the Northwest San Pedro Neighborhood Council, where he chairs the Port, Environment & Sustainability Committee.In several states, there has been a recent push for community colleges to offer baccalaureate degrees that prepare students for specific jobs in the regional labor market. With community colleges offering more baccalaureate degrees, gaps within higher education from the increased demand for college degrees can be met. Additionally, baccalaureate programs at community colleges can center programs around an occupational focus and or labor market demand tied to local economic needs. The increase in degree programs at community colleges can also increase racial equity within the education system through increasing access to opportunities for students in all communities.Learn more about CITI Program at https://about.citiprogram.org/

Hey Sis! Today, I'm continuing the conversation with my Sis Rachel that we started last week. Today's episode may be a little triggering for some of you if you were involved in this type of relationship, so read the show notes and decide if this episode is right for you. Walking away from a toxic relationship doesn't mean everything is going to be great from that point. There is healing work to do. We have to realize that God is the only one who can truly fill our voids, so we can't look for another man to do that In part 2 of this conversation, Rachel tells us all about her healing journey and how she partnered with God. She talks to us about the revelations from God. However, her healing journey wasn't a smooth ride. She learned she really had to trust God in her singleness and surrender her desires for His. Her story is so encouraging because it's a reminder that whatever and whoever God has for you is for you. There's no need to rush. The most important thing is to heal and get it right.  A little about our guest:  Rachel L. Stephens, LCSW, is a licensed clinical social worker and currently serves as a grief counselor for children and adults. Mrs. Stephens earned a Baccalaureate in Social Work from Rust college in Holly Springs, MS, and a Master's of Social Work from Union University in Jackson, TN. Rachel is active in community organizations that encompass all fields of social work specific to advocating for children and families. She received intensive play therapy training at the Johns Hopkins University's School of Education In Baltimore, MD, and has obtained her certification as a Registered play therapist with the Association For Play Therapy. Rachel is happily married to her husband, Davis, and recently had her beautiful baby boy, John Elijah Sis, part 2 is just as good as part 1. This conversation is so juicy and will be eye opening for many. It may make you realize some things about yourself, and may even make you grateful that you walked away from your previous relationship. Kick off those cute shoes and turn me up in those earbuds, Sis! This is a must listen episode that you won't want to miss. Remember, the gratitude journal challenge is going on now. Join me every Wednesday in the month of November as I share with you the things I'm grateful for, and I'll guide you through the exercise  so you can participate as well. If you didn't get your journal yet, go to my website www.kandiceabateast.com and order your beautiful lined journal with the promo code “JOURNAL15”  for 15% off the journal. And you can still get a copy of my book Goodbye Heartbreak, Hello Purpose: A 365 Day Devotional, with the promo code “PODCAST10” for your 10% discount. Struggling to move on from your ex? Do you need help on your healing journey? Grab a heartbreak coaching session with me. On the fence about grabbing a session? No problem! I'm offering FREE 10 minute discovery calls. Click one of the links below so you can start making real progress on your healing journey! Book a FREE 10 minute discovery call  Book a 60 minute coaching session  Sis, are you enjoying the content from the show and want to support? Here's 2 easy things you can do: 1. Make sure you are subscribed to the podcast wherever you listen and 2. Leave a 5-star written review on Apple Podcast (grab your friend's phone for a second if you're not an apple user lol). Know that I really appreciate you! Make sure you come over to the Facebook group so we can continue this conversation! The Healing Heartbreak Community, Single Women, Healing Broken Hearts | Facebook Don't forget to visit my website www.kandiceabateast.com and sign up for my email list to be sure you don't miss a thing! You may also want to do a little shopping while you're there to go deeper in your healing journey. Don't feel comfortable sharing questions in the Facebook group, but you would like the group's feedback? Email your question to goodbyeheartbreakhellopurpose@gmail.com and I can post them in the group anonymously.  And you can follow me on Instagram:   @goodbyeheartbreakhellopurpose

Hey Sis! Today's episode may be a little triggering for some of you if you were involved in this type of relationship, so read the show notes and decide if this episode is right for you. Have you ever been in a relationship with someone, yet you were still lonely? Were you ever in a relationship where you were disrespected, degraded, used, and verbally, emotionally, and even financially abused? Have you ever struggled because you did things in a relationship that you weren't proud of just to be seen and loved by a man? Today, we are talking to another one of my sisters from another mister. She is being super vulnerable and sharing all the deets about a past toxic relationship that was a turning point for her. The conversation was so good and deep that I split it into 2 episodes.  In part 1, Rachel takes us through all that she endured in a particular toxic relationship. Rachel believed she was making sacrifices for the sake of building a future with this man. However, he had other plans and took advantage of her kindness and all she was willing to give. A little about our guest:  Rachel L. Stephens, LCSW, is a licensed clinical social worker and currently serves as a grief counselor for children and adults. Mrs. Stephens earned a Baccalaureate in Social Work from Rust college in Holly Springs, MS, and a Master's of Social Work from Union University in Jackson, TN. Rachel is active in community organizations that encompass all fields of social work specific to advocating for children and families. She received intensive play therapy training at the Johns Hopkins University's School of Education In Baltimore, MD, and has obtained her certification as a Registered play therapist with the Association For Play Therapy. Rachel is happily married to her husband, Davis, and recently had her beautiful baby boy, John Elijah Sis, this conversation is so juicy and will be eye opening for many. It may make you realize some things about yourself, and may even make you grateful that you walked away from your previous relationship. Kick off those cute shoes and turn me up in those earbuds, Sis! This is a must listen episode that you won't want to miss. Remember, the gratitude journal challenge is going on now. Join me every Wednesday in the month of November as I share with you the things I'm grateful for, and I'll guide you through the exercise  so you can participate as well. If you didn't get your journal yet, go to my website www.kandiceabateast.com and order your beautiful lined journal with the promo code “JOURNAL15”  for 15% off the journal. And you can still get a copy of my book Goodbye Heartbreak, Hello Purpose: A 365 Day Devotional, with the promo code “PODCAST10” for your 10% discount. Also, if you are going through heartbreak and would like to get some help to make some real progress in your healing journey, I am offering Heartbreak Coaching sessions now to assist you. Just email me at goodbyeheartbreakhellopurpose@gmail.com, for pricing and scheduling details.  Sis, are you enjoying the content from the show and want to support? Here's 2 easy things you can do: 1. Make sure you are subscribed to the podcast wherever you listen and 2. Leave a 5-star written review on Apple Podcast (grab your friend's phone for a second if you're not an apple user lol). Know that I really appreciate you! Make sure you come over to the Facebook group so we can continue this conversation! The Healing Heartbreak Community, Single Women, Healing Broken Hearts | Facebook Don't forget to visit my website www.kandiceabateast.com and sign up for my email list to be sure you don't miss a thing! You may also want to do a little shopping while you're there to go deeper in your healing journey. Don't feel comfortable sharing questions in the Facebook group, but you would like the group's feedback? Email your question to goodbyeheartbreakhellopurpose@gmail.com and I can post them in the group anonymously.  And you can follow me on Instagram:   @goodbyeheartbreakhellopurpose