DefinitionTotal proctocolectomy and ileal-anal pouch surgery is the removal of the large intestine and most of the rectum. The surgery is done in one or two stages.Alternative NamesRestorative proctocolectomy; Ileal-anal resection; Ileal-anal pouch; J-pouch; S-pouch; Pelvic pouch; Ileal-anal pouch; Ileal pouch-anal anastomosis; IPAA; Ileal-anal reservoir surgeryDescriptionYou will receive general anesthesia right before your surgery. This will make you sleep and unable to feel pain.You may have the procedure in one or two stages:Your surgeon will make a surgical cut in your belly. Then your surgeon will remove your large intestine.Next your surgeon will remove your rectum. Your anus and anal sphincter (the muscle that opens your anus when you have a bowel movement) will be left in place.Then your surgeon will make a pouch out of the last 1 1/2 feet of your small intestine. The pouch is sewn to your anus.If you have an ileostomy, your surgeon will close it during the last stage of the surgery.Why the Procedure Is PerformedThis procedure may be done for:Ulcerative colitisFamilial polyposisRisksRisks for any surgery are:Blood clots in the legs that may travel to the lungsBreathing problemsHeart attack or strokeInfection, including in the lungs, urinary tract, and bellyRisks for this surgery include:Bleeding inside your bellyBulging tissue through the cut, called an incisional herniaDamage to nearby organs in the body and nerves in the pelvisScar tissue that forms in the belly and causes a blockage of the small intestineThe place where the small intestine is sewn to the anus may come open (anastomosis), which can be life threateningWound breaks openWound infectionsBefore the ProcedureadvertisementAlways tell your doctor or nurse what drugs you are taking, even drugs, supplements, or herbs you bought without a prescription.Before you have surgery, talk with your doctor or nurse about the following things:Intimacy and sexualityPregnancySportsWorkDuring the 2 weeks before your surgery:Two weeks before surgery you may be asked to stop taking drugs that make it harder for your blood to clot. These include aspirin, ibuprofen (Advil, Motrin), Naprosyn (Aleve, Naproxen), and others.Ask your doctor which drugs you should still take on the day of your surgery.If you smoke, try to stop. Ask your doctor for help.Always let your doctor know about any cold, flu, fever, herpes breakout, or other illnesses you may have before your surgeryThe day before your surgery:Eat a light breakfast and lunch.You may be asked to drink only clear liquids, such as broth, clear juice, and water after noon.Do NOT drink anything after midnight, including water. Sometimes you will not be able to drink anything for up to 12 hours before surgery.Your doctor or nurse may ask you to use enemas or laxatives to clear out your intestines. They will give you instructions.On the day of your surgery:Take the drugs your doctor told you to take with a small sip of water.Your doctor or nurse will tell you when to arrive at the hospital.After the ProcedureYou will be in the hospital for 3 to 7 days. By the second day, you will most likely be able to drink clear liquids. Your doctor or nurse will slowly add thicker fluids and then soft foods as your bowel begins to work again.While you are in the hospital for the first stage of your surgery, your nurse and doctor will teach you how to care for your ileostomy.Outlook (Prognosis)You will probably have 4 to 8 bowel movements a day after this surgery. You will need to adjust your lifestyle for this.Most people recover fully. They are able to do most activities they were doing before their surgery. This includes most sports, travel, gardening, hiking, and other outdoor activities, and most types of work.ReferencesCima RR, Pemberton JH. Ileostomy, colostomy, and pouches. In: Feldman M, Friedman LS, Sleisenger MH, eds. Sleisenger & Fordtrans Gastrointestinal and Liver Disease. 9th ed. Philadelphia, Pa: Saunders Elsevier; 2010:chap 113.Fry RD, Mahmoud N, Maron DJ, Ross HM, Rombeau J. Colon and rectum. In: Townsend CM, Beauchamp RD, Evers BM, Mattox KL, eds. Sabiston Textbook of Surgery. 19th ed. Philadelphia, Pa: Saunders Elsevier; 2007:chap 52.Cunningham D, Atkin W, Lenz HJ, Lynch HT, Minsky B, Nordlinger B, et al. Colorectal cancer. Lancet. 2010;375:1030-1047.Review Date:12/10/2012Reviewed By:Robert A. Cowles, MD, Associate Professor of Surgery, Yale University School of Medicine, New Haven, CT. Review provided by VeriMed Healthcare Network. Also reviewed by A.D.A.M. Health Solutions, Ebix, Inc., Editorial Team: David Zieve, MD, MHA, David R. Eltz, and Stephanie Slon.advertisement
Rahane hit a flurry of boundaries off the pacers Adam Milne (2/27) and Watson before a googly from Samuel Badree cleaned him up. Tripathi was gone when drove uppishly with skipper Kohli pulling off an absolute stunner at short extra cover. The first 10 produced 66 for RCB with 95 required off back 10. By virtue of this victory, Pune now have four points from five games while RCB are in a spot with only a single win from five games. The likes of Shardul Thakur (3/35), Imran Tahir (1/27), Ben Stokes (3/18) and Jaydev Unadkat (2/25) kept the pressure on for the entire duration bowling. They bowled a total of 49 dot balls which is equivalent to 8.1 overs. Rising Pune Supergiants produced a top notch bowling performance to outwit Royal Challengers Bangalore by 27 runs to get some breathing space in the Indian Premier League, here tonight. De Villiers, who started with a six off Unadkat then became a bit cautious as third seamer Dan Christian bowled tight lines in his first two overs. In the end, Manoj Tiwary’s cameo 27 off 11 balls proved to be decisive as he gave Pune a total to fight. COMMENT IPL 2017 On a slow two-paced track, a total of 161 for 8 by Pune looked challenging enough and they got their bowling combination spot restricting RCB to 134 for 9 in 20 overs. Earlier, Rising Pune Supergiant suffered a shocking middle-order collapse before a Tiwary cameo took them to 161 for 8 against Royal Challengers Bangalore. Pune started the innings well with Ajinkya Rahane (30 off 25 balls) and Rahul Tripathi (31 off 23 balls) adding 63 for the opening stand. April 16, 2017 In fact Dhoni scored 18 runs off boundaries in four balls which effectively meant that the rest of the 10 runs came off 21 deliveries. However just when they were in a position to cut loose, the collapse occured. Virat Kohli started with a flicked six off Jaydev Unadkat and a four off Shardul Thakur. But he had a reprieve when Manoj Tiwary dropped a regulation catch a first slip off Thakur. Thakur however had some consolation as he dismissed an out-of-form Mandeep Singh (0) caught by Mahendra Singh Dhoni. It was a below-par score by Pune as they were cruising along at 127 for 2 courtesy 58-run stand between skipper Steve Smith (27) and Dhoni (28) before wickets fell in a clutch. Dhoni and Smith joined forces at 69 for two. Dhoni played a couple cut shots behind point to get boundaries. × Had it not been for Tiwary, Pune would have landed woefully short of the target. SHARE SHARE EMAIL But De Villiers, who had gone into a shell was beaten by a sharp leg-break from Tahir (1/27) as Dhoni whipped the bails off in a flash. Dhoni and Smith were bowled off successive deliveries while Ben Stokes was also cleaned up. RCB’s Shane Watson bowled by Pune’s Ben Stokes, during the IPL Match at M. Chinnaswamy stadium (KSCA), in Bengaluru on Sunday. – Photo K Murali Kumar. Just like Pune’s middle—order collapse, RCB’s batsmen also found that ball wasn’t coming onto the bat. Jaydev Unadkat’s slower delivery saw Kedar Jadhav rushing out only to be played on. Shane Watson (14) was always struggling before being cleaned up by Ben Stokes. It was all over for RCB by then. Kohli hit two more boundaries off Thakur looking in ominous touch before a delivery from Ben Stokes climbed big on the skipper. The skier was neatly pouched by Ajinkya Rahane standing a few yards at sweeper boundary. Tottering at 130 for 7, Tiwary played an absolute cameo scoring 27 off 11 balls including a 19-run penultimate over off Shane Watson that had three boundaries and a straight six into the sight screen. But his inability to get scoreboard moving was again evident as his 28 came off 25 balls which also had a huge six off Yzvendra Chahal delivery that landed on the Chinnaswamy rooftop. Published on RCB’s Shane Watson bowled by Pune’s Ben Stokes, during the IPL Match at M. Chinnaswamy stadium (KSCA), in Bengaluru on Sunday. – Photo K Murali Kumar. cricket With addition of only three runs, Pune lost five wickets in a space of nine deliveries with most of the batsmen falling prey to the slowish nature of the track committing to their shots too early. SHARE COMMENTS
Whether you want a new job, or just want to make sure you already have a great job, Glassdoor has released its inaugural report highlighting the 25 Best Jobs in the UK for 2015.This year, Marketing Manager (#1), Finance Manager (#2) and Mechanical Engineer (#3) stand out as the top three Best Jobs in the UK for 2015. But what other jobs make the list?Want a Job in the U.S.?: If you’ve ever thought about living and working in the U.S., or perhaps you’re already there and want a new job, Glassdoor has also unveiled its inaugural report of the 25 Best Jobs in America for 2015.This new report identifies the 25 best jobs based on each job’s overall Glassdoor Job Score*. The Glassdoor Job Score is determined using three key factors – earning potential based on average annual base salary, career opportunities rating and number of job openings. The jobs that made this list stand out across all three categories.* Methodology: Glassdoor’s 25 Best Jobs in the UK report identifies specific jobs with the highest overall Glassdoor Job Score. The Glassdoor Job Score is determined by weighting three factors equally: earning potential (average annual base salary), career opportunities rating, and number of job openings. Results represent job titles that rate highly among all three categories. The Glassdoor Job Score is based on a 5-point scale (5.0=best job, 1.0=bad job). For a job title to be considered, it must receive at least 25 salary reports and at least 25 career opportunities ratings shared by UK-based employees over the past year (26/01/14–26/01/15). The number of job openings per job title represents the total number of active jobs and/or jobs posted to Glassdoor over the past three months as of 25/01/15. This report takes into account job title normalisation that groups similar job titles.
DISCOVER: Search Open Roles at Digital Agencies In Your Area!Derek Nelson is a partner and creative director at Clique Studios, where he helps build and introduce innovative solutions for the digital market. Based in Chicago, Clique Studios is an award-winning design and engineering company, building digital experiences for high-growth organizations. The start of your career—or a mid-career shift—can be overwhelming. There are so many possibilities, and the decision to pursue one path or the other can have a huge impact on the rest of your life. How can you possibly decide?The early stages of a career don’t have to be about titles, roles, or even industries. They should be about gathering experiences and embracing opportunities. If you pick one industry or platform too soon, you’ll learn binary information: you like it or you don’t. That might be important to know, but it’s not always enough to take meaningful long-term action.Digital agencies, however, can be an ideal place for ambitious self-starters to launch a career. Through agency work, you can discover what you’re good at by taking on a variety of experiences, roles, and opportunities. Because you interact with so many people (i.e., clients, co-workers, cross-discipline teams, partners, etc.), you become less dependent on a single manager or colleague. And you get to embrace new technologies while doing it.Whether you’re a developer, designer, project manager, or marketer, digital agency work will give you enough data and flexibility to understand who you are, what you’re good at, and where you’ll thrive.Do You Have What It Takes?Don’t get me wrong. Digital agencies are great places to get started, but they aren’t made for everyone. Those who are successful at agencies are self-starters, able to execute in uncertain environments, and have a deep need to be really great at what they do.In a different environment, you can reliably execute from fixed requirements. But rigid processes only go so far when you’re working with different personalities, industries, and projects. That means having flexibility when a perfectly planned day gets turned on its head.This also means that the phrase, “That’s not my job,” never applies. The ability to teach yourself to handle any problem is valuable—not just to the agency, but to yourself as well.Above all, those who find success have a deep desire to get better at what they do. At Clique Studios, we’ve learned that this doesn’t have to mean they’re great right away. Instead, we look for people with the curiosity and determination to one day be great. If you can demonstrate those traits in an interview, you’re off to a good start.Landing the Perfect Agency GigIf you haven’t considered a digital agency before, don’t worry. There are a few ways to start exploring the possibilities.1. Find the agencies you love. It’s important to think about what size of agency you would like to work for. If you work for a large agency with hundreds of employees, you’re most likely to be dedicated to one or two accounts for a long time. You’ll have the peace of mind of working on projects for name brands with wide reaches while not feeling spread across too many responsibilities.Midsize and smaller agencies are more likely to direct your craft across multiple accounts. You’ll run into fewer bureaucratic hurdles and witness more of your decisions see the light of day (for better or worse!). Ask yourself: What kind of setting and environment do you think will bring the most opportunity?[Related: Check Out Digital Agencies In Your Area]2. Take initiative. Remember, agencies love self-starters. Don’t be afraid to reach out, even if the agency doesn’t have a job posted.When you make that contact, show passion for the agency and the work itself. Demonstrate a connection to the company’s mission and clients.We recently had a competitive search for a designer and more than 200 applicants to sort through. The person we ultimately decided on was somebody who expressed interest before the position was even open. She wrote a long, thoughtful note about how she had followed our agency for a while in the hopes that something came up. It’s an easy way to differentiate yourself and an easy way for agencies to differentiate the missionaries from the mercenaries.[Related: 25 Best Cities for Jobs in 2016]3. Tell a story (or five). Once you land the interview, prepare to tell your stories. You can say, “I’m great at executing in uncertain environments,” but that’s not nearly as powerful as a story to demonstrate.Regardless of where the stories come from—college jobs, internships, high school sports, whatever — build up a knowledge bank of 15 stories you want an interviewer to know about you. Then, no matter the direction of the interview, you can turn the conversation to one of your anecdotes.One of the best things you can do early in a career is to not close yourself in. Digital agencies provide the experiences you will need to grow and succeed—no matter what your future holds.
Also on Glassdoor: When the patience is low and the stress is high, when you want to smile but you also just want to cry, you may let unprofessional words and phrases slip out. We’ve all been there. Work can be challenging. And juggling coworkers and bosses can sometimes seem like climbing up a downward-moving escalator.It’s in these moments, that you must keep your cool. Whether you need a woo-sah moment or need to head to the onsite gym to sweat it out, try your hardest to maintain a calm, collected disposition at work.I recently read “Tame Your Terrible Office Tyrant: How to Manage Childish Boss Behavior and Thrive in Your Job” by Lynn Taylor and it opened my eyes to the words and behaviors that are downright dangerous to a career. It inspired me to come up with the 8 things to never say in a meeting.Banish these phrases before it costs you your brand.1. BiglySure, a certain someone is tossing this word around left and right, but don’t drop this during your next staff meeting.“Having good language skills is crucial not only to effective communication and trust – but your career, too,” writes Taylor. “So it’s worthwhile to find original words – and ways – to be authentic and professional with your team and managers.”2. Conversate“As a CEO or senior manager, you wield tremendous influence to seize the opportunities presented here — to create an exuberant workforce and increase profitability,” writes Taylor. Don’t undermine your success or your influence by poor diction. For the record, yes ‘conversate’ is a word, but most people use it incorrectly. When in doubt, stick with ‘converse’ or ‘speak with.’ You’ll avoid any odd looks of confusion.21 Words To Never Include In Your Resume3. Bro, Dude or HomieYou’re no longer in college and this isn’t fraternity row. Instead of addressing your male colleagues as ‘bro’ consider simply using first names. You’ll still be likable and cool, we promise.4. Trust meBusiness is based on mutually beneficial relationships and trust. However, using the phrase ‘trust me’ either in negotiations or when taking on a difficult project can make you sound the opposite of trusted. In fact, those who use this phrase are often not to be trusted to deliver on their promise. “Trust is the cornerstone of any sustainable business relationship, so it’s worthwhile to find original words – and ways – to be authentic and professional with your team and managers,” insists Taylor.5. That’s crazyBeware of snap judgments or potentially offensive remarks like this one. Whether directed at a person or an idea brainstormed in a meeting, ‘that’s crazy’ reeks of discrimination and makes you look extra ‘judgy’. According to Taylor, using phrases like ‘that’s crazy,’ ‘how stupid,’ and ‘that’s dumb,’ can show your true weaknesses. “Emotional intelligence in the workplace seems like a buzz term…but your ability to regulate your own emotions for better interpersonal relations can be the difference of having a great career versus a good one,” she says.“Not having emotional intelligence is sure to slow your professional growth. The workplace is a fabric of people who can only move their projects forward with the support of others. In a macro sense, a team with strong emotional intelligence can mean millions of dollars added to the bottom line.”15 Words and Phrases to Never Include in a Cover Letter6. SynergyWords like ‘synergy’ and ‘wheelhouse’ are completely overused lingo. While they are fine to use occasionally, steer clear of overused words. Dropping these in meetings can make you look as though you are trying too hard and not truly genuine. Stick to your lexicon and ditch the buzzwords.7. IrregardlessWhile many insist that this is not a real word, it is referenced as a nonstandard word in major dictionaries. Nevertheless, the double negative (“ir-” and “-less”) just sounds bad. Stay away from words that are made-up vernacular that may have slipped into common conversation but don’t really belong. Instead, just say ‘regardless,’ ‘in spite of,’ ‘nevertheless,’ or even ‘notwithstanding.’ Rule of thumb: if you’re not sure about the validity of a word, don’t use it.8. That’s not my jobLast but not least, this is a phrase you should never, ever utter at work unless you’d like to be unemployed. Sure, it can be dreadful to be assigned a task that isn’t technically in your ‘wheelhouse,’ however, answering your manager or the team with the response ‘that’s not my job’ is not a smart move.This phrase and its cousins — ‘I’m too busy’ and ‘Can’t someone else do it’ — are surefire ways for your performance review to go a little something like this: “While you’ve excelled at your individual work, I’m really worried that you’re not a team player and that you are unwilling to collaborate on projects for the good of the team and the company. Given this, I’m not sure whether XYZ company is the place for you.”Avoid that conversation entirely by simply making note of the assignment, then having a chat with your manager one-on-one to discuss your workload and the upcoming project.“If you like your job and want to advance, but feel like you’re sometimes your own worst enemy, take a step back,” advises Taylor. “There’s only one thing that can sabotage anyone from achieving greatness – and conversely catapult anyone to the top. Ourselves.”LEARN MORE! Check out Lynn Taylor’s book Tame Your Terrible Office Tyrant: How to Manage Childish Boss Behavior and Thrive in Your Job We Asked 750 Hiring Managers What Makes a Candidate Irresistible, Here’s What They Said
23 hours ago 23h 5.0★ N/A 3.2★ RN, Registered Nurse – LPOHH 3 CICU *Sign on Available CHRISTUS Health Tyler, TX 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h Certified Nursing Assistant (Part Time) Genesis Healthcare Agawam, MA Residential Service and Sales Plumber George Brazil Plumbing & Electrical Phoenix, AZ Maybe you’ve just gotten word that there’s a new job opportunity opening up at your company. Maybe you are thinking of shifting industries and want to explore a new career track. Perhaps you’ve been offered a job already, and you’re trying to assess whether the pay matches your skills and experience. Whatever your situation, if you’re looking for a new job, there’s probably one big question on your mind: What’s my salary going to be?“Even when the money on offer is enough to live on, you need to figure out if it’s an amount worthy of your knowledge and skills and whether it’s in line with the local market. Look at the financial package on the whole,” says Rebecca Knight, an author for the Harvard Business Review. You need to know your worth relative to the context of the job, so that you can have an idea of whether the salary offered is fair, and also have a better sense of what leverage you can use in a negotiation. Here’s how!1. Do your online researchFirst, you need to get a sense of what people in your same position would make. This is not only limited to the same type of position – “office manager”, for example – but also your location. Being an office manager in Kansas yields a different average salary than being an office manager in San Francisco does. Also, your years of experience count. Someone who’s been an office manager for 10 years is more likely to land a higher salary than someone who’s just becoming an office manager this year. To get a sense of what the ballpark salary is for the type of position you’re eyeing, a simple search on Glassdoor’s salary search tool will give you a baseline idea. Then drill down by comparing the average compensation with your market worth. How do you find out your market worth, you say? Use Glassdoor’s Know Your Worth, which gives you a personalized estimated market value, what others in your field are being paid, as well as the open jobs available. Once you have a ballpark for your market worth, you’ll be able to compare that with what the average salary for the position you’re vying for is. Plus, many job openings on Glassdoor will reveal a salary estimate which allows you to know how much a role can pay before you apply. #Transparency.Get Paid Fairly! Try Know Your Worth Today2. Do your in-person researchOn top of what the internet can tell you, it’s also important to get as full a picture as possible by talking to people within the and in the industry. There may be specific factors at play that lead to a company offering a certain salary that you weren’t expecting. Reaching out to people through your professional network or over social media can help you get more insight into whether you think the salary a company is offering is fair or not. 3. Decide if you’ll negotiateIf your market worth is higher than the salary you’re being offered (or even if it’s not higher!), this might be a time to consider negotiating. Knowing the general range of salaries for people in your position will give you leverage in your negotiation. But also keep in mind that the market worth you’ve calculated for yourself might not factor in the overall benefits package they’re offering. It also might depend on the size of the company or how long it’s been established for. The bottom line is that you should be able to explain why you deserve a pay increase. Come prepared with the research and the right questions, and be confident.4. Think about what other benefits matter to youAt the end of the day, salary is certainly an important factor in why we choose a job. But it’s one factor among many. There are also many other reasons why we might take a job – personal fulfillment, a great location, ideal work-life balance, opportunities for future advancement, just to name a few. Think about the benefits outside of salary that you’ll get, too, when you’re making your ultimate valuation of a job. There are many forms of variable compensation from cash bonuses and tips to commissions and equity that could influence your base salary. In addition, some companies offer comprehensive benefits, including medical and dental benefits, paid time off, commuter subsidies and more. These are all important considerations in negotiating.QUIZ: Is Now The Right Time To Re-Negotiate Your Salary?5. Ask and let the company revealOne of the biggest mistakes we make as job seekers and employees is not asking direct questions to the hiring manager or HR person. Be confident and ask for the salary range for a position or role. According to a 2016 Glassdoor site survey, the #1 piece of information job seekers want employers to provide as they research where to work is salary/compensation. Recruiters know this and they expect the question.If you’re job hunting, remember one of the most important rules of thumb to salary negotiations: you do not have to tell employers what you are or were earning at your previous company. Let the employer make the first offer, then you can follow it up with a higher number, and further showcase why you not only deserve to be hired but that you deserved to be hired at a better pay rate because of the value you are bringing to their team.Remember, the most important way to figure out your salary in your next job is to be equipped with as much information as possible. Recruiters and hiring managers appreciate and respect informed candidates, plus those with information are better equipped to make better decisions to find a job and company to fit their lives.Browse Open Jobs 3.1★ 23 hours ago 23h 23 hours ago 23h Grounds Technician Edward Rose & Sons Waterford, MI Director of Content Strategy Ozmo Blacksburg, VA 3.6★ 2.8★ 3.4★ Dentist James A. Burden, D.D.S. & Associates Williamsburg, VA Licensed Practical Nurse LPN Towne Nursing Staff New York, NY 23 hours ago 23h 23 hours ago 23h 3.4★ Fiber Build Project Manager Verizon Lewis Center, OH 23 hours ago 23h 3.7★ 23 hours ago 23h 2.6★ Restaurant Manager Red Lobster Saint Louis, MO Dietary Aide EmpRes Healthcare Management Missoula, MT
Feedback can be either positive or developmental. Being a good partner, teammate, or friend to others in work and life means helping them get the information they need to make better decisions going forward — and knowing the impacts that you have on others leads to better decisions. It is your responsibility to let others know the impacts they are having on you if those impacts matter to you. There is no “they should know.” There is only “you told them…or you didn’t.”But the question is, how should you tell them? Here are some of my recommendations.1. Invest in the RelationshipFeedback works better with people you have been and are building a ‘deeper than casual’ relationship with. Shallow relationships do not tolerate feedback well. If you truly want your feedback, whatever it is, to have a bigger impact, invest in building a relationship with that person before you need to give them the feedback. That way you can rely on the trust that you have with that person.What Is Emotional Intelligence, and Why Everyone Needs It2, Feedback Is Information, Not a CommandTry to see feedback, positive and developmental, as information you have about how someone else has impacted you. It’s not the gospel truth. They don’t have to immediately conform to your feedback. It doesn’t commit or bind them to anything. It is information. Very useful information. Your job is to get that information to them in a timely manner. If someone has a positive impact on you, you owe them positive feedback. If they are having an adverse or possibly negative impact on you, you owe them developmental feedback.3. Avoid Loaded PhrasesWhen engaging others with the feedback you have for them, avoid phrases like ‘healthy criticism’, ‘constructive criticism’, ‘advice’, etc. All those terms are so loaded that using them might automatically shut down the feedback process.Say “If you have time, I have some feedback for you” rather than “I have some constructive or healthy criticism for you”. The minute you say ‘…criticism’, no matter what words are in front of it, the other person is likely to get defensive in preparation for being blasted.4. Don’t Assume IntentAnother trap to avoid is thinking you know their intentions. “You tried to make me look stupid in front of the team!” You don’t actually know if that was, in fact, their intention. What you DO know is they said or did something that impacted you and you’d like them to be more aware of those kinds of behaviors and impacts going forward. It might just be a blind spot or developmental area for them that they still need to work on. There is no way you can know their intention if they haven’t specifically and clearly stated that was their intention. Thinking you know intentions and then wanting to hold them accountable for that will only implode the entire feedback process.5. Focus on Behavior, Not CharacterAs a general rule, all feedback should be specific, behavioral, truthful, authentic, vulnerable, and transparent. All feedback should be delivered with compassion, caring and understanding. It’s not about making the others person a ‘bad’ person. It’s about behaviors, impact, why that matters, and what you want going forward. Stay neutral when it comes to thinking you know the underlying reasons they engaged in those behaviors. Avoid judgments or projections that speak to their character or try to label them a particular way. “I can tell you don’t really care about this project, do you?” How can you possibly know what another cares about, unless they tell you?When you are about to give someone feedback, breathe, slow down inside and shift to a more conscious and mindful way of being with them. Remember the relationship you have with them and your vision of that relationship and how you want it to be going forward. Come from your heart as well as your head. Stay focused on the behaviors (what they said/didn’t say, what they did/didn’t do), the impact those particular behaviors had on you, why that impact matters enough to you to bring it up, and the feelings you’re having about that impact. If the conversations start to drift to any other subjects, bring it back to behaviors, impacts, feelings and going forward. Drift equals danger here.The One Science-Backed Way to Improve Your Career, Health, & Happiness6. Lead With FeelingsStart your feedback with the feelings you’re having. As you move further into a positive feedback ‘loop’ with them, be sure to emphasize why that positive impact mattered so much to you so they are motivated to continue those behaviors.Example: “Jim, you open to some feedback? I feel happy, excited and valued right now. You were the only person to call me at home when I was out sick. And text and chat with me. That meant a lot to me. I was feeling alone, scared, isolated. Your phone calls every couple of days perked me up. It made me feel like I mattered to you and that my absence matters to you. It feels wonderful to know that you see me as a valuable partner on the team, valuable enough to check in on me. Thank you so much.” Positive feedback can feel quite vulnerable for both of you. That’s a good thing.7. Think Future-ForwardAs you move further into a developmental feedback loop, be sure to speak to “here’s what works better for me going forward” if you’re asking them to do something different in a similar circumstance in the future. Take the approach of an investigative journalist with the job of truly understanding what motivated them to do what they did that created that impact on you. Don’t get invested in what you believed happened. You can’t really know what motivated them until you make it safe enough for them to truthfully tell you. Once you talk about your feelings around the entire incident, then you can begin to build forward by talking about the impact, what that impact did to you, why it matters and then most importantly letting them know how they can do it differently next time in a way that doesn’t impact you as it did this time. Again, speak to behaviors and impacts, not intentions and character. Keep breathing into your compassion, understanding, curiosity, and generosity. Listen Big. List to what’s behind their words, between their words, under their words over their words. Listen to their eyes, face, voice, tone, facial expressions. Listen to understand, not be right. Stay neutral and remember your vision of how you’d like the relationship to be.Example: “Jim, you open to some feedback? I feel disillusioned, sad, and a bit angry. When I agreed to work on this project team with you, I ask if I would get the chance to x, y and z so I could learn those from you. You specifically said yes and I agreed to join your team. It’s been 7 months now and I’ve not worked on anything except what I was initially assigned by you. I’ve asked about x, y and z and you said several times we’ll get to that when things are less hectic. I’m not sure what your intention was but I feel used, a bit deceived and sad. I really wanted to learn from you and I’m sad I’ve not had that chance. Going forward, what would work better for me is if you know you really don’t have time to mentor and guide me or anyone else, say that clearly when you invite them onto your team. Don’t overpromise and underdeliver. That creates ambiguity and confusion. At least it did for me. I’m asking you to always be truthful and clear with me and I commit to doing the same with you.”8. Allow a Response, and EngageWith positive and developmental feedback the other person may have a response to you about all or part of your feedback for them. They may ask for clarification, examples, etc. Allow the feedback loop to go back and forth between the two of you as long as it takes to adequately express the truth of the feedback you have for them and to check, with certainty, their understanding of your feedback. That could be two minutes, could be 20. You’ll know.Giving positive or developmental feedback is not difficult, but it can be a bit uncomfortable. Simple, not easy. Keep your goals for the feedback in mind: Your goal with positive feedback is to express gratitude for and reinforce behaviors that have a positive and uplifting impact on you — behaviors you want them to continue. Your goal with developmental feedback is to raise awareness around potential blind spots and developmental areas that have adverse impacts on you and ask clearly for something that works better for you going forward in that relationship. For both positive and developmental feedback, your goal is to preserve the relationships in work and life that matter to you by being grateful for them and/or helping to course correct them with compassion and understanding.The science says over time (periods of 45 days or longer) in a healthy relationship, team, family, etc., you should have 3-5 examples of positive feedback for that person for each episode of developmental feedback. In other words, most of the time your feedback for them comes from a place of true gratitude to them for who they are in your life and how they impact you. That’s what builds healthy relationships.How are you doing with that ratio? How would your children, spouses/partners, siblings, best friends, and workmates say you are doing with that ratio? Keep this in mind, and you’ll be on your way to stronger relationships.Jim Mitchell, Glassdoor Leadership Consultant and Executive Coach, is a native Arizonan and recognized personal and corporate leadership development specialist and leadership consultant. He facilitates vulnerability-based leadership, emotional intelligence-based leadership, deep personal leadership, advanced communication skills, conflict resolution, personal vision, mission and purpose, culture change and performance acceleration and improvement workshops for a variety of individuals and clients around the globe.
23 hours ago 23h 3.7★ Test Engineer/ Principal Test Engineer with Security Clearance Northrop Grumman Annapolis, MD Principal Computer Systems Architect Northrop Grumman Huntsville, AL 23 hours ago 23h See more jobs at Northrop Grumman Principal Program Cost Schedule Control Analyst – Top Secret Northrop Grumman Dulles, VA Network Communications Technician Northrop Grumman Suffolk, VA 3.7★ Senior Principal Program Cost Schedule Control Analyst Northrop Grumman Dulles, VA 3.7★ 3.7★ Network Communications Manager – CBP STRAP Northrop Grumman Suffolk, VA 3.7★ 3.7★ 23 hours ago 23h 23 hours ago 23h Associate Database Administrator Northrop Grumman Herndon, VA 23 hours ago 23h Principal Program Cost Schedule Control Analyst – TS / SCI Northrop Grumman Dulles, VA 3.7★ 3.7★ Available Jobs at Northrop Grumman 23 hours ago 23h Software Configuration Analyst Northrop Grumman Melbourne, FL Sr Principal Industrial Security Analyst with Security Clearance Northrop Grumman Beavercreek, OH In the midst of a record-low unemployment rate, the prospects for job seekers — especially for those with in-demand technical skills — have almost never been better. Today, there are more jobs available than qualified candidates, meaning job seekers have their veritable pick of the litter when it comes to choosing where they want to work next.Just because companies are urgently seeking employees, though, doesn’t mean they’ll hand out jobs to just anyone who wants them. Above all, recruiters are looking to hire people who are the right fit, so it’s still on job seekers to prove that they’re worth the investment.The best way to do communicate your talent is by crafting an impressive technical resume — with the right mix of relevant experience, accomplishments and skills, recruiters will be knocking down your door with opportunities. But what exactly are technical recruiters looking for in resumes, and how can you best incorporate that?To find out, we reached out to the Talent Acquisition team at Northrop Grumman — here’s what they had to say.1. Get Straight to the PointA fancy-looking resume won’t mean a thing if it buries what recruiters really want to see.“A candidate has 20 to 30 seconds to capture a recruiter’s attention — so make sure your resume is well-formatted, easy-to-read and that your most noteworthy accomplishments/skills are captured near the top of page one,” says Kortnie Sullivan, a Talent Acquisition Business Partner at Northrop Grumman, who primarily recruits information technology professionals.“When looking at a technical resume, I look to see if the candidate’s technical skills/tools match or are comparable to the needs of the position. I also go over the two most recent positions to see if the candidate has experience doing the same or similar tasks that they would be doing in the new role.” shares Albrenna Richardson, Talent Acquisition IT Recruiter.Other important things to prominently feature are education, certifications and clearance level, if you have one, says Melissa Wallace, a Talent Acquisition Business Partner who focuses mainly on engineering and other technical positions.“I want to be able to quickly glance at a resume and make sure they meet the criteria for the level of position I’m looking for and then if they do, I’ll read their resume more closely,” Wallace adds.Innovation & Purpose: Behind the Scenes at Northrop Grumman2. Tailor Your Resume to Each ApplicationA generic resume is a guaranteed way to lose a recruiter’s interest, so make sure that you take a good look at the specific job description(s) you’re applying to in order to highlight what matters most.“Taking time to build a strong resume that is customized to the position gives you more control in the process. It takes the ‘guessing’ away from the recruiter and hiring manager and makes a clear, immediate case that you should be interviewed,” explains Jessica DeVilbiss, a Talent Acquisition Business Partner at Northrop Grumman focusing on aerospace systems. “It’s worth the time investment for roles that you are interested in and targeting for your next step.”In particular, DeVilbiss recommends that job seekers “read the specific skills that are listed in the position and include the applicable skills in your resume.”And when detailing your work history, make sure to connect what you’ve done in previous roles with the job you’re applying to.“I like clearly-written resumes that allow the reader to have a thorough understanding of what they did and how it relates to the position that they are applying for,” Richardson says.3. Give Context to Your SkillsWhile it’s important to share your skills and the technical tools you use, it’s not enough to simply list them without providing any additional information. Richardson recommends that candidates “provide specific detail on how they have used those tools under the description of their current and past positions.”“As a recruiter, I am looking to see that the tools you listed are something that you have actually used in your work or class projects and how you have used them. So instead of simply listing Java and Linux in the skills section, add a statement like this: ‘I developed X website using Java and Linux on the backend.’”You might also want to consider detailing exactly how familiar you are with the various tools and skills you mention.“It’s especially helpful if candidates rank their skill level with technologies from beginner to expert level,” DeVilbiss explains.4. Quantify Your SuccessBeyond giving context to your skills, you’ll also want to give context to your achievements at work. One of the best ways to do that is by describing the concrete results of your efforts in your work history bullet points.“I really like when a technical resume calls out specific examples using real data and numbers. It immediately builds credibility with me and the hiring manager,” DeVilbiss shares.When considering which sorts of metrics to include, “think about what would be important to an employer,” Wallace recommends. “If you saved the company money by something you were responsible for, by all means, make sure it is on your resume.”A few example bullet points from Sullivan include:Accomplished X results in X number of daysEnsured X customer requirements were metUtilized X training/experience to stay on schedule and under budgetOne other note on including metrics, in addition to numbers, percentages can tell a powerful story, especially if your experience is from a company of a different size than where you are applying. For example, saved the company 15 percent on annual expenses in X category due to Y activity/process.4 Metrics Recruiters Love to See on Resumes5. Sweat the Small StuffWhen looking at a technical resume, recruiters primarily care about relevant skills and experience — but that doesn’t mean they won’t notice typos, a clunky design or other common resume mistakes.One issue in particular that job seekers should watch out for is accidentally name-dropping the wrong company. “There is nothing more cringe-worthy than a candidate expressing interest in your competitor when applying for a job at your company,” Wallace says.Another tip to keep in mind: “Spell out technical acronyms,” Richardson says. “Technology is continuing to evolve at a rapid rate and it will assist the technical recruiter if the technology is clearly stated. Acronyms can mean one thing at one company and a different thing at another.”6. Don’t Forget Soft SkillsFamiliarity with the right skills and tools is critical for technical roles, but soft skills like communication, leadership and collaboration are often equally important. But when it comes to including soft skills on your resume, it’s best to be subtle about it.“When highlighting soft skills, make them bulleted and targeted based on what the role is seeking, and then again, use facts and figures, if possible, to demonstrate your competency,” DeVilbiss advises. “For example, if you are saying you are a skilled lead, talk about the number of people you’ve led and mentored and/or your specific achievements in a project.”A couple more ways you can show off your soft skills: “List a handful of extracurricular activities you are involved in and if you’ve had any leadership in those roles,” and “list some accolades you’ve received, for example, a top performance rating or an on-the-spot-recognition,” Wallace says.How to Identify and Develop Soft Skills7. Keep it Short & SweetOne of the biggest mistakes Sullivan sees in technical resumes? Unnecessary length.“I tell candidates to keep their resume to two pages — a recruiter’s eyes start to glaze over if it goes beyond two pages,” Sullivan explains. “And really, that first ‘block’ of experience/work history on page one is what needs to catch the recruiter’s eye.”There’s no doubt that writing a technical resume is challenging. After all, it’s no easy feat to condense your years of experience, achievements and skills into one short document. But the importance of resumes in the job search can’t be overstated. They’re the number one tool you have to catch a recruiter’s attention and convince them that you’re worth spending time on, so a little extra time spent tweaking it is well worth the effort. Keep these tips in mind, and you’ll be well on your way to an impressive technical resume — and hopefully, the job of your dreams.Want to learn more about Northrop Grumman and the opportunities available at their company? Check out their open jobs here! 3.7★ 3.7★ 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h
Liverpool are demanding straight cash for the sale of Alberto Moreno.The Liverpool Echo says Liverpool have no interest in Napoli left-back Faouzi Ghoulam as they seek a £15 million cash deal for Moreno.Reports in Italy suggested that a potential swap had been discussed between the clubs which would see the unsettled Algeria international head for Anfield.But Ghoulam isn’t a target for Liverpool as Jurgen Klopp looks to sign a left-back to compete with James Milner for a starting spot.The Reds rejected an £11million offer from Napoli for Moreno last week and that remains the only bid they have received for the Spanish full-back.
Liverpool legend Robbie Fowler believes the Reds must have a perfect transfer window if they want to win the Premier League title.The Merseyside club broke their transfer record when they signed Mohamad Salah from Roma last week.But Fowler insists his former club must continue to splash the cash.”I’ll be blunt about it – everyone in football knows Jurgen Klopp’s first XI is as good as any, there is no denying that. But beyond the team, the squad is a bit threadbare,” said Fowler in his Mirror column.”I won’t say weak, because that’s an injustice to the lads in the squad, but the reality is, to challenge for the title they need to sign more players who can take them up to that next level.”They are close. I really feel that. But with all their main rivals spending big money, they have to be perfect in the transfer market this summer or it will be another spectacular lost opportunity.”
Paul Pogba says the Manchester United dressing room was upset for Zlatan Ibrahimovic over his knee injury last season.Breaking down in April ended Ibrahimovic’s hopes of earning a new deal with United.Pogba, also discussing Antoine Griezmann’s decision to stay with Atletico Madrid, stated: “Without Ibra, without Griezmann … We know their qualities, and we are all sad for the injury of Ibra.”But I hope they are happy in their lives. I would be happy if he is happy elsewhere, it will be good for him.”
Posted on June 9, 2010June 1, 2016Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)Day two (6/8) of the Women Deliver conference had a clear focus on technology to improve the health of women and children around the globe. Take a look at two examples of technologies discussed at the conference yesterday–one high tech and one very low tech.Microbicide Vaginal Rings“The nonprofit International Partnership for Microbicides (IPM) today announced the initiation of the first trial among women in Africa testing a vaginal ring containing an antiretroviral drug (ARV) that could one day be used to prevent HIV transmission during sex. The clinical trial, known as IPM 015, tests the safety and acceptability of an innovative approach that adapts a successful technology from the reproductive health field to give women around the world a tool to protect themselves from HIV infection…”Read the full press release here.Clean Delivery KitsClean Birth Kits–Potential to Deliver?, a publication supported by Save the Children/Saving Newborn Lives, Norwegian Ministry of Foreign Affairs, Immpact (University of Aberdeen), and the Maternal Health Task Force at EngenderHealth, was released at a session at Women Deliver yesterday. The session was chaired by Claudia Morrissey of Save the Children; moderated by Richard Horton, Editor of the Lancet; and presenters included Wendy Graham of University of Aberdeen, and Haris Ahmed of PAIMAN. The goal of the session was to summarise the evidence base for clean delivery kits, discuss practical implementation experiences from the field, and to have a lively debate on the “risks” associated with promoting birth kits. The report will be available online soon. (Check back on the MHTF Blog.)Click here to read a post by Dr. Ann Blanc, Director of the Maternal Health Task Force, on a recent workshop leading up to the publication of Clean Birth Kits–Potential to Deliver?For highlights from day one of the conference, click here.Share this: ShareEmailPrint To learn more, read:
Posted on February 4, 2011November 13, 2014Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)Recently on the MHTF blogClimate change and maternal health on GlobalMamaMaternal mental health on GlobalMamaWe posted a job opportunity at FIGOSome reading for the weekend:Mobile phones saving lives in AfricaShelters for poor pregnant women in IndiaFighting fake drugs may hurt the poor?Obstetric fistula on RH Reality CheckShare this: ShareEmailPrint To learn more, read:
ShareEmailPrint To learn more, read: Posted on May 7, 2013March 8, 2017By: Sarah Blake, MHTF consultantClick to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)Surviving the First Day, this year’s edition of Save the Children’s annual State of the World’s Mothers report is now available. As in past years, this edition features an updated version of the Mothers’ Index, a ranking of the best and worst countries to be a mother, based on an analysis by Save the Children and the London School of Hygiene and Tropical Medicine. Rankings are based on data on maternal and child survival, along with education, income and political representation of women: Finland is ranked first and the Democratic Republic of Congo last. In addition, the Mothers’ Index captures data from past reports, illustrating where countries have made progress and where improvements have remained elusive.This year’s report focuses on infant health, and includes a new feature, the Birth Day Risk Index, which provides a similar ranking of countries based on infants’ chances of surviving the first day, along with data on the survival chances for older infants and children. The report highlights just how critical the first day of life can be for women and their infants, pointing out that not only do first-day deaths account for 36 percent of newborn deaths around the world, but that countries ranked lowest on the Birth Day Risk index also rank among the countries where lifetime risk for maternal death is highest.From the report:Somalia has the world’s highest first-day death rate (18 per 1,000 live births). First-day death rates are almost as high in Democratic Republic of the Congo, Mali and Sierra Leone (17 per 1,000). These four countries are also incredibly risky places for mothers. Mothers in Somalia and Sierra Leone face the second and third highest lifetime risk of death in the world, respectively.44 In Somalia, 1 woman in 16 is likely to die in pregnancy or childbirth. In Sierra Leone, the odds are 1 in 23. DR Congo and Mali are also among the riskiest places in the world to be a mother.Throughout, the report highlights key priorities for improving the health and survival chances of women and newborns, including the critical need to preserve and increase investments in the full spectrum of proven maternal, newborn and child health interventions, and to redouble efforts to ensure that women everywhere have access to high quality emergency obstetric and newborn care, no matter what country they live in.The report is already garnering significant media coverage, including an NPR story that focuses on the report’s findings regarding the lifesaving potential of kangaroo care, and a special feature at the Huffington Post’s Global Motherhood section.To learn more about the report’s findings, join the conversation at #SOWM, and by following Save the Children and the Healthy Newborn Network on Twitter. And, stay tuned: Save the Children, from now through Mothers’ Day on Sunday, May 12, Save the Children, along with partners like the UN Foundation and the Bill & Melinda Gates Foundation are holding virtual and in-person events to celebrate and engage moms everywhere, beginning with the Mom+Social Summit in New York and online tomorrow. To join Mom+Social tomorrow, follow the #globalmom hashtag on Twitter, or check out the Global Mom Relay. Share this:
Posted on August 5, 2014November 2, 2016By: Katie Millar, Technical Writer, Women and Health Initiative, Harvard T.H. Chan School of Public HealthClick to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)This week is World Breastfeeding Week! At the MHTF, we love breastfeeding because it not only saves lives, but is also a great example of maternal and newborn health integration. Yet something related that we don’t often talk about in maternal and newborn health is Water, Sanitation and Hygiene or, WASH. Many of the world’s mothers and newborns live in areas where sanitation is poor and clean water is scare, if not absent. A recent post for 1,000 Days by Rebecca Fishman, highlights the important intersection of maternal and newborn health, breastfeeding and WASH.“The first 1,000 days of a child’s life are critical in fetal and child development; children are especially vulnerable to the adverse and chronic effects of intestinal diseases brought on in part by poor WASH.”Maternal health and education play an important role in preventing these diseases. What the newborn is exposed to is dependent on the sanitation and hygiene conditions experienced by the mother, conditions that affect her health, as well. A woman’s knowledge of WASH practices, like hand washing, is critical to both her and the newborn’s health. Fishman states, “Mothers who do not wash their hands at appropriate times can pass harmful bacteria and pathogens to their infants while feeding. For infants who are not exclusively breastfed, formula mixed with unsafe drinking water can cause bouts of newborn and child diarrhea, and can lead to stunting, wasting, undernutrition, and even death.”Educating women on WASH and breastfeeding is critical to infant health.“Breastfeeding protects infants by decreasing their exposure to food and waterborne pathogens and by improving resistance to infections. Access to proper sanitation reduces exposure to pathogens by separating excrement from a child’s physical environment… A study in Pediatrics found that infants without piped water or toilets and not breastfed are five times more likely to die after one week than those who were breastfed. A Journal of Biosocial Science study showed that infants living in areas with poor sanitation who are mixed-fed (both breast milk and formula) have a higher risk of diarrhea than infants in the same area who are only breastfed. Access to WASH is a critical component of successful breastfeeding. Reductions in diarrheal disease alone through safe WASH can prevent long-term morbidity and at least 860,000 child deaths a year caused by undernutrition.”Supporting new moms to breastfeed is key to infant and child health. Yet, mothers who want to breastfeed may face many challenges, such as low supply, an infant who doesn’t latch easily, and a need for employment that may preclude her from breastfeeding. As we talk about infant health, breastfeeding, and WASH, let’s not forget that health systems, policies, and programs need to support the mother to address her needs and health. Women who are well-supported and educated will also be able to provide care that promotes and protects the health of their newborn and infant.Share this: ShareEmailPrint To learn more, read:
ShareEmailPrint To learn more, read: Posted on March 18, 2015October 25, 2017By: Katharine McCarthy, Research Coordinator, Population Council; Saumya Ramarao, Senior Associate, Population CouncilClick to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)This post is part of the blog series “Increasing access to maternal and reproductive health supplies: Leveraging lessons learned in preventing maternal mortality,” hosted by the Maternal Health Task Force, Reproductive Health Supplies Coalition/Maternal Health Supplies Caucus, Family Care International and the USAID-Accelovate program at Jhpiego which discusses the importance and methods of reaching women with lifesaving reproductive and maternal health supplies in the context of the proposed new global target of fewer than 70 maternal deaths per 100,000 births by 2030. To contribute a post, contact Katie Millar.How can we use the lessons learned by the reproductive health community to advance the maternal health supplies issues?Each year more than 180,000 women die during pregnancy or childbirth from hemorrhage or pre-eclampsia/eclampsia. Many of these deaths can be prevented with appropriate access to oxytocin, misoprostol and magnesium sulfate. A delivery package containing these medicines is estimated to cost less than US $1.50 per person, and is predicted to save 1.4 million lives over ten years, if available to all women. Current barriers in markets for maternal health drugs, however, cause these drugs to remain largely inaccessible for many women. As the maternal health field refocuses priorities for the SDGs, the importance of building healthy markets for essential medicines is evident.What are Major Barriers in Accessing Maternal Health Drugs?In 2012 the UN Commission on Life Saving Commodities for Women and Children identified key barriers that limit access to lifesaving maternal health drugs:Market failures leading to an insufficient supply of quality drugsA weak regulatory environment leading to variability in drug formulation and qualityLack of provider and consumer awareness of drugs and/or their appropriate useThe interrelated nature of supply and demand challenges makes addressing them difficult. But, there may be a solution. As seen in other health commodity markets, market shaping strategies involving the “total market” may best address these challenges by capitalizing on the potential of all market players to achieve a coordinated approach.The Solution: What is Market Shaping?Like many markets, the maternal health drug market is made up of actors from different sectors, including the public (e.g., government), private commercial (e.g., manufacturers, distributors, midwives and oby-gyns), and private non-profit sectors (e.g., faith-based health care providers). Two main reasons for inefficiencies in markets are (1) lack of information and (2) an unbalanced sharing of risk.Incomplete information or gaps in information flows can be a barrier to market entry. For example, manufacturers and suppliers of drugs may lack information on many aspects of the market such as volume of demand, timing of demand, prices and profitability. Such information gaps can be addressed by high quality demand forecasts, a schedule of when orders are likely to be place, and data on stock-outs, prices, and drug quality. With wider availability of information, new manufacturers and suppliers can be encouraged to enter the market, expanding the supply of available drugs.To address unbalanced market risk, another strategy is volume guarantees. Unbalanced risk can occur in uncertain markets when a manufacturer or distributor bears the majority of upfront costs with an unforeseeable future profit. A volume guarantee, or an agreement by buyers to purchase of a certain quantity of a product, can offset the risk to suppliers and encourage drug production. Volume guarantees can also aid in negotiations to strengthen the quality and reduce the cost of drugs by achieving purchasing power not previously possible in fragmented developing country markets. Such leverage can also aid in identifying opportunities for innovations in product improvement and financing, further encouraging product purchase and use.What Else Will it Take?While capitalizing on market opportunities can facilitate access to drugs and save lives, these strategies alone are likely not sufficient. Complementary programmatic investments are needed to strengthen the supply chain and service delivery, as well as to generate demand by raising awareness on the need and appropriate use of maternal health drugs, and to advocate for the importance of women’s lives. As maternal health researchers, policy planners, advocates and program leaders, we all have our role to play in ensuring women have access to resources for a safe and healthy delivery. We must now turn to moving what we know can work to those in most need.To learn more about how market shaping lessons from the HIV and reproductive health commodity markets can be applied to scale-up access to maternal health drugs, please see a recent commentary by McCarthy et al., published in Maternal and Child Health Journal.Resources used in the writing of this post:UN Commission on Life-Saving Commodities for Women and Children. Commissioner’s Report: 2012Key Data and Findings: Medicines for Maternal Health. Prepared for the United Nations Commission on Life-Saving Commodities for Women and ChildrenMarket Shaping for Family Planning: An analysis of current activities and future opportunities to improve the effectiveness of family planning marketsShare this:
Posted on November 8, 2016January 6, 2017By: Sarah Hodin, Project Coordinator II, Women and Health Initiative, Harvard T.H. Chan School of Public HealthClick to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)Watch the video of this event >>The Maternal Health Task Force (MHTF) is thrilled to announce the launch of the fourth MHTF-PLOS Collection, “Neglected Populations: Decreasing Inequalities and Improving Measurement in Maternal Health.” The partnership between the MHTF and the Public Library of Science (PLOS) began in 2011 with the goal of expanding global access to high quality maternal health research, particularly in low-resource settings, and increasing the visibility of maternal health professionals working in the Global South.To mark the launch of the fourth collection, the MHTF will be hosting a panel discussion featuring a Senior Editor of PLOS and several authors who contributed papers to the collection. The event will take place at the Leadership Studio at the Harvard T.H. Chan School of Public Health on November 21, 2016 from 12:30-1:30pm.SpeakersPatience Afulani, MBChB, MPH, PhDPostdoctoral Fellow, University of California San FranciscoEsther C. Atukunda, PhDSenior Lecturer/Research Scientist, Mbarara University of Science and Technology, UgandaChristna Chap, PhDSenior Editor, Public Library of Science (PLOS)Stephen Hodgins, MS, MD, DrPHSenior Technical Advisor, Saving Newborn Lives/Save the ChildrenModeratorMary Nell Wegner, EdM, MPHExecutive Director, Maternal Health Task ForceIf you will be in the Boston area, please join us at the Leadership Studio! Space is limited. RSVP to firstname.lastname@example.orgShare this: ShareEmailPrint To learn more, read:
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India will possibly be playing their last World Cup match when they take on Ghana in their last group A game at the Jawaharlal Nehru Stadium on Thursday.After a spirited display against Colombia, where India scored their first goal in a FIFA tournament, the country is hoping for another stellar show against Ghana. Technically the Indian U-17 team could still qualify for the next stage of the World Cup, given a win against Ghana and courtesy other results going in their favour.”We will go for nothing less than a win. We have shown the world that we belong on the same page as them and now we want to show that we can win against them,” said Luis Norton de Matos, Head Coach of the Indian U-17 World Cup Team.”Ghana will be a physical as well as a mental challenge for us. They (Ghana) are a strong physical team who are quick on the ball. We would have to be on our toes for the entirety of the match, if we are to secure a win,” he added.”However, the boys are ready for the challenge that will be thrown in front of them. We will give it our all and aim to create history once again.”Jeakson Singh , who made history against Colombia when he became the first Indian goal scorer in the FIFA U-17 World Cup said that the team is raring to go against Ghana.”They are a very strong side. But we are ready and prepared. It will be a physically taxing battle against Ghana but I reiterate, we are ready,” he pronounced.advertisementFIFA Photo Amarjit Singh, captain of the team, added, “We have the utmost respect for our opponents but we will give them a very tough fight, even tougher than we gave Colombia. It is a matter of survival and we will do anything to go into the next round.”Attendance at the Jawaharlal Nehru Stadium has risen over the two matches India have taken part in and thanking the fans for their support, Sanjeev Stalin said: “We play for the fans, they are our everything and we thank them for the wonderful support that they have given us.”Goalkeeper Dheeraj Singh called for even more support against Ghana.”Against Ghana we will need a lot of support. We will give it our very best on the pitch. I expect all to be cheering for us like they have done for us. We won’t disappoint them. Come and back the blue,” he stated.(With inputs from AIFF media)