Most Indians couldn’t have imagined anything in common between lawn bowling and Jharkhand until the Commonwealth Games began in the Capital.But with eight players out of the 12-member national lawn bowling team coming from Ranchi, the state’s capital, at least that situation is set to change. But why have so many players from Jharkhand taken to this little-known sport?National players from Jharkhand Dinesh Kumar (34) and Krishna Xalxo (34) say they were drawn to the sport due to the uncertain future football offered them.”We played football at the national level but our careers did not progress. I was working as a football coach with the Sports Authority of India in 2007 when I first heard about lawn bowling,” Dinesh said.He said he got involved in the sport after watching some of the girls he used to coach practising lawn bowling on their days off from football training. The players from Jharkhand believe the state has become the seedbed of lawn bowling thanks to the lawn bowling green (one of the only two in the country) there.According to team member Prince Kumar (18), he would never have discovered the sport had the RK Anand Bowls Green not come up in Namkun block in Ranchi, about 2km from his house.”I used to play football with friends near the RK Anand Bowls Green and saw several people practising lawn bowling there. I got interested and began playing this sport too,” Prince said.The Jharkhand player said his family did not object to his choice of lawn bowling for a career, as he was not academically inclined. But not everyone got support from their families that easily.advertisementKrishna said his family was hard to convince. “They didn’t know what lawn bowling was and I had trouble convincing them because even I, too, wasn’t familiar with it,” he said. But success at the international level has changed much for the players.Although the team had just two years’ experience, it won the 2009 Asian Lawn Bowls Championship in Shenzen and also came up with a commendable show in the Asia-Pacific Championships. In April the team finished fourth in the women’s triple at the eight-nation meet in Delhi.”With awareness about the sport growing and after witnessing our success the attitude of our families has changed. My family still does not understand the rules of the game but they watched me playing on TV,” said Mahip Tirkey (22), who is from Namkum.Despite their medal hopes being dashed by Sunday’s loss to England in the triples play-off for bronze, the players are upbeat about their achievement.”Had we won a medal at the Games, people would have known better about the sport. We are proud that we did not let our opponents win easily. And these are countries that have been playing the sports for decades,” Krishna said.
Advertisement AdvertisementWWE legend and Hollywood superstar Rock might make a surprise appearance at the SmackDown 1000 episode next week. Although the company hasn’t announced it formally, they did tease its possibility via their Twitter account.The Rock to return at SmackDown 1000!WWE could have used any other superstars’ image to hype the SmackDown 1000 episode, but they resorted to using the Great One’s. It can’t be a mere coincidence as the Rock has reiterated in the near past that he is open to working with WWE. Here is the tweet that has fueled the entire rumor mills:FINALLY…it’s almost here! #SD1000 @TheRock pic.twitter.com/IEprsLKKFB— WWE (@WWE) October 6, 2018WWE’s official Twitter and Instagram accounts are a wonderful destination for getting to know about the latest rumors. Furthermore, a lot of them does come true, like the one where the company had dropped a hint that Shawn Michaels would be coming out of retirement to lock horns with the Brothers of Destruction alongside Triple H in a tag team match. The Rock is currently in London shooting for a Fast & Furious spin-off movie. Given the busy schedule he follows, it is highly unlikely that the Brahma Bull will make it to Washington for the event. However, WWE can compensate it with a pre-taped segment of him.A live promo, or a pre-taped one, the Rock’s fans would be ecstatic if he makes his presence felt at the SmackDown 1000 episode.
You’ve finally landed an entry-level job in your “dream career”. Awesome, right? Unfortunately, not for everyone. Whether you realize your dream career requires more working hours than you’re willing to dedicate or the tasks you’re delegated are uninteresting or just plain jarring, having a change of heart about your career path doesn’t have to be the end of the world.It’s possible to switch dream careers and keep your already established personal brand in tact. Here are a few tips on how to switch career objectives without harming your personal brand:1. Never stop being professional. Just because you’ve decided to take on a different course of action doesn’t mean professionalism should be tossed to the wayside. Keep your social media posts professional as you would during the job search or if you had a boss who admittedly stalks employees profiles. Additionally, if you don’t lock down a new job immediately, it’s important that you maintain a standard of behavior that is professional and won’t lessen your credibility.2. Continue working after giving notice. After deciding to part ways with a job that turned out to be less desirable than you’d initially thought it’d be and giving written notice to your boss, it’s important to keep working diligently. Continue creating daily to-do lists and putting in effort. Giving notice isn’t a license to slack, which could be detrimental to your reputation. You’ll want recommendations from your boss and coworkers, so you should continue working as if nothing has changed. If time permits, create a document that explains all of your tasks and how to complete them that can be used to train your replacement.3. Update your career objectives on your online profiles. To effectively switch career paths, you must continue managing your online presence and update your career-related online profiles and personal website with your new career objectives. Update your LinkedIn summary and online resume with a detailed description of the new career path you’ve decided on and be sure to note the skills you’ve learned from your previous position that are transferrable.4. Develop expertise in your new career field. Changing the focus of your career doesn’t necessarily mean you should run out and get another degree. There are plenty of ways to develop the expertise you need to successfully switch careers and maintain a personal brand that employers will respond to. Attend an industry conference, go to networking events put on by professional associations in your career field of choice, and consider getting a certificate in the field since this takes much less time than pursuing a two or four-year degree.While it may be a bit discouraging to realize that the career path you’ve dreamed of since before you could imagine isn’t all you’d hyped it up to be, you can bounce back and maintain a personal brand that potential employers and industry professionals respect.
Being happy at work may seem counterintuitive for some people, but it is possible. While business tasks can be tedious and difficult, when a culture of positivity exudes, even the most challenging projects are more bearable, even rewarding.If you feel your current office culture doesn’t meet expectations, don’t lose hope. Whether you’ve been on the job hunt for a few months—or even a few years—shift is possible.For example, you may find yourself in an environment lacking lightheartedness and levity. If you are a bubbly, outgoing personality with extrovert tendencies, you may seek a more demonstrative manager or teammates with whom you can feed off one another’s energy.A culture where the overall tone, from the CEO to the front line staff is consistently serious may come across to you as humorless and deflating. You may not be happy in this environment over the long haul because being more open and sociable is fuel that motivates you to perform.How To Initiate the Beginning of a Culture ShiftRequest a meeting with your boss with a multifaceted goal to discuss future objectives, while also airing your concern. Propose a solution, related to the energy drain the culture has on your spirits, your teammates’ attitudes and overall office productivity.A possible initial solution to gain culture shift traction may include asking your boss (or your boss’s boss; or even the company owner, if it’s a small organization) to employ regularly scheduled ‘walkabouts’ where he/she simply connects with the staff, on a more personal level.The walkabout agenda is simple: walk around the office every Friday and strike up conversations about everyone’s plans for the weekend, or simply ask, “How are you doing?” Ask about their family, their extracurricular activities, their new child, grandchild or dog, whatever might light them up.Perhaps even a bit of joke telling humor can be incorporated into the mix. If the boss’s personality doesn’t lend itself to such comedic behavior, he or she can defer to the extrovert in the group to spin tales of humor and add levity. Just be sure to bring a smile and a chuckle to the party. The point is to connect on a lighter level and warm things up, as work that is “all work” can often feel stifling and demotivating.While it is ideal to research a company’s culture prior to accepting a new job (you can do this through Glassdoor’s company reviews as well as through various social media channels), the fact remains some cultures decline over time or do not live up to expectations. If this is the case, take the reins and see what you can do to steer your company’s culture back on a positive course!
Want more money? You’re not alone. A Glassdoor survey shows that salary and compensation are among people’s top considerations before accepting a job. But which companies pay the most, including the big six figure salaries?Glassdoor crunched the numbers and determined the Highest Paying Companies in America for 2016, based on companies’ median total compensation. The good news—the top 7 are hiring now.1. A.T. Kearney$167,534 median total compensation$143,620 median base salaryWhat they do: A.T. Kearney is a global management consulting firm which focuses on strategic and operational issues.Why: Consulting firms are known for offering high salaries to their employees, and A.T. Kearney tops our list of highest paying companies. A consulting firm like A.T. Kearney is typically looking for seasoned, top-notch consultants who can rely on their personal contacts, strong reputations and highly specialized knowledge to help companies. So, barriers are high. Such professional skills are hard to acquire, valuable, and accordingly command top dollar.What employees say: An employee has this to say about working at A.T. Kearney:“Current leadership has done an excellent job of focusing the firm on future growth. Investing in higher performing consultants and the overhead necessary to grow the firm to $2B/yr. Focus on high performance culture is making an impact.”Another employee calls out the advantages of working at A.T. Kearney, including the pay:“Work with some of the smartest people around. Pay is great as well. Diversity of work. The firm is growing and it is an exciting time to be at ATK as it outgrows its sourcing reputation.”See Open Jobs at A.T. Kearney2. Strategy&$160,000 median total compensation $147,000 median base salaryWhat they do: Strategy& is the global strategy consulting arm of PricewaterhouseCoopers and focuses on practical client solutions and strategy-through-execution services.Why: Strategy& was formerly known as Booz & Company before being acquired by PricewaterhouseCoopers in 2014. Like A.T. Kearney and other consulting firms, Strategy& is willing to offer high salaries to hire consultants who have acquired personal connections, critical experience, and solid reputations with clients.What employees say: A principal in Chicago, IL says:“Colleagues are some of the brightest minds in the industry, but are also personable, funny, and genuinely caring about team and individuals. Interesting projects with plenty of exposure.”See Open Jobs at Strategy&3. Juniper Networks$157,000 median total compensation $135,000 median base salaryWhat they do: Juniper Networks is a tech company that develops and markets networking products.Why: While Juniper Networks is not a major brand tech name like Google, Apple or Facebook, it is a Silicon Valley stalwart. And the war for talent there can be fierce. In the Valley, in order to get the attention of top tech talent, sometimes compensation can be the most persuasive recruiting tool of all.What employees say: A resident engineer at Juniper Networks says:“Flexible work arrangements, coupled with the ability to rapidly develop a wide variety of expertise. Professional development is encouraged by management, and executives.”See Open Jobs at Juniper Networks4. McKinsey & Company$155,000 median total compensation $135,000 median base salaryWhat they do: McKinsey & Company is a global management consulting firm serving private and public companies, governments, not-for-profits and non-governmental organizations.Why: McKinsey & Company is the third consulting company on this list, so you may be noticing a trend. McKinsey is known as one of the most prestigious management consultancies out there, and their high salaries reinstate their position as a top firm to work for.What employees say: A senior engagement manager in San Francisco, CA summarizes some of the pros of working at McKinsey:“Work with really smart people who are also fun to be around; high level of visibility with C level clients; steep learning curve – prepares you well for any job; great brand and network.”See Open Jobs at McKinsey & Company5. Google$153,750 median total compensation $123,331 median base salaryWhat they do: Google it.Why: One of the kings of the tech world needs royally good talent to maintain its world domination, so it only makes sense they are generous with their pay. The company’s workplace benefits and perks, like excellent health insurance for families and free food, are just the cherry on top.What employees say: A software engineer in New York, NY says“The company is amazingly open: every week Larry Page and Sergey Brin host what’s called TGIF where food, beer, wine, etc. is served, a new project is presented, and afterward there’s an open forum to ask the executives anything you want. It’s truly fair game to ask anything, no matter how controversial, and frequently the executives will be responsive.”See Open Jobs at Google6. VMware$152,133 median total compensation $130,000 median base salaryWhat they do: VMware is a global leader in cloud infrastructure and specializes in a new model of IT.Why: You’ll note VMware is another technology company. We continue to see bigger salaries at tech companies as the war for talent is still active. This is largely due to the ongoing shortage of highly skilled workers needed.What employees say: An employee succinctly gives a clear list of the benefits of working at VMware:“Pay, Perks, Awesome Campus, Values.”See Open Jobs at VMware7. Amazon Lab126$150,100 median total compensation $138,700 median base salaryWhat they do: Responsible for creating popular Amazon products such as the Kindle and Amazon Fire, Amazon Lab126 is the research and development subsidiary of the online retail giant.Why: The field of research and development requires workers with highly specialized and advanced technical skill sets. Developing top notch products at Amazon Lab126 means luring in this talent, often through hearty compensation.What employees say: A software development manager from Sunnyvale, CA says that Amazon Lab126:“Really encourages entrepreneurship, more so than even start-ups who are often just focused on one thing. If you have a good idea for a new feature or product, you are empowered to make it happen assuming others agree it is also a good idea. The Echo Fire TV, Dash, and Dash button are all prime examples of this as well as several other upcoming products.”See Open Jobs at Amazon Lab126Methodology: This list is based on Glassdoor’s 25 Highest Paying Companies in America (published in April 2016) report which identifies companies with the highest median total compensation package (including base salary and other forms of compensation, such as commissions, tips, bonuses, etc.), as reported by U.S.-based employees on Glassdoor over the past year (3/30/15-3/29/16). Companies considered for this report must have received at least 50 salary reports in U.S. dollars by U.S-based employees during the timeframe. While ‘other forms of compensation’ is an optional field on Glassdoor, salary reports considered for this report must have been from employees who shared both their base pay and other forms of compensation. In cases where companies have the same median total compensation, the company with the higher number of salary reports receives the higher rank. Subsidiaries of companies were considered for this report if they met the methodology, have their own distinct job listings and profile on Glassdoor.
Available Marketing Jobs N/A 4.6★ Marketing Communications Director Solution Tree, Inc. Bloomington, IN 3.5★ Whether you are a marketing expert or a student that recently graduated, the competition out there is tight, and the ability to prove results in your next marketing interview is essential. Most companies are searching for a marketing professional that can come in, implement innovative ideas and work smart to generate a return on investment. With our helpful tips, you can set yourself apart from the rest of the candidates during your first interview if you use our best practices.Build a Social Media FollowingWhile it is good to have on the job experience in marketing, companies are more likely to hire a professional that has their own social media following. You don’t have to be the top social influencer in your city, but it will show that you are serious about your career because you share work from your portfolio and favorite industry articles to keep followers engaged. Think of it as positioning yourself as a subject matter expert in your field. It may seem like unnecessary work but the knowledge gained while building a following on LinkedIn, Instagram and Twitter can be used to help your employer win over new customers. The goal is to deliver maximum results within the first ninety days of employment.Browse the Latest Marketing Jobs, Open Now!Dedicate Time to Researching the Company Do you want to impress a hiring manager? One of the best ways to accomplish this is to understand the company culture and be familiar with how the organization is impacting your community. We highly recommend that you are familiar with the company’s annual revenue, competitors, and its target audience. If you complete a thorough amount of research, you can briefly outline a case study about the company on an issue it faced and how they were able to overcome the problem with a solution. The hiring manager will be impressed that you went the extra mile to educate yourself on how the organization operates.Prove How the Employer Can Profit from Hiring YouBesides dressing to impress and understanding your industry, you need to think of yourself as a business. It means explaining marketing challenges at your most recent job, the steps you took to solve the problem and financial gains achieved. It is wise to start creating a folder of revenue that you helped your current employer gained. This information will help you effectively promote how much you are worth to a potential employer. If you won an award for a successful marketing campaign, mention this as an example before the interview ends. Another good point to include is how you can see yourself helping the company in the first 90 days of employment. If you have the time, create a 30-60-90 plan and highlight the most important points that will establish you as a thought leader.How to Become the Candidate Recruiters Can’t ResistPay Attention to What the Hiring Manager SaysMost marketing professionals are wired to be creative when questioned. As you are listening to the hiring manager speak, try to remember what matters to her the most and the description of the professional that the company wants to hire. When you answer the interviewer’s questions, tailor your answers to what is important to the hiring manager. An interview can be a stressful experience, but when you have control over your thoughts, it will give you the power to present yourself in the best way possible.Remember that there are powerful interview questions that most employers ask. Take the time to figure out how you will answer these questions, and it will feel more like a conversation than a nerve wrecking interview.Add Certifications to Your SkillsSuccessful marketers take advantage of free certifications to enhance their skills. One course that is worth completing is the Google Analytics certification which is free. The last thing you want to do is add you are a guru in analytics and AdWords on your resume and you are unable to define it during an interview. Be prepared to explain it like a subject matter expert to impress the hiring manager. The other certifications to consider before you start applying for your dream job are Hootsuite, Google, and HubSpot.Remember Our Success Tips for Your Next InterviewThe marketing industry is constantly changing. It is vital to stay on top of the latest news to position yourself amongst the competition. If you use this article as a blueprint for your next interview, you will be more prepared to carry on a conversation about where you can fit in the company. Most importantly, marketing is about solving customers problems by effectively communicating a company’s products and services. Once you use the advice we outlined, you can start a new chapter in your career in the job that you deserve.Makeda Waterman is a professional writer with an Education in Journalism, Mass Communications, and Public Relations. She writes for the Huffington Post Canada and Elite Daily on millennial topics with the goal of helping people improve the quality of their lives and career. Marketing Supervisor National Artists Management Company New York, NY 3.0★ N/A Ask a Resume Writer: Where Do I Start? 23 hours ago 23h Also on Glassdoor: Marketing and Event Lead Furnishing Company Los Angeles, CA 23 hours ago 23h 23 hours ago 23h Outside Marketer So Cal Energy, Inc Santa Maria, CA 4.3★ 23 hours ago 23h Marketing Specialist Tempest Telecom Solutions Santa Barbara, CA 23 hours ago 23h Junior Brand Manager (Marketing) Dauntless Marketing Group North Richland Hills, TX Marketing & Events Genesis Acquisitions Lock Haven, PA Director of Marketing Consulting Services 89 Degrees Burlington, MA 3.8★ 23 hours ago 23h 23 hours ago 23h Search For A New Job Today N/A Intern- Marketing Simeio Atlanta, GA Marketing Assistant The Job Window Naperville, IL 3.2★ 3.9★ 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h 13 Must-Have Words to Include In Your Resume See more Marketing jobs
N/A 3.5★ Occupational Therapist / OT – Outpatient Pediatrics My Left Foot Children’s Therapy Las Vegas, NV Restaurant Manager Red Lobster Suitland, MD 5. AccentureBest Places Rating: 4.2/5Where Hiring: Columbus, OH; San Antonio, TX; Nashville, TN; Charlotte, NC; Florham Park, NJ & moreWhat Employees Say: “Wide variety of projects and technologies to expand your skillsets on. It’s a huge company so the resources are vast – training, mentors, locations, etc. They have a decent numerical system for career levels so it makes it possible to switch ladders with relative ease. This is great especially for someone starting their career as you don’t pigeonhole yourself into one particular skillset.” —Current Technology ConsultantSee Open Jobs Dunkin’ Store Manager The Waldwin Group d/b/a Dunkin’ Donuts Boston, MA 3.3★ Maintenance Technician Affinity Property Management Portland, OR 23 hours ago 23h 2.8★ Pest Control Technician United Pest Solutions Seattle, WA RN PRN, Registered Nurse-ICU CHRISTUS Health Austin, TX 23 hours ago 23h 23 hours ago 23h 5.0★ 3.7★ 23 hours ago 23h 3.9★ Hot New Jobs For You 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h PRN RN or LPN EmpRes Healthcare Management Rawlins, WY CDL-A Regional Truck Driver – LEX Lexington KY Averitt Express Riverside, Hamilton, OH Physical Therapist AthletiCo Cedar Falls, IA View More Jobs 23 hours ago 23h With fascinating problems to solve, high salaries and tremendous opportunity to grow professionally, consulting firms are fantastic places for job seekers looking for challenging yet rewarding work. But although many consulting firms share these traits, a handful of companies still stand out as the best of the best.We used Glassdoor’s list of Best Places to Work in 2019 for U.S. large employers to determine which consulting firms came out on top. Check them out below, get your resume ready and apply today!1. Bain & CompanyBest Places Rating: 4.6/5Where Hiring: Boston, MA; Atlanta, GA; Los Angeles, CA; Dallas, TX; Washington, DC & moreWhat Employees Say: “Bain really lives and breathes its values. I feel both challenged yet supported every single day, and truly feel that I am making an impact. I have pivoted multiple times within Bain and I can 100% say that Bain supports people to build their own individualized career journey.” —Current ManagerSee Open Jobs 2. Boston Consulting GroupBest Places Rating: 4.5/5Where Hiring: Boston, MA; New York, NY; Minneapolis, MN; Chicago, IL; Miami, FL & moreWhat Employees Say: “Best work and life balance, amazing benefits, amazing people and most importantly a people first focused company. What else can you ask for?” —Current IT Product ManagerSee Open Jobs 3. SlalomBest Places Rating: 4.4/5Where Hiring: Seattle, WA; Austin, TX; Denver, CO; Portland, OR; Philadelphia, PA & moreWhat Employees Say: “Slalom has a fantastic inclusive culture which focuses on their greatest resource, their people. It is a culture that inspires their people to grow professionally, have a work/life balance, and be their authentic selves.” —Current ConsultantSee Open Jobs 3.3★ 23 hours ago 23h 3.4★ 3.5★ Physical Therapist / PT – Outpatient Pediatrics My Left Foot Children’s Therapy Las Vegas, NV 4. McKinsey & CompanyBest Places Rating: 4.4/5Where Hiring: New York, NY; Houston, TX; San Francisco, CA; Atlanta, GA; Waltham, MA & moreWhat Employees Say: “I’ve had excellent classroom training, networking opportunities across the firm and teammates and clients in studies who also teach me a lot. You get a chance to grow both personally but also can see your clients developing throughout your study. The environment is very entrepreneurial, and if you look for ways to get involved with your passions you can find some spectacular opportunities.” —Current Senior Implementation CoachSee Open Jobs 23 hours ago 23h
Chelsea are expecting a hefty fee from Liverpool for their ‘free’ signing Dominic Solanke.The Daily Star says the Reds’ coup in signing the out-of-contract Solanke on a free transfer from Chelsea will still come at a cost.The striker, 19, is believed to have agreed a £40k-a-week deal at Anfield and Chelsea are expecting £3m in compensation.Solanke was one of England’s World Cup-winning heroes at the recent Under-20s tournament in South Korea.
Former Liverpool star Jason McAteer believes signing Naby Keita from RB Leipzig would greatly benefit the Reds next season.The 22-year old scored 8 goals and provided 8 assists playing as a deep-lying midfielder for the Bundesliga club last season.And McAteer claims that his inclusion in the Reds starting XI could help free Emre Can to move further up the pitch. “I watch a lot of the Bundesliga and Keita is a terrific player,” McAteer told The Mirror.”He’s in the mould of N’Golo Kante and Claude Makelele – he’s full of energy, always breaking play up and getting his team on the front foot.”If Klopp manages to get him out of Leipzig it would be fantastic and allow Can to play a more forward role which would suit him better.”BILD has reported that the Bundesliga club want 80m euros for the Guinean.
Posted on October 18, 2010November 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)Last week, Malawi’s President Bingu wa Mutharika lifted a ban on traditional birth attendants (TBAs) that had been in place since 2007, saying:We need to train traditional birth attendants in safer delivery methods. We should not completely stop them because their work is very important. We should train them to assist us in addressing the health challenges that we are facing.Expanding opportunities for non-physicians to act as skilled birth attendants may help to stem the tide of maternal deaths in countries where doctors, midwives and nurses may not exist in the needed numbers. Evidence suggests that having a skilled birth attendant present at birth leads to fewer incidences maternal and child mortality and morbidity. If TBAs are properly trained as Mutharika suggests, they may be able to play a major role in reducing Malawi’s high maternal mortality ratio.In January 2010, with the support of MHTF and UNFPA, the Woodrow Wilson International Center for Scholars hosted a Maternal Health Policy Dialogue on “Human Resources for Maternal Health: Midwives, TBAs and Task-Shifting.” To view the webcast and read the event summary, click here. For other events in the Policy Dialogue Series, click here.Share this: ShareEmailPrint To learn more, read:
ShareEmailPrint To learn more, read: Posted on September 17, 2014August 10, 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)At the end of August and at the beginning of this month we featured an interview with Cris Alonso, Director of the Luna Maya birth center in Chiapas, Mexico. Here she shares with us her insights on the broader maternal health environment – from obstetric violence to woman-centered care.Q: What do you believe accounts for the high Maternal Mortality Rate (MMR) in Mexico?A: There are many aspects: lack of culturally competent care, inaccessibility in rural areas, lack of midwives within the system, over medicalization of birth, massive institutionalization of birth with decreased capacity to attend to the volume of births. Medical training has been proven to be lacking in evidence-based care, which means that women are exposed to unnecessary surgeries, inductions, and interventions that put their lives at risk. In addition, lack of culturally competent care and mistreatment disconnect women from family planning services or from seeking care when a complication arises. Lastly, lack of integration of midwives and obstetric nurses puts excess pressure on gynecologists and residents to attend to two million births a year.Q: How do you think the concept of Obstetric Violence affects the conversation about Maternal Mortality?A: Currently in Mexico, the conversation about maternal mortality centers around obstetric violence. A health system that operates without taking into account scientific evidence and that treats women with abuse will incur an increase in mortality and morbidity. The amount of formal complaints has increased tremendously in the last two years as women are becoming more aware of their rights in childbirth. Additionally, high rates of cesareans and interventions are resulting in high and stagnant rates of mortality and morbidity. Currently, federal and state governments, NGOs, and health researchers are taking steps to try to implement programs and policy that will implement humanized birth programs in obstetric institutions.Q: What changes are needed in the world of women’s health?A: The Luna Maya model demonstrates that a competent, professional midwife, who is part of her community and provides continuous care throughout the life cycle, impacts maternal mortality. No woman has ever died, or been close to dying of childbirth at Luna Maya. I believe that a femifocal approach to care—a model that listens to women, respects their capacity to integrate health systems and approaches, and is based on trust and confidentiality—encourages women to feel supported by their health care provider and avoid severe morbidity and mortality.Share this:
ShareEmailPrint To learn more, read: Posted on November 9, 2015October 13, 2016By: Neel Shah, Assistant Professor of Obstetrics, Gynecology and Reproductive Biology at Harvard Medical School, Associate Faculty at the Ariadne Labs for Health Systems Innovation and General Obstetrician-Gynecologist at Beth Israel Deaconess Medical CenterClick 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)Photo: BIDMCThis post is part of “Inequities in Maternal Mortality in the U.S.,” a blog series hosted by the MHTF.When it comes to childbirth, the United States of America seems to combine the problems of the third world and the first world into a perfect storm. On one hand, 50% of U.S. counties lack a qualified childbirth provider. No midwife. No obstetrician. No family medicine doctor that delivers babies. In broad swaths of the country, women routinely drive several hours to get to a hospital with a maternity ward. And that’s when the #firstworldproblems kick in.Even rural community hospitals in the United States brim with relative abundance. Typically, there is at least one nurse per patient in active labor. Multipaneled telemetry screens cover the walls to display fetal heart rates in real time. Each room is equipped with an infusion pump to precisely titrate medicines on a minute-to-minute basis. Wires and monitors are everywhere. If you didn’t know better, it would look a lot like an intensive care unit (ICU).As it turns out, the only functional difference between an ICU and a modern labor floor is that most labor floors usually contain their own operating rooms. This means that generally speaking, the hospital’s most intense treatment area cares for its healthiest patients.Currently, childbirth is the most common reason for hospitalization in the United States, and cesarean delivery is now the most common major surgery performed on Americans (one out of every three births). At the same time, nearly half of cesareans performed in the United States appear to be unnecessary with significant consequences for the safety, affordability and experience of care. National overuse of cesareans comes at a cost of $5 billion annually in excess spending and 20,000 avoidable major surgical complications in new mothers each year. Moreover, cesarean delivery rates vary tremendously across the United States, between 7% and 70% by hospital.Not great.In recent years, patients, payers and other stakeholders have endorsed cesarean utilization for low-risk women as a key childbirth performance measure. Overuse of cesareans is harmful in itself and also provides a strong signal of overall quality of care. Hospitals with higher than average cesarean rates also tend to have higher rates of obstetric infection, hemorrhage and other related adverse outcomes. But despite long-standing recognition of the need for improvement and significant effort to report variation in these outcomes, maternal morbidity and mortality in the United States has been continuously getting worse for the last twenty years.One reason why previous improvement strategies have had limited effect may be that variation in childbirth performance appears to be primarily driven by unaddressed hospital-level factors, rather than by the clinical factors or regional policies that are traditionally targeted. Currently, the specific hospital a pregnant woman goes to is a stronger predictor of whether she will end up getting a cesarean than her clinical risks or personal preferences. Local reimbursement and medical malpractice policies are also surprisingly poor predictors of cesarean use.To improve care for mothers and newborns in the United States, our research team at Ariadne Labs has spent the last year trying to understand key differences between hospitals that may explain these wide differences in performance. The answers are not obvious, but we’ve started to uncover promising clues. In our early work, we discovered that hospital labor and delivery units are uniquely complex clinical environments that pose unique resource management challenges. In fact, that is an understatement.Managing a labor floor may be the most challenging job in all of healthcare delivery. Despite functioning like an ICU (with all of its incumbent costs), labor floors receive a fraction of the reimbursement and are almost always financial loss leaders. Labor floor managers are therefore frequently working with constrained resources, and few things cost more than waiting patiently for a vaginal delivery. Managers also face considerable uncertainty at all times. They have very little idea when a new patient will show up in labor, how long labor will take, or when a seemingly healthy patient will become sick and require acute intervention.Given these challenges, we have found that medical directors and nurse managers employ a wide set of strategies with variable effectiveness in order to safely monitor and support their census of laboring women. We have been fascinated to find that currently, very few managers are aware of how their counterparts solve the challenges they face. Over the next year our goal is to help provide this understanding, by simply describing what managers at high-performing hospitals are doing differently from managers at low-performing hospitals.Photo: “Birth.” © 2015 Parentingupstream, used under a Creative Commons CC0 license.Share this:
ShareEmailPrint To learn more, read: Posted on February 18, 2019February 21, 2019By: Staff, Maternal Health Task ForceClick 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)En celebración del décimo aniversario de la Maternal Health Task Force, en el marco del Simposio de Salud Materna Global, concedemos 10 premios de Visionario de Salud Materna a profesionales que han tenido un impacto y han sido fuente de innovación, inspiración, liderazgo, y visión para el futuro en el campo de la salud materna. Esta serie de nuestro blog destaca el trabajo de estas personas visionarias de la salud materna. Haga clic aquí para una versión de esta publicación en inglés.Visionaria de Salud Materna: Dra. Linda ValenciaDra. Linda Valencia, Planned Parenthood Global, GuatemalaLa Dra. Linda Valencia fue criada en el campo de Guatemala por una familia de puras mujeres fuertes quienes superaron la pobreza. La madre de Linda se graduó como abogada y Linda decidió seguir los pasos de su familia. Con una familia de puras mujeres, a Linda la ginecología le parecía una profesión perfecta. En una demostración temprana de su persistencia, Linda ganó una beca para estudiar medicina en la Universidad de San Carlos de Guatemala, trabajó duro, y completó su residencia en ginecología en un hospital público importante.Tradicionalmente, la obstetricia y ginecología en Guatemala eran dominados por los hombres, pero Linda rápidamente subía a la parte superior de su clase, eventualmente llegando a ser la segunda Jefa de Residencia para ginecología en la historia del hospital. Su posición le abrió puertas y al mismo tiempo le dio una perspectiva más amplia del sistema de hospitales, llevándole a dos experiencias que cambiaron el curso de su vida y resultaron en su posición con Planned Parenthood Global.Como parte de su nuevo trabajo, Linda participó en un curso de calidad clínica materna y neonatal ofrecido por la Universidad de Johns Hopkins. El curso abrió sus ojos, y ella empezó a ver la relación entre los resultados pésimos de la salud materna y el estatus de la salud de las mujeres en general en Guatemala. Este mismo año, Linda perdió una paciente, una madre de siete niños con un embarazo no deseado quien llegó al hospital con sepsis severa después de un aborto clandestino (actualmente el aborto en Guatemala es legal solamente para evitar riesgo a la vida de la mujer). Linda no entendía. Se preguntó- “¿cómo es que las mujeres pueden tomar estos riesgos tan terribles que las llevan a perder la vida?”Con su típica tenacidad, Linda empezó a entender y actuar. Lo que descubrió en los primeros años de los 2000 era un sistema que situaba a Guatemala como el país con la mortalidad materna segunda más alta en Centroamérica (después de Nicaragua). Los hospitales no tenían suficientes proveedores para tratar a las mujeres que tenían complicaciones, y para colmo de males a menudo los hospitales eran inaccesibles para las mujeres rurales. Para muchas mujeres el viaje al hospital más cercano tomaría 3 o 4 horas. Como Linda describe:“Si una mujer da a luz en casa y sufre un hemorragia o una placenta accreta, tienen que llevarle al hospital de pie, montada en un caballo o un burro, o cargada por la espalda del esposo. Obviamente llega al hospital muerta.”Linda observaba que las mujeres pobres, rurales, e indígenas eran las personas que más sufrían por las complicaciones-sean las del parto o las de un aborto clandestino.No hacer nada no era una opción para Linda. Ingresó al Ministerio de Salud Pública de Guatemala y trabajó ahí para implementar atención médica de salud sexual y reproductiva de una alta calidad en todos los 36 hospitales en el país, incluyendo un programa de atención pos-aborto. Para implementar este programa, Linda y sus colegas se enfrentaron a un sistema que solía tratar a las mujeres con complicaciones pos-aborto como criminales, y lo convirtieron en un sistema que trataba esas mujeres con dignidad.Después de varios años trabajando para el Ministerio de Salud Pública, Linda tuvo la oportunidad de ingresar a Planned Parenthood Global en Guatemala. Ella quedó impresionada por la dedicación de Planned Parenthood para ayudar a mujeres a prevenir embarazos no deseados, acceder a abortos seguros, y tener atención pos-aborto de una alta calidad. Planned Parenthood Global tenía planeado expandir su trabajo en Guatemala y contrató a Linda como la primera doctora local colaborando con la organización en Guatemala. Linda empezó a establecer contactos con varias organizaciones sin fines de lucro, clínicas, y organizaciones de mujeres para expandir el acceso a la atención médica de salud sexual y reproductiva.Linda entendía que para llegar a las mujeres más vulnerables-las mujeres indígenas, las mujeres rurales, y las mujeres que fueron impactadas por el conflicto armado en Guatemala- tenía que pensar creativamente y fuera de la clínica o el hospital. Por ello, comenzó a trabajar con comadronas (practicantes de medicina tradicional), ofreciéndoles capacitación en salud materna y apoyo. Fundó centros de salud en las comunidades más difíciles de alcanzar. Luchó por el retorno de la partería como un componente importante de atención médica materna, instalando un programa de partería en la Ciudad de Guatemala para entrenar a mujeres rurales para ser parteras en sus comunidades. El programa de partería actualmente lleva tres años y Linda tuvo el orgullo de ser la profesora de la primera clase.El trabajo de Linda y de otros ha disminuido la mortalidad materna en Guatemala, pero el trabajo no ha terminado. La corrupción y la cultura del machismo son barreras difíciles para lograr atención médica de salud sexual y reproductiva de una alta calidad, explica Linda. La corrupción del gobierno desvía fondos del sistema de salud pública y crea obstáculos legislativos. Cuando le preguntamos a ella, qué es lo necesario para mejorar la tasa de mortalidad materna, Linda está clara:“Tenemos que ser más agresivos; Guatemala necesita seguir combatiendo la corrupción; necesitamos seguir humanizando la atención médica para las mujeres; necesitamos seguir entrenando parteras; necesitamos seguir formando comadronas; necesitamos seguir educando a las mujeres y a las niñas acerca de la salud sexual y reproductiva.”El mensaje final de Linda para el mundo es simple: No se olviden de Guatemala. No se olviden de las mujeres guatemaltecas. Todavía necesitan la atención y el apoyo del mundo para asegurar la salud de todas las mujeres y los niños de Guatemala.Share this:
Former skipper Graeme Smith believes that a “strong leadership” is required by the current South African team.England’s bowling coach Ottis Gibson is set to replace Russell Domingo as the Proteas head coach.Cricket South Africa (CSA) have agreed the England and Wales Cricket Board (ECB), that Gibson can join up with the Proteas after England’s Test series with the West Indies which is scheduled to end on September 11. (Hashim Amla or Faf du Plessis likely to lead World XI against Pakistan XI)Domingo has been in the role since May 2013 and his contract expired with the recently concluded Test tour of England which the Proteas lost 1-3.However, Smith is hesitant to say whether the former West Indies paceman’s appointment would be the right one.”We’ll first have to see how things go with him (Gibson) at the helm. One thing is certain, there is good, strong leadership needed for the team,” Sport24 quoted Smith as saying. (Old Trafford Test: Moeen Ali stars in England’s historic series win over South Africa)As per Smith, the first task for the new Proteas coach would be make swashbuckling batsman AB de Villiers make clear his future international ambitions.De Villiers has stated that he wants to hold talks with the CSA about his international future, which has been the cause for plenty of controversy in recent months with neither De Villiers nor CSA able to say how much Test cricket he wants to play.”The situation with AB de Villiers needs to get sorted once and for all so that there is clarity for everyone and where they stand with him. The new coach will play a large and important role in that,” said Smith.advertisementThe 36-year-old will begin his first stint as professional coach with T20 Global League franchise Benoni Zalmi.
With a content network that reaches over 75% of unique internet users in more than 20 languages and over 100 countries, Google AdWords can be a powerful marketing tool. Though the efficiency of the program continues to be debated, Google Grants could offer your nonprofit free ads and assistance setting up an account! It should be noted, however, that while Google Adwords is one potential source of advertising for nonprofits, the volume of response from its campaigns to date have been lackluster.Google provides the reach, but it is up to you to write an ad that pulls net surfers in. Just how exactly do you go about writing an ad with a low cost and high ROI? An article from SiteProNews, by Leighton James explains 10 costly mistakes to avoid when launching your AdWords campaign.We’ve taken this advice from SiteProNews and added a nonprofit twist. If you need more detail on what not to do, make sure to check out the article. Otherwise, read on for our modified list of the do’s and don’ts of writing an ad for Google AdWords.1. Create a short list of targeted keywords: Generic terms lead to high fees and low ROI. Instead of writing a long list, take time to identify your target group beforehand and think of terms that will appeal directly to them. Online strategist Riche Zamor highlights the importance of conducting keyword research prior to launching an ad. Though you can pay someone to do this for you, MSN and Google offer free tools to do your own research. Cross checking keywords with multiple search engines to see the number of results and types of ads that it generates is also a good idea. Another aspect to consider that may not come to mind is seasonality. Google Trends allows you to see how keywords fare over time and to pinpoint when during the year searches for the keyword are most popular.2. Identify what is unique about your nonprofit: Identify your marketing strategy and highlight what sets you apart in your ad. Conduct a competitive analysis of the organizations you will compete with using the selected keywords, and look into possible variations of your selected keywords until you find a combination that places you in the first several ads that appear. If you need ideas for related keywords, Google’s Keyword Tool allows you to search for synonyms and get new keyword ideas.3. Use keywords in your ad text: Good ads spell out exactly what they are promoting. Well-placed keywords in both the title and body of the ad ensure that when people click they know what they are getting.4. Direct users to the specific area of the site, not the home page: People want to find what they are looking for without hassle. Directing potential donors to your donation landing page makes it that much easier for them to give. Links to your home page can be helpful if you are working on brand name recognition, but otherwise direct people immediately to the relevant page that matches your ad.5. Separate ad groups: Split up your keyword buys into different categories. For example, you could have one ad group devoted to recruiting activists, and another for reaching out to recruit potential donors. This distinction allows you to better track the progress of each campaign.6. Take advantage of single ad groups: Keep everything organized by creating containers to hold related ad groups. Keyword buys that relate to each other can be grouped into logical categories that will help you organize, but more importantly that allow you to track the success of each keyword.7. Use various phrase keyword-match types: Selecting various keyword types allows you to either expand or refine when your ad appears.The negative keyword option lets you select keywords for which you don’t want your ad to appear.The phrase match option allows your ad to appear only when terms are searched in the order you have specified.Broad match is less specific and targeted, and can incorporate related or relevant keywords.8. Use the AdWords ad serving service: This provides a platform that displays ads with highest click-through rates more frequently than ads with lower rates in the same ad group.9. Track your results: Which keywords were successful and which didn’t get results? Take advantage of Google Analytics to get in-depth reports on various aspects of your campaign. Use it to assess and evaluate your performance. Was it successful? Did it meet or fall short of your goals? There are many ways to track success, some more sophisticated than others. Google’s Website Optimizer is a tool used to track your progress.10. Modify bids before entering the contact network: AdWords allows advertisers to set different bids on the content network then appear on the search network. By modifying bids you can potentially pay less per click while still getting the same amount of traffic.Source: Frogloop, Care2’s nonprofit communications and marketing blog: http://www.frogloop.com/
Here is today’s fundraising and marketing tip from Network for Good! You can sign up to receive them via email here.Online fundraising only makes up a portion of your overall marketing plan. It’s not a stand-alone initiative–it’s an integrated part of your communications strategy. Not only is your strategy multi-faceted, but your donors are too! Below, check out our tips for integrating your offline and online tactics to best reach your donors across all channels in your online plan: Offline Mailing Tips: •Ask your donors their preference. No, we’re not talking about pizza toppings or movie genres. Reach out to your donors and find out what communications and donation options they prefer. You may think the majority of your folks are strictly offline (or exclusively online). Don’t assume! Get to know them! •Send a cultivation mailer to your lapsed donors inviting them to visit your website. Direct them to a special page on your site that makes an appeal for why they should make another gift. Learn how to make this landing page compelling. •Use email to boost direct mail response. Remember: Your donors hang out in multiple channels, and you want to give them options. You can email your subscribers telling them to watch the mail, or wait for the call. You can also try following up a special appeal with an email, saying, “We hope you read our recent letter, just click here to make your donation online today. It’s convenient and saves us money.” The first renewal effort might be conducted by email, followed by the usual multi-letter series, and eventually a phone call. •Develop a program to gradually gather the e-mail addresses of direct-mail donors who want to add email to their communications with you. Test asks in the direct mail (P.S., buckslip, reply device, etc.) and track response to find the most effective and least expensive ways to gather e-mail addresses without depressing gift response. •Follow up with email. Email is the fastest and cheapest way to let your donors know what happened after they donated. If your donation appeal made the situation seem urgent, your donors will be left scratching their heads if they don’t hear anything else from you about it. •Create complementary content. Entice donors reading your printed communications to visit your website for “exclusive” content. Not sure what to offer? Maybe you have educational tips (“Download 10 tips for managing your diabetes!”) or other downloads of content people can’t get from a postcard or letter. Tips for Other Channels to Consider: •Events. Having a fundraising walk? Hosting an educational program? Create an email list sign-up sheet to capture in-person email opt-ins. •Marketing collateral. Craft your call to action on your brochures and handouts–and let that action have an online option! If you’re requesting donations, give potential donors the address/directions to donate online if they so choose. Remember: Include your website on everything you print/produce. •Business cards. In a previous article we advised building your email list in a variety of ways, including email opt-in information in your email signature. Next time you order business cards, why not include a small call to action? (Ex: Donate online at… Or, Visit our website to learn more…) •Phone calls. Did you just collect a donation over the phone? Does a donor want some follow up? Try this: After you finish a telemarketing call, tell the donor, “We’d like to send you a receipt to acknowledge your gift. The most efficient way is via e-mail – that way we don’t have to waste paper and postage.” (Thanks to the great Madeline Stanionis for this tip!)
Disclaimer: These results are not typical. This story is the fundraising equivalent of the bikini-clad woman in the Slimfast ad – a special success story.That said, uber-networked bloggerista and social networking guru Beth Kanter did it. And in the process, she showed us how we might do it, too. Read the story here.Okay, so you may not have hundreds of Twittering friends at the ready or even know what the heck is a Gnomedexer, but there are some lessons here.The messenger is everything. If you want to raise money, get people who like you to ask their friends and family for funds on your behalf. When Beth reached out to her community – in person and online – people responded.Well-networked messengers are gold. When those fans of yours have extensive online networks, they can touch an amazing number of people.The simpler and easier the ask, the bigger the conversion. Asking people to make a $10 with a few clicks is not a big request, and so it’s hard to say no to it.People are total conformists. Once people see their peers doing something, they’ll follow. Beth got a bunch of technically inclined people to reach out to their networks in public, and that’s peer pressure on steroids. Social norms, meet social networks. Tangibility is key. Beth didn’t raise money for “girl’s education in Cambodia.” She asked people to help a specific young woman with her college education. That makes a big difference.Transparency is essential. A ticker with real-time results measured against a tangible goal makes people feel trusting – and compelled toa ct.Thank-yous are appreciated. Beth is great at thanking people, recognizing them and celebrating what their donations accomplished. That kind of gratitude is the happy ending to a fabulous fundraising campaign.Thanks Beth for the inspiration. And for all you do for Cambodia, a place very close to my heart.
CaptionsJust a few words about captions. Every photo and graphic needs a good caption. Captions should be concise and tell a story about the photo. Editors need to understand what’s in the photo and why it is important. Give them some background information on your company and write the caption in newspaper style — describe the who, what, why, when, where and how. In addition to helping editors, all this information will optimize photos for search engine pickup. You should also identify people in the photograph Left to Right. Include the hometowns of the people pictured, to increase interest in your photograph among papers that cover those hometowns. You will want to include as much information in the caption as possible, but try to keep it concise — 80 words is the wire service standard. Article provided by PR Newswire’s Nonprofit Toolkit, an educational resource devoted to Non Profit public relations. Visit the Nonprofit Toolkit today and receive a waived annual membership ($195 value) and more than $2,000 in discounts and free services. Headshots: For personnel announcements, you should include a headshot of the executive. Headshots should be well lit and can be done on a solid background or as an ‘environmental headshot’ where the person is shot in their office or outside. For environmental headshots, be sure to emphasize the person and not the surroundings.Event Photos: Photos taken at events should highlight the theme of the event including any persons speaking, a rally, group projects, etc. Avoid large staged group shots. General Photo Tips Other IdeasOnce you have a selection of photos you must decide how to distribute them to the media. That is where PR Newswire comes in because that is PR Newswire’s business — distribution of information to the proper media points. Your PR Newswire account executive can help you with distribution suggestions and walk with you through the simple, but effective, technological steps that will get your pictures to the right editors. To ensure that your photograph can be used by print media, you need to supply a high-resolution photo that looks great when printed in a newspaper or magazine. The standard requirements among the wire services and newspapers are a length of 9 inches on the longest side and 300 dots per inch resolution. If this all sounds like a foreign language to you don’t worry PR Newswire’s Photo Desk is here to help. Additional Tips to RememberKeep a supply of portraits of company officials handy, but do not limit these to only headshots. Action portraits make more of a statement.Do not make 500 prints of your picture and send it out through the mail. Most photo editors at media outlets prefer to receive photos digitally from a distributor like PR Newswire.Forget black and white photos! Color pictures are used almost exclusively on the front pages of newspapers, always on TV and throughout magazines. Using Photos to Convey Your MessagePhotos should be an important part of any organization’s publicity program. Photos help to brand a news release and make it stand out from the crowd.The checklist for any company planning a publicity effort must include an item for photos. The final decision in a given case may be to use a photo element in the publicity program, or it may be to NOT use photos but the issue should be discussed for every publicity effort. Below are some tips to make your photo usage successful. Visit the Nonprofit Toolkit today and receive a waived annual membership ($195 value) and more than $2,000 in discounts and free services. Quality is Key – Hire a PhotographerThe next step is to hire a good photographer. A good photographer may be costly but it is the best money you can spend. If the pictures are not shot correctly, the whole photo effort will be wasted. To determine the quality of the photographer, ask to see his or her online portfolio. This is a collection of their photographs. You might also ask to see pictures from their last several shoots. If you believe that the pictures are the kind of pictures that will tell your story, you have your photographer. If you are not pleased, consult another. Once you have the photographer lined up, spend time explaining just what you expect from the pictures, what story you are trying to tell and what message you want to deliver to readers and others who will see the photos. Too often, photographers are poorly assigned, uninformed and therefore make poor pictures.Need a photographer? PR Newswire has a global network of photographers who can get you that perfect shot.
ShareEmailPrint To learn more, read: Posted on May 1, 2011June 20, 2017By: Seth Cochran, Young Champion of Maternal 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 blog post was contributed by Seth Cochran, one of the fifteen Young Champions of Maternal Health chosen by Ashoka and the Maternal Health Task Force at EngenderHealth. He will be blogging about his experience every month, and you can learn more about him, the other Young Champions, and the program here.My mind is on fire.Maybe it’s the altitude or perhaps the furious travel schedule. Or it might just be that I spent the better part of the last week fully immersed in the explosive energy of the Young Champions Future Forum (YCFF) in Accra, Ghana. But in any case, I have so many ideas burning up my brain that I can hardly breathe. The YCFF was solid gold.After back-to-back overnight flights from Peru and then New York, I landed in Ghana dirty, dizzy and dazed. I had a shower and hustled over to the hotel’s restaurant where several of myYoung Champion compatriots were hanging out. We ordered a round of Cokes and started catching up.But before we could really start talking, a young man set up a massive keyboard near the door and started playing it at a disruptively high volume. Like an obnoxious voice at the table, the keyboard kept breaking up the conversation with jarring interruptions. But everything changed when an older woman with traditional dress and slightly tinted glasses walked into the room with a wireless microphone and started singing. Her perfect sequence of pop favorites from the last forty years set a hypnotizing foundation for an enlightening exchange.Ashoka paired every Young Champion with an Ashoka Fellow working somewhere in the world. The diversity of placements resulted in a wide variety of experiences and talking to each other about our challenges and what we learned proved to be an incredible education. Besides hearing about how ideas and plans have changed, it also became clear that organizational structure and sustainability were common challenges across every placement.How do we structure roles and responsibilities to best engage our teams? How can we find additional resources so we don’t have to depend exclusively on donor charity? The epiphany is not in the answers to these questions, but rather in the fact that everyone is trying to answer them.When we moved into the formal part of the YCFF the next day, I had a hard time staying focused. I kept thinking about sustainability – about how I could more effectively engage donors and introduce business into OperationOF’s program to reduce our reliance on them. With a very small budget and the Young Champion program finishing at the end of May, this is a question that keeps me up at night.I snapped out of internal monologue when Ashoka Fellow Kathryn Hall-Trujillo (aka Mama Kat) talked about unlocking empathy and connecting people in The Birthing Project. This part of her narrative seemed to shake something loose inside me. Over the next several days, we heard from several accomplished entrepreneurs, all of whom contributed to the developing fire inside of me. I felt a collection of possibility converging into something yet unknown.The lineup of speakers reached its peak in the legendary Dr. Fred Sai who shared his deep knowledge and insight with an unparalleled charm. Dr. Sai gave us a brief history of the Safe Motherhood movement and then answered questions from the group. When Ifeyinwa Egwaoje asked Dr. Sai about how to improve the situation for mothers in Nigeria, Dr. Sai smiled and said, “Goodluck.” The room, surprised at such a short and seemingly consigned answer erupted into laughter. But as the laughter calmed, Dr. Sai repeated his answer, which is also the Nigerian President’s name, and then went on to discuss how critical engaging government was achieving the objective.While the speakers proved to be extraordinary, the other Young Champions were the final element that turned the kindling fire inside me into a bonfire of innovation. Sparked through an exchange with Zubaida Bai, I came up with an idea. Every other Young Champion I shared it with contributed to that idea in some way with momentum building up to an unclenching excitement. This idea, which I am not yet ready to roll out, is a way to answer many of the questions that keep me up and night. Now, I am losing sleep thinking about how to make this idea a reality.That is why my mind is on fire.Share this:
Posted on June 24, 2011June 19, 2017By: Tim Thomas, Senior Advisor, MHTFClick 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)Our Young Champions of Maternal Health program helped the MHTF expand its network of likeminded initiatives around the world, most notably through the community of Ashoka Fellows with whom each Young Champion was paired.One of those pairings has yielded news from Joyce Fertility Support Centre in Uganda, run by Ashoka Fellow Rita Sembuya, an initiative in Uganda that shares the MHTF mandate to eradicate preventive maternal mortality in our lifetimes. Faatimaa Amhadi traveled from Iran to work with Rita during her Young Championship.The Young Champions program has ended, but we continue to hear from Rita and her colleagues, most recently regarding a coaltion they are leading in a campaign to “End Maternal Mortality Now in Uganda.” Following is an excerpt from an email received today from Joyce Fertility and an article from the Ugandan Daily Monitor:This year, Uganda’s Constitutional Court heard a historic petition that could finally help address this crisis. It is Petition Number 16 of 2011—a case that draws on the tragic deaths of two pregnant women in Arua in 2010 and Mityana in 2009. Petition Number 16 of 2011 argues that the Government’s non-provision of essential services for pregnant women and their newborns violates the fundamental obligation of the country to uphold the Constitution to defend, protect and promote the right to health and the right to life.This activity took place on Friday May 27 in Kampala where the petition was heard in the constitutional court. Also in the districts of Arua and Mityana (these are up-country districts) where recent cases of maternal death had just happened. People stormed the streets, marching to show interest in the petition.We are fighting for what we deserve as Ugandans, a decision by Constitutional Court that may force the Government to immediately address the crisis of maternal mortality. In supporting this campaign, we are honoring the lives of those mothers we have lost at the time of giving births and saying, no more maternal deaths.Share this: ShareEmailPrint To learn more, read: