Bishop E. Earl McCloud, Jr, (R) AMEU Board of Trustees, a student and Dr. Isaac cut the ribbon to the new facility. The president of the African Methodist Episcopal University (AMEU), Dr. Joseph T. Isaac, has promised to maintain academic excellence at the university, lauding the faculty and staff for the strong support over the years.Dr. Isaac made the remarks yesterday, October 9, during the dedication of the Richardson Adams Learning Resource Center (RALRC), with the intention to provide a learning environment conducive for the pursuit of excellence while preparing people for national leadership and service.He said the dedication of the new facility marks an exciting moment for the university and the staffers, exemplifying a lot of good things that happen at the AME University.Dr. Isaac recounted that the building was first used as a clinic, which went out of business in 2014 before subsequently being renovated and refurbished.He said that with graduate programs being offered, a better learning environment must be created. As such, the new facility gives the university an opportunity to provide a better learning environment.He said the facility will play an important role as the university’s enrollment has increased to over 5,000 students from as low as 3,000, including the graduate school.“We will use this building to prepare our young people for leadership today, tomorrow and beyond,” Reverend Alvin E. Attah, Acting Vice President for administration, said in a welcome remark.Dr. Romelle A. Horton, interim vice president for Academic and Support Services, said in pursuit of excellence the university espouses the need for life-long professional development and an improved learning atmosphere.Dr. Horton said the university is expected to increase the level of scholarship/scholarly practice in the various academic fields or disciplines as well as advance teaching and learning proficiency.“We are blessed, so get ready for your minds to be expanded as soon as you step through these doors, for the mission of the center is to prepare, engage, and improve. The center is a home to the department of academic support services and most of its units,” Dr. Horton said.According to her, the facility has a full academic library that caters to students and community members, connecting individuals to resources and technology.In her overview, Dr. Horton said the center has a lab, several reading rooms and a center for teaching and learning. It also has a writing lab that will provide tutorials on writing reports, projects, resumes and research with the testing center attached.She said the Richardson Adams Learning Center is geared towards building the capacity of the university and its environs by integrating teaching, learning and scholarship through related academic and community initiatives.Share this:Click to share on Twitter (Opens in new window)Click to share on Facebook (Opens in new window)
SOMERVILLE, MA — Join Lyndell’s Bakery (720 Broadway, Ball Square) this weekend — Friday, October 19 to Sunday, October 21 — for its 6th Annual Sean Collier Memorial Fundraiser Weekend. The event raises funds for the Somerville Auxiliary Police’s Sean Collier Memorial Scholarship, which helps Somerville High School seniors pursuing a career in law enforcement.$1 from every sale of the bakery’s custom half moon with Sean’s Somerville PD badge #310 on it will be donated to the Scholarship Fund. The bakery will also have raffles for customers to take a chance on, including sports memorabilia. All raffle proceeds will also be donated to the Scholarship Fund. Free coffee will be served.The Bakery raised more than $35,000 from its five previous Sean Collier Memorial Fundraiser Weekends.(NOTE: The above flyer is from Lyndell’s Facebook page.)Like Wilmington Apple on Facebook. Follow Wilmington Apple on Twitter. Follow Wilmington Apple on Instagram. Subscribe to Wilmington Apple’s daily email newsletter HERE. Got a comment, question, photo, press release, or news tip? Email email@example.com.Share this:TwitterFacebookLike this:Like Loading… RelatedLyndell’s Bakery Holding 3rd Annual Sean Collier Memorial Fundraiser Weekend, October 16-18In “Business”Lyndell’s Bakery To Hold Annual Sean Collier Memorial Fundraiser Weekend, October 21-23In “Community”Lyndell’s Bakery To Hold Annual Sean Collier Memorial Fundraiser Weekend, October 20-22In “Business”
If you’re reading this series in sequence, you’ve made it through the difficult first step of defining the needs of your foundational team, looking objectively at your existing team, and thinking strategically about the types of skill sets you need to meet your upcoming business milestones. Without those fundamentals in place, it will be difficult to hire the most suitable candidates for your company. If you have successfully conquered those building blocks, then congratulations! You’re ready to move on to the more tactical “how to hire” stage.Here’s a not-uncommon portrait of a seed-stage startup as company leadership first starts going about hiring: Despite being on the brink of rapid growth in many cases, there’s rarely any method to their hiring madness. Many startup founders lack deep recruiting experience, and so don’t have a strong sense of how to attract high-caliber talent – especially at more senior levels. The result is a team of solid people, but not at the level of talent that senior leadership was really hoping for.What’s the best way to break out of this frenetic cycle and attract the high-caliber candidates you really want? It comes down to developing a disciplined hiring approach, having a strong sense of your company’s culture, and getting buy-in from your existing team. As you get started, just remember that recruiting is not rocket science, but in order to do it well, it takes care, diligence, and ongoing commitment.Get buy-in from your existing team. After senior leadership has gone through the exercise of thinking strategically about critical hiring (i.e., the who, what, why, and when of your core team), it’s important to get buy-in from the other people on your team involved in the hiring process. Especially for early-stage companies with smaller teams, it’s important to create some transparency around why you’re hiring for certain roles so that people don’t feel displaced, threatened, or less important. The downward pressure on morale that will result from these feelings of doubt and unease will make it more difficult for you to make a good hire and for that person to fit in with the team.Create a cultural identity. Culture isn’t just about happy hours and flashy perks, but those certainly don’t hurt! At foundation, culture is the thing that compels your team to do great work daily, and, whether you like it or not, it always stems from the top. Before you start hiring, take a step back and think about the type of culture you want. Is it one that’s learning-focused, delivery-centered, or OKR-driven? All of the above? Define and codify that culture early, as it will set the tone for how you approach a multitude of things across your organization. Specifically around recruiting, anchoring people around your values will help you establish hiring criteria that will turn up candidates who match your philosophy.Implement internal processes and tools to establish a collaborative hiring environment. Senior team members will need to determine the process that makes most sense for the company – and they should canonize this process to enforce standardization across the organization. Questions to consider include: How many stages are involved in your hiring process? What types of interviews are best for your team (e.g., in-office testing, take-home exercises, pair programming), and how does this change based on a candidate’s seniority and active/passive status in the hiring market? Who from your team should be involved in the hiring process? And how do you gauge your team members’ ability to evaluate candidates? Who: The A Method for Hiring is a great resource to consult for these types of questions. Also essential to this step is finding a solid applicant tracking system (for instance, Greenhouse or Workable) to streamline and maximize collaboration among hiring managers.Balance selling versus interviewing. At this point, all startups know what it takes to be considered a great place to work (career opportunity, benefits, mission, etc.) and all are competing for top-shelf talent. Yet many tend to over-value themselves and forget that there’s still a human on the other side of the hiring equation. You offer great benefits and your comp is at the higher end of the scale. Great! But don’t get cocky; you still need to show candidates that you are a strong, values-based company, that you care about your mission and the satisfaction of your employees, and that you provide a solid framework for them to grow professionally. By approaching the hiring process with a deep sense of humility and self-awareness, you will be able to attract the types of candidates who would be a great fit.Ask the questions people don’t ask. In our last installment of this series, we discussed the importance of hiring people with complementary skill sets, and resisting the urge to find clones of yourself. Strong candidate matches go beyond mere skill set, though, and many hiring managers neglect to ask questions that probe beyond technical ability. The questions that really get to the heart of the matter will help you evaluate candidates with complementary working styles (remote vs. in-office, night owl vs. early riser), personality type, and management style (autonomous vs. micromanager, large teams vs. small teams). These questions are rarely asked, yet they’re the ones that will be most fruitful in finding the candidates with whom you can work most productively.Build a long-term recruiting pipeline. Hiring is not specific point in time when you have an immediate need. Rather, recruiting should be viewed as a continuous spectrum, and efforts should be made to build and sustain a strong candidate pipeline so that you’re not starting from Square One for every vacancy. Rather than thinking like a headhunter, think about building a long-term pipeline in which you’re building years-long relationships with highly skilled individuals before you even engage them on a specific recruiting track. As part of this framework, focus on growing a solid community around the problems you’re trying to solve. You can do this through a combination of hosting events at your office or going to highly targeted meetups that will expose you to the types of candidates you’re looking for.A well-laid-out, standardized hiring process is just as critical for an early-stage startup as it is for a Fortune 500 corporation. Certainly, the specifics of your hiring process will continue to evolve as your company grows and scales, but developing the internal processes and a disciplined approach to recruiting is not something that can be saved for later, when you think you’ll miraculously “have more time to focus on it.”Stay tuned for our next and final installment of this series, in which we will cover tactics to keeping your employees happy and producing their best work.Reprinted by permission.PREVIOUS POSTNEXT POST Filed Under: Advice, Management, Resources, Strategic Startup Foundations, Step 2: Team-Based Team-BuildingFebruary 27, 2018 by Cat Hernandez 198SHARESFacebookTwitterLinkedin
000 Print You Can Buy Furniture Made from the Seaport Shipwreck See the handmade décor and salvaged artifacts for yourself at District Hall. Photos courtesy of John DickeyJohn Dickey, a Charlestown craftsman who specializes in turning reclaimed wood and metal into one-of-a-kind home furnishings, has gotten his hands on some pretty unique materials over the years. He’s helped salvage the giant doors from a local whistle mill for the Mystic Brewery, turned a safe found buried in a family’s basement into a gigantic coffee table, and helped repurpose the planks from the famous Coronet yacht in Rhode Island.But after workers last year unearthed a rare treasure at a construction site in the Seaport, he got the opportunity of a lifetime: the entirety of a real-life, 19th century shipwreck and all the rare, pristine wood it has to offer. Skanska USA, the construction and development firm that discovered the ship last May, tapped him to put the ship to use. And ever since, he and his team have been turning it into some stunning furniture with a story to tell. “It’s been a huge privilege,” says Dickey, who goes by the moniker Timber Guy. “We love this wood.”So far, Dickey’s turned about a third of the rare materials into furniture: short, stubby stools pockmarked with holes; steamer trunks made with rugged wooden planks that hide more modern materials inside; and tables made either entirely out of wood or out of interestingly shaped pieces topped with glass; and a bunch of pens. He is also showcasing larger artifacts from the ship by mounting them on stands and podiums.Next week, he’s inviting the public to get a first-hand look at his work, as well as other salvaged pieces of the ship and a big segment of its hull. It will be displayed at District Hall, just 500 feet from where it lay hidden for generations.Photo courtesy of John DickeyWhat, exactly, does more than a century underground do to a couple thousand pounds of boat? Way less than you’d think, Dickey says. That’s because it’s essentially been preserved this whole time while encased in dirt, undisturbed by water, light, air, or even worms and insects. “This wood behaves like a newly cut tree,” he says. “The moisture content is very high.”It’s what’s known as “old-growth” oak and pine, which, just like it sounds, means it grew for ages before it was cut down, and is therefore more durable, dense, and intricately patterned than the younger wood typically available to modern craftsmen. “We just don’t see wood like this,” he says. “Every time we cut one of these pieces open, we marvel at the unique qualities of it. It’s super strong, it’s beautiful, it’s great. It isn’t something you’d buy at the hardware store.”A portion of the work will be placed inside properties built at the site by Skanska, which has also proposed an outdoor museum dedicated to the find in a courtyard. But much of the furniture gleaned from the shipwreck will be for sale, and Dickey says he is taking custom orders (he says he only discusses prices with serious buyers, but his products can range between a few hundred to tens of thousands of dollars apiece).Showcased at District Hall, alongside the reclaimed wooden chairs and chests, will be a collection of artifacts from the ship that offer a look into the not-so-distant past, including its bronze nails, dowels, barrels, and a number of “futtocks,” or rib-like supports. He encourages visitors to soak in the history and feel the wood for themselves. “This is a chance for people to actually touch the keel and the hull and the planks—everything,” he says.Dickey, for one, hopes many of the objects end up either in museums, schools, or publicly accessible lobbies, where everyone intrigued by the ship’s story can enjoy them. “This stuff is too cool to keep locked up in people’s offices,” he says.The exhibit will be open to the public from 8 a.m. to 9 p.m. on Friday, August 11 at District Hall.Photo courtesy of John Dickey Sign up for Home & Property newsletters. Design, real estate, and pretty things for living.* 8/2/2017, 6:15 p.m. By Spencer Buell· Sign up for our weekly home and property newsletter, featuring homes for sale, neighborhood happenings, and more.