From Podcasting to Radio – have we gotten it backwards?

Author: Angelo Fernando | Category: Radio | Tags: ,
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We’ve been on radio for the past 6 weeks, and we didn’t tell you?

Oops, sorry!

Derrick and I started our own live radio show, every Wednesday at 7.00 pm. It’s called Your Triple Bottom Line. (I said live because unlike so many other formats, YouTube and podcasting included, it’s a whole new animal. )

And no, we didn’t miss the irony (as Phoenix Business Journal noted) about taking to what might seem like old media, having hosted podcasts here.

Our guests have been terrific. Book authors, film directors, and ‘leading voice from Wall Street to Main Street’ as Derrick often says.

Like to catch the show?
This week we bring back Cyndi Laurin, and a special guest, Andrew McKeon, the person behind BusinessClimate 2010 conference next week.

Tune in tomorrow -- the show is streamed live here at this linkhttp://bit.ly/Your3BL

Listen to the past three shows:

Show # 6:   Michael Muyot

Show #5: Park Howell and Donna DiFrancisco

Show #4: Tom Szaky

Show #3:  Kathy Miller and Marty Metro

Show #2: Joe Turturica and Stan Alpert

Show #1: Cindy Laurin and Andrew Nisker

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Recycle, Reuse and Repurpose…Content?

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As many of you know, I recently wrote a piece titled Gaming for the Greater Good: How Social Gaming Can Advance Sustainability for Triple Pundit on how to utilize the upward trend of social gaming in our culture to do some good – specifically, to harness the collective minutes and efforts currently spent on gaming for sustainability. The piece spread virally, with glowing comments like, “Imagine my surprise and delight when one of the websites I launched in another life (Gamasutra) finds its way to be mentioned by one of my favorite bloggers in my new life!”

Imagine my surprise(!) and delight(?) when a major advertising agency took my article and “recycled, reused and repurposed” it by “republishing” it on their blog as their own. But don’t get me wrong, I couldn’t be more flattered.

This experience triggered another idea. Just as gaming has transformed over the years into a social experience, is journalism and writing changing just as dramatically? Is this new virtual world, one where we share…everything? Collective and open source knowledge, photos of our weekend, thoughts on the newest restaurant, the location of the bus stop of which we are standing and even the words that we write? Should we anticipate—even expect—others to use…take…anything that we put up on the web for their own—even our personal experiences and thoughts in a written work published on major online publications?

Stanley Fish, a professor of humanities and law at Florida International University and author of 13 books, revealed a similar experience in his August commentary in The New York Times and was torn with this very dilemma. Standing there with blocks of brightly highlighted text, he showed his colleague exactly where thoughts from his book had been “reused” in the colleague’s new book (the colleague/author was mortified,  pointed his finger at his co-author…who in turn pointed at graduate researchers).

My piece, titled Gaming for the Greater Good: How Social Gaming Can Advance Sustainability, was published August 24, 2010. And the ad agency’s article? Play Your Way Into a Better World was published on the agency’s blog on September 1, 2010.

 Gaming_DerrickPlayYourWay_SaatchiClick on each thumbnail to read the article.

(If you would like to see the highlighted stories side by side, click here.)

 

 

What do you think? Should “rewriting, recycling and republishing” be expected in this new digital day and age?

(Side note: This post was written without hard feelings toward Saatchi & Saatchi, but rather to pose the larger question to our readers about what we all post to the internet. Thanks to Saatchi & Saatchi for picking up on the story.  After all, imitation is the sincerest form of flattery.)

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Take this video challenge!

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I thought I might as well pose the challenge (below) in the form of a video.

The winning video response will get this! It’s a DVD of the brilliant documentary, Garbage, by Andrew Nisker. Some of you may recall I spoke to Nisker on my radio show a few weeks back if you like to hear the back-story of the documentary. Act now!

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Taking on the 100-Thing Challenge

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100Thing_3Just a few days ago, I came across the 100-Thing Challenge at www.GuyDamedDave.com and was really taken by it. Essentially Dave’s idea is to reduce his personal possessions down to 100 things and live for a year without exceeding 100 possessions. It’s an interesting concept – one that bucks modern day consumerism and promotes a sustainable existence. For the past couple years, I have been thinking about consumption, my impact and what my personal possessions say about me and my commitment to ecology and theology for that matter. So over this past weekend, inspired by Dave, my wife and I decided we would take a first step and each get rid of 100 possessions.

 It was much easier and more satisfying than I ever anticipated.

Over the past eight years, my wife and I have moved six times:  five times here in Arizona and one time across the country from Pennsylvania. In each of those moves we thought we had lightened our load of stuff.  But consumption will get you if you keep buying and never getting rid of more than you consume. You end up in a situation like we had last fall when we moved into our current house. Our problem was easily defined and boiled down to exactly four 26-foot U-Haul trucks, eight hours with our friends and three professional movers. Since that time, we have tried to be more conscious in our consumption, thinking more about durability and how often we would use an item instead of just the price.

But we still have a problem with stuff. In many cases we have created an emotional bond to it. It was interesting this weekend how many times I felt bad getting rid of something because I had attributed some intrinsic, emotional or sentimental value to an item, of which I probably have not seen or cared about in years. Had those items been stolen, I would have never known or cared, but since I had them in front of me and was considering ridding myself of them, my mind was trying to convince me of why I needed them.

One epiphany I had was that each item I held on to was an item I was withholding from someone else. If I had the DVD, then someone out there that wanted that same DVD would need to buy a new one. If I had a file full of old newspaper clippings, then when the newspaper needs paper they have to cut down a tree to get it.

The other thing that struck me was the percentage of items I owned that were made in China and other countries known for their human rights challenges. Keeping these things was not only a burden to me; it was harming the environment and causing suffering of other human beings. No thanks!

So how did we do?  Well, in total, I estimate we got rid of around 400 items (between Goodwill and the local book store that bought some of our DVDs) and that is not counting hundreds of items we recycled (mostly cards from our wedding and past events). It was about 2 ½ SUV’s full of stuff—but this is just the beginning, once things cool down (it is still summer in Arizona) we can tackle the garage and backyard do a lot more.

Take a look. (Check out a few of the “things” we gave away on our flickr photo stream.)

Do you think you could do without 100 things?

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Free Your Feet and Your Mind Will Follow

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bare feet

So says Brown Russell, advisor at GreenNurture. The “free your feet” line is the tag for Teva sports sandals, so it’s not surprising that Brown, a good friend of Mark Thatcher, inventor and founder of Teva, invokes it just about daily.

So I took him up on it during our afternoon meeting and kicked off my signature stilettos. I not only lost 4 inches, but I lost some “stuck in the routine” inhibitions. After I was done worrying about what may be lurking in the nap of our carpets, I allowed my mind to wander, go to my creative space and then focus on the questions at hand.

About 30 minutes into the meeting, off went our CEO’s size 12s. (Now that’s a lot of unfettered creativity in one room, folks).

White boards were filling up. Ideas were flowing. Strategy was formed.

Uncramping our feet, uncramped our minds.

So, if you stop over and see us walking around barefoot…it’s just another brainstorming session at GreenNurture. Kick off your shoes and join in.

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Make Your Professional Wardrobe Work: The New (Eco-friendly) Laundry List

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This is Part II of Make Your Professional Wardrobe Work for Your Wallet and the Environment: The New (Eco-friendly) Laundry List

whiteshirtclothesline

 

 

 

 

 

 

 

 

 

You can further lighten your load on the environment and your wallet when you launder your professional couture. Follow this laundry list and you will have your wardrobe “pegged” for good for both you and the environment:

  • Wash only full loads of laundry. Not a full load? Adjust the water level accordingly.
  • Reduce the energy used to heat water by up to 90 percent by using cold water to wash clothes, according to the U.S. Department of Energy.
  •  Use concentrated detergent (2x or 3x) for cold water specifically formulated for your washer (e.g. HE for a high efficiency washer vs. regular for a top loader), and use the recommended amount. 
  • When you can, line dry your clothes using the ultimate dryer – the sun!
  • Use any energy saving features your dryer may have. Settings like “auto dry” or “sensing” allow the dryer to automatically turn off when the clothing is dry and are more energy efficient than setting a timed cycle where clothes may be over drying.
  • Properly maintain your washer and dryer. Clean any lint traps in your washer periodically. Clean the lint trap in your dryer after each load and check the vent to the outside periodically. A clogged lint trap in your dryer will restrict airflow and reduce dryer performance and can even lead to a fire.
  • Avoid purchasing clothes that need to be dry cleaned with conventional dry cleaning (perchloroethylene or “perc”) methods. Be aware of “green” claims and find safe dry cleaning alternatives. 

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Make Your Professional Wardrobe Work: Walk the Eco-runway this Fashion Week

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This is Part I of Make Your Professional Wardrobe Work for Your Wallet and the Environment: Walk the Eco-runway this Fashion Week

mercedes benz fashion week

As I rummage through the clothes in the Junior League Thrift Shop, I can just hear Tim Gunn saying, “Make it work!” And so I do, guilt-free, as I add a basic black skirt to my wardrobe. After all, I am reusing and helping to support my local economy, and like others, I want to look and feel my best. We all do, especially as professionals in the workplace.

Well, it’s that time of year: Mercedes-Benz New York Fashion Week (September 9 – 16) with all the latest styles for Spring 2011. And it always reminds me of the struggle I face personally with this highly alluring, not so eco-friendly and yet necessary arena of our lives – clothing.

According to The Museum at FIT’s Eco-Fashion: Going Green exhibit now on at The Fashion and History Gallery through November 13, 84 pounds of textiles are consumed per person each year in the United States. And while worldwide, 30 million people are employed by the fashion industry, many of these folks do not receive fair wages. Not to mention the pesticides used and damage caused to the environment and ourselves that can occur when creating new fibers for the process of making textiles.

The fashion industry is not unaware of these problems of how fashion has impacted the environment in the last fifty years. In fact, to counter, many runways have been walking the walk with the environment for a while now. Nancy Judd’s Recycle Runway has been touring the country since 2003, and her recent airport installations are continuing to educate and inspire visitors across the nation about environmental stewardship. Many designers offer sustainable and recycled fabrics. “Green” was touted as the new “black” at New York Fashion Week this past spring when the Bryant Park location of the Fall Fashion 2010 preview went carbon neutral (because it was, after all, fashionable), and The Green Shows counted down all the latest eco-trends. 

eco fashion week

 

There is even an entire show dedicated to such fashions: Eco Fashion Week begins September 27 in Vancouver.

 

 

 

 

In honor of Fashion Week, this daughter of a fashion designer and a practical scientist offers up some tips for looking and feeling your best in your “professional” wear without putting a huge dent in your wallet or the environment.

When adding new pieces to your wardrobe:

Reuse!  Shop at second hand stores.

In an Spring 2008 article about the plastic-vs.-paper-bag debate, Robert Lilienfeld, Editor of The ULS Report, says, “research indicates that up to 99 percent of environmental burdens created by retail purchases are not caused by shopping bags, but rather by the stuff put in those bags and the energy it takes to create, transport, and store that stuff!” Reduce the amount you consume, and reuse as much as you can.

You’ve heard it before, but one person’s trash IS another’s treasure. Vintage clothing is always trendy and business basics can nearly always be found at local thrift stores.

When things get tough, go swapping!

Hold a swap meet dinner party with friends and/or co-workers and exchange business attire that you are tired of.

This allows you to revitalize your business attire with just a few “new” items and accessories. Have your willing swap-meet guests bring unwanted, but in good condition, business clothing and accessory items and even a covered dish to share for a fun evening that’s a win-win for everyone and the environment.

Separate the items by size and style. Hang the clothes on racks or neatly fold them on a table. To be fair, be sure all guests limit their trades to the amount of clothing/accessories they brought in, and donate any unclaimed clothing at the end of the evening to charity.

Read the labels.

Speak out, speak up and vote with your wallet!

Conscious consumers must research their options and labels when purchasing new clothing. Having an understanding of what goes into the products we purchase is an important first step. From our personal care products to our clothing, there are many steps along the way that may or may not be the best for the environment or workers. Sometimes there will be no real advantage to one product over another when even one step along the way falls short of being eco-friendly or fair. Just a few items to look for in clothing and accessories that are more sustainable:

And just in time to make this research easier, a new Eco Index tag (be sure to check out the interactive “Greener Jean”), that will work much like an Energy Star rating of the fashion world, has launched this month with a coalition of 100 participants onboard, including Patagonia, Levi Strauss & Co., Timberland Co., Target Corp., and Nike. While not perfected, it is a great start, and the new labels should be super helpful once they are widely used and understood. The aim – help us, and the participating brands and retailers, measure the human rights and environmental impacts of items from raw material to final resting place.

Invest for the long term.

While most of us do not sport haute couture, perhaps it is also something to consider. Fashion has not always been so disposable. It was once revered as a lasting commodity. From time to time, it may actually be wise to invest in garments that are made from eco-friendly fibers, ethically crafted and that will last a lifetime and become family heirlooms. You may even choose to invest your own time in sewing your original designs.

Accessorize.

Since many trends last only a few months, new trend-setting looks can be achieved with staple, basic business attire you find with the methods above adorned with recycled accessories that you make or purchase through a fair trade provider.

When discarding pieces from your wardrobe:

Donate business clothing in good condition to help disadvantaged women and men take charge of their lives and have successful careers.

Not-for-profit organizations, like Dress for Success or other clothes closets/thrift stores in your community, help those in need with the professional clothing they need to make a successful career. 

This is a great way to put unwanted items from your own closet to good use and a good cause. Sometimes the only thing in the way of a good job is the clothes on your back.

Recycle items that are on their last legs.

According to the U.S. Environmental Protection Agency, Americans threw away 12.4 million tons of textiles in 2008. Textiles can be recycled. From our discards, bales of clothing can even make their way all over the world to some of the tiniest and remotest of villages. If your unwanted clothing is in good condition, be sure it gets to a reuse center, but if it is truly in bad shape (all torn up and irreparable), recycle it through a local textile recycling company, which can transform it into rags, new textiles, insulation, and even paper. Just in time for Fashion Week, New York City is rolling out a new textile-recycling program this month.

Don’t forget, clothing is just a second skin:

Be sure that your personal care products are safe for you and our environment.

Every model uses them, and so do we. The  Environmental Working Group estimates that we each use up to ten personal care products each day; however, our personal care products can contain chemicals that can not only unintentionally harm us, but also end up in our waterways with unknown effects on our plant and other animal ecology. You can learn more about how the things we use to keep our skin safe, like sunscreen, and other personal care products (everything from toothpaste and shampoo to deodorant, shaving products and cosmetics) rate with the Skin Deep Cosmetics Safety Database.

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Change Initiatives, Organically Grown

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Time for Change - Ornate Clock

According to the authors of Social Media at Work: How Networking Tools Propel Organizational Performance (Jossey-Bass), there are three basic ways an organization can implement change. Though these methods lend themselves to many types of change initiatives, the book mainly focused on the adoption of business-oriented social media type applications in the workplace.

 In the first approach, top leadership mandates the change, and all facets of the change are implemented at once, across the entire organization. They call this the “all-hands-on-deck” approach, as everyone in the organization is required to adopt and participate in the new system. This works best for small organizations and where the employees are tech-savvy and ready for new systems to reduce confusion and increase efficiency.

With the second approach, the application is phased in with particular groups—usually based on geographical location or function—making the changes at different points in time. The change initiative is is still mandated from the top and requires 100 percent participation, but it allows for learning and adaptation along the way.

The third approach is the “bottom-up” approach, which is the most common way social media takes hold in larger organizations.  The “bottom-up” approach is voluntary, with a few people experimenting with the new system, then word spreads, and more people explore in their small subgroups. Over time, success stories promote more experimentation and critical mass builds within the organization.

Organically grown support initiatives allow for experimentation, learning and buy-in, without mandates from above. This gives employees ownership of the system and increases their commitment to it.  When executive leadership hears about tangible successes and benefits, it becomes viable to give structure and support to the system.

Change, to truly take hold, needs to be on an individual, internal, attitudinal level. Only when people are ready and willing to make the change, will they do so. This is the advantage of the “bottom-up” approach.

But what if you want to make change happen organically, without having long experimentation and buy-in phases?  

There are ways to speed up the implementation of all these methods of adoption. They will be addressed in part 2 of this blog.

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E-mails that Stick

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Business on a laptop

Your organization is embarking on a change initiative. Top management is excited about it, and the organization’s managers have been tasked with pushing it out to staff. Your first step is to announce it to everyone in your division, and the easiest way is via email. But many a change initiative flounders before it even gets out the gate because employees don’t read the emails.

In a world of overworked employees, suffering from information and e-mail overload, how can you improve the chances of your e-mail being opened and read?

With e-mail, you only have a few critical seconds to grab your employees’ attention:  When they are scanning the subject line. If the subject line is compelling enough, you have almost made it across the finish line! E-mail experts have made a science of subject lines and e-mail content, but they are mostly designed to sell something to the public. Here are some tips for tailoring your emails to sell something – an idea or a process –  within your organization:

  • Subject line – Shorter is better. Three to four words are best but use no more than ten. Those words need to be the most carefully selected words in the entire e-mail, as they will determine whether or not the email gets opened. Make it compelling, that is, in the employees’ interest. For example, “New App for Marketing Dept.” Urgency and surprise grab attention:  “New Marketing App Starts Next Week.” Questions that the reader wants to answer are also good for piquing interest:  “Would you like fewer staff meetings?” Last, never use an exclamation point — there’s no surer way for your e-mail to end up in spam!
  • E-mail content:
  • If you have a request, place it first and explain later. Assume no one will read beyond your first sentence
  • Keep it brief and to the point.  Simplicity is key for ease of reading, remembering and replying to requests. If any scrolling is required, it is too long
  • “A picture is worth a thousand words.” If you have an image that encapsulates abstract ideas, use it!
  • Appeal to the emotions. A message that ignites desire/fear/greed is infinitely more powerful than a dry argument based on the facts
  • Be quotable. Tell a brief story or use a pertinent quote, which are great memory devices and are apt to be cut and pasted and forwarded on to others.

Finally, test your e-mail with a couple different subject lines on a select group before sending it out to everyone on your list.  Ask for feedback on the subject line and the content. When you have refined it to the point that your test group finds it compelling, press that send button!

But don’t stop there. Follow up regularly until you get the response rate you are aiming for.

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Environmental Ratings – Meaningful Measurement or More Greenwashing?

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Sallybox

Last week, Wall Street Journal journalist Christina Binkley wrote that a group of about 100 apparel makers and retailers developed a software tool that rates the environmental impact of their apparel and footwear, from production to garbage dump. The Eco Index is scheduled to be unveiled at the Outdoor Retailer trade show next month, but the group is unsure when it will be unveiled to the public.   

There are several stages companies should go through before publicly announcing their “greenness,” according to Christoph Lueneburger and Daniel Goleman in “The Change Leadership Sustainability Demands.” To do so (before going through the necessary stages) can set the organization up for negative publicity and the accusation of “greenwashing.”

As Luenenburger and Goleman state, “First, sustainability is about operational reality first, and public perceptions second. Companies that market their external image beyond their actual accomplishments are risking serious damage to their corporate reputations, the impact of which can extend far beyond any individual brands.”

The first stage of an organization’s sustainability initiative, when it just begins, is not the time to make public announcements, as there is no track record to substantiate claims of success. The sustainability initiatives are just being planted and haven’t been ingrained operationally, yet.

The second phase is when sustainability systems have been adopted and there are measureable, short-term commercial successes. The organization is proactive on sustainability and tracks its economic, environmental and social metrics over the business-planning cycle. 

But it is not until the third phase that sustainability becomes “embedded in the corporate DNA.” At this point, sustainability is incorporated into long-term strategic planning and decisions can be made that may not be immediately profitable, but have a greater positive business and environmental impact further down the road.

This is when an organization can publicly share its sustainability practices for maximum effect. Providing information on production processes—from acquisition of materials through production, to the obsolescence and disposal of the product—will be a competitive advantage for those organizations that have a longer term track record of sustainability. Consumers are demanding more and more transparency, and those who provide it, along with a history of sustainable business practices, will have the edge over those who do not.

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Elevate Employee Engagement with Clarity of Expectations

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Disengaged employees can be a real drain on businesses. They can negatively impact the people they work with, as well as the bottom line. Often the problem lies not so much with the employee, but rather in a lack of clarity given to the employee about his or her responsibilities. 

According to the Blessing White 2008 study “The State of Employee Engagement,” employees at the lowest level of contribution need greater clarity about their tasks and the reasons for doing them. This is a two-fold issue:  first is the issue of clarity and second is the issue of understanding the reasons for what is being asked.

Being clear about what is expected of an employee means communicating in a manner that leaves no ambiguity about their responsibilities. Writing down goals and expectations, meeting with employees and discussing the expectations, answering their questions, and asking for and giving regular feedback will help ensure there aren’t any misunderstandings or lack of clarity.

But what if an employee doesn’t really understand why he is doing what is asked of him? What if he doesn’t see how his efforts contribute to the company? Or that his work is of any value?

Perhaps even more important than clarity about expectations is clarity about an employee’s value within the organization. Everyone, from the mailroom on up, needs to feel that they perform a necessary and important function in the organization. Spelling this out for your employees upfront, when they are first hired, can clear the way for immediate higher engagement.  And, reminding employees of their value, by pointing it out on an ongoing basis, will continue to elicit higher contributions from them.  But this value should be real.  If someone is not performing some necessary and important function in the organization, maybe the position should be eliminated.    

So, elevate employee engagement.  Be clear about your expectations.  And be especially clear about the value you place on your employee’s work.

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Gen Y – Wired for Work

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Teamwork - Business man pointing at laptop screen to team mates

Would you shy away from using a business tool that entices the best and brightest of the largest segment of the world’s population?

Many business owners and managers fear social media type applications, believing them to be time wasters and distractions. But social media applications have many business benefits.  Perhaps most importantly, internal social media applications are going to be a key aspect of recruiting and retaining the next generation of business leaders.

About 18 percent of the global workforce is comprised of Baby Boomers, born between 1946 and 1964. An additional 7 percent of the workforce is made up of Traditionalists, or the Silent Generation, born between 1900 and 1945. In some companies, the percentage of these older workers is even higher.  At Dow Chemical, approximately 40 percent of its workforce is likely to retire over the next five years, according to Social Media at Work: How Networking Tools Propel Organizational Performance (Jossey-Bass, Publishing) by authors Arthur L. Jue, Jackie Alcalde Marr and Mary Ellen Kassotakis.

As this large generation retires, we face a “global talent shortage.” The urgency for succession planning has never been greater for organizations looking to replace large segments of their workforce. And the next generation is dramatically different from those who came before.

Retiring Traditionalists, who value security and stability, and Baby Boomers, who value teamwork and human rights, are being replaced by Gen X, who values empowerment and demands corporate responsibility. Born between 1965 and 1976, they make up only 14 percent of the population. Gen Y, or the Millenials, born between 1977 and 2000, comprise the largest segment of the global population, at a whopping 24 percent.  As they mature, and the Traditionalists and Baby Boomers retire, they are going to dominate the workplace. This group values technology, personal growth and social activism.

By far the biggest portion of the population, Gen Y was born into a digital world, connected to video games, computer programs, the Internet, and to each other since they could hold a keyboard.  Technically savvy, they navigate the ether world and its ever changing tools instinctively. 

The Millenial perspective on work is that: they work to live; they want to contribute and make a difference; their work must matter; and they trust people, not institutions. They see that career lifespans can be short, and they want to be flexible and creative with their careers.  They are connected outside of work, and they expect to be connected inside the organization, as well.  Seventy-seven percent say that social aspects at work are very important to their satisfaction on the job. They see digital connectivity as essential to communication, collaboration and productivity.  If they don’t find it with one employer, they will leave and go to another that does provide it.

Many organizations fear social media applications.  Yet, studies have shown that business-oriented social media applications contribute to productivity, including speedier idea generation and product development.

Progressive organizations that have adopted internal social media applications are seeing the many benefits, not the least of which is attracting the best talent from the up and coming, technologically connected workforce.

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The Light at the End of the Tunnel for LEDs

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LED lights have come a long way over the last few years, with superior technology that allows them to last up to 100 times longer than incandescent lights, and they can be used in a much wider variety of settings and conditions than incandescent. LEDs use only about 20 percent of the energy that incandescent bulbs use and are gaining market share with governments and commercial and residential users.

Price has been the main barrier to widespread market penetration by LEDs.  At $25 for an LED bulb that works in a standard light socket, they cost more than many people are willing to spend, even though they are expected to last 25 years.

There are less expensive LEDs, but quality can be an issue.  Mike Rogers, EVP of Green Homes America, a green retrofitting company based in Irvine, Calif., says that while the big box store LED products are not really ready for prime time, he is willing to recommend some of the higher priced products for their unrivaled energy efficiency and quality of light.

Luckily, according to the New York Times, prices are dropping rapidly. The $25 bulb was about twice as expensive six months ago, and some analysts believe it will drop to around $10 within the year.

 “Lighting is going to completely change over the course of this decade,” said Alan E. Salzman, chief executive of VantagePoint Venture Partners, in the article.

 

What is the business case for LED lights? Read more about this energy efficient solution, here.

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A Big Win: Office Reuse Adds Up to Significant Savings

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paperclip

With the gubernatorial election slated for November 2, 2010, things are starting to heat up in Florida…over paper clips.

As odd as it may sound, some of the debating has to do with counting paper clips and other office supplies and may add up to some serious — $20 million — cents.

Democratic candidacy aside, in her role as Chief Financial Officer (CFO) for the State of Florida and “paper-clip-saving-queen”, Alex Sink believes that her department can save tax payers $200,000 this year simply by putting a freeze on office supply spending for the remainder of the fiscal year. That’s a savings she calculates to be 30 percent for just one governmental department.

Sink’s opposition in the race does not think this idea will create jobs, but that is not what she has set out to do in her role as CFO.

Last year, Sink formed a task force to inventory office supplies in an effort to cut costs. Staff found surpluses of 37,601 individual binder clips and 17,425 individual pens along with 537 pounds of paper clips in the Department of Financial Services inventory. Sinks aides also calculated that the State of Florida as a whole spent almost $47 million on office supplies in the 2008-2009 fiscal year.

Another part of Sink’s initiative involves establishing the “CFO Depot,” an interoffice website where agency workers share and trade surplus supplies.  Further, Sink makes recommendations to other state departments so they can establish office supply reuse programs as well; Sink’s office reports that even NASA is interested.

And Florida is not the only state to be on board with office supply reuse.  Brian LaValle with the State of Massachusetts Department of Environmental Protection (MassDEP) Consumer Programs Division says, “MassDEP encourages (and practices reuse) of office supplies for the obvious reason that if you maximize the use of the materials you have then there is less need to buy more items.” He added, “This results in the consumption of fewer resources, which saves money and reduces the strain on the environment through the production and distribution of those resources.”

Throughout the country, businesses and institutions are also realizing savings, and your business can benefit as well.

Four Ways to Make Reuse Work in the Office

1. It’s Not all Pens and Paperclips

Your office supply reuse program need not be only paperclips, staplers and pens. Paper items provide opportunities for significant reduction of waste and reuse.

For instance, double-siding paper is a reuse idea that is frequently overlooked because this resource may already be used – once. Reusing the blank side of unused print jobs at your desk and in the copier or fax machine decreases the need for the purchase of paper, notepads and sticky notes and fully uses paper resources before they are recycled.

Defaulting copy machines to duplex mode can also reduce the consumption of paper. In 2008, offices generated over 27 million tons of paper, according to the U.S. Environmental Protection Agency. Double-siding print documents could reduce this rate by 20 percent or 5 million tons.

Further significant savings can be found with shipping container reuse.

After receiving office supplies from New England Office Supply (NEOS) packaged in nearly 50,000 delivery boxes in 2008, the State of Massachusetts Department of Environmental Protection (MassDEP) Consumer Programs Division decided to run a pilot program for statewide package reuse in 2009.

“The beauty of the pilot was that you could point to both environmental and financial benefits,” said LaValle. Because NEOS collected its delivery boxes back from the state agencies for reuse, the state had less packaging to dispose, and there were fewer packaging costs for NEOS, which they could then pass on to the state.

The pilot revealed that if NEOS collected and reused the boxes it packaged office supplies in for delivery to the state agencies  just two additional times before recycling, the result would be 32,000 fewer boxes used overall.  At a cost of 55 cents per box, this adds up to approximately $18,000 annually in savings.

Further, the pilot found that the cost savings opportunities provided the incentive for both NEOS and state agencies to reuse and recycle. It was also evident that commitment from senior management for environmental initiatives is key. LaValle explained, “In the case of MassDEP’s package reuse pilot program the initial resistance of getting folks to change their habits was the most difficult. If there was support from senior management then that agency had success.“

2. Centralized Location(s) for Sharing

The idea of setting up a reuse cabinet for office supplies is not new, but with budgets tight nationwide, CFO Sink’s common-sense approach presents an ‘idea whose time has come again.’

LaValle uses MassDEP’s Boston headquarters as an example, “[It] has several reuse stations on each floor where folks can find used office supplies such as binders, folders, writing implements, scissors, books, envelopes, tape, staplers, you name it.” He adds further, “This greatly reduces the need for employees to have to buy new materials and it is much faster and easier to get a hold of something you need from the reuse station than it is to order something and wait for delivery.”

It may seem intuitive, but setting up a centralized location, keeping like items together (e.g., tape with tape dispensers) and labeling items goes a long way in keeping reuse items efficiently organized and easily accessed.

If you work for a large business or multiple facility operation, you can also consider using interoffice transport for your reuse program as well implementing an improved inventory system (e.g., an optical scanner) to provide a more precise control over supplies and aid in your re-ordering processes.

LaValle also recommends getting everyone on board from the start, “Send out an e-mail letting everyone know about the reuse stations, what’s in them, where they are and ask for donations.”  He adds that it’s even better if the information can come from management, “encouraging everyone to use the reuse station – it saves money, time, and resources.”

3. Let the Web Help Sort Things Out

In the first few months of operation, Sink’s “CFO Depot” has seen hundreds of items exchanged. According to Jayme O’Rourke, Press Correspondent with the Florida Department of Financial Services Office of CFO Alex Sink, the site is set up with two main sections, “’We Have It’ where divisions post notices of items they have to either swap of give; ‘You Want It’ where Divisions post items they need.” O’Rourke says, “It works like Craigslist.” 

The “CFO Depot” has even seen some surprises.  O’Rourke explains, “Some amazing exchanges have occurred – another aspect of the CFO Depot is that employees have been finding ‘out of stock items’ and other items they had long ago given up hope of finding – on the site, free!”

Similar to Sink’s “CFO Depot,” many states boast online material exchange opportunities that can prove useful with packaging and other office supply reuse. 

MassDEP developed the Mass Material Trader, a free on-line material exchange network for businesses and manufacturers in Massachusetts to assist with reuse of materials.

LaValle says he ”would encourage businesses in Massachusetts to use this resource if they are wondering what to do with surplus inventory, manufacturing by-products, or even office furniture.” He adds, “Businesses can post those items that would otherwise be disposed of. Businesses can also search for items that are in many cases free to avoid purchasing new items, saving money and the environment.”

The Mass Material Trader is linked to the Reuse Marketplace the nation’s first multi-state materials exchange, which enables businesses, government agencies and nonprofits that have unwanted materials to connect with markets beyond their local areas.

4. Order Consolidation

You need not have a moratorium on the purchase of office supplies like CFO Sink has instituted for her department, but don’t overlook purchasing practices as part of your overall office supply reuse plan. How you order supplies can have a significant impact on your company’s bottom line. 

The 2009 MassDEP pilot study also looked at order consolidation. Before the pilot, New England Office Supply was required to provide next-day service for office supply orders placed from participating agencies at $8.78 per order for packaging, processing and delivery (without fuel). The next-day service often resulted in multiple deliveries to state shipping locations each day.

By reducing deliveries to just one day per week, the 25 state agencies at more than 70 locations in nine communities participating in the pilot were able to help reduce the orders shipped by 26 percent.  This amounted to savings of roughly $46,000, and allowed NEOS to put 24,450 fewer miles on their delivery trucks – not to mention they saved 2,750 gallons of fuel.

LaValle says the successful pilot may be transformed into legislation this year, but you don’t have to have a law, environmental purchasing policy or large business to benefit from the way supplies are ordered. Consolidated ordering can be used by small businesses as well. Even individual businesses that share an office complex may get better rates and help conserve fuel if they work together to place orders.

LaValle says, “There would certainly be costs savings associated with the reuse of packaging materials and, as mentioned above, if you couple this with the practice of reusing office supplies to maximize their life cycle costs for each purchase you could see direct and immediate savings.” He adds, “there could be reduced fuel costs with less deliveries to a facility, but this would have to be measured against the supplier actually reducing its route for all its customers on that route not just for your delivery.”

Even consolidating orders within a single company can be difficult and may not produce benefits if there is no streamlined approach to ordering. “Those companies that use a more fragmented system will have more difficulty herding the cats so to speak and will have to resolve any issues related to budgetary management (making sure that there is no overlap between department budgets for the purchase of office supplies),” says LaValle. “Some companies operate under a more streamlined operational system where purchasing and warehousing is done in a central location and I could see those companies implementing this type of system [consolidated ordering] very easily.”

And how did Sink’s moratorium do since it was announced at the end of January of this year? According to O’Rourke, fiscal year-end figures from June 30th revealed that they reduced expenditures on office supplies by $225,000 – exceeding CFO Sink’s goal by $5,000. Additionally, while final figures on the ‘CFO Depot’ component of Sink’s initiative are not yet available, O’Rourke said a report issued in March showed further savings – “ use of the ‘CFO Depot’ feature on our website along with other swap/reuse actions (instead of new purchases) [has] saved over $11,000.”

An office supply reuse program may not win you the governorship; however, it will be a big win for your company’s bottom line and our valuable natural resources.

Start the conversation…®

A single standard 033 gauge paperclip from a local office supply store costs roughly 4.5 cents. What small-change items are in surplus in your office that can help contribute to significant reuse savings?

You can learn more about the Florida Department of Financial Services support of CFO Sink’s reuse initiative in their CREW (Commodities Review & Efficiency Workgroup) Project Report.

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Sustainability Success with Employee Engagement

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The key to success with corporate sustainability programs is employee buy-in and engagement.   Park Howell, of Park&Co, recently wrote a blog post Feeling all green and tingly inside: How to promote your corporate sustainability initiative internally that explored how some organizations are using sustainability programs to involve their employees in “greening” their organizations.

There are those systems, such as “Personal Sustainability Projects,” and “Green Champions,” that encourage employees to take small steps to reduce waste, water and energy use. Park went on to say how GreenNurture’s  online system not only helps other companies do just that but also rewards employees and allows them to pledge to “eco-actions,” or ways to improve efficiency in the workplace that are suggested by anyone in the organization. Other systems involve people within and outside the organization, as does Environmental Entrepreneurialism.

Small steps over time…

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Creating a Culture of Sustainability

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Sustainability is a term that can be applied to just about any human activity.  Mostly used in reference to the natural world and man’s impact on it, sustainability can also mean those business practices that contribute to the lifespan of an organization.  Sustainability encompasses activity both within the organization, as well as its impact on the environment and people outside the organization.

Some indicators of “internal” sustainability include:  employee engagement, employee satisfaction, turnover and absenteeism rates, morale, levels of collaboration and communication.  These indicators may be more difficult to quantify than other “hard” indicators, such as financial data, but they measure aspects of an organization which ultimately impact the bottom line.

Absenteeism and turnover is significantly lower in organizations that have high levels of employee engagement, collaboration, communication and morale. To that point, engaged employees stay for what they give (they feel their job has purpose) and disengaged employees stay for what they get (favorable job conditions, growth opportunities, job security) according to the 2008  Blessing White study titled The State of Employee Engagement.

Happier employees work harder, are more innovative, provide higher levels of customer service and contribute positively to the bottom line.  This synergistic cycle perpetuates the life of the company.

How can your organization create a sustainable culture?

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Use Your Lunchbreak to “Bathe” Outside

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It’s official:  Being out in nature is healthy. 

If you needed scientific proof of what would seem obvious to most people, you now have it.  And in this day and time of obsessive peering into computer screens, maybe everyone needs to be reminded on the powerful impact on human beings on being out in nature. 

A New York Times article this week revealed that scientists have proven that being outdoors leads to several health benefits.  Forests, parks and tree-lined areas can increase immune function, lower stress, lower pulse rate and lower blood pressure.  Indeed, in Japan, going to parks for their therapeutic effects has a name, “Shinrin-yoku,” or “forest bathing.”  So if you need to give yourself a reason to take a break during the workday, aside from the pure enjoyment of it, now you can rationalize it with science and taxonomy.

And as set forth in another Earth-shattering article from Outside Magazine, more and more research is revealing the health benefits of vitamin D.  This too, seems obvious.  But to get such benefits as strengthened immune system, lower risk of numerous cancers, protection against joint and muscle pain, osteoporosis and weakening muscles is whether we are  getting enough of it.

According to the experts, Americans are suffering from severe vitamin D shortages, with 77 percent of the population at insufficient levels and depression, hypertension, diabetes, multiple sclerosis, autism, fibromyalgia all are being linked to its deficiency.

The experts agree that the current Recommended Daily Allowance of 400 international units (IUs) is woefully outdated and that between 1,000 and 2,000 IUs per day is more appropriate.  But getting this amount from food is difficult. An eight ounce glass of fortified milk only provides 100 IUs.  A seven ounce piece of salmon has a whopping 1,400 IUs, but if you are worried about mercury poisoning, you can only eat about 12 ounces a week.  If you can’t get it from food, you can take supplements, but even that is not a sure cure, when the experts disagree about what exactly the recommended amount should be, and what amount is safe.

At five to 15 minutes of sunshine, three times a week, it would seem a no-brainer to simply go outside.  But then, the American Academy of Dermatology insists that no amount of unfiltered sun is safe.  What do you do?   

I have had my share of sun damage, including a basal cell carcinoma. And living in Phoenix makes avoiding the sun particularly difficult. I have been covering up with sunscreen and long sleeve shirts for years, but sometimes I just can’t help myself. Call me reckless, but I will risk a few minutes of sunshine every day to get all the benefits of vitamin D, rationalizing that those will offset any harm that may be caused to my skin. And as a nod to my dermatologist, I do, however, still shield my face.

Forest bathing, sun bathing.  Call it what you like, just get outside and do it!

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Employee Engagement Starts at the Top

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When it comes to having engaged employees, perhaps even more influential than an employee’s direct boss is the boss’ boss. According to Julie Gebauer, Don Lowman and Joanne Gordon, authors of Closing the Engagement Gap: How Great Companies Unlock Employee Potential for Superior Results (Penguin Group), the top driver of employee engagement is “senior management’s sincere interest in employee well-being.”   Yet while 75 percent of employees trust their immediate managers, only about half (53 percent) of employees trust their organization’s senior leaders, according to the 2008 Blessing White study The State of Employee Engagement.

How can senior management earn the trust of their employees and drive employee engagement?

Because senior managers’ main focus is on their direct reports, they tend to overlook employees at lower levels. While it may be difficult to enlarge the scope of senior management responsibility by dedicating more time and energy to lower level employees, it is certainly worthwhile.  Engaged employees contribute more to the bottom line, and their turnover rate is significantly lower.

The authors have devised five ways to increase employee engagement through more involved senior management.  Regarding lower level employees, senior managers need to:

  1. Know them – As companies spend enormous resources analyzing the preferences and habits of their customers, so they should get to know what is important to their employees. This is the first step in getting employees to change the way they work and improve their level of engagement.
  2. Grow Them – Creating a culture of learning that furthers the financial advancement of the company, while simultaneously giving professional and intellectual opportunities for growth of the individual, is paramount to stimulating employee productivity and engagement. 
  3. Inspire Them – Employees want to feel like their work has meaning and value. Managers can inspire their employees by clearly setting forth their values and priorities and by creating a sense of pride in the work that they and the company do.
  4. Involve Them – People give more to their jobs when they feel like active participants. Involving them includes informing employees about business operations and challenges; gathering employee input; encouraging collaboration with colleagues; and giving people freedom to act to further the mission of the company.
  5. Reward Them – While pay and benefits are important and cannot be overlooked, appreciation and recognition are even more effective at boosting engagement.

Engagement is the key driver of overall organizational performance.  Reaching out to your employees, getting to know them as individuals, and being open, communicative and helpful is the most direct route to higher engagement.  

As Expeditors International of Washington Inc. CEO Peter Rose said to the Wall Street Journal, “You take care of employees. They take care of customers. And that takes care of Wall Street.”

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High Octane Sustainable Travel

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Tangiers, Morocco

Tangiers, Morocco

It’s vacation season, and with the economy in the doldrums, many are staying at home (“staycations”) or traveling on the cheap.  Low budget travel does not have to mean low levels of fun and indeed is usually even more interesting and exciting than higher priced alternatives. Further, low budget travel can be sustainable and give many benefits to the traveler, as well as to the people and places one visits.

Budget travel usually means going to one place and staying there long enough to really get a feel for it.  Immersion in a small town or village can be quite an adventure.  It starts by:

  • Staying in low budget hotels, hostels or pensions.  Often, people will rent out rooms in their own homes, giving you a real inside look at how people live in different areas of the country or world, and the opportunity to establish relationships with people you otherwise would never get to know. On a trip to Honduras, we stayed in remote areas with hostels that had outhouses and outdoor showers, but the owners of these places were so friendly that they went out of their way to help us.  At one hostel, they organized a spontaneous community dance, with our teenagers freely intermingling with the locals.
  •  Eating what the locals eat.  Depending on where you go, you may have no choice but to eat what is served.  I can’t say I have ever had a craving for mashed plantains and beans since eating them daily for weeks in Uganda.
  • Taking local transportation.  There aren’t many people who can compete with your stories of travelling on buses filled with chickens and goats strapped to the top.  It’s cheap, colorful and you never know when you will reach your destination! 
  • Buying locally made mementos.  When you buy the arts and crafts made by the people you are visiting, you are supporting and strengthening their culture.  Some of the mementos that mean the most to me are those that cost next to nothing, but gave much needed cash to the artisan.  Trading is also a good way to bring home prized souvenirs.  We traded fishing hooks and line for wooden spoons carved on the spot by a Pygmy tribe in Zaire.

Sustainable travel overseas doesn’t have to be expensive.  Our 17-day Honduras trip cost $1,500 per person, including airfare.  A recent two-week overland trip to Mexico’s Copper Canyon only cost $500 a piece.  Buying local is not only less expensive, it also significantly helps the local economy by supporting family businesses and keeping revenues where they help most, in the community.  But traveling on the cheap is not for everyone.  To do it right, you need the following qualities:

  • An appetite for adventure.  As Yvon Chouinard, of Patagonia, once said, adventure begins when things go wrong.  You need to see mishaps and failed plans as opportunities for new experiences and be able to go with the flow
  • You like spontaneity; you are flexible; and you don’t have to plan everything out in great detail in advance
  • You want to learn as much as possible about the local culture by immersing yourself in it, even if it means a little discomfort
  • You are willing to slow down and to cover fewer miles in more time

My husband and I once met up with a friend who was traveling in Europe at the same time we were.  We decided to go to Morocco together by taking trains from France through Spain, then by boat to Tangiers.  As we got closer to our destination, and the environment more foreign, our friend became increasingly agitated.  Upon landing in Tangiers, we were surrounded by a large group of men and boys all trying to sell us something, or take us to a hotel, or give us a tour of the city.  Goats roamed the streets, it was dirty and totally exotic.  Our friend took a look around and after about ten minutes, re-boarded the boat and headed back to Europe.

Sustainable travel doesn’t only apply to faraway places.  You can enjoy the benefits by going somewhere close – even a couple hours drive from where you live will usually take you to a relatively unfamiliar environment.  You can save money, help sustain a local economy and culture, and have memories that last a lifetime.

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Modular Homes get Green, Cool and Funky

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If you haven’t seen the latest modular home designs, you really need to check them out.  If you think you’ve seen it all, you are infor a surprise: They are cool, funky, creative and green!

-There’s the Dice House, a 30’ by 30’ by 30’ cube that produces 90 percent of the home’s energy needs through a photovoltaic umbrella dome.  This dome traps heat, which warms water and heats the home, and with photovoltaic cells, produces approximately 33 kilowatt hours per day.

-Then there’s the Hip Pod House, made from renewable materials

 -The Magma Design LoftFloat, which is completely solar powered

-The Hillside Pod Home, offering 360 degree views

- Straw and Hemp homes, which are airtight, mold resistant and completely carbon negative

- and the Global Sustainable Home by John Farag, which eliminates sewer and water infrastructure by using dry composting toilets and  air-to-water condenser to create fresh water .

If ever there was an industry that needs an overhaul, it is the construction industry.  Most of its practices, from ripping apart and eroding the natural landscape to emitting untold toxins into the soil and air, can be eliminated, or nearly so, in the controlled environment of a modular buildings factory.  Why modular buildings have not gained greater ground in the construction industry is a mystery, but probably due mostly to inertia. Modulars are gaining ground, however. 

Once relegated to rural construction, where it wasn’t economically feasible to build site-built homes, modular homes are now becoming mainstream. 

Once relegated to rural construction, where it wasn’t economically feasible to build site built homes, modular homes are now becoming mainstream.  Not to be confused with mobile homes, which are built to codes generally considered to be of lesser quality, modular homes are built to the same high standards of site homes. They are constructed in factories far away from their ultimate destinations and when completed, are essentially indistinguishable from typical site-built homes. Yet, many agree that modular homes are not only equal to site-built homes, but indeed superior to them.

Consider these advantages of modular homes:

They are economical:  By being built in factories, economies of scale prevail and bulk pricing for materials are passed on to the homeowner. Delivery fees, which are significant for site built homes, are non-existent for modulars. Construction site theft is not an issue, and construction delays disappear. Finally, the speed of construction means a faster return on investment. 

They are environmentally friendly:  Under modular factory conditions, waste is monitored and reduced; with site built homes, the waste can fill several dumpsters.  Airborne dust and pollution are controlled in a factory setting, and workers are protected by state and federal health mandates.  With site-built homes, workers usually have to commute many miles to the worksite, as do delivery trucks, numerous times over the course of several months.  By contrast, the amount of energy spent on transportation with a modular home is reduced to a single delivery. Further, with site-built homes, the lot’s natural vegetation is scraped away so the typical two to ten delivery trucks a day can come and go easily. The land is often further degraded by toxins from engine leaks and spilled solvents. With modulars, toxins are minimized, and there is little disruption to the landscape, as there is no need to remove much, or any, of the natural vegetation.

They are stronger, tighter, more energy efficient:  When FEMA studied the destruction in Dade County, Florida after Hurricane Andrew, they concluded that modular and masonry homes fared best compared to other construction, such as typical “stick” construction.  In addition to being stronger, modular homes are more energy efficient.  Because it doesn’t face the vicissitudes of weather, the wood in modular homes doesn’t warp, leading to tighter construction and better insulation.  And some modular homes are built with solar panels, rainwater harvesting and water saving systems, as well.    

They are cool and customizable:  There are modular commercial, office, industrial, educational and health care buildings too, with designs that range from traditional to ultra contemporary. 

Next time you consider moving to or building a new home or office, look into modular buildings first.  You may be able to get exactly what you want for less cost to you and to the environment.

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180 Degrees South – A Reason to Pause

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If the march of progress is inexorably forward, what happens when we reach the edge of a cliff?  This is the question asked by Yvon Chouinard, septuagenarian rock climber, surfer, founder of the Patagonia outdoor clothing line and philanthropist in the movie 180° South: Conquerors of the Useless.

This beautifully filmed movie features long-time friends Chouinard and Douglas Tompkins, founder of The North Face, and their attempts to save vast swaths of wilderness from the press of development.  It begins with the 10,000 mile sea voyage of Jeff Johnson, a young rock climber inspired by Chouinard and Tompkins, who aims to climb Cerro Corcovado peak in Patagonia, in southern Argentina.  During the voyage, the mast of the sailboat collapses and breaks, and the crew is forced to motor 400 miles to Easter Island (Rapa Nui) for repairs.

While on Rapa Nui, Johnson learns about the history of the island’s moai – the famous statues of large, stone heads carved by the indigenous population. The moai line the island’s coast, which is no small feat considering the lack of industrial tools when they were created. According to local legend, the problem of transporting these large rocks to every corner of the island was solved by cutting down trees and rolling the rocks on top of them to their destination.  Unfortunately, in each clan’s or tribe’s desire to create more statues than the next tribe over, all the island’s trees were cut down, leaving a denuded landscape void of timber. The population of the island dropped from around 3,000 to 111 people by 1877. (The effects of deforestation on the population, some say, were less than the slave raiding and disease introduced by Europeans, however).

Fast forward to Santiago, Chile. Repaired, the sailboat crosses to the mainland and Johnson lands in Santiago, the capital. Larger than Los Angeles, it is a sprawling megalopolis. To provide energy to its urban population, the Chilean government has “sold” its rivers to power companies, which are rapidly damming them. Further, wood pulp companies have built huge factories next to waterways to provide timber for urban development, poisoning the water and air, and destroying the local fishing and agricultural way of life of the area’s inhabitants.  

This is where Chouinard and Tompkins come in. Tompkins and his wife purchase 2 million acres of pristine, undeveloped land in Chile and Argentina, for the purpose of restoring, protecting and donating as national parks. Tompkins and local vaqueros then join forces and actively protest the construction of dams on two of Chile’s wildest rivers.

The primary consumers of the dam’s power are vast distances away from the dams, and, as pointed out by one Chilean researcher, are so removed from the process that they aren’t really aware of its true cost.

The Chilean saga is not unique – it has been repeated in its many manifestations since the Industrial Revolution.  But how long can it go on?  How long until, like the legend of Rapa Nui, there is nothing left?

Back to Chouinard’s question regarding the forward march of progress.  Many believe that moving toward sustainability requires us to move backward, backward along the path of progress.

As Chouinard points out in the movie, however, when you come to the edge of cliff, you never walk backwards from the cliff edge.  At the same time, you don’t continue moving forward right off the edge of the cliff.  Instead, what you do is turn around and move forward – but in a different direction.

In reality, sustainability is not about going backwards. It is about using what we know now to make ourselves more efficient and more effective in our use of resources, both human and natural.  Sustainability is about being creative, innovative, inventive and forward looking, not about returning to the Stone Age.

Sustainable business practices will improve your company’s profitability, contributing to its bottom line over the long-term.  But it will also contribute to the bottom line of reducing everyone’s “footprint” on the planet, making the planet a better place, for all of us, and our children, over the long-term. 

And don’t think that sustainability is only about big fixes and dramatic action. Small efforts add up quickly. Employees at Park&Co., an advertising agency, decided to limit themselves to one ream of paper per person per year, saving the company paper and saving trees in the process. What can you do to reduce your company’s energy demands?  What processes can you implement to save resources?

Many people believe we have reached a tipping point with the world’s resources—that we are on the edge of the cliff.  Can we turn around and move forward toward sustainability, rather than heading over the cliff?  It is up to us to decide.

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The Heart of Change – Making Change Last

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Last week’s blog post “The Challenge of Change” discussed the three steps to change as according to authors Chip and Dan Heath in their book Switch: How to Change Things When Change is Hard (Random House Inc.).

Of the three steps in bringing about change, the second is the most critical. That step is to appeal to the emotions, rather than to the reason, of the people you want to change. If someone agrees to make a change on an emotional level, from their heart, most of the work is already done, and the change will be lasting. That’s because decisions they make will come from the perspective of who they are and what someone like them would do if faced with a challenge like they are facing. 

Any effort at change that contradicts or violates someone’s identity is likely to fail.

The difficulty is finding out what appeals to the emotions of a variety of employees, and what they identify with, as each has his or her own needs and values.

According to the authors, one way to get a number of people “on the same page” emotionally is to create an identity that they all willingly adopt. One example they provide is of a can manufacturing company in Brazil. This company had been in business for many years and was doing well, but management wanted to take the company to the next level. They decided to address all their employees as “inventors” and to challenge them with being on the lookout for new innovations.  When new employees joined the company, they signed “Innovation Contracts.”  “Inventing” became a part of everyone’s job, even though most of the workers had no experience in engineering or mechanics.  Procedures were set up so that submitting ideas was easy.

In 2008, employees submitted 134,846 ideas – an average of 145.2 per inventor!  Most of the inventions were for new products and energy-saving ideas.

Another example provided by the authors was of an accounting department manager who was rigid and uncompromising when he was asked to alter his invoicing and funds disbursement system to accommodate some valued clients. It wasn’t until this manager was taken to the offices of one of their non-profit clients and saw first-hand how his system was negatively affecting them that he changed.  At that moment, he realized he was not being the person he wanted to be – he did not want to be seen, or to see himself, as the “problem.” He identified so much with being part of the “solution” that he became an advocate for them, rather than the opponent he had been, and he innovated changes to his accounting system above what had been requested of him.

Zappos, the online shoe sales company, has a rigorous hiring process, making potential employees go through several rounds of interviews and personality tests. When they have made it to the final stage, potential employees are offered a relatively large sum to not take the job. This last weeding out phase ensures that Zappos only hires the people who have the qualities they are looking for. Once hired, Zappos employees are a part of an exclusive group, with a strong identity of being one of the chosen few to work for the best company in that space.

Aligning the identities of your employees with the values and goals of your company will go a long way towards bringing about changes that last. How can your company reinforce or cultivate its identity and those of its employees to maximize employee engagement?

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The Challenge of Change

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You can argue for incremental change if things are good enough. Until they get bad enough, you can’t talk about transformational change.”

–Rick Stansley, chairman of the board at the University of Toledo’s Innovation Enterprises, as quoted by USA Today

Adaption and change are essential to the survival of species. They are equally essential to the survival of companies, especially in environments that are rapidly evolving, such as this “Great Recession” we are currently experiencing.

Yet making transformational changes can be one of the most difficult things an organization can undertake. Many people resist change, for a variety of reasons. They don’t like leaving their comfort zone. They don’t feel the need for or are afraid of change. They don’t see a personal benefit to change. Or they actively disagree with the change.

How do businesses successfully implement change? How do they overcome the resistance that commonly accompanies change? How can they make the changes last over time? According to Chip and Dan Heath, authors of Switch: How to Change Things When Change is Hard (Random House Inc.), there are three steps to implementing change:

1. Provide a clear, specific picture of the change to all those who are involved or affected

2. Appeal to the emotions, rather than to the reason, of those who are needed to implement the change

3. Outline the steps or provide a “script” for employees to follow when implementing the change

Providing a clear picture of what the changes will look like gets everyone on the same page. If only a few people in upper management understand what the changes are about, it won’t make any sense to those who are asked to implement the change. Not knowing what the end result is supposed to look like will keep people confused, resistant and immobilized.

But even if the changes are spelled out, illustrated, supported with facts and figures and presented to everyone in the organization, you can still find your organization at a standstill. That’s because the most important element of initiating change is to obtain emotional buy-in. Without emotional support, all the logic in the world will fall on deaf ears.

The power of emotion cannot be underestimated – it is the difference between success and failure in implementing change. In one non-profit, the board and staff had been conducting their affairs in the same way for the past 30 years. Everything was still done manually, without the use of computers. It wasn’t until the organization felt the pain of losing its endowment fund and closing its doors that they moved into the digital age and began to operate more efficiently, despite numerous attempts by a couple of newcomers to convince them to do so much earlier. Finding the right emotional motivator can be very challenging. Some people are motivated by risk aversion (losing market share, losing one’s job), others by the potential of growth (potential for career advancement, more income), and yet others are motivated by doing good (reaching more people who need the organization’s products or services). People can be motivated by multiple, changing emotions, which adds further complexity to the issue. Finding the right motivators is critical, however, even if it means repeated attempts to do so.

Once you have buy-in, you are well on your way! Now, you need to provide goals and steps along the path. Of course, situations are fluid so the steps should not be overly detailed, giving your employees the option to improvise, if needed. Follow-up and feedback are essential, too, until the changes have taken root.

Adapting and changing will not only help your company survive, but indeed thrive, in an ever-evolving environment.

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Rewards and Recognition – Essential Elements for Employee Engagement

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It seems so simple, almost as if it should go without saying.  But so many of us forget to do it that it is the number one reason employees quit their jobs.  What is this simple thing?  Recognition.  Recognition for a job well done on big projects as well as for small, daily contributions.

Studies have shown that the overwhelming reason people leave their jobs is because of bad managers.  A 2010 Towers Watkins Global Workforce Study showed that 80% of companies in 2009 said that leadership was a top driver for engagement. But “confidence in leaders and managers—particularly their competence and support—is low, especially in terms of interpersonal or “relational” (versus operational) aspects of their roles. Employees appear hungry for an emotional connection to their management teams that they feel is conspicuously absent right now. This is especially disturbing given the central role that leadership continues to play in driving employee engagement.” And the biggest complaint about leadership is that managers ignore their employees.  Why is this such a widespread, destructive phenomenon?

Managers are often not trained to become managers – many are promoted to management positions because they did their prior job well.  Of course, the skills for doing a particular job don’t necessarily lend themselves to knowing how to be a good manager.  Management primarily entails planning, directing, supervising, monitoring a group of individuals to accomplish goals and directives, but very few new managers are given adequate training for these new responsibilities.

It’s been said that it takes five compliments to outweigh negative feelings from a single criticism. That’s a lot of positive feedback to counteract the negative!  And yet, being ignored completely can be even worse than  being criticized.  People who are ignored by their managers dislike their jobs, and feel that they are not doing anything important.  They feel invisible, their productivity drops, and they are merely at their desks to put in their time until they can find a better job.

Engaged employees, those who like their jobs and who stay with their employer longer, feel like valuable members of a team, that their contributions count.  They are significantly more productive.  Studies have shown that the energy level of engaged employees stays high throughout the workday, while the energy level of unhappy employees falls dramatically from 9 a.m. until they are ready to go home, according to Tom Rath and James K. Harter, authors of Well-being: The Five Essential Elements (Deckle Edge).

In the 2008 Blessing White Study “The State of Employee Engagement,” the correlation between engagement and retention was clear, with 85% of engaged employees indicating that they plan to stay with their employer through 2008. Further, the study states that “engaged employees stay for what they give (they like their work); disengaged employees stay for what they get (favorable job conditions, growth opportunities, job security).”

 The difference between happy, productive and engaged employees and those looking to find another job usually boils down to managers who recognize their employees on a regular basis, versus those who do not.  Some managers use salaries and titles to motivate their employees, but these have proven to be less effective over time than praise and recognition.

Recognition must be genuine and specific.  It must be tied to a particular act or accomplishment.  General statements, such as “good job,” are usually meaningless and ineffective. Better to say, “I really appreciate your comments in the meeting today – you gave us something to think about.”  And while praise should be given on a regular, ongoing basis, it must be sincere.  Saying something just to do so will sound hollow.  If you can’t find something positive to say, either work harder at it, or perhaps you actually have a problem employee.

Recognition for small things goes a long way towards keeping employees engaged on a day to day basis.  But if you want to motivate your employees to go to an entirely new level, consider combining praise with rewards.  Rewards can range from inexpensive gift cards given on a sporadic basis to larger, more expensive prizes for accomplishing major goals. 

Praise, especially when given publicly, combined with valuable rewards, can excite employees to go beyond their normal duties, to think outside the box, and to take “ownership” of their work.  Now, that’s employee engagement!

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Evolution of the First Tool of Employee Engagement – The Suggestion Box

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Part III:  Today’s Idea Management and Employee Engagement Systems HiRes

Everyone is familiar with the image of the suggestion box as the front end of a trash can. Suggestion boxes are, by themselves, of little value. Reaping the benefit of “suggestions,” or, more generally, ideas, requires more than simply writing down a suggestion and putting it into a box. Indeed, the old fashioned wooden suggestion box has come to symbolize the failure of idea and suggestion systems in general. 

 Successful suggestion systems are much more comprehensive and share several common characteristics: 

  • They are simple to participate in and all employees are actively encouraged to participate
  • All ideas, not matter how trivial, are subjected to a structured process of evaluation that provides rapid feedback
  • Ideas that are accepted are implemented as rapidly as possible
  • Rewards–whether monetary, recognition or merit based–are made commensurate with the value or benefit of the idea 

Computers helped us in many ways move beyond the simple wooden suggestion box and slips of paper, serving as collection points with electronic forms and storage devices for ideas with databases. As the Internet took hold, organizations could rapidly and cheaply gather input from more and more people. 

Now, taking that process to a whole new level are the Web 2.0 tools, in particular social media tools. They have opened up the suggestion box to internal and/or external stakeholders, enabling robust idea management:  the inventing, refining, commenting on and rapid ranking of ideas in an open forum.

Companies can now make use of their organization’s collective intelligence, engage employees and, in Lincoln’s words, bring that collective intelligence “to bear on decisions as they are made,” in other words, in real time. 

Idea Management has become the replacement term for the suggestion box and associated suggestion systems. As a buzzword, Idea Management has been defined as the practice of gathering and evaluating ideas in a structured fashion, with a goal of selecting the best ideas with the greatest bottom-line potential for implementation.  

Indeed, all suggestion systems that provide benefits of any kind can more broadly be seen as “employee engagement” systems. Such systems foster the ongoing development of employee capabilities, create desire on the part of employees to use those abilities cooperatively for the benefit of the entire enterprise, and then provide the processes, tools and techniques for harnessing and mobilizing increased employee capability and desire. 

The wooden suggestion box was simply a primitive tool for gathering ideas. It was merely the tip of an iceberg. From the beginning, truly successful suggestion systems have relied on much more than just the wooden suggestion box:  They have been comprehensive employee engagement programs.

Read Part I and Part 2 of the Suggestion Box Series by Sally.

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Nature Break: Five Minutes of Green Nurture

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It’s not pretty to those who even notice it.  Lined by a long chain link fence on one side and by walled-off tile-roofed houses on the other, the wash is by most accounts an unattractive, left-over piece of undeveloped desert scrub.  But to those of us who walk down the neighborhood drainage wash on a daily basis, it is our link to nature, to hidden beauty and to improved mental health.

Numerous studies have shown what many of us already know instinctively, if not subconsciously: being in nature is therapeutic.  I’ll admit that I can’t even start thinking about the day until I have been outside in the morning, either walking down the wash or hiking in the nearby mountains.  Being outside, whether I am actively looking for wildflowers, saying hello to the birds (I know where they all live now), or if I am not seeing anything at all for being consumed by my own thoughts, lifts my spirits and gives me clarity of thought. 

Children who are allowed recess outside show fewer discipline problems in the classroom.  Nursing home patients who garden are more sociable, have stronger focus and show higher levels of engagement.  But until now, no one knew how much green exercise it took to reap the rewards.

 Researchers at the University of Essex have confirmed in a recent study published in the Journal of Environmental Science and Technology that just five minutes a day of outdoor exercise contributes to mental health. 

 Improved mood and self esteem are greatest for the young and the mentally ill, but people of all ages and social groups benefit.

Just five minutes a day of outdoor exercise can improve our disposition, boost our self-esteem and focus more at work.  Urban parks and rural farms work equally well, but water seems to increase the benefits.

Businesses who want happier, more engaged employees can encourage their employees to get outside during lunch and breaks.  They can recommend nearby parks for employees to visit during lunch, or they can set up their own green areas.  Here are some suggestions for encouraging employees to get their five minutes of green exercise: 

  • Set up paths through grassy areas around the grounds
  • Plant flowers and shrubs along the walk way between office and parking lot
  • Install a fountain

If changing the grounds is not possible, consider bringing some nature indoors:

  • Use full spectrum light bulbs that mimic real daylight
  • Bring live plants to the office and assign various employees to take care of them
  • Consider a simple fishbowl with a single beta fish, or for the more ambitious, an aquarium with a variety of plants and fish

Reconnect with nature every day, even during work hours and have happier, more engaged employees.

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May is National Bike Month

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Business people racing on bicycles

Start a conversation in support of green transportation in your workplace

 

Car or bike sharing, carpooling, using a more fuel efficient company car, alternative transportation like buses and light rail, biking, even walking to work – green transportation can provide benefits for both the employee and employer as well as the environment. While there are many options and actions you can take as an individual, more can be done if there is support from not only your co-workers but also your company as a whole. 

 May is National Bike Month and this Friday is National Bike-to-Work Day. Like most days of observance, you need not make it a one shot deal.

Bicycling promotes good health, reduces traffic, cuts down on fuel consumption and improves air quality all year round. So do other transportation alternatives.

 Most employers are open to the idea of supporting green transportation initiatives for employees so be willing to open a dialog with your manager.  If you are a manager, look into how many simple initiatives and programs can help your business.

 Whether employee or management, you can contact your local Department of Transportation to learn more about what programs may be available in your community, and if there are any incentives for workplace use. Programs such as Best Workplace for Commuters will have more information as well as Commuter Choice, which links employers with transportation providers. To support employee bicycling, contact your city or local bike club for resources and ideas. Also, consider that the League of American Bicyclists not only sponsors Bike Month, but Bicycle Friendly Business as well so aim to get your company on the list.

 Management can also consider the following green transportation strategies:

  • Provide a subsidy to employees who walk, bicycle, carpool, or take public transportation to work. Many employers are already paying for parking so allow employees to choose to use this subsidy for green transportation instead.
  • Buy high mileage vehicles such as hybrid gasoline-electric, for company use. Do the same with a few bicycles that can be used to run simple errands. Or consider using car sharing or bike sharing services.
  • “Flexiplace” options – allow employees to telecommute to work. Employees may be more productive, save the company money, and be able to balance personal obligations with work demands more efficiently.

 We don’t need an oil crisis to remind us that alternative transportation efforts improve our environment. Grab your bike, get healthy while keeping the environment healthy, and start a conversation in support of green transportation in your workplace!

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The Changing Face of Facebook

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From October 2007 to January 2010, a mere 2.25 years, the face of Facebook changed radically.  It went from being a social media platform populated overwhelmingly (62%) by college students (18-24) to one dominated by the “working class” (those beyond college and out in the workplace).  In 2010, those aged 25-34 totaled 25% of Facebook’s user base and those aged 35-54 totaled 29%, for a grand total of 54% of Facebook’s user base.  And, if you include those over 55, the total is 64% of Facebook’s user base, a complete reversal of demographics.  In just 2 ¼ short years!    

 Here are the stats, direct from Facebook:

Age

10/22/07

6/18/08

1/04/09

1/04/10

 

% of Users

% of Growth

% of Users

% of Growth

% of Users

% of Growth

% of Users

% of Growth

0-17

19.1%

 

16.5%

14.8%

13.5%

29.6%

10.4%

88.2%

18-24

61.8%

 

53.8%

15.6%

40.8%

20.6%

25.3%

51.7%

25-34

14.2%

 

21.1%

97.6%

25.7%

101.3%

24.8%

127.3%

35-54

3.4%

 

7.0%

172.9%

15.6%

276.4%

29%

328.1%

55+

0.8%

 

1.2%

97.1%

2.3%

194.3%

9.5%

922.7%

Unknown

0.7%

 

0.3%

-40.8%

0.1%

-70.5%

1.0%

4447.6%

 

While Facebook grew a staggering 515%, from 20 million users to 103 million users, the numbers show a much faster acceleration of growth in the 35-54 demographic, as well as a huge change in the 55+ demographic last year. 

 There are many implications for this shift in Facebook’s user base.  However, one seems to stand out:  everybody is turning to social media. 

 Social media is no longer for the young.  Social media will soon be as ubiquitous as e-mail.

 In 2008, when Facebook, YouTube and MySpace were really beginning to build up a head of steam, many marketers were talking about a coming tsunami based on the age of social media users. The young, they pointed out, were becoming comfortable with the use of social media tools. The tsunami would occur slowly over the years as those young users grew older. Who could have anticipated that the tsunami would occur not over the course of many years, but literally within the span of a few short months? Virtually overnight everyone will be comfortable using social media tools to communicate and collaborate in ways no one has previously anticipated.

 What will this mean for the way companies communicate, not with the outside world, but within? 

It is very possible that the social media communication revolution will change communication patterns as much as or even more so than the Internet and e-mail.

 Businesses have a real opportunity here to  . . . start the conversation.

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This Earth Day, it’s time to get to work!

Author: Meryl Klein | Category: Behavior Modification, Events, World
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It’s a day to get to work – literally.

For years environmental education efforts have focused on schools, parks, and the residential side (e.g., curbside recycling programs) with not as much thought to engaging businesses in environmental issues.

But workplace environmental responsibility is catching on and green businesses are growing. Employees and businesses alike need not wait for a singular day like Earth Day to get started or contribute.

GreenNurture provides the information and tools businesses need in their efforts to make themselves, our communities and our world, more sustainable – every day. For business, this means becoming more efficient and improving the bottom line through both simple and extraordinary actions that our employees suggest and engage in and that take place over time.

Businesses now hold the possibility for being leaders in the world for environmental stewardship. And with the business component more involved in environmental efforts along with traditional players, we stand a much greater chance to improve upon the efforts first envisioned by the creators of Earth Day.

“Low hanging fruit” is a great place for any workplace to start – changing light bulbs to energy-efficient ones, recycling, turning off the faucet. All worthwhile efforts, all contributing to the improved health of our workplaces, planet and environmental education of our world citizenry, but we still have much to do.

Let us not forget that In 1969 Cleveland’s Cuyahoga River caught fire from industrial waste and smog blanketed many of our cities. With the first Earth day in the spring of 1970 we saw a call to arms and the creation of the Environmental Protection Agency. Significant strides, but on this 40th Anniversary of Earth Day, in some ways, we may be back where we started, or at least not as far along as we may have hoped.

Similar ongoing issues still need to be addressed:

  • Cleanup and Conservation of Water Resources
  • Clean Air
  • Clean Energy
  • Sustainable Development
  • Waste Reduction
  • Depleted Soils/Sustainable Farming
  • Loss of Biological Diversity

May each of us, as employees and citizens of our Earth, feel a renewed connection with our planet and use tools like GreenNurture.com to help us think more innovatively and efficiently. To think long term – transcend dollars and borders — in order to create the world (at home AND work) that our forefathers imagined and our children deserve. Happy Earth Day Co-Workers!

Time to get to work. At work, on our environment, today and every day!

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GreenNurture sponsors SmartView Eco Entrepreneur Challenge

Author: admin | Category: Events | Tags:
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We’re glad to announce that GreenNurture is the Silver sponsor of the inaugural SmartView™ Sustainable Finance Roundtable in May.

Here are some highlights of that event.

The Roundtable was created by CRD Analytics to spotlight the most innovative and original green ideas or startup companies, and will feature the three winners of the SmartView Eco Entrepreneur Challenge that we promoted earlier this week.

  • Three lucky eco entrepreneurs will have the opportunity of making a five-minute pitch to nearly 100 senior finance executives.
  • They will be introduced to two conference attendees of their choice.
  • They will then join the Global Reporting Initiative (GRI) onstage for the NASDAQ MarketSite® Closing Bell ceremony.

More on the event, here.

More details of how to enter, here

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