Category Archives: Worklife Digest

There is No Such Thing as an Easy Job

There is no such thing as an easy job

In “There’s No Such Thing as an Easy Job,” author Kikuko Tsumura details the everyday struggles of modern life, focusing on our complicated relationships with work.

Taking her place among a growing number of exceptional female writers in Japan, Tsumura deftly handles work habits and relationships, stereotypes and expectations for success. She sets all of these against a repetitious, unending search for what is valuable and valued. The novel unfolds as a profound meditation on contemporary society and what makes work meaningful.

The novel’s unnamed narrator is 36 years old and single. She has no choice but to move in with her parents after quitting her 14-year career due to burnout syndrome. When her unemployment insurance runs out, she prepares to reenter the workforce with a dry matter-of-factness. Saying, “I’d sat down one day in front of my recruiter and informed her that I wanted a job as close as possible to my house. Ideally, something along the lines of sitting all day in a chair, overseeing the extraction of collagen for use in skincare products.”

There’s No Such Thing as an Easy Job

In her attempts to find work that is meaningless and undemanding, the narrator goes through five jobs over the course of a year.

In one role, she checks surveillance footage of a novelist who has unknowingly received priceless gems in a covert smuggling scheme. She then works as an assistant to an enigmatic Ms. Eriguchi in another job, writing pre-recorded advertisements. Taking on a ‘leadership’ role, she fills in for Mr. Kiyota. His life work is creating enlightening content to go on rice cracker packages. But at a point, he had to take a mental health break after failing to find a wife.

Whereas putting up posters in a neighborhood as a job may seem nothing glamorous, that is until it gets competitive. She inadvertently gains a mysterious adversary who posts competing signage. Finally in her last of five jobs rounds, she joins a national park’s maintenance crew. Her job is to monitor the forest from a small hut, surrounded by peculiarities such as a local soccer team’s lost apparel, missing breadfruit and a book from her pre-burnout life.

“I’d like it if this would help readers to know that even if they encounter feelings of despair in their working lives, it doesn’t have to be the end. Something else will come around.”

The narrator navigates each workplace’s demands and relationships with various coworkers. Gradually she becomes aware of a meaning underlying all endeavors in life, even those that seem bizarre. Each of the jobs, despite the increasingly absurd series of events, validates the interconnectedness of all actions.

It’s the kind of novel that presents a swathe of tangled threads, trusting the reader to weave together the connections on their own.

How Hard Is It To Find Meaning In The Modern Workplace?

“I was first drawn to the boldness of the concept. I remember reading a summary before reading the text itself and just thinking, ‘There’s no way that something like that can work,’” says translator Barton in an interview with The Japan Times. “And then I found myself as a reader so drawn in, just wanting to immerse in that world forever. It seemed like such a coup. Given that it was a book entirely about work. And we find out really nothing about the private life of the narrator,” says Barton.

The novel finishes with a dose of wisdom about karma, extolling trust in the “ups and downs” of the universe. The narrator solves the jewel smuggling caper. She observes the mysterious power of spoken words. And then creates meaning in the mundane, and subverts the activities of a cult.

Finally, she helps another victim of burnout syndrome to reenter society. All while taking steps in her own recovery toward essential work.

For Tsumura, who sets many of her stories within the realm of working life, the English publication of her book is well-timed. The ongoing pandemic and an increase in remote work has forced many people to reevaluate their working lives and how it affects their search for a fulfilling life.

Hope For The World Of Jobs, Work, Life, Satisfaction And Despair

Tsumura recently told Barton that, “The narrator changes jobs many times, experiencing both satisfaction and frustration. But ultimately, she keeps on moving forward. Sometimes voluntarily, and sometimes pushed on by her situation. I’d like it if this would help readers to know that even if they encounter feelings of despair in their working lives, it doesn’t have to be the end. Something else will come around.”


There’s No Such Thing as an Easy Job, by Kikuko Tsumura has 416 pages and is translated by Polly Barton.

In a time of both misinformation and too much information, quality journalism is more crucial than ever. By subscribing to Japan Times (the first place where the original of this write up was first featured), you can help them get more story right.

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Worklife In The Academia Of Columbia University

Worklife in the academia of Columbia University

This is a series on worklife in the academia and it will feature ‘worklife’ programs and services offered by different universities or institutions of learning. We will showcase how each institution gives their stakeholders, “dreamed of” work and life experiences. In this edition, we are focusing on worklife in the academia of Columbia University.

Columbia University has an office of work/life. There are six areas of focus which describes the different services and assistance available to patrons. They are; well-being, housing and relocation, child care and schooling, breastfeeding, adult and elder care and faculty recruitment.

Columbia University’s office of work/life fosters the well-being of the Columbia community and its people in their pursuit of meaningful and productive academic, personal, and work lives.

Six Key Focus Areas of Columbia University Office of Worklife

Well-Being: Information provided in this section includes details about food and nutrition, physical activity, and weight management. Assistance on how to find a gym discount or join a wellness challenge.

Since this is the space about staying healthy, there is ample promotion on positive mental and emotional health. Others are how to build social connectedness, support on getting you relaxed and stress management techniques.

Sleep health therapy is promoted so that stakeholders body and mind can rest and recharge.

Housing and Relocation: Housing information and referral service is provided with mortgage lending program. There is assistance on temporary housing and hotels, relocation, moving guide, rental guide and information about neighborhoods.

Child Care and Schooling: This is set up as a resource to keep parents focused on their day job. There is information on schooling from elementary, to middle then high school. Also available is information on early education, early intervention and special education.

“While we cannot change the realities, we are staying as informed as possible. Columbia colleagues, we are here for you—to think out loud, explore options, and brainstorm potential solutions.”

The School and Child Care Search Service provides expertise and guidance for early education and child care or K-12 schooling options. The services are available either it is for a child under the age of 5 years or a school-age child, 5 years or older?  

Is Half Of Worklife Care for Family Or The Employee?

Breastfeeding: There is a guide to help supervisors and managers work with employees on taking time to express milk during the work day. Support is provided for setting up lactating room or space that will fit the needs of lactating mothers with minimal investment.

Other resources includes step-by-step checklist for preparing return to school or work and a compilation of local, state, and national resources for breastfeeding women.

Adult and Elder Care: Taking care of our own children is as important as taking care of those who took care of us when we were growing up. Columbia University therefore provides a number of services to support those caring for adults or elders. This section highlights programs and policies available at Columbia that may assist caregivers. It has links to many local, state, and federal organizations with helpful resources and information. There is information about senior citizen housing, and long distance elder care-giving.

Faculty Recruitment: Here, support provided includes relocation and transitions especially for newly-recruited faculty members and their families.

Additional Services From Office Of Worklife

Users of the services provided through the office of worklife can also take on additional offerings such as the following.

“Everything that we do is truly to support our community and work toward making Columbia an institution at which people can excel professionally and academically while still being able to enjoy their personal priorities,”

Rebecca Balkin. Assistant Director, Office of Work/Life. 

The Office of Work/Life offers free individualized, 1-1 consultations to help employees navigate the complexities that come with living in and around New York City.

The Uniqueness Of Worklife In The Academia Of Columbia University

Like most organisations, the Employee Assistance Program (EAP) is a free, confidential service, that provides counseling, referral, and life coaching services. But the offerings seems endless, and the extent of care and options are diverse.

One thing that can make an environment uncomfortable, despite all the good resources that may be available, is the inability of employees to freely express themselves. Columbia University however is something of a magnet for provocative speakers – invited speakers or members of the community. 

According to Lee C. Bollinger, President of Columbia University “universities are, today, more hospitable venues for open debate than the (US) nation as a whole.” In an article in the Atlantic, while addressing the issue of free speech on campus and President Trumps executive order extending free-speech protections to men and women on campus, Lee said, “when students express concern and discomfort about speech that is hateful, racist, or noxious in other ways, they are doing nothing unreasonable or historically unprecedented.” This is the freedom that allows unfettered release of creativity, and hopefully, connectedness.

Go For It But Do Not Be A Weak Link To Great Worklife Experiences

This is a great time and the reason for this call to employees, students and affiliates of the university, especially those that may be in need of some extra motivation to help themselves. They should turn to the University’s office of Work Life. The office have programs, services, and resources that will help them pursue meaningful and productive academic, personal, and work lives.  

No matter how good some things can be, and no matter how hard we all work, there tends to be some dark corners. This is so, especially when we are dealing with human beings. We trust our colleagues and supervisors to do the right thing. But sometimes, some people feel betrayed. In Columbia’s recent history, a story in the New York Times is a wake up call. Individually and collectively, members of Columbia community should continue to uphold the values that keep healthy worklife on track.

There are two resources to connect with from Columbia Business School. The first is called, “How Do I Find Work-Life Balance?” The other is called, “Why Aren’t My Attempts at Finding Work-Life Balance Successful”. Remember that resources are only provided by the office of worklife to support worklife in the academia of Columbia University. However, achieving worklife balance is a different challenge.

How Do I Find Work-Life Balance?

To the question, how do I find work-life balance? Cali Williams Yost “short answer is, you can’t, because true balance doesn’t exist.” Cali wrote the article above titled, how do I find work-life balance? But he advocated for Work-Life Fit. No matter the pursuit, you can have a great experience using the “worklife fit” resources in the academia of Columbia University in the City of New York.

Changing the face of the world of work and the workplace requires a lot from all stakeholders. This is not just work for those in the human resources department. It is a collaborative effort that also involves all those who are receiving the services.

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Worklife Profits From Slavery Changed Scottish Highlands Landscape

Profits From Slavery Changed Scottish Highlands Landscape_ Hidden Camera Naked Shots of Oloture_Mo Abudu

image: The Guardian UK/Mo Abudu/Premium Times/Hidden Camera Naked Shots of Òlòtūré/Worklife Profits From Slavery Changed Scottish Highlands Landscape

Money earned through enslavement work played a key role in the eviction of Highlanders in the 18th and 19th centuries, study finds.

Between roughly 1750 and 1860, in living their life and doing their work, wealthy landowners forcibly evicted thousands of Scottish Highlanders in order to create large-scale sheep farms. Known today as the Highland Clearances, this era of drastic depopulation sparked the collapse of the traditional clan system. Additionally, it led to the mass migration of Scotland’s northernmost residents to other parts of the world.

“Others benefited indirectly by inheriting money or marrying into families that had profited from enslavement.”

As Alison Campsie reports for the Scotsmannew research argues that this pivotal period in Scottish history had close ties to the enslavement of people in British colonies. During the period, a cadre of individuals enriched by slavery evicted at least 5,000 people from their property. Thereby buying up more than one million acres of land relinquished during the clearances.

Indirect Worklife Profits From Slavery

Iain MacKinnon of Coventry University and Andrew Mackillop of the University of Glasgow detailed their findings in a discussion paper published by Community Land Scotland, a nonprofit that represents the country’s community landowners.

A field of green grass with a glimpse of grey sky behind; in the foreground, low stacked walls of flat rocks form the remains of terraces built into a sloping hill
Ruins of farms on Fuaigh Mòr, an island evicted during the Highland Clearances (Public domain via Wikimedia Commons)

The pair’s research also features in a new episode of “Eòrpa,” a BBC current-affairs show anchored by journalist Ruairidh MacIver.

The episode is not accessible in the United States. But United Kingdom based viewers can watch it via the BBC’s website.

Per the Scotsman, MacKinnon and Mackillop found that some landowners made their money from the direct enslavement of individuals on British plantations.

Others benefited indirectly by inheriting money or marrying into families that had profited from enslavement.

“The history of the Highlands in 1700s and 1800s isn’t complete without mentioning slavery. It is where the money was made.”

Losses From Worklife Profits And A National Write Off

All told, beneficiaries of slavery made at least 63 estate purchases during the clearances. They bought up territory that now comprises about 33.5 percent of all the land in the western Highlands and Islands. Adjusted for inflation, the researchers estimate that these buyers spent at least £120 million on land ($158 million USD). Because the authors are missing purchase prices for 22 of the estate sales, the true total is likely much higher.

Similarly, MacKinnon and Mackillop estimates that beneficiaries of slavery evicted at least—but likely more than—5,000 people during the clearances.

Recommended: Hidden Camera Naked Shots Of ÒLÒTŪRÉ

Òlòtūré is a film about modern slavery. Is there a correlation between today’s enslavement and Scottish history of 1700s and 1800s?

The majority of these purchases took place between 1790 and 1855, with peak slavery-related sales taking place in the late 1830s.

These sales coincide with a period in which the British Parliament paid out roughly £20 million to “reimburse” former enslavers. This is for their financial losses after the British Empire formally abolished slavery in 1833. (According to the Scotsman, this compensation amounts to more than £2 billion, or $2.6 billion USD, today.)

John Gordon of Cluny, is a colonel who is described in a separate Scotsman article as “one of the most hated men in Scottish history.” He received the equivalent of £2.9 million as compensation for the more than 1,300 people he had enslaved on plantations in the Caribbean. And he went on to purchase the Scottish islands of Benbecula, South Uist and Barra, evicting nearly 3,000 people in the process.

Assisting Informed Debates On Work Profits From Slavery And Its Legacies

The new study is part of a larger effort among Scottish researchers to illuminate the full story of the country’s ties to slavery. As Mackillop notes in a statement, the pair’s report seeks “to encourage informed debate over the tangled legacies of Scottish society’s substantial and sustained involvement in slavery within the British Empire.”

MacKinnon adds, “It is now clear that returning wealth from Atlantic slavery had an important impact on landownership change in the West Highlands and Islands in the 19th century. And it contributed significantly to the development of extractive and ecologically damaging forms of land use.”

“And many Scots owned humans directly. Especially in countries along the West African coast and in the West Indies.”

As Alasdair Lane reported for NBC News this June, these debates have gained traction in the wake of ongoing Black Lives Matter protests against systemic racism. Scottish merchants played a key role in the trade of enslaved people. And many Scots owned humans directly. Especially in countries along the West African coast and in the West Indies.

Scots have historically been portrayed as “abolitionists and liberal champions.” But their exploitation of Guyana, a country located at the northeastern tip of South America, contradicts this image, wrote Yvonne Singh for the Guardian last year.

Work Profits From Slavery And Reparative Justice

Profits from enslavement work bolstered some of the country’s most renowned institutions.

In 2018, for instance, the University of Glasgow announced that it had received nearly £200 million in today’s money from donors involved in the slave trade, as Helen McArdle reported for the Herald at the time. The university committed to a reparative justice program. They also created a new center for the study of slavery and embarked on collaborative projects with institutions such as the University of the West Indies.

Scottish historian David Alston, compiled a list of individuals with financial investments in both the Highlands and Guyana. This is as part of his two-decade investigation of the relationship between slavery and the Highlands. He tells the Herald’s Jody Harrison that “[t]he more I’ve studied this, I think that you really don’t understand the history of Scotland or the history of the Highlands unless you understand the importance of the slave trade in that history.”

Alston adds, “The history of the Highlands in 1700s and 1800s isn’t complete without mentioning slavery. It is where the money was made.” In living their life and doing their ‘work‘, wealthy individuals worklife profits from slavery changed the course of history for several generations. Many dead, much more, yet unborn.


The original version of this article as written by Nora McGreevy was first published on the Smithsonian Magazine

Nora McGreevy is a freelance journalist based in Chicago. Her work has appeared in WiredWashingtonian, the Boston GlobeSouth Bend Tribune, the New York Times and more. She can be reached through her website, noramcgreevy.com. Follow her @mcgreevynora

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The Power Of Personal Profile – Warwick Business School

THE POWER OF PERSONAL PROFILE - WARWICK BUSINESS SCHOOL_wbs

There is a lot of power and developmental transformation that you can mine from your personal profile if you can just give it the right attention and focus.

Your personal profile is beyond what is written. It is beyond the personal descriptive statement that you put on your social media ‘DP’ or on your resume. It is what characterize who you are, your accomplishments, strength and skills. This is about your future riding on your past.

Personal profile can be one of the most powerful elements in your business armoury, but you have to know what tools and techniques will help you build it, protect it and drive your success. Culturally, many of us are brought up not to “toot our own horns” or “shout about our successes.” But in today’s highly competitive world, if you don’t stand out, you’re likely to watch those with a higher profile pass you by on their way to the top. 

Throughout this interactive and practical session, Vanessa will share stories from her career; starting in Banking in the City at 16 and her rise to the C-suite. 

Vanessa will provide the top tips she’s picked up in corporates, as an entrepreneur and as a network leader, and encourage you to become comfortable with raising your profile.

The Power of Profile – Toot Your Horns

THE POWER OF PERSONAL PROFILE - WARWICK BUSINESS SCHOOL
  • How to stop feeling like an imposter
  • How to focus on your personal brand and exhibit leadership behaviours
  • The importance of networking and building relationships for the future
  • Speed networking – Getting to know your fellow guests
  • Optimising your digital footprint 
  • Coach, Mentor, Sponsor – who can help you drive your career
  • The importance of giving back. 

Vanessa will provide guidance on a wide array of profile -raising opportunities that are easy to implement straight away.

She’ll help you take the next steps towards raising your profile and attracting opportunities to progress in your career and help others too.

Interested?

The Power of Personal Profile: Event Date: 25 November 2020

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Hidden Camera Naked Shots Of Òlòtūré

Hidden Camera Naked Shots of Oloture_Mo Abudu

image: The Guardian UK/Mo Abudu/Premium Times/Hidden Camera Naked Shots of Òlòtūré

On Mo Abudu’s Instagram page, luciandos2 wrote, “as a lady from Edo state, Nigeria, watching Òlòtūré ring bells in my head. You left no stone un-turned on this one.”

Few years ago, we got a good glimpse into modern slavery through CNN’s hidden camera naked shots. It was the CNN Freedom Project to ending modern-day slavery. Good that came up before Òlòtūré (“Endurance”) came on stage.

From the CNN Freedom Project documentary, Nima Elbair started out by telling us that we are watching the auction of human beings in the 21st century. This is as she went underground as a prospective candidate, to be trafficked to Europe. She is dark in complexion!

Kristie Lu Stout says, “it is when your freedom is denied, that is when you really feel it.” This and many other reports came in as the CNN Freedom Project shines light on stories of modern-day slavery all over the world.

It is a global problem, an age long trade, that leaves no country or group of people as saints.

Tobore Ovuorie And Her Investigative Journalistic Work

The CNN work and that of others was followed up by Nigeria’s Premium Times Newspaper. They did an investigative work inside Nigeria’s ruthless human trafficking mafia. And their report was published on August 12, 2014. After them, the baton was given to Mo Abudu which has led to the production of Òlòtūré.

Tobore Ovuorie of Premium Times was motivated by years of research into the plight of trafficked women in the country. The loss of a friend also pushed her to go undercover in a multi-billion dollar criminal enterprise. She emerged bruised and beaten, but thankfully alive. This was after witnessing orgies, big money deals in jute bags, police-supervised pick-pocketing, beatings and even murder. This is her story.

Help From The Wrong Quarters

Tabore wanted to break through the hypocrisy and official propaganda. She was determined to show how, every day, criminals in Nigeria are helped by the powerful, to enslave fellow young citizens.

Hidden Camera Naked Shots - Òlòtūré

She gave herself a new name, ‘Oghogho.’ This helped her to connect with another Oghogho I., who is an accomplished, and wealthy human trafficker.

Oghogho I. told Tabore, “don’t worry about crossing borders and getting caught. Immigration, customs, police, army and even foreign embassies are part of our network. You only run into trouble with them if you fail to be obedient to us.”

Tabore said two of the trafficked sex workers she interviewed had tried to find help at Nigerian embassies in Madrid and Moscow. It was a wrong step. They soon realized that the very embassy officials from whom they had sought deportation, had immediately informed their pimps. 

Even as close as November 17th, 2020, Premium Times reported that the Nigerian Embassy in Germany suspended a senior Embassy security staff. His offence, an allegation that he solicited sex from a woman before renewing her passport. What prompted an immediate action was a video that went viral.

To Every Labor And ‘Work’ There is Profit

How will you define “work?”

Merriam-webster dictionary defines work in different ways. We will focus on the first three definitions. The first is, work is to perform or fulfill duties regularly for wages or salary. The second is, work is to perform or carry through a task requiring sustained effort or continuous repeated operations. And the third definition is, work is to exert oneself physically or mentally especially in sustained effort, for a purpose or under compulsion or necessity.

From the three definitions, every task, duties or action undertaken during slavery and by compulsion is work. And it has its own industry.

Recommended: Profits From Slavery Changed Scottish Highlands Landscape

The slave trade of the 16th to 19th century that took away West Africans as slaves to the rest of the world was profitable “work” to both locals and foreigners. The foreigners did not go into the inter land. Local chiefs coordinated the attack (evil “work”) on innocent people. They were the ones who held them as captives before sending them over to the foreigners once their ships arrived. The foreigners took away the human cargo, just as they took away raw farm produce. Both, were simply goods for commercial business transactions.

Hidden Work, Naked Profits

Today, Oghogho I. too is profiting from her business.

Tabore reported that Oghogho I. owned four luxury cars, and two houses in Edo State. And that she was busy completing the building of a third house near the Warri airport in Delta State. Others she had met through her initial ‘call girl’ exploits were also clearly on their way to “riches” too.

Priye was set to go back to the Netherlands, where she worked before, to become a ‘madam’. Ivie and Precious were quite happy to go back to Italy. She narrated that, “Precious had already made enough money to start building her own house in Enugu, a city that is located halfway in between Abuja and Port Harcourt.”

Hidden Camera Naked Shots: Òlòtūré Official Trailer

Through Òlòtūré’s hidden camera and naked shots, the difficult realities of these women, particularly those who were sexually exploited, comes to light. It shows how they are recruited and trafficked overseas for commercial gain.

In just days after its debut, Òlòtūré has become the top watched movie in Nigeria. And it is among the top 10 watched movies in the world on Netflix.

CNN Shines Light On Òlòtūré’s Bright Light

Aisha Salaudeen also did a report for CNN titled, New Nollywood film shines a light on human trafficking in Nigeria.

Mo Abudu_Ebonylife TV_Òlòtūré
Mo Abudu, Executive Producer of Òlòtūré

She reported that human trafficking is a $150 billion global industry. And that according to a 2014 report by the International Labor Organization, two-thirds of this figure is generated from sexual exploitation.

The film Òlòtūré is also doing well in countries like Switzerland, Brazil, and South Africa because it is authentic and “deals with the truth,” Abudu said.

“EbonyLife has done seven movies. But this is the most impactful one we have ever done. And the most important.”

The National Agency for the Prohibition of Trafficking in Persons (NAPTIP) is the law enforcement agency in charge of combating human trafficking in Nigeria. They want the film to be made available to people in rural communities who don’t have access to Netflix.

The International Organization for Migration (IMO) estimates that 91% victims trafficked from Nigeria are women. And based on their traffickers notoriety, they would have sexually exploited more than half of them.

Nigerian Filmmaker Kenneth Gyang Brought The Stories To Life

Hidden Camera Naked Shots - Òlòtūré
Actors pose as sex workers on the set of Netflix original film, Òlòtūré

The film Òlòtūré, was directed by award-winning Nigerian filmmaker, Kenneth Gyang. It features Nollywood stars like Sharon Ooja, Omoni Oboli and Blossom Chukwujekwu.

According to Indiewire, Gyang was already working on a trafficking project when he was approached by EbonyLife in 2019 about Òlòturé.

EbonyLife is Mo Abudu’s production company.

In an interview, Gyang said he was inspired to make the movie after absorbing the experiences of Nigerians suffering in exile around the world.

The Search For ‘Next Level’, Never Always Have A Happy Ending

“I travel a lot, especially in Europe and I see Nigerian sisters, West African sisters in dark corners of countries like Luxembourg,” Gyang said. “But I was especially outraged by a BBC documentary series a few years ago. It was about a Nigerian girl who left to go to Europe because she was promised work. But she ended up in Agadez [Niger]. She was then sold to different men everyday to make enough money that could get her to Libya.”

Getting enough money was never certain, and same with the dangerous desert trip to Libya.

Hidden Camera Naked Shots - Òlòtūré
Ebonylife TV

The film concludes on a very bleak note, with Òlòtūré’s fate uncertain.

Though it’s not quite the happy ending that audiences might be hoping for. For the filmmaker, that’s the point.

“I didn’t want a ‘Hollywood ending’ for this film because I want people to talk about the film. And the only way you can really talk about it is to show the reality of these women’s lives,” Gyang said. “Because very few of them are actually saved in real life.

While Òlòturé is brutal to watch, it however explores a world that only a few know anything about in unflinching detail. Even though those who take the “Òlòturé adventure” brings lots of negative publicity to Africa. This is therefore one other effort to change the African narrative overseas. A change away from stories about poverty, famine, war, disease and despair – what novelist Chimamanda Adichie calls, the danger of the single story. Gyang also wants to tell stories that have social impact and reveal truths that could lead to change.

Past Pains That Stirred The Desire For Change

Mo Abudu_Ebonylife TV_Òlòtūré_I just love what I do

Gyang referenced a 2019 report that said as many as 20,000 Nigerian girls were sold to prostitution rings in the west African nation of Mali alone.

“I watched the report on Al Jazeera and it made me so mad,” he said.

“I didn’t want all that stuff about them being saved because it’s just not the reality of most of these women. And it would not make sense to represent this fantasy that people will watch, and maybe believe that that’s how it ends for most of them, because it’s not the case.”

He’s hopeful that the film could inspire the Nigerian government to act more aggressively on the issue of human trafficking, although that has yet to happen. “I’ve seen a lot of important personalities talking about the film in Nigeria and I think that should get the government’s attention,” he said. 

Mosunmola Abudu (Mo Abudu) is an accomplished woman and she has been described as “Africa’s most successful woman” by Forbes. Abudu is a talk show hostess, TV producer, and human resource management consultant. She is also a media personality, entrepreneur, venture capitalist and a philanthropist.

In her own little way, Mo is contributing to a project that is hopefully, trans-generational in its impact. History records the works of Mary Mitchell Slessor, a Scottish Presbyterian missionary to Nigeria. She was able to stop the killings or abandonment of twins in Cross River State.

Why Is West Africa The Hot Bed Of Slavery?

Think again. 12 million Africans were brought to the Americas as slaves in the 16th to 19th centuries. But today, as at 2012, there are a conservative 21 million fresh human beings who are living in slavery worldwide.

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What Matters Most In Life – Jennifer Lopez And Davido Speaks

What matters most in life_Material things are becoming useless..

What matters most in life differs at different times and for different people.

Jennifer Lopez says 2020 taught her what ‘matters most’ in life during E! People’s Choice Awards speech. But she is not the only one catching a rainbow in the sunshine. Popstar and multiple award-winning artiste, Davido also had a moment of reflection on life. He gave a good guess on what he thinks matters most in life.

“Oh, my God 2020 man, 2020 was no joke, right?” Lopez said while accepting the Icon Award.

“I mean, before 2020 we were obsessing about winning this award, getting nominated for that award. We were caught up on who sold the most records or who had the biggest box office opening or crazy stuff. This year was the great leveler. It showed us what mattered, what didn’t and for me, reinforced what matters most, people.”

Lopez had a few surprises before she began her speech. Nicole Kidman, Renee Zellweger and her children were among those who appeared virtually to share their admiration.

Is This What We All Want?

“Helping each other, loving each other, being kind to each other. And the importance of that connection, that human touch. And I realize it’s what I strive for in everything I do, to reach people, to touch people. I believe that’s what we all want, shared experiences, to know that we’re not in this alone,” Lopez went on to say.

“Your belief and your faith in me motivates me to keep going. And sometimes when I’m tired or beaten down like a lot of us have been this year, it’s my family, my friends, my babies and my fans – you guys, who have lifted me up when I couldn’t lift myself.”

Lopez began her career as a dancer on “In Living Color” before finding success as an actor, singer and producer.

She spoke about perseverance. “As a Latina and as a woman, we have to sometimes work twice as hard to get the opportunity. Sometimes my big dreams and my ambitions made the people around me nervous. People would say, you’re a dancer, you can’t be an actress. The more they said I couldn’t, the more I knew that I had to,” she said.

“So now here I stand, so very grateful, knowing that the true measure of my success is not in box office numbers or records sold but from the love that I feel from all of you and yes, I feel it.”

Material Things Are Becoming Useless

What matters most in life can change with the loss of a dear friend. Popstar, Davido, known to flaunt his wealth and jewelry on social media stated that material things are becoming useless to him. 

“I feel like material things are just becoming useless to me every day.” The Fem singer said while being featured on Apple Music Radio’s Africa Now with DJ Cuppy. 

“I just lost a friend, he is from Zimbabwe, he was my very close friend. He was an amazing, and a very great and loving guy, Ginimbi. What did he not have? He had it all,” he said.

“At the end of the day what his death made me realize is that all we have in this life is the air we breathe. You might be poor or rich but whatever situation you find yourself just be happy that you are alive,” he went on to say.

Davido’s new album release has a perky song that opens the LP, “Fem” (“Shut Up”). It recently became a protest song for Nigerians demonstrating to end police brutality and corruption. He have already proved himself across Africa and Europe, and sung alongside American and British superstars. He have been signed to multinational labels, and his music have drawn millions of streams.

Image: Jennifer Lopez, People’s Icon of 2020, accepts the award onstage for the 2020 E! People’s Choice Awards. Photo by Christopher Polk/E! Entertainment/NBCU/Photo Bank via Getty Images/grapejuice

Image: Davido/ghgossip

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Right Mentoring For Success In Career And Leadership

RIGHT MENTORING FOR SUCCESS IN CAREER AND LEADERSHIP

A right mentoring relationship can be a powerful tool for professional growth. It can lead to a new job, a promotion, or even a better work-life balance. But what does it take to be a great mentor or mentee? How do mentees find mentors to meet their career goals?

To find answers, hook up to an upcoming event with a right mentoring package – the Pennsylvania State University School of Public Policy offer. They are getting set to developing the next generation of problem solvers and leaders.

“A mentor is someone who sees more talent and ability within you, than you see in yourself, and helps bring it out of you.”

Bob Proctor

Right Mentoring As A Strategy For Career And Leadership Success

PENN States’s School of Public Policy offers a monthly professional development series called, “Strategies for Career and Leadership Success.” The next event will address the power of mentoring relationships. It will be starting at 11:30 a.m. on Wednesday, Nov. 11. See below for more details about how to register for the event.

You may also like; Yale Young Global Scholars (YYGS) 2021 Program

Since June 2020, the PENN States’s professional development series has been helping students, recent graduates, and current professionals develop their career and leadership skills. The program provides opportunities to learn skills related to interviewing, professional presence, and how to maximize the internship experience. Participants also learn how to build organizational relationships, and more.

The November 11 mentoring session will be led by 2013 Penn State alumnus Jeremy O’Mard. He earned his bachelor’s degree in management information systems with a minor in operations and supply chain management. Currently, he is a managing consultant in the Managed Services and Cloud Solutions Practice of IBM Global Business Services. And he has worked with commercial, state government, and federal government agencies, serving in both technical and operational roles.

O’Mard’s Career Kick-start And FastStart Mentorship Program

During the event, O’Mard will discuss the mentorship process from mentor and mentee perspectives. Using his experience, he will be providing advice for identifying a mentor, and strategies for making the relationship work.

O’Mard said his involvement with mentoring began when he joined the FastStart Mentorship Program during his senior year at Penn State.

FastStart typically matches first-year students from underrepresented backgrounds with a faculty/staff mentor and a Penn State alumni mentor. This is a program that is designed to help students flourish in their new environment. It works through a simple process of answering questions, directing students to resources, offering support and wisdom, and providing informal networks for career development.

“If you cannot see where you are going, ask someone who has been there before.”

J Loren Norris

There is great benefit in horizontal peer to peer mentoring. However, the type of mentoring most people look out for, is a mentor they admire. Most times, someone who is a senior to them. Take time to explore this Harvard Business Review article if you want to build a mentoring relationship with a leader that you admire.

Passing On Lessons Learnt

“I remember the many lessons that I learned during the first half of my college career. And I thought it would be great if I could help incoming students navigate the college landscape. Especially students from underrepresented communities or disadvantaged backgrounds,” said O’Mard. “My first stint as a mentor was an eye-opening and enriching experience. It was great to know that my mentee was able to apply some of the tips that I provided.”

After graduating, O’Mard continued to serve as a mentor in the FastStart program. He says he enjoyed both teaching and learning from his mentees and consequently became involved as both a mentor and a mentee at IBM.

“Ironically, one of my mentees [at IBM] is a student at Penn State,” he said. “I can honestly say that I have learned a lot, personally and professionally, serving as both a mentor and a mentee, and I would encourage others to get involved with mentoring.”

Take Action To Advance Your Personal Development

The upcoming conversation will be held via Zoom and consist of a brief interview followed by questions from the audience. Participants will have the option to ask questions during the live discussion or by email in advance of the presentation to publicpolicy@psu.edu.

For more information about the series and to RSVP for the Nov. 11 session, visit publicpolicy.psu.edu/careerstrategies. A Zoom link will be sent to all registrants in advance of the event.

Learn more about mentoring, personal development and various effective ways of learning through imentoring mentoring group. You can also get free Linda Phillips-Jones mentoring books collections.

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Build A Mentoring Relationship With A Leader You Admire

BUILD A MENTORING RELATIONSHIP WITH A LEADER YOU ADMIRE

image: trumzz/Getty Images/Build A Mentoring Relationship With A Leader You Admire

Years ago when I taught a graduate leadership course in Seattle, one of my students asked me to be his mentor. This was about a week after the class had ended. It was clear that the question was difficult for him. Throughout the course, he appeared disinterested in my teaching, aloof, and often scoffed at the materials I presented. I’d assumed that he didn’t like the course or me.

But what caught me off guard that day was his sincerity. He explained that he’d had some bad experiences with mentors in the past. He came to realize that the people he had reached out to and admired weren’t genuinely interested in helping him grow. And they usually wanted something in return: free labor, an ego boost, the chance to feel important.

Trusting someone he wanted to learn from was still difficult. But he’d found the courage to ask me anyway. His vulnerability was disarming. I’d never been formally asked to “mentor” anyone and I felt like a fraud. I feared that if he knew my many flaws and insecurities, I’d end up being yet another disappointment.

Reluctantly, I agreed and decided I could simply hide those parts of myself.

Trust, Vulnerability And Growth In Mentoring Relationships

It wasn’t until months later, when we had built a foundation of trust, that I felt comfortable enough to follow his example. Sick of carrying around my angst, I confessed my fears about being the “perfect” mentor. As it turned out, the last thing he wanted was my perfection. He wanted me to be human, to see how I dealt with my shortfalls, and grew to trust me more because I acknowledged them.

I tell this story because I understand how complicated relationships between different generations can be in academic and professional settings. We spend a great deal of time comparing what we each have to offer to one another, and to the world.

In academia, young students want professors to help them make sense of the world. While their professors are worried about keeping up with their publishing demands.

At work, many emerging leaders feel those senior to them stand in their way. While those in senior roles privately question their relevance in the face of younger, tech-savvy newcomers. Such is the dilemma that both sides faces in an effort to build a mentoring relationship.

It Is Beyond The Legacy Or Wisdom Of Older Leaders, We Need Each Other

The irony is that the legacy of older leaders is only secured through helping the young ones reach their potential. And the opportunity to fulfill your potential as a young leader can be realized much more fully if you make an effort to inherit the wisdom of your predecessors. We need each other to feel like we both matter.

If a senior leader you want to connect with hasn’t figured that out yet, there are ways to help them, as my mentee helped me. Of course, all generations have more work to do in this area. These connections can only be made if both sides build bridges and make an effort to understand our mutual wants and differences.

But right now, I want to empower you, the young leader, with a few tools that I’ve seen help lay the foundation.

Test Your Assumptions And Labels. 

Chances are, if you’ve struggled to connect with a particular older leader, you’ve formed biases about them. You may have interpreted some of their behavior as off-putting, unapproachable, or disinterested in you. While your concerns may very well be valid, it’s also important to check yourself before completely writing them off.

I initially interpreted my student’s aloofness as disinterest. When in fact, it was the opposite. You may be surprised by what you find when you dig a little deeper.

Before shutting the door on a relationship with an older employee, put yourself in their shoes. Could you be misinterpreting where they are coming from? Are you projecting some of your own anxiety or misgivings onto them?

If you have any connection with someone who knows them better, check in with them to find out more to test your beliefs. Make sure that your criteria for judging their behavior isn’t based on how similar or different they are from you. The things that are different about them, may end up being the most valuable.

Use Vulnerability, Not Just Confidence, To Build Credibility

Many emerging leaders feel the best way to win the approval of older leaders is to appear confident, smart, and assertive. But that can backfire. It can come across as entitled or overly self-assured.

After asking me to be his mentor, my graduate student went on to confess that his behavior during our class was his way of trying to prove that he didn’t need help. He told me, “It’s funny, I was looking to be developed and led by trying to convince both of us that I needed neither.” His humility deeply impressed me.

What will show more seasoned leaders your maturity and credibility is being vulnerable. Being able to openly talk about what you don’t know. Asking for help in places you feel unsure, and acknowledging areas you need to improve. While that may feel risky, older leaders know that there’s only so much legitimately earned confidence, someone who is early in their career will have. Faking more than you have will only make others less likely to trust you.

Demonstrating that you know your limitations by being confident enough to ask for help indicates you are trustworthy and open to learning. If you are struggling with a project, for instance, you might say, “I’d love to get your input on this. I’m feeling really good about these parts, but I haven’t had enough experience in this area and I know that it’s your expertise.”

Avoid Complete Deference

On the other hand, extreme deference can create distance. In some cases, it can make you come across as a suck up. In others, it establishes a formality that makes senior leaders feel as though they always have to “be on” when they are around you.

Believe it or not, deference triggers a sense of imposter syndrome, a fear many older leaders have (that they aren’t worthy of the role they are in). This was my struggle in my relationship with my graduate student.

Recommended: Mentoring During A Crisis – Place Of Self And Mentee

You want to be someone that older leaders can feel safe with. Someone who they can be themselves around. When leaders across generations can learn to be vulnerable with one another, it can be transformational.

Find Common Ground

What many emerging leaders long for is to feel respected by older leaders.

Creating “peership” with older leaders — approaching them as equals without being cocky and showing respect for their seniority without being overly deferent — is one of the hardest parts of these relationships.

To establish mutuality, learn about their lives outside of work. If they have pictures of their family in their office, ask about them. Or, if you’re on a video call and one of their kids walks in the room, use that chance to learn more about their life. To build a mentoring relationship that will last long, also find out what interests they have outside of work.

When my student and I were first getting to know each other, I was still a newcomer to Seattle. My family and I were steeped in boxes from our move to the new city and he offered to help. As we unpacked boxes of books in my office, he asked about my clients and the work I did. It became a ritual for us to sit on the floor in front of the bookcase and tell stories of leaders facing real-life challenges.

Shared humanity is a great way to establish common ground, setting the foundation for a strong relationship. It also helps neutralize any hierarchical differences without ignoring them. You can show respect for your differences in experience by asking about their career choices and how they’ve approached their development.

Ask For What You Need

As simple as it sounds, seasoned leaders love when younger leaders cut to the chase and ask for what they want. If you want more time with someone, ask for it within reason. You probably can’t get an hour a week, but you might get an hour a month. With such baby steps, you will build a mentoring relationship that is fulfilling.

If you want more opportunities to have your ideas heard, ask for it. You can say, “I know our meetings are very full, but sharing my ideas is an area I need to grow in. Sometimes we move so fast that I don’t feel comfortable jumping into the fray. I wonder if we could set aside 15 minutes in an upcoming meeting for me to share an idea and engage the team?”

What Rejection Actually Mean

If you fear your request will be denied, you’re not alone. Many emerging leaders are afraid of the feeling of rejection that comes with that denial. Instead of personalizing silence, or a “no” answer, ask the other person to help you understand.

Whatever their response, they likely have your best interest in mind. You may have to ask several times to make something happen. This is why you should always ask with a level of respect, and explain why your request makes sense. Any hint of insistence, entitlement, or sulking if your request isn’t granted, is more likely to be met with resistance.

Remember that your desire to connect with more experienced colleagues is worthy and admirable. You are beginning to walk your way to build a mentoring relationship that is mutually beneficial. You are striving to learn from them, to offer something in return, and to broaden your network beyond your peers. Learning how to make those desires known to senior leaders takes practice, but it’s a skill you will use all your life.

It may feel risky, and at times, it will feel uncomfortable. But that discomfort is the same thing that will make your relationship go from enjoyable to transformational.

Start Now, Start Small. Keep It Friendly, Informal And Enjoyable

It takes some work to build a mentoring relationship. But you can start small. Who is a more experienced professional or leader that you admire? Someone you’d want to emulate? Whose career has made you think differently about your own?

Reach out to them. Let them know how they, and their work have influenced you. And then, ask for a 20-minute virtual coffee. Prepare one or two questions to ask them. Keep it friendly and informal. Let them feel enjoyed, and help them to enjoy you. Some of the greatest relationships of our lives start with a simple question over a cup of coffee.

Click to read the original script @ Harvard Business Review – Build a Relationship With a Senior Leader You Admire by Ron Carucci


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Mentoring During A Crisis – Place Of Self And Mentee

Mentoring During A Crisis - Place Of Self And Mentee

image: Westend61/Getty Images/Mentoring During A Crisis-Place Of Self And Mentee

Shortly after September 11, 2001, I (David) stood in the cafeteria line at work, anxieties still swirling in my mind. I happened to see one of my mentors, a senior member of our department. After we exchanged hellos, our conversation quickly turned to current events.

I remember he said two simple – yet powerful – words: “It’s scary.”

Almost instantly, my fears began to settle, replaced by a sense of connection. Knowing I wasn’t alone made a difference.

Even The Strong Need A Strong Hand Of Support

We have combined ~50 years of experience mentoring healthcare professionals before the Covid crisis. And now during it, we’ve learned just how important mentors can be—especially for those on the front lines.

For months, doctors, nurses, grocery store workers, postal carriers, and many others have been navigating physical danger, complexity, and uncertainty, with no end in sight. Now more than ever, they need emotional support.

But they can’t always turn to their managers. They also may be consumed with solving problems and likely overwhelmed with keeping their organizations running.

Workers may also fear their managers. They are the ones who hold the key to their future advancement. There is always the concern that managers may view  a request for help as a weakness. That is where you as a mentor can play a critical role. You can provide them with a stabilizing force. This is the time to be that someone who can help talk them down when they’re triggered, scared, burned out, or confused—all off the record.

Fortify Yourself First

However, if you consider yourself a mentor to someone on the front lines, the first step is to take care of yourself. You can’t offer emotional support if you don’t have your own emotional fortifications in place. Then you can turn to helping your mentee’s by offering them emotional support and concrete tactics.

First, you need to take stock of your capacity. Do you have the necessary time, focus, and energy for your mentee? If you don’t have time but still want to help, one solution is to help your mentee’s develop a  “team of mentors.”

If you do determine that you have the bandwidth to play a mentorship role, ask yourself: what can I do to fortify myself? Ultimately, you cannot provide care to others with an empty tank.

The Basics Are Not Luxuries But Essentials

Adequate sleep, nutrition, exercise, and activities that provide rejuvenation and meaning—such as meditation, prayer, nature walks, listening or playing music—are not luxuries; they are essential.  

Micro-practices such as keeping a gratitude journal, deep breathing, and moments of mindfulness such as when using hand sanitizer can build moments of wellness into your day. And they take only seconds to minutes to implement.

And just as your mentee benefits from having you and other mentors to support them, you need your own support network as well. Highly effective leaders lean on support teams of colleagues near or far, and good mentors do the same. Do this by scheduling regular check-in calls with friends, family, mentors, coaches, spiritual advisors, or mental health professionals.

Encourage Reverse Mentoring

In the same vein, keep in mind that your relationship with your mentee isn’t one-way. Being open to learning from your mentees can be a source of positive energy for both of you. Reverse mentoring can pay big dividends, both emotionally and practically.

Voicing your appreciation for these moments of exchange can also build your relationship and provide its own form of emotional support to your mentee.

Attend To Your Mentee’s Emotional Well-Being

In your work with your mentees, it may be tempting to focus on teaching them new skills. You may also feel the need to give them advice about how to solve specific technical problems. But during a crisis and for front-line workers, you’re one of the few places and persons they can turn to for emotional support. So it’s critical that you make their well-being a focus for any mentoring discussion.

Encourage your mentees to share what they’re feeling. Reassure them, offer wellness strategies, and affirm their strengths.

How Are You Really Doing?

Begin with listening. Ask your mentees, “How are you really doing?”—more than once. Expect to hear about grief, anxiety, and fear. Encourage them to talk about these feelings.

Naming emotions helps us feel them, and allows them to flow through us, bringing a helpful shift in brain activity and perspective. Expect too that your mentoring meetings may involve more emotion than usual, including tears.

Practise Highly Supportive Reflective Listening

If you’re worried about what exact words to use with your mentees, know that reflective listening is in itself highly supportive. This just involves taking the essence of what the mentee said and offering it back as a connecting confirmation that they have been heard and understood.

For example, if your mentee is describing how stressful work is, you could say, “I hear it’s really stressful—and it’s hard to know what to do with the unexpected.”  

If you want to dig deeper, you can ask, “What is your biggest challenge right now?  What is helping? What’s going well—or still OK—in your world?”

In times of stress, clarifying what is most important to your mentees can be the biggest gift of all. In so doing you help them appreciate and focus on the things that bring meaning and purpose to their life.

Lower Expectations, Appreciate Strength

Offer reassurance and opportunities for connection. Discuss lowering expectations in these uncertain times. Explain that they shouldn’t feel they have to push themselves beyond their limits.

At the same time, express your appreciation for their strengths.

Simply naming them can be surprisingly helpful: “One of the things I most appreciate is your curiosity and drive for learning.” Or: “Coronavirus is one for the history books. You’re helping to pull us through. Thank you.”

Encourage Increase In Number And Spread of Mentee’s Support Team

Finally, share tactics for supporting their emotional well-being. Encourage your mentees to have their own support team and to limit their media exposure.

Offer a detail or two about your support team, and how you use it; ask about their own loved ones. Even just talking about mental health resources helps to normalize them. Each of us has used a coach, psychologist, therapist, or spiritual counselor. And at various times, has shared this fact with our mentees, as appropriate.

For both mentors and mentees, this may also be an especially meaningful time to renew dormant connections. Even if it’s been years since you’ve been in touch. A “check-in” call or e-mail can help.

And while virtual mentoring may not be as satisfying as the in-person kind, there is evidence supporting its efficacy.  In ways large and small, one person can make a lasting difference.

Even a few words, mentioned in passing, can last a lifetime.

Click to read the original script @ Harvard Business Review – Mentoring During A Crisis by David P. Fessell, Vineet Chopra and Sanjay Saint


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YALE YOUNG GLOBAL SCHOLARS (YYGS) 2021 PROGRAM

YALE YOUNG GLOBAL SCHOLARS (YYGS)

Yale Young Global Scholars (YYGS) has announced its decision to host all 2021 sessions virtually. Running the program virtually, started with the 2020 edition. It was a natural action for the program as organisations across the world went virtual because of the effect of COVID-19 pandemic. At YYGS, the top priority is protecting the health and safety of students, instructors, and staff in the program’s community.

The 2021 Yale Young African Scholars (YYAS) program will also be online. YYAS was modeled off its sister program, Yale Young Global Scholars, and continues to operate under its umbrella.

Yale Young Global Scholars (YYGS) is an unparalleled academic and leadership program at Yale University. It is an academic enrichment program for outstanding high school students from around the world. Each summer, students from over 130 countries (including all 50 U.S. states) participate in one interdisciplinary, two-week session.

Check Your Eligibility And Then Apply Now

Eligible Countries: YYGS accepts applications from ALL countries, and offers the opportunity for students to apply for need-based financial aid to students from ALL countries.

Eligibility: In order to apply to YYGS, applicants MUST fulfill all of the following requirements:

  • Age: Be at least 16 years old by July 19, 2021 (first day of Session III). This rule is so that YYGS is in compliance with legal restrictions for running a summer program for minors, and no exceptions can be made.
  • English Fluency: Be able to participate in a rigorous academic curriculum conducted in English.
  • Grade Level: Be a current high school sophomore or junior (or international equivalent).
  • Graduation Date: Be graduating in May/June 2022 or 2023 from the Northern Hemisphere, or in Nov./Dec. 2021 or 2022 from the Southern Hemisphere.
  • YYGS Participation: Be a first-time participant in YYGS. If you have participated in any YYGS session during a previous summer (e.g., 2020, 2019), then you are not eligible to participate during YYGS 2021. Please note: If you previously applied to YYGS but were not offered admission or were unable to attend AND you meet the eligibility criteria noted above, then you are encouraged to re-apply for YYGS 2021.

APPLY NOW for the 2021 Yale Young Global Scholars (YYGS) program!

Application Deadline: November 10, 2020 (Early Action) and January 12, 2021 (Regular Decision).

Fees: Program tuition is significantly adjusted to account for the virtual offering. The total cost for a two-week session of YYGS Connect 2021 is $3,500 USD. YYGS still plans to award financial aid (in partial or full tuition discounts) to students with demonstrated need. To be considered for financial aid, students must complete the financial aid section of the YYGS admissions application.

About Yale Young Global Scholars (YYGS) Online Program

The online program, YYGS Connect, will closely mirror and build upon last year’s online model. Summer 2020 was incredibly diverse and included participants from over 130 countries and all 50 U.S. states.

Students were able to deeply engage with one another during live academic program components. This also continued within private official YYGS Facebook groups, and as members of the YYGS social media team. The program is dedicated to continuing to find creative ways to foster global connections in a virtual setting.

Participants will take part in a curriculum that is designed to be as rigorous and intellectually rewarding as the on-campus experience.

This programming includes access to Yale campus resources through Opportunities Across Yale (OAY) virtual events. OYA connect students to libraries, campus departments, faculty, and more.

During YYGS Connect, students will average 20 hours a week (with weekends off) and participate in live Yale faculty lectures, small-scale seminars, simulations and more. All students who successfully complete the program will receive an electronic completion certificate.

Testimonial About Yale Young Global Scholars (YYGS) Connect – Online Program

“Even though our daughter couldn’t have the in-person experience because of the pandemic, she left each online class feeling like she had been pushed to think critically and brainstorm ideas to solve many different global challenges. We got to learn something new every night at dinner as she enthusiastically brought up the discussions she had in class. Additionally, YYGS made sure that the transition to an online platform was as seamless as possible. The program managers were extremely organised and supportive throughout the session. YYGS was definitely the best and most enriching summer experience she’s ever had.” -Nelson S., YYGS Connect (2020), Parent

Similar to last year, students will participate in a morning or afternoon track that best suits their time zone. YYGS Connect has a strict attendance policy, and students must attend all program components to earn their completion certificate. Interested students can view tentative schedules on the YYGS Connect webpage.

“Despite [YYGS] going virtual due to the pandemic, I was able to meet a diverse group of people from all over the world, who had their own unique sets of beliefs. To this day, I am still talking to the people that I have met from the two week program, and I continue to meet more alums through the alumni network.” –Eric L., YYGS Connect (2020), Student

Learn More – Sign Up For Webinar

YYGS staff will host a live webinar next week to discuss the virtual program in more detail. Guest speakers will include a YYGS lecturer, instructor, and alumnus who attended YYGS Connect last year. Sign-up for the webinar here.


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