A new business paradigm

The rise of the social enterprise

Posted by Josh Bersin on April 5, 2018.

After a year of research and another enormous survey of business and HR leaders around the world, we just released the 2018 Deloitte Human Capital Trends, entitled “The Rise of the Social Enterprise.” What we found, after detailed analysis of the data and many interviews with business leaders, is that businesses today are entering a whole new era of management: one that is focusing on the businesses less as a “company” and more as an “institution,” integrated into the entire social fabric of society. I know that sounds a bit high-level, but the detailed trends make it clear and real.

Related links

Follow us @DeloitteTalent

Stay connected.

2018 Global Human Capital Trends

Access the app.

Consider just a few statistics we found.

65 percent of companies surveyed now rate “inclusive growth” as one of their top three goals, eclipsing strategies like “growing market share” or “being the category leader.”
“Citizenship and social impact” were rated critical or important by 77 percent of our respondents, and this topic was rated the “least ready” issue among the executives we surveyed.
The need to create 21st century careers, improve the relevance of reward systems, focus on employee well-being, and address the issue of longevity in the workforce all rated as top 10 issues in the human capital agenda.

The trends we found, which are listed below, are topics one would have considered “soft” or “nice to do” in a prior age. Today, because of the power of each individual in the world of work, they are urgent.

One of the trends we identified is that companies today must be “social” in a truly external sense. Customers, stakeholders, communities, business partners, and employees all have an enormous impact on a company’s brand, growth, and profitability. Being a “social enterprise” means going beyond a focus on revenue and profit and clearly understanding that we operate in an ecosystem, and all these relationships are equally important.

Interestingly, the biggest challenge we found in this research is that C-suite executives are not operating or organized effectively to deal with this new world. If you think about the trends we highlight in the study, each cannot be addressed without an enterprise-wide, cross-functional approach. So the idea of having a C-suite executive who owns various functional areas alone simply does not work.

In fact what our research found was that a new model, which we call the “Symphonic C-suite,” is key, and companies should take on these issues as a team, creating a model we call “teams leading teams,” instead of the siloed functional ownership we see in the C-suite today.

For me personally this work is always among the most exciting things I do here at Deloitte, and this year’s report speaks to the need to find mission, trust, and value in our lives. We are living in a world of tremendous economic growth and technology revolution, yet also one of income inequality, contentious debate about nationalism, and lots of concerns about diversity, inclusion, fairness, and equity at work. I think our research shows that all these topics are now coming together, and business leaders must address them in an integrated and strategic way.

One more point of introduction. As you read these trends and think about how they impact your organization (whether you are in HR or line leadership), I think you’ll find that there are two real dimensions of transformation taking place.

Figure 1: The Two Dimensions of the Social Enterprise Paradigm

First is the horizontal axis—moving from an organization that operates as functional groups to one that operates as a “network of teams.” I’ve written about this extensively before (last year it was discussed in detail in the 2017 trends) and this trend has accelerated. This year I’ve met with banks, manufacturers, insurance companies, and health care providers who are all moving toward a “networked organization” model.

Second is the vertical axis—where every part of the company (sales, marketing, product strategy, engineering, HR, and finance) looks at the impact of external factors on the company and the company’s footprint in the external world. As one of our clients put it (a consumer goods company), customers now do business with companies that are local, companies that do good things in the community, and companies that do good things for society. This goes far beyond “corporate responsibility” into really being a good citizen, and redefining value propositions in this way. And this means doing a much better job of managing data, by the way, an issue that has become “front page” around the world. (One only has to read the news to see how today even the technology industry is impacted by this trend.)

Highlight of the 10 trends

Let me briefly highlight the trends here (in order of urgency from the research), and I encourage you to read the whole report, download the app, and attend one of our webinars highlighting the research.

The symphonic C-suiteAs I discussed above, the most urgent trend we identified was the need for C-suite executives to operate in a more integrated way (we call that “symphonic”). Today it’s as if each C-suite exec (CEO, COO, CFO, CMO, CHRO, CTO, etc.) is leading their own set of instruments, playing the music they think will contribute best to the overall orchestral performance. Of course in the symphony this would be a disaster, and the analogy plays out well in business as well.Consider the issues of gender pay equity or data privacy, for example. No one C-suite executive can “own” this problem, because it impacts every part of the company. Ditto for problems like “improving well-being” or “reducing attrition” or “improving our employment brand.” The latest survey from The Conference Board found that “attracting and developing talent” is now the No. 1 topic on the minds of CEOs—that issue, along with the others I mentioned, cannot be owned by the CHRO alone.
People data: How far is too far?We are all bombarded with news about AI, autonomous vehicles, and a never-ending discussion of the potential role of computer intelligence in our lives. What our research found is that this enormous issue— that of taking better responsibility for our data— is high on the minds of business leaders.As I was writing this trend, I had the opportunity to interview the head of research for one of the largest technology companies in the world. He told me that we still don’t really know how to make AI “safe,” because all this data we are collecting can predict and recommend actions that might be biased, single-minded, or ultimately just dangerous. Of course tools that predict attrition or recommend new learning programs are useful, but what happens when systems “recommend a salary” or “recommend a performance rating?” That kind of software can change our human behavior and clearly changes our perceptions of an individual.

With the GDPR (General Data Protection Regulation, a new EU regulation) now becoming law, companies must do a much better job of managing, stewarding, and securing data about people. Too many stories have come out about data leaking into the wrong hands, and often the ramifications of this release are not initially known. While the HR profession is very excited about the opportunity to finally use analytics to make better decisions, this year our research shows a need to focus on privacy, security, governance, and “auditing” of these systems in a much bigger way.
From careers to experiences: New pathwaysThis trend, which has accelerated in importance each year over the last four years, is the one I personally think is most important. Everyone in the working world is now concerned about the future of their career in a world of AI, robotics, and ever-changing technologies and jobs.I’ve done many presentations on the Future of Work in the last 18 months, and in every case I find people astounded about the way new jobs are being created at a faster rate than we have seen in decades. Today the jobs of “machine learning engineer” (which didn’t exist three years ago), “social media curator,” or “robotic system trainer” are growing at astounding rates, while all our traditional roles in sales, marketing, finance, and HR are changing as well.

What we found in this research is that companies now understand that their “upward path” career models are often very limiting, so they want to create models for “facilitated talent mobility”—models that give people hope, new skills, and continuous development in areas the company needs. But this is turning out to be harder than they thought, and the tools and systems to make this an institutional process are not quite ready.

The L&D market and new tools for continuous learning are arriving this year, so this trend will be one you want to read—and one you want to put on the top of your list of issues to address this year.
Well-being: A strategy and a responsibilityI was at a recent meeting of HR executives and one of the vendors cited a statistic that blew my mind: one in six Americans now take a psychiatric drug to help with depression, anxiety, or sleep.1 In today’s digital world of work, there’s a new level of stress in the workplace, which in turn creates a variety of issues with sleep and well-being, which in turn creates medical conditions (heart disease, diabetes, overweight, etc.) that reduce our health.The trend is not that health care is an important benefit for employers: rather the trend is that this is now a strategic issue that impacts workforce productivity, profitability, and employment brand. As I’ve surveyed this market and talked with many companies about this issue, I think we’ve reached a point where “employee engagement” is almost a meaningless phrase if it does not embrace the need to “make work healthy” and help people bring their “best selves” to work every day.

I won’t cite all the statistics here, but as you read this trend you’ll see that well-being is now a key corporate strategy and one that must be measured through performance and productivity metrics, not simply those that reduce the cost of insurance.

I think this topic also crosses the boundary into citizenship and responsibility—if you are not building an organization that helps people stay healthy and happy, you are not fulfilling your responsibility as an employer, and that impacts your customer brand.

The leading practices for well-being at work are all being invented now, as our organizations become more “real-time” and demanding by the day. I think you should read this trend as a wake-up call and think hard about whether you are putting the right level of focus and energy into this topic.
The hyper-connected workplace: Will productivity reign?As a professional in my early 60s, who grew up in companies that had no voicemail, no email, and no electronic communications at all (except fax machines), I am particularly sensitive to this trend. Today, whether we like it or not, we are all “over-instrumented” and “overloaded” by messages, communication tools, and more intelligent systems telling us what to do.At this point in time, based on the research we’ve done (and many of my own studies), I believe we work in an environment where technology is ahead of our ability to adapt. As we talked about in last year’s trends, economic productivity has not kept up with economic growth (or salary increases for that matter), and this is a funny paradox when you consider how many successful technology providers there are.

As we discovered in this trend, almost every company now has multiple systems for messaging and communication, we are all implementing internal social networks at work, yet we have very few rules, models, or practices to help people figure out how to use all this “stuff” without wasting their time.

I met with a vendor last week who has developed algorithms to monitor your email traffic and office calendar, and immediately give you recommendations on when to “push out a meeting” or “not respond to a message” in order to give you more thinking time to be productive. Our latest L&D research found that employees have only 24 minutes a week to “learn” on the job, so a new breed of micro-learning tools are emerging to help us time-slice our development.

As we discuss in this trend, this is a problem yet to be solved. I certainly hope that AI and analytics tools will give us smarter suggestions about what to ignore and what to do, but unfortunately, we are all human and we often respond to things in ways we cannot fully understand. (Look at how easy it is to create “clickbait” on social networks). Let’s not let our companies turn into “clickbait” factories for our people, and in this trend we tried to give you some examples of how to deal with this issue.
New rewards: Personalized, agile, and holisticThis trend is one I’ve been wanting to write about for some time, and I think the time has come. As a global business and HR community, there has been a lot done to make jobs more flexible, make careers more agile, and help managers become better coaches and mentors to our people. But what we have not yet done is figure out how to pay, reward, and recognize people in a way that is similarly modern and “digital” in this new world of work.I’m not saying people aren’t paid enough—the trend in compensation is upward and companies are now working very hard to improve fairness, transparency, and completeness in the compensation world. What is missing is a new design for agile, personalized, and holistic rewards, one that is relevant to each individual and gives organizations the flexibility to offer just what is needed at the right point in time.

The compensation and rewards industry is massive, and in most companies salary and benefits are the single biggest expense. But when we asked companies if their compensation strategies aligned to the company’s business priorities, we were shocked to see that only 20 percent of companies answered yes. This has to change.

Today, as we discuss in the trend, organizations need to do a much better job of paying people in ways that matter to them, creating more transparency in the process, and giving people more information about why compensation decisions are made the way they are. Everyone feels personally invested in their pay, bonus, and benefits, so in many ways this is the most powerful lever we have as leaders.

Just to give you a sense of the disruption ahead in this area. One of the larger payroll providers told me in the last few months that they see a trend toward “instant pay”—people getting paid every day for the work they did that day. Bersin recently started providing services for “conjoint analysis” of various pay and benefits programs (letting employees value how much they truly mean to them, rather than evaluate them based on the cost), and found that different segments of employees have vastly different desires for how they want to be rewarded.

These are important issues, along with the topic of fairness, gender pay equity, and generational pay equity, that have to be addressed now—and they fall into the category of “being a good citizen” and “focusing on the employee experience,” not just “being competitive in the market.”
Citizenship and social impact: Society holds the mirrorThis topic, which was rated important by 77 percent of companies around the world, is the one where companies feel the most behind (51 percent feel unready to deal with this issue). Why? Because it’s quite confusing and often unclear what to do.The issue we write about here is the need for CEOs and business leaders in general to take a stronger position on their responsible role in society. While business leaders are not “elected” like politicians, in many ways they are “elected” by their boards and employees, so they must think about everyone in the ecosystem in the interest of the company.Companies themselves, as Larry Fink from BlackRock and Marc Benioff from Salesforce have stated often, are valued based on their responsibility to society, so even CEOs who don’t want to deal with this issue are being asked to be more active in public issues. A recent article describes the conundrum “activist” CEOs face in their jobs and points out that while any position you take on social issues is likely to alienate someone, your employees and shareholders now want you to say something. So it’s not a topic that can be ignored anymore.

I won’t go much further here, but let me cite one more interesting fact. A recent study of product buyers was asked to qualify their buying preferences for vendors that had CEOs that took strong positions on social issues vs. those that did not. They found that random customers were 40 percent more likely to buy from companies who’s CEOs took positions they felt good about than those who did not, so the power of dealing with this issue is high.
AI, robotics, and automation: Put humans in the loop This is a trend we all see every day: companies are now waking up to the fact that nearly every job (including HR) is being impacted by AI and automation, and there are wide variety of new jobs being created. As I like to describe it, AI does not “eliminate jobs” it “eliminates routine work,” which in turn creates new jobs. And as economists have found, only about 6 percent of the jobs in the world are focused on “building machines” (i.e., software engineers) so 94 percent of us have to learn to “use the machines,” again changing how we do what we do.In this trend we highlight how quickly companies have awakened to this trend and how well they understand the topic. What they do not yet know is how to redesign jobs, how to redesign work, and how to build the new skills that are needed. And in the realm of HR, AI and cognitive tools are radically changing the landscape.One of the issues we raise in this trend is the need for business and HR leaders to understand that AI is a technology, not a solution. It may create smarter decisions and higher quality outputs, but it has to be monitored and trained. And AI is dependent on data, so in order for companies to have great cognitive solutions for customers or internal operations there has to be a strong focus on quality data.

I believe we are in the first inning of a lot of job and organizational redesign driven by automation and AI, and this trend highlights some of the issues to consider.
The longevity dividend: Work in an era of 100-year livesThis trend is a fascinating one, and opens up a topic that most of us understand and will live through in our lives. We are living longer, we are working longer, yet all our talent models, pay practices, and cultural values have not yet adapted to the change.Let me highlight this issue with a few facts. In most developed economies the birth rate is below replacement. This means that in order for the economy to grow, we are going to need more people—so the economic incentive for people to work longer is here.At the same time, we still live in a world that highly values youth. We are just coming out of a decade of research on millennials and now the Gen-Z workers are here. This cohort is similarly skilled and ambitious and there is a tendency for business and HR leaders to leverage these groups. I was at a meeting with 200 of the top execs from a large client and the CEO looked around the room and said “there are almost no millennials in here; we need to fix this.”

I absolutely agree. It’s important to build companies that promote, develop, and challenge young people and companies that do this find themselves filled with new ideas, new work practices, and lots of excitement and growth.

At the same time, the baby boomer population is almost as big as the millennial cohort and as baby boomers work into their 70s, 80s, and beyond, they make up a similarly important segment of the workforce. Today I believe we are “negatively biased” against age (the 2018 Deloitte Global Human Capital Trends study found that 41 percent of companies believe “age is a competitive disadvantage” in their organization). Yes, older people might make more money and older people may have older skills, but believe me (spoken as a 62-year-old “young person”), we are just as anxious to learn, contribute, and grow as anyone else.

As we discuss in the report, there are some innovative programs and ideas out there, but generally speaking most corporate talent models do not understand or incorporate this “seasoned workforce” well. I won’t try to solve the problem in this article, but let me simply leave you with the thought that this will become an increasingly urgent problem, and the sooner you think about it the better.
The workforce ecosystem: Managing beyond the enterpriseThe last trend, but by no means an unimportant one, is the recognition that the “workforce” of today is not a set of full-time, salaried people. We live in a world where contingent, gig, and crowd-based workers make up a significant percentage of the workforce and these “alternative work arrangements” are now the fastest growing segment.Our research found, as we have seen in prior years, that companies are not yet ready to deal with this new world and while some embrace these alternative work arrangements well, most are nervous about how to manage this ecosystem well. Companies are concerned about legal issues, intellectual property, proprietary work practices, and a variety of cultural challenges.As we have all seen in the ride-sharing and home-sharing industry, these are problems that can be solved. Once you come to the conclusion that your workforce won’t all be full time salaried people, it’s simply time to sit down and decide how you want to manage this new part of the ecosystem. There aren’t quite enough HR tools and systems to do this easily yet, but as you’ll see from the research, the market is moving fast.

My research shows that most of us still do like to be part of a “team” or organization in our careers, but there are periods of time and many individuals who prefer to work as contractors, agents, or specialists. Thanks to technology this is easier than ever, and our research shows that companies that learn how to manage this ecosystem can create a new, more flexible balance sheet and often move faster, gain deeper skills, and grow at a much faster rate.

Bottom Line: A new paradigm for business is here

As I look back on all we’ve studied for this report and the 10 trends we highlight, I am left with the conclusion that “being a social enterprise” is a paradigm shift in management. Not only must we deal with the 10 trends above, but we have to recognize that business today cannot operate by only considering employees and customers. We now need a set of strategies, investments, and values that reflect the broader role businesses play in our society.

We are not trying to say that every company has to become an activist organization in their industry. But our research does show that over time, companies do have to “do good” in order to “do well.2

In the short run, you can make lots of decisions that optimize revenue, profits, and growth. But over time, as your business grows and the influence of society impacts you more, you will run into the pressures of “being social,” and we believe it’s better to understand this issue earlier rather than later.

I hope our study gives you the insights and perspectives needed to help you understand the “rise of the social enterprise” as well as some new ideas, strategies, and solutions to make your organization thrive.

Josh Bersin is a principal and founder of Bersin™, Deloitte Consulting LLP.

2Firms of Endearment, by R. Sisodia, D. Wolf, and J. Sheth (2007)

Read more: capitalhblog.deloitte.com

How to Draw a Turkey

Learn How to Draw a Turkey with our Step by Step Turkey Drawing instructions. If you are a teacher and want to do a Thanksgiving project with your kids, why not teach them this? Perfect for  beginners too! Love simple how to draw tutorials for kids? We have many waiting for you. *this post contains affiliate […]

The post How to Draw a Turkey appeared first on Easy Peasy and Fun.

Forget the first step: 16 milestones parents SHOULD look forward to

by Frances Taylor posted in Mum Stories The first few years of a baby’s life is full of exciting firsts. The first time they roll, then sit up by themselves, and then crawl. Their first taste of solid food, that first little razor-sharp tooth, the first step and the first word. We celebrate all these… Read more »

Want to get the full story? Click on the headline above. And thanks for reading the BabyCentre Blog.

Read more: feedproxy.google.com

A Genius Way To get Kids to Try New foods with Lancashire Farm Diaries

A Genius Way To Get Kids to Try New foods with Lancashire Farm Diaries is a paid collaborative post. Do you have fussy eaters or children that are just stuck in their way when it comes to eating? I think that at some point this is something that all parents will experience and I love the way that Lanchasire Farm Diaries came up with to encourage my boys to try new foods.

A Genius Way To Get Kids to Try New foods

I think that my boys are pretty adventurous, but actually, they have become stuck in a breakfast rut lately and we had so much fun with the toppers game that Lancashire Diaries sent us and it has helped more all of us out of our comfort zone. I think that it can be hard to get kids to try new food at any age and this was a super fun way to try.

In addition to a selection of their yogurts, they sent us a selection of toppings, sauces and a game to play and it was so much fun.

You had to pick a card which determined which type of yogurt you got.  Mine and Maxi’s favourite was the Greek style and Mini loved the Natural Bio. Then you threw a dice to determine the two toppings before picking a sauce card.

I love how you could apart this for other food and was delighted to see Mini try Chai seeds and granola both of which are not on his radar.

Maxi is a granola and yogurt chap over the summer and really enjoyed the addition of more nuts to his bowl. As a Mum, I love the flexibility of natural yogurt as it allows you to add your own toppings such as granola, seeds and a range of fruits to add their own sweetness and know exactly what your kids are eating. I have to say that I have been shocked at the levels of added sugar in some yogurts.

As the daughter in law of an ex-dairy farmer (now farming beef cattle), I know how important family run business are and Lancashire Farm Dairies is a Rochdale-based family business which has always believed in the power of yogurt. I also love that they have adopted a free-range Grazing Guarantee on all of its products, which means their cows are guaranteed to be out grazing in the pastures for at least 150 days per year, allowing them the freedom to benefit from roaming the fields. As a consumer, you can be safe in the knowledge that you will be consuming yogurts from a brand that puts the welfare of its cows and farmers first.

We had so much fun with this that we did it again after Sunday Dinner for dessert.  All of the yogurts were smooth and fresh and tasted delicious.

I just wish I had thought of this as an idea when the boys were younger.  it is so simple to adapt, you just need to make your own dice.  You could have a salad bowl and pop the different choices on the sides.

A Genius Way To get Kids to Try New foods

The post A Genius Way To get Kids to Try New foods with Lancashire Farm Diaries appeared first on Mum In The Madhouse.

Read more: muminthemadhouse.com

My First Birth Was Traumatic, So I’m Terrified To Give Birth Again

As my third trimester comes to an end, I’m really worried about my second birth experience. I don’t just mean the normal labor and delivery jitters either. I mean that I’m downright terrified that my delivery will be as difficult as my first. Because my first birth was traumatic.

I had read all the books on birth preparation and attended the right classes. But I didn’t know that a large percentage of how smoothly my birth experience would go related to factors I couldn’t control like my race and age.

My voice was silenced early on. My very reasonable birth plan was shut down before I even had the opportunity to attempt any of it. It seemed I had one of many medical professionals who saw birth plans as more of a nuisance than an opportunity for a comfortable birth experience. From then on, everything unraveled.

During childbirth, I was in a great deal of pain, my son was sent straight to the NICU, and I was unknowingly on the path to a retained placenta diagnosis — a rare condition that happens in about two percent of pregnancies. In my case, it was the result of my placenta being delivered in pieces and remnants being left in for nearly six weeks.

By my second month postpartum, I had been through so much emotionally and physically. I had to be an exclusive pumper because my son didn’t learn to latch properly until he was a month old. I’d gone through the horror of wondering if my newborn would need a kidney transplant due to severe fluid on both kidney’s (diagnosed as hydronephrosis) — thankfully he did not. I also had to have an emergency surgery to remove the retained placenta that left me mentally and physically weak.

A large part of those early memories are hazy due to the pain and discomfort that created a fog over my experience. But, I was determined to remain strong for my little one — even when my body felt weak.

Almost three years later, I’m well-versed in the risk factors that I face as a Black woman giving birth in America. I know my chances of preterm labor are substantially higher. I’ve personally studied (and experienced) the way medical professionals might ignore me when I express pain. And I’ve read plenty of research on the fact that I am 3-4x’s more likely to die during labor in the midst of our maternal mortality crisis.

Sadly, there are also many factors and health disparities that will put my newborn daughter at risk too. But the pain of considering those factors would just be too much.

Giving birth, especially as a Black woman in America, is scary business. The weight of that reality weighs heavy on my shoulders. It’s at the forefront of my mind each day. I hope and pray the stress isn’t impacting my children (born and unborn) as much as it impacts me.

One thing that makes me particularly anxious is that finding out who will deliver my baby is a lot like a game of Russian Roulette. There are six OB’s at my prenatal facility and assuming I’m given a chance to go into labor spontaneously, any one of them is possible. I tried to calm my fears by meeting them all, but with six care providers, it’s hard to feel close to any of them. I’d like to know who will be there for my baby and me. I think that would alleviate some of my worry. However, I’m not willing to schedule an induction for the added comfort.

Similarly, if something serious goes wrong, I’m screwed. Giving birth in a rural area comes with its own set of obstacles and disadvantages. The nearest hospital capable of handling serious issues is nearly an hour away. I’ve heard multiple stories of individuals having to be flown from our town to a hospital in a neighboring state because ours isn’t equipped to handle certain medical emergencies.

I don’t know what I will do if I end up in a similar situation the second time around. My husband and I have been through it already, so we hope that if we look for the signs, things will go better this time. But it’s impossible to prepare for everything. And I know that you can never fully prepare for the unknown.

Even though I would love to spend my free time in a corner with my arms embracing my knees while rocking back and forth, I can’t. I have a two-year-old son who needs his mother to be strong. I have a second child coming who will need me for every aspect of her life, especially for the first few months. But most importantly, I have myself. I can’t be defeated that easily. I won’t let that happen.

I have absolutely no idea how this next birth experience will go. It could play out much like the last one, or it could be obstacle free and wonderful. The truth is, I’ll just have to wait and see what life has in store. There are a lot of factors working against me and equally as many fears in the back of my mind. But I refuse to go out without a fight.

The post My First Birth Was Traumatic, So I’m Terrified To Give Birth Again appeared first on Scary Mommy.

Read more: scarymommy.com

Gobble Up These 12 Turkey Crafts for Kids

Click here to read Gobble Up These 12 Turkey Crafts for Kids on Hands On As We Grow®

Get ready for Thanksgiving with super fun turkey crafts for kids! Which cute gobbler will you make first?

I’m not sure where this entire fall went, but it’s already November! And that means Christmas is way too close already!

Since we haven’t been doing a lot of crafting lately I thought I’d share some turkeys I found on It’s Playtime last week.

Gobble Up These 12 Turkey Crafts for Kids

I love these 12 turkey crafts and delicious turkey snack ideas. I’m sure that you will gobble these fun crafts up, too!

10 Turkey Crafts for Kids

We love spending the days and weeks leading up to Thanksgiving creating fun crafts for the holiday.

These are some of my favorite easy, low-prep turkey crafts for kids.

My kids gobbled up the yummy turkey-themed turkey treats! And we had fun adding Baby Louis to our turkey family, too.

What are your favorite Thanksgiving crafts for kids to make? Share your ideas in the comments!

How to create a soothing bath and bedtime routine

by Jennifer Joy posted in Products & Prizes Disclaimer: This is the personal experience of a blogger, not the sponsor, nor that of a medical expert.  Establishing an evening routine can really help create a smooth bedtime. We follow the same steps every night which help get my children into bedtime mode. You can start… Read more »

Want to get the full story? Click on the headline above. And thanks for reading the BabyCentre Blog.

Read more: feedproxy.google.com

Watch: Stray Kids Struggles With Friday The 13th Misfortune In “Get Cool” MV Teaser

Stray Kids has shared a fun teaser for their upcoming music video! After recently making a comeback with their mini album “I am YOU” and its title track of the same name, Stray Kids will be releasing a music video for their b-side “Get Cool” on November 14. Members Bang Chan, Changbin, and Han took […]

The post Watch: Stray Kids Struggles With Friday The 13th Misfortune In “Get Cool” MV Teaser appeared first on Soompi.

Read more: soompi.com

St. Josaphat Kuntsevych

Josaphat, an Eastern Rite bishop, is held up as a martyr to Church unity because he died trying to bring part of the Orthodox Church into union with Rome.

In 1054, a formal split called a schism took place between the Eastern Church centered in Constantinople and the Western Church centered in Rome. Trouble between the two had been brewing for centuries because of cultural, political, and theological differences. In 1054, Cardinal Humbert was sent to Constantinople to try to reconcile the latest flare-up and wound up excommunicating the patriarch. The immediate problems included an insistence on the Byzantine rite, married clergy, and the disagreement on whether the Holy Spirit proceeded from the Father and the Son. The split only grew worse from there, centering mostly on whether to accept the authority of the pope and Rome.

More than five centuries later, in what is now known as Belarus and Ukraine, but what was then part of Poland-Lithuania, an Orthodox metropolitan of Kiev and five Orthodox bishops decided to commit the millions of Christians under their pastoral care to reunion with Rome. Josaphat Kunsevich, who was born in 1580 or 1584, was still a young boy when the Synod of Brest Litovsk took place in 1595-96, but he was witness to the results, both positive and negative.

Many of the millions of Christians did not agree with the bishops’ decision to return to communion with the Catholic Church and both sides tried to resolve this disagreement — unfortunately not only with words but with violence. Martyrs died on both sides. Josaphat was a voice of Christian peace in this dissent.

After an apprenticeship to a merchant, Josaphat turned down both a partnership in the business and a marriage to enter the monastery of the Holy Trinity at Vilna in 1604. As a teenager he had found encouragement in his vocation from two Jesuits and a rector who understood his heart. And in the monastery he found another soul mate in Joseph Benjamin Rutsky. Rutsky, who had joined the Byzantine Rite under orders of Pope Clement VIII after converting from Calvinism, shared the young Josaphat’s passion to work for reunion with Rome. The two friends spent long hours making plans on how they could bring about that communion and reform monastic life.

The careers of the two friends diverged when Josaphat was sent to found new houses in Rome and Rutsky was made abbot at Vilna. Josaphat replaced Rutsky as abbot when Rutsky became metropolitan of Kiev. Josaphat immediately put into practice his early plans of reform. Because his plans tended to reflect his own extremely austere ascetic tendencies, he was not always met with joy. One community threatened to throw him into the river until his general compassion and his convincing words won them over to a few changes.

Josaphat faced even more problems when he became first bishop of Vitebsk and then Polotsk in 1617. The Church there was literally and figuratively in ruins, with buildings falling apart, clergy marrying two or three times, and monks and clergy everywhere not really interested in pastoral care or model Christian living. Within three years, Josaphat had rebuilt the Church by holding synods, publishing a catechism to be used all over, and enforcing rules of conduct for clergy. But his most compelling argument was his own life which he spent preaching, instructing others in the faith, and visiting the needy of the towns. Josaphat became the first saint of the Eastern church to be formally canonized by Rome in 1867.

Other Saints We Remember Today

St. Martin I (654), Pope, Martyr

Read more: feedproxy.google.com

Watch WWI Narrative Adventure 11-11: Memories Retold’s Dramatic Launch Trailer

Bandai Namco’s collaboration with Aardman and the minds behind Valiant Hearts is out today. 11-11: Memories Retold is a dramatic narrative-driven adventure that follows the lives of a Canadian photographer (voiced by Elijah Wood) looking for adventure on the European Front during WWI and a German father who learns his son has gone missing in action. As they “discover the reality of war,” their paths will cross on November 11, 1918 as the Great War comes to an end.

The game’s development comes from a collaboration between Aardman Studios (the minds behind Wallace & Gromit) who’ve supplied a unique painterly aesthetic to the game, and DigixArt whose co-founder led the development of award-winning Valiant Hearts: The Great War

Last month Bandai Namco announced DLC for the title with a portion of proceeds going to the War Child charity, which helps children impacted by war.

If you’re curious about the unique centenary WWI experience, check out our E3 interview where we got to speak with some of the minds behind the game.

Read more: gameinformer.com

Wood Block Snowman Craft – The Best Christmas Craft this Season

Bring new life to scrap wood (or get wood blocks from the store) by making this gorgeous wood block snowman craft!  This adorable little Christmas craft will make a wonderful decoration for your home, and it’s really easy to make! *this post contains affiliate links* This project is great both for kids and adults, and […]

The post Wood Block Snowman Craft – The Best Christmas Craft this Season appeared first on Easy Peasy and Fun.

Toddler Christmas Advent: 25 Days of Easy Activities Ebook

Can you believe Christmas is almost here?

Are you tired of feeling disorganized or frazzled during the holiday season?

Are you overwhelmed with how many Christmas ideas are out there?

Do you want a plan that is easy to follow this December?

I’ve designed a Toddler Christmas Advent ebook to help you solve these problems and more! 

If you’re ready to have your December planned for you,

One Foot in the Grave to return? Star offers way back for dead Victor!

‘I don’t believe it!’

One Foot in the Grave

One Foot in the Grave famously ended in 2000 with the death of Richard Wilson’s grumpy character Victor Meldrew, but now co-star Annette Crosbie has offered a way back for the pensioner.

Annette, who starred as Victor’s long-suffering wife Margaret, offered fans hope that the legendary comedy could one day make a return.

While being reunited with Richard on Loose Women, the pair were asked if they could see One Foot in the Grave coming back as a stage play or musical.

Annette teased: “I wouldn’t mind it all being a bad dream and he’s not dead.”

One Foot in the Grave

One Foot in the Grave stars were reunited today on Loose Women

Of course, the BBC has previously revisited much loved comedy characters when they were younger – could we see Victor as a lad?

One Foot in the Grave, with its distinct theme tune composed and sung by Eric Idle, was one of the biggest comedies of the 1990s.

But in 2000 writer David Renwick killed off Victor in a hit and run accident. Recalling talking about Victor’s potential demise, Richard said: “David came to see a play I was in and he said, ‘I’m thinking of killing Victor. I said, ‘Yeah, kill him.’”

Annette added: “I didn’t want it ever to end but I could understand why it had to.”

Richard, who popped up briefly as a ghostly Victor in a 2001 Comic Relief sketch, revealed that people still shout Victor’s “I don’t BELIEVE it” catchphrase at him. “Oh, yes,” he said.

Father Ted fans will recall a memorable episode where Ted screams the catchphrase at Richard Wilson, playing himself in a wonderful cameo, who then starts whacking Ted with his hat!

Richard and Annette joked that they no longer really keep in touch.

“We don’t remember when we last met,” commented Richard. Annette said: “Basically, we didn’t keep in touch… he lived in North London and I lived in South. As far as he was concerned, I lived in the back of beyond.”

Richard quipped “Wimbledon – I mean, where’s Wimbledon?”

Meanwhile, Annette said she was the grumpier of the two. “As people, I am much grumpier. I could leave him standing. I’m fierce.”

Main pic: PA Archive/PA Images

The post One Foot in the Grave to return? Star offers way back for dead Victor! appeared first on What' s on TV.

Read more: whatsontv.co.uk

DOC NYC 2018 Women Directors: Meet Tracy Droz Tragos – “The Smartest Kids in the World”

Tracy Droz Tragos is a documentary filmmaker whose credits include the HBO film “Abortion: Stories Women Tell,” about personal stories of unplanned pregnancies, which premiered at the 2016 Tribeca Film Festival, and “Rich Hill,” about at-risk teenagers living in her father’s hometown in rural Missouri, which won the Grand Jury Prize for U.S. Documentary at…

Read more: womenandhollywood.com