Fresh fruit is an important part of a balanced diet, but bringing fruit into the house during the summer months may attract pesky fruit flies. However, one bad apple — and even the flies it might attract — shouldn’t turn your family off of fruit. There are several ways to prevent and remedy fruit fly problems. Annoying but not harmfulAdult fruit flies can become a nuisance in any area where food is stored, processed or prepared, and in areas where people dispose of food waste and even animal waste. These yellowish-brown or dark-brown, gnat-like flies don’t pose any health threats to your family, but they can be quite annoying. They usually emerge in late summer and remain active until the first killing frost. Adult flies, which are tiny at only one-eighth to one-fifth of an inch long, feed and deposit eggs on overripe, fermenting canned and cooked fruit, decaying vegetables, pomace from cider presses and fungi. Keep trash cans coveredTo prevent and control the pests, families should dispose of overripe fruits and vegetables. Fruit peelings, vegetables, mops with food particles, uncovered trashcans and wastewater can all attract the flies. To avoid fruit fly infestations, you should buy fruits and vegetables in sound condition and be sure to store them properly. If an infestation does occur, you should find the breeding material and dispose of it. In addition to food, the flies also look for water and will thrive in sink drains. They like to eat the residue on the side of the drainpipe. You should keep the drain covered to prevent the pest from getting to the water in the P-trap. Pouring chlorine bleach down the drain does not help, but using a brush to remove the residue should do the trick. Adult fruit flies can be easily controlled with dichlorvos resin strips and household aerosol sprays that contain pyrethrins or synthetic pyrethrins. Follow insecticide label instructions when using insecticides, and take care when spraying insecticides near food and kitchen utensils.
I was clueless the first time I spoke to an executive recruiter.In my mid-20s, I was fortunate to have a job that connected me well to industry leaders. When a recruiter called to ask if I knew anyone who would be a great fit as the President/CEO of a trade association based in my home state, I assumed he was calling for a referral. I rattled off a few names before he stopped me: Listen. You’ve never worked with a recruiter before, have you? I’m calling to ask if you would consider applying.I laughed out loud. My demographics did not match what I thought he was looking for.While he acknowledged that I might not seem like a perfect match, he liked what he had heard and encouraged me to apply. He shepherded me through the experience, offering guidance about the process, the expectations, the members of the Board, and the qualities they were seeking. His commitment to his client was to uncover the best talent available, and he knew the only way to do that was to get to know—and help tell—the story of every candidate. At the conclusion of that search, even though I was not chosen for that job, I was confident that I had presented well as a candidate.The next time I applied for a position with an executive recruiter, I did not get a call back.I didn’t the next time either.In fact, when I was ultimately hired as a first-time CEO, I had initially been excluded from the candidate pool. It was only after I mentioned my interest to someone on the search committee that I was considered, and only then because she demanded it. This was a frustrating experience for my eventual employer who had not been happy with the candidates initially presented. When they had asked about the lack of diversity, they were told they had been presented all qualified candidates the recruiter had reviewed. In this case, it was not that I was unqualified; it was that the recruiter had not looked at my application.What was the difference in these starkly contrasting experiences? Had some mysterious algorithm locked me out of some searches, but let me into others?The executive search experience can be frustrating for both candidates and hiring managers. Traditional search methods often lead to homogenous candidate pools that leave organizations wondering where the rest of the talent is and candidates uncertain if their applications were ever received.While emerging technology has opened channels that allow for much wider reach, it has also depersonalized many elements of the job search. Some recruitment processes have struggled to strike the balance needed to maintain the human connection with the increasing number of candidates that technology brings. Overwhelmed with resumes, recruiters may slip into the habit of seeking the familiar: Candidates they know, who they have previously placed, or who have been referred directly. Exclusion from searches does not always stem from a systematically biased algorithm, but the persistent human bias of “in-group promotion.” Consideration comes down to who you know and who knows you, not progressing much beyond directly inviting people we know to apply for open positions. This method might seem safe, but often results in teams of individuals with similar backgrounds and ways of thinking, limiting the team’s capacity for innovation and deep understanding of diverse member groups.If your organization is committed to attracting diverse talent and perspectives that will drive your organization forward, consider these four items before you kick off your recruitment process:Set an intention for direct recruiting:It is still true that most people find jobs because of who they know. It is also true that humans tend to know people like themselves. Therefore, when your recruiter invites contacts to apply for a position, there is a likelihood that these candidates may be very similar to one another. Ensure your approach to direct recruitment goes beyond one individual’s network and is intentionally inclusive of broad demographics and backgrounds.Consider where to post your position:Using typical social media channels and inside-the-industry advertising sources will lead to a full talent pool with a high number of applicants. This pool may not reflect the community you serve and may not bring in talent outside a more traditional bubble, though. If your organization is committed to vetting a talent pool that is likely to understand your community and your members, your recruiter should expand his or her search efforts beyond industry channels to reach into your specific community, too.Be consistent with internal candidates: Organizations do not always know the full story of the latent talent already on staff, missing opportunities to promote well-qualified individuals. Long-time employees may end up with fewer opportunities for growth when assumptions are made about their skills, strengths, and ambitions. This is why many talented executives wonder if the only way to move up is to move out of an organization. Strategically recruit within your organization for promotions and new positions, at least as much as you would externally. The talent you already have on staff may surprise and delight you—and it comes with institutional knowledge!Refine your requirements: One of the most common ways organizations inadvertently perpetuate homogeny in leadership is by assuming that the experience, traits, and background held by a successful incumbent should be replicated. When defining the ideal candidate profile, scrutinize why something is included as a necessary qualification. Must your CEO be a CPA when accounting and finance functions are delegated? Is there a correlation between holding a Master’s Degree and being a successful VP-Lending? Be careful, too, about the years of experience you require. If, for example, you want to hire a Chief Digital Officer with 10-15 years of experience in mobile banking, you will have a limited pool: The iPhone was not invented until 2007 and mobile banking was not ubiquitous until after that pivotal event. Engage in strategic conversations about what it really takes for a candidate to be successful in carrying out the objectives of a specific role, then remove any non-essential requirements from the job posting.As unemployment remains historically low, the freelance economy attracts talented professionals seeking flexible options, and human capital remains the most important way credit unions can differentiate, the stakes have never been higher in the war for talent. Be sure your executive search processes are designed to attract and include the best of who is available.In October 2019, O’Rourke and Associates became a division of Humanidei. This progressive change was made to reinvent the gold standard of executive recruiting in the credit union space, recognizing that organizations won’t be successful in attracting today’s talent with yesterday’s techniques. 9SHARESShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr,Jill Nowacki Jill Nowacki started her career with credit unions in 2001. She has taken on leadership roles at credit unions and state and national trade associations. Now, she uses her experience … Web: www.humanidei.com Details
FOR SALE 47 KURRAJONG CIRCUIT NORTH LAKESMr Power said there was no sign of a slow down, with new homes still being built in North Lakes, and estates continuing to be developed in the nearby suburbs.He said new and existing infrastructure were huge drawcards for families, upsizers and downsizers, and the over 50s.“We see people moving within North Lakes, some are on their fourth house,” he said. “Once they are here, they don’t want to leave.“And we are seeing a lot of inquiry from people just outside of North Lakes, other parts of Brisbane, and interstate, particularly from NSW and Victoria.”North Lakes has become a ‘destination suburb’, with visitors drawn to North Lakes for its retail and amenities. Earlier this year. Stockland regional manager described North Lakes as “one of the state’s greatest success stories, growing from a small community to a premium destination”.It is home to its own Westfield shopping centre, Myer, Ikea and Costco.And it will soon be home to another major attraction — Laguna, a lifestyle precinct that will include a public swimming lagoon, 2000sq m of health and wellness facilities, a 1500sq m resort-style bar and restaurant, a retail precinct, a 140-room hotel, and office space.Laguna is being developed by joint venturers Pointcorp and The George Group, with construction due to start next year. The latest CoreLogic data shows that 468 properties sold in North Lakes in the 12 months to September, with the median house sales price coming in at $487,500.A search of realestate.com.au found 28 houses on the market in North Lakes between $450,000 and $500,000.The cheapest house was listed for offers over $367,000, with the most expensive house listed on the market for offers over $1.65 million. “I am not surprised (by the numbers) … we are flat out, and booked 16 sales (as of December 20) this month alone,” he said.“Our office has 2168 active buyers looking for a property just in North Lakes alone.” FOR SALE: 16 KENNEDY CT NORTH LAKES Westfield North Lakes A SUBURB that was only declared 12 years ago was the most searched suburb for properties in Brisbane in 2018.North Lakes, which was part of Mango Hill until 2006, was the top suburb searched by househunters in the Brisbane Greater Region between January 1 and November 18, according to realestate.com.au.A total of 175,341 searches for properties at North Lakes were recorded during that time, with Redcliffe coming in a close second at 175,188.North Lakes, which continues to be developed by Stockland, was also one of the state’s top selling suburbs, taking out ninth spot with 455 sales.Coronis North Lakes agent Michael Power is currently marketing 47 Kurrajong Circuit, a four-bedroom house on the market for offers over $768,000. Laguna North Lakes Ray White North Lakes principal Darren Suhle is currently marketing the most expensive house in North Lakes, an “architectural masterpiece” at 16 Kennedy Court on a 832 sqm block. He said the whole area, not just North Lakes, was thriving, with lost of inquiries from people looking to move in to the area since the train line opened. SUBURB/SEARCHES(January to November 2018)1. NORTH LAKES – 175,3412. REDCLIFFE – 175,1883. NEW FARM – 174,8454. COORPAROO – 171,2315. THE GAP – 158,4496. CARINDALE – 154,4527. INDOOROOPILLY154,0598. WEST END142,1899. FOREST LAKE136,32010. CLEVELAND134,59111. NARANGBA132,87412. PADDINGTON129,60813. ASHGROVE129,09314. WYNNUM126,77415. CABOOLTURE121,94016. SPRINGFIELD LAKES121,16417. TOOWONG114,50618. IPSWICH113,19219. CAMP HILL107,25020. ALBANY CREEK107,247Source: realestate.com.au) 16 Kennedy St at North Lakes is on the market for offers over $1.65 millionMore from newsParks and wildlife the new lust-haves post coronavirus15 hours agoNoosa’s best beachfront penthouse is about to hit the market15 hours agoBut the nearby suburbs of Redcliffe (2nd) and Narangba (11th) have also attracted huge interest from buyers this year, with new and planned infrastructure in the Moreton Bay region, one of the fastest growing areas in the country, a big plus.In 2016, the Redcliffe Peninsula train line opened, with stops at Petrie, Kallangur, Murrumba Downs, Mango Hill, Kinsellas Rd, Rothwell and Kippa-Ring, and running in to the city.New residential developments are springing up, including Amity (Pointcorp) at Narangba, Promenade (Stockland) at Rothwell and Newport (Stockland) at Redcliffe, to name a few.Elsewhere in Brisbane, the prestige suburb of New Farm continues to rank highly in searches, taking out third spot with 174,845 hits.Coorparoo (171,231) and The Gap (158,449) rounded out the top 5.Nationally, Surfers Paradise was the seventh most searched Australian suburb (267,709), while Buderim was in 19th spot with 229,412 hits, according to realestate.com.au*** TOP 20 MOST SEARCHED SUBURBS IN BRISBANE (GREATER REGION) IN 2018
This year’s abnormally cold and snowy spring has put most of the sporting world very much at the mercy of Mother Nature. For the UW men’s golf team, its last two tournaments have been right in the middle of snowfall, leading to cancellations at both the Purdue Boilermaker Invitational and the Ohio State Kepler Invitational.”We spent most of our early spring in North Carolina or out in San Diego, where you never see that kind of weather, so we had to make adjustments in our game,” head coach Jim Schuman said. “But we can’t use the bad weather we saw once we came back to the Midwest as an excuse for how we played in those two tournaments.”And it has been a rough couple of weeks for the Badgers. After never placing lower than fifth at any tournament this year, the team ran into a road block at OSU’s Kepler Invitational. UW finished 13th out of 15 teams, by far its worst result of the year.Schuman believes one of the reasons for the negative result might have been the Buckeyes’ recent renovation to their course, which included the lengthening of some of the holes. The other factor was the uncharacteristic weather.”I would have thought that (lengthening the holes) would have been an advantage for us considering how long we usually are off of the tee,” Schuman said. “Usually we would have handled that pretty well, but with the weather we had out there, it was really tough to get anywhere. If you were able to hit the green on a shot, you were doing a great job.”Schuman also said his team had troubles with the short game, which he believes may be caused by the inability to practice on real grass outside.”[The short game] just didn’t really materialize for us,” he said. “I mean, there isn’t a lot of chipping and putting you can practice in 6 inches of snow.”For many of the team’s practices this past week, players have had to play in a covered dome where there are a limited number of greens for them to practice on.Schuman was quick to say that while the team hasn’t been putting together its best scores of the season, he gives them a lot of credit for playing through the adverse conditions. One bright spot for the team in Columbus was the excellent play of sophomore Pat Duffy, who finished the tournament 16 strokes over par, good for a 43rd-place finish. It was the highest finish of the day for the Badgers.Looking ahead to the weekend, Schuman and his team hope to finally put the worst of the weather, as well as their play, behind them for good. The Badgers will look to finish the Big Ten season on a high note before entering the conference tournament in Columbus next weekend.The focus is on this weekend’s matchup though, as MSU’s Matt Harmon — the winner of the aforementioned Kepler Invitational — will surely look to protect his home course. “MSU is playing very strong right now,” Schuman said. “Facing them (in East Lansing) will be tough, but all of our players recognize that there is a challenge ahead of them, and they are embracing that.”
There’s racing today at Punchestown, where the first of a seven-race card will go to post at 5.50. Only Mine was a shock winner of the Bar One Racing Lacken Stakes at Naas last weekend.The filly, who was ridden by Gary Carroll, saw off the challenge of the Aidan O’Brien-trained Washington DC to win by two and three-quarter lengths at the County Kildare track.Joe says Only Mine has a bright future ahead of her.
Byron Scott and Luke Walton had an unexpected meeting a few months ago, crossing paths at a restaurant after one of the Lakers’ late-season games. After exchanging pleasantries, their conversation shifted to Walton’s first season as the Lakers’ head coach.• HEAR THE PODCAST: Byron Scott on rookies, rebuilding, and the Lakers’ road back to greatness“I told him he’s doing a good job and to keep it up,” Scott said of Walton, whose team finished 26-56 as the organization made its fourth consecutive trip to the NBA draft lottery. “He told me a little bit about his frustrations, which I understood. But I thought he did a good job under the circumstances. If they give him a couple of those pieces that I’m sure they will, he’ll be much better next year.”The Lakers’ brass has offered Walton unequivocal support. Everyone from controlling owner Jeanie Buss to president of basketball operations Magic Johnson and General Manager Rob Pelinka praises his performance and the culture he is creating. Hence, Scott stressed “this is not one of those books that is a feel-great book.” The book, co-authored by business executive and close friend Charlie Norris, blends success stories and failures from Scott’s 14-year playing career and head-coaching stints in New Jersey (2000-2004), New Orleans (2004-2009), Cleveland (2010-13) and the Lakers (2014-16). The book also offered insight on Norris’ various businesses.“We took risks and weren’t afraid to step out and try new things. When we failed at those things, we were able to forget about them,” Scott said. “You think about them and reflect on them. But you also have to have the mindset of moving on. You also have to learn from them.”Scott maintains he has moved on from his Lakers head-coaching stint. He spent the past year working on his book and appearing as an NBA analyst on ESPN’s “The Jump.” During that self-reflection, however, Scott said he has no regrets about how he handled his time as Lakers coach.“Given that opportunity again,” Scott said, “I wouldn’t change anything, especially my approach.”In other words, Scott does not want a mulligan for yanking starting spots away from lottery picks D’Angelo Russell and forward Julius Randle only 20 games into the 2015-16 season. The duo later reclaimed their positions shortly after the NBA All-Star break.“I would do the same thing. I still felt like the job was given to them,” Scott said. “I don’t have a problem with young guys growing, understanding and developing in that (starting) role, but I do have a problem when they don’t cherish it, when they don’t hold it to a higher standard, when they don’t come ready to work.”Scott also dismissed criticism from inside and outside the Lakers of his stern approach, which affected his relationships with Russell and Nick Young. Scott mused “this old-school stuff people keep talking about, if old school and hard work is winning, I guess I’m old school.” He also contended, “I relate with players extremely well.”“There’s not a player in this league I had that I can’t communicate with or had some good relationships with,” Scott said. “Are there players that played for me that can’t stand me and vice versa? Yeah. I’m sure there are. But most of the players that I coached, when I come into contact with them, it’s nothing but mutual respect.”Reaching the young playersDespite his strong convictions, Scott said he once asked Norris for advice on getting through to Russell, Randle and Jordan Clarkson. Norris suggested Scott ask them two questions.The first: “What is blocking them from being great?”The second: “How can I help you become great?”Scott liked how Randle answered those questions. Scott said Randle blamed himself and pleaded with him “to stay on me, push me and make me accountable for everything I do.” Though Walton never took away Randle’s starting spot last season, he also found himself prodding the forward.“I’m still a big fan of Julius Randle,” Scott said. “He is a terrific young man and is really mature for his age. I think he wants to be great.”Scott has different feelings about Russell. He said the then-rookie’s demotion was partly because he frequently arrived to the Lakers’ facility only minutes before practice started. So, Scott eventually required his young players to complete individual workouts 30 minutes before and after practice.Though Walton has given Russell positive reinforcement regarding his play and has seen him participate in offseason workouts, he often mentioned Russell’s ongoing process in establishing a routine. Despite Russell averaging 15.6 points, 4.8 assists, 3.5 rebounds and 1.4 steals during his second season, Johnson and Pelinka instructed him to focus on improving his consistency, conditioning and leadership.“I don’t know if his work ethic has gotten any better. Some of the people I’ve talked to in the organization said that it hasn’t,” Scott said of Russell. “I just wish him all the best. The maturity level will catch up to him sooner or later when he realizes it’s an honor and a privilege to be in the NBA and be in the position that he’s in. He has to take full advantage of it.”Scott believes Clarkson took full advantage of his time, morphing from a seldom-used rookie into a definitive starter in 2014-15. A fan of Clarkson’s work ethic, Scott did say he found him “pressing in trying to score more and do more” during his second season because of his pending free agency. The Lakers ultimately re-signed Clarkson to a four-year, $50 million deal last summer.“I wanted him to be himself. But I didn’t want him to go out there and try to make things happen,” Scott said of Clarkson. “When you do that and think a little selfishly, it can come back and bite you in the butt because you can play even worse. He understood where I was coming from. I want all these guys to do well on the court because obviously financially it helps them and their family. He’s one of the guys I have a lot of respect for.”Therefore, Scott downplayed any potential awkward feelings Randle, Clarkson and Tarik Black might have felt when Scott was seated with them earlier this offseason at a Los Angeles Urban League event where Johnson was being honored.“It wasn’t like it was uncomfortable whatsoever,” Scott said. “We all had a really good time. Nothing but mutual respect for those guys.”As for the futureAs former Lakers teammates, Scott and Johnson share a mutual respect. Johnson wrote the foreword to Scott’s book, and Scott predicts the Lakers will be “back to championship-caliber basketball” in three to four years partly because of Johnson’s new role.“Earvin is a guy who isn’t going to take a bunch of crap,” Scott said. “He is a guy who is going to tell it to guys like it is. If he wants you gone, he’s going to get rid of you. If he doesn’t think you’re worthy of wearing that purple and gold and made of the right stuff, which is about winning, then he will find somebody else who is.”Scott isn’t sure if he’ll ever coach again, but after a year of self-reflection, he believes he would fare better coaching in college instead of the NBA.“They give you more time and you have a little bit more security,” Scott said. “There are too many teams in the NBA where owners and general managers say one thing and then the next year do another. I just don’t like the disloyalty and the politics that are going on a lot in the NBA. If I coach again, the collegiate level would be the better fit for me.”Why?“I get a chance to meet some of these guys when they’re 17 and 18 years old and hopefully make an impact on them before they make it to the NBA,” Scott said. “We still have too many guys who played AAU ball who still don’t have a clue on how to play the game of basketball. They still don’t know how to run a three-man fast break. There’s so many little things. I think I can have a much better impact on that level than I can on the NBA level.” AD Quality Auto 360p 720p 1080p Top articles1/5READ MOREUCLA alum Kenny Clark signs four-year contract extension with PackersScott remembers a far different environment when he was the head coach with a different front office. His teams went a combined 38-126 during the 2014-15 and 2015-16 seasons as he tried to juggle managing the final injury-plagued seasons of Kobe Bryant’s career while trying to develop a young roster. He was fired, replaced quickly by Walton, then a Golden State assistant coach.Scott said he “felt betrayed, lied to and deceived” by former Lakers GM Mitch Kupchak and former executive Jim Buss. Though he had only two guaranteed years on his four-year contract, Scott contends that Kupchak and Jim Buss previously promised him they would exercise the team option for his third year. Scott also believes the Lakers used him to manage Bryant during his final seasons and farewell tour before making the coach a scapegoat for the franchise’s struggles.“If I asked him to do certain things, Kobe would do it because of his respect for me,” said Scott, who mentored Bryant during his rookie season in 1996-97. “Basically, you just wanted me there to help you guys get through the next two years, so Kobe doesn’t go crazy on you guys. I would be the one that can handle it. They know me. I’m not going to back down. I’m not going to be intimidated by anybody.”Success and failuresScott considers his experience as Lakers coach a “hard lesson learned,” which he addressed in a new book titled, “Slam-Dunk Success: Leading from Every Position on Life’s Court.” The title is a nod to both his time with the 1980s “Showtime” Lakers, when he helped them win three NBA titles and his time as the coach who oversaw the franchise’s two worst seasons. 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