Sunglasses “Lens Colors Decoded”, article by Rachel Johnstone

This short article “Lens Colors Decoded” by Rachel Johnstone, posted on December 13, 2011, helps me understand the visual effects of different sunglasses lens colors. The original article is on this web page http://www.sailingworld.com/gear/lens-colors-decoded.  My takeaways are:

. Lens color choices:

There’s no right lens tint for everyone: personal choice is the determining factor, but the manufacturers have their recommendations:
Grey: Good all-purpose use with no color distortion
Copper: Ideal for variable light and dark or grey water
Yellow: Perfect for low-light, overcast conditions
Blue: (Mirrored lens with grey base tint) Good for blue-dominant conditions, such as the Caribbean
Red: Heightens contrast in variable conditions, causes color imbalances

. With polarized sunglasses comes a range of light transmission rates, meaning, how much light permeates the lens and reaches your eyes. In bright light, a lower transmission rate is desirable: this means less light is getting to your eye. In low-light conditions, a higher transmission rate is better. sunglass manufacturers categorize their light transmission rates in percentages or numbers: Intense, bright sun: 9 to 12 percent; sunny to variable light conditions: 13 to 30 percent; low-light, hazy, overcast conditions: 31 to 55.

. Sunglass Care, On-the-Go
If you don’t have a proper sunglass cloth on hand, one of the best ways to clean glasses quickly is to breath on them or get them wet with water (not saltwater before wiping them gently with a soft cloth. You should not use paper products (toilet paper, napkin, or paper towel as these are highly abrasive and scratch the lens coating. also, when saltwater dries on a lens, use soap and water and before wiping to avoid scratching the lens surface and coatings. For a more thorough cleaning, you should routinely wash your glasses. Start by cleaning the nose pads and then rinsing the glasses under warm water to remove dirt and surface residue. then, apply a small amount of mild detergent to your clean fingers and gently move the soap across the lenses in a circular motion. Finally, rinse the glasses again under warm water; if they are really clean, the lenses will repel water, so all that you need to do is dry the frames with a soft cotton cloth.

Raw non-weight bearing bones can safely clean dog’s teeth

Seven (my female Rottweiler) walks on the Ocean Beach dog beach on December 23, 2014.

Seven (my female Rottweiler) walks on the Ocean Beach dog beach on December 23, 2014.

I feed my 4-year old female Rottweiler dog raw bones: chicken drumsticks, chicken breast bones and pork neck bones for her nutritional needs and the safe tooth cleaning benefit.  I avoid feeding my dog cooked bones (easy to splinter) or the hard weight bearing bones like shane bones (could crack teeth).  However, I do continue to observe my dog’s tooth health, and to avoid causes of  dental fractures.

I continue to learn how to safely feed raw bones to my dog.  I find the article “The Right Raw Bones Can Sae Your Dog’s Teeth and Thousands in dental Care.” by Dr. Peter Tobias, DVM informative to me.  I quote the entire article in the following.  The original web page is on http://peterdobias.com/blogs/blog/11626453-the-right-raw-bones-can-save-your-dogs-teeth-and-thousands-in-dental-care.

I quote:

FIFTEEN HUNDRED DOLLARS! “ARE YOU KIDDING ME?!”

This is one of the most common replies when my clients see a quote for a broken tooth repair from a  dog dentist.  Yes, repairing a dental fracture can be very expensive.  That is why reading this blog post may save you lots of money.

WHAT  YOU NEED TO KNOW TO REDUCE THE RISK:

Avoid feeding beef, buffalo or bison shank bones.   They are often harder than dog teeth. Most dogs  will get  simply carried away chewing on a large bone and may crack one of their teeth.  This is how a 2 dollar marrow bone can turn into a painful and  very expensive adventure.

I already hear some of you protesting: “But my dog loves big bones!! He likes to work at the bone marrow!”

SOLVING THE DILEMMA

In reality, nature intended canines to hunt for birds, rodents , rabbits, goats and perhaps deer. Most dogs would  simply  not dare to come even close to a buffalo or a cow.  With the exception of a pack of hungry Chihuahuas, most dogs simply do not like hanging on the ankle of a angry bull.

THE RIGHT  SIZED  BONES CAN BE VERY BENEFICIAL

However,  if you want to avoid regular dental cleaning under anesthesia,  the right sized  bones can save Fido a lot of dental trouble and save you tons of money. I usually  recommend feeding lamb or goat bones twice a week.  The abrasive action  of these hard but not too thick bones is perfect for keeping your dogs teeth shiny without the risk of dental fractures.

WHY I DO NOT  RECOMMEND JUNKY DENTAL BONES?

Many companies  have come up with alternatives to dental bones.  However most of them are  ineffective and loaded with artificial preservatives, wheat, starches and ingredients of  questionable origin.

Real bones are the best option!

WHAT TO DO IF YOU DISCOVER A FRACTURED TOOTH?

Since my clients have learned about feeding the right bones, the number of  fractured teeth has dropped sharply.  However, no matter what you do, your dog can crack a tooth by munching on a rock or having an accident of some sort.

I remember Roz, a German Shepherd that chased a ball and tried to catch it mid air. Unfortunately, she missed the ball  and bit a big cement block instead. She fracture several teeth  and needed a medical attention.

The rule of thumb is if you can you should repair it. If a veterinary dentist is available in your area, he will give you the right suggestion.  Many general practitioners have also suitable dental equipment however, some over-prescribe extractions because they are not trained to do root canals.

Also, if a tooth is removed, the opposing one is usually affected by increased tartar build up and gum disease.   It will frequently be lost a few months or year later.

TIMELY RESPONSE IS IMPORTANT

The sooner you can get the fractured  tooth  examined  the better because because a freshly fractured tooth can regenerate and stay alive by applying a  cemment cap. In most fractures  older than a few  days, a root canal is most likely needed and sometimes, an extraction may be the only solution.

SUMMARY

RAW BONES ARE SAFE TO FEED.

NEVER FEED COOKED OR SMOKED BONES  – THEY ARE  HARD AND INDIGESTIBLE

Feed the bones of medium sized animals for optimal and safe cleaning effect

Large beef, buffalo and other large bones are too hard and can cause dental fractures.

RAW chicken bones are safe  to eat but too soft to clean teeth

It is ok for a dog to eat bone fragments. The stomach  acids disolve them and aid complete disolution and digestion.

Fractured teeth should be restored if possible.

Raw dental bones should fed 1 – 2 a week

Is Technology Destroying Empathy? By P.J. Manney

I begin to doubt about the absolute value of the concept of “Time is money.” or “Technology makes life better.”  I could often find the negative side effect caused by the above mentioned two concepts such as: The less time you spend with someone, the far apart your relationship might become; and the more advanced technology you posses, a higher tendency of prejudice may result in you, consciously or unconsciously.

From a Twitter link in Geoff Colvin’s post, I was directed to this article “Is Technology Destroying Empathy?”  by P.J. Manney, July 3, 2015.  I begin to explore the idea of empathy.  I copy the entire article below from this web page http://news.yahoo.com/technology-destroying-empathy-op-ed-152113978.html

I quote:

Empathy — the ability to share someone else’s feelings — is perhaps the most important trait humans demonstrate. It’s not a purely human attribute — in fact, even rodents possess it — but humans are particularly good at it. It allows us to love, learn, communicate, cooperate and live in a successful society. It doesn’t matter what terms from evolutionary biology or psychology we use to define the behavior. What matters is that it makes the world go ’round and allows us to survive.

I wrote the science fiction novel “(R)EVOLUTION” (47North, June 2015) in part to examine what it would be like for a person whose brain has been technologically enhanced for empathy to the point that even the emotions and physical sensations his most deadly enemies would be felt. While that was fun (and dramatic!) to imagine, it’s only a small part of the empathy story. [‘(R)EVOLUTION’ (US 2015): Book Excerpt ]

The heart of empathy

I have explored empathy creation since 2008, when I published a paper entitled “Empathy in the Time of Technology: How Storytelling is the Key to Empathy” in the Journal of Evolution and Technology. Empathy works on a neurological system that scientists are still trying to understand, involving a “theory of mind network” that includes emulation and learning. But at the center of empathy creation is communication.

We learn to be in the shoes of another person through real-life observation or storytelling. Communications technologies have evolved — from the beginning of language, to writing, to telecommunications, to information technologies, and soon to telepathic technologies with brain-computer interfaces. Regardless of the medium, repeated stories of the “other” have motivated the expansion of social inclusion and the liberalization of civilization for millennia.

In the 21st century, we use technology to communicate at a level unprecedented in human history. So, with so many opportunities to connect, why do we still not understand one another, and face such conflict?

When others get in the way

Our brains’ empathy systems have their share of problems. Most humans are generally good at empathizing with individuals. But we’re not so good at trying to do the same for an entire nation or ethnic group. As Emile Bruneau, a neuroscientist at MIT, has demonstrated, people especially fail if the larger group embodies an ideology or cultural trait they disagree with. In fact, you might empathize well with your friends, but if you have particularly strong associations with your “in group,” you will have decreased empathy for those you feel are not in your group.

But for all that information and exposure to new ideas, there are many examples of communication technologies that can destroy empathy. Let’s begin with the ideological information silos of broadcast, print, website and social media, where conservatives or liberals only listen, read and watch their own thoughts repeated in recursive echo chambers of increasingly radical and exclusionary thought. [I Feel Your Pain, Unless You’re From a Different Race ]

These media outlets not only destroy empathy, but actually move the needle of a group’s acceptable actions to extremes. As soon as you demonize an “out group” — whether in racist, sexist or political rants — you have destroyed empathy. And the silos’ internal success depends on it.

There is also too much information for us to take in. Our brains can’t handle the barrage of emotionally draining stories told to us, and this leads to a negation or suppression of emotion that destroys empathy. The natural response is to shut down our compassion , because we are emotionally exhausted. Keith Payne and Dayrl Cameron, psychologists at University of North Carolina, Chapel Hill, conducted research that demonstrates how choosing whether to experience or suppress a strong and empathetic emotion can alter our empathetic feelings. However, if we are conscious of the diminishment of empathy, we can recover it.

And finally, militaries use video game technology to suppress empathy and create a new type of soldier. In his exhaustive study “War Play” (Eamon Dolan/Houghton Mifflin Harcourt, 2013), Corey Mead of City University of New York, demonstrates how the U.S. military has created a military-entertainment complex to recruit soldiers. However, gamers are recruited through video game sites to join air forces around the world. And as noted in the journal Military Medicine by Air Force psychologist Wayne Chappelle, et al., with this new military job description comes a new psychological issue that was not anticipated: Drone operators are suffering from their own forms of post-traumatic stress disorder (PTSD). The stress of going between killing remote, faceless targets and incurring collateral damage, and then going home that afternoon to mundane activities such as coaching a child’s football game is perhaps the most exhausting empathy swing of all.

Empathy, restored

But fortunately, there are as many (if not more) examples of communication technologies that can create empathy. From as far back as the first storytellers, humans have used the pain and suffering of “the other” to highlight the changes necessary to improve their own lives and communities.

Today, we can see that in the incredible emotional outpouring of support on social media around the tragic murders in Charleston, the quick change in opinion in the Western world regarding same-sex marriage and the growing support for equal rights for women and girls in their communities around the world.

Empathy is created when we discover the things we share. Verona, by Matthew Nolan, is a dating app that pairs Israelis with Palestinians. Using a cellphone, it asks questions like, “What are you most passionate about?” and finds the similarities in people who, based on religious and political issues, should otherwise have little in common. By emphasizing our common traits, empathy can lead to romance.

Virtual reality is a technology uniquely primed to be the ultimate form of immersive empathy. There is no frame or wall to contain or edit an image. You are simple there wherever your eyes look, experiencing what the protagonist could be experiencing. As Chris Milk of VR production company VRSE.works said in his TED talk, “How Virtual Reality Can Create the Ultimate Empathy Machine,” “[Virtual reality is] not a video game peripheral. It connects humans to other humans in a profound way that I’ve never seen before in any other form of media. And it can change people’s perception of each other. And that’s how I think virtual reality has the potential to actually change the world.” I hope he’s right about VR changing the world.

My favorite website that emphasizes both the differences and similarities among us is Humans of New York. The site, developed by Brandon Stanton, shares photographs of the inhabitants of the world’s most cosmopolitan city and demonstrates how we can all relate to one another, regardless of who we are or where we’re from. Even the United Nations saw the power of his work and sent him to the world’s most conflicted regions to illuminate the lives of people there, minus the propaganda or political agendas of the existing information silos.

All technology is a tool. It is morally neutral and dependent on the intention with which it is used, for either constructive or destructive purposes. We have a choice: Do we want our communications to bring us together or split us apart?

To understand the power of communications technology, we must embrace the paradox: It will both destroy and create empathy. But we can actively choose creation. Remember that empathy is a muscle: The more you use it, the stronger it gets. So, flex those empathy muscles through storytelling and expand your notion of who is in your group. Or, be willing to fall prey to the increasing ideological polarization of our time and face the global consequences. It’s up to us.

How To Start A Mentorship Relationship, by Chrissy Scivicque

I believe in the idea of that “No man is an island.”; and I also believe in that helps will only come to those who help themselves.  Now I am pondering the mentorship idea presented in this article “How To Start A Mentorship Relationship” by Chrissy Scivicque on this web page http://www.forbes.com/sites/work-in-progress/2011/06/18/how-to-start-a-mentorship-relationship/.  I quote the entire article in the following.
I quote from Chrissy Scivicque:

In my work as a career coach, I find there are several helpful resources that very few people take advantage of. Mentorship definitely falls on this list. It’s really a shame. Having a mentor can elevate your professional capabilities exponentially.

And—added bonus—mentors are amazing people. When you take the time to develop a strong mentorship relationship, you get access to a wealth of knowledge and experience, but you also end up with a lifelong friend and potential future business partner. In short, there’s no downside.

Of course, if you aren’t familiar with the concept, you may have questions about how it all works. Well, that’s what I’m here for!! Please allow me to offer some insights.

What Exactly Is a Mentor?
A mentor is a more experienced (typically older) professional in your field who offers you career guidance, advice and assistance from a real world point-of-view. Pretty simple, huh?

Why Should I Bother?
As mentioned above, mentorship offers a host of amazing benefits. A good mentor is wise and willing to share his or her knowledge and experiences in order to help you succeed. It’s like having a wonderful trusted ally to go to whenever you’re feeling unsure or in need of support. They can help you set and achieve career goals, make smart business decisions, overcome workplace challenges, learn new skills or simply offer an outside perspective when you’re facing frustrations at work. The benefits are truly endless.

When Should I Get a Mentor?
Mentors are helpful regardless of where you are in your career. Whether you’re fresh out of college or a few years from retirement, there are always others who have “been there, done that” from whom you can learn. So no matter who you are, I always say, “NOW is a great time to start.”

If/when you’re more experienced, you may want to BE a mentor. Please do so!! It’s an incredibly fulfilling experience and I believe that mentors learn just as much as those they assist. But I encourage everyone to also find a mentor of your own. As humans, we’re always learning and evolving, and even the most experienced professional doesn’t know everything.

More than likely, the mentorship relationships of experienced professionals will not look the same as those who are entry-level or mid-career. You may have a mentor who is closer in age and experience—or even someone who is your junior! As long as the person has qualities and knowledge you can learn from, it’s perfectly acceptable.

Who Should Be My Mentor?
This is a big question and I recommend you take some time to think it over carefully. The choice of person makes a big difference in the success of the relationship and, ultimately, in YOUR success. Look for someone you respect professionally and someone who has a career you’d like to emulate. That doesn’t mean you want to follow in their footsteps exactly; you’re just looking for a person who has had success in your field (or even a similar one) and someone who embodies the professional characteristics you’re working to achieve.

Of course, you also need to find someone who is willing to be a mentor, is eager to share knowledge, will be open and honest with you, will have time to dedicate to you (though how much is flexible) and is trustworthy. You’ll be potentially sharing a lot of sensitive information so this last point is essential.

Lastly, I recommend that you look for someone you like on a personal level, not just a professional one. You should look forward to spending time with your mentor. The conversations should be pleasant, engaging and inspiring.

How Does the Mentorship Relationship Work?
Establish specifics around your relationship in whatever way works best for both you and your mentor. It can be a formal arrangement, an informal one or something in the middle. No matter what, it has to work for both of you. To get started, I recommend that you, as the mentee, come up with your “ideal” relationship. Share the information with your mentor and make sure you leave it open for discussion. Find out how much time they are willing to invest and build a schedule based on that.

For example, my first mentorship relationship was rather informal. My mentor and I would meet via phone about once a month (usually for an hour) and in between these conversations, we would communicate via email. I would send work to him when I needed a quick critique. He would send me links of articles to read when he stumbled upon something I might learn from.

When I was facing a challenge, I’d check in with him for a little guidance and reassurance that I was doing the right thing. A few times a year, he’d UPS me a book. It was an easy relationship for both of us to keep up with, but I got tremendous benefit from it.

The key to success is simply defining the relationship from the beginning. Make it an open dialogue. Ask for what you want and need from your mentor, be willing to compromise, and listen closely to make sure there is agreement. Be sure to clarify your expectations (specifically around things like confidentiality). You don’t want there to be any confusion.

Lastly, let your mentor know that you see this as an ongoing process. If, at any time, the relationship isn’t working for either one of you, the details can and should be reviewed and revised. This doesn’t have to be stressful like a contract negotiation. Remember, it’s supposed to be a fun, growth experience!

What’s In It For Them?
You’re probably reading all of this thinking, “I get why I should want a mentor. But what’s in it for the them?” Good question. And the answer is different for everyone.

Some mentors simply believe in the person they are helping and want to see him or her succeed, and that alone is worth the time and energy. Others look at mentorship as a way of leaving a legacy. As a mentor, you get to pass your wisdom down to the next generation. You have the power to make a huge difference in your industry, your company and even the world.

In truth, some mentors just like the challenge. They like to talk about what they know and their experiences. It’s fun when someone looks up to you. It kind of feeds the ego.

So there are all kinds of reasons mentors do what they do. It’s a win-win situation.

10 Habits of Ultra-Likable Leaders by Dr. Travis Bradberry

So I learn these helpful personality traits (or habits) described in this article “10 Habits of Ultra-Likable Leaders” by Dr. Travis Bradberry dated July 6, 2015, on this Linkedin.com web page https://www.linkedin.com/pulse/essential-habits-ultra-likeable-leaders-dr-travis-bradberry.  I quote the entire article in the following as a reference.

Quote:

If you want to be a leader whom people follow with absolute conviction, you have to be a likeable leader. Tyrants and curmudgeons with brilliant vision can command a reluctant following for a time, but it never lasts. They burn people out before they ever get to see what anyone is truly capable of.
When I speak to smaller audiences, I often ask them to describe the best and worst leaders they have ever worked for. People inevitably ignore innate characteristics (intelligence, extraversion, attractiveness, and so on) and instead focus on qualities that are completely under the leader’s control, such as approachability, humility, and positivity.
These words, and others like them, describe leaders who are skilled in emotional intelligence. TalentSmart research data from more than a million people shows that leaders who possess these qualities aren’t just highly likeable, they outperform those who don’t possess them by a large margin.
Becoming a more likeable leader is completely under your control, and it’s a matter of emotional intelligence (EQ). Unlike innate, fixed characteristics, such as your intelligence (IQ), EQ is a flexible skill that you can improve with effort.
What follows are 10 key behaviors that emotionally intelligent leaders engage in that make them so likeable.
1. They Form Personal Connections
Even in a crowded room, likeable leaders make people feel like they’re having a one-on-one conversation, as if they’re the only person in the room that matters. And, for that moment, they are. Likeable leaders communicate on a very personal, emotional level. They never forget that there’s a flesh-and-blood human being standing in front of them.

2. They’re Approachable
You know those people who only have time for you if you can do something for them? Likeable leaders truly believe that everyone, regardless of rank or ability, is worth their time and attention. They make everyone feel valuable because they believe that everyone is valuable.

3. They’re Humble
Few things kill likeability as quickly as arrogance. Likeable leaders don’t act as though they’re better than you because they don’t think that they’re better than you. Rather than being a source of prestige, they see their leadership position as bringing them additional accountability for serving those who follow them.

4. They’re Positive
Likeable leaders always maintain a positive outlook, and this shows in how they describe things. They don’t have to give a presentation to the board of directors; they get to share their vision and ideas with the board. They don’t have to go on a plant tour; they get to meet and visit with the people who make their company’s products. They don’t even have to diet; they get to experience the benefits of eating healthfully. Even in undeniably negative situations, likeable leaders emanate an enthusiastic hope for the future, a confidence that they can help make tomorrow better than today.

5. They’re Even-Keeled
When it comes to their own accomplishments and failures, likeable leaders take things in stride. They don’t toot their own horns, nor do they get rattled when they blow it. They savor success without letting it go to their heads, and they readily acknowledge failure without getting mired in it. They learn from both and move on.

6. They’re Generous
We’ve all worked for someone who constantly holds something back, whether it’s knowledge or resources. They act as if they’re afraid you’ll outshine them if they give you access to everything you need to do your job. Likeable leaders are unfailingly generous with whom they know, what they know, and the resources they have access to. They want you to do well more than anything else because they understand that this is their job as a leader and because they’re confident enough to never worry that your success might make them look bad. In fact, they believe that your success is their success.

7. They Demonstrate Integrity
Likeable leaders inspire trust and admiration through their actions, not just their words. Many leaders say that integrity is important to them, but likeable leaders walk their talk by demonstrating integrity every day. Even a leader who oozes charm won’t be likeable if that charm isn’t backed by a solid foundation of integrity.
8. They Read People Like A Book
Likeable leaders know how to read people as unspoken communication is often more important than the words people say. They note facial expressions, body language, and tone of voice in order to get what’s really going on with their people. In other words, they have high social awareness, a critical EQ skill.
9. They Appreciate Potential
Robert Brault said, “Charisma is not so much getting people to like you as getting people to like themselves when you’re around.” Likeable leaders not only see the best in their people, but they also make sure that everyone else sees it too. They draw out people’s talents so that everyone is bettering themselves and the work at hand.

10. They Have Substance
Daniel Quinn said, “Charisma only wins people’s attention. Once you have their attention, you have to have something to tell them.” Likeable leaders understand that their knowledge and expertise are critical to the success of everyone who follows them. Therefore, they regularly connect with people to share their substance (as opposed to superficial small talk). Likeable leaders don’t puff themselves up or pretend to be something they’re not, because they don’t have to. They have substance, and they share it with their people.

Bringing It All Together
Likeability isn’t a birthright; it results from acquirable skills that are crucial to your professional success. And just like any other professional skills, you can study the people who have them, copy what works, and adapt them to your own style. Try these ten strategies and watch your likeability soar.

ABOUT THE AUTHOR:
Dr. Travis Bradberry is the award-winning co-author of the #1 bestselling book, Emotional Intelligence 2.0, and the cofounder of TalentSmart, the world’s leading provider of emotional intelligence tests and training, serving more than 75% of Fortune 500 companies. His bestselling books have been translated into 25 languages and are available in more than 150 countries. Dr. Bradberry has written for, or been covered by, Newsweek, TIME, BusinessWeek, Fortune, Forbes, Fast Company, Inc., USA Today, The Wall Street Journal, The Washington Post, and The Harvard Business Review.