First, I would like to thank Ricky for inviting me over. Urban Age, the city program of the LSE and the collaboration with the Deutsche Bank are for me and my organization an inspiration to address the problems in my organization in central government, national government in the Netherlands concerning the lack of content-drivenness and the focus on process and short-term result.  As director of national planning of the Netherlands and responsible for the recently developed long-term strategy for the Randstad, the new planning act, the new national architecture and design strategy and the preparations and spatial research for a possible Dutch Olympic bid. Climate change look like the strange duck. It's a famous Dutch expression, but it's not. The Dutch approach is what I will tell you a little bit about in the next 9 minutes. The Dutch agenda on climate change is of course marked by our physical condition. We are for a larger part almost 50% below sea level and we are very good at being there. The forecast on climate change that the sea level will rise 35 to 85 cm in this century and in the long term for more than 2 m. Higher winter water levels in the rivers, vulnerable to flooding from the Rhine and the Meuse rivers, more space is needed to retain floodwater. In our national spatial strategy, water is one of the structural principles that structureizes our spatial design. Climate change does not change the way of thinking or our approach towards spatial planning because the Dutch are used to incorporating coping with water and water levels in our planning system. Most of the Randstad is situated underneath the sea. In the Randstad, more than 50% of our income is made. More than 50% of our people are living and we all live beneath the sea level. For example, the Dutch government, we never decided to move away to Germany or Belgium for instance. Now we keep on investing in this western part of the Netherlands. But it takes a lot for development. We have to do this properly. It's not considered necessary to relocate. We want to continue to invest. But climate-proof, sustainable Delta puts the Netherlands in an international spotlight in a way. We can teach the world, actually we're doing that, but we forgot to teach ourselves the same. So our engineers are working all over the world, but not as much at home. But it's not only about adaptation, it's also medication. There's a lot of talks about numbers and if they're right or wrong. There's a problem, climate change is a problem in every perspective. Ben Page said yesterday, what is measured gets done. I would add right or wrong message, it gets done anyway. We recognize the urgency and scale of the global climate challenge. That is why we're pursuing a 30% reduction in our greenhouse gas emissions by 2020, relative to 1990. Preferable as part of a European effort. At the moment in Poznan, there's an international climate change conference to get ready for Copenhagen next year. And the Netherlands is pushing to get to a real climate change agreement in Copenhagen. But there's no silver bullet for climate policy combination of measures. We talk about regulation, finance, technology and behavior. These measures should be on a global reduction. And individual cities can take the lead. There are various cities, even in the Netherlands, that have a strong climate policy. There are also various cities in the Netherlands that want to become climate neutral in the near future. And there are possibilities to reduce CO2 emissions through spatial planning. The government is considering various options. One option is to bring together heat-demanding companies and companies that have excess heat. Excess heat can be used by companies that need heat, and heat can also be used by residential areas. Back to planning. The Randstadt Urbanism, actually its core business. We made a long-term strategy for the Randstadt, combining international competitiveness with sustainable and climate change-proof Randstadt. We have high ambitions and want the Randstadt to become one of Europe's top regions. It is more than an urban area. It is urbanism in a green-blue delta. And it is one system. The task for the next decades is to build 500,000 new homes between now and 2014. That means greatly densifying and restructurizing our old and aging living and working locations in the cities and transforming disused sites into new urban areas where the residential and employment function can pursue the goals. Climate change and urbanism is quite a task. Changes to combine tasks with spatial planning and other aims. There are the conditions and implications for city and the development of the Randstadt. Our next step towards climate change and adaptation was to install a delta committee. A national committee that should advise the central government on what to do. And they came up with three big advices. Come up with a delta program, finance it in a delta fund, and fund it in delta law in a delta act. They focused on safety. They focused on adaptation. But they made an advice for the next 100 years. A delta act will anchor the political administrative organization and funding within the president's political system and the current legal framework. It is guaranteed by a delta fund. A delta fund that consists of one until 2 billion euros a year for the next 100 years to make the Netherlands climate-proof. And the political administrative organization of our water safety is based in a group where national, regional and local authorities are combined under chairmanship of the prime minister. The cities can take the lead, and that's what it's about. They can take the initiative. New Amsterdam climate and the Rotterdam climate initiative are actually pursuing the goals to working together with companies, with the harbor to get to this mitigation and adaptation issues. Rotterdam and Amsterdam do change on that. You can see the green line where the goals are set for Rotterdam. And the question to me was if climate change is such a big issue and the financial crisis is too, do we need to reinvent planning for that? For climate change we do not reinvent planning, because we invented planning in the Netherlands towards adaptation in a way. But something has to change. If you have 10 problems and you want to solve them all in one, you create a new one and then you have to solve 11. Integration doesn't make it simpler. You have to look at all those problems, pick your fights, and choose that attract a dose that generates other perspectives. And then add the 11th, because we need this integration, we need to know why. And complexity and bigness are always an excuse to not do, but talk. Talk about process instead of content and acting upon the issues. Everyone should be in charge. The politics trap is to stay in the top level of act and react, forgetting to combine it with think and do. And forgetting their history. Once we have this timeframe when we really know where we came from and where we're going with a long-term strategy on planning with a long-term strategy on climate change, we know how to act today. Our bureaucracy has turned into a process-oriented short-term focused bureaucracy. We're changing this again, and climate change is helping us consider this change. So the Dutch approach is about think, do, and act. We invest a lot in research programs on climate change, on adaptation, and mitigation. We do a lot in projects and pilots, and we try to make the leap from react to act. We have to think, do, and act, and tell our stories. Thank you.


Just a little snippet to deliver to you guys today. An amazingly well preserved ancient Great Wall Fort has been discovered in North West China. Two courtyards have been found at the fort and remains of houses, walls and large statues, and this discovery is believed to date from when the Ming Dynasty ruled China between 1368 and 1644, discovered in North West China which is now the Shangzai province. One of the courtyards found is 60 meters long and 25 meters wide and its walls, houses and brick floors are well preserved. Archaeologists also unearthed a stone tablet at the courtyard and according to the inscription on the tablet the courtyard is the site of a temple called Yang Ying Palace with more than 30 painted statues already being found at this site. The other courtyard is the site of the remains of a larger building, a 12 meter long and 3 meter tall remaining base was also discovered here. The ancient fort was found in a ditch from which local villagers took soil to build a road last April and soon after excavation work started. The discovery includes highly detailed statues and you have to wonder how these things become forgotten under the passage of time, especially in China, who boast a very long continuation of their civilization. Anywho, what do you guys think about these discoveries emerging from the Chinese region? Comments below and as always, thank you for watching.


Today we are here to talk about a very introductory topic of management that is the principles of management. The principles which were given by Henry Fior. So today we will be discussing what is management, then after the principles and what do you actually mean by the 14 principles of management and what are they. So let's proceed on with our learning. So now knowing what is management? Management is all about managing men, material, money and other resources in the best possible way to achieve desired goals. That is the objectives that we set. To achieve that objective we need to work towards it and while working we have to manage our men, material, resources, money, the things available, the things which we have with that we process that, we manage that in the most effective way so that we can achieve the goal that we have desired. It is an art of getting things done through others. Why management? We can do everything isn't it? Every person thinks that I can do anything in this world but management is getting the things done by others. Why do we call managers? Why few people are managers? Do you know? It's very simple because they manage the most difficult resource available that is men. They get their work done through others.  Early morning we get up, we know that we have 24 hours in the work in a day but we have to manage everything, our studies, our life, our food, our dressing and our time. We should not take more than 24 hours in a day, we cannot. So that is why we all are managers. Now defining what is management? According to S George, one of the learners of management, management consists of getting things done through others as I have already told, getting things done through people around you. Manager is the one who accomplishes the objective by directing the efforts of others. That means you direct the efforts, everybody does something or the other. Every human being is doing something but giving them a direction, showing them what to do is what a manager does. Now what are principles? Why do we have principles? What do you mean by principles? Is it the headmaster of a school? Well that's P-A-L, this is P-L-E, principle, the spelling differs. So what is a principle? Principle is a fundamental truth or a proposition that serves as the foundation of a system or belief. That means it is a set of rules and regulations. There is a set of things, defined lines on which a system runs, that is a principle. The whole management is also run on principles and that is because it is known as a science, it is known as a profession. So now we talk about why principles of management, why do we have principles? So it's very simple, principles are something that is universally accepted. If I am standing and I am studying management in Guwahati, it will be the same as it is studied in Delhi or in Calcutta or in any other multinational company or any other institute of the world. It is the same. That is why we have set rules, set defined norms which are the principles. So now as we know that management is said to be a science and a profession and principles are the pillars of the profession, pillars of the science and universal acceptability and the main requirement of any profession. So principles of management are designed to fulfill the criteria of both science and profession in the best possible way. Now what is science? Why do we say management is a science? The characteristics that a science has like a doctor studying a doctor, a person studying a doctorate and a person studying management, they both are not doctors but they both are studying science. Management is said to be a science because it has a systematic body of knowledge. As I said, the books available, same for all of us, we can read the same book which are read in Harvard University or the University of California or IIM Ahimdabad, sitting here we can study the same thing, the same books and we get to know the same things that they are studying there. So it has a systematic body of knowledge, then we have its universal acceptability that means all over the universe, it is truly accepted as it is. Then we have the cause and effect relationship. As science has, every reaction have an action, same in the management. Every cause have an effect, every effect leads to a cause. How? Now for an example, if somebody gives an order that is the cause, order is given, what is the effect? Obviously, the order is followed, the task is done, that becomes the effect and there is always a cause and effect relationship between anything that happens in management, whether it be your life or it be your organization. We have the verification of validity, now the principles of management proves how valid it is, how valid it is for the thing you are using. For example, you have a problem in your organization, people went for strike and now what to do? A person will think what to do, how to act in this situation. If you refer to the management learners, if you refer to the principles, if you go back and study some cases that has already happened, then you will get to know how principles are applied. So that gives a validity that in this situation, if you do this way, it can be solved. This is given in management. So this is always given in science, that's why it's science. Coming to profession, management as a profession. In every profession, when we talk about the word profession, a picture comes to our mind, a suited, booted man with a tie and a briefcase in hand. Why? Why do we say that we want to become a manager? Because we have that picture in our mind, we want that personality, we want to acquire everything that we dream. So as profession, to be said, it has a body of knowledge. Like any other profession, maybe doctorate, maybe lawyer, a lawyer with a black coat, a doctor with a white coat, a manager with a tie. So it has a body of knowledge. Everything is set, we have books, people can learn with the books, we have teachers, we have learners, we have learned people to teach and preach about management. Now the education, every profession to be a professionalist needs a degree, a set, education, a body of knowledge. So we have a certificate, we have different certified courses for management in every field, in management also. It is again divided in so many things, marketing, branding, finance, HR and so on and so forth. So it has an education level that is very much required for a profession. We have application of knowledge. The knowledge which we acquire is applied everywhere. It is not a waste of time, it is not something that we cannot acquire, it is something by learning which we can, if we don't do anything professionally, we can apply it in our daily life in a more effective way, like the time management. If we manage our time, we can do things in a more better way in our daily life. So that is the application of knowledge of management.  You have something to talk about, you are a figure in the society. So that is the social recognition that we get through learning management. We have a code of conduct, now what is a code of conduct? Learning, normal learners would be imagining code of conduct, what is it? So to be very frank, code of conduct is nothing but just wearing a tie or something, basically it is a mindset that how should we behave being a professional, like we have clubs for managers, as we have lawyers association, we have managers association now. So that is what, we are socially accepted, we have a body of knowledge, we have education and now we are managers. Coming to principles of management, Henry Fiore, that is a famous industrialist of France, also known as the father of management as I told, has described 14 principles of management. So coming to the principle, the first principle is division of work, that means dividing the whole work into smaller tasks, which is very important because as an individual, if I take a responsibility of doing something, I cannot do the whole thing in a day or by myself. So if I divide the same work in smaller parts and give it to my subordinates or to my colleagues, we can have the same task done in a lesser duration with more effectivity. So now division of work is based on three basic features, that is the work is divided into smaller task, then it is divided on the basis of individual specialization. For example, if I have to draft an advertisement, I am good at thinking and my colleague is good at designing. So I would give him the designing work rather than me doing everything. It will help me finish up my work in a more effective way and that too in a short duration. That's why we have division of work. Then according to individual taste and his ability, I cannot give a task to someone, I cannot give a marketing task to someone who doesn't know the M of marketing. That will end up being a disaster. So it is important to know the individual taste and his ability before dividing the work. The second principle is parity between authority and responsibility. Authority is something which is known as the power to do something. The company gives us some power or we take some power to do something that is the authority. Authority is the obligation, the accountability and the answerability that comes along with the authority. So authority and responsibility should always go hand in hand. If somebody has authority, he must understand his responsibility and should work accordingly. If authority and responsibility are not together, it will never gain respect for you. For that, you must always take care of your authority and fulfilment of your responsibility. The third principle is principle of discipline. Principle of discipline, that means a discipline should always be maintained in an organisation. There should be a set of rules and regulations, norms of the organisation to be followed by every individual in the same manner. Now we can have discipline in an organisation by following these three simple process, that is, by having good supervision at all the levels, whether it be the middle level, the supervisory level or even the top level. To maintain discipline, we must have good supervision, good command on all the levels. Then we have by entering into clear and fair agreements with individuals and with the unions. Now clear and fair agreements, whatever rules, whatever norms we have, it should be clear to everyone. It should not be like your timing is 7.30 and the other person on the same job will have a timing from 8 and you don't take any action. That cannot be done. It will create more fights among your employee. It will create more chaos. People won't be motivated to work in the organisation. Then by assuring that penalties are judicially imposed, that is, whatever penalty you impose, if a person doesn't abide by, you must have a judicially imposed. You cannot just spare anybody.  The fourth principle is principle of unity of command. That means there should be just one superior commanding, one subordinate. Because if you have more than one superior, suppose you are working in an organisation and one person comes up to you, your boss, and says that you have to give me this report by evening. Your other boss comes up and says I want this report by evening. That's another report. Now for whom will you work? Can you make two reports, a big ones in the same day? Imagine it's not possible. You can just make one. Whom will you follow? You won't feel like working. There will be a chaos. You will have a role conflict. So it is very important to have one person giving orders and one person listening to it for the single work, which is known as unity of command. Unity of command helps you, helps the organisation to maintain a proper line of orders in the organisation. There won't be any wastage, there won't be any confusion, there won't be any chaos in the organisation and employees will be more motivated to give their best towards the organisation. Then we have the unity of direction, which states that there should be one head for one plan for a group of activities. For example, you are organising a tour or you are organising a picnic say, then you have three people organising it. Will three of you go and like book a bus? Three buses? No, obviously not. You will divide the work, one will go to book the bus, second will go to collect the money from the people who are going, third will make the list and the food will take care of. So that is unity of direction. In one direction there should be one head, if for food you have two heads there will always be chaos, somebody will say I want spicy food, somebody will say no I want sweets. So unity of direction, one head for one plan for one activity. It assures unity of action and coordination among the employees and it avoids wastage, it avoids over expenditure and it also avoids useless competition between the employees. The unhealthy competition. Coming to the sixth principle, it is given subordination of individual interest to general interest.  That's why we all are here studying management. But if you go to an organization, you must always subordinate your interest to the general interest of the organization. It's not that while thinking of your interest, you end up doing a big loss for the organization. No, of course not. That will be very bad. So you must fulfill the organization interest in a way that your own personal interest is also fulfilled and the organization also has got no harm. Then we have the principle of fair remuneration. That means every person at the same level should be paid according to their ability, should have equal remuneration. It's not that they are two managers looking after the same thing and are paid in a very different manner. Now you are getting 30,000 and your friend is getting 50,000. Will you be motivated to work in that organization? No, you will always have a thing in your mind that why he is getting 50 and I am getting 30 working on the same post. So the principle states that to have a proper functioning in your organization, you must have fair remuneration for all. The eighth principle goes principle of centralization and decentralization. Now what is centralization? That means the authority is centered at the head office or at the head of the department. They have all the authority to take any kind of decision and the subordinates will just follow it. That is centralization. Now decentralization. That means the topmost level of the management, they delegate the authority to their subordinates. The authority is delegated to the subordinates. So it is decentralized. They have their own powers to take decisions. They can make decisions in their fields with the authority that has been given to them. For example, Bata. Bata is a chain of shoes shops. So what happened? Bata has got its decision making power at the top head office. All the sale that happens, sale once or twice in a year, we have 40 percent, 50 percent. It is directed by the head office and it goes on same all over India, even all over world if they have showrooms. So that is centralization. But every dealer has got their power to take decision of their showroom size of their showroom showcases. That is decentralization to some extent is done. They have authority of taking decision to some extent but the sale and the major decisions are taken by the central head office. So here we can see a very simple example of centralization and decentralization. We have the principle of scalar chain. That's the ninth principle. Now what do you mean by scalar chain? So now talking about scalar chain, it defines that there should be a chain of orders. The superior subordinate, then even more subordinate, then the lower level. So it says that the order should go in one chain and it should come back in the same chain. Now to this principle we have a exception because if a person at fourth level wants to talk to the person at fourth level of the marketing department, how they will talk? So the exception is known as a gangplank. They make a fine line between two of them, the marketing level four and the finance level four. They have a fine line wherein they can communicate directly with each other. That is called as the gang plan and that is the exception to this principle. Then we have principle of order. That means right person to be placed at the right job in the right time. The order must be very clear. Like for example, if a person interested in graphics is put on a teaching line, that is teaching English, will he or she be interested in doing that? Of course not. It may be for 10 minutes, it may be for 10 days or a week, they'll go on, they'll be excited about the job, what after that? After that they'll miss their graphics. They want to be something in that. So that is, you must always remember the order, right person at the right place. Now the principle of equity, it is treating everyone in an equal manner in an organization, whether it be a lower level employee or a top level employee. You cannot shoo away somebody. If somebody is working at a lower level, you cannot behave very rudely with them. You have no right to treat them in a bad way. If you do that, nobody would come to your organization to work. Nobody would even see, nobody would even like to talk to you. So that is the principle of equity. Now we have the principle of stability of tenure. That means a person should be very much positive in having his work. In doing his work, that means he must have a positive attitude. He must have this thinking in his mind that his job is secured. That the organization will run for a longer duration. He won't be kicked out any time. That is stability of tenure, it assures work continuity. Then we have principle of initiative. That is, encouraging the employees to be more creative in their work, to take some initiative, to come forward and do something.  No, principle of initiative states that to be a good manager, to be a good leader, you must initiate and encourage your subordinates to do something. Think something out of the box. That is the principle of initiative. The last and the final principle is, Esprit de corps. What is that? It is a French word. That means team spirit. Like being a manager, doing some work, from all these things we have got, a person cannot work individually. We have to have a team. We have to have some people around to do something. So a team spirit is very much important. If you have a team, but you don't have right people in your team, what will happen? Your work won't be completed in the way you want. It won't be effective. So it's very important to have a team spirit, and that's what Henry Fiorre calls, Esprit de corps. Now, to summarize all the points, what we have done today, we did, we learned about management. What is it? We learned about principles. We learned about all the 14 principles of management. These principles are seen and applied in our daily life. Just think of anything you can, maybe organizing a party, maybe organizing a wedding, your sister's wedding.   And that is what is management. So now management is also an art, and that is why the application of these principles depends on the managers, how they apply. How you apply depends on you, because it's you who are the managers who will be applying, who will be abiding by this art now. So it depends on you, how do you apply these principles to your daily life and to the different conditions and situations that you face? That's for today. Thank you.


Hi, and welcome to how to develop a crisis communication plan. Here's where we're going. How can I prepare a crisis communication plan? Information to know during an emergency. What is happening? Is anyone in danger? How big is the problem? Who reported the problem? Where is the problem? Has a response started? What resources are on scene? Who is responding so far? Is everyone's location known? A crisis communication plan is the prepared scenario document that organizes information in your responsibilities and lines of communication prior to an event. There are four critical elements to crisis communication. The crisis communication team members with contact information, the designated spokesperson, the meeting place or location, and the media plan with the specific procedures. The crisis communication team decides what actions to take, carries out those actions, and offers expertise or education in the areas relevant to the crisis. Here's some other considerations for crisis communication plans. A designated spokesperson to manage information, a designated area to meet, a media plan, and how to minimize spend damage by providing even the most tragic facts. In information vacuums where there is no information being provided, often, things get made up. So it's important to be as honest and forthcoming as possible as quickly as possible, even with the most tragic facts. In crisis communication, it's important to manage your objectives. Maintain connectivity. Be readily accessible to the news media. Show empathy for the people involved. Allow distributed access. Streamline communication processes. Famously, after the BP oil disaster, the CEO did not show enough empathy for the people involved. His communication instead focused on his own heartaches and problems, as opposed to the people involved with the tragedy. Be sure to maintain information security. Ensure uninterrupted audit trails. Deliver high-volume communications. Support multi-channel communications, including social media. Remove dependencies on paper-based processes. So to review, because crises are bound to happen, despite the best planning, every organization should have a crisis communication plan, which includes designating a crisis communication team and spokesperson.


Hey everybody this is Brett with Summit Auto Reviews and today I have a 2024 Jeep Wrangler. This one has the Sky One Touch Power Top and I'm going to show you how to take off your side panels off this hard top piece so you can really get the open air feel when you have that soft top back and these panels off. It's actually really easy and this video will be really quick so stay to the end. If you learn anything remember to like, subscribe, and share on the YouTube channel. I really appreciate it. Let's get right to it. All right so when I first looked at these side panels here I thought boy I'm going to have to get a Torx wrench to get this bolt and the bolt over there out and I went and looked for a Torx wrench and they're Torx 30 and I went to go take them out and they just spin. They don't do anything. I was like well what's going on here so I decided to just do the quick disconnects. There's one right here and there's one on this side and this actually just pops right out. You're going to be amazed at how easy it is so I'll show you from the outside how it comes out and then we can store it in the bag and it's really really simple. So now that you have your quick disconnects undone on the inside of the vehicle all you got to do is open up this door. I recommend that so you can grab the inside of the side piece and just pull it towards you at the top and you can see it'll lean right out of the vehicle and I'm not even touching it and it's still held in place because there's two pegs that hold it into its spot.  Okay here are the instructions that come with the case and first off I'm going to tell you they're wrong because the way this is set up first off the stickers upside down it should be the other way if we're looking at this how it says we're supposed to be looking at this because that flap is connected actually to this side and not the other side but basically what you want to do ignore the instructions you're going to want to get your clamps lined up with those pieces right there the long end of the hard top piece right here has to go on this side which is the long end there so I'll show you how to do that and you're going to want to put side two in the passenger side in first and then put the flap over it okay so you can see how these pieces kind of fit in there you got to put them in upside down so obviously this is the bottom that these are the pegs that go into the wrangler on the sides there and I have side two which is the passenger side in there and you can see those clamps go right nicely into those holders right there now you're going to want to take your side of your case and put it up like so get that over it like that so that this felt piece goes over your painted part and now you can put the passenger side or the driver's side in and you'll be all set to zip it up and now you can see I got the driver's side into its spot those clamps line up nicely and you can put your case up like so and then we're going to zip it kind of hard to do this and holding the camera so I apologize and once you get it going obviously goes pretty easily and nicely like so now you can grab this this strap can go over the headrests in the back of the vehicle and you can carry it like that I'll put it in there and show you how that works so this is how Jeep recommends to transport the side pieces in the case they say you should stand it up behind there and you wrap the strap around the headrests like so and then you're supposed to clip it down here into this hook but I don't think they figured for the Alpine subwoofer because it's too wide to get it over there and I can't reach the hook over there so if you got the subwoofer you probably can't follow Jeep's instructions perfectly show you how that looks back here but yeah that's how you're supposed to transport it I'm sure you can lay it flat and it would be just fine like that so this is what it looks like when the side panels are off of your sky one touch power top and the power tops all the way back obviously if you had the doors off you'd get even more of an open air field just like a Wrangler with a hard top that you remove except you have the back glass that's really the only difference visibility is about the same and everything so let me know what you think of how it looks in the comments and that's about it so now that you're ready to put your windows back into your Wrangler this is my pro tip of the day you're going to want to open up the back doors because these pieces will not go in without the back doors open so that's my pro tip for the day just grab them like you took them out line up the pegs with the holes and it'll slide right in there all you got to do then is your quick disconnects just reclamp those and you'll see that it sucks that window tight up against the hard top piece there and it really is that easy now you're not going to get wet you can put those back in in about a minute for both sides and you're all set to go and I hope you enjoyed the video today remember to like subscribe and share on the youtube channel I really appreciate it in fact in a second you will see a link to subscribe to my youtube channel in the upper left a link to how to take your hard top off your jl in the upper right a link to how to take your jl doors off in the lower left and a link to one of our latest Wrangler videos in the lower right click those check us out and thank you so much for checking out the video have fun out there with your sky one touch power soft top thanks again


Our governorship aspirant of the all-progressive Congress, APC in Eddo State, Honourable Washington O'Seefo, has accepted the results announced by the chairman of the APC Committee on Eddo State's governorship primary election and Governor of Amos State, Senator Ho Puzo de Mar. As I declared, Honourable, the member representing Ovia Southwest and Ovia North, East Federal Constituency, Honourable Dennis Ida Hossa, winner of the primary election in Eddo, with a total of 40,453 votes, that the party is supreme AC as a member of the APC. He has chosen to suspend his campaign as a mark of respect and loyalty to the party. Honourable Washington O'Seefo made these statements while speaking with Journalist at Nigerian Union of Journalists, Eddo State Council. I also have a correspondent at Palma Jero Friday report that Honourable Washington O'Seefo has called on all the former governorship aspirants and their followers, fledgling, muscles and smarthing for showdown to shield their thoughts, accept the results announced by the governor, O'Seefo de Mar-led Committee and put the interest of the party above personal interest and primordial sentiment. Honourable Washington O'Seefo, however, noted that the results announced by Governor Hopius Adema has been accepted by the National Working Committee at the national level, that he's led committee chat with the responsibility of organizing the party primary election in Eddo State. Honourable Washington O'Seefo, however, noted that the results announced by Governor Hopius Adema has been accepted by the National Working Committee at the National Working Committee at the National Working Committee at the National Working Committee at the National Working Committee at the National working committee at the National Working Committee at the National Working Committee at the National O'Seefo.


We used to be. We don't know hard for you but before we move to our first test of the day, remember the battle of the best. MARARA akie Matata We have a band of sailors Just head over to our Palais twitter, or cast the vote The best today is between Matata v. Sailors do you know what to do? We have a link that we will lead you to twitter So, can you introduce yourself? I'll introduce myself. I'll be here online if you'll be in travel. I currently really have. We're about that. Yes, we're in Africa. And also Miss Elite Face of Africa for 2020. And I'll be going to represent our continent and Kenya in Miss United Nation in Canada. It was supposed to be last month. But then corona happened. So it's going to be next year in March. And we call out for voting, please. We will guys will do that. And I think I may be reigning for another one year because of what happened for Miss Africa. So, yeah.  Really? Yes, of three boys. Interesting. And I'm an entrepreneur. I run a company called Tech Hub Holdings and I have a foundation for special needs children called Andy Speaks for special needs persons in Africa. Okay. So, all these titles, right? And you're still going to get more. What led you there? What led me there, you know, I had like a five year plan, right? So I had searched for a session and you were like, by the time this decade ends, I would like to do all my childhood dreams. You know those things that everyone tells me is impossible? Yes. So one of it was actually I wanted to walk the ramp and be me something. But when I tried to do that when I was 19, I was told I am like two inches short. You know when you're going for miss world, miss what? Yeah, there's actually a height. Yeah, there's a height. So then my friend asked me, have you ever thought of it? And I'm like, ah, I'm past that. Then she was like, no, there's actually one which encompasses everyone. Misses and all that. Because since somebody will see, there was a slope for that. That's why it's called elite. I can see your vision. That's why it falls. So I was like, yeah, I can give it a shot. I had never done modeling before. So it was my first time. And I came back with 19 awards and it is the first time it has come to Kenya. Miss Africa has always been in AC and stuff like that. To you. So yeah, and I broke two records and I was like, yeah. So that's how I ended up there. But also I wanted to use it as a platform to continue championing for what I love most, which is neurodevelopmental disabilities. Two of my boys have autism. So that's why I championed for that. Okay. We'll get to that. But before we do so, when you get the titles, of course they expect you to give back to the society. So from each title that you got, what is it that you championed for? Well, all of them have maintained it constant. So I do mentorship, especially for women. I do menstrual hygiene promotion, donating sanitary towels and education for just menstrual hygiene. And most now is I fight for the rights of children with neurodevelopmental disabilities. This is celebrity, autism, don't syndrome, learning disabilities, those things that are invisible. Because not many people will actually know our child has an issue. You just brand them something else. And because of also the African culture and if you look at our policies as much as we say it is inclusive, the fact is it's not. Because they're always left behind. So trying to raise awareness and at the same time try and let people be aware.  So that's what I championed. Most fashionable parts. And I'm a Rotarian also. And as a Rotarian, actually today is World Polio Day. And Africa has been declared polio free. And we're celebrating that. That's why I have this label here. Polio now also. We're close to ending it. Globally. Very close. Okay, so at the beginning of when they announced the lockdown and everything, I was watching a certain interview of a lady whose son had autism. And she was just talking about how had it been for her child. He can't go out. He has to remain extremely sanitary. I mean very, very clean and such things. And how is it for, how has the pandemic affected people with children who have neurodevelopmental conditions? It's been tough. I think that lady you're talking about was me. It was alone. Yes. On Citizen, right? Yes. That was me.  So it's been crazy. Like insane. Children with autism need to be taught things in a specific way. First of all we're trying to explain something that's not tangible or they can't see it, they can't understand it. So you see this is a concept that is not good to them because they're used to tactile audio and visual learning. That's how they learn best. Then it was very sudden. Like if I want to change the routine of my son, like they're about to close school, I tell him like two weeks in advance. So that they're prepared. Now for corona it just came boom. We can't go anywhere. They can't go to school. They can't go outside. You can't see big people. And that enclosed space. Now like for my last one has ADHD. That is attention deficit hyperactivity disorder. So that means hyper is there. Then you're telling them I'm containing you in this space. Lord trust you me energy levels from wherever you just dwindle to a point you're like God please come through. So at least you're forced to find ways of how to adopt that. Because now you see when other people can do e-learning others can do this on TV that the government did if they are children are not considered. So for us we had to be their therapy sessions were cut out. That means I had to try and fit all this. So I have to be boss lady in the office try and figure that out.  He has to continue in this school. These are the two they have therapy speech therapy occupational therapy so you're trying to now learn new things and trying to teach them and teaching them is not as easy as it is for a typical child. So you can imagine parents dealing with all of this and then of course there is the economic strife that came with it and there is a komobid a komobid is a coexisting condition most of the persons with neurodevelopmental disability you find either they have another komobid either OCD epilepsy or convulsive disorder and many many other underlying conditions so and mine are all medication so they have to take medicine every day so they don't convulse because when someone gets convulsions your brain cells die and if it takes longer then a child can die even an adult because convulsions totally disrupt the entire system it's like being shocked so you can imagine that and that's one I'm just trying to summarize so the socio-economic plus now the learning plus now health wise now access to such things so it's been it's been very intense for us as caregivers and you find that who do you run to especially right now everyone is actually having their own issues many have been laid off and a good number of parents with children with disabilities have been left so you find you're a single parent now topata the job they were doing was maybe koshanguo and stuff like that and you know for us we find like most of the time that one person who's easily to be let's go from work because you know we always are I need time out to go take care of this I need to take them to therapy I need to take them to school so you're not available all the time and then you can even and you find because of the specialty like a parent who has a cerebral palsy child you can imagine how delicate that child is you can't even say you can do the therapy at home massaging and stuff like that because one wrong move you can paralyze that child you can even break you can leave my child with the neighbor because they need to understand remember the kids are need special care like special diet and stuff like that so yeah it's a lot I can imagine one parent who has children with no conditions it's a lot for them so how you deal with that personally personally I try also remember I am human because one thing first is acceptance you accept this is the situation and try and make the best out of it I've empowered my eldest boy also support and also my nani so they come through like for the first two weeks I send them to my mum because I have to to be not selfish but yeah you need your time to because it's not easy because like sometimes the child can have a meltdown when they're just screaming because you know they're non-verbal they can't communicate so also they could be having sensory sensory overload processing because they process things differently so maybe it could be sound light or texture or just internal and they can't so they react differently so I take time out a lot I love myself you have to you have to do that so that gives you rejuvenation so we survive like that yeah just love them they're the most lovable human beings by the way like just amazing so focus I always see the able and not the label so I try and focus on their abilities if you're good at this so be it let's do that you know and then you involve them in the things that you're doing especially now during Corona one of the things that you can use you can do at home ensuring you involve them in what you're doing so that they feel part of the family you know then it's so feeling like you know they get because you see what they also learn in school is something called ADL activities of daily living like dressing you know them they need to be taught how to dress until now my 10 year old needs support to be dressing they're fine motor skills there are things you can do at home that will support them so that's that's how you try and make it fun learning and the activities right okay so who is it that you have partnered with when it comes to championing for children with neuro then neurodiverse community we work with different organization depending on what projects we are having like we always have we have an annual ride last year we did our bicycle ride through 16 counties but that is our own initiative but we get partners at the point depending on who comes on board then this year we're supposed to do a motorbike one like yeah round Nairobi in and out the entire you know but then corona happened do you ride yourself a week before do you ride the motorcycle to yourself I was facing my fear you know you have to for something to be meaningful you have to it has to be a sacrifice yeah you have to do yourself so I am so afraid of motorbikes I was living life but so now I tried at least I went for a ride before long ago I was like and it's fun then it's fun I had taken my kids for a motor show seeing how they were so excited about bikes and sound I was like this is something we can do you know and it's faster so partners per se I I work with the national council persons with disability just trying to get persons with disabilities to be understood and at the same time they understand us so you find will be called upon upon advisory basis and apart from that we've worked with Sense International because they also look at multisensory disorders they focus on deaf blind but then you see also most of the time remember I mentioned the kumobit so you will find child and neurodivers child will either be hard of hearing sometimes especially like those with DS that's drone syndrome you will find they have issues in sight or with their hearts and stuff like that so yeah multisensory also and then we also call upon partners if you feel like other organizations when they have an event and they need our support we go and support them and we have like children's homes that we also now as Miss Africa because I combine the two I go and support them with the food and clothing and stuff like that actually my kids celebrate their birthdays with either autistic homes like that so we make it that there is something we are plugging in in the community how about like you said it takes a lot of a lot of energy from the caregiver what is it that are there groups maybe support groups for caregivers we have our own as Annie speaks especially its persons we have a Facebook group and every Saturday like today in the afternoon alternate Saturday I host a show called Neuro Digest where we just educate them educate raise awareness and also bring in specialists to talk to the caregivers we have a Facebook page we have because Twitter handles IG but we have also WhatsApp groups so there are several also social media platforms where parents can plug in and learn because most of the time you will find you are trying to do something like easier sporty training for normal persons for children are in diapers up until adult some of them some learn how to use the puti maybe at 5, 10 depending because it's not an easy process so we support each other that way in the different platforms so you will find there is one that's all inclusive you find there is one that is for autistic parents all need of the grandparents and CP so yeah the groups are there can you share where people who are going to the same can find the groups especially one which is all inclusive for us we do all inclusive so someone can go to our Facebook page or even our IGs Andy Speaks Twitter we are Andy Speaks 4 Facebook it's just Andy Speaks Andy that means AMDY that's the shot for my inspiration Charles Andrew so I shut his name and then also it's an acronym for something else so Andy Speaks for special needs persons in brackets SNP so that's on Facebook you can just DM or drop a message there then we can now share the link depending on which specific group you want to be in yeah in it okay let's talk about the dinner that you have in place yeah tell us a bit about that and what your what your intentions are okay so looking at the challenges that we are going through there is one thing I like focusing on that is if you're a person we are all I use this statement we are all in the same storm that is COVID-19 but we are all in different boats so you will find like some are in ships where they can survive through it some are in fishing boats some are just sailing on a plank you know so that I want us to have equity in life equity meaning meet people at their point of need right so when we did a survey amongst the groups and we realized there is four things that parents want the most there is food there is medication then there is EGC right those are what they've talked to so when GAVA is coming or sanitizer masks as we are not even there we are talking about learning that's the last thing in our mind you know because if I look at my child if they don't go if they don't get their medication it's a risk of life so those are two crucial things so those are the we've had this project where we've been distributing food diapers sanitary towels and the girls you know people think that because you have a disability you don't menstruate they still do so we were also supplying that and then now the sanitizers and stuff that we receive but the one key thing we are doing for this dinner that is tomorrow night it's a virtual dinner meaning you can join us from anywhere we are going to be it's going to be 2.5 and then per family we'll come together and the funds that we're going to be raising we're going to be channeling them to buy medication for those who need it the most you see as government is saying the numbers of how many people have covered for us in our private spaces we know how many parents are almost going crazy at this stress we've lost so many kids we buried one of our beneficiaries actually passed on two Saturdays ago you see we had funds only for like a month's medication so we were not even able to give everyone on our list so we're like can we try and make it like at least a month or two supply for everyone we have on our list I know we can't reach everyone but we've gone as far as LAMU we've sent medicine as far as CIR we've sent medicine all the way to Isiolo so you see the people have the need but then if they're not in the sacus where we're talking about there is support somewhere so that's what I was saying like on our platform you wouldn't know because we posted the link we got we have the prescriptions we have we're working in partnership with Checkups Medical so they'll call the doctor because we can't even afford taking our children for review one session of review is like 4-5 who can afford yeah, a neurologist and we have very few neurologists and on top of that you find we have therapy which accession you need like three sessions minimum one session a week a week minimum is 1,500 to 4-5 depending on which therapy so you can imagine all these costs and those are the things and the extension it's not something you can leave it out and funny enough even therapy for kids is not covered by NHIR so you can imagine how many parents are struggling so that's why we're reaching at least if we take away one burden so that they can try and do this others for therapy we brought in therapist to explain how parents can do this at home through now the neurologist I just showed that I mentioned with host and at least you see now that one and it's on our YouTube also all these lessons all these specialist interviews and illustrations are available on our YouTube channel or even my own YouTube channel they're there so what else could we what was the gap the met that's how we're coming in so tomorrow we're having dinner we're going to be having a virtual dinner it'll be like the corridor the only thing is now we're not doing gowns and stuff like that but it's for a cause yes we will sit together share and explain and we'll have also beneficiary talk to you this is how this was for me no sharing how and what they've gone through so we're also asking guys to just support us even if you buy meds buy 100 paup that's a day supply for someone we have a name Changa so if you just go online and write M Changa it's there then there is the pay bill also for M Changa you can just go to the pay bill and make a donation that's a 50 paup that's for someone who's on something like Fino Bab which is 3 paup you see we'll talk to them for one week so we have like fluctuating needs 30,000 per month yes so we're just asking guys for 2500 you'll be adopting a family for one month and maybe now if it's someone who's expense is bigger then that means 3 people can come together and so that person introduce their body we're just trying to reduce the burden we're all going through things but if we come together African Obuntu I believe we can really really make a deal sure so how can people be part of the dinner be part of the dinner we have set up the event it's linked on our page my page but you can just if you make a donation but 25 we will get the notification of course we'll reach out and send you the link for joining the dinner yeah so and then we're having people who are saying I cannot come for the dinner but I'll make a donation so either way so you don't have to attend the dinner we would love to have your company but you can also say me nikona so I want to give up it's 100 paup yeah me nikona 50 I can do 10k so it's according to what you can so if you go to Mchanga and just type andy A and D Y it will bring for you our project then you can make the donation there and we will reach out because we'll be able to get access okay um could you kindly share your social media handles and also the YouTube channel where people can join in to the conversations so my personal one is Twitter is Mura Sylvia at Mura Sylvia for the organization it's at andy speaks for number four for IG is Sylvia Machabo for andy speaks it's andy speaks just as it is on on Facebook mine is still the same my full name Sylvia Mura Machabo if you want to follow now the Miss Africa one it will be Miss Machabo Miss Africa Elite 2020 for andy speaks it's andy speaks for special needs person in brackets SNP that's the group so you will request and then we will also accept and then I know there is a page also same name haven't changed YouTube same thing Sylvia Mura Machabo my personal one and for the organization it's andy speaks for special needs person so there you will find all the interviews all the learning materials if it's something like autism you don't understand we've done clips over there to just illustrate what it is and yeah we'll be glad to have all of you come and join us and support and yeah I think I can give the pay bill number I can give the pay bill pay bill number and we get the eShort for that so that that way you find if we come together one at a time it's easier for it's way way easier yeah there is the eShort I don't know if you had it if you had it you would have just shown it so our pay bill is 328871 so if you are attending the dinner you can just write your name so that at least we RSVP but if you just want to donate you can write the account is met that way then the Mchanga one is 891 300 the account is Andy SMP so it's the same thing so you can either use Mchanga for Mchanga it's open because you can do from Airtel from you know it doesn't matter you don't have to have a Parikomia if you want to swipe if you want to pay through PayPal so it gives you all options that's why we are focusing more just go online the Mchanga there it is there you go yes so thank you so yeah there we have our pay bill there okay and we appreciate your support we still thank you so much for coming through thank you my baby we appreciate your time we appreciate your time and we wish you all the best in your campaigns and we hope to see more change when it comes to these issues slowly but surely of course we've got to get there that's for sure and thank you for having me you're welcome yeah so any final word to caregivers out there and people who are going through something similar yes so to my fellow parents and caregivers what I always want to say and always telling the rest of parents never take it like a burden look at it like a learning point God knows why He gave you this child He'll give you the energy and the grace to be able to take care of the child embrace them acceptance is the first thing because that's where it all starts you accept your child for who they are you know a child is not like an item from the supermarket you can return to sender this is what you have embrace it love that baby and they will love you back and teach you things you have no idea about I'm so impatient trust you me I'm the most patient person right now because God uses them to enrich your life so just focus on that I know there are days you feel tired I can't do this no more just take a step back when you get to that point re-energize and then go back because you cannot keep from an empty cup and also support others join others so that you don't feel alone and we share experiences so yeah together we can do better of course thank you so much once again and wish you all the best thank you as you have heard from Sylvia together we can we are taking a short musical break