Latest news with #mentorship
Wall Street Journal
28 minutes ago
- Entertainment
- Wall Street Journal
‘Stick' Review: Owen Wilson's Rocky Redemption Tour
Actor Owen Wilson has spent his entire career playing what in theatrical parlance is known as the juvenile. So there's some poignancy to be found in watching him play the unshaved, unkempt and unbarbered Pryce Cahill of 'Stick,' an ex-superstar of golf trying to reconcile with his past and mold a young player's future. The series is essentially a 10-episode sports movie, with all the hooks, shanks and holes that come with the territory, so the outright surprises are few. But it's the kind of thing one will like, if one has any affection for Mr. Wilson's brand of arrested adolescence. As a seasoned Wilson observer might expect, his character has a lot of nerve mentoring anyone. His less-than-late-model lemon Corvette needs a serious paint job. He's been squatting in his ex-wife's house for two years. He smokes pot, gets the munchies, and washes down Lucky Charms with beer. He's a great salesman, though. And while that's not enough to salvage his job as the club pro in Fort Wayne, Ind., it does help Pryce get over on Santiago Wheeler (the Chalamet-ish Peter Dager) and his mother, Elena (Mariana Treviño). Pryce has discovered the 17-year-old phenomenon—the Mozart of golf—driving balls at a local range. Santi has demons. So does Pryce, aka Stick. Elena, sizing up the situation and not being a dope, wants $100,000 before she lets Pryce take Santi on a golf tour. And she's going along.
Forbes
an hour ago
- Business
- Forbes
5 Ways To Win Over Your Manager In One-On-One Meetings
Employees who master one-on-one meetings establish better relationships with their manager. Your one-on-one meetings with your manager aren't just routine check-ins. They're your most underutilized tool for career advancement. Yet nearly half of employees rate their one-on-ones as 'suboptimal,' according to research conducted by Steven Rogelberg, Chancellor's Professor at the University of North Carolina at Charlotte. Meanwhile, employees who master these conversations build stronger relationships, gain invaluable mentorship and position themselves for promotion. The stakes couldn't be higher. In today's workplace, where 77% of employees are either not engaged or actively disengaged, according to Gallup's State of the Global Workplace report, your ability to connect with your manager sets you apart from the crowd. Here's how to transform your one-on-one meetings from mundane status updates into impactful relationship-building and career advancement opportunities. Too many employees walk into one-on-ones unprepared, waiting for their manager to lead the conversation and set the priorities. This passive approach wastes precious face time and signals that you're not proactive about your career development. Effective one-on-one meetings belong to the employee, not the manager. You should be talking 50% to 90% of the time. When you drive the conversation, you demonstrate initiative, strategic thinking, and leadership potential—all qualities managers notice and remember during promotion discussions. Instead of waiting for your manager to ask about your projects, start with: 'I've identified three opportunities to streamline our workflow that could save the team 5 hours weekly. Can we discuss how to pilot these ideas?' Most one-on-ones devolve into glorified status updates where employees report on completed tasks, and managers assign new ones. This approach misses the real opportunity to discuss your professional development and future trajectory. Research conducted by Workplace Intelligence on behalf of Amazon reveals that 74% of millennial and Gen Z employees are likely to quit if they don't see career mobility opportunities. Use your one-on-ones to position yourself as someone invested in long-term growth. Managers want to retain and develop high-performing employees. When you consistently discuss development, you demonstrate ambition and provide your manager with reasons to invest in your future. Many employees use one-on-ones as a means to complain, bringing problems to their manager without any resolution. While it's essential to surface challenges, this approach positions you as someone who creates work for your manager rather than someone who makes their job easier. Transform yourself from someone who brings problems to someone who brings solutions. This shift will fundamentally change how your manager perceives your value. Managers get evaluated on their team's performance. When you consistently present solutions alongside challenges, you become an asset that makes their job easier, not harder. 'I've noticed our client response time has increased by 20%. I've researched three approaches other teams use: automated ticketing, dedicated response shifts and AI-powered triage. I think the automated system could work best for us because [reasons]. What's your take on piloting this next quarter?' Many professionals assume that no news is good news, waiting for annual performance reviews to understand how they're really performing. This passive approach to feedback leaves you flying blind for months and missing crucial opportunities for course correction and improvement. Microsoft research shows that employees who receive clear guidance from managers are 2.5 times more likely to maintain productivity while achieving work-life balance. Don't wait for feedback—actively seek it. Managers appreciate employees who are coachable and committed to improvement. When you ask for feedback and act on it, you prove you're worth the investment of their time and guidance. Many professional relationships remain surface-level, focused solely on deliverables and deadlines without any personal connection. This dynamic limits trust, reduces psychological safety and makes it harder for your manager to advocate for you when opportunities arise. Research shows that employees become significantly more engaged when they feel their organization cares about their overall well-being. Your manager is a person first and a professional second—building that human connection transforms working relationships. Strong relationships create psychological safety, trust and mutual investment. When your manager sees you as a whole person, they're more likely to advocate for your promotion and provide honest career guidance. When you consistently show up as someone worth investing in, you make it easy for your manager to become a powerful champion. Organizations that invest in regular one-on-one meetings see measurable results: higher employee engagement, better talent retention and stronger team performance. But the individual benefits are even more compelling. Employees who excel in these meetings consistently report feeling more supported, clearer about their career trajectory and more confident in their professional relationships. Your one-on-one meeting is your opportunity to shape how your manager perceives your potential, your commitment and your future at the company. When you approach these conversations strategically, you're not just managing up—you're actively shaping your career path.
Vogue
5 hours ago
- General
- Vogue
Free digital portfolio reviews • PhotoVogue 2025
PhotoVogue is committed to championing equal opportunities for artists of all backgrounds. We believe that creative talent should be nurtured through access, mentorship, and care—regardless of financial means or industry connections. As part of our Women by Women and East and Southeast Asia Panorama open calls, a number of the most deserving participants will be selected for one-on-one virtual portfolio reviews with members of our expert panel—an extraordinary group of editors, curators, professors, and creatives from around the world. These sessions offer a unique opportunity to engage directly, exchange ideas, and refine one's practice through meaningful dialogue. We are deeply grateful to the reviewers who, on this occasion, have generously agreed to dedicate their time and expertise to supporting emerging talent. Their generosity is a powerful reminder that a more supportive and inclusive creative culture is not only possible, but already in motion. Through these acts of mentorship and solidarity, we strive to foster a community grounded in shared growth, mutual respect, and the belief that generosity can be truly transformative. The reviews will be held on Saturday, November 22nd via Zoom, so artists from every background and region will have the opportunity to participate. Discover this year's reviewers! Adama Sanneh Co-Founder and CEO of the Moleskine Foundation Alessia Glaviano Head of Global PhotoVogue & Director, PhotoVogue Festival Amber Olson Senior Agent, Art Partner Picasa Amber Terranova Executive Producer, Amplifier Amber Venerable Creative Director, Allure & Self Andrea Vollmer-Hess Visual Editor, Vogue Germany Antonio Carloni Head of photography projects and commissions, Intesa Sanpaolo & Director, Gallerie d'Italia Arianna Rinaldo Independent curator and photo editor, Curator of Photography, PhEST Ashleigh Kane Writer, editor, creative consultant, and curator Azu Nwagbogu Founder and director of the African Artists' Foundation (AAF) and founder and director of the LagosPhoto Festival Bernadette Tuazon Director of photography, CNN Digital Bertan Selim Founder VID Foundation for Photography Bruno Ceschel Founder Self Publish, Be Happy Caterina De Biasio Visual Editor, PhotoVogue Charlotte Rose Head Visuals Producer & Bookings Editor Vogue Australia, GQ Australia Chiara Bardelli Nonino Indipendent Curator & Executive Features Director Harper's Bazaar Italia Christiane Monarchi Curator, lecturer, founding co-editor of Hapax Magazine, and founding editor of Photomonitor Daniel Rodríguez Gordillo Senior Education Manager, Strategic Content Initatives & Curator, PhotoVogue Festival Diego Portillo Visuals Editor, Vogue Elisa Medde Editor and curator Elliott Ramsey Curator Francesca Marani Senior Photo Editor, Vogue Italia Giuseppe Oliverio Founder of PhMuseum Irene Opezzo Photo Director, Robb Report and Curator Jae-hyun Seok Independent Curator, Director of Art Space LUMOS & Director of Busan International Photo Festival James Estrin New York Times Senior Staff Photographer Jamie Spence Visuals Director, British Vogue Jane'a Johnson Editor, Aperture Jann Pascua Art Director, Vogue Philippines Jody Fathalla Visuals Editor, Vogue Arabia Julia Filgueiras Art Director, Vogue Brasil Julieta Sartor Visuals Editor, Vogue Spain Karla Acosta Head of Design, Vogue Mexico and Latin America Karly Domb Sadof Visual Investigations, Wall Street Journal Kathryne Hall Visuals Director for Allure & Glamour Kira Pollack Creative director and photo editor Laura Beltrán Villamizar Writer, Curator and Creative Director Laura Roumanos Creative Producer at Instagram Lekgetho Makola Chief Operations Officer at Market Theatre Foundation, Yale Directors Forum Fellow Maddalena Scarzella Architect and Independent Curator Marina Paulenka Director of Exhibitions, Fotografiska Berlin Margaret Steber Documentary Photographer Maria Teresa Salvati Curator, Educator Marie Gomis-Trezise Founder and Curator, Galerie Gomis Michaela Perau Visual Director, Vogue France Michael Famighetti Editor of Aperture magazine Marzio Emilio Villa Narda van't Veer Gallerist, The Ravestijn Gallery Natalia Jimenez Senior Photo Editor for International & Climate/Business/Health Matt McClain Natalie Matutschovsky Creative Director Nathalie Herschdorfer Director of Photo Elysée Noelle Flores-Theard Senior Digital Photo Editor, The New Yorker Olfa Feki Olivia Anani Member of the Board of Directors, Friends of Palais de Tokyo Olivier Laurent Deputy Director of Photography, The Washington Post Marvin Joseph Philip Clarke Programme Director of the Fashion courses, Central Saint Martins Rahaab Allana Curator/publisher, Alkazi Foundation for the Arts in New Delhi Reyes Domínguez Visuals Editor & Photo Studio Director, Condé Nast Spain Rica Cerbarano Curator, Writer and Project Coordinator Rikki Keene Photography and Talent Casting Director, Vogue Australia Sagal Ali Art and Cultural Heritage Professional and Founder, Somalia Arts Foundation Samira Larouci Writer and Editor Sara Hemming Founder Sara Hemming Studio Sarah Leen Photographer, Photo Editor, Teacher and founder the Visual Thinking Collective Shannon Ghannam Director of Development and Programming, Peter Marlow Fundation Stephanie Tran Visuals Director, GQ Teneshia Carr Photographer, EIC & Owner Blanc Magazine Tracey Woods Director of Photography, The Luupe Valentina Collado Fashion Director, Vogue Mexico & Latin America
CBS News
18 hours ago
- Health
- CBS News
Bridging the gap: Miami-Dade youth program builds bonds between youth and MDSO deputies
In neighborhoods across Miami-Dade County, an after-school program is transforming how young people see law enforcement and how they see themselves. The Youth Outreach Unit, or YOU Program, is a mentorship initiative run by deputies from the Miami-Dade Sheriff's Office. Developed by Mayor Daniella Levine Cava's office in 2021, the program serves students ages 10 to 17, many of whom have been directly or indirectly impacted by violence. For students like Nyla Theodore and William Gray, the experience has been nothing short of life-changing. "This was really my first time talking to police officers, like really talking to them," said Theodore. "Honestly, they've been amazing, real good," added Gray. "If I get angry about something, they'll try to do something with me to keep me calm and meditation, so I don't get overreacted." From fear to family Every weekday, deputies pick up participating students from school. They help with homework, provide transportation to extracurricular activities, and even ensure the kids get dinner before heading home. It's a level of care and attention that, for many families, has brought peace of mind and a powerful shift in perspective. "I was nervous and I was afraid of them," Gray admitted, "but then when I constantly kept coming—I started not to get afraid because I knew there was nothing bad or suspicious going on." Gray's mom, Tameka West, says the difference in her son is clear. "Since he started this program, I seen a little big change when it comes to his behavior," she said. "I just love these officers. They're like my family — and when I met them — they stuck with me. They can't go nowhere. I love them to death, I love them." For Theodore's mom, Nicolette Wright, the YOU Program has helped her daughter come out of her shell. "She's been more active, more social and it's been great for her," said Wright. "She loves coming here every day and she loves all of the officers." "As a mom, I know I feel way more comfortable with my child being around a bunch of officers," she continued. "It means a lot to me and they've been nothing but amazing. Very communicative, very upbeat and just helpful in all ways." Mentorship that matters While the program's focus is on youth affected by gun violence, it also supports kids impacted by other forms of trauma—or those simply in need of structure and support. "We provide mentorship for kids that have been affected by primarily gun violence," said Deputy Emory Hudson, who joined the program last year. "But we also know that violence affects children in different ways, so we also extend the program to youth that have been affected by other forms of violence as well." The goal is not only to keep kids out of trouble but to build trust and restore stability. "They're impacted so dramatically that they have a hard time functioning in school or in everyday life," Deputy Hudson said. "We try to mentor them, we try to guide them down the right path, and we try to re-establish that stability within the household." With over 50 students currently enrolled, the YOU Program is creating safer communities—not just by policing them, but by connecting with them on a deeply human level. For more information about the YOU Program, visit Miami-Dade County's Community Affairs Bureau page.
The Australian
a day ago
- Business
- The Australian
‘It's time to back yourself': How this CFO learned to follow her own lead
Aristocrat Leisure Limited Chief Financial Officer Sally Denby says learning to get out of her own way was key to progressing from senior finance roles to a leadership position. In this interview Denby tells us about her journey to CFO, including grappling with self-doubt, the relationships and mentors who shaped her as a leader, and her experiences working as a woman, and a mother, in finance. Q: Can you describe your journey to the CFO role? Denby: It was never my intention to end up as a CFO, I've always just taken the opportunities. A lot of people think every career step you take is going to be a step up. However, when I lay out my career path, I can see I've had a few roles where I went sideways. These moves happened for many reasons, whether it was to spend time in a different country or industry or take a new role within the same organisation. For me, the most significant moment was when I finally decided to back myself. I made the call to put my hat in the ring for CFO. I didn't need anyone else to tell me I could do it, I just needed to believe it myself. Q: What prompted that shift in mindset? Denby: A couple of things. I spent some time reflecting on my fears about the role and realised I was already dealing with them every day. The more challenging conversations I was already having and while I didn't think I wanted to be engaging with the external market, I already was. I also started to challenge what someone else was going to bring to the table that I either didn't have or couldn't learn. I then realised it was self-doubt that was holding me back. It was the first time I really had to back myself. Sally Denby is Aristocrat Leisure Limited Chief Financial Officer Q: Who are some of the people that helped you on your journey? Denby: Most people I worked with brought something to the table. I remember the first leader I worked for when I moved to Australia, he was fiery, passionate and very direct. He would buy his leadership team books on management and personal development, and we would read them and then digest and discuss as a team. I've always cared about people, but he put emotional intelligence at the forefront of all conversations, and that really resonated with me. I didn't appreciate the impact he was having on me until many years later. You also don't have to agree with everyone to have a positive relationship with them. I worked for one leader who I didn't always agree with, but we managed to form a great level of trust and respect. They had a very open personality. It created an environment where we worked really well together, and I learned a lot. That has ultimately ended up with a lasting friendship today. Q: What shaped your values and who you are as a leader? Denby: Being your authentic self is critical. When I've had things going on in my personal life, I've always told my team and acknowledged and owned that I might not be the best version of myself. I want them to understand the context. By being human, you form a stronger connection with others, and they will ultimately go out of their way to help you, and the team succeed. You are only ever as good as your team. I'm not the smartest person in the room, but I like to think that I understand people and process how to connect the dots to support driving great outcomes. Q: What is the biggest challenge you see for women in the pipeline to CFO? Denby: Self-selection. It's important to determine whether being a CFO is something you actually want and are prepared to do. My partner works part-time, so it's possible for me to have a child and be travelling three months a year. If my child was younger, there would have been more contemplation and a different impact to consider for me and my family, and I would have likely made the decision not to do it at that time. It's a big ask, and I think some people decide to opt out of the role because they're not willing to make some of those choices. Q: Are there any other challenges for women? Denby: When you go out for a business dinner and you're the only woman at the table, do you feel totally comfortable? No. Q: Is that something you have to build resilience around? Denby: Yes. Being in a male-dominated space can really put some people off. Some things have changed and made it easier for women, but it's still not as comfortable as it could be. When you're in the minority, it can be difficult to stay true to yourself. Sometimes it's easier to emulate others in order to succeed. However, I think the opposite is true – you must be true to yourself and comfortable in who you are. It brings diversity and difference of opinion which can only help us move forward but it isn't always easy. Q: What advice would you give to women who are grappling with these challenges? Denby: It's time to back yourself, get the self-doubt out of your head. Don't wait to be asked, push yourself forward. There is no perfect time for a career change, having a family or other life choices. Just go with it, do what is going to work for you, and back yourself. - Disclaimer This publication contains general information only and Deloitte is not, by means of this publication, rendering accounting, business, financial, investment, legal, tax, or other professional advice or services. This publication is not a substitute for such professional advice or services, nor should it be used as a basis for any decision or action that may affect your business. Before making any decision or taking any action that may affect your business, you should consult a qualified professional adviser. Deloitte shall not be responsible for any loss sustained by any person who relies on this publication. About Deloitte Deloitte refers to one or more of Deloitte Touche Tohmatsu Limited, a UK private company limited by guarantee ('DTTL'), its network of member firms, and their related entities. DTTL and each of its member firms are legally separate and independent entities. Please see to learn more. Copyright © 2025 Deloitte Development LLC. All rights reserved. -
