Make Learning Fun at These Local Exhibits

Van Gogh: The Immersive Experience

Catch these special exhibits in metro Atlanta. Due to safety precautions to prevent the spread of coronavirus, attractions are requiring tickets to be purchased in advance; call or check websites before you go for other safety measures.

Calder-Picasso

High Museum of Art
Explore more than 100 works of Alexander Calder and Pablo Picasso, two of the foremost figures in twentieth-century art. June 26-Sept. 19.

Root, Root, Root for the Home Team

Center for Puppetry Arts
This special pop-up exhibit explores sports mascots and body puppetry. June 27-Aug. 1.

High Museum of Art | Super Lamp, Martine Bedin

Electrifying Design: A Century of Lighting

High Museum of Art
See the technological and artistic innovations of lighting designs since the 1800s. July 2-Sept. 26.

Outside the Lines

Sifly Piazza
Play in this accessible environment designed for those with physical, developmental and/or intellectual disabilities that features tactile and interactive elements. July 10-Nov. 28.

Bike to the Future

Museum of Design Atlanta
See the latest in bicycle design, as well as cutting-edge bicycle infrastructure from projects around the world. Through July 25.

Candytopia Atlanta

Buckhead
Enter an imaginative fantasyland with immersive art installations, sensory experiences and candy samples. Through July 31.

Habitat

Fernbank Museum of Natural History
Learn more about the science behind habitats, plants, animals and humans in this outdoor exhibit with examples of habitats and biomes from around the world. Through Aug. 29.

Games in the Gallery

Fernbank Museum of Natural History
Play outdoors at WildWoods with oversized games and fun skill challenges. Through Aug. 29.

Zoo in You

Tellus Science Museum
View the world of inner microorganisms and the microbiome to learn more about personal health with engaging, interactive and bilingual exhibits. Through Sept. 6.

Nature’s Ninjas

Fernbank Museum of Natural History
Discover how different species have evolved to protect themselves from predators, and meet live animals. Through Sept. 6.

Crocs: Ancient Predators in a Modern World

Fernbank Museum of Natural History
Immerse yourself in the world of crocodiles with explorations of their history, biology, behavior and relationship to humans. Through Sept. 6.

Children’s Museum of Atlanta

Thomas Edison’s Secret Lab

Children’s Museum of Atlanta
Be inspired by the work of Thomas Edison with hands-on STEM experiments, and learn about ground-breaking innovations. Through Sept. 7.

Van Gogh: The Immersive Experience

Pullman Yards
This immersive digital art experience brings you into Vincent van Gogh’s paintings through virtual reality, atmospheric light and spectacular sound. Through Sept. 26.

Out Of This World! Jewelry In The Space Age

Tellus Science Museum
Explore more than 200 pieces of vintage and contemporary jewelry with celestial and Space Age designs. Through Oct. 24.

SUPERnatural: Aerial Art in Motion, Glass Art in Bloom

Atlanta Botanical Garden
View more than 100 beautiful glass floral sculptures, as well as an aerial skynet with multi-colored birds. Through Oct. 31.

Masterpiece of Puppetry: Jim Henson’s The Dark Crystal: Age of Resistance

Center for Puppetry Arts
Journey to the newly reimagined world of Thra with a behind-the-scenes look at the creation of the fantastical inhabitants and landscapes, puppets, props and artifacts. Through Oct. 31.

Science Fiction, Science Fact!

Tellus Science Museum
View the technologies that science fiction books and media were able to predict. Through Feb. 20, 2022.

The post Make Learning Fun at These Local Exhibits appeared first on Atlanta Parent.

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Millions Of Teens Experience Abusive Relationships. Here’s How Adults Can Help

No parent imagines that teen dating violence could affect their child. Yet according to the Centers for Disease Control and Prevention, 26% of women say they experienced intimate partner violence before they were 18. Shailaja Dixit, who works at Safe Alternatives to Violent Environments (SAVE), a nonprofit that helps survivors of intimate partner violence, says adults need to acknowledge that teen dating violence is real.

Dating abuse can happen to anyone — it doesn’t matter if the teen is a good student, plays sports or seems happy. A teen in an abusive relationship may not understand what’s happening or have the experience to know what to do — so adults are critical.

Here are a few tips for adults who can help.

Normalize conversations about relationships and sex

I think one of the best things that adults can do is make conversations around healthy relationships and sex a normal conversation that you have,” says Melissa Espinoza, who also works at SAVE, counseling youth. She says having casual conversations gives both of you an opportunity to share values and expectations. Start simple: “Are your friends dating anyone?” or “Have you thought about dating?” Espinoza says, don’t be discouraged if your teen acts as if you don’t understand or doesn’t say much — they are listening.

Use a story in the news or a movie to ease into conversations about how relationships are portrayed in popular culture and ask the teen what they think. Don’t worry if you feel awkward or stumble through the first few chats, Dixit says. “This is like a muscle that develops,” she says.

And don’t think of this as a one-off conversation; rather, think of it as one that is ongoing.

Be a trusted adult

A trusted adult could be a parent, but relatives, school counselors, pastors or even friends’ parents can support a teen, too. It’s a good idea to encourage your child to grow relationships with trusted adults in addition to their parents, so they have a network of support.

Espinoza says if you want to be one of these safe, trusted adults, you need to balance the protectiveness you feel for the teen with respect for their decisions. Let them know they can talk to you about anything. Many times, teens are scared of sharing something like relationship abuse — believing that they may get into trouble for dating when they weren’t supposed to or that they won’t be allowed to go out anymore.

“Just take the time to listen to what they have to share and don’t give just advice,” Espinoza says. “And then, if they ask for it, share your input as well.”

She says that doesn’t mean you can’t share your values or what you believe, just do it so that the emphasis is always on how much you love the teen.

Espinoza suggests setting aside time when you can go for ice cream or take a walk or shoot hoops. That helps build that relationship because it shows you are available. It also makes it easier to spot changes in a child such as if they become withdrawn or start changing how they dress or suddenly have different friends.

Dixit says being “emotionally observant” goes a long way. But, she cautions, if a teen shares something about their dating partner, don’t freak out, even if that’s how you feel inside. She says dismissing the relationship and connection the teen feels can backfire. “If the parents say, ‘Hey, you can’t see [that person],’ what ends up happening? They’ll start sneaking out or sneaking around.” She says have open and honest conversation instead by saying, “Let me hear your needs and you can hear our needs as parents, too. And how can we help you?”

Model healthy relationships

Dixit says showing a teen what a “healthy relationship” looks like is at the heart of preventing abusive ones. “It’s really the ability to feel like you’re equal when you’re with your partner. Is there humor? Is there respect? Do you feel scared when you voice an opinion, or are you heard and received? Do you feel physically safe? Do you feel mentally safe? Is there respect for boundaries?”

She says that sometimes, parents inadvertently model similar power dynamics as abusers — where they don’t empower teens to set boundaries, where they equate love with control. “If the youth sees love as control and invasion, then we have not helped them build the muscle that recognizes boundaries and asserts [them],” Dixit says.

Examine how boundaries are treated in your home, she says. How do members treat emotions? Is there a culture of shame and silence when you are unhappy with your teen?

While all this is something to strive for, Dixit also says, recognize that no parent is perfect. “I have to remind all adults to have self-compassion.”

Recognize that friends are important

Remember that developmentally, your teen’s peer group is very important to them at this age, and they can be a strong source of support. “Friends can get where no hotline [or] parents can,” Dixit says. An abuser relies on isolation, and a friend can break that. They can also remind the teen that they’re worth loving and respecting.

Even if you don’t like your teen’s friends, it isn’t helpful to criticize them or tell your teen they can’t hang out together. Instead, try to develop a dialogue so your teen feels heard.

Reach out for help

Dixit says if you suspect or know abuse is taking place, it’s important to reach out for professional help. There are advocacy groups in every state — the more local the better because laws can differ. If you’re helping a teen in an abusive relationship, don’t stigmatize mental health, she says.

You can talk to counselors in organizations like hers, confidentially. Dixit says a counselor can help involve the teen in decisions so they have buy-in. And they can help your teen create a “safety plan” or a way to reach resources. That might include clarifying who the teen’s safe adult is or which phone numbers a teen should memorize, should they need them.

This safety plan will differ based on the context. For example, in school, a safety plan may mean having a buddy walk with the teen between classes or having a code word with friends to indicate that the teen needs help.

These friends can reach out for professional resources, too. Espinoza says she always tells teens that when a friend is in an abusive relationship, they are not breaking the friend’s trust by telling an adult what’s going on — in fact, they are helping.


The podcast portion of this episode was produced by Clare Marie Schneider.

We’d love to hear from you. Leave us a voicemail at 202-216-9823 or email us at LifeKit@npr.org.

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Copyright 2021 NPR. To see more, visit https://www.npr.org.

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5 Ways To Stop Summer Colds From Making The Rounds In Your Family

Perhaps the only respite pandemic closures brought to my family — which includes two kids under age 6 — was freedom from the constant misery of dripping noses, sneezes and coughs. And statistics suggest we weren’t the only ones who had fewer colds last year: With daycares and in-person schools closed and widespread use of masks and hand sanitizer in most communities, cases of many seasonal respiratory infections went down, and flu cases dropped off a cliff.

That reprieve might be ending. Social mixing has been starting up again in much of the U.S. and so have cases of garden-variety sniffles. The Centers for Disease Control and Prevention just warned physicians that RSV, a unpleasant respiratory virus, is surging right now in southern states. And it’s not just happening in the U.S. — researchers in the U.K. and Hong Kong found that rhinovirus outbreaks spiked there, too, when COVID-19 lockdowns ended.

My family is at the vanguard of this trend. Right after Washington D.C. lifted its mask mandate a few weeks ago, both my kids got runny noses and coughs, and as soon as they tested negative for COVID-19, my pandemic fears were replaced by a familiar dread. I had visions of sleepless, cough-filled nights, dirty tissues everywhere, and — in short order — my own miserable cold.

“If someone in your house is sick, you’re not only breathing in their sick air, you’re touching those contaminated surfaces. You’re having closer contact, you’re having longer exposures,” says Seema Lakdawala, a researcher at the University of Pittsburgh School of Medicine, who studies how influenza viruses transmit between people. It can start to feel inevitable that the whole family will get sick.

Take heart, my fellow parents-of-adorable-little-germ-machines! Lakdawala says many strategies we all picked up to fight COVID-19 can also stop the spread of many routine respiratory viruses. In fact, they may be even more effective against run-of-the-mill germs, since, unlike the viruses behind most colds, SARS-CoV2 was new to the human immune system.

Those strategies start with everyone keeping their children home from school, camp and playdates when they’re sick and keeping up with any and all vaccinations against childhood illnesses. Beyond that, specialists in infectious disease transmission I consulted offer five more tips for keeping my family and yours healthier this summer.

Tip #1: Hang on to those masks

In pre-pandemic times, it might have seemed like a weird move to put on a mask during storytime with your drippy-nosed kid, but Dr. Tina Tan says that’s her top tip. She’s a professor of pediatrics at the Feinberg School of Medicine at Northwestern University and a pediatric infectious disease physician at Lurie Children’s Hospital in Chicago.

When it comes to influenza, a rhinovirus, or any of the other respiratory bugs constantly circulating, “once these viruses touch your mucous membranes, whether it’s your eyes, your nose or your mouth, you do have a chance of contracting it,” says Tan. Masks help stop infectious particles and virus-filled droplets from getting into your body.

“You don’t need a N95,” Tan says. A light-weight surgical mask or homemade cloth mask can work as long as it has two or more layers. The mask-wearing also doesn’t have to be constant. “If you’re going to be face to face with them — they’re sitting in your lap, you’re reading to them, you’re feeding them, etc. — then I would say wear a mask,” Tan advises.

Even better, if it’s not too uncomfortable for your sick child, have them wear a mask, Lakdawala says. “If your kids are old enough to wear a mask, that would probably be the best strategy, because then you’re reducing the amount of virus-laden aerosols in the environment.”

How long should you stay masked-up?

For most respiratory viruses, “the infectious period is probably similar to that of COVID,” says Dr. Jennifer Shu, a pediatrician in Atlanta and medical editor of the American Academy of Pediatrics’ site HealthyChildren.org. It might technically start a few days before symptoms begin and last for up to two weeks, but your sniffly kids are likely most contagious during those first runny-nosed days Shu says. “You could have kids over [age] 2 wear a mask for the first three or four days of symptoms,” she suggests.

And if you can’t bring yourself to wear a mask or put one on your child inside your own home to fight a cold, don’t worry. Lakdawala has a few more ideas.

Tip #2: Air it out, space it out

When Lakdawala’s 5- and 8-year-old kids get sick, “I open the windows, I turn on the fans, I get a lot more air circulation going on in the house,” she says — that is, weather and allergies permitting, of course.

“A lot of these viruses tend to circulate more during the colder weather, so where you live is going to determine how much you can open your windows,” Tan points out. But certainly, she says, “the better the ventilation, the less likely the viruses are going to get transmitted from one person to another.”

What about buying HEPA filter air purifiers, or changing the filter in your heating and air conditioning system? “I would not suggest going out to purchase extra HEPA filters just for this purpose,” says Dr. Ibukun Kalu, a pediatric infectious disease physician at Duke University. For hospitals that are treating very contagious and serious pathogens like tuberculosis or SARS-CoV2, those upgrades may be important, she says. “But for all of the other routine viruses, it’s routine ventilation.”

Kalu says you might also want to think strategically about creating some social distance — when it’s possible — like strategically having the parent who tends not to get as sick provide the one-on-one care for the sick kid.

Obviously, you can’t isolate a sick child in a room by themselves until they recover, but Lakdawala says not getting too close or for too long can help. When her kids are sick, “I do try to just not snuggle them — keep them a little bit at a distance.”

Tip #3: Don’t try to be a HAZMAT team

There’s good news on the house-cleaning front. “Most of these viruses don’t live on surfaces for very long periods of time,” says Tan.

The research on exactly how long cold-causing rhinoviruses can survive on surfaces — and how likely they are to remain infectious — isn’t definitive. As Dr. Donald Goldmann of Boston Children’s Hospital poetically put it in The Pediatric Infectious Disease Journal a couple decades ago, “Despite many years of study, from the plains of Salisbury, to the hills of Virginia, to the collegiate environment of Madison, WI, the precise routes rhinovirus takes to inflict the misery of the common cold on a susceptible population remain controversial.” That’s still true today, doctors say.

There’s some evidence that contaminated surfaces are not very important in the spread of colds. In one little study from the 1980s, a dozen healthy men played poker with cards and chips that “were literally gummy” from the secretions of eight other men who had been infected with a rhinovirus as part of the study. Even after 12 hours of poker, none of the healthy volunteers caught colds.

Shu’s take home advice? Be methodical in your cleaning of often-touched surfaces (kitchen table, countertops and the like) with soap and water when everybody’s healthy, and maybe add bleach wipes or other disinfectant when someone in your household has a cold. But don’t panic.

Tan agrees. “Wipe down frequently-touched surfaces multiple times a day,” she says. “But you don’t have to go crazy and, like, scour everything down with bleach.”

You also don’t need to do a lot of extra laundry in hopes of eliminating germs on clothes, towels, dishtowels and the like — that can be exhausting and futile. Instead, just try to encourage kids who are sick to use their own towel — and do what you can to give towels a chance to dry out between uses. “Having some common sense and doing laundry every few days — washing your towels every few days and washing your sheets every couple of weeks — is probably good enough,” Shu says. “You don’t need to go overboard for run-of-the-mill viruses.”

Don’t fret that there are germs everywhere and you can’t touch anything, says Lakdawala. “If I touch something, that — in itself — is not infecting me,” she notes. Instead, it’s getting a certain amount of virus on our hands and then touching our own nose, eyes or mouth that can infect us. “If I just go wash my hands, that risk is gone,” Lakdawala says.

You can also skip wearing gloves around the house. “People think that they are safe when they’re wearing the gloves — and then they touch their face with their gloves [on]” and infect themselves, she says.

Instead, just make it a habit to wash your hands frequently.

Tip #4: Seriously, just wash your hands

“The same handwashing guidelines for COVID also apply for common respiratory illnesses,” Shu says. That is: regular soap with warm water, lathered for about 20 seconds.

“The reason why 20 seconds is recommended is because some studies show that washing your hands shorter than that doesn’t really get rid of germs.” She warns that there hasn’t been a whole lot of research on this, and 20 seconds is not a magic number. “But it is thought that anywhere from 15 to 30 seconds is probably good enough to get rid of most of the germs,” she says. (Note: No need to drive your family crazy singing the birthday song twice — y’all have options.)

“Wash your hands before you eat, after you eat, after you go to the bathroom … if you’re changing your child’s diaper, et cetera.,” says Tan. “And if you’re going to use hand sanitizer, it has to be at least 60% alcohol.”

“Your hands are probably the most important source of transmission outside of someone really coughing or sneezing in your face,” Kalu adds.

Tip #5: Don’t give up, but do keep perspective

So, what if your beloved child does cough or sneeze in your face? Should you then forget all this stuff and just give in to the inevitable?

Don’t give up, says Lakdawala. “Just because you got one large exposure in your mouth and in close range, it doesn’t mean that that was sufficient to initiate an infection,” she says. Whether you get sick from that germy onslaught is going to depend on a lot of things — the particular virus, whether the sneeze landed in your mouth or nose, whether you’ve been exposed to some version of that virus before and more.

One tiny positive side effect of the coronavirus pandemic for Lakdawala has been a broader public understanding of “dose-response” in viral transmission. “Just because somebody breathed on you once doesn’t necessarily mean that that’s what’s going to get you infected,” she says.

Consider practicing the swiss cheese model of transmission control, Shu says. “Every layer of protection helps — if you find that wearing a face shield is too much, but you do everything else, you’re still going to limit your exposure,” she says. Just do what works for you and your family.

Copyright 2021 NPR. To see more, visit https://www.npr.org.

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Should You Talk About Vaccination Status with Your Coworkers?

For some, receiving a COVID-19 vaccine is a badge of honor — something they will literally wear on their sleeves. For others, however, a Covid-19 vaccine is something they won’t get unless they have to — for example, if vaccination is required by their employers, or to travel.

A recent survey by Glassdoor found that 70 percent of U.S. employees currently working from home because of the pandemic think that workers should be required to get the Covid-19 vaccine to return to the office. And while some workplaces are moving toward making them a requirement, it’s too soon to tell how many ultimately will. In the meantime, workers will have to navigate the murky waters of whether or not to offer up their vaccination status to colleagues.

Covid-19 vaccination can be a tricky subject to navigate and one packed with potential pitfalls. Sharing any health information at the office “can polarize relationships and the career-savvy professional will understand that others may not value his or her perspective,” says Maureen Farmer, CEO, and founder of Westgate Executive Branding & Career Consulting. Plus,

“It can become political, and navigating politics is a skill not everyone has,” Farmer explains. 

While you might be tempted to share that you got a shot — or why you’re avoiding a jab — with your coworkers, experts urge caution before divulging your vaccination status with colleagues. Before you offer up your vaccination status at work, there are several things you should consider, experts say. Here’s what to weigh before bringing up your COVID-19 vaccine status with your coworkers. 

Consider your company’s culture and your coworkers’ expectations.

Every company has its own unique company culture surrounding self-disclosure — including how common it is for employees to discuss personal information. “Some workgroups seem to share lots of personal details, while others do not,” says Carolyn Goerner, clinical professor of management and entrepreneurship at the Indiana University Kelley School of Business.

Before you share, think: Is your workplace one in which colleagues often divulge these details? Does your company actively promote such discussions, or does it discourage such discourse?

“It isn’t realistic to expect culturally-bound behaviors to change overnight — and it is often the case that people react negatively to swift and unexpected violations of their expectations of how their co-workers will behave,” says Goerner. Evaluate your company’s culture before sharing, and consider what, if any, consequences there may be for sharing within its unique environment.

Consider why you want to share your vaccination status.

Getting vaccinated can be a personal decision, says career coach Hallie Crawford. Some people couldn’t wait to receive their Covid-19 vaccines, while others have fears and concerns that have kept them from getting inoculated so far. Crawford encourages you to think critically about why you want to share your vaccination status with coworkers — and what could happen if you do.

And Farmer agrees: “I would question an employee’s motivation to share their vaccination status at work. Most professionals do not share personal health-related information randomly at work unless it’s with a trusted colleague or friend. What are the benefits of sharing? What are the risks of sharing this very personal information with others who may not have a vested interest in us?”

Before you divulge your vaccination status, “Ask yourself if you want to share information or if you want to push your personal views on your coworkers,” Crawford advises. She points out that the latter reason can turn a casual conversation into a heated argument that can feel like a personal attack: “Keep in mind that some people are unable to be vaccinated due to underlying health issues or allergies that you may be unaware of,” Crawford says, “while others may have lost a loved one to Covid-19,” and because of that, could “feel strongly about being vaccinated.” 

Of course, sharing your vaccination status can also be a way of easing coworkers’ minds about returning to the office. “Many professionals are feeling uneasy about going back to the office so that you may consider sharing your vaccination status with your immediate team and coworkers you will be in close contact with to discuss how you might interact with each other when you are back in the office,” she says, adding you should try to “be respectful of everyone’s decisions.”

Realize that you may be asked — and be prepared with a response.

Even if you haven’t given much thought to sharing your vaccination status with coworkers, they may have — and may ask you whether you’ve been vaccinated. “This can quickly turn into a heated topic, so if you decide to share your vaccination status, do so with caution, Crawford says.

But having an answer prepared can help minimize any potential conflicts. For example, Goerner says that “simply matter-of-factly sharing the

information,” the “same way you’d tell someone you got a flu shot,” can be one way to keep the conversation from getting contentious.

“Ideally, avoid the appearance of ‘I think I’m better than you because I’m vaccinated,’ which can cause excessive conflict,” she says. Treat it as a factual question rather than a value-laden one.”

Farmer says you may also want to acknowledge in your response that it can be a sensitive topic — whether or not you choose to divulge your vaccination status. If you opt to share, she suggests saying, “I realize this can be a sensitive topic. I want you to know I’ve received the COVID19 vaccination because I want my colleagues to feel safe working with me.” And if you prefer to keep your vaccination status to yourself, you might say, “I appreciate you asking me about my vaccination status. Unfortunately, I’m not comfortable discussing it. I hope you understand.”

It may be a requirement to share your vaccination status at your office.

You may think that your manager or organization can’t ask about your vaccination status. But the fact is, they can: HIPPA laws apply only to medical professionals, which means that your higher-ups can request — or even require — that you provide your vaccination status to them.

“As restrictions continue to ease and as more people are fully vaccinated, employers will start to ask more about vaccination statuses and may require that you submit your vaccine status to the human resources department” says Crawford. It may be a choice on your company’s part, or it maybe under an obligation to ask your vaccination status based on state directives says, Farmer.

If your employer asks you, you will have to provide your vaccination status — or face potential consequences, from disciplinary action, such as suspension, to potential termination.

A recent survey of 957 U.S. businesses found that 65 percent plan to offer employees incentives to get vaccinated, and 63 percent will require proof of vaccination. For those employees who declined to get a shot or share their vaccination status, 42 percent of businesses said those workers would not be allowed to return to the physical work environment, such as the office — and 35% percent said some disciplinary actions are on the table, including possible termination.

“Employees have a fiduciary duty to their employers,” Farmer says, “and following appropriate policies is expected.” What’s more, “contravention of employer policies may be grounds for dismissal, so it’s important that employees are well informed of their obligations,” she adds.

To help ease the process, managers should share their reasons for requesting vaccination status from their employees, says Goerner. “People are generally more responsive to requests if they understand the bona fide business reason behind the question,” she explains. “If that information is necessary to establish company safety procedures, work schedules, and so on, then say so.”

She adds that “If it appears that managers are asking out of curiosity — or to extend personal judgment — the request will be met with more suspicion and hesitation” and less cooperation.

Of course, your employer may also eventually require vaccination as a condition of working there. The same recent survey found that nearly half — about 44 percent — of the employer’s polled plan required that all employees get vaccinated before returning to the office. Another 31 percent will encourage vaccinations, and 14 percent will require some, though not all, employees to get vaccinated.

If you have a health condition that prevents you from getting vaccinated or are otherwise exempt from vaccination, these conditions may not apply to you. “Employers will surely be thinking about special considerations for those who for health or religious reasons do not get vaccinated,” Crawford says. But even so, you should be prepared to discuss your vaccination status with your employer and understand that you may have to provide proof of why you should be exempted. 

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How To Get What You Need From Your Remote Internship

Kudos, you’ve scored a summer internship! Fully embrace this opportunity; it’s an ideal way to cue your orientation into the professional world. 

Robin White, Founder and Managing Partner of Guided Leadership Solutions, explains: “Internships allow you to learn what you can’t in school. School teaches fundamentals – they are important, but internships teach real-life scenarios that don’t come up in the classroom setting. Every company is different; every job is different. By working internships, emerging professionals have an opportunity to see different perspectives and learn new things. In an internship, you have a golden opportunity to get a feel for what you like and what you don’t like so you can evaluate if you are on the right path.” 

Your internship stands to offer a whole new level of education. It grows you up professionally and gives you direction on how your next chapter might read. But after a year of remote education, you may find yourself a bit disheartened to find that your internship will also be conducted remotely. While this may not seem as socially dynamic or as fun as dressing up every day and commuting into an actual workplace, a remote internship is still an outstanding opportunity. 

Plus, working remotely this summer gives you unique and relevant experience during a transitional time. You are solidifying your place in history as a contributing member of the pandemic workforce. This has been a hard time for the global workforce, and they have come through using their grit, resilience, agility, creativity, and optimism. These are the same soft skills that have been powering your academic work during this global health crisis, and they are in demand in the workplace.   

Although your internship might look a little different than you may have anticipated, you are well-positioned to rock this opportunity. Here’s what to consider as you get started with your remote internship so that you can get what you need from the opportunity. 

Observe how your internship can serve you.  

Internships are an important way to bridge academic understanding with professional experience. Internships are valuable because they give you a hands-on sense of what you want to do professionally and relevant work samples to use when it’s time to job search. These opportunities also expand your network and give you a taste of professional life and workplace culture. 

Internships help when it comes time to interview for your first job, both by giving you a feel for what it’s like to work in a professional environment and providing you with the fundamental opportunities and materials you need to demonstrate that you have that experience.  

White points out: “I’ve recruited for hundreds of positions in my career. In my years of recruiting, many of those positions were entry-level. The candidates who had Internships were hands down better prepared for the job (even if the internship wasn’t relevant to the job I was hiring for). They had the experience of interacting with a professional team. They had exposure to relevant work environments.” 

Remember that the professional landscape in flux.  

It can seem challenging, though, to feel like you’re getting the full experience when your internship is remote. Although, at the same time, you may not get the chance to work face-to-face with your colleagues and managers, your remote internship positions you to experience what so much of the workforce has gone through during the pandemic. Professional cultures have changed, and your remote internship positions you to get versed in that new paradigm.  

Glassdoor’s chief economist Dr. Andrew Chamberlain points out: “An important lesson from history is that every crisis presents risks and opportunities. In 2020, COVID-19 devastated large parts of the economy, put millions out of work, and created the direst health crisis of the 21st Century. But it also overturned outdated beliefs about remote work, sparked companies to build programs that foster emotional and cultural bonds between teams, and has put even the most vigorous company cultures through the crucible during historically trying times.” 

Life and work look different as we begin to contemplate the post-covid workplace. As a remote intern, you have your fingers directly on that pulse, which positions you well for your future.  Use the experience to learn everything you can. You may have to off-road it a bit as you find your footing in the new frontier, the post-covid workplace, but as Dr. Chamberlain points out, there is an opportunity here. Targeting that and learning to discuss it can be a tremendous asset when it’s time to hit the interview circuit.    

White points out: “In a remote internship, it is harder to build relationships and get a feel for office culture. But, with the right mindset, you’ll still get something out of it if you put in the effort. Go in with some goals that you hope to accomplish during the internship and make sure you have regular communication with your manager to evaluate your progress and opportunities to meet those goals.”  

Be open to an experimental workplace. 

Many companies are still planning what their post-pandemic reality will look like-will all staff be back in the office full-time, part-time?  Will vaccines be required? How will this be monitored, and by whom? There is much to iron out.   

Dr. Chamberlain predicts that cultural experimentation will continue at many companies until they find a suitable formula for their teams.  Dr. Chamberlain advises: “Prepare for an unprecedented wave of experimentation and innovation around hybrid remote-in-office roles — part remote and part in-office — in 2021 and beyond.”

In the past, companies may have been better positioned to develop a rich program routinely deployed to govern the intern experience. Now, however, internship programs may be part of an employee experience program that is still emerging. 

While your remote internship may not be exactly what you pictured, it’s still a great opportunity that puts you in the heart of observing the workplace of the future as it’s taking shape. So embrace this opportunity for all that it makes possible. Use it to build your resume and network and to understand what you need and want professionally.  

White points out: “Any internship opportunity is positive. Work experience, especially relevant work experience, is a huge factor in finding future opportunities. Getting exposure in different roles, different sized companies, and different experiences helps broaden your horizons and learning opportunities . . . regardless of location (virtual or in-person). It’s definitely more challenging in a remote internship, but if you make an effort, you’ll have just as much impact.” 

Try to make the most of your opportunity. 

You may have to adjust your strategies a bit to get the most out of your experience.  White recommends a proactive approach: “I’ve been mentoring college Juniors and Seniors for 6+ years. The advice I always give to those who have found internships is to reach out and build your network throughout the company, not just in the department/team your internship is in. Send an email or message to other people throughout the organization. Let them know you are an intern and are looking at learning about the whole organization, and would they be willing to take some time to meet with you to tell you more about their role and how it fits into the greater picture.” 

While there are some ways that a remote arrangement makes it harder to interact with others, in some ways, it simplifies things. Taking risks and reaching out electronically can feel a bit less intimidating than stopping by someone’s office. Take advantage of that. White explains: “People love to share their experiences…take advantage of that!! The most successful professionals are those who understand the
organization outside of their silo, so here is a chance to build your knowledge.” 

Target opportunity. 

Internships are important, and they stand to serve you well. Continue to pursue these opportunities; this goes for students and those who are not enrolled in classes. Internships enrich opportunities for all budding professionals. 

White advises: “Reach out to your school’s career services (or equivalent) and also ask your academic advisor if there is course credit available for internship opportunities. If you aren’t in school but have an interest in learning and gaining experience in a new field, those services are usually available to non-students. If not, the job boards probably are. You can also reach out to target companies and offer to be an intern. Just because they didn’t think to hire one doesn’t mean they aren’t open to the idea.”

The pandemic restricted our access to so much over the past 16 months, but it also gave us the chance to hone new capabilities, including our soft skills. Use these tips to further your work as a student and professional. While it may feel disappointing that many opportunities have been altered and restricted, this experience has also taught us a lot. Lean into that during your remote internship and in your post-pandemic work.  

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Top CEOs 2021: Celebrating Diverse Leaders

The world has changed in many ways over the past year. Beyond the COVID-19 pandemic, there has been heightened awareness, outrage, and reckoning around racial/ethnic equity in the United States and many meaningful conversations about what comes next. People have asked one another around boardrooms, dinner tables and everywhere in between have focused on how to best reduce systemic inequities, tackle bias and ensure America is a place where everyone can thrive both personally and professionally.

Glassdoor is committed to bringing more equity to workplaces everywhere by prioritizing transparency. By doing so, we hope to help create a more equitable society as well.

As Glassdoor recognizes the Top CEOs in 2021, it’s clear there is more progress to be made in terms of diversity in the C-suite. The lack of CEOs on our list from underrepresented groups demonstrates a wider problem across corporate America: leadership demographics in the C-suite still do not come close to reflecting the population at large.

For perspective, data from the University of California at Santa Cruz found that while Black Americans account for over 13% of the U.S. population (according to the latest U.S. Census figures), only 4 CEOs in the Fortune 500 — less than 1% — are Black. It’s a similar trend for other groups as well. While 6% of the U.S. population is Asian, only 2.4% of CEOs are East or South Asian. Similarly, 3.4% of Fortune 500 leaders are Latinx despite making up 18.5% of the overall population. 

Exceptional leadership does not, and should not, look a certain way. Glassdoor is therefore highlighting the unique stories of several CEOs on the U.S. large list from diverse backgrounds who are already blazing trails and inspiring the next generation of great leaders.

Read on to learn more about a selection of dynamic leaders from underrepresented groups who are among our Top 100 CEOs for 2021, and join us in celebrating them!

Editorial Note: In selecting Top CEOs to highlight from underrepresented groups for this spotlight piece, Glassdoor conducted external research, relying on multiple sources to help understand each leader’s race/ethnicity and/or origin and background. We also proactively reached out to CEOs and/or their teams to ensure we included as many relevant honorees as possible. If you believe a winner among the Top 100 CEOs in 2021 should be reflected here, please contact awards@glassdoor.com.

Shantanu Narayen, Adobe

Top CEOs 2021 Ranking: #2

CEO Approval Rating: 99%

Shantanu Narayen has been at the helm of Adobe as its CEO since 2007. The nautical analogy is particularly relevant here–Mr. Narayen once represented India in a sailing regatta. He serves as an independent director on Pfizer’s board of directors and is also a board member for KKR and a member of the advisory board at the UC Berkeley, Haas Business School. Mr. Narayen was born and raised in India before immigrating to the United States to pursue a Master’s degree. 

Satya Nadella, Microsoft 

Top CEOs 2021 Ranking: #6

CEO Approval Rating: 97%

As one of the most well-known CEOs on this year’s list, Satya Nadella is no stranger to the spotlight. Mr. Nadella grew up in India and immigrated to the United States to continue his education at the University of Wisconsin and University of Chicago before starting his career at Sun Microsystems and later working his way up through the ranks at Microsoft. In addition to his wide reaching responsibilities at Microsoft, Mr. Nadella is a part owner of Seattle’s Major League Soccer team, Seattle Sounders FC.

Horacio Rozanski, Booz Allen Hamilton 

Top CEOs 2021 Ranking: #10

CEO Approval Rating: 97%

Born and raised in Argentina, Horacio Rozanski began his career at Booz Allen as an intern in Buenos Aires 30 years ago. Since becoming CEO, he has committed to advancing diversity and inclusion at the firm. Under his leadership, Booz Allen went from zero to five women on its 12-person board, and today, eight of the company’s nine top leaders are women or people of color, including Mr. Rozanski himself. Mr. Rozanski is chairman of the board of directors for Children’s National Medical Center and a member of the board of directors at Marriott International and CARE. He received the Horatio Alger Award in 2020.

Aneel Bhusri, Workday

Top CEOs 2021 Ranking: #21

CEO Approval Rating: 96%

Indian American Aneel Bhusri is co-founder, co-CEO and chairman of the board of directors at Workday. Mr. Bhusri is an advisory partner at Greylock, a member of the board of trustees at Stanford University and a former board member for Intel. He also serves on the board of directors of the Memorial Sloan Kettering Cancer Center. Mr. Bhusri has been on the Forbes Midas List six times since 2008. In 2018, he joined the Giving Pledge, a commitment by the world’s wealthiest people to dedicate most of their wealth to philanthropy. He recently donated $1 million to a San Francisco coronavirus relief fund.

Vas Narasimhan, Novartis

Top CEOs 2021 Ranking: #23

CEO Approval Rating: 96%

Indian businessman Vas Narasimhan has spent his life dedicated to public health, having pursued degrees in medicine, worked to combat disease in India and Africa and through his work at the World Health Organization. After a stint at McKinsey, Mr. Narasimhan joined Novartis in 2005 where he has held various roles: head of U.S. vaccines, head of the company’s Sandoz biopharmaceuticals development unit, head of global drug development and chief medical officer. He became CEO in 2018. Mr. Narasimhan is dedicated to self-improvement, regularly working with an executive coach, using meditation apps, exercising daily and following a strict vegetarian diet. 

Manny Maceda, Bain & Company

Top CEOs 2021 Ranking: #27

CEO Approval Rating: 96%

Filipino American businessman Manny Maceda is widely recognized as one of the most influential Asian business leaders in the U.S., honored with a 2021 Gold House award. Under Mr. Maceda’s leadership, Bain is a founding partner of The Asian American Foundation (TAAF), a recently-launched organization aimed at fostering racial inclusion, combatting discrimination, funding anti-hate projects, investing in data and research and celebrating AAPI contributions. Mr. Maceda, worldwide managing partner of Bain, is the first Asian leader in Bain’s history. He was born in the U.S. and raised in the Philippines. 

Jensen Huang, NVIDIA

Top CEOs 2021 Ranking: #31

CEO Approval Rating: 95%

Jensen Huang was born in Taiwan and lived in Thailand as a child, but his family sent him to the U.S as civil unrest grew. He co-founded NVIDIA, and serves as its president, CEO and board member. NVIDIA helped build the gaming market into the largest entertainment sector in the world today. Under Mr. Huang’s leadership, NVIDIA became a pioneer in computer gaming chips before expanding to design chips for data centers and autonomous cars. Mr. Huang is a recipient of the IEEE Founder’s Medal, the Dr. Morris Chang Exemplary Leadership Award and honorary doctorate degrees from Taiwan’s National Chiao Tung University and Oregon State University. In 2019, Harvard Business Review ranked him No. 1 on its list of the world’s 100 best-performing CEOs. In 2017, he was named Fortune’s Businessperson of the Year. 

Kenneth C. Frazier, Merck

Top CEOs 2021 Ranking: #42

CEO Approval Rating: 94%

Kenneth C. Frazier is one of the few Black corporate CEOs in America, serving as CEO and chairman of the board of Merck since 2011. ​He joined the company in 1992 and was previously general counsel and president. Mr. Frazier sits on the boards of PhRMA, Weill Cornell Medicine and Exxon Mobil Corporation. He is co-founder and co-chair of OneTen, a coalition of leading organizations committed to upskilling, hiring and promoting one million Black Americans into family-sustaining jobs. As a champion of social justice and economic inclusion, Mr. Frazier is the recipient of numerous awards and honors. In 2018, he was named one the World’s Greatest Leaders by Fortune Magazine. In 2019, he became the first recipient of the Forbes Lifetime Achievement Award for Healthcare. Mr. Fraizer has called for business leaders to be a “unifying force” to help solve racial inequalities by creating new opportunities and jobs. 

Ali Ghodsi, Databricks

Top CEOs 2021 Ranking: #50

CEO Approval Rating: 94%

Ali Ghodsi was born in the middle of Iran’s revolution. At age 5, his family was given 24 hours to flee the country and they left for Sweden. The Swedish Iranian computer scientist and entrepreneur is co-founder and CEO of data software startup Databricks. Valued at $28 billion in early 2021, Databricks is backed by industry powerhouses including Amazon, Google, Microsoft and Salesforce. Mr. Ghodsi describes Databricks as a “data lake house” that helps companies like Comcast, Credit Suisse and T-Mobile securely store and utilize their data. Mr. Ghodsi serves as an adjunct professor at UC Berkeley and is on the board at UC Berkeley’s RiseLab. 

Kevin Lobo, Stryker

Top CEOs 2021 Ranking: #54

CEO Approval Rating: 94%

Kevin A. Lobo is the CEO and chairman of the board of Stryker. Under Mr. Lobo’s leadership, Stryker supplies more than 100 countries with medical devices. Previously the president of Johnson & Johnson Medical Products, Mr. Lobo now serves on the board of directors for the Parker Hannifin Corporation and the U.S.-India Business Council in addition to his roles at Stryker. He is a physician and speaks fluent French as a result of his upbringing in Montreal. In addition to English, Mr. Lobo also speaks a bit of Konkani and Hindi. 

Sean Yalamanchi, Infovision Inc.

Top CEOs 2021 Ranking: #55

CEO Approval Rating: 93%

Sean Yalamanchi is the co-founder, president and a board member of Infovision. Mr. Yalamanchi is passionate about entrepreneurship and philanthropy. As the head of Infovision, Mr. Yalamanchi is active in the local Dallas tech community and encourages his team to actively recruit graduates from the University of Texas at Dallas, where he regularly leads research with their academic teams.

Eric S. Yuan, Zoom Video Communications

Top CEOs 2021 Ranking: #63

CEO Approval Rating: 93%

Born in China, billionaire Eric Yuan is the founder of Zoom, a video communications tool that went public in 2019 and soared in popularity during the COVID-19 pandemic. Under Mr. Yuan’s direction, Zoom was one of the highest-performing tech IPOs of 2019. He has been named one of the Most Powerful People in Enterprise Tech by Business Insider. In 2019, he was added to the Bloomberg 50 as a leader who changed global business. Mr. Yuan is named as an inventor on 11 issued and 20 pending patents.

Jay Chaudhry, Zscaler

Top CEOs 2021 Ranking: #71

CEO Approval Rating: 92%

Indian American entrepreneur and businessman Jay Chaudhry was born in the Indian Himalayas where his remote village did not have electricity or running water. Today, he’s CEO of Zscaler, a cybersecurity firm that he founded in 2008 to protect customers from cyberattacks and data loss in remote environments like the cloud. Before Zscaler, Mr. Chaudhry founded four other tech companies that were all acquired: SecureIT, CoreHarbor, CipherTrust and AirDefense. Mr. Chaudhry has been honored as an Ernst & Young Entrepreneur of the Year (Southeast USA), an Information Week Innovator & Influencer, an SC Magazine Market Entrepreneur and has been named to the Goldman Sachs 100 Most Intriguing Entrepreneurs.

Sundar Pichai, Google

Top CEOs 2021 Ranking: #90

CEO Approval Rating: 90%Sundar Pichai was born into humble beginnings in Chennai, India, where he didn’t have a computer, telephone or family car and slept on the living room floor. He’s now the CEO of Alphabet Inc. and its subsidiary Google, which he joined in 2004. Under his leadership, Google has focused on developing products and services powered by the latest advances in AI, invested in new opportunities such as Google Cloud and has innovated around advanced technologies, including machine learning and quantum computing. Mr. Pichai is helping India battle the coronavirus crisis by pledging $18 million in aid from Google and its employees to provide critical supplies like oxygen and testing equipment, as well as technical expertise and other resources.

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Top Women CEOs for 2021

Even in 2021, women only make up 6.0% of CEO positions at S&P 500 companies and 8.1% of all Fortune 500 CEOs, demonstrating there’s still a sizable amount of work to be done to create more equitable workplaces and to achieve gender diversity within the C-Suite. Among our Top CEOs in 2021, 5 women CEOs are among the top 100 U.S. large list, and most have graced our Top CEOs award before! Aside from leading their organizations with innovative and meaningful strategies, these trailblazers are breaking down barriers for women everywhere. Read on to learn more about the 5 powerhouse women who won our Top CEOs award!

Lynsi Snyder, In-N-Out Burger

Top CEOs 2021 Ranking: #21

CEO Approval Rating: 99%

Open Jobs: 201

Lynsi Snyder is no stranger to our Top CEOs award! Year after year, she’s consistently earned her place among the Top CEOs list due to her vast managerial experience and sharp strategy —this is her 5th win! At 17 years old, she started her In-N-Out journey as a line cook and at 35, Snyder took full control of the company, becoming the youngest female billionaire in the world in the process. Although COVID-19 has affected employee morale at various organizations, In-N-Out employees boast about their strong company culture, solid compensation and commitment to growth opportunities. 

Employees say senior management really cares for them and they feel supported, while also maintaining top professionalism not always seen in other fast food workplaces.

Work with Lynsi Snyder

Abby Johnson, Fidelity Investments 

Top CEOs 2021 Ranking: #44

CEO Approval Rating: 94%

Open Jobs: 4.9K 

As a first-time winner on the Top CEOs 2021 list, Abby Johnson is at the helm of investment firm Fidelity Investments and chairman of its international sister company Fidelity International (FIL). Fidelity was founded by her grandfather Edward C. Johnson II. Abby got her start in the family business in 1988, working summers at Fidelity through college and joined full-time as an analyst after receiving a Harvard M.B.A. Since taking over the company from her father in 2016, Johnson has pushed the company forward by embracing cryptocurrencies and, in 2018, Fidelity launched a platform that allows institutional investors to trade bitcoin and ether.

Work with Abby Johnson 

Tricia Griffith, Progressive Insurance

Top CEOs 2021 Ranking: #61

CEO Approval Rating: 93%

Open Jobs: 743

In 1988, Tricia Griffith joined Progressive as a Claims Representative and has held several key leadership roles. Prior to being named CEO, Griffith served as Personal Lines Chief Operating Officer, overseeing the company’s Personal Lines, Claims and Customer Relationship Management groups.

In 2016, Tricia was appointed President and Chief Executive Officer and elected to the Board of Directors. This year marks her second time gracing our Top CEOs list! She believes with the right people, culture and values, you can accomplish great things. 

Work with Tricia Griffith 

Jane Fraser, Citi

Top CEOs 2021 Ranking: #91

CEO Approval Rating: 90%

Open Jobs: 11K 

This year marks Jane Fraser’s first time ranking among the Top CEOs. She’s the Chief Executive Officer of Citi, the world’s most global bank, serving millions of consumers, businesses and institutions across 160 countries and jurisdictions. She is the first female CEO in the firm’s history.

With her deep experience across Citi’s consumer and institutional businesses and, in many ways, she helped shape Citi into the company it is today. Before becoming CEO in February 2021, she was President of Citi and CEO of the Global Consumer Bank, responsible for all of Citi’s Consumer businesses, including Retail Banking and Wealth Management, Credit Cards, Mortgage and Operations and Technology in 19 markets. Citi employees rave about having work life balance and thriving professionally within a collaborative work environment. 

Work with Jane Fraser 

Martine Ferland, Mercer

Top CEOs 2021 Ranking: #100

CEO Approval Rating: 90%

Open Jobs: 588

Meet Martine Ferland, President and Chief Executive Officer of Mercer. She leads Mercer’s 25,000 colleagues in providing trusted advice and solutions to build healthier and more sustainable futures for their clients, colleagues and communities. She’s passionate about working with clients to solve their toughest challenges of today and tomorrow, and in leading purposefully through sustainable growth to create a better society and provide better outcomes for people.

Before being named Mercer’s President and CEO in 2019, Martine served as Mercer’s Group President and was responsible for leading Regions and Global Business Solutions. Before that, she served as President of Mercer’s Europe and Pacific Region, delivering consistent profitable growth and leadership in the institutional investment space, with assets under delegated management passing $100 billion, and a strengthened market position through strategic acquisitions.

Employees say Mercer has great people to work with, and senior management cares about them as people, not just employees.

Work with Martine Ferland

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Glassdoor’s Top CEOs for 2021 Announced; Boston Consulting Group CEO Rich Lesser Earns #…

Intentional, consistent and empathetic leadership during a global pandemic. An unwavering dedication to employees’ well-being while upholding the company’s mission and culture. Accessible, transparent and reliable. These are all qualities and themes that describe a top CEO and inspire employees to rate their CEOs highly over this past year.

There is no executive playbook for a pandemic. Yet, the winners of Glassdoor’s Employees’ Choice Awards honoring the Top CEOs in 2021 threw out the “business as usual” mindset and embraced the changes required to lead their employees through uncertainty. The exceptional leaders featured on this list are not only driving their companies forward with innovative strategy and execution, they are engaging and uplifting their employees during challenging times, clearly demonstrated by the reviews employees have left on Glassdoor.

This year, the Glassdoor Employees’ Choice Awards for the Top CEOs feature six distinct company categories across the U.S., Canada, UK, France and Germany. In the U.S, Glassdoor has revealed the Top 100 CEOs (honoring CEOs at employers with 1,000 or more employees) and the Top 50 CEOs at small & medium companies (honoring CEOs at employers with fewer than 1,000 employees). Glassdoor’s Top 100 CEOs in 2021 award features winning chief executives across diverse industries spanning technology, health care, finance, manufacturing, retail and more. 

“Over the past year, company leaders around the world faced unprecedented challenges to support employees during the COVID-19 crisis. Now, the employees have spoken and it’s clear that these CEOs excelled and found new ways to support their people when the world of work flipped upside down,” said Christian Sutherland-Wong, Glassdoor chief executive officer. “Through a challenging year, it’s inspiring to see Top CEOs who, according to their employees, adapted to change, redefined visions and led with transparency while putting the health and safety of employees first. I extend my sincerest congratulations to this year’s Employees’ Choice Award winners.”

This year, Boston Consulting Group’s innovative CEO Rich Lesser claims the top spot as a first time winner with a 99% approval rating. Lesser is no stranger to leading amid crisis, having led BCG through the 9/11 terrorist attacks and Great Recession. During COVID-19, according to employees on Glassdoor, BCG employees felt supported,  trusted BCG’s leadership team to carry them through the pandemic and saw how Lesser and his team led the company as a “masterclass in best practices.” Lesser and his BCG leadership team also embody the company’s core values, which include integrity, diversity, social impact and more.

More than half (56 CEOs) of this year’s Top 100 CEOs, including Rich Lesser, are on the list for the first time. Other newcomers include lululemon’s Calvin McDonald (No. 19, 96 percent approval), SurveyMonkey’s Zander Lurie (No. 40, 94 percent approval) and Slack’s Stewart Butterfield (No. 82, 92 percent approval). Five women are honored among the top 100 this year, including In-N-Out Burger’s Lynsi Snyder (No. 20, 96 percent approval), Fidelity Investments’ Abby Johnson (No. 44, 94 percent approval) and Progressive Insurance’s Tricia Griffith (No. 65, 93 percent approval). Apple’s Tim Cook (No. 32, 95 percent approval) is the only CEO to be honored all eight years.

The ten Top CEOs in 2021 in the U.S. are:

1. Boston Consulting Group’s Rich Lesser (99 percent approval)

2. Adobe’s Shantanu Narayen (99 percent approval)

3. MD Anderson Cancer Center’s Peter Pisters (99 percent approval)

4. Southwest Airlines’ Gary C. Kelly (98 percent approval)

5. Visa Inc.’s Alfred F. Kelly, Jr. (97 percent approval)

6. Microsoft’s Satya Nadella (97 percent approval)

7. H E B’s Charles C. Butt (97 percent approval)

8. Delta Air Lines’ Ed Bastian (97 percent approval)

9. Red Hat’s Paul Cormier (97 percent approval)

10. Booz Allen Hamilton’s Horacio D. Rozanski (97 percent approval)

See All U.S. Large Winners

The five Top CEOs at Small & Medium Companies in 2021 in the U.S. are:

1. 6sense’s Jason Zintak (99 percent approval)

2. Logical Position’s Michael Weinhouse and John Ganey (99 percent approval)

3. Apeel Sciences’ James Rogers (99 percent approval)

4. Lower’s Dan Snyder (99 percent approval)

5. South Carolina Federal Credit Union’s Scott Woods (99 percent approval)

See All U.S. SMB Winners

Congratulations to all of the CEOs honored, and thank you to the employees who shared their feedback on Glassdoor — it is due to both of you that organizations worldwide are becoming better, more transparent places to work.

Think your CEO deserves to make next year’s list? Share a review, and it will be considered for Glassdoor’s 2022 Employees’ Choice Awards.

Employers — wondering why your CEO didn’t make the list, and how you can become eligible for next year’s awards? Read here.

*Each list was compiled using Glassdoor’s proprietary algorithm, and each CEO approval rating determined based on the quantity, quality and consistency of reviews during the period of eligibility. For the full methodology, visit here

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The Importance Of Mourning Losses (Even When They Seem Small)

When someone close to you dies — maybe a parent, a spouse or a sibling — it’s a big loss. Those around you might acknowledge that loss by showing up with food, checking in or maybe sending a card. But what about when a neighbor dies? Or that long-awaited family reunion is cancelled? There’s a chance others might not acknowledge or recognize it as a loss — and you may even feel guilty for even feeling this way.

Bereavement expert Kenneth Doka calls this ‘disenfranchised grief’. He coined the term in 1989 to capture this feeling of loss that no one seems to understand and that you don’t feel entitled to. “Disenfranchised grief refers to a loss that’s not openly acknowledged, socially mourned or publicly supported,” he says.

Doka says disenfranchised grief doesn’t just occur when someone dies — it includes other losses that aren’t acknowledged: a pet dying, losing a job or missing out on milestone events like prom or a 50th birthday celebration. “The pandemic of COVID-19 will be followed by a pandemic of complicated grief, because so many losses are disenfranchised,” he says.

We spoke with Doka and therapist David Defoe about why it’s important to acknowledge, understand, and honor those losses while also adapting to a changed life.

Listen to the full conversation on Life Kit at the top of this page or here.

Know that these types of losses are valid, natural and normal

Some relationships, like an online friend, an ex-spouse or a godparent, aren’t the same for everyone. In many Hispanic families, Doka says, godparents are very significant. “We even called godparents ‘compadres’ and ‘comadres,’ which literally mean ‘to father with’ or ‘to mother with.’ But if a godparent dies, most of society will just shrug it off, ‘Well, OK, sorry, but what’s the big deal?”

You may be mourning your daily commute because it was time to be alone with your thoughts and decompress, you might miss social outings and the joy they brought, or you may miss being able to volunteer and feel a sense of purpose. All of that can create disenfranchised grief. “Grief is a reaction to a loss, not just a reaction to a death,” he says.

Don’t dismiss how you feel: acknowledging the loss and what it means to you is the first step.

Get to the root of the grief

You might mistake the grief you are feeling with depression and anxiety. Defoe says some of the symptoms are the same: numbness, trouble focusing, feelings of being overwhelmed. But he says your feelings of grief won’t go away unless you address them. “We say depression and anxiety are conditions of the mind, while grief is a condition of the heart. The grief that is associated with loss has to be dealt with on the emotional and the heart level. You can’t think your way into better grief,” says Defoe.

Even as more people are getting vaccinated and life is slowly returning to “normal,” Defoe says, it’s important to deal with these feelings, because they won’t go away. “They stay with us. When we don’t take the time to appropriately grieve our pain and our emotional stuff that we put aside, it comes out. We’ll get angry, we’ll get apathetic, we start realizing that there’s some things that used to not bother us, but now we’re easily triggered,” he says.

Talk to someone and tell them what you need

Talk to friends about how you are feeling. Let them know how they can support you in grief. You might find a therapist helpful. Finding community in support groups, whether in person or online, can also help you create connections and process the grief. There’s power in being with people who have an understanding of what you’re going through. “One of the least advantageous things that we can do is try to mourn by ourselves,” says Defoe.

Find a ritual to honor the loss

For losses associated with disenfranchised grief, there are no established, societally-approved rituals. “There’s no casket, there’s no burial. There’s nothing like that — you have to figure out how to navigate a new world without even a sense of conclusion,” says Defoe.

Create your own conclusionary rituals. It could be journaling, creating a piece of art, planting flowers, running a race or getting a tattoo. Remember, all grief is processed at a very personal, individual level, so rituals will be specific to you and how you are feeling. “We don’t get over losses,” says Defoe. “We have to then figure out a way to move beyond them.”


The audio portion of this episode was produced by Clare Marie Schneider.

We’d love to hear from you. Leave us a voicemail at 202-216-9823, or email us at LifeKit@npr.org. For more Life Kit, subscribe to our newsletter.

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100 Days of Summer: Week 3

Pirates Ahoy! at LEGOLAND Discovery Center

Land Ho

Join the pirate crew, take part in swashbuckling dance parties, film your own action-packed pirate movie, walk the plank, and pose for themed family photos at LEGOLAND Discovery Center’s Pirates Ahoy! on view through June 20.

From Daring Heights

Tower above Atlanta and take in the views at these attractions.

  • The gondolas at SkyView give you an exciting view of Downtown and a panoramic view of Atlanta.
  • Defy gravity and enjoy the thrill of indoor skydiving at iFly.
  • Head to the top of The Westin Peachtree Plaza for The Sun Dial Restaurant, an upscale restaurant with a 360-degree view of Atlanta.
  • Reach new heights with Treetop Quest, an aerial adventure park with ziplining and treetop obstacles.

Kid Chef

Cultivate your mini chef’s skills at these classes. Kids learn kitchen safety, how to make meals and bake treats.

Become a Technical Wizard

Visit the Computer Museum of America to learn more about technology and computing. Exhibits include an exploration of NASA and Apollo 11-17, a collection of supercomputers, artifacts of the digital past from an abacus to a Game Boy and more.

Up Close with the Animals

Zoo Atlanta’s Wild Encounters allow you to get a one-on-one experience with a fascinating animal. Meet a rhino, an elephant, an Aldabra tortoise, a toucan, a lemur or a giant panda for an  opportunity to delve more into the animal’s life and to learn how they’re cared for.

The post 100 Days of Summer: Week 3 appeared first on Atlanta Parent.

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