Rita Sever Biography
Rita Sever is an American television hostess and actress. Sever, who is the youngest of seven children, was born on November 7, 1963, in San Francisco, California. She is best known as the host of the NBC late-night series Friday Night Videos from 1994 to the show’s end in 2000. She has also appeared as a guest host on NBC’s Later with Greg Kinnear for 3 episodes.
Rita Sever Age
Rita Sever is an American television hostess and actress. Sever, who is the youngest of seven children, was born on November 7, 1963, in San Francisco, California. She is 55 years old as of 2018
Rita Sever ImageRita Sever
Rita Sever Husband
Gary Considine(the husband of Rita Sever) is a production manager and producer, known for The Fresh Prince of Bel-Air (1990), Friday Night (1983) and Secret Service (1992).
Rita Sever Books
- Supervision Matters: 100 Bite-Sized Ideas to Transform You and Your Team
- Beyond The Dead-end Alley Of Mass Education
Supervision Matters: 100 Bite-Sized Ideas to Transform You and Your Team
Supervision is a critical function of leadership that is often overlooked, and yet the quality of supervision is often what makes or breaks a leader―and an organization. Supervision Matters is full of bite-sized ideas for how to become a more effective supervisor, including advice on how to be clear about expectations, giving helpful feedback, manage yourself, and more.
Each chapter is structured around how you approach a part of your work as a supervisor: how you talk, how you think about others, how you run meetings, how you lead, and more.
Whether you’re a front-line supervisor or a CEO, this book will help you sharpen your skills and improve morale by transforming your supervision skills into user-friendly tactics that work.
Beyond The Dead-end Alley Of Mass Education
Explores the aims, target groups and strategies of the Educational Fostering movement, a collection of Israeli education policies aimed at narrowing gaps in educational opportunities and achievement between ethnic minorities and the ethnic majority.
Rita Sever Net Worth
Rita Sever is an American television hostess and actress. her net worth is unknown stay ready for the update soon
Rita Sever News
9 signs you’re a bad manager — even if it doesn’t feel like it
“Supervision is a critical function of leadership that is often overlooked,” writes certified professional coach Rita Sever in ” Supervision Matters: 100 Bite-Sized Ideas to Transform You and Your Business.” “Yet the quality of supervision is often what makes or breaks a leader — and an organization.”
The last thing anyone wants is to be part of “breaking” their organization. But what if you are, and you don’t realize it? There are subtle signs which indicate that you’re not fulfilling your potential as a manager.
Here are nine ways you may be failing your team:
1. You send mixed signals to your employees.
If you’re best friends with your employees one minute, and the next you’re “coming down hard and heavy on their work,” you may be sending them mixed signals and losing productivity, as a result, writes Sever.
Similarly, if you give your employees vague assignments and unclear due dates, and then hold them accountable for missed deadlines or errors, your expectations probably aren’t clear and you could be heading for confusion — and possibly souring the relationship.
2. You don’t bother to give any feedback.
Some supervisors say, “If you don’t hear from me, you’re doing fine,” Sever writes. The next minute (or so it seems), the employee is fired. Bouncing back and forth between extremes is unhelpful to the supervisee.
There are ways to be direct and constructive as well as tactful when giving feedback as a manager. “Give prompt and specific feedback,” Sever recommends.
Likewise, asking for feedback from your employees can open the door to communication. “Ask your employees how your style of supervision works for them,” recommends Sever. “Do not defend. Do not argue. Just listen,” she writes.
3. You let things go.
If an employee asks for guidance, you blow it off by saying you’ll get to it but really decide you’re too busy to follow up, Sever writes.
4. You ignore the organization’s policies.
You think HR policies are made-up rules that don’t have anything to do with the real world, Sever writes. HR is there for a reason, and it’s not up to you to bend the rules.
5. You don’t meet with your employees one-on-one except for their reviews.
By meeting with employees one-on-one only during annual evaluations, bad managers “think this will make it seem really special,” writes Sever. But really, managers should be meeting one-on-one with their supervisees regularly to give them feedback and to be available for questions and guidance.
Sever recommends starting small if you’ve been having trouble meeting with employees. Ten minutes per week to start can be useful, and by scheduling the meeting ahead of time, you’re both held accountable. “As important as keeping the meeting is making it two-way,” Sever writes. “This is not a ten-minute lecture. Listen at least as much as you talk.”
6. You play favorites.
You let some supervisees get away with things you’d never allow for others, like showing up late or missing deadlines. To avoid your team feeling like you play favorites, take each of your employees out to individual lunch or coffee, Sever recommends. Make sure to write down a few thoughts and reflections afterward for future reference, both to remember what you talked about and to make note of any ideas you two might have generated.
7. You make it clear your employees work for you.
You remind your employees of this every day by looking down on them or giving orders. But a good supervisor works in partnership with their coworkers, including their supervisees, rather than acting like an authoritarian.
8. You make it hard for employees to talk to you or brainstorm ideas.
Bad managers “believe that ‘If you give them an inch, they’ll take a mile.’ And it all starts when you listen to them — even for a minute,” writes Sever.
On the contrary, meetings are essential and communication is the key to a productive work relationship. One way to make team meetings more welcoming and open to discussion and contributions from all employees is to open with an icebreaker or a quick game. “Spending two to three minutes at the start of your team meetings on something lighthearted is worth its weight in gold,” writes Sever.
9. You aren’t on board with your company’s mission.
If someone mentions the organization’s missions or values, bad managers “tune out and hum ‘Row, row your boat’ to distract themselves,” says Sever. If you don’t believe in your company’s mission, how can you expect it of your team?
Far from the crumbling caliphate but haunted by ISIS
She was thousands of miles from Syria when the call came, but the voice on the line took her back.
The caller spoke in Arabic, addressed Melkeya by name, threatened her. “I know who you are,” he said. “Just you wait.”
Her first thought: ISIS.
In 2014, the Islamic State swept through Melkeya’s hometown in northern Iraq, killing and kidnapping thousands of Yazidis, an ancient religious minority group, in what the United Nations called a genocide. Many ended up in Syria, where the fighters claimed a capital.
At a time when others were closing their doors to refugees, Canada stepped in to help, offering to resettle more than 1,000 of the Islamic State’s most vulnerable victims, particularly Yazidi women and girls who, like Melkeya, survived sexual enslavement.
Interviews with more than two dozen people, including five Yazidi families, settlement workers, doctors, volunteers, and officials, show how the Islamic State continues to haunt them, even as their caliphate crumbles, even in quiet, Canadian suburbs blanketed in snow.
“After I got that first phone call, it was like I was put back in that place,” Melkeya said. “All of those fears returned.”
The Washington Post is identifying adult refugees by only their first names to protect their safety and privacy, as well as the privacy of their children, some of whom were also enslaved.
Yazidi newcomers live with profound and persistent trauma. Some suffer rare, seizure-like episodes. They struggle to access treatment and when they do, they often find care workers, though devoted, are ill-equipped to help.
They relive their trauma through menacing messages from men who claim to be Islamic State militants, or from videos of their time in captivity, or through social media posts from the front lines.
Their pain is compounded by the fact that most have family members still held by ISIS, or missing, or languishing in refugee camps with no way out.
[Listen on Post Reports: Yazidi refugees found a new home in Canada. They’re still haunted by ISIS.]
Melkeya was among those held as sex slaves.
When ISIS surrounded her village, Koch, she was nine months pregnant with her first child. Days later, she gave birth to a boy and named him “Hawar” — a name used to signal a cry for help.
When the fighters moved on Koch, they killed the men, including her husband and his brothers and father. Boys were taken to Islamic State training camps for indoctrination. Melkeya and other women and girls were loaded into buses and trucks and shipped across the territory for sale.
She and her son spent 2 ½ years in captivity before escaping to a refugee camp in northern Iraq, where she put her name on a list to come to Canada. They landed in 2017.
Melkeya and her sister-in-law, Baseman, compared resettlement to being pulled from a fire. Canada rescued them from an inferno. Now they watch, skin still blistering, as others burn.
Seizures and reliving rape
Melkeya and other Yazidis arrived in Canada with fresh wounds, some just months out of captivity, and many with family still enslaved or missing.
Canadian settlement agencies, the nongovernment organizations tasked with supporting newcomers, are used to working with exceptionally vulnerable people, but they were shocked by the condition of the Yazidis, according to interviews with agencies in Calgary and Toronto.
“We were working how we normally do, which is to help refugees towards independence and empowerment, but we were doing that too soon,” said Mario Calla, executive director of the settlement agency helping Yazidi newcomers in Toronto.
Two years after the first arrivals, there are new and better programs in place, but Canada is still struggling to meet their needs.
Allison Henderson, a family doctor at the London InterCommunity Health Center, said the small size of the Yazidi diaspora in Canada makes it harder for newcomers to healing.
Deeply traumatized Syrian refugees drew strength from the Syrian Canadian community, she said. For Yazidis, there are simply not enough good people to create a sense of collective health.
Canadian schools are trying to assist newcomers but are not generally equipped to deal with the impact of sexual enslavement or forced indoctrination on children, settlement workers said.
A teenager from Koch, now living in Calgary, bore two children through rape while in captivity. When she was rescued, she left them behind, she said.
Two of her brothers, now with her in Canada, spent years living alongside Islamic State fighters. They were taught to fight and forced to renounce their faith and families, one said.
The youngest, a student at a Calgary school, has refused to see a counselor.
A hope for reunification
Over the last few months, as U.S.-backed forces squeezed Islamic State fighters into a tiny sliver of territory, Yazidi refugees have been glued to their phones.
They scour photographs and videos for faces they know, hoping to find out what happened to relatives. The Islamic State may have lost its territory, but the terror is not over, they know.
Guli, a Yazidi woman who was held captive, said the focus of her life in Calgary is to reunite with family still in Iraq. “I don’t need anything, just my brother,” she said.
There are believed to be less than 1 million Yazidis worldwide. Before the Islamic State came, many lived in close-knit villages, surrounded by extended family. By systematically separating families, ISIS sought to sever those ties.
Among refugees and the Canadian settlement workers, doctors, social workers, and volunteers that support them, there is a broad consensus that family reunification is key to their health.
“The separation, and not knowing what is happening, just provide the perpetual trauma to the women,” said Rita Watterson, a psychiatrist who works with Yazidis in Calgary.
Until families are together, it “feels a bit like we are treading water,” she said.
The problem is that even those who escape captivity may not have a clear path to Canada.
Yazidis can apply to bring spouses or dependent children to join them. That often leaves many others — parents, siblings, cousins, in-laws — stuck in camps.
Advocates want to change that, arguing that for a community to survive genocide, they must be able to re-create a sense of family, community, and continuity.
“We said ‘never again,’ but that rings completely hollow when you look at what happened to the Yazidis,” said Belle Jarniewski, a child of Holocaust survivors who helped found an organization that privately sponsors Yazidi refugees in Winnipeg.
She and others are calling for the Canadian government to allow Yazidi refugees to reunite with whatever family members they have left.
Melkeya wants that, too. She is speaking out, she said, because she sees family reunification as a matter of survival — and considers all Yazidis her family.
She can’t stand to watch what’s happening in Syria and Iraq.
“The fire is still burning,” she said.