Franchise.org reports that the current rate of veteran unemployment is at 12% and will drop with the signing of the Vow to Hire Heroes Act of 2011 by President Obama on November 21 at the White House.  The new law encourages businesses to hire veterans by granting tax credits to these employers.  The IFA thanked the President, First Lady and Congress for giving veterans the chance to be prime movers of the American economy.

Franchise business leaders and IFA President & CEO joined President Obama, First Lady Michelle Obama, Vice President Joe Biden and Dr. Jill Biden at a White House bill signing ceremony today for the VOW to Hire Heroes Act of 2011, as the President recognized the industry’s commitment to hire as team members and recruit as franchise business owners 75,000 veterans and their spouses and 5,000 wounded warriors by 2014.

“We are honored to join President Obama and to thank him and First Lady Michelle Obama for their leadership to help our nation’s veterans access opportunities in the civilian economy that they so clearly deserve,” said IFA President & CEO Steve Caldeira. “We need to ensure that America’s sons and daughters, who have served the nation so bravely, now can transition to stable civilian lives in which they can and should become leaders in our nation’s economy.”

There are over 66,000 veteran-owned franchise small businesses employing over 815,000 team members, according to U.S. Census data. The IFA’s Operation Enduring Opportunity campaign seeks to grow those numbers.

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Ex-military men and women have been trained to be leaders.  In school, they were trained to be analytical thinkers, decision makers, team workers, and responsibility takers – the qualities that business leaders need.  CBS Money Watch encourages business owners to honor the service of veterans by hiring them citing all of their outstanding qualities.

While basic training is designed to indoctrinate and assimilate new recruits, the ultimate goal of military training is to create leaders – at all levels. (Think your organization promotes from within? You have nothing on the military.)

The same is true for graduates of military schools, including American universities like the Virginia Military Institute and The Citadel. Cadets rise through the leadership ranks based on merit and bear tremendous responsibility for the conduct and performance of their classmates. Leadership training starts the first day of school.

And while much of military training is skills-based, some training exercises focus on developing analytical and problem-solving skills, creativity, and risk assessment – all skills that are in great demand in the business world.

Ex-military personnel:

Live and breathe the importance and value of teamwork.
Embrace the chain of command but also excel at taking personal responsibility for performance and results.
Instantly adapt to shifting priorities, changes in focus or direction, and general conditions.
Have extensive training in equal opportunity, diversity, ethics, and equitable treatment.
Have strong analytical and reasoning skills – and know how to make decisions.

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Great news for businesses and veterans!  President Obama signed into law a bill passed by Congress last month granting tax credits to businesses if they hire veterans.  This incentive ranges from $2,400 to as high as $9,600.  This law augments the earlier efforts of the President and First Lady who got pledges from businesses, the U.S. Chamber of Commerce and the International Franchise Association to hire 100,000 veterans or their spouses by 2014.  Businessweek.com highlighted the major provisions of the new law.

President Barack Obama signed into law a measure that provides tax credits to companies that hire unemployed veterans and repeals a requirement that federal, state and local governments begin withholding 3 percent of payments to contractors in 2013.

Obama, at a ceremony for the signing, said about 1 million veterans will be entering the civilian workforce over the next five years as the war in Iraq winds down. He said businesses recognize that the work experience they gain while in the service are valuable to private enterprise.

Companies can claim a credit against taxes owed of as much as $5,600 for hiring veterans, and as much as $9,600 for hiring veterans with service-connected disabilities, if the veteran has been looking for work for six months or longer.

The new law also provides as much as $2,400 for hiring a veteran who has been looking for work for one to six months.

The tax credits are part of a measure that also repeals a requirement that federal, state and local governments begin withholding 3 percent of payments to contractors in 2013. The Senate and House passed the legislation on Nov. 10 and Nov. 17 respectively.

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Franchising grew significantly in the past decade and the Small Business Administration has lent small businesses more than $30 billion this year.  Of this amount, $25 billion went to SBA’s popular 7(a) and 504 programs.  Now that Congress is working on the appropriations, it should prioritize funding to help small businesses create jobs. The following appeared in Politico.com.

During the economic downturn, the Small Business Administration has been a lifeline for the small-business community. Now, as Congress moves forward with the appropriations process, members should consider three top priorities to help small businesses create jobs.

First, the SBA’s funding should be increased for fiscal year 2012 to ensure it has the resources to provide quality service to small businesses and small-business lenders.

Second, Congress should provide funds to extend loan guarantees for SBA’s 7(a) program, which allows private-sector lenders to make loans guaranteed by the SBA and has been a program vital to small-business lending during this economic downturn.

Third, Congress should include funding to extend fee waivers for the 7(a) and 504 programs, which range from 2 percent to 3.75 percent on the portion of the loan that is guaranteed, since they were key to SBA having its strongest year in FY 2011.

Under Administrator Karen Mills, SBA lent small businesses more than $30 billion in 2011, the most ever. This is because of the Small Business Jobs Act and increased loan guarantee levels and fee waivers for SBA’s popular 7(a) and 504 programs, which accounted for $25 billion of the SBA’s record lending.

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UPS Store, in a move to support IFA’s “Operation Enduring Opportunity”, announced in BizJournals.com, that it will waive franchise fees for ten first-time veteran franchisees.  This amounts to $300,000 in financial incentives.  Prospective franchisees should sign a Letter of Intent between January and June 2012, said Tim Davis, a former U.S. Marine and now UPS Store Vice President of Operations.

The UPS Store wants to enlist 10 military veterans to open locations as part of an Obama administration effort to get more vets into jobs.

The UPS Store’s franchise network reported Thursday $300,000 in financial incentives to help up to 10 qualified U.S. military veterans open their own locations.

Tim Davis, vice president of operations for The UPS Store franchise network and a former U.S. Marine, said the franchise fee of $29,950 will be waived for up to 10 qualified veterans who are first-time franchisees wishing to open a new location. The incentive is valid for prospective franchisees who sign a letter of intent between Jan. 1, and June 30, 2012.

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Pizza Hut filed a lawsuit against Lundy Enterprises, a corporation of Larry Lundy who owned 44 Pizza Hut restaurants, for royalty payment default.  Lundy counterclaimed that “Pizza Hut imposed unfair credit terms, refused his restaurants the chance to offer new products available in other markets and, over time, opened independent stores that became his competition”, according to Nola.com.  Amidst this legal rambling, Pizza Hut has reopened stores and employed 500 staff in affected areas.

The proverbial brick oven of justice is beginning to heat up for Larry Lundy, the New Orleans native and former Pizza Hut magnate who was forced to shutter his 44 restaurants earlier this year after years of souring relations with the Dallas-based pizza chain.

Starting in the mid-1980s, Larry Lundy rose up the corporate ranks at Pizza Hut’s headquarters in Kansas. In five years, Lundy became the highest-ranking African-American in any national restaurant company, he once boasted in an interview.

Lundy owned 44 Pizza Hut restaurants, including 11 New Orleans-area locations, that closed after the pizza chain filed suit Jan. 3 against his company, Lundy Enterprises, claiming it had fallen behind on royalty payments.

Pizza Hut and Lundy Enterprises, which had 1,200 employees across 64 stores in south Louisiana at its height a decade ago, spent much of last year in arbitration. Both sides reached a deal that would have transferred Lundy’s assets to Pizza Hut, records from the U.S. District Court for the Northern District of Texas show, but the value of the assets, pegged at $7.8 million, was not enough to pay off all liens, claims and other expenses.

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Jim Skinner, CEO of McDonald’s says the government must cut taxes and decrease public spending in order for the company to turn around.  His assessment of the current economy will likely be played up by the opponents of President Obama over the deteriorating economy and high unemployment.  McDonald’s is one of the companies still hiring workers for its stores.  It has also consistently scored same-store sales growth in recent months, reports The Telegraph.

Mr Skinner said. “In order to create jobs in America, you’re going to have to cut taxes… particularly in the business community.

“We pay some of the highest [corporate] taxes around the world. There needs to be some levelling.”

Asked about federal borrowing, he said: “It’s not a good story… the government has to spend less. We have to grow the economy, grow GDP… and you have to be able to do it in an organic way and not through borrowings and increasing debt.”

Skinner’s intervention will be seized upon by President Obama’s opponents amid a fierce debate in Washington over the country’s deteriorating finances and high unemployment. As Democrats and Republicans fire up their 2012 election campaigns, the focus is on the “9pc nightmare”, with both the US budget deficit and jobless total at that level.

Federal government debt has climbed to $15 trillion (£9.4 trillion), about the same as annual GDP. Worse still, America’s credit rating was recently downgraded by Standard & Poor’s.

As the leader of a remarkable turnaround at McDonald’s, Skinner’s comments will resonate across the country.

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A new campaign of the IFA, “Operation Enduring Opportunity”, is the franchise industry’s response for President Obama’s call to the private sector to offer returning soldiers business opportunities. This initiative will be implemented through the IFA’s VetFran program which has helped thousands of veterans become franchisees. For its part, Anago Cleaning Systems of Pompano Beach, Fla., is offering huge franchise discounts for honorably discharged veterans. The IFA also supports a move in Congress to pass the Help Veterans Own Franchises Act, introduced in September, Entrepreneur.com reports.

The IFA says its new campaign, dubbed “Operation Enduring Opportunity,” is in response to President Barack Obama’s call to the private sector to offer opportunities to veterans, who now face high unemployment.

The latest efforts will be run through the IFA’s VetFran program, which for years has offered vets incentives and training to become franchisees.

VetFran, made up of more than 400 IFA franchisors, says it has helped more than 2,100 veterans become franchisees since 1991. Census data and other research indicate that veterans own one of every seven franchise businesses, and that more than 66,000 veteran-owned franchises employ 815,000 people.

On its site, VetFran draws connections between the armed forces and franchises.

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Howard Schultz, CEO of Starbucks, will launch a “Create Jobs for USA” program that asks the American public to donate $5 at any of its stores for small businesses.  A Pepperdine poll showed that less than 50% of small businesses obtained loans from lending institutions .  This lack of credit results in less jobs being created and decreased manufacturing output.  It is hoped that this initiative by Schultz will prod stakeholders to address this problem, the Huffington Post reports.

Today, Starbucks CEO Howard Schultz will launch “Create Jobs for USA,” a program where a $5 donation at any Starbucks will provide $35 in financing for small businesses. This is real money that will be loaned to small businesses to create real jobs – something our economy desperately needs right now.

Schultz knows our economic recovery depends on small business success. His program asks the American public to stand behind his efforts to remind lawmakers of the unique potential small business holds. With someone this high profile taking action to put small employers back on the hiring track, hopefully the problems small businesses have accessing credit will get some much needed attention. Schultz’s work should be applauded, and imitated. We hope leaders of all stripes are listening to what he is saying: small businesses can’t get credit.

Small employers are struggling; lack of demand and weak sales are part of it, but one of the key barriers to their success – hindering their ability to help remedy the economy’s malaise – is the inaccessibility of credit.

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The Wall Street Journal reports that small businesses are complaining about the lack of qualified workers. In spite of the very high number of unemployed workers, many companies find the former lacking in skills or with obsolete talent for available jobs. Blame is placed on the U.S. educational system for its failure to provide the needed technical and engineering skills for students.

In a new survey by The Hartford Financial Services Group, 40% of small businesses (defined as companies at least one year old, with fewer than 100 employees and revenues $100,000 or more) say it is “not easy at all” to find good help. Only 14% say hiring good workers is “very” or “extremely” easy.

The difficulty in finding qualified workers also shows up in the October report by the National Federation of Independent Business that polls small businesses that typically employ five people and have median gross sales of about $350,000 annually.

Almost one third of NFIB respondents say they have seen few or no qualified applicants for their firms’ open positions. That despite an increasing share of business owners raising compensation.

Much has been made of the failure of the U.S. educational system to produce highly skilled science and engineering professionals. But it isn’t only technical expertise in demand. Finding people who get to work on time seems to be difficult.

In August, the Federal Reserve Bank of New York asked regional manufacturers about finding good workers. The second biggest challenge — after computer skills — was hiring workers who were punctual and reliable.

Businesses of all sizes have been slowly increasing their demand for labor since the recession ended.

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“We’re doing O.K., even if we’re not doing great. The odds of a double-dip recession are lower, at least.”  This is the reaction of Augustine Faucher, Director of Macroeconomics at Moody’s Analytics on the 80,000 job positions filled in October according to The New York Times.  This figure is far from the rosy picture painted by President Obama in January 2009 when he urged Congress to pass the stimulus package bill.

Could have been worse.

That was the reaction on Friday to the government report that the nation’s employers added just 80,000 jobs in October. While the pace was not exactly robust, it was better than over this summer, when monthly hiring fell to 20,000. Upward revisions in the report for September and August gains contributed to the sense that the economic picture was a little less bleak.

“The underlying momentum of the economy is better now than we thought it was a few months ago,” said Augustine Faucher, the director of macroeconomics at Moody’s Analytics. “We’re doing O.K., even if we’re not doing great. The odds of a double-dip recession are lower, at least.”

But even without a second recession, frustration over the sluggish recovery could impede President Obama’s re-election chances.

The administration is still haunted by its overly optimistic predictions, made in January 2009, of what the economy would look like once Congress passed a $787 billion stimulus package. White House economics advisers predicted that the stimulus would bring unemployment down to 6 percent by the end of this year and close to 5 percent by the end of 2012. Instead, unemployment dipped slightly to 9 percent in October from 9.1 percent, about where it has been all year long.

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QSR reports that McDonald’s Corporation and its CEO Jim Skinner were honored last month during the 12th Higginbotham Corporate Leadership Award gala.  This award follows similar recognition from other award-giving bodies and magazines for the corporation’s “leadership in advancing equal opportunity and diversity “.   McDonald’s is now serving 64 million in 118 countries and is known for providing equal opportunity for its workforce composed of people of all races.

McDonald’s Corporation and vice chairman and CEO Jim Skinner were selected as the Lawyers’ Committee for Civil Rights Under Law’s 12th Annual A. Leon Higginbotham Corporate Leadership Award Honorees for exemplary corporate leadership in advancing equal opportunity and diversity.

McDonald’s Corporation is the leading global foodservice retailer with more than 33,000 local restaurants serving more than 64 million people in 118 countries each day. Around the world, inclusion and diversity at McDonald’s means providing equal opportunities for everyone to succeed and contribute. McDonald’s accomplishes this in a number of ways, such as the integration of diversity initiatives into their daily business practices, a strong diversity education curriculum, employee business networks, and external partnerships with diverse national organizations.

“At McDonald’s, we celebrate, embrace, and advance diversity as part of our legacy. We’re honored to receive the prestigious Higginbotham Award recognizing our work in this area,” Skinner says. “Having a purposeful diversity strategy helps McDonald’s meet the needs of our broad base of customers.

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Franchise leaders led by International Franchise Association’s President & CEO Steve Caldeira are asking members of Congress to repeal or amend the health care law.  IFA says these leaders are worried that many franchise businesses will close shop, and millions of employees will lose their jobs.  This is according to a report prepared by the Hudson Institute for the IFA.

“Franchise small businesses need government to get out of the way in order to continue creating jobs at the rate they have historically,” said IFA President & CEO Steve Caldeira. “We applaud Senate Minority Leader McConnell for echoing that message and urge the administration and all members of Congress to develop bipartisan, pro-growth solutions that help franchise businesses to create jobs.”

“The government itself is the problem now,” said McConnell. “We have to allow the private sector to do what it does best which is to to grow, expand, and create jobs.”

“In recent years, one of the reasons I have not sought to grow is uncertainty surrounding the health care laws,” said David Barr, Chairman of PMTD Restaurants LLC and its affiliates (a franchisee of KFC and Taco Bell) and Rita Restaurant Corp. (the owner and operator of Don Pablo’s Mexican Restaurants). “Obamacare will force me to either decrease employees or move workers from full-time to part-time employees to avoid paying penalties.”

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Former employees have difficulty looking for new jobs. To keep afloat, they start new businesses or buy franchises. Although one has to undergo a completely different work environment from being an employee to an entrepreneur, some consider being a franchisee less risky. There is already an existing name and reputation. In an article that appeared in the Dayton Daily News, two new businessmen share their experiences.

The recovery in the job market just hasn’t happened. So, many people who lost their jobs well after the recession ended in June 2009 have decided not to look for work. They’ve gone into business for themselves.

Starting a company can be daunting. Some entrepreneurs have made the process easier by buying a franchise business. But they still have challenges. There’s a steep learning curve — maybe many learning curves — in making the transition from employee to entrepreneur. It’s a completely different lifestyle, often requiring longer hours. And many new owners are trying to work out personal difficulties while trying to build a business.

Here are the stories of two people who started companies in the last year.

From advertising to senior care

Chris Blaine was the vice president of branding and advertising at an insurance company in Omaha, Neb., when he was laid off in December 2009. He decided to open his own business, one that would give him more control over his future. So he chose a Home Instead Senior Care franchise.

Blaine opened a business in an industry that was entirely new to him.

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Performance-management systems are broken at the majority of companies in every corner in the world. By teasing apart results of a recent worldwide survey of HR professionals, we’ve seen how evaluations are viewed as a joke by employees, a waste of time by many managers and a non-actionable talking point by some senior executives.

Even HR managers, who in most companies lead the performance-review charge, see formidable roadblocks in the way of successful evaluations. Here are the top three, based on Sibson Consulting’s mid-2010 survey of HR professionals:

1. Managers are reluctant to have difficult conversations about performance with employees. (63%)
2. Evaluations are seen as an HR-driven process rather than something that’s critical to the business. (47%)
3. The appraisal cycle begins with little or no goal setting. (36%)

Let’s start at the beginning of the appraisal process. In order to make progress, an employee needs to know what his or her goals are. Yet only half the respondents to the survey said their organization uses any kind of goal setting in the appraisal process. And only half of those use quantitative measures. Is there any mystery as to why employees see the appraisal process as subjective and unpredictable? It’s also not too hard to figure out why respondents estimate only a third of employees actually trust the evaluation system.

In the 50% of companies where goals are part of the evaluation process, the connection between individual and organizational goals weakens with decreasing employee seniority. Senior managers, for instance, are “completely” or “largely” aligned 70% of the time. Middle managers? 45%. Frontline employees? 17%. It’s no surprise why the majority of the latter group sees appraisals as a waste of time.

Then there’s the issue of participation.

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Performance appraisals are hated by employees, largely dreaded by managers and often described as ineffective by HR professionals. So why do organizations still engage in this annual exercise?

The primary objective, cited by 66% of respondents to a survey by Sibson Consulting, is to distribute rewards based on individual performance. By comparison, just over half (54%) said greater individual accountability is a primary objective. Only 46% identified talent development as the biggest factor.

Rewards distribution is key in other ways, too: It’s the biggest reason why employee-appraisal systems are failing to meet expectations. Proponents of tying rewards to appraisals argue that the overall organization will benefit if the best and the brightest see their pay or bonuses increase more than their average or below-average co-workers.

But what if the appraisal system itself is too subjective, untrusted and flawed? The linkage between rewards and appraisals would then only serve to magnify other problems with the performance-management system. And just as the overall organization was supposed to benefit when the evaluation system works, the entire organization suffers when the evaluation system fails.

And that’s exactly what is happening. The Sibson Consulting survey, which was conducted in mid-2010 with the HR association WorldAtWork, found rampant mistrust in performance management. The results weren’t limited to one country, industry or company. Some 750 people responded, representing a broad swath of industries and organizations around the world. Headcounts of respondents’ organizations ranged from fewer than 100 employees to more than 500,000.

Nine out of 10 respondents reported that their organizations have formal systems to rate the performance of individual employees, shape behaviors and, in theory, provide some sort of benefit to the organization as a whole.

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It’s a time for joy – A time for tears – A time we’ll treasure – Through the years – We’ll remember always Graduation Day (song- JAN-1991)

Congratulations on attaining your degree! A special time and a proud accomplishment – You did it! You’re finished! With school that is – now it’s time to do some learning about the survival techniques in the “World of Work” in a competitive environment. Are you ready to take the next steps?

Hopefully you have a good resume prepared, if not, that will be your first priority! Need help? Many colleges have career centers that are willing to help you with your resume, but if you don’t have that option try the “resume help” of the top job search engines or find a resume expert on Linkedin/Facebook.” The aim of this resume is to create enough interest to garner you an invite for a job interview.

Start by doing research on job postings and companies that may interest you. There are several good job search websites available to assist you in your search and they may give you ideas on places to connect with people in your field of interest. Once your resume is polished the next challenge of course will be getting that resume out to the right people. This may require some new techniques for you and will become your new “job search homework assignment”. Find the sites that interest you and submit or post your resume there.

Scouting through the want ads is important to create your own “wish list” of the type of job you want and a summary of what’s important to you. While times are tougher than ever for new grads, ideally, you will want to find a match with your goals and values. The goal of this step is to find a win-win situation for your first job. This will happen when you find a job in an area you excel in.

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Hiring the right marketing, sales people is always difficult because success elsewhere may not translate into success for your company, for you. The difference between the right and wrong choice is more than the money it will cost to hire yet another new person. The real cost can be a year’s worth of lost business opportunities, sales. Although you can never be completely sure that person you hire will be right for the job, you can increase your probability of success by following a few simple rules.

The Job Description
Start by writing a detailed description of the job. Make a list as detailed as necessary to ensure that everyone understands the position and what will be expected. Now that you’ve defined the job to be done, make a mental and written description of the person you want. Weigh the attributes that you are looking for.

What to Look for in a Person:
1. Ability to spot essentials
2. Adaptability
3. Aggressiveness
4. Ambition
5. Appearance
6. Community standing
7. Cooperation
8. Detailed product knowledge
9. Energy
10. Enthusiasm
11. Experience with intangibles
12. Flexible
13. Good diction
14. Gregariousness
15. Personality
16. Imagination
17. Knowledge of market
18. Knowledge of competition
19. Maturity
20. Motivation
21. Planning ability
22. Poise
23. Quick learner
24. Quick thinker
25. Self-confidence
26. Self-starter
27. Speaking experience
28. Stability
29. Technical experience

The Hiring Process
You’ve been analytical so far, so don’t blow it now. Set up a new selection guide and use it for all of the people you interview.

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In a cocktail party the other day, a man complained – “I’m going to change my career – I’ve been a financial advisor for 10 years and they’ve changed the bonuses in the program (he last worked for AIG!) so I refuse to work for less money.” Change of direction can be a good idea, but somehow, I heard him positioning himself as a victim. If you are positioning yourself as a victim, or think you might be, that’s a recipe for disaster. Have a conversation with me or someone you trust – the only success you can have as a victim is to increase the amount of self-pity you accord yourself. Not a winning strategy. And you might have a look at this no-nonsense quote from Robert Kiyosaki: (author of Poor Dad, Rich Dad.)

“Today, people are asking, ‘Is the crisis over? Is the economy coming back?’ My (Kiyosaki’s) reply is, ‘No, the economy is not coming back. The economy has moved on, and the people asking if it’s coming back are being left behind.’” Another quotation (this time from me!) “If you go with the flow right now you’re likely to go down the drain!” A third quote: Jack Kennedy observed: “A rising tide floats all boats.” And when the tide goes out?

What’s Going On?
F.D.R. remarked. some 75 years ago: “The Only Thing We Have To Fear Is Fear Itself!” He was right about the “Great Depression” and he may be on the money with “The Not-So-Great Recession” as well. Right now, it seems that fear rules. There’s an abundance of blaming, and anger. And American families are saving $6.00 for every dollar they saved 3-4 years ago. Banks aren’t lending. Economists wish that the public would spend and the banks would lend. We’re all hunkered down, waiting for things to get better. At times like this, consider:

1. The old ways probably aren’t working.
2.

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Imagine if earning a living, or getting an education, or developing talents of any sort was just a game. Imagine if every smooth move, every good choice, and every new relationship you developed earned you a virtual (or real) reward. Imagine if work had a payoff as well as a paycheque. Well, imagine no longer. Through a computer, mobile device, or interactive television, you will soon find your work and life being gamified. Read on to find out how you will soon be levelling up the gamification way.

Gamification means applying gaming techniques to non-game activities, such as education, job performance, or life in general. It’s a new buzzword that you are going to hear a lot more about in the coming years. Why? Because it has very real potential to transform how we live, work, and play.

Of course, games have been around forever. And, most of us actually experience gamification on a daily basis. We are applying gaming techniques when we challenge ourselves to do an extra rep during our workout, seek a promotion at work, or encourage our kids to finish their meals in return for a nice dessert or a star on the refrigerator.

Common activities and characteristics of gaming include:

• fun
• activity-based
• being challenged
• setting goals
• earning rewards
• monitoring progress
• trial and error
• risk-free experience
• collaboration
• “leveling up” to bigger challenges and rewards
• and more.

How will gamification affect our lives in the future?

Companies are already applying gamification to all sorts of industries. My company MediaSparks.com has been doing it for over a decade in education. Here are industry-wide examples that will emerge in the coming years:

Education

Games are already transforming the way we learn.

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