BC LIFE
Saved by @Alex1Powell

Following a full review of the FHRIC report, I sat down and started cataloguing a list of leading questions I plan to use in our Rogue Leader Academy over the next three weeks, where I plan to focus a big majority of my time on these topics. Intent is to drive dialogue...

 ...take inventory of ourselves, & convey my intent for areas we will improve on, and how we will do so, on our team, going forward. I share these conversation drivers below thinking others might be willing to expound, &/or that others might find them useful within your own teams.
And yes, I will take every available opportunity to share the article we wrote called "Athena Thriving" that addresses a lot of these questions and could help prime these discussions. https://t.co/pKiWiAtqhu
Questions:

What are the linkages between gender discrimination/sexism, sexual harassment, and sexual assault?

How does sexism set conditions for SH/SA?

How do we create a culture/climate within our unit that eliminates gender discrimination/sexism?
Do you understand what micro aggressions are and their role in promoting gender discrimination? How do we correct micro aggressions?

How do we create a climate that values women and other minority populations and makes clear that discrimination will not be tolerated?
How do we ensure that leaders are comfortable making corrections on all soldiers? (i.e. men correcting women)

How do we ensure that all soldiers are receiving mentorship? (i.e. we aren’t reliant on women to mentor women)?

How confident are we in our SHARP program?
Are our SARCs properly trained? Are we putting the right people into these positions? Do we have enough primary and alternates? How do we, as company and battalion leaders, support and empower our SARCs?
Is our training effective? Engaging?

Does it clearly articulate what constituted SH/SA and does it clearly communicate reporting procedures and requirements?

Do we clearly understand the difference between an unrestricted and restricted report?
Does our training discuss consent in detail? Does it discuss "enthusiastic consent?"

How confident are we that we understand the level of sex education our Soldiers come to us with?

How can we overcome this?
Do we understand that if a sexual assault is reported to a member of the chain of command they have a duty to report? What is the process for doing so?

How do you, as a leader/commander, facilitate the training and ensure it gets the proper emphasis?
How do you prevent it from feeling like a “check the block” training that is just death by PowerPoint?

How do we avoid “fear mongering” or trivializing SHARP? (i.e. “dude you better be careful, you’re going to get SHARP’d!”)
How do we ensure our SHARP program isn’t simply focused on defensive measures for women?

How do we grow and develop Soldiers of character who do not harass or assault each other?

How do we dispel the myth and perception of false reporting as retaliation or other purposes?
Are we completing our training requirements? How are we tracking?

How do we remain complaint in our SHARP training requirements & ensure new soldiers are trained in a timely manner upon in-processing the unit, understanding new Soldiers are among the most vulnerable population?
What are the statistics on sexual assaults against men in the military, and why is this important?

Do we have a climate & culture where our soldiers are comfortable/ trust us enough to report sexual harassment and sexual assault?

Do they have faith in the system and processes?
How do we create this trust that we will take them seriously and treat both the alleged victim and subject with dignity and respect?

How do we react when there is an allegation of sexual harassment or sexual assault within our unit?
What if the alleged subject is someone “popular” or “squared away,” does that make a difference at all? What is victim blaming and how do we avoid it?

How do we provide support to alleged victims and prevent retaliation, ostracization, shaming, and re-traumatization?
What support is available to victims (i.e. BH and SVC)? What options to do commanders have?

How do we provide support to alleged subjects?

How do we ensure we are providing periodic updates to both alleged victims and subjects on their cases?
How is the investigative process between sexual harassment and sexual assault different? What is the role of the SARC, chain of command, and CID in each?
What are some behaviors that victims of sexual assault might display? How are some of these different than what you might expect (hypersexual, engaging in risky behavior, misconduct, etc.)? Why is it important not to assume that "victims should act a certain way?"
Do we understand who our most vulnerable populations are? (FHIRC: victims: 88% E1-E5; 63% 18-23 years old; subjects 92% E2-E7. Subjects and victims are nearly always close in rank and work, train, and live in close proximity.)
How do we make our barracks safe from sexual harassment and assault for all of our soldiers?

What is the role of alcohol in sexual assault? (70% of FHIRC cases; 62% of cases DoD wide in 2019)?
If you made it this far, I'd really love for you to add your own leading questions below, and/or share for others. We're in this together. There isn't some working group in the Pentagon that's going to solve this for us- we are the change. Get to work.

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Just note, I am not bitter or salty in any way at all, the last 2 years have been an amazing ride - travelled the world, been wealthy, been poor.

2/ Dec '16, my advertising agency folded, I had a little bit of money left and I put $32k into Bitcoin and Ether. As it started to go up I diversified into everything, Monero, Dash, this that, any crap - even Ripplecoin. Everything just kept going up.

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4/ Thinking I was an absolute genius I decided to start a bunch of businesses. As silly as it sounds I had this goal of making $5m as I wanted to buy Bedford Town Football Club and get them in the league, and as Crypto was going up forever I needed 6 months.

5/ So:
- Trading (income 1)
- Podcast (income 2)
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Yes - all of the above as a one-man army :)
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The story of Aare Ona Kakanfo Afonja, and the fall of the great Oyo Empire is absorbing. If you're interested in this beautiful history of pre-colonial south western Nigeria, keep a date with me later tonight. 🙏🏾

The Kakanfo and fall of Oyo Empire.
Thread.
Of the 14 Kakanfos so far, the tenures of three of them who were military commanders considerably impacted the history of, first, the Old Oyo Empire, and by extension, the rest of Yorubaland.

The three Kakanfos were Afonja of Ilorin, Kurunmi of Ijaye, and Obadoke Latoosa of Ibadan. The last two of the 14, who were civilians and honorary holders of the title nevertheless impacted the history of Yorubaland, and also the entire Nigerian nation.

Aare-Ona-Kakanfo Afonja:
In the mid-1700s, around 1750 and thereabouts, a powerful Oyo warrior was growing in stature; a man called Afonja. His father was Laderin. Laderin himself was the son of Alugbin, who himself was the son of Pasin.

Alaafin Majeogbe ruled Oyo from 1754 to 1770, and was succeeded by Alaafin Abiodun same year. Abiodun was on the throne for about 19 years, until 1789 when he was murdered by his own son, Aole.
Aole became Alaafin, and ruled from 1789 to 1796.
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Gbenga Samuel-Wemimo
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I found myself unable to discuss or see people in a negative light
It was a strange place to be
A whole new realm that isolated me in some way
When I am among people and the topic goes in the direction of Mr. So and So did this evil thing to me or Mrs. Such and such said the

following things about me
I find my skin crawling and my defences up
I don't do this naturally, it just is.
When I am with my team and we're discussing stuff, I dodge all the unnecessary stuff
I don't want to know who is doing that bad thing or who is not performing up to par

I find it nauseating to say the least
Talking ill of people even when it ought to be discussed
A brother caught covid from his girlfriend
They were not married and ought not to be together that way
Someone pointed my attention to it and I felt somehow
Like the person wanted to

force-feed me poison
The person meant well and I should know what is going on but I really couldn't bear the heaviness of such talks
I understand that it is normal for people to share such talks and bond over it
I once worked as a personal assistant to a pastor who will pick a

person and talk about the person with his wife all the way from Lagos to Ibadan and will still chew the person like a bone all the way from Ibadan back to Lagos
He will keep digging out faults and misdeeds like a dog unearthing buried bones
It was a crazy habit I could barely
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I turned 30 recently.

While far from old and wise, I have learned a few things along the way - on life, business, writing, investing, and growth.

Here are a few important lessons learned...

Embrace Failure

Put simply, failure leads to growth.

Do not hide from failure. Seek it out. Allow yourself to be uncomfortable. Embrace it.

The most transformative moments in your life will always come from failures.

Stand on the Shoulders of Giants

As Isaac Newton famously wrote, “If I have seen further, it is by standing on the shoulders of giants.”

You will only go as far as you can see.

Seek out mentors who champion your cause and empower you to see further.

Prioritize People

Everything in life comes down to people and relationships.

Networks compound as well as any financial investment.

Build an army that is deep and wide.

Cultivate deep relationships, but also learn to appreciate the power of weak ties.

Give > Receive

Focus on what you can do for others, not what they can do for you.

Give more than you receive.

This mentality will lead to more success and growth, but also to more fulfillment and joy.
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