ORM (Object-relational mapping) in computer science is a programming technique for converting data between incompatible type systems using object-oriented programming languages. This creates, in effect, a “virtual object database” that can be used from within the programming language.
Here’s a quick breakdown of these three major types of speed workouts.
By Jenny Hadfield
Hi Jenny, I just read your article,‘What Should I Do During the Off Season?’. Very helpful, thanks! Could you briefly explain to me the difference between fartlek, tempo, and interval runs? Thanks! Mary
Hi, Mary. Thanks for the kudos. Ask and you shall receive: Here is a brief 411 onfartlek,tempo, andinterval workouts.
Fartlek Workoutsare not only fun to say out loud, but they’re fun to run. Fartlek is Swedish for “speed play,” and that is exactly what it’s all about. Unlike tempo and interval work, fartlek is unstructured and alternates moderate-to-hard efforts with easy throughout. After a warmup, you play with speed by running at faster efforts for short periods of time (to that tree, to the sign) followed by easy-effort running to recover. It’s fun in a group setting as you can alternate the leader and mix up the pace and time. And in doing so, you reap the mental benefits of being pushed by your buddies through an unpredictable workout. The goal is to keep it free-flowing so you’re untethered to the watch or a plan, and to run at harder efforts but not a specific pace.
Benefits: Stress-free workout that improves mind-body awareness, mental strength, and stamina.
TempoWorkoutsare like an Oreo cookie, with the warmup and cooldown as the cookie, and a run at an effort at or slightly above your anaerobic threshold (the place where your body shifts to using more glycogen for energy) as the filling. This is the effort level just outside your comfort zone—you can hear your breathing, but you’re not gasping for air. If you can talk easily, you’re not in the tempo zone, and if you can’t talk at all, you’re above the zone. It should be at an effort somewhere in the middle, so you can talk in broken words. Pace is not an effective means for running a tempo workout, as there are many variables that can affect pace including heat, wind, fatigue, and terrain. Learn how to find your threshold and run a tempo workout that is spot on every timehere.
Benefits:Increased lactate threshold to run faster at easier effort levels. Improves focus, race simulation, and mental strength.
Interval Workoutsare short, intense efforts followed by equal or slightly longer recovery time. For example, after a warmup, run two minutes at a hard effort, followed by two to three minutes of easy jogging or walking to catch your breath. Unlike tempo workouts, you’re running above your red line and at an effort where you are reaching hard for air and counting the seconds until you can stop—a controlled fast effort followed by a truly easy jog. The secret is in the recovery as patience and discipline while you’re running easy allows you to run the next interval strong and finish the entire workout fatigued but not completely spent. Just like rest, your body adapts and gets stronger in the recovery mode.
Benefits:Improved running form and economy, endurance, mind-body coordination, motivation, and fat-burning.
A person or thing with only one special feature, talent, or area of expertise. The first known use of one-trick pony was in 1980.
For example: Her boldness in style, prowess and mood highlighted her viability as more than a one-trick pony.— Jason Scott, Billboard, “Carrie Underwood’s ‘Carnival Ride’ Turns 10: How the ‘Idol’ Winner Proved She’s a Country Mainstay,” 23 Oct. 2017
Paul Simon – One Trick Pony
One-Trick Pony, Paul Simon’s fifth solo studio album, was released in 1980. It was Simon’s first album for Warner Bros. Records, and his first new studio album since 1975’s Still Crazy After All These Years. His back catalog from Columbia Records would also move to Warner Bros. as a result of his signing with the label.
Callan Wink: More Than A One-Trick Pony
About the Book:
In the tradition of Richard Ford, Annie Proulx, and Kent Haruf comes a dazzling debut story collection by a young writer from the American West who has been published in The New Yorker, Granta, and The Best American Short Stories.
A construction worker on the run from the shady local businessman whose dog he has stolen; a Custer’s Last Stand reenactor engaged in a long-running affair with the Native American woman who slays him on the battlefield every year; a middle-aged high school janitor caught in a scary dispute over land and cattle with her former stepson: Callan Wink’s characters are often confronted with predicaments few of us can imagine. But thanks to the humor and remarkable empathy of this supremely gifted writer, the nine stories gathered in Dog Run Moon are universally transporting and resonant.
Set mostly in Montana and Wyoming, near the borders of Yellowstone National Park, this revelatory collection combines unforgettable insight into the fierce beauty of the West with a powerful understanding of human beings. Tender, frequently hilarious, and always electrifying, Dog Run Moon announces the arrival of a bold new talent writing deep in the American grain.
One weekend the junior umpire, the senior umpire, and the master of all umpires got together to discuss their craft.
After hours and hours of deliberation and thoughtful discussion, the junior umpire stands up and he says “I call ‘em the way I see ‘em“.
The other umpires nod, but then the senior umpire stands up and he says “I call ‘em the way they are”.
The room is silent. Finally, the master of all umpires says “Gentlemen, they ain’t nothing till I call ‘em”.
Tough Call – also known as Game Called Because of Rain, Bottom of the Sixth, or TheThree Umpires– is a 1948 painting by American artist Norman Rockwell, painted for the April 23, 1949, cover of The Saturday Evening Post magazine.
Robert M Woods
Among the many conversations I have had with Great Books students over the years, none is more lively than when we discuss various theories of truth.
It seems to always come up when we are reading and talking about Thomas Aquinas’s Summa. In order to make immediate connection with them, I tell the story about three umpires in a bar after a game. These officials are discussing what really happens when they call balls and strikes. What they are really doing is discussing the relationship between reality and human apprehension of said reality.
The umpires are discussing the relationship between the pitching of the ball and the calling of said pitch by the umpire. It goes like this:
1) When it comes to making calls behind the home plate, I call it the way it is….
2) When it comes to making calls behind home plate, I call it the way I see it….
3) When it comes to making calls behind home plate, it ain’t nothing until I call it….
1) Is it possible that this umpire would ever admit to being wrong?
2) Is the reality of the ball and strike rooted in the perception of the umpire?
3) What if the pitcher threw the ball twenty feet over the catcher’s head and it struck the press box and the umpire called it a strike, it would be, but he would be fired–why?
Those of us who have played or enjoyed the game of baseball get the import of this conversation. The truth is that it is easy to hear what each is saying and recognize the legitimacy of their respective claim. Additionally, it is also relatively easy to extrapolate from their statements and expand them to the point of seeing how wrong they are in their claim.
National Lampoon’s Animal House is a 1978 American comedy film ….. Like ABC’s Delta House, Brothers and Sisters lasted only three months.
When they arrive at college, socially inept freshmen Larry (Thomas Hulce) and Kent (Stephen Furst) attempt to pledge the snooty Omega Theta Pi House, but are summarily rejected. Lowering their standards, they try at the notoriously rowdy Delta Tau Chi House, and get in. The trouble is, the college dean (John Vernon) has it in for the Deltas. He has put them on “Double Secret Probation” and secretly assigned Omega’s president (James Daughton) the task of having their charter revoked. Release date:July 28, 1978
A robot may not injure a human being or, through inaction, allow a human being to come to harm. A robot must obey orders given it by human beings except where such orders would conflict with the First Law. A robot must protect its own existence as long as such protection does not conflict with the First or Second Law.
Burt Harding, founder of the Awareness Foundation in Vancouver, offers a radical invitation to recognize the truth of our being as already whole and fulfilled.
He reminds us of the love we really are beyond the personal stories we carry. In this way, we come to recognize what we have always known but did not live from – the beauty and wonder of our own true essence.
Burt conducts sessions and workshops in Supersentience, a system devised to help heal deep wounds and promote a shift in the perception of who we really are.
You useso to speakto draw attention to the fact that you are describing or referring to something in a way that may be amusing or unusual rather than completely accurate.
I ought not to tell you but I will, since you’re in the family, so to speak.
so to speak
A phrase used to indicate that what one has just said is an uncommon, metaphorical, or original way of saying something. Similar to the phrases “if you will” and “in a manner of speaking.”He was a fixer, so to speak—a man who could get things done.This arrangement will allow us to eliminate our debt and get back to solid ground, so to speak.
Harvard Law School professor Alan Dershowitz shares with his students a strategy for successfully defending cases.
“If the facts are on your side, Dershowitz says, pound the facts into the table. If the law is on your side, pound the law into the table. If neither the facts nor the law are on your side, pound the table.”
Quote Investigator: There is good evidence that Jerome Michael used a version of the saying while teaching, but the adage was in use before he graduated from Columbia Law School. QI has traced it back ninety-nine years and will present selected citations in reverse order.
I recently started working with an organization who wanted “Customer Service Training”. Commonly I find that what an organization thinks they need and what they really need are 2 different things… CYA- “cover your ass”.
massive quantities of cc:-ing, bcc:-ing and reply all on emails.
people being involved in meetings when they don’t need to be there.
high levels of self-preservation, information withholding, and mistrust.
an absence of creative thought, innovative initiatives and risk-taking.
a constant narrative of blame by employees at every level to their peers about how they “told employee x that we shouldn’t do this, but THEY didn’t listen to ME so now… <insert undesirable outcome here>.”
an environment where ev
Due in large part to their current culture, business has fallen off over the last 5 years. Management perceived this to be a “Customer Service” problem and they were partially correct, but the root cause is this CYA mentality. The organizational culture assessment revealed that there was a major issue with the “tone” employees use to communicate, both internally as well as externally to customers. Traits such as anger, resentment, bitterness, helplessness and perceived ineptitude are commonplace. This CYA culture has absolutely killed employee morale. And now business is suffering because their customers feel this negativity through their interactions with the staff.
The costs associated with a CYA culture are high. CYA is time-consuming, exhausting, and breeds paranoia and mistrust in organizations. It costs the company through high percentages of disengaged employees and low productivity. These variables lead to lost customers, clients and revenue. And many employees report personal health problems like chronic stress and high blood pressure.
Instead of doing everything they are capable of, these employees are hiding. They do only what they are told, take no responsibility for their work, and spend all of their time trying to deflect and not get in trouble.
Doing great work involves grit, tenacity, resilience, fearlessness and innovation.
These traits aren’t found in organizations that play it safe. (Think Blockbuster Video and Borders.) If you want to thrive you have to be willing to take a chance, to fail, to persist in the face of that failure, and to be accountable — for the good and the bad. And organizationally, you have to examine mistakes and failures for the lessons learned, and not as a vehicle for scapegoating, punishment or blame.
If you are tired of your CYA workplace and you are ready to contribute more, perhaps it’s time for a new job? One where you can thrive and accomplish great things as part of a healthy work team. There are lots of places out there that need your ideas, energy, talents and skills, and where you won’t have to play defense all of the time.
And if you are leading an organization with a CYA culture, what steps can you take TODAY to begin to change from a culture of covering, to a culture of accountability so that you don’t lose your best employees (and customers)? You’ll have mountains of time and energy to accomplish great things together once you empower your staff to make decisions, provide them with leadership and support, and stop keeping score.
Do you work in a CYA culture? If so, I’d love to hear some examples from you about how that shows up in your organization, and what steps you could take — regardless of your position — to change it.
Every thought and potential action needs to be run through Legal and/or Risk Management.