Friday, July 31, 2009

Straight Talk: planning for the sunset years

Never too early to plan for retirement.

Good read

A Boot Camp to Prepare for Retirement

Marcia Tillotson and Joy Kenefick aren’t your typical drill sergeants.

They run what they call a retirement boot camp, aimed at making sure their investment clients who are contemplating retirement know exactly what they’re getting into. The exercise focuses primarily on finances — after all, the two women are partners in a financial advisory practice that is part of Wells Fargo Advisors in Charlotte, N.C.

But the women also make sure their clients understand what retirement feels like. They point out that retirees suddenly have no place to be each day, which may not be as blissful as it seemed beforehand. The paychecks stop coming. And after years of dutifully putting money into savings, retirees have to get used to watching their accounts dwindle.

The boot camp — an extended version of its military namesake — is generally aimed at people a year or two from retirement. While the exercises may be especially rigorous, they offer broad lessons for those who think they may be ready to stop working.

“It’s really a way to simulate retirement,” said Ms. Kenefick, who, with Ms. Tillotson, has been using the boot camp for about a decade. “It’s a way for people to really wrap their arms around something that is so abstract, and scary and permanent.”

The two advisers require pre-retirees to complete a checklist of exercises, including taking a hard look at where their money is going and making sure they’re on track, for instance, to pay off the mortgage. (That’s a nonnegotiable must-do before retirement, the two women say.)

Naturally, participants can’t quit their day jobs. But they’re required to save a disproportionate amount of money in tax-deferred accounts like 401(k)’s. That helps mimic what retirement will feel like: the increased savings lowers the amount of money the pre-retirees have to live on, while also reducing the taxes they pay (retirees generally tend to fall into lower tax brackets). Since they’re saving so much, the participants need to draw on their regular cash savings accounts to supplement their living expenses.

“We’ve become so ingrained to save, it becomes hard to live on those savings,” Ms. Tillotson said. “It’s a scary thing to do.”

The exercise also gives pre-retirees a convenient excuse to turn down expensive obligations. “It allows you to beg off of things you may have had to participate in for one thing or another,” Ms. Kenefick said.

Boot camp usually lasts about a year, and about eight of 10 pre-retirees who go through the drill decide to work a little longer than they initially planned. “They either realize they aren’t ready for retirement,” Ms. Kenefick said, or they “realize they are ready, and it becomes a game.”

Here are the women’s eight drills, which you can use to help assess your retirement readiness. They are both registered investment advisers and portfolio managers and charge their clients 1.35 percent of assets annually, on average. They agreed to give the general outlines of their program.

SPENDING The most important exercise is arguably the first: a thorough cash-flow analysis. That includes taking stock of every expense for the past year, including insurance and vacations. “The purpose of it is to determine what your lifestyle costs,” Ms. Tillotson said.

Once you reach that number, it’s easier to determine how much in savings will be required to support that lifestyle and how close you are to that goal (factoring in expected Social Security income, pensions or other sources). At that point, the advisers determine whether pre-retirees are living within their means, and may recommend cutting back so they can save more. The analysis also lays the framework for creating a budget, which will help keep spending in check.

Many retirees mistakenly believe their costs will go down in retirement, but the two advisers say they have found that expenses usually increase, at least for the first two years, because people finally have time to travel or spend more time around the house and notice work that needs to be done.

NET WORTH STATEMENT This looks at your assets and liabilities. On the asset side, the advisers assess how much money is in tax-sheltered accounts versus taxable accounts and whether, say, cash accounts need beefing up. They also take a look at real estate and determine whether, say, a vacation home should be sold or perhaps rented.

And if your mortgage isn’t paid off, well, then, you probably shouldn’t retire, the advisers say.

INSURANCE AUDIT Most people’s life circumstances have changed by the time they reach retirement age. Once there is no mortgage, the children are out of the house and college tuition bills paid, they may not need as much life insurance (if any at all). Or maybe it’s time to consider a long-term care policy.

GOAL SETTING Not everyone makes it this far into the exercise, Ms. Tillotson said. If you do, it means you have a fair sense of what it costs you to live and you’re generally living within your means. Now, you get to visualize what retirement life will be like. Do you want to travel? Volunteer? Take a part-time job?

At this point, you need to consider whether it’s more important to retire by a specific date or whether you should wait, save more and live more comfortably later. “We are establishing their goals and putting price tags on them,” Ms. Tillotson said. Is spending on the grandchildren a priority? “It’s fine if that’s your entertainment, but it means you’re not going to Europe.”

INCREASE SAVINGS Ideally, the two advisers want their clients to save the maximum amount allowed in accounts like 401(k)’s. In 2009, individuals can save $16,500, and another $5,500 if they’re over 50 (or $22,000 total). That means couples could put in as much as $44,000 in 401(k)-type accounts. Of course, not everyone can afford to save that much. But you should stretch beyond your comfort zone and save more than you have been, the two advisers say, because it helps you assess your needs and priorities.

Because they are saving so much, pre-retirees will need to draw on their regular savings accounts, which are already in place because the advisers require their clients to keep at least three to six months of expenses in cash.

Let’s say you and your spouse earn a combined $150,000 a year and you’ve been saving about 10 percent, or $15,000, in your 401(k)’s. After taxes (federal, state and FICA), you have income of about $92,800 a year, or about $7,730 a month. During boot camp, you both would disproportionately save a total of $44,000. That leaves you with about $73,300, or $6,110 a month (after taxes). That means you need to withdraw an additional $1,620 from your cash savings to make up the difference, which models what you’ll need to do in retirement. You’ve also cut your tax bill by a third (from about $31,000 to $21,000). “What we are doing is essentially moving money from their nonqualified accounts to their qualified accounts,” Ms. Kenefick said.

If you can’t manage to increase your savings, it’s probably a sign that you’re not ready to retire, the two advisers said.

TAX PLANNING Many workers never worry about withholding taxes since they are automatically deducted from their paycheck. That all changes in retirement when the checks stop coming in.

The advisers suggest asking an accountant to perform a tax projection that includes whether it will make sense to pay taxes quarterly or annually (and whether you should have taxes withheld when you withdraw money from your I.R.A.). You also need to figure out what else may be taxable, like Social Security. That way, you can work these numbers into your budget and figure out how much tax money to set aside.

CHARITABLE GIVING Retirees also need to consider how charitable giving fits into their financial life. While you’re working, you may have less time, but enough income, to donate. The two advisers suggest that some people consider donating more of their time in retirement.

ESTATE PLANNING Updating your estate plan is important. Earlier in life, you probably had fewer assets and, if you’re a parent, you were probably more concerned about the guardianship of your children. Now, you may want to name one of those children as the executor of your estate (or perhaps set up a trust for a fiscally irresponsible child).

PSEUDORETIREMENT Once you’ve reached this far into the boot camp drill, you’re ready to start your pseudoretirement. “We are not going to tell you what to spend,” Ms. Kenefick said. “All we are going to tell you is where you fall, which may be dangerously close to running out of money if you continue at this pace.”

Wednesday, July 22, 2009

Straight Talk: from Runners World on improving an intermediate runner's 10K


Continuing on this series on improving one's 10K run.

YOUR ULTIMATE 10-K PLAN

You'll be glad to hear that 10-K training forms the foundation of all-around fitness, because it includes ample amounts of the three core components of distance running--strength, stamina, speed.

By Doug Rennie
From the July 2004 issue of Runner's World

Intermediate


You've been running a year or more, done some 5-Ks, maybe even a 10-K. But you've always finished feeling like you could have, or should have, gone faster. You consider yourself mainly a recreational runner, but you still want to make a commitment to see how fast you can go.

Here's the two-pronged approach that will move you from recreational runner to the cusp of competitive athlete. First, you'll be adding miles to your endurance-building long run until it makes up 30 percent of your weekly mileage. Second, you'll now be doing a substantial amount of tempo running aimed at elevating your anaerobic threshold, the speed above which blood lactate levels skyrocket--a gulping-and-gasping prelude to your engine shutting down for the day. How to avoid this unpleasantness? With regular sessions at a little slower than10-K pace--that is, tempo-run pace. This will significantly improve your endurance and running efficiency in just six weeks.

So your tempo work will include weekly "10-10s," along with a mixed grill of intervals and uphill running, all of which strengthen your running muscles, heart, and related aerobic systems (see "Stuff You Need To Know,").

Oh, one more thing: Running fast requires effort--and some discomfort. Still, be conservative. If you can't maintain the same pace throughout a given workout, or if your body shrieks "No mas!" then call it a day. And maybe adjust your pace next time.

Get Your Training Started Find the 10K Plan for Intermediate Runners and more at the Runner's World Personal Trainer.

Race Day Rules
"Many intermediate runners run too fast in the first 5-K," says Coach Sinclair. "That's the surest way to run a mediocre time. Even pace is best, which means the first half of the race should feel really easy." Sinclair's wife and co-coach, Kim Jones, a former U.S. Olympian, adds this: "Divide the race into three 2-mile sections: doable pace for the first 2, push a bit the middle 2, then go hard the last 2."

Stuff You Need To Know
Pace Intervals (PI): Run at 10-K goal pace to improve efficiency and stamina, and to give you the feel of your race pace. For 10-minute pace (a 1:02:06 10-K), run 2:30 (for 400 meters), 5:00 (800m), 7:30 (1200m). For 9-minute pace (55:53), run 2:15 (400m), 4:30 (800m), 6:45 (1200m). For 8-minute pace (49:40), 2:00 (400m), 4:00 (800m), 6:00 (1200m). With pace and speed intervals (below), jog half the interval distance to recover.

Speed Intervals (SI)
Run these at 30 seconds-per-mile faster than goal pace. For 10-minute pace, run 2:22 (for 400m), 4:44 (800m), 7:06 (1200m). For 9-minute pace, 2:08 (400m), 4:16 (800m), 6:24 (1200m).
For 8-minute pace, 1:53 (400m), 3:45 (800m), 5:38 (1200m).

10-10s: 10-minute tempo repeats at 30 seconds per mile slower than 10-K goal pace; 3- to 5-minute slow jog after each.

Total Uphill Time (TUT): Run repetitions up the same hill, or work the uphill sections of a road or trail course.

Strides (S): Over 100 meters, gradually accelerate to about 90 percent of all-out, hold it there for 5 seconds, then smoothly decelerate. Walk to full recovery after each.

Straight Talk: from Runners World on the ultimate 10K plan for beginners

Your Ultimate 10-K Plan
You'll be glad to hear that 10-K training forms the foundation of all-around fitness, because it includes ample amounts of the three core components of distance running--strength, stamina, speed.

By Doug Rennie


You'll be glad to hear that 10-K training forms the foundation of all-around fitness, because it includes ample amounts of the three core components of distance running--strength, stamina, speed. Sure, you can use it to train for your goal 6.2-miler, yet with certain adjustments you can also use it to prepare for everything from the 5-K to the marathon. But we're talking about the classic distance, made famous by Viren, Salazar, and the transcendant Gebrselassie. When you race a 10-K, you immerse yourself in near-mythical tradition. So read through the runner profiles below to determine which of our six-week plans is best for you. And remember: These are not one-size-fits-all plans, so if you can't complete a given workout, don't. If you need to rearrange training days to fit your schedule, do it.


Beginner

You're a notch above novice. You've been running at least six months and maybe have done a 5-K or two. You run three to five miles three or four days a week, have done a little fast running when you felt like it, and now you want to enter--and finish--what you consider a real "distance race."

If you're a beginner, your 10-K goal is less a personal record (PR) than an LDF (longest distance finished). You want to run the whole 6.2 miles, so you're going for endurance. Because it's likely to take you an hour to get there. "Basic aerobic strength is every runner's first need," says coach Jon Sinclair of Anaerobic Management (anaerobic.net).

So you'll do most of your running at a steady, moderate pace. But we're also going to flick a dash of pseudo-speedwork into your endurance stew for flavor. This will put some added spring into your step, give you a brief taste of what it feels like to run a little faster, and hasten your segue to the intermediate level. Hence, every week, in addition to steady running, you're going to do two extra things.


Get Your Training Started
Find the 10K Plan for Beginners and more at the Runner's World Personal Trainer.


Race Day Rules
Have some fluids and an energy bar or bagel an hour before the start, and arrive early enough to get your number without the stress of long lines. Walk around about 10 minutes before the start, maybe even do a few minutes of slow jogging. Start off slower than you think you should, and work gradually into a comfortable and controlled pace. Let the race come to you. If there is an aid station, stop to drink and relax for 10 seconds.

Stuff You Need To Know
Aerobic Intervals (AI): You push the pace just a bit, you breathe just a little harder--followed by slow jogging until you feel rested enough to resume your regular tempo. And you always, always, stay well short of going anaerobic (simply stated: squinty-eyed and grasping for breath). Treat these runs like play. When you do them, try to recreate that feeling you had as a kid when you ran to the park and couldn't wait to get there.

Gentle Pickups (GP): You gradually increase your pace over 100 meters to about 90 percent of all-out, hold it there for 10 to 20 meters, then gradually decelerate. Walk to full recovery before you start the next one. Nothing big, nothing really stressful--just enough to let your body go, "Ah, so this is what it feels like to go fast." Note: After a few AI/GP weeks, your normal pace will begin to feel more comfortable. And you'll get race-fit more quickly this way.


Four Training Universals

  • Rest: Rest means no running. None. Give your muscles and synapses some serious R&R so all systems are primed for the next workout. Better two quality days and two of total rest than four days of mediocrity resulting from lingering fatigue. Rest days give you a mental break as well, so you'll come back feeling refreshed.

  • Easy Runs: Easy runs mean totally comfortable and controlled. If you're running with someone else, you should be able to converse easily. You'll likely feel as if you could go faster. Don't. Here's some incentive to take it easy: You'll still be burning 100 calories every mile you run, no matter how slow you go.

  • Long Runs: Long runs are any steady run at or longer than race distance designed to enhance endurance, which enables you to run longer and longer and feel strong doing it. A great long-run tip: Find a weekly training partner for company. You'll have plenty of time to talk about anything that comes up.

  • Speedwork: Speedwork means bursts of running shorter than race distance, some at your race goal pace, some faster. This increases cardiac strength, biomechanical efficiency that translates into more miles per gallon, and the psychological toughness racing demands. That said, you're not trying to kill yourself. Keep it fun.

Straight Talk: from Runners World on improving your 10K run

Keeping this up for my friends thinking of taking the 10K plunge.

Run Your Best 10-Miler
Follow one of these 10-miler training plans to the finish line

By Larry Indiviglia


These 10-week training plans (for intermediate, advanced, and beginning runners) were developed by Larry Indiviglia, a certified personal trainer and director of run programs at Island Fitness in San Diego. Since the goal is to race the 10-miler at or about your lactate-threshold pace, all three programs include at least one lactate-threshold-paced workout per week, along with one longer run to build endurance. The intermediate and advanced programs add a variety of speed and hill workouts that should include at least a one-mile warmup and a one-mile cooldown.

I. Beginner

WEEK 1
Monday: Rest
Tuesday: 3 mi @ 70% MHR
Wednesday: Cross-train
Thursday: 4 mi w/ 2 mi @ LT pace
Friday: Cross-train
Saturday: Rest
Sunday: 6 mi w/ 4 mi @ 60% MHR
Total: 13 mi

WEEK 2
Monday: Rest
Tuesday: 4 mi @ 70% MHR
Wednesday: Cross-train
Thursday: 5 mi w/ 3 mi @ LT pace
Friday: Cross-train
Saturday: Rest
Sunday: 6 mi w/ 4 mi @ 60% MHR
Total: 15 mi


WEEK 3
Monday: Rest
Tuesday: 4 mi @ 70% MHR
Wednesday: Cross-train
Thursday: 5 mi w/ 3 mi @ LT pace
Friday: Cross-train
Saturday: Rest
Sunday: 8 mi w/ 6 mi @ 60% MHR
Total: 17 mi

WEEK 4
Monday: Rest
Tuesday: 5 mi @ 70% MHR
Wednesday: Cross-train
Thursday: 5 mi w/ 4 mi@ LT pace
Friday: Cross-train
Saturday: Rest
Sunday: 6 mi w/ 4 mi @ 65% MHR
Total: 16 mi

WEEK 5
Monday: Rest
Tuesday: 5 mi @ 70% MHR
Wednesday: Cross-train
Thursday: 6 mi w/ 4 mi @ LT pace
Friday: Cross-train
Saturday: Rest
Sunday: 10 mi w/ 8 mi @ 60% MHR
Total: 21 mi

WEEK 6
Monday: Rest
Tuesday: 6 mi @ 70% MHR
Wednesday: Cross-train
Thursday: 5 mi @ 60% MHR
Friday: Cross-train
Saturday: Rest
Sunday: 10-K race @ LT pace
Total: 17 mi

WEEK 7
Monday: Rest
Tuesday: 4 mi @ 65% MHR
Wednesday: Cross-train
Thursday: 8 mi w/ 4 mi @ LT pace
Friday: Cross-train
Saturday: Rest
Sunday: 10 mi w/ 8 mi @ 70% MHR
Total: 22 mi

WEEK 8
Monday: Rest
Tuesday: 6 mi @ 70% MHR
Wednesday: Cross-train
Thursday: 5 mi w/ 3 mi @ 75% MHR
Friday: Cross-train
Saturday: Rest
Sunday: 8 mi @ LT pace
Total: 19 mi

WEEK 9
Monday: Rest
Tuesday: 5 mi @ 65% MHR
Wednesday: Cross-train
Thursday: 5 mi w/ 3 mi @ 75% MHR
Friday: Cross-train
Saturday: Rest
Sunday: 6 mi @ 70% MHR
Total: 16 mi

WEEK 10
Monday: Rest
Tuesday: 5 mi @ 70% MHR
Wednesday: Cross-train
Thursday: 4 mi @ 65% MHR
Friday: Cross-train
Saturday: 20 minutes easy
Sunday: 10-MILER

II. Intermediate


WEEK 1
Monday: Rest
Tuesday: 5 mi w/ 3 mi @ LT pace
Wednesday: Cross-train
Thursday: 5 mi w/ 1/4 mi x 6 @ 5-Kk pace, 1/4-mi recovery
Friday: 4 mi @ 65% MHR
Saturday: Cross-train
Sunday: 6 mi @ 75/80% MHR
Total: 20 mi

WEEK 2
Monday: Rest
Tuesday: 5 mi w/ 3 mi @ LT pace
Wednesday: Cross-train
Thursday: 5 mi w/ 1/2 mi x 4 @ 5-K pace, 1/4-mi recovery
Friday: 4 mi @ 65% MHR
Saturday: Cross-train
Sunday: 8 mi @ 75/80% MHR
Total: 22 mi

WEEK 3
Monday: Rest
Tuesday: 6 mi w/ 4 mi @ LT pace
Wednesday: Cross-train
Thursday: 5 mi w/ 1/2 mi x 4 @ 5-K pace, 1/4-mi recovery
Friday: 5 mi @ 65% MHR
Saturday: Cross-train
Sunday: 10 mi @ 75/80% MHR
Total: 26 mi

WEEK 4
Monday: Rest
Tuesday: 6 mi w/ 4 mi @ LT pace
Wednesday: Cross-train
Thursday: 7 mi w/ 1 mi x 3 @ 10-pace, 3- min recovery
Friday: 4 mi @ 65% MHR and 4 x 45-sec pickups
Saturday: Cross-train
Sunday: 8 mi w/ 6 mi @ 75/80% MHR and 1 mi @ LT
Total: 25 mi

WEEK 5
Monday: Rest
Tuesday: 7 mi w/ 5 mi @ LT pace
Wednesday: Cross-train
Thursday: 5 mi w/ 6 x Uphills
Friday: 6 mi @ 65% MHR and 6 x 45-sec pickups
Saturday: Cross-train
Sunday: 12 mi w/11 mi @ 75/80% MHR and 1 mi @ LT
Total: 30 mi

WEEK 6
Monday: Rest
Tuesday: 6 mi w/ 2 mi x 2 @ LT pace, 4-min recovery
Wednesday: Cross-train
Thursday: 5 mi @ 65% MHR
Friday: 3 mi very easy
Saturday: Cross-train
Sunday: 10-K Race
Total: 20 mi

WEEK 7
Monday: Rest
Tuesday: 6 mi w/ 4 mi @ LT pace
Wednesday: Cross-train
Thursday: 7 mi w/ 1 mi x 3 @ 10-K pace, 3-min recovery
Friday: 6 mi @ 65% MHR and 8 x 45-sec pickups
Saturday: Cross-train
Sunday: 14 mi @ 75/80% MHR and mi 8 to 10@ LT
Total: 33 mi

WEEK 8
Monday: Rest
Tuesday: 6 mi w/ 1/4 mi x 6 @ 5-K pace, 1/4-mi recovery
Wednesday: Cross-train
Thursday: 5 mi @ 65% MHR
Friday: 3 mi very easy
Saturday: Rest
Sunday: 10 mi time trial at goal race pace
Total: 24 mi

WEEK 9
Monday: Rest
Tuesday: 5 mi w/ 3 mi @ LT pace
Wednesday: Cross-train
Thursday: 5 mi w/ 1 mi x 2 @ 5-K pace, 5-min recovery
Friday: 4 mi @ 65% MHR and 8 x 45-sec pickups
Saturday: Cross-train
Sunday: 6 mi w/ 3 mi @ 75/80% MHR and 3 mi @ LT
Total: 20 mi

Week 10
Monday: Rest
Tuesday: 5 mi w/ 3 mi @ 75% MHR
Wednesday: Cross-train
Thursday: 4 mi easy w/ 6 x 45-sec pickups
Friday: Rest
Saturday: 20 minutes very easy
Sunday: 10 MILER

III. Advanced


WEEK 1
Monday: 3 mi @ 65% MHR
Tuesday: 7 mi w/ 5 mi @ LT pace
Wednesday: Cross-train
Thursday: 5 mi w/ 1/2 mi x 4 @ 5-K pace, 1/4-mi recovery
Friday: Rest
Saturday: 4 mi w/ Track Striders--8 laps
Sunday: 10 mi @ 80% MHR
Total: 29 mi

WEEK 2
Monday: 4 mi @ 65% MHR
Tuesday: 8 mi w/ 2 mi x 2 @ LT pace, 3-min recovery
Wednesday: Cross-train
Thursday: 7 mi w/ 1/2 mi x 6 @ 5-pace, 1/4-mi recovery
Friday: Rest
Saturday: 4 mi w/ 4 x Downhills
Sunday: 10 mi @ 80% MHR
Total: 33 mi

WEEK 3
Monday: 4 mi @ 65% MHR
Tuesday: 10 mi w/ 2 mi x 3 @ LT pace, 3-min recovery
Wednesday: Cross-train
Thursday: 5 mi w/ 6 x Uphills
Friday: Rest
Saturday: 4 mi w/ Track Striders 8 laps
Sunday: 13 mi @ 80% MHR
Total: 36 mi

WEEK 4
Monday: 6 mi @ 65% MHR
Tuesday: 8 mi w/ 4 mi @ LT pace on hilly course
Wednesday: Cross-train
Thursday: 6 mi w/ 1 mi x 3 @ 10-K pace, 1/4-mi recovery
Friday: Rest
Saturday: 5 mi w/ 6 x Downhills
Sunday: 10 mi w/ 5 mi @ 80% MHR and 5 mi @ LT pace
Total: 35 mi

WEEK 5
Monday: 5 mi @ 65% MHR
Tuesday: 10 mi w/ 2 mi x 3 @ LT pace, 3-min recovery
Wednesday: Cross-train
Thursday: 7 mi w/8 x Uphills
Friday: Rest
Saturday: 5 mi w/ Track Striders-- 10 laps
Sunday: 14 mi w/ 10 mi @ 80% MHR and 4 mi @ LT pace
Total: 41 mi

WEEK 6
Monday: 7 mi @ 65% MHR
Tuesday: 7 mi w/ 5 mi @ LT pace on hilly course
Wednesday: Cross-train
Thursday: 4 mi w/ Track Striders 8 laps
Friday: 3 mi easy
Saturday: Rest
Sunday: 10-K race
Total: 27 mi

WEEK 7
Monday: 4 mi @ 65% MHR
Tuesday: 10 mi w/ 6 mi @ LT pace
Wednesday: Cross-train
Thursday: 7 mi w/ 1 mi x 4 @ 10-K pace, 1/4-mi recovery
Friday: Rest
Saturday: 5 mi w/ 8 x Downhills
Sunday: 16 mi w/ 10 mi @ 80% MHR and 6 mi @ LT pace
Total: 42 mi

WEEK 8
Monday: 5 mi @ 65% MHR
Tuesday: 10 mi w/ 2 mi x 3 @ pace, 3-min recovery
Wednesday: Cross-train
Thursday: 7 mi w/ 10 x Uphills
Friday: Rest
Saturday: 4 mi w/ Track Striders--6 laps
Sunday: 10 mi time trial at goal race pace
Total: 36 mi

WEEK 9
Monday: 5 mi @ 65% MHR
Tuesday: 6 mi w/ 4 mi @ LT pace
Wednesday: Cross-train
Thursday: 4 mi w/ 1/4 mi x 8 @ 5-K pace, 200-meter rec.
Friday: Rest
Saturday: 4 mi w/ Track Striders 6 laps
Sunday: 8 mi @ 80% MHR
Total: 27 mi

WEEK 10
Monday: 3 mi easy
Tuesday: 6 mi w/ 4 mi @ LT pace
Wednesday: Cross-train
Thursday: 4 mi w/ Track Striders--4 laps
Friday: Rest
Saturday: 2 mi easy
Sunday: 10-MILER


Workout Key

LT Pace: Lactate Threshold Pace is your 10-K race pace per mile, plus about 20 seconds, or about 85 percent of your maximum heart rate (MHR below).

Track Striders: On a quarter-mile track, run the straights hard but not all out, and jog the turns for recovery.

Downhills: Find a gentle hill that is about 100 yards long. Run down hard but controlled, and jog back up for recovery.

Uphills: Find a hill that is about a quarter to a half mile in length with a five to eight percent grade, which is challenging, but not so steep that you can't sustain a strong uphill effort. Run up it at your 10-K race pace. Recover by walking back down the hill to your starting point.

Straight Talk: from Runners World on speed training

Training tips for runners

Speed 101
How to get fitter and stronger—fast.

By Jeff Galloway


Running faster than you usually run can be very motivating. it can also take your fitness to another level. So if you've never done a speed workout before, or you haven't run one in more than a year, add some quicker running to your schedule once you've been logging at least three runs per week (at least 20 minutes per run) for four weeks or longer. To get started, go to a track, find some smooth trails, or head to any running area that is relatively flat and offers stable footing. Then try this introduction to speedwork:

First Workout: 15 Fast Seconds

Warm up by walking for three minutes, then running easy for eight minutes.

Run comfortably for 10 seconds, increase your speed for 10 more seconds, and speed up again for five seconds. At no point should you be running all out. Walk for two minutes. Repeat the series two more times.

Cool down by running easy for eight minutes, then walking for three.


Second Workout: (four to six days later) Two Sets

Do the same warmup and cooldown as in the first workout.

Do the same acceleration drill followed by two minutes of walking, but instead of doing the series three times, do it four times.

Then run comfortably for 10 seconds, increase your speed for 10 seconds, then speed up again for 10 seconds. Walk for two minutes. Repeat the series two more times.


Third Workout: Two Sets and More

Do the same warmup and cooldown.

Once a week, repeat the second workout, adding two repeats to the first set of accelerations (work up to 12 repeats) and adding five seconds (work up to 30 seconds) to the length of the last segment in the second set of accelerations. Example: Week three you'd run six accelerations in the first set and extend the last segment of the accelerations in the second set to 15 seconds.

Straight Talk: training plan for a half marathon

Awesome training plan for 4 months to get ready for the Milo Marathon in December


Half-Marathon Special: Big Time

HALF-MARATHON SPECIAL: BIG TIME

The half-marathon is the fastest growing distance in our sport. In fact, the number of people who've raced 13.1 miles has nearly doubled in the past decade. Pick a training plan that's right for you—and then join the half-marathon boom yourself.

By Jon Marcus
Image by Mauricio Duenas /AFP/Getty Images

From the August 2009 issue of Runner's World

THE PLAN

Our exclusive beginner's training plan, designed by Chicago-based coach and author Jenny Hadfield, is all about slow, steady improvement. Hadfield tells first-time half-marathoners to cross-train twice a week to build endurance, stave off burnout, and actively rest running muscles. She also instructs them to gradually progress from daily 30- to 50-minute runs. For longer runs, she recommends slow, "conversational-pace" outings of up to 10 miles—not 13—to elude injury. "Is it really risky for a runner to do 13 miles in training? Not if they have a solid base of miles," says Hadfield. "But many beginners don't have a solid base of long runs. It's better to do 10 miles and show up ready to go than to do 13 and be hurt."

WEEK 1
MON: 35 min moderate
TUE: 30-40 min XT
WED: 40 min easy
THU: 30-40 min XT
FRI: Rest
SAT: 6 miles conversational
SUN: Rest

WEEK 2
MON: 35 min moderate
TUE: 30-40 min XT
WED: 40 min easy
THU: 30-40 min XT
FRI: 30 min easy
SAT: 5 miles conversational
SUN: Rest

WEEK 3
MON: 40 min moderate
TUE: 30-40 min XT
WED: 40 min easy
THU: 30-40 min XT
FRI: 30 min easy
SAT: 7 miles conversational
SUN: Rest

WEEK 4
MON: 40 min moderate
TUE: 30-40 min XT
WED: 45 min easy
THU: 30-40 min XT
FRI: 30 min easy
SAT: 8 miles conversational
SUN: Rest

WEEK 5
MON: 40 min moderate
TUE: 30-40 min XT
WED: 50 min easy
THU: 30-40 min XT
FRI: Rest
SAT: 6 miles conversational
SUN: Rest

WEEK 6
MON: 45 min moderate
TUE: 30-40 min XT
WED: 50 min easy
THU: 30-40 min XT
FRI: 30 min easy
SAT: 9 miles conversational
SUN: Rest

WEEK 7
MON: 45 min moderate
TUE: 30-40 min XT
WED: 50 min easy
THU: 30-40 min XT
FRI: 30 min easy
SAT: 10 miles conversational
SUN: Rest

WEEK 8
MON: 45 min moderate
TUE: 30-40 min XT
WED: 50 min easy
THU: 30-40 min XT
FRI: 30 min easy
SAT: 8 miles conversational
SUN: Rest

WEEK 9
MON: 45 min moderate
TUE: 30-40 min XT
WED: 45 min easy
THU: 30-40 min XT
FRI: 30 min easy
SAT: 6 miles conversational
SUN: Rest

WEEK 10
MON: 40 min moderate
TUE: Rest
WED: 30 min easy
THU: Rest
FRI: 30 min easy
SAT: 15-20 min conversational
SUN: Rest

KEY: CONVERSATIONAL 65-70% of maximum heart rate (max HR) EASY 70-75% of max HR MODERATE 75-80% of max HR XT Cross-training; strength training and/or cardio work other than running and walking, such as cycling, swimming, or elliptical training. Try to stay at 65-75% of max HR WARMUP Walk five minutes at an easy pace before every run COOLDOWN Walk five minutes at an easy pace and stretch after every run


Straight Talk: leadership lesson

Good read
In the months since Barack Obama has taken office, a curious thing has occurred in his communication style. He has toned down the rhetoric and geared up the details. As Don Baer who once worked for President Bill Clinton put it, Obama is now "the Great Explainer."

In doing so, Obama is following in the tradition of a previous president, Franklin Roosevelt. At his best, Roosevelt, either on radio or to the press, took on the role of a trusted friend explaining things in simple terms so that anyone could understand them. For example, Roosevelt compared the U.S. program of Lend Lease to Britain in 1941 to a neighbor lending a garden hose to a neighbor trying to put out a house fire.

Explanation is a key attribute of leadership communications. Leaders know to inject their communications with verve and enthusiasm as a means of persuasion, but they also need to include an explanation for the excitement. What does it mean and why are we doing it are critical questions that every leader must answer with straightforward explanations. Here are three ways to become an effective explainer.

Define what it is. The purpose of an explanation is to describe the issue, the initiative, or the problem. For example, if you are pushing for cost reductions, explain why they are necessary and what they will entail. Put the cost reductions into the context of business operations. Be certain to explicate the benefits.

Define what it isn't. Here is where the leader moves into the "never assume mode." Be clear to define the exclusions. For example, returning to our cost reduction issue, if you are asking for reductions in costs, not people, be explicit. Otherwise employees will assume they are being axed. Leave no room for assumptions. This is not simply true for potential layoffs but for any business issue.

Define what you want people to do. This becomes an opportunity to issue the call for action. Establishing expectations is critical. Cost reductions mean employees will have to do more with less; explain what that will entail in clear and precise terms. Leaders can also use the expectations step as a challenge for people to think and do differently. Your explanation then takes on broader significance.

Good explainers need to be careful, however, not to overdo the details. In a town hall meeting format, the leader sketches the facts and supports them with data points. Dwelling too long on a single point, or points, risks not simply boring the audience but confusing them. Save detailed explanations, which are necessary, for written documentation or team meetings. The latter presents an opportunity for the next level of leaders to translate the communications into action steps.

As such, detailed explanations work well in face-to-face situations, or in team meetings. They become opportunities to elaborate on possibilities. More important, they also allow individuals to offer their feedback, something that typically cannot occur in large-scale town hall events. The explanation becomes an invitation for discussion, and skillful leaders use it to communicate not simply facts, but also to engage support for their ideas.

One final point. Explanations may include aspirations. On March 31, 1945, Franklin Roosevelt gave a briefing to Congress on his meeting with Churchill and Stalin at Yalta in which the future of post-War Europe was discussed.

During the course of his presentation to Congress, as H.W. Brands writes in a brilliant new biography of Roosevelt, Traitor to His Class, the President, only weeks from death, mused momentarily to talk about the need for enduring peace. "Twenty-five years ago, American fighting men [in reference to World War I] looked to the world to finish the work of peace for which they fought and suffered. We failed them then. We cannot fail them again."

FDR, like all good leaders, knew how to close a good explanation with an equally good challenge; it puts people on notice and gives them a reason for action.

Straight Talk: changing the world at work

I decided to blog this here instead of my work blog because this deals with personal issues more than professional ones.

"I'd like to talk to you about a big project," the woman told me on the phone. "We need to change our culture."

She was a senior leader in a professional services firm, where people really are their most important asset. Only it turns out the people weren't so happy. Theirs was a very successful firm with high revenues, great clients, and hard working employees. But employee satisfaction was abysmally low and turnover rates were staggeringly high. Employees were performing, they just weren't staying.

This firm had developed a reputation for being a terrible place to work. When I met with the head of the firm, he illustrated the problem with a personal example. Just recently, he told me, a client meeting had been scheduled on the day one of his employees was getting married. "I told her she needed to be there. That the meeting was early enough and she could still get to her wedding on time."

He paused and then continued, "I'm not proud of that story, but it's how we've always operated the firm." Then he looked at me, "So, Peter, how do you change the culture of a company?"

Such a simple question. I wanted to give him a simple answer.

But a culture is a complex system with a multitude of interrelated processes and mechanisms that keep it humming along.

Performance reviews and training programs define the firm's expectations. Financial reward systems reinforce them. Memos and communications highlight what's important. And senior leadership actions — promotions for people who toe the line and a dead end career for those who don't — emphasize the firm's priorities.

In most organizations these elements develop unconsciously and organically to create a system that, while not always ideal, works. To change the culture is awkward, self-conscious, and complex. It's better to avoid it if possible.

"Why do you want to change the culture?" I asked him. "The firm seems successful. Highly profitable. The culture seems to be working to support those goals. Why not keep it?"

He had to think for a few moments. "It's not sustainable. Eventually we'll lose our best people. No one will want to work here." And then he paused. "I won't want to work here."

That was good enough for me. But maybe not for everyone else. They'd spent years playing the game by a certain set of rules and they were playing to win. Now the head of the firm wanted to change the rules mid-game. Not easy to do. And not particularly subtle. We'd have to consciously change all the elements that have developed over decades to make up the system.

Or would we? In the late 1970s, University of Illinois researcher Leann Lipps Birch conducted a series of experiments on children to see what would get them to eat vegetables they disliked. This is a high bar. We're not talking about simply eating more vegetables. We're talking about eating specific vegetables, the ones they didn't like.

You could tell the children you expect them to eat their vegetables. And reward them with ice cream if they did. You could explain all the reasons why eating their vegetables is good for them. And you could eat your own vegetables as a good role model. Those things might help.

But Birch found one thing that worked predictably. She put a child who didn't like peas at a table with several other children who did. Within a meal or two, the pea-hater was eating peas like the pea-lovers.

Peer pressure.

We tend to conform to the behavior of the people around us. Which is what makes culture change particularly challenging because everyone is conforming to the current culture. Sometimes though, the problem contains the solution.

"Stories." I said to the head of the firm.

"Excuse me?" he responded.

"You change a culture with stories. Right now your stories are about how hard you work people. Like the woman you forced to work on her wedding day. You may not be proud of it, but it's the story you tell. That story conveys your culture simply and reliably. And I'm certain you're not the only one who tells it. You can be sure the bride tells it. And all her friends. If you want to change the culture, you have to change the stories."

I told him not to change the performance review system, the rewards packages, the training programs. Don't change anything. Not yet anyway. For now, just change the stories. For a while there will be a disconnect between the new stories and the entrenched systems promoting the old culture. And that disconnect will create tension. Tension that can be harnessed to create mechanisms to support the new stories.

To start a culture change all we need to do is two simple things:


  1. Do dramatic story-worthy things that represent the culture we want to create. Then let other people tell stories about it.

  2. Find other people who do story-worthy things that represent the culture we want to create. Then tell stories about them.

For example, if you want to create a faster moving, less perfectionist culture, instead of berating someone for sending an email without proper capitalization, send out a memo with typos in it.

Or if you want managers and employees to communicate more effectively, stop checking your computer in the middle of a conversation every time the new message sound beeps. Instead, put your computer to sleep when they walk in your office.

Or if you're trying to create a more employee-focused culture, instead of making the bride work on her wedding day, give her the week off.

We live by stories. We tell them, repeat them, listen to them carefully, and act in accordance with them. (emphasis mine)

We can change our stories and be changed by them.

Friday, June 12, 2009

Straight Talk: on joining an online movement

Just signed up. You should, too.

Straight Talk: different view on poverty alleviation

Awesome read


Why the Fight against Poverty Is Failing: A Contrarian View
Published: October 31, 2006 in India Knowledge@Wharton

Abraham George is the founder of The George Foundation, an NGO engaged in humanitarian work in India, and the author of India Untouched: The Forgotten Face of Rural Poverty. In this contrarian essay, he explores why the current strategies that governments and development agencies are employing to reduce poverty are not working the way they should. Among his arguments: Microcredit programs, as they are now practiced in India, do little to help the poor.

By the World Bank's broad definition of poverty ($2.00 or less a day per person), there are more poor people in the world today than a quarter century ago. Nearly half the world's population, over three billion people, lives in poverty. In India alone, two-thirds of its one billion-plus population is poor. Yet, the strategy for alleviating poverty across practically every developing nation has remained essentially the same for the past several decades.

There is plenty of talk about ways to increase income, reduce illiteracy and ill-health, and empower women. The increased attention given to these issues and pledges of additional financial assistance by world leaders are not matched by new and effective national initiatives that can significantly reduce poverty. So far, none of the poor countries has been able to achieve any of its key developmental targets. The emphasis is still on more funding for programs that have been in existence for many years. Yet these programs have had only marginal effect, and have not kept up with population increases.

My personal experience on developmental projects is confined to India, but the broader lessons learned there are applicable to most developing countries. What follows explains what I consider are misconceptions in the current approaches, and how the attack on global poverty can be far more successful.

International Development Assistance Hasn't Worked

The UN Millennium project argues that it is the poverty trap of poor health, poor education and poor infrastructure reinforcing each other rather than bad planning, corruption, and ineffective execution that is hindering development of poor countries. The idea is that underdeveloped nations can be saved through more outside assistance and by expanding existing programs that are run mostly by governments. Those who support this notion want the World Bank and other international agencies and donors to make increased contributions to supplement domestic government resources. But there is very little evidence that foreign assistance has made much difference in overcoming the poverty trap in any country.

As a consequence of the financial assistance received from international agencies, national governments rely on strategies developed by planners at organizations such as the World Bank and the United Nations. There is no shortage of ideas, enthusiasm, and expectations at the planning level, but what is lacking is good execution.

Planners have no responsibility for ensuring that funded projects meet their goals in the field. Other than requiring periodic written reports and demonstration of individual cases where success has been prearranged, there is little feedback or accountability. Beneficiaries are not in a position to let their views be known, nor do they understand what is expected in the longer run.

Misuse of Funds

Governments, international agencies and donors have spent billions of dollars to address poverty. For example, in rural India, the government spends significant funds on subsidies (for electricity, fertilizer, fuels, etc.), food rations, price supports, land allocation/distribution, job training and financial assistance for initiatives in agriculture and small businesses. Loans from the World Bank and other international agencies and bilateral aid supplement domestic government resources. But who has benefited from all these programs and assistance?

The beneficiaries are usually corrupt officials who manage and distribute funds, and landlords and powerbrokers who directly or indirectly extract benefits for themselves. In India, over 90% of the agricultural land is owned and partly cultivated by less than 10% of the rural population who are termed farmers; others are mostly laborers. Governments allocate land to the poor, but they are unable to utilize it because of limited water resources, bad soil conditions, and/or the inability to secure credit. Larger subsidies benefit bigger farmers, but the poor do not gain much directly from any government programs.

The presumption that with more money, corrupt and inefficient governments and bureaucratic institutions will utilize funds efficiently and improve the deplorable conditions of the poor is an illusion. There are too many impediments to poverty reduction: bribery, political influence in the allocation of land and/or credit, diffused focus and priorities, poor execution, a shortage of rural infrastructure, and social inequality, among other factors. Supporters of the "more money" approach should be reminded of what the late Indian Prime Minister Rajiv Gandhi once admitted: Less than 15 cents of each dollar in assistance intended for the poor finally gets to them. That is not to say that assistance should not be increased. But the real focus should be on ensuring that the allocated resources reach the poor.

Corruption and misallocation of development funds are ultimately the result of failed governance. Why bad governance? Unethical and illegal practices flourish in countries without free and independent press to investigate wrongful practices. Where the press is not sufficiently strong, there is little chance of preventing the "opportunistic behavior" of individuals, businesses and officials. Corruption can be reduced by assuring press freedom and strengthening private social institutions (such as advocacy groups) that stay independent. (Surprisingly, a democracy like India does not permit private radio stations to broadcast daily news!)

If citizens cannot rely on an impartial judicial system, there is little hope for a just and fair society. Societies that do not protect property and persone from predators cannot expect to create sufficient wealth for everyone. It is the erosion of press independence and the weakness of legal system that are most troubling.

The Limited Role of NGOs

There are several participants in the developmental arena: national and foreign governments, international agencies, private companies and non-governmental organizations (NGOs). The role of NGOs has gained attention in recent years as they focus on micro-issues and provide grass-roots assistance. Many have taken up projects to improve the quality of education and healthcare, while focusing on specific critical areas such as HIV/AIDS, illiteracy and women's empowerment.

NGOs have been advocates for the poor, pointing out issues of concern and presenting ideas for improvement, often figuring out how to press through the corrupt and self-serving regulations faced by their beneficiaries. Several are involved in income generation activities, offering microcredit or assisting with water resource management and use of indigenous technology. Some private companies have formed NGOs to attract grants from their governments and international agencies. These efforts usually complement those of governments in the implementation process.

Despite positive contributions, NGOs have not been involved in major developmental undertakings intended to create large employment and wide income generation through sustainable businesses. This is attributable to their lacking good managerial skills and organizational structure to take up business ventures. Further, donor funds are usually restricted to narrowly defined projects. Consequently, the role that NGOs are best suited to play is in support of projects funded by governments and international agencies, or those limited initiatives approved by private donors.

Unfortunately, those NGOs that actually carry out developmental work in the field are stuck within programs specified by planners in developmental agencies and donor institutions. New ideas that deviate from those already specified by planners seldom qualify for any funding. Thus, project proposals are prepared to reflect the requirements set by these planners in terms of methodology and outcomes. There is little initiative from the ground up, and no real feedback. Demonstrating compliance on paper ends up more important than actually getting the job done effectively. As a result, recipients of developmental funds spend significant time preparing reports for the planners to qualify for continued funding, and less time worrying about what benefits the poor.

Microfinance Is Not a Panacea

The expression "social entrepreneurship" was coined to reflect corporate benevolence toward the poor. Muhammad Yunus, who founded the Grameen Bank in Bangladesh in 1976, intended exactly that when he started giving poor people credit and assisting them in their local business ventures. Subsequently, many NGOs around the world started offering small loans to women who could otherwise not obtain credit from commercial banks. As different microcredit programs sprang up in poor countries, governments, international agencies and private donors joined in with necessary capital. Several experts in these institutions termed microcredit a revolutionary concept, and there is growing belief among many that it might be the way to solve poverty.

Today, some for-profit funds and supposedly not-for-profit organizations market microcredit lending in developing countries, and even offer advertised returns on investment. One such microcredit intermediary in India recently publicized that it has been charging 36% interest until recently, when it dropped the rate to 26% for some borrowers by making the lending process more efficient. After all, it argued, credit card companies charge as high as 28% interest for credit-risk customers.

The assumption is that poor people can be rescued quickly and easily with a modicum of money. (Microcredit is intended mainly for starting or expanding small businesses run by borrowers.) The claim is that microcredit (loans of around $100) has lifted tens of millions out of poverty in the developing world. However, assertions that more than 90% of the people who receive microcredit are poor, that most of them succeed in businesses started with these loans, and that they repay the loans at 24% annual interest or higher, go unchallenged.

So far, there has not been any outcry on the high rate of interest. The poor do not have any voice in, or understanding of, financial markets. They are happy to get loans to meet personal emergencies (such as expenses toward surgery, marriage or dowry) or to pay off financial obligations to local money lenders who charge even higher rates. Microcredit intermediaries claim that this is social entrepreneurship, and not living on the backs of the poor.

In my personal experience in rural India, I have observed that a small number of people, mostly village leaders and their family members, operate the few shops and businesses. They are the only ones who have the support mechanisms, knowledge, and skills to make a business succeed. A great majority of the poor rural populations do not have the ability or experience to start or run businesses, with or without access to credit. To expect them to succeed in business is unrealistic. They are uneducated and labor for landowners and for the few nearby businesses. At best, they might benefit from the trickle down effect if landlords and small businesses prosper.

The George Foundation is engaged in poverty alleviation projects in rural Tamil Nadu, India, focusing on income generation activities, education, healthcare and community development. The foundation has studied some 17 villages and over 50 microcredit programs in South India. Data show that less than 5% of those receiving micro-loans start any business of their own. One preferred activity is buying and selling sheep, hopefully at a profit equal to the wages foregone. These types of activities are unsustainable in the long run. Consequently, less than 2% continue beyond the first three years, and very few succeed in any such "business" with small amounts of money and little or no support, training, or skills.

Microcredit lenders are not concerned about what the borrowers do with their loans. Loans are usually made to individuals, but guaranteed by groups that can demonstrate their capacity to repay. Most borrowers of microcredit repay loans from income received at regular jobs, or from grants provided by governments for self-help programs. Not surprisingly, it is the intermediaries -- commercial banks and loan facilitators -- that gain the most from the spread between the cost of funds for the intermediaries and the loan interest charged by them. Commercial banks in India, for example, receive funds for microcredit programs from the government-run NABARD bank at 5% to 6%. They then lend at 10% to12% to a microcredit intermediary which, in turn, lends at 24% to 36% to the final borrower.

The assurance of loan repayment makes microcredit popular among lenders, in addition to the high interest charged. Borrowers are motivated to repay loans because of an expectation of future monetary benefits. If one borrows and repays twice (no need to start any business, but maintain good paperwork), then he/she becomes eligible for a grant for $100 or more from a separate government program (each state offers its own variation of this facility). The free money from the government can be used to repay the third micro-loan made to that beneficiary. The government is short the amount of the grant, but the borrower is debt free, and the microcredit middle man is assured of capital and high returns.

Why this round about way to offer free money when there are several direct means to reduce the debt burden of the poor? The answer probably lies in the fact that this form of "hand-out" is invisible within "social entrepreneurships". Moreover, major financial institutions have become embroiled in this commercial activity. A new breed of educated and well-trained loan sharks, with bank support, is now in the microcredit business in India. Microcredit has become a trendy cure-all. If poverty alleviation were a matter of lending, the world could eradicate poverty easily. It would cost about $300 billion at $100 per person -- a small sum in comparison to the trillions of dollars already expended over the past half a century. The present form of microcredit, as practiced in India, results in little or no sustainable development benefit for the poor.

Importance of Private Sector Participation

In developing countries, the government bears the primary responsibility for delivering basic services for the poor. It has traditionally been the agent for healthcare, education and job training, especially due to the inability of rural populations to pay for basic services. A significant portion of the costs associated with public services will continue to be borne by the state until rural incomes rise and/or until the private sector finds it attractive to be involved in such efforts.

Government-run institutions have, for the most part, failed to offer quality services because they are unable to motivate those who carry out the tasks in the field. Those who can afford to pay for quality services rely on private providers. Even those who work for government go to private clinics for their healthcare needs, and send their children to private schools. Quality will never improve unless service providers have the incentive to serve the poor. Until then, the "haves" have markets to choose from, while the "have-nots" have bureaucrats to dictate to them.

But, lack of affordability should not prohibit private sector participation. With NGOs as project facilitators, opportunities exist for public-private partnership. Private institutions can deliver services at reduced prices, but at a profit, within a competitive and independently monitored system where the costs are subsidized or even fully paid for by the government.

In developing countries there is no serious effort to involve private companies, though most rural areas are, in fact, ideally suited for industries in herbal products, alternate fuels, cement and tile, lumber and pulp, meat, dairy and poultry. These private industries should function in a free market with sufficient checks and balances to ensure that they operate in a socially and environmentally responsible manner. By offering job opportunities in villages, they would alleviate migration to cities for employment.

Financial incentives like low-interest loans and tax breaks, and physical infrastructure improvements will motivate private companies to build factories in rural areas. Elimination of controls on the sale of agricultural products, and assistance in finding new markets will attract many businesses. These measures will in turn improve the demand for produce and boost commodity prices to levels that can financially sustain rural families. Further, international agencies and donors must consider equity participation in companies instead of simply channeling funds through governments or offering grants. They should provide loans at low interest rates directly to local entrepreneurs who can demonstrate an ability to run successful businesses. In short, some of the available developmental funds must be used to support commercial activities in deprived communities. With more economic activity, the poor labor class can gain employment at better wages.

Government's role ought to be that of a catalyst. There should be no room for bribes. The focus should be to provide incentives for private (and community) participation. When private individuals and institutions find it worthwhile to take risks and invest in economically depressed areas, there will be sustainable development and poverty reduction. As incomes rise, there will be less need for government involvement in the delivery of many services currently provided.

It is not money alone but integrity and ideas that will make the real difference. A noted economist once asked me how I would go about improving the productivity of rural laborers on our farms. Creative thinking was my thought! We have instituted a program of de-worming drugs every six months, and daily iron tablets and protein-rich nutritional supplements prepared from locally available grains and nuts. Our workers wear wide hats protecting them from direct sunlight. These are simple, low cost measures, but they have contributed to a healthier and more productive labor force on our farms. For less than $10 per person a year, we have doubled their productivity!

A New Model for Corporate Philanthropy

Contrary to the recognized activities of NGOs, our foundation has embarked on a path similar to those of private organizations: We build institutions, develop human resources and managerial skills, and undertake major commercial projects -- for humanitarian reasons. One project currently underway is a 250-acre banana farm, the second largest in South India. My life-long experience in business, my convictions about free and open markets and the need to encourage an entrepreneurial spirit in the individual have helped me not to rely on donor funds alone. Instead, our foundation has invested in sustainable projects that generate "profits" as well as steady income for the poor.

Our decision to confine business activities to farming results from the fact that the rural adult population in India is generally illiterate and lacks industrial skills. It is farming that gives them opportunities to better their lives; it is what villagers have a natural affinity for; and it is an industry where large numbers can be employed.

With the goal of empowering poor women and elevating their income-generating capacity, The George Foundation set up Baldev Farms, a "learn while you earn" program. The farm uses precision agricultural tools, organic fertilizers and superior technology in drip irrigation to conserve water. Apart from the farm workers' daily wages, we set a portion of the profits generated from the sale of produce in a savings account to be used at the end of five years for the purchase of one third to one half acre of land for each family. Families will then cultivate their newly purchased land, sharing resources, such as wells and tractors. The foundation will remain a support organization to help address concerns and difficulties, while also offering know-how and access to markets.

Within three years of starting Baldev Farms, more than 150 villagers, mostly women, have found labor and supervisory employment in the field; hundreds of others have benefited indirectly. Most have already come out of poverty, paid off their debt and freed themselves from bonded labor status. As the foundation expands its farming activity in high-value fruits and vegetables, it will soon generate sufficient cash flow to finance other humanitarian initiatives.

Though the final chapter on this program is not yet written, the concept of offering each poor family a piece of the land to cultivate profitable crops is proving to be sound. With the profit sharing plan in place, everyone in our farm is highly motivated, takes initiatives and works hard. It is becoming increasingly clear to us that good management and a dedicated work force are assuring profitability to empower the poor.

Admittedly, our "corporate" approach to philanthropy cannot be replicated by most NGOs. Only private for-profit companies have skill bases and resources to undertake such business ventures. But they must recognize that market opportunities can be tapped only when the purchasing power of consumers rises. Hence, for the foreseeable future, investment in the rural sector ought to be toward production as opposed to selling to the "bottom of the pyramid." In the longer run, it is competitive markets and involvement of the community in sustainable development projects that will solve poverty.

As long as significant poverty exists around the world, and the disparity between the rich and the poor widens, private companies in developing countries need to make a contribution to solving the problem. A dialogue must begin between and among business leaders on devising rules for business conduct in deprived communities. The model must consider how poor people can be brought into the mainstream of consumers with sufficient purchasing power within a reasonable time period. Those who work must earn enough to be able to come out of poverty. Minimum wages and benefits must be adequate to meet at least basic human needs, and farmers must be able to sell their crops at prices that assure a fair net gain. Economic success and social justice must go hand in hand.

There is serious concern in many circles, and rightly so, about whether the private sector can be trusted to operate fairly in communities that are poor. The fear is that free markets mean exploitation, citing what they call the "Wal-Mart Syndrome" of forcing suppliers, especially those from poor countries, to offer products at prices that leave little gain for workers.

Troubling issues like this one will always exist. But they can be addressed through effective enforcement of laws and regulations concerning minimum wages, worker safety and benefits, non-competitive practices and environmental protection. Private companies must resist the temptation to extract government funds for their business activities in the name of social entrepreneurship. They must recognize that it is in their long-term interest to win the support of the communities where they operate. Repressive local norms in compensation and treatment of labor must be replaced with fair practices that assist the poor in adequately caring for their families. Market forces of supply and demand and competition for gaining a dedicated labor force and loyal consumers are powerful factors in motivating good behavior on the part of corporations.

There are no easy answers. Poverty, in large part, can be solved if the poor gain new skills and if more jobs become available in the rural sector. For some, the solution lies in ownership of a permanent income generating asset: land. The poor need to have the opportunity to own and develop land, and grow profitable crops that can be sold in a competitive market.

More money is not a prerequisite for success; proper use of available funds is. There is no substitute for good planning, effective organization and execution with accountability. Only those who bear financial risk can be expected to perform effectively.

Handouts will not solve poverty; neither will it be solved by grand government projects, or by piecemeal interventions of NGOs. Instead, poverty will be solved with vibrant economic activity driven mostly by the private sector. The hundreds of millions of new jobs that are needed each year will come mainly from corporate business ventures in rural areas. The developmental strategy to address poverty must embrace this reality.

A market-based approach to poverty reduction will result in income and wealth creation, and lay the groundwork for the next generation to avail of a wider range of opportunities with enhanced resources.