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" ... 3. “Autism talent advantage” has become a central concept in autism employment, but going forward it needs to be defined far more broadly than the tech skills possessed by a few: Autism talent advantage is a common phrase among advocates, usually associated with technical skills, memory skills, or some forms of savant skills. But the past few years have shown that the technical skills are present in only a small segment of the adult autism population, and the memory and savant skills are not easily fit into the job market. As we are able to look deeper, though, we find other skills and characteristics that are truer job advantages. Dr. Lawrence Fung of Stanford has compiled a strengths-based model of neurodiversity that identifies such strengths as persistence, detail orientation, loyalty, appreciation of the job, honesty. Strengths will differ for each worker, and it is up to job coaches to market the individual skills. ... "
" ... It also didn't require substantial investment in infrastructure or human capital. We already possessed the space, the talent and the needed resources, such as a full-sized kitchen. Besides needing to hire a small cohort of service staff, we already had the expertise of seasoned food and beverage professionals. The opportunity also didn't dilute our purpose as an organization: to provide patrons with a memorable, world-class experience. ... "
" ... This shouldn't come as a surprise. The first and second runs of LIGO, which have led to detection of more than a dozen different mergers of black holes and neutron stars, possessed a significantly lower sensitivity than the current, ongoing run. The increased sensitivity (and number) of our gravitational wave detectors mean that we can detect objects now that we couldn't before, including: ... "
" ... We all had different personalities, working styles and areas of expertise, so it was interesting to compare and contrast the different perspectives. At first, we all acknowledged this boss possessed many traits that would be seen as admirable: He was a results-focused machine, extremely data-driven, determined and passionate. At the same time, with all those positive traits, we felt it was his other traits that left a more lasting impression. This boss didn’t spend time with the individuals on his team. He was adamant about not connecting with us on a personal level. He did not believe in the coaching model and wasn’t there to collaborate. Lastly, his style wasn’t necessarily about empowerment and trust. As we started looking at the data and the number of executives that worked with this boss, we noticed a very high attrition rate. Many only worked with him for less than a year. ... "
" ... “When people talk about how we (student athletes) exercise some of the core rights granted to us in the Constitution, such as free speech, social media is the way that today’s student-athletes and youth are expressing themselves. Around the world, companies see this and….have begun to redirect advertising to social media and social media influencers. The market around social media influencers is…powering the debate around potential financial success....concerns regarding this idea (include) brand development, (the) significant effort, and extraordinary talent or niche needed to capitalize on this opportunity….but not (possessed) by all student-athletes.” ... "