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Managing and Monitoring Landscapes Protecting and improving land health requires comprehensive landscape management strategies. Land managers have embraced a landscape-scale philosophy and have developed new methods to inform decision making such as satellite imagery to assess current conditions and detect changes, and predictive models to forecast change. The Landscape pro Toolbox is a coordinated system of tools and methods for implementing land health monitoring and integrating monitoring data into management decision-making.The goal of the Landscape Toolbox is to provide the tools, resources, and training to land health monitoring methods and technologies for answering land management questions at different scales.Nelson Stauffer Uncategorized 0The core methods described in the Monitoring Manual for Grassland, Shrubland, and Savanna Ecosystems are intended for multiple use. Each method collects data that can be used to calculate multiple indicators and those indicators have broad applicability. Two of the vegetative methods, черный canopy gap and vegetation height, have direct application…Continue readingNelson Stauffer Uncategorized 0Quality Assurance (QA) and Quality Control (QC) are both critical to data quality in ecological research and both are often misunderstood or underutilized. QA is a set of proactive processes and procedures which prevent errors from entering a data set, e.g., training, written data collection protocols, standardized data entry formats,…Continue readingNelson Stauffer Uncategorized 0In order to meet its monitoring and information needs, the Bureau of Land Management is making use of its Assessment, Inventory, and Monitoring strategy (AIM). While taking advantage of the tools and approaches available on the Landscape Toolbox, there are additional implementation requirements concerning the particulars of sample design, data…Continue readingNelson Stauffer Methods Guide, Monitoring Manual, Training 0We’ve added two new videos demonstrating and explaining the Core Methods of Plant species inventory and Vegetation height to our collection. These are two methods that previously didn’t have reference videos, although the rules and procedures for both can be found in volume I of the Monitoring Manual for Grassland, Shrubland,…Continue readingSarah McCord Methods Guide, Monitoring Manual, Training 0Question: Are succulents counted as a woody species when measuring vegetation heights? Answer: Yes. Succulent plant species are considered to be woody in contrast to herbaceous because their function is more similar to woody vegetation than herbaceous vegetation in many applications of these data. From a wildlife viewpoint: Some succulents are…Continue readingNelson Stauffer Blog, News, Presentations 0The 68th annual Society for Range Management meeting held in the first week of February 2015 in Sacramento, California was a success for the Bureau of Land Management’s Assessment, Inventory, and Monitoring (AIM) strategy. Staff from the BLM’s National Operations Center and the USDA-ARS Jornada hosted a day-long symposium to…Continue readingJason Karl Blog, Sample Design sample design, sampling 0What is an Inference Space? Inference space can be defined in many ways, but can be generally described as the limits to how broadly a particular results applies (Lorenzen and Anderson 1993, Wills et al. in prep.). Inference space is analogous to the sampling universe or the population. All these…Continue readingNelson Stauffer Blog, Monitoring Tools & Databases, News 0A new version of the Database for Inventory, Monitoring, and Assessment has just been released! This latest iteration—as always—aims to improve stability and reliability for field data collection on a tablet and data report generation in the office. For more information about DIMA and how it fits into project designs,…Continue readingJason Karl Blog, News 0In compiling information for the redesign of the Landscape Toolbox website and the second edition of the Monitoring Manual, I kept referring back to a small set of seminal references. These are my “Go-To” books and papers for designing and implementing assessment, inventory, and monitoring programs and for measuring vegetation…Continue readingJason Karl Blog, News 0We’re excited to show off the new redesign of the Landscape Toolbox. We’re in the middle of not only refreshing the website, but also completely overhauling the content and how it’s organized in the Toolbox. This version of the Toolbox is draft at this point and is evolving rapidly. Take…Continue reading

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without even realizing it.Get more value out of your investment by maintaining your talentThink of Talent Optimization like the way you buy a car. When it’s time for a new vehicle, you don’t just watch a few car ads and go buy one of them, do you? And, after you’ve bought it, you don’t just drive off into the sunset and never pay attention to what the car needs ever again, right?Of course not. Buying a car this way could mean you end up with a two-seater when you have five kids to haul around. Or that after 20,000 miles, you’re stranded on the side of the road with a burnt-out engine because you never changed the oil.When you get a car, you want to protect your investment, so you put time into maintaining it. You put gas in it, get oil changes, and rotate the tires – all the things you need to do to keep it running smoothly.Your talent is no different. You have to properly research who you hire and put time into nurturing your talent and culture. If you don’t put the effort to maintaining your investment, it won’t drive you forward and get you where you want to go.The 4 phases of Talent OptimizationThe Talent Optimization concept was pioneered by The Predictive Index, and it’s centered around using data to make people decisions – instead of outdated methods or gut instinct. They’ve laid out a four-part discipline that helps you align your people strategies with your business strategies for more success. It’s designed to help you better understand and grow your business, and like a car, properly maintain it so it can go the distance.DiagnoseThis is where you dig into your people problems. Are you missing a key player? Is your team lopsided – too heavy or light in a particular strength? Do you have communication issues or a toxic employee who’s wrecking your culture or creating a distraction? Using data to diagnose your current state sets the stage for your people strategy to improve. (And by the way – you’re never done with this step! You’ve got to periodically diagnose your team to check its health and make improvements.)DesignThis is where you create your people strategy based on what you learned from the Diagnose step. Because you now know more about how each member of your team thinks and behaves from a data perspective – not just your own perceptions – you can design a strategy that puts everyone’s strengths to their best use. Your company will operate better, and your culture will flourish because you’ve taken the time to understand them and strategize around that knowledge.HireAfter you Diagnose and Design, if your team is missing any key players, you’ll be in a better position to hire someone who will fit seamlessly into your strategy. Too often, we see companies that haven’t approached their hiring from a data-driven perspective, resulting in mismatched teams or duplication of duties and strengths. When you use more objective methods of sifting through candidates, you can be sure you’re stocking your team not just with A-players, but ones that will be a good culture fit.InspireThis is where you’ll kick all your data and new-found understanding of your team into high gear. With a team that’s engineered for top performance, you’ll build a strong culture because your team will understand themselves and each other better. Managers will be able to get the best from their direct reports because they’ll know what motivates them, as well as be able to adjust their own behavior to get outstanding results.Like choosing the right car and maintaining it properly, improving how you hire your employees, create teams and build your culture is imperative if you want to get anywhere. Without data as your fuel, you won’t be able to drive your business forward.By putting these four elements into practice in your employment brand, you’ll see big changes in your company – in your employees’ satisfaction, in your productivity, in your culture and, ultimately, in your profits.

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