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The purpose of this paper is to present recommendations for future growth and continued success of wine and culinary tourism in the Niagara region.

Through industry interviews with practitioners, researchers and stakeholders the recommendations of this paper were formed. Secondary research examined the issues and advances made in other area of the globe specific to wine and culinary tourism. The research is intended to cover the issues associated with advancing an industry sub‐sector that is still growing but will reach maturity in not‐so‐distant future.

In Niagara's wine and culinary tourism sector, there is a renewed call for industry specific research. Furthermore, linkages across the border are recommended to increase tourism revenue both in the USA and Canada. There is need to create more domestic awareness of the changes. Additionally, in order to attract one‐time visitors back to the region, it is important to enhance service through increased service training. There also exists a need for cooperation and coordination within the industry at all levels. The final recommendation is to advocate for signage and specific information to varied segments of the wine and culinary target market sub‐sets to deal with the differences in consumer motivations and preferences.

The relevant conclusions and recommendations listed will assist practitioners to continue the forward momentum of wine and culinary sectors in Niagara and around the world.

Discusses the use of the act frequency approach methodology to develop and validate a measure of organizational support of revolutionary change. A total of nine unique behaviors, describing three constructs, were viewed by employees as supportive of revolutionary change; and 12 unique behaviors, describing two constructs, were perceived as being non‐supportive of revolutionary change. The measures developed were found to have high internal reliability. The measures were also found to be highly correlated with relevant individual and organizational outcome measures. These results provide empirical support for the idea that how an organization supports revolutionary change can have an impact on both the organization and its employees and that contextual variable may not influence perceptions.

The purpose of this paper is to present two examples how stories and storying can be utilised to excavate forgotten points and junctures that result as fundamental episodes in the forming of the subjective selves. Writing in-between masculinity and queerness both stories trace the experience of two boys through accounts of initiation and subjection.

Using autobiography as a method, in concert with Deleuzian-Guattarian notions of becoming and becoming other the paper explores how the discovery of subjective difference informs how the work of identity making and survival take place.

What is uncovered in the process of the paper is how we learn the disguises needed for survival through an early encounter away from the dominating and into the dominated. In this process of becoming other strategies are designed to disguise difference and avoid detection.

The gaps and fissures that exist between intergenerational positions in conjunction with the straight/gay sexuality binary provide the environment within which the paper operates. Through personal biography the paper investigates how this structure informs the subjective positionality and the identity construction.

The openness of the writing found in both of these accounts, although clearly a narrative construction, are also akin to a stream of remembering or spontaneous prose writing. The accounts themselves are not heavily edited; they have not been figured and refigured to produce pleasing literary effects. Instead they remain raw utilising narrative tropes such as flash-back and dramaturgy simply as conduits to memory. The tropes that are employed could be read as defensive or distancing mechanism, a protection against the capacity of the unfolding lived experience to disturb and disrupt.

In the matter of food purity and control Hospital Catering Services have been outside the law, a privileged position where the general law of food and drugs have never applied and the modern regulatory control in food hygiene has similarly not applied. In the eyes of the general public hospital catering standards have always been high above the general run of food preparation. As the NHS continued, complaints began gradually to seep out of the closed community, of dirt in the kitchens and prevalent hygiene malpractices. The general standard for most hospitals remained high but there were no means of dealing with the small minority of complaints which disgusted patients and non‐cater‐ing staff, such as insect and rodent infestations, and an increase in the frequency of food poisoning outbreaks.

The purpose of this paper is to present a review of the evidence base on coaching and mentoring in education, to provide a commentary on literature published in the first 10 volumes of the International Journal of Mentoring and Coaching in Education (IJMCE) in particular and to offer some directions for future research in the field.

This review and position paper draws on the authors’ knowledge of the extant literature on coaching and mentoring in education, their own research in the field and their perspectives as editors of coaching and mentoring journals.

Among the outcomes of their review and commentary, the authors observe that coaching and mentoring research conducted to date largely occupies two separate fields, and studies published in one field frequently fail to draw on relevant literature from the other or recognise the overlap between them. The authors highlight a number of additional limitations of the evidence base on coaching and mentoring in education and offer some potential means of addressing these.

The paper offers an original reflection on current research into coaching and mentoring in education. It is intended that the paper will inform the design and publication of future studies in this area to strengthen the evidence base and, in turn, inform improvements to coaching and mentoring practice. In particular, the authors hope to encourage the ethical deployment of coaching and mentoring which enhances, rather than inhibits, the well-being of all participants, while realising other positive outcomes.