Protein Producers Spring 2020

2020 Volume 8 Issue 1 EDITORIAL TEAM: Brandi Bain, Darcy Howard, Lisa Taylor

SPONSORS

Thank you to all sponsors for supporting PAC & Protein Producers.

American Animal Health • Animal Health International Arm & Hammer • Bayer • Boehringer Ingelheim Daniels Manufacturing Co. • Diamond V DOCTalk • Elanco Animal Health • Lallemand Merck Animal Health • Micro Technologies Neogen • Newport Laboratories Norbrook • Zinpro • Zoetis Front COVER PHOTO CREDIT Thank you to Katie Jorgensen for the photo from Jorgensen Farms in Exeter, Nebraska.

Bekemeyer Enterprises Inc. Washington, Kansas Photo Credit: Eric Bekemeyer

Golden Belt Feeders, Inc. St. John, Kansas Photo Credit: Stan Kaiser

We want to showcase unique photographs from our readers here!

Please submit your photographs to protein.producers@pacdvms.com.

WELCOME ••••••••••••••••• As this spring issue of Protein Producers goes to print, the COVID-19 outbreak continues to send ripple effects across the United States and around the world. Our society is battling fear and anxiety as we struggle to comprehend the effects of the pandemic on human health and the economy.

This disease outbreak has brought back to the forefront the importance of biosecurity, not only for the animals in our care but also for our workforce, our families, and our communities. We must take seriously the need to wash our hands, disinfect, maintain distance in social interactions, and avoid crowds of people. We encourage each operation to review their policies and put an action plan in place to minimize the effects of the coronavirus outbreak on human health.

Biosecurity programs should emphasize regular cleaning and sanitation of handling, processing, and hospital facilities

and equipment with appropriate compounds. Epidemiological principles can guide how we handle cattle flow and how we manage sick animals in feedlots. When we overwhelm the system with high-risk or overall cattle populations, we create problems in processing, in hospitals, and across the operation. Instead, we should strive for a more consistent, manageable cattle flow. When managing sick cattle, we should focus not only on the most severe cases but provide support to all animals to give them the best chance to respond to challenges. We must also remember that infectious disease can move from one population to another. Identifying and isolating infected animals can help improve the health of the entire feedyard population.

As we work through this changing landscape, the PAC team is exploring opportunities to refine methods of data review and analysis, to employ remote medicine, and to develop new training and education tools. We continue thinking about the relationship between disease challenges, co-morbidity, and mortality and about how we can utilize new or existing technologies to refine and evaluate individual case definitions. We hope that you will also be inspired to look for opportunities to improve your day-to-day operations.

In this time of uncertainty, we encourage you to stay positive. Focus on the things in your control to stay healthy while keeping the beef supply moving. Be safe and take care of yourselves, your teams, your families, and your communities.

Dr. Wade Taylor

CONtributors •••••••••••••••••••••••••• JACOB MAYER, P.E.

POT ROAST

Jacob Mayer is a Project Engineer for Settje Agri-Services & Engineering (www.settje.com) located near Raymond, NE. He is a licensed Professional Engineer and has a B.S. in Agricultural Engineering from Iowa State University and M.S. in Biological Engineering from Mississippi State University. He resides in rural Weston, Nebraska, with his wife, Katie, daughter, Kirkland, and sons, Hatten and Marshall. He does not wear a pocket protector and does not know how to use a slide rule.

We want to showcase the talented chefs that read our magazine. In this issue we are featuring Arturo and Wrenn Pacheco who run cattle in the Flint Hills of Kansas while also maintaining a fun and unique cooking blog which can be found at cookingwiththecowboy.com. If you have a recipe that you would like to feature in The Pot Roast section of the magazine, please email us at protein.producers@pacdvms.com. Our goal is to continue discovering recipes from agriculture’s finest.

THANK YOU

•••

We want to thank the industry partners, publications and associations who have pro vided content to Protein Producers. Also, a big thank you to our readers for supporting us, offering content and helping us improve each issue. We could not do any of this without all of you!

To subscribe to Protein Producers visit pacdvms.com and click on our Subscribe link!

Disclaimer: The views, opinions, and information expressed in this magazine are those of the authors and do not necessarily reflect Production Animal Consultation's policy or position.

Follow us on Twitter @PACVets

•••

SPRING 2020 contents ••••••••••••••••• 6.

Welcome Dr. Wade Taylor

STEWARDSHIP 10. The Importance of Fundamentals

COW-CALF 14. We Don’t Have a Shot for That

LEADERSHIP

34.

Parable: Four Boys & Bob

18. Making the Time

46.

Chuckles from Down Under

22. Why Do Our Team Members Quit?

RESEARCH

Advertisers •••••••••••••••••••• Arm & Hammer ..................................................17

26. Utilizing Case Definitions for Timely Identification of Uncommon Feedlot Diseases

Boehringer Ingelheim ..............Inside Front Cover Daniels Manufacturing Co. ...............................46

30. New Strategies for the Prevention of BRD

DocTalk ...............................................Back Cover

BILINGUAL TRAINING

Elanco Animal Health ........................................13

38. La Importancia de los Fundamentos 40. Cuatro Niños y Bob

Dr. Nels................................................................25

Merck Animal Health .........................................33 Neogen ..............................................................43 Newport Laboratories ........................................47 Norbrook ............................................................21

THE POT ROAST 44. Crock-Pot Minute Steaks

Superior Placement Solutions ............................42 Zoetis ..................................................................29 pacdvms.com

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the importance of fundamentals By: Ted Howard, Production Animal Consultation

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his is a football.” The statement legendary football coach Vince Lombardi said to his Green Bay Packers football team the first day of spring practice in 1961. They had lost the NFL Championship to the Philadelphia Eagles a few months prior.

Coach Lombardi took nothing for granted; he started from scratch assuming the players were blank slates and started over at the beginning. His methodical coverage of the fundamentals of block ing, tackling, playbook ex pec tations, and more led his Green Bay Packers to the NFL Championship with a 37-0 win over the New York Giants later that season.

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I struggled to find a “new” topic to discuss in our horsemanship article for this issue of the magazine. After thinking about horsemanship, I realized, much like Coach Lombardi, it is all about mastering the fundamentals that we discuss in these articles as well as during my visits. When we focus on the basics, we take small steps to advance our skills to meet our goals.

Meeting your horse each morning in a positive manner is very important. This basic partnership mindset sets up the rest of your day for success. Treating your horse as a partner instead of a tool ensures a day of teamwork and accomplishment.

When your horse does not step to meet you each morning, he is trying to tell you something. He may have a physical soreness or exhaustion that needs to be addressed.

He may be hesitant to be ridden due to some previous bad experiences. Therefore, ending your day on a positive note is very important. Letting your horse cool down, washing any mud from his legs, and brushing him are simple fundamentals that help end the day in a good manner.

When I consider fundamentals, understanding the three parts of the horse that we must be able to move is near the top of the list. Our horse must be able to move their front end, rib area and hind quarters from slight pressure from our feet. Working from our feet keeps our hands soft and less pressure in the horse’s mouth.

Focusing on our hands and the ability to release pressure in our horse’s mouth is a very important fundamental to master. The headset of our horse is critical to the success of moving our cattle quietly. Our horse’s low headset indicates the confidence and comfort of our horse, which establishes trust in our cattle.

A stockmanship fundamental that is sometimes hard to understand is that when we slow our horse’s speed the cattle will slow down as well. It is our first instinct to match our horse’s speed with the speed of the cattle we are working.

Before we know it, we are all moving out of control. Cattle want to see you and your horse, so riding directly behind them is not comfortable for the cattle. Riding out to their side in their line of vision helps them to take direction easier.

These basic fundamentals are essential for successful feedyard work. Being able to move the front end of our horse at the appropriate speed for the situation with a low headset helps to move a sick animal from their pen quietly.

Moving our horse sideways from pressure on their rib helps to release or add pressure smoothly to cattle. Being able to move our horse’s hip when we are working with cattle in an alley or Bud box helps to manage the flow of the cattle in a low-stress manner.

So, no matter if you are working in a feedyard or on the gridiron, mastering the fundamentals will set you up for success. Therefore, please do not be offended the next time we meet if I say, “This is a horse!”

We Don’t Have a Shot for That By: Dr. Randall Spare, Ashland Veterinary Center, Production Animal Consultation Reprinted with permission from F&R Livestock Resource

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he fall herd work for us at Ashland Veterinary Center is coming to a close. As the calendar turns to 2020, one might think the next task on our minds is calving season, then evaluating bulls for the upcoming breeding season. Yes, this is true. However, now is when we gather data from the fall work of pregnancy evaluation and assessing body condition. These two data points are heavily correlated. The nutritional status of the cow herd the next few months through calving will affect your 2020 pregnancy rate and breeding distribution.

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Data collected at the time of palpating indicates the number one factor that affects pregnancy rate is the body condition score (BCS) of the cows.

Our clients often asked, “How is the pregnancy rate this fall?” Or, “How are heifers breeding?” Many producers want to know how they compare with others, or what they can expect when their herds are palpated. In other words, the real question being asked is, what is the chance I will have an acceptable percent of cows bred in the breeding season? The question I then ask myself is, “Why do we leave so much to chance when it comes to conception and reproduction?” Reproduction is a lowly heritable trait compared to other traits such as gain, marbling, ribeye area or even temperament within beef cattle. Another way to state this is that management, such as feeding and health, have a much greater effect on fertility in the cow herd than heritability.

Data collected at the time of palpating indicates the number one factor that affects pregnancy rate is the body condition score (BCS) of the cows. Many of the herds we serve utilize similar health management systems. In our practice setting, BVD status continues to be the cornerstone of health management.

BVD is controlled through testing, biosecurity and vaccination using industry standards. As BVD is controlled, the vaccination tools are much more effective in mitigating other disease pressures.

Age of a group, or individuals within a herd, is also a confounding factor. As cows age and the teeth wear, fertility declines. Or, the very young coming three-year-olds are more frequently open. Ultimately, even as age varies, those cows that have a lower BCS are more likely to be open. The range of pregnancy rates in cows this fall ranged from 75 percent up to 98 percent for a 60-day breeding season. Those with the highest pregnancy rates had a body condition score of 5.5 or greater. The herd with the lowest pregnancy rate of 75 percent, had an average BCS of 4. This suggests that as BCS scores go up, so does the pregnancy rate.

As calving season begins or is on the horizon, the most important management tool we have is nutrition. Finding the nutritional requirements for each stage of production is available in many sources. These requirements will increase as the temperature drops and wet

muddy conditions increase. Those cows that start into winter with a BCS of 5 or greater have more margin when the temperature drops and the wind and weather stress increases. The University of Nebraska reports the lower critical temperature (LCT) of cattle occurs when the temperature falls below a threshold and the cow needs use energy to maintain body temperature. Therefore, body condition becomes a risk management tool. A thin cow, with a BCS of 4 has a higher LCT than a cow in BCS of 5. A BCS of 4 has a LCT of 27 degrees compared to a cow in BCS of 5 with a LCT of 19 degrees. Cows energy needs increase as the temperature goes down. Lactation also increases the energy needs of the cow. Astute cowmen adjust for adverse weather conditions each year.

Because forage is the major source of nutrients for the cowherd, it is important to have the forage analyzed each year. The variability of some nutrients can be as great as 50 percent from year to year. This analysis will allow the supplement program to be tailored to the forage nutrient content and the environment.

During those times of the year when there is increased

moisture, wind and decreased temperature, it is virtually impossible to feed enough high-quality forage and supplement to maintain or gain BCS. When the nutritional margin has been created by maintaining a BCS of 5 or greater by the beginning of the third trimester, a cow will more likely be able to maintain that condition to the beginning of the breeding season. An astute manager will not risk an unacceptable conception rate during breeding season. He or she will make certain the nutritional management and supplementation is accurate and scientific to meet the cows dietary needs throughout the year.

Often, we learn from past experiences. We remember the extended cold, wet and harsh winter that affected much of the upper Midwest in 2019. We fielded more calls about weak and stillborn calves. Many of these conversations began with, “Doc what shot can I give my cows to stop them from having premature or weak calves? I have been feeding them just like last year.”

Poor conception cannot be solved with a “shot.” The first response to resolving pregnancy wastage is to analyze the feeding program.

making the time By: Jacob Mayer, P.E., Settje Agri-Services & Engineering, Inc.

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atie and I welcomed our third child, Williem Marshall, on January 22nd. Our hearts are full, but so is our to-do list. There never seems to be enough hours in the day to get everything done. Know the feeling? I suspect many of you are nodding in agreement. Time is our most precious resource and it is important to spend it wisely. Speaking of spending, the Bible calls us to tithe (give ten percent). We usually think about this in terms of our finances, but what about our time?

A rich man buying you something means nothing, but a busy man giving you his time means everything. pacdvms.com

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“Be careful, then, how you live – not as unwise but as wise, making the most of every opportunity, because the days are evil. Therefore do not be foolish, but understand what the Lord’s will is” (Ephesians 5:15-17). God calls us to make the most of our time. I believe He wants us to spend time with Him and dedicate a portion of our days to serve others. How do we live that out?

I have tried to focus my volunteer efforts on three areas: youth, agriculture, and food. I am currently the Vice Chairman of Nebraska Cattlemen’s Natural Resources & Environment Committee. This opportunity has given me a chance to use my training as an Agricultural Engineer and my professional experiences to serve the members of NC. I am an usher at our church, a member of the Ag Advisory Board at Northeast Community College, and the Vice President of our local FFA alumni chapter. Katie and I also help out with her school’s backpack program, which prepares meals and sends them home to make sure kids have enough to eat over the weekend.

I do not share these things to boast or because I need a pat on the back. Rather, I hope to inspire you. If someone like me can have a positive impact, then I know you can too. Community service is extremely fulfilling and I want you feel the reward of making a difference by helping others. Many of you are already involved. Thank you. How about your employees or co-workers? Perhaps there are opportunities in your business to create or enhance a service component. That might manifest itself in an adopt a highway or roadside clean up, starting or participating in a beef in school event, or becoming a pen pal for an ag in the classroom program.

I have also found that a commitment to others is generational. My passion for service was fostered at a young age by my parents. My mom led a small youth group through church, helped with Vacation Bible School, and was always saving change for some mission project. My dad was active in the Academy of Veterinary Consultants (AVC) and served a term as the organization’s president. It was through that group that I became acquainted with Dr. Wade and the PAC team. I pray that my children will also develop a heart for serving others.

The rural communities we live and work in depend on generous donations of time. Volunteer fire departments, church committees, school boards, youth sports teams, and hundreds of other organizations could not exist without the selfless dedication of volunteers. I do not know your circumstances or interests, but I am confident that there are endless ways you can make a difference by being generous with your time. God has given each of us our own unique skill sets. How can you use your gifts to help others in 2020 and beyond?

I can’t wait to find out. Until next time, God Bless.

Why Do Our Team Members Quit?

By: Dr. Nels Lindberg, Production Animal Consultation

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n the last week, have you overheard or joined in a discussion about the challenges of finding people to join your business and go to work? Maybe you have even talked about it today. For many of us, this seems to be a daily topic, especially from a consultant's point of view. If you were to ask me what the number one challenge talked about for feedyards is, I would say talent acquisition, or simply put, getting people hired to come to work.

We must understand people want to feel appreciated and to know that their work matters. We have to grow as leaders and start recognizing our team members. pacdvms.com

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I recently wrote an article about the hiring process. I am sure some of you read that article and thought, “This guy has lost his mind! I can’t even get people to apply, let alone go through a rigorous and intentional interview process.”

After I wrote that article, it was the first thought that came to my mind too. I wrote this article as a follow up, to turn the focus from getting people to apply to reducing the number of people that quit. In my opinion, the “people” aspect is the number one factor considered by operations when deciding if they have the ability to expand or not.

To dig deeper, we must understand what the data say about why people quit their jobs. Gallup shows only 33% of employees are engaged at work. Why are the other 67% of our people not engaged? Consider the five following reasons, as revealed in a survey of over 25,000 employees around the globe in 2018:1 1. Poor management performance. According to the survey, “40% of employees that don’t rate their supervisor’s performance highly have interviewed for a new job in the last three months, compared to just 10% for those that do rate their supervisor highly.” 1,2 Have you ever left a job because a direct supervisor’s performance was poor? Because your supervisor could not be trusted or did not have your back? Because there was too much gossip or politics?

2. Lack of employee recognition. The survey showed “21.5% of employees that don’t feel recognized when they do great work have interviewed for a job in the last three months, compared to just 12.4% that do feel recognized.” 1,2 3. Overworked employees. Many of us reading this are hard workers, even workaholics, and hate the term “work-life balance”. We believe in leading by example and work just as hard and long as anyone. However, people ultimately crave work-life balance. It is very important, not only to them but also to their family.

As Sam Cossio of Easterday Ranches says, “They come to work to get a paycheck to take care of their family.” Overworked team members probably do not have the time to adequately take care of their families.

4. Company culture is not a priority. “Employees who rate their culture poorly are 24% more likely to leave their organizations within a year’s time.” 1,2 This is so critical, as there are multiple studies showing that culture factors into a team member’s decision to leave or stay more than the benefits

package. Even more importantly, “employees who say there’s a low level of respect between colleagues are 26% more likely to quit their jobs.” 1,2 5. No growth opportunities. “Employees who feel they are progressing in their career are 20 percent more likely to stay at their companies in one year's time. On the flip side, employees who don't feel supported in their professional goals are three times more likely to be looking for a new job.” 1 The real take-home point from these five reasons is our team members value real, authentic leadership and a healthy organizational culture. We need to be thinking about how we can focus on strategies that are people centered and not bottom line centered. Strategies that meet the needs of our people, allow for intentional team member recognition, create a healthy, caring culture, and demonstrate growth opportunities. Strategies that allow them to get home to and take care of their families. Such strategies will help us retain more people.

To dive just a little deeper, let’s focus on one practical action item, team member recognition. Again, Gallup shows only 33% of employees are engaged at work. That means that nearly 70% of our people are not engaged. Employee recognition is a significant factor in engagement. Can we agree that we should do more to recognize our people and their noble work? The data tell us we should. OC Tanner research says “79% of employees who quit their jobs claim that a lack of appreciation was a major reason for leaving.” 3 Additionally, “65% of Americans claimed they weren’t even recognized one time last year.” 3 Another study showed “82% of employees feel their supervisor doesn’t recognize them for what they do.” 3 Even more enlightening for all of us, “60% say they are more motivated by recognition than money.” 3 Fifteen years ago, I was just like many Gen Xers and Boomers. We worked our tails off and were never recognized for our efforts. We were just told to get to work and we did.

The idea that we need to recognize our people with more than just a paycheck baffled me. But today, we must understand people want to feel appreciated and to know that their work matters. We have to grow as leaders and start recognizing our team members. Perhaps one of the following describes your justification for holding back recognition in the past.

1. Giving recognition is not natural. It is awkward and even difficult for us to do. But the more we do it, the easier it gets. Big or small, recognition creates motivation and a desire to do more of the recognized

behavior. There is no need to make it complicated with spreadsheets and lots of numbers. Keep it simple and easily executed.

2. We fear people will come to expect it. To combat this, we must be intentional and purposeful about the recognition. It is up to us to identify intentional behaviors and purposeful goals, communicate them repeatedly with clarity, and recognize them.

Recognition might be a pat on the back, an attaboy, a conversation of praise in front of their peers, a lunch, a $20 bill or even a $100 bill.

3. We are too busy to give recognition. At the end of the day, this is an empty excuse. Being grateful and thankful to your people is a behavior. Research shows it takes 66 days to change or break a habit.

Try being purposeful about giving out daily recognition for 90 days to rewire your brain in a new habit of being grateful. Do this so that recognition becomes automatic. It becomes just a part of the way we do things.

Good people are hard to find, but putting focus on keeping the excellent team members that we currently employ may be our greatest missed opportunity. Our labor situation will not get any easier, so we all need to think about our people strategies. We often complain about this topic and focus on the negative picture. Instead we need to paint a positive picture by looking at tactical strategy options for the lifeblood of our business. What can you do today?

And what can you do for the next 90 days?

__________________ 1 https://www.illuminate-success.com/quit-job.html 2 https://www.tinypulse.com/blog/13-surprising-statistics-about-employee-retention 3 https://www.nbcnews.com/better/lifestyle/here-s-no-1-reason-why-employees-quit-their-jobs-ncna1020031

Utilizing Case Definitions for Timely Identification of Uncommon Feedlot Diseases By: Dr. Jacob Hagenmaier, Production Animal Consultation

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ovine respiratory disease.

Diges tive disorders. Acute in ter stitial pneumonia. Heart failure. These are some of the most common causes of mortality in feed lot cattle. However, as care givers it is important to not operate in a vacuum, and we must remember that feedlots are very complex and dynamic systems and an array of other potential causes of mor bidity and mortality may need to be considered.

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A key component of PAC veterinarians’ epidemiologic approach to servicing our feedyards is developing and continuing to refine case definitions for various diseases. Modified from the Center for Disease Control and Prevention’s definition, there are four key components of case definitions to aid in disease outbreak investigations: 1) the subject (the cattle’s history and signalment, which includes age, phase of production, breed, gender, reproductive status), 2) spatial distribution (disease being observed at the feedyard versus pen-level, etc.), 3) temporality (when is the disease occurring), and 4) clinical signs and post-mortem findings.

Human nature gravitates us to rely mostly on clinical signs and post-mortem findings when diagnosing or confirming disease in the feedlot, yet it is equally important to consider the other three components to understand why and how the disease occurred. Furthermore, while identifying disease based on clinical signs alone can be relatively straightforward in some cases, differentiation of some ailments is often more challenging. For instance, lethargy, depression, generalized weakness, and dehydration can all be indicative of either acidosis or bovine respiratory disease, and the other components of the case definition need to be considered to make the most appropriate diagnosis and to aid in corrective action or treatment.

Well-defined case definitions are critical when trying to manage an outbreak of severe morbidity or mortality. A PAC veterinarian recently helped investigate a pen of freshly arrived native beef calves experiencing a sudden flurry of acute untreated pen deads, with several live cattle displaying

ataxia (incoordination), generalized weakness, and labored breathing.

Evaluation of the affected cattle revealed no fever and clear lungs on auscultation. Upon further investigation, it was understood free-choice hay had been provided by placing a round bale in the pen to help with acclimation and provide a source of bedding. Because the cattle had been held off feed and water during transport, the calves charged the hay, which was ultimately discovered to possess high levels of nitrate. Nitrate is converted to nitrite by ruminal bacteria, which converts blood hemoglobin to methemoglobin, ultimately reducing the transport of oxygen to tissues and causing death due to asphyxiation. Necropsies were performed and revealed the chocolate-colored blood due to methemoglobin. Treatments were initiated immediately and included replacement of the hay source and intravenous administration of methylene-blue to replenish the oxygen-carrying capacity of the blood. Reflecting on the key components of the case definition, understanding the outbreak was 1) in a group of newly arrived calves, 2) confined to a single pen, 3) causing acute death, and 4) presenting with clinical signs different than typical infectious diseases observed at the feedlot allowed rapid identification and intervention to mitigate the severity of the situation.

The key lessons from this case are non-specific to nitrate poisoning but highlight the need to emphasize case definitions to aid in diagnosing other non-infectious forms of disease. Providing free-choice hay and bedding to weanling, long-transport cattle is becoming a more commonly adopted practice in the feedlot and inherently increases the opportunity for hay-related toxicities since providing a sole roughage source. Lower levels of toxigenic compounds present in feedstuffs may not pose an issue since total mixed rations are typically fed, but testing of forages that are purchased from an unknown source (especially if a recent drought-affected region) or to be offered as a sole source of feed may be warranted. We encourage you to work with your consulting nutritionist and veterinarian to determine if testing feedstuffs for nitrates or other toxigenic compounds is warranted in your operation.

New Strategies for the Prevention of BRD By: Kevin Hill, D.V.M, Technical Services Veterinarian, Merck Animal Health

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ovine respiratory disease (BRD) impacts all segments of the beef industry and is by far the leading health cause of economic loss to producers. BRD can affect calves on the ranch or in the feedlot, so every producer needs to implement the most effective strategies available to limit losses due to pneumonia.

Everyone understands “an ounce of prevention is worth a pound of cure,” so it’s critical to focus on prevention to gain ground against this costly and deadly disease.

Prevention strategies often are limited to adjusting vaccination protocols, but real prevention requires a more holistic approach to be effective. Besides vaccine decisions, a comprehensive program will include plans regarding genetics, environmental management, biosecurity and nutrition, as well as parasite control. These factors can significantly contribute to a stronger immune system that will optimize disease protection. Conversely, failure in any of these areas can undermine herd health and performance. It’s important to address all of these subjects with your veterinarian.

Vaccine choices Vaccine decisions are critical for our herd health success, and oftentimes are one of the quickest ways to improve herd immunity. The basic vaccine decisions we need to make are: 1. What do I vaccinate for?

2. When should I vaccinate for best results?

3. What kind of vaccine should I use?

These questions are best answered with your veterinarian, but here are some thoughts to consider in that conversation.

What do I vaccinate for?

The focus of this article is respiratory protection, but other core vaccines should provide clostridial protection and reproductive protection for the breeding herd. The bacteria most commonly associated with BRD are Mannheimia haemolytica and Pasteurella multocida.

It was previously thought that M. haemolytica was a more prevalent agent causing BRD than P. multocida. But a recent study determined the occurrence of P. multocida in calves entering the feedlot was much higher than expected – even surpassing the rate at which M. haemolytica was present.1 These findings are important because P. multocida has not always been recognized as a primary cause of pneumonia.

Haemophilus somni is another frequent cause of bacterial pneumonia, but much less common than M. haemolytica and P. multocida. These findings are consistent with a large study conducted by Merck Animal Health with Dr. Brian Lubbers at Kansas State University.2 (See Figure 1.)

Viral protection also is critical, as it’s frequently a viral infection that weakens the immune defenses and allows bacteria to gain

access to the lungs. For vaccination purposes, BVD and IBR rank as the most important viruses followed by BRSV and corona virus. This information also reinforces the need for vaccines to protect against multiple causes of BRD.

When should I vaccinate?

The simple answer is, the sooner the better. Groundbreaking research from Dr. Philip Griebel, Ph.D., professor and research chair in neonatal mucosal immunology at the University of Saskatchewan School of Public Health, has shown that a calf has a functional immune system even before birth,3 so when they hit the ground, they are fully capable of mounting a protective immune response.

However, maternal antibodies from colostrum can interfere with vaccination in calves less than 4 months old, so we need to work with colostrum and not against it.

Branding is often the first opportunity to vaccinate calves, and it’s critical to choose vaccines that work at this age. Following that, 2-3 weeks prior to weaning is another great time to vaccinate. Calves are beyond maternal antibody interference and they are virtually stress-free while on the cow with good nutrition.

The opposite is true of waiting to vaccinate a calf until it’s weaned or received at the grow yard. These calves are under significant stress from weaning, shipping, nutrition changes and commingling. The higher the stress, the less effective the vaccines will be. Immune preparation on the ranch is the key to feedlot health. Calves that aren’t effectively immunized before they arrive at the feedlot are a recipe for disaster.

What kind of vaccine should I use?

By now it should be apparent that the kind of vaccine you need to use will depend on the “What” and “When” answers. For lifetime prevention of respiratory disease, we need to begin young and we can do that effectively by choosing intranasal vaccines whenever calves are less than 4 months old. Intranasal vaccines avoid contact by maternal antibodies, and therefore are more effective than injectable vaccines in this age group. This is true for IBR, BRSV, M. haemolytica, and P. multocida. BVD injectable is an exception to the rule and will work well in any age calf.

In addition, our research with Dr. Griebel has found that the best protection to an IBR challenge is achieved by vaccinating the calf with an intranasal product5 at branding and at weaning.4 This strategy was superior to comparable injectable modified live or killed vaccines, and provided protection that was equivalent to calves that were vaccinated with MLV injectables prior to weaning. We concluded the combination of IgA, IgG and interferon from intranasalvaccinated calves provides superior protection to any other protocol we have tested. (See Figure 2.)

Variety of intranasal vaccines available Vaccination programs should be reviewed regularly and customized for the challenges your beef operation faces.

Because all farms are different, work with your veterinarian to develop a protocol that is tailor-made for your situation, and always read and adhere to product instructions and precautions.

The proper technique for intranasal vaccination When using live agents like intranasal vaccines, it’s important to use the product within about an hour after mixing. Follow the product’s label directions for the dose, as well as how to mix and administer.

After mixing, load the dose in a syringe or set up a multidose tool. Instead of using a needle, use a two-inch long plastic tube or cannula. Restrain the calf ’s head and squirt the vaccine into the nasal passages. The vaccine begins to work as it contacts the surface of the upper respiratory tract.

Not all the vaccine will be retained in the nasal passages.

References 1. Timsit E, Hallewall J, Booker C, Tison N, Amat S, Alexander TW. 2017. Prevalence and antimicrobial susceptibility of Mannheimia haemolytica, Pasteurella multocida, and Histophilus somni isolated from the lower respiratory tract of healthy feedlot cattle and those diagnosed with bovine respiratory disease. Veterinary Microbiology, Volume 208, 118-125.

2. Data on File. KSU pathogen surveillance project. 2015.

3. Volker Gerdts, Marlene Snider, Robert Brownlie, Lorne A. Babiuk and Philip J. Griebel.

Oral DNA Vaccination In Utero Induces Mucosal Immunity and Immune Memory in the Neonate. J Immunol 2002; 168:1877-1885 4. Data on File. Tech Bulletins, Griebel, Hill.

2014-2015.

5. Nasalgen® IP, Merck Animal Health 6. Bovi-Shield GOLD®, Zoetis 7. Vira Shield® 6, Elanco

Kevin Hill, D.V.M, a technical services veterinarian for Merck Animal Health, encourages cattle producers to work with their veterinarian to develop a vaccination program that protects animals throughout their life cycle.

Four Boys and Bob By: Dr. Doug Ford, Production Animal Consultation, & Dr. Greg Quakenbush, Geissler Corp.

T

his week I received word that another one of my childhood friends had passed away. Brent was the second oldest of five of the orner iest boys ever put on this earth.

I say that in a fun-loving, en dearing way. Bill, the oldest brother, was three years my senior. Brent was one year older and my best friend Bob (Robert Chadwick) was one year younger. The two youngest boys, Bruce and Jim, ran in a different circle.

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Their father Gordon was an executive with a large oil company, and their mother Helen was an intelligent, beautiful, gentle, articulate woman who worked full time as a charge nurse at a large metropolitan hospital.

On the surface, everything seemed perfect on the home front. Leave It to Beaver and Father Knows Best all rolled into one perfect package, but time would reveal a different plot.

Like so many veterans returning from active duty in World War II, Gordon was left with serious mental scars acquired in battle. He was all Navy and had endured a long tour of duty at sea on a Navy destroyer in the Pacific. As I remember, he never smiled, hardly spoke and seemed on the surface rather mean spirited.

I always felt conflicted and uncomfortable in his presence. Reflecting back, I finally realized he suffered from what we now know as PTSD. To this day, I regret not feeling compassion for the man. In the good old days, the treatment for shell shock syndrome was “suck it up, you are one of America’s greatest generation”. If you were a takecharge sort of guy, like most WWII veterans, you could selfmedicate, which is what he did. As I remember his drug of choice was scotch and two six packs of leaded Budweiser, every night, weekends included, topped off by a large rare sirloin steak most every evening (hold the veggies). Two packs of Lucky’s a day (no filter) were also part of his therapeutic regime.

Today he would be classified as a functioning alcoholic.

This was a somewhat socially acceptable addiction, considering his circumstances and the time period. He was not an affectionate user as evidenced by the holes in the walls and doors throughout the house. Sadly, alcohol abuse affected every member of the family and to some degree continues to this day. Bob is the sole survivor of the core family of seven. Looking back, Bob and I were more like brothers than his biological siblings. He and I spent every spare minute exploring every abandoned farmstead, every pool and bend along Bear Creek. Bear Creek originates above timberline on Mt. Evans and flows into the South Platte River near Chatfield Reservoir. I still recall campfire scrambled eggs and extra crispy bacon. Wood ash from the fire served as our special custom seasoning.

I remember graduating from BB guns to pellet guns to .22s and 20-gauge single shots. We were a couple of real Daniel Boones. Shooting ducks, geese and trophy-sized

mule deer. Tracking and trapping red fox, coyotes and muskrats. Catching rainbow trout and largemouth bass.

Packing horses in the mountains and sharing all life had to offer huddled up to a warm campfire PRN (as needed).

Bob was quite charismatic and outgoing, while I was more introverted and shy. We complimented each other well. Bob was 6’2”, dark complected, used outboard motor oil for suntan lotion and would fight at the drop of a hat, winning most altercations. This came in handy on the occasions when my mouth got us in trouble. He always had my back. Gordon always described his litter as four boys and Bob, shining a spotlight on Bob’s knack for attracting trouble. I always knew when Bob had stepped across the line with Chief Petty Officer Gordon Dawson. He would show up at school with red tear-stained swollen eyes and his head would be completely shaved to bare skin. His name was changed from Bob to “Robert Chadwick Dawson, you worthless little bastard” for several weeks, until the next inevitable round. If he still had afternoon tears, it meant he would probably have to walk the plank when he got home.

Sometimes his hair would only grow a quarter inch before he was placed back on report. The most predictable and humorous part of his sentence involved painting the 6-foot solid wooden fence that bordered the property. This was always part of the atonement for his latest sin. After 40 years the wooden fence finally blew over, held together only by 100 coats of lead-based paint. Enough lead to make a 12weight Holstein steer go permanently blind.

In our teens, it became more apparent that the root of Bob’s trials was alcohol. What started out as boyish mischief (compromise or sin) morphed into a life-threatening crisis.

Our friendship was eventually very challenged. He was stuck in the present with Demon Rum as I moved into the next season of life. The crossroad in our friendship came the day after he was pulled over for drunk driving on his bicycle while singing “Maria, Maria! I just met a girl named Maria!” at the top of his lungs on College Avenue in Fort Collins, Colorado. Hilarious yet heart breaking when you know the painful history.

Frustrated, in a serious moment I asked him, “Why are you on this one-way path to destruction?” I will never forget his four-word response as it has changed my life and somewhat haunted me ever since. He simply said, “I watched my father.”

As parents, grandparents, spouses, brothers, sisters, uncles, aunts, cousins, friends and employers, it is paramount that we lead by example with consistent execution of deep core values. As it turns out, people really are watching, looking for a rock-solid example, someone understanding yet never wavering. With every choice there is a decision depending upon your point of reference. Which direction will your conscience and moral compass point? The pain of discipline is always minor compared to the relentless pain of regret. Self-control, discipline (not the head-shaving kind) and love will always lead down the best path. Why do most of us have to learn the hard way, going back for a second helping of what failed miserably the first time?

The best lessons in life are when we recognize there is a problem, ask for forgiveness and decide to take a different path. Then openly receive God’s mercy and grace. Your focus will create your feelings and the instruction you follow will determine the future you create.

Epilogue: Bob has not touched alcohol for over 25 years. We are to this day best friends and communicate on a regular basis. He still remembers my birthday. Bob credits God’s grace in healing his childhood scars and addiction. His misery has become his ministry. Today when I ask him about his joy and freedom he only smiles and says, “I watch my Father.”

Bill, the oldest son, passed away in August. He served in the Navy during Vietnam and later became a plumber by trade. After many hard years of following in his earthly father’s footsteps, Christ healed his wounded heart.

Ultimately, he became a Baptist minister. His misery became an even larger ministry experiencing life on both sides of the equation. There is no greater teacher than real life experience seasoned with God’s magnificent wisdom. Bill was buried at Fort Logan cemetery with full military honors. This was an experience to witness.

In his service one of the speakers reminded us that “without the home of the brave, we wouldn’t have the land of the free”. So many have paid a dear price for freedom in our country.

Always remember Christ also paid the price for a different kind of freedom. Don’t forget, watch your Father.

Digging Deeper: The story about Bob and the contrast between two different fathers is not a unique one. We each have an earthly father and potentially a heavenly Father. Frequently, the impact of one’s earthly father distorts the reality

of the heavenly Father. People tend to take their experience with an earthly dad and paint God the Father with the same brush.

Matthew 7:11: 11 If you then, who are evil, know how to give good gifts to your children, how much more will your Father who is in heaven give good things to those who ask him!

All fathers are imperfect, and the best dads will fail and fall short. Hearing about a loving, caring and merciful heavenly Father will only ring hollow when your earthly example was absent, abusive, indifferent and so forth.

Man was created in the “image of God” and one of the things that separates man from the rest of creation (animals) is that we were created with a need for fathers. That is, for fathering “done right”, not sperm donors. As culture moves toward darkness and rejection of the truth in God’s Word, the distortion and damage from fathering “done wrong” is literally destroying our society and values. Consider the following statistics from homes without fathers (not counting abusive or indifferent fathers): •

“43% of U.S. children live without their father [U.S. Department of Census]” 1

•

“85% of children who exhibit behavioral disorders come from fatherless homes. [Center for Disease Control]” 1

•

“63% of youth suicides are from fatherless homes.

[U.S. D.H.H.S., Bureau of the Census]” 1

•

“71% of pregnant teenagers lack a father. [U.S. Department of Health and Human Services press release, Friday, March 26, 1999]” 1

•

“85% of all youths in prison come from fatherless homes – 20 times the average. (Fulton Co. Georgia, Texas Dept. of Correction)” 1

•

Boys raised without fathers are likely to become absent fathers themselves.

The transformation of Bob came only when he was adopted into a new family with a new Father. Only by joining His heavenly family could he experience fathering “done right”. To fully gain the benefits of a perfect Father it requires the development of a relationship, the basis of which is built through Bible study, prayer and time together.

John 1:12-13: 12 But to all who did receive him, who believed in his name, he gave the right to become children of God, 13 who were born, not of blood nor of the will of the flesh nor of the will of man, but of God. 1 http://www.rochesterareafatherhoodnetwork.org/statistics

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The following articles have been translated into Spanish:

La Importancia de los Fundamentos •••••

Cuatro Niños y Bob Translation provided by Jose Valles – Production Animal Consultation

La Importancia de los Fundamentos By: Ted Howard, Production Animal Consultation “Esto es una pelota de fútbol americano.” La declaración que el legendario entrenador de fútbol americano Vince Lombardi le dijo a su equipo de fútbol de los Green Bay Packers el primer día de práctica de primavera en 1961.

Habían perdido el Campeonato de la NFL ante los Philadelphia Eagles unos meses antes. El entrenador Lombardi no dio nada por sentado; comenzó desde cero asumiendo que los jugadores eran pizarras en blanco y comenzó de nuevo desde el principio. Su cobertura metódica de los fundamentos de bloqueo, tacleo, expectativas de libro de jugadas, y más llevo a sus Green Bay Packers al Campeonato de la NFL con una victoria de 37-0 sobre los New York Giants al final de la temporada.

Me costó encontrar un “nuevo” tema para discutir en nuestro artículo sobre equitación para esta edición de la revista. Después de pensar en la equitación, me di cuenta, al igual que el entrenador Lombardi, se trata de dominar los fundamentos que discutimos en estos artículos, así como también durante mis visitas. Cuando nos enfocamos en lo básico, tomamos pequeños pasos para avanzar en nuestras habilidades para alcanzar nuestras metas.

Encontrarse con su caballo cada mañana de manera positiva es muy importante. Esta mentalidad de asociación básica establece el resto de su día para tener éxito. Tratar a su caballo como un compañero y no como una herramienta asegura un día de trabajo en quipo y logro.

Cuando su caballo no da un paso para encontrarse con usted cada mañana, le está tratando de decirle algo. Es posible que tenga agotamiento o un dolor físico que necesita ser abordado. Puede mostrarse indeciso a ser montado debido a algunas malas experiencias previas. Por lo tanto, terminar su día con un aspecto positivo es muy importante.

Dejar que su caballo se enfríe, lavarle el lodo de sus patas y cepillarlo son fundamentos básicos que ayudan a terminar el día de una buena manera.

Cuando considero los fundamentos, el entendimiento de las tres partes del caballo que debemos ser capazes de mover está entre las cosas que encabezan la lista. Nuestro caballo debe ser capaz de mover la parte delantera, el área de las costillas y los cuartos traseros con una ligera presión de nuestros pies. Trabajar desde nuestros pies mantiene nuestras manos suaves y menos presión en la boca del caballo.

El enfoque en nuestras manos y en la habilidad para liberar presión en la boca de nuestro caballo es un fundamento muy importante para dominar. La cabeza de nuestro caballo es crucial para el éxito de mover nuestro ganado de manera silenciosa. La cabeza baja de nuestro caballo

indica la confianza y el confort de nuestro caballo, lo que establece confianza en nuestro ganado.

Un fundamento de ganadería que a veces es difícil de entender es que cuando disminuimos la velocidad de nuestro caballo, el ganado también disminuirá su velocidad. Es nuestro primer instinto de igualar la velocidad de nuestro caballo con la velocidad del ganado que estamos trabajando.

Antes de darnos cuenta, todos nos estamos moviendo fuera de control. El ganado quiere verlo a usted y a su caballo, por lo que montar directamente detrás de ellos no es cómodo para el ganado. Montar a un lado de ellos en su línea de visión les ayuda a tomar dirección mas fácilmente.

Los fundamentos básicos son esenciales para el trabajo exitoso en corrales de engorda. Poder mover la parte delantera de nuestro caballo a la velocidad adecuada para la situación con la cabeza baja ayuda a sacar a un animal enfermo de su corral de manera sinlencionsa. Mover nuestro caballo hacia los lados a través de presion en las costillas ayuda a liberar o agregar presión suavemente al ganado. Poder mover la cadera de nuestro caballo cuando estamos trabajando con ganado en un callejón o en un Bud Box ayuda a controlar el flujo del ganado de una manera de bajo estrés.

Asi que, no importa si está trabajando en corrales de engorda o cocinando en la parrilla, dominar los fundamentos lo preparará a usted para tener éxito. Por lo tanto, no se ofenda la próxima vez que nos veamos si le digo, “Esto es un caballo!”

Cuatro Niños y Bob By: Dr. Doug Ford, Production Animal Consultation, & Dr. Greg Quakenbush, Geissler Corp.

Esta semana recibí la noticia de que otro de mis amigos de la infancia había fallecido. Brent era el segundo de cinco de los niños más malgeniosos que jamás hayan sido puestos en este planeta. Lo digo de una manera divertida y entrañable. Bill, el hermano mayor, era tres años mayor que yo. Brent era un año mayor y mi mejor amigo Bob (Robert Chadwick) era un año menor. Los dos niños mas pequeños, Bruce y Jim, tenían un grupo diferente de amigos.

Su padre Gordon era un ejecutivo de una gran compañía petrolera, y su madre Helen era una mujer inteligente, hermosa, gentil, y articulada que trabajaba tiempo completo como enfermera a cargo en un gran hospital metropolitano.

En la superficie, todo parecía perfecto en el ámbito doméstico. “Déjalo a Beaver” y “Papá lo Sabe Todo” era todo combinado en un paquete perfecto, pero el tiempo revelaría una trama diferente. Al igual que muchos veteranos que regresaron del servicio activo en la Segunda Guerra Mundial, Gordon quedó con serias cicatrices psicológicas adquiridas en batalla. Él era todo de la Marina y había aguantado un largo período de servicio en el mar en un destructor de la Marina en el Pacífico. Como lo recuerdo, él nunca sonrió, casi nunca hablaba y parecía a simple vista malhumorado.

Siempre me sentí en conflicto e incómodo en su presencia. Reflexionando, finalmente me di cuenta de que sufría de lo que ahora conocemos como TEPT (trastorno de estrés postraumático). Hasta el día de hoy, lamento no haber sentido compasión por el hombre. En los viejos tiempos, el tratamiento para el síndrome de neurosis de guerra era “aguanta, eres una de las generaciones más grandes de los Estados Unidos”. Si eras el tipo de persona que tomaba el control, como la mayoría de los veteranos de la Segunda Guerra Mundial, podias automedicarte, cual es lo que el hacia. Hasta donde recuedo, su medicamento de preferencia era whisky escocés y dos paquetes de seis de Budweiser, todas las noches, incluyendo fines de semana, acompañado de un gran bistec de solomillo cocinado a termino rojo inglés casi cada noche (sin vegetales). Dos paquetes de Lucky’s al día (sin filtro) también eran parte de su régimen terapéutico.

Hoy en día el sería clasificado como un alcohólico en funcionamiento. Esto era una adicción algo socialmente aceptable, considerando sus circunstancias y el período de tiempo. El no era un usuario afectuoso como lo demuestran los agujeros que aparecen en las paredes y puertas por toda la casa. Lamentablemente, el abuso de alcohol afectó a todos los miembros de la familia y hasta cierto punto continúa hasta el día de hoy. Bob es el único sobreviviente del núcleo familiar de siete. Mirando hacia atrás, Bob y yo éramos más

como hermanos que sus hermanos biológicos. Él y yo pasábamos cada minuto libre explorando cada granja abandonada, cada piscina y cada curva a lo largo de Bear Creek. Bear Creek se origina por encima del limite forestal en el Monte Evans y desemboca en el río South Platte cerca del embalse de Chatfield. Todavía recuerdo huevos revueltos y tocino extra crujiente cocinados en fogata. La ceniza de la leña del fuego servida como nuestro condimento personalizado especial.

Recuerdo haberme graduado de pistolas de balines a pistolas de perdigones a armas de calibre .22 y calibre 20 de un tiro. Éramos un par de verdaderos personajes de Daniel Boone. Disparandole a patos, gansos y venados bura de tamaño trofeo. Rastreando y atrapando zorros rojos, coyotes y ratas almizcleras. Capturando truchas arcoíris y lubinas.

Empacando caballos en las montañas y compartiendo todo lo que la vida tenía que ofrecer acurrucados alrededor de una fogata (según fuera necesario).

Bob era bastante carismático y extrovertido, mientras que yo era más introvertido y tímido. Nos complementábamos bien entre sí. Bob medía 6’2” de estatura, tez oscura, usaba aceite de motor fuera de borda como loción bronceadora y peleaba al instante, ganando la mayoría de los altercados.

Esto fue utíl en las ocasiones en que mi boca nos metia en problemas. El siempre me respaldaba. Gordon siempre describia a su camada como cuantro niños y Bob, destacando la habilidad de Bob para atraer problemas. Yo siempre sabia cuándo Bob había cruzado la línea con el primer contramaestre Gordon Dawson. Llegaba a la escuela con los ojos rojos, hinchados, con rasgos de lagrimas y su cabeza completamente rapada. Su nombre cambiaba de Bob a “Robert Chadwick Dawson, bastardo inútil” durante varias semanas, hasta el próximo asalto inevitable. Si en la tarde todavía tenía lagrimas, eso significaba que probablemente tendría que caminar por la tabla cuando llegara a casa. A veces su cabello solo crecia un cuarto de pulgada antes de volver a ser puesto en reporte. La parte más predecible y humorística de su sentencia consistía en pintar la valla de madera sólida de 6 pies de altura que bordeaba la propiedad. Esto siempre fue parte de la expiación por su último pecado. Después de 40 años, la valla de madera finalmente se callo, estaba detenida unida solamente por 100 capas de pintura a base de plomo. Suficiente plomo como para hacer que un novillo Holstein de 1,200 libras se vuelva permanentemente ciego.

En nuestra adolescencia, se hizo más evidente que la raíz de los senderos de Bob era el alcohol. Lo que comenzó como

una travesura juvenil (compromiso o pecado) se transformó en una crisis de amenaza de vida. Nuestra amistad finalmente fue muy desafiada. El estaba atrapado en el presente con Demon Rum mientras que yo avanzaba a la próxima temporada de la vida. El cruce en nuestra amistad llegó el día después de que lo detuvieron por conducir ebrio en su bicicleta mientras cantaba “¡Maria, Maria! ¡Acabo de conocer a una chica llamada Maria!” a todo pulmón por la avenida College en Fort Collins, Colorado. Muy gracioso pero desgarrador cuando conoces la dolorosa historia.

Frustrado, en un momento serio le pregunté, “¿Por qué estás en este camino unidireccional hacia la destrucción?”

Nunca olvidaré su respuesta de cuatro palabras, ya que ha cambiado mi vida y de cierto modo me ha atormentado desde entonces. Él simplemente dijo, “Vi a mi padre.”

Como padres, abuelos, cónyuges, hermanos, hermanas, tíos, tías, primos, amigos y empleadores, es primordial que lideremos con el ejemplo con la ejecución constante de valores fundamentales profundos. Al final, la gente realmente está viendo, buscando un ejemplo sólido, alguien que este entendiendo sin embargo nunca dudando. En cada elección hay una decisión que depende de su punto de referencia. ¿A qué dirección apuntará su conciencia y su compás moral? El dolor de la disciplina es siempre menor en comparación con el dolor implacable del arrepentimiento. El autocontrol, la disciplina (no el tipo de rapar cabezas) y el amor siempre lo llevaran por el buen camino. ¿Por qué la mayoría de nosotros tenemos que aprender por las malas, volviendo por una segunda ración de lo que falló miserablemente la primera vez?

Las mejores lecciones de la vida son cuando reconocemos que hay un problema, pedimos perdón y decidimos tomar un camino diferente. Luego recibir abiertamente la misericordia y gracia de Dios. Su enfoque creará sus sentimientos y la instrucción que siga determinará el futuro que usted creará.

Epílogo: Bob no ha tocado el alcohol por más de 25 años. Hasta

el día de hoy somos mejores amigos y nos comunicamos regularmente. Todavía recuerda mi cumpleaños. Bob atribuye a la gracia de Dios la sanación de sus cicatrices de su infancia y su adicción. Su miseria se ha convertido en su ministerio. Hoy en día, cuando le pregunto sobre su alegría y su libertad, el solo sonríe y dice, “Veo a mi Padre.”

Bill, el hijo mayor, falleció en agosto. Él sirvió en la Marina durante Vietnam y posteriormente se convirtió en plomero de oficio. Después de muchos años difíciles de seguir los pasos de su padre terrenal, Cristo sano su corazón herido. Finalmente, se convirtió en ministro bautista. Su miseria se convirtió en un ministerio aún más grande experimentando la vida en ambos lados de la ecuación. No hay mejor maestro que la experiencia de la vida real sazonada con la magnifica sabiduría de Dios. Bill fue sepultado en el cementerio de Fort Logan con todos los honores militares.

Esta fue una experiencia para presenciar.

En su servicio, uno de los ponentes nos recordó que “sin el hogar de los valientes, no tendríamos la tierra de los libres”. Muchos han pagado un alto precio por la libertad en nuestro país.

Siempre recuerde que Cristo también pagó el precio por un diferente tipo de libertad. No olvide, vea a su Padre.

Cavando más profundo: La historia de Bob y el contraste entre dos padres diferentes no es única. Cada uno de nosotros tenemos un padre terrenal y potencialmente un Padre celestial. Con frecuencia, el impacto del padre terrenal de uno distorsiona la realidad del Padre celestial. La gente tiende a tomar su experiencia con un padre terrenal y pintar a Dios Padre con el mismo pincel.

Matthew 7:11: 11 Pues si vosotros, siendo malos, sabéis dar buenas dádivas a vuestros hijos, ¿cuánto más vuestro Padre que está en los cielos dará buenas cosas a los que le pidan?

Todos los padres son imperfectos, y los mejores padres fallarán y se quedarán cortos. Escuchar sobre un Padre celestial amoroso, cariñoso y misericordioso solo sonará

vacío cuando su ejemplo terrenal fue ausente, abusivo, indiferente, etc.

El hombre fue creado a la “imagen de Dios” y una de las cosas que separa al hombre del resto de la creación (animales) es que fuimos creados con la necesidad de padres.

Es decir, para la paternidad “bien hecha”, no donantes de esperma. A medida que la cultura avanza hacia la oscuridad y al rechazo de la verdad de la Palabra de Dios, la distorsión y el daño de la paternindad “mal hecha” está literalmente destruyendo nuestra sociedad y nuestros valores. Considere las siguientes estadísticas de hogares sin padres (sin contar padres abusivos o indiferentes): •

43% de los niños estadounidenses viven sin su padre.

(Departemento del Censo de EE.UU.) 1

•

85% de los niños que exhiben trastornos conductuales provienen de hogares in padre. (Centro de Control de Enfermedades) 1

•

63% de los suicidios juveniles son de hogares sin padre. (Departamento de Salud y Servicios Humanos de los EE.UU., Oficina del Censo) 1

•

71% de las adolescentes embarazadas carecen de

padre. (Departamento de Salud y Servicios Humanos de los EE.UU. comunicado de prensa, 26 de Marzo de 1999) 1 •

85% de todos los jóvenes en prisión provienen de hogares sin padre – 20 veces el promedio. (Condado de Fulton Georgia, Departmento de Corrección de Texas) 1

•

Niños criados sin padres son probables a convertirse en padres ausentes.

La transformación de Bob se produjo solo cuando fue adoptado por una nueva familia con un nuevo padre. Solo uniéndose a Su familia celestial el podría experimentar la paternidad “bien hecha”. Para obtener los beneficios de un Padre perfecto, se requiere el desarrollo de una relación, la base cual se construye a través del estudio de la Biblia, la oración y tiempo juntos.

John 1:12-13: 12 Mas a todos los que lo recibieron, a quienes creen en su nombre, les dio potestad de ser hechos hijos de Dios, 13 los cuales no son engendrados de sangre, ni de voluntad de carne, ni de voluntad de varón, sino de Dios.

1 http://www.rochesterareafatherhoodnetwork.org/statistics

Crock-Pot Minute Steaks Tips •

This recipe calls for cream of mushroom soup, but I also use cream of golden mushroom soup and it adds a layer of flavor.

•

We serve this with mashed potatoes and greens.

•

I flour the steaks and brown them before putting them in the CrockPot. We do this for two reasons. One, it gives it more flavor, and two, it is best to put meat that has been browned in the Crock-Pot.

•

A minute steak is a tenderized round steak cut into steaks.

Ingredients •

1 lb. minute steak, tenderized round steak

•

1 c. flour

•

2 tbsp. grill seasoning

•

1 14 oz. can cream of mushroom or golden mushroom soup

•

1 onion, sliced

Instructions 1. Begin by seasoning the flour with the grill seasoning. Then flour the minute steaks, and brown in a skillet on each side.

2. While the minute steaks are browning, slice the onion and place in the bottom of the Crock-Pot. 3. Place the steaks over the top of the onion.

4. Top with the cream of mushroom soup and set Crock-Pot on low for 8 hours or high for 4 hours.

Thank you to Arturo and Wrenn Pacheco for sharing your recipe and pictures.

Arturo and Wrenn are custom grazers located in the Flint Hills of Kansas.

Their grazing operation consists of grazing double stock steers and custom heifer development for their clients. Arturo has his PhD in ruminant nutrition and owns and operates his own nutrition consulting business, Pacheco Cattle Services. Wrenn is a professional photographer and operates Wrenn Bird Photography. Together they have two little cowboys, Leo and Ross. You can find more of their recipes at cookingwiththecowboy.com.

Chuckles from down Under

•••••••••••••••••••••••••••••••••••••••• A big mining company recently hired several cannibals. “You are all part of our team now,” said the HR manager during the welcoming briefing. “You get all the usual benefits and you can go to the cafeteria for something to eat, but please don’t eat any of the other employees.”

The cannibals promised they would not.

Four weeks later their boss remarked, “You’re all working very hard and I’m satisfied with you.

However, one of our admin staff has disappeared.

Do you know what happened to her?”

The cannibals all shook their heads indicating “no”.

After the boss had left, the leader of the cannibals said to the others, “Which one of you idiots ate the admin person?”

A hand rose hesitantly, to which the leader of the cannibals continued, “You fool! For four weeks we’ve been eating managers and supervisors and no one has noticed anything, but no, you had to go and eat someone important!”

Courtesy of Bell Veterinary Services

An elderly nun, living next door to a construction site, noticed coarse language coming from the workers and decided to spend some time with them to correct their ways.

She decides to take her lunch and sit with them, so puts her sandwich in a brown paper bag and walks over to the spot where the men are eating.

Sporting a big smile, she walks up to the group and asks, “Any of you men know Jesus Christ?”

They shook their heads and looked at each other, very confused. Then one of the workers looked up into the scaffolding and yelled out: “Anybody up there know Jesus Christ?”

One of the workers yelled back down, “Why?” The worker replied, “Because his mum’s here with his lunch!”

Courtesy of St Joseph’s Parish Dalby and Bell Veterinary Services

Production Animal Consultation PO Box 41 Oakley, KS 67748 pacdvms.com