Campus Issues


7
Nov 11

Women…Be More Assertive?!?!?!

I recently read an article in the Harvard Business Review and was curious to gain some much needed advice on how to advance in the workplace. The Ambition and Gender at Work study conducted by Europe’s Institute of Leadership & Management concluded women have lower confidence in the workplace compared to their male coworkers. The study also indicated women in management positions are more likely to doubt their performance and are hesitant to seek out promotions.

The study identifies four ways in which women create barriers to their own success:

1. Being overly modest.
2. Not asking.
3. Blending in.
4. Remaining silent.

The article indicates that men are more likely to speak about their accomplishments more openly than women. I was speaking with a colleague about seeking promotions and he asked me was I self-promoting within the office. For a moment I had to think about the last time I consciously sought out opportunities to brag about myself. Sometimes I feel I’m so involved at work, how could anyone not realize this level of involvement. However, the article states your boss and colleagues will not know what you are capable of if you do not tell them. But we don’t want to play the martyr, now do we?

I had a supervisor that used to say, “You don’t ask, you don’t get.” The article states that some women are passed up for promotions because they do not ask for the promotion. When we job search we are told to “ask,” for the job, so it makes sense to “ask,” for the promotion. Asking for a raise or promotion will accomplish two things: 1. You will have communicated your interest and intentions the organization; and 2. Their reaction to your request will determine where you stand with the organization. Ah, but we do this for the students; it’s not about the money or the prestige.

According to the article some women would prefer to blend in and remain silent rather than stand out in meetings or at events. Blending in hinders anyone’s chances to leave a positive impression on a supervisor or colleague. I can recall times that I have sat in meetings silent because I thought what I had to contribute was not important, but I also can recall times when I have spoken from experience on a topic and inherited a project and a committee to assist. But why would the Vice President want my opinion about alternative approaches to student programming?

I realize this study grazes the subject of gender roles; women are not characteristically assertive while men are asserting at all times of the day. What are your thoughts on this topic, considering that student affairs is a heavily female-dominated field? Are women deficient when it comes to self-promotion? Do we fail to speak up for a promotion out of fear of judgment?

 

Carla Finklea Green is a residence hall director at Old Dominion University.


31
Oct 11

Racist Halloween? Not for these students.

By now, you may have seen a link circulating across social media and email inboxes highlighting the ad campaign created by a group of students at Ohio University. The posters show students holding a picture of a Halloween costume, either worn commonly at parties or sold in party stores, depicting caricatures of their culture. You can see the full account with pictures of each of the posters here.


I post about it here on the Student Affairs Collaborative because every year, there is always one theme party that makes national headlines (not to count the thousands that don’t) as being derogatory, racist, offensive, and  whole list of other words that indicate unsafe environments for students with traditional marginalized identities. When I was an undergraduate student, my University community, the University of Illinois at Urbana-Champaign was torn apart over a Greek mixer titled “Tacos ‘N Tequila”- I’ll let your imagination do the work here, but suffice it to say that students were not dressed up as food or bottles of alcohol. The experience, which still elicits a physical reaction with me, cast a shadow over my college experience which, for all intents and purposes, was otherwise one of the happiest times of my life. I remember feeling frustrated, alienated, and hurt that people who lived in a place I love and called my home could make me, as a person of color, feel so unwelcome. Last year it was the Compton Cookout hosted by UC San Diego students, but there are plenty more out there that don’t make national headlines.

As student affairs practitioners, I feel that we are the ones responsible for addressing the issues that arise from such incidents. We are the ones that are held accountable for the parties occurring, though they are never officially University sanctioned. They are often a classic example of higher education, and especially student affairs, of being reactive versus proactive. Have you had any proactive conversations on campus about what to do if/when an oppressively-themed party hits your campus? What did you discuss?

As a student, I remember feeling frustrated that the administration didn’t automatically remove these students or ban the particular organizations from campus. Now, with a few more years under my belt, I understand their decisions as a necessary step to protect free speech rights at a public land-grant institution. But it still doesn’t feel good nor does it change the fact that, even though I was not a part of the group directly being stereotyped in the party, I still felt like an outsider in my campus community.

It is wonderful to see students at Ohio U. taking a proactive stand against a very public display of intolerance. I applaud the unsung heroes of the initiative, including the advisors who helped them with the program and funding for the project, the people writing articles about them in major news sources, and all the other supporters of the initiative. I think it is a wonderful example of student empowerment and activism and I hope to see the proactive educational initiatives continue.

How do you feel institutions should respond to theme parties? Can you give where an institution effectively responded to such a situation? What other ways can higher education, or we as individual practitioners, support proactive measures to counter negatively themed parties/costumes?

Viraj S. Patel is a Hall Director at Georgetown University.

 

 

 

 

 

 


10
Aug 11

Why Office Politics Matter

I often hear some of my fellow educators talk about their lack of interest in politics. More specifically, politics includes your run-of-the-mill office politics, local government politics and national government politics. What is most surprising to me is that with each of these levels of politics, I get the keen sense that most people have no understanding of how they are impacted and the implications politics has on their jobs and the ability of students to be successful at institutions of higher learning, especially during such hard times where educational budgets are heavily targeted to be slashed, in the name of cutting costs.

When asked how I view politics, I often reply that “politics are like building relationships; you figure out the kinds of relationships that you need to foster and how those relationships impact you and what you do on a daily basis and the implications those relationships has on those around you.” Additionally, I believe that not all politics are bad and that many great things can happen when you are at your political best. With this being said, here are some thoughts to ponder:

• Take the time to observe the office culture. This allows you to see how to operate in that office culture. From observing, you’ll be able to see how people get things done by negotiating and working with others and navigating their way through the office politics.

• Build relationships. Once you learn the office culture, figure out how you fit into culture and how you can build the relationships with the people who impact you the most. This not only includes supervisors, but their support staff as well. Having a solid relationship with support staff is an excellent way to get a foot in the door and the inside scoop on important things that are happening. Don’t take anyone for granted, regardless of who they are and the position they are in!

• Stay away from drama! It’s not in your best interest to get involved in the problems that others may be having at work. Of course, as you build relationships, you may connect with some people more so than others. This leads to people sharing their woes or problems. You can listen, if you choose, but stay out of it! You do not want to be pulled in the middle of something that you probably have no idea about and it certainly raises eyebrows from supervisors. If there are unpopular decisions that are made, it may not be in your best interest to join the local band wagon and protest. I suggest that you take the time to look at the big picture and evaluate if that issue is something that is worth the time and effort to devote your frustrations. This can certainly save you lots of heartache and pain in the short term and future if it’s not in your best interest.

• Praise in public, address concerns in private. Yes, you’ve heard this before. The truth of the matter is that this really makes a huge difference. If people see you as someone who is always criticizing others, they are least likely to want to work with you, out of hesitation that you may do the same to them. Hence, if you do have feedback to give to others, kindly and respectfully pull them aside and share that feedback in private. This allows for any misunderstandings or miscommunications to be easily resolved without the rat race of gossip that can spread so quickly.

Navigating your way through the wavy waters of office politics can be tricky, but following these general guidelines may be a good way for you to coast on the sailboat vs. rowing in the canoe. Stay focused, build those relationships and be mindful of the culture and how you fit into that culture. Politic away!

Rinardo Reddick is a doctoral student in Educational Leadership and Policy Studies at Iowa State University and coordinator for America Reads/America Counts.


8
Aug 11

Cultivating Compassion in Our Practice

Last spring, my supervisor and I had a conversation about Student Affairs and Buddhism. I mentioned to her that, as someone with an interest in Buddhist philosophy, I would like to begin thinking about ways to intentionally incorporate my broad personal belief in compassion into my professional practice. My supervisor noted that she had never had a supervisee mention this aspiration to her before, but that I should pursue it.

In an effort to learn more about compassion and how I can contextualize it within Student Affairs, this summer I read The Lost Art of Compassion: Discovering the Practice of Happiness in the Meeting of Buddhism and Psychology by Lorne Ladner. In the book, Ladner articulates the benefits of compassion as well as how to cultivate a compassionate attitude using Buddhist-inspired meditations. He examines through Western psychology how cultivating compassion is extremely beneficial to both an individual and the community in which they live.

The entire time I was reading the book, I was thinking about ways that actively cultivating compassion could bolster my work in Student Affairs. After all, if one of our profession’s foundational goals is the holistic health and wellbeing of students, I think it’s reasonable to argue that compassion is a necessary component of efficacy. Ideally, we practice compassion when we are helping students understand the impact of their mistakes, when we are teaching them about social justice and identity, and when we are challenging them to become responsible global citizens.

The most competent professionals I have met are those who demonstrate their commitment to students in their compassion for them, even when they behave in ways that are damaging. Yet, so few of us ever name compassion as a professional competency. I think that a lot of us, particularly in the United States, associate the cultivation of compassion as a lofty and spiritual practice. I certainly used to. Since reading about and seriously contemplating compassion, however, I have realized that my best professional moments have come when I have exercised it.

Is compassion an intentional component to your professional practice? If so, in what ways do you practice compassion with your students and your colleagues?

Adam J. Ortiz is a House Director at Hampshire College, Massachusetts


18
Jul 11

Build This House: An activity for discussing first-generation students with student leaders

Explaining the experience of first-generation college students is a task that many of us quickly deflect if at all possible. Just because a subject can be classified as “well, every situation is so different” does not mean that we cannot try. A few years back, a hall director I worked for needed me to come up with a first-generation college student (FGCS) program for her resident assistant staff. After some thought, I came up with the following, relatively quick program:

Materials needed:

Two (or more) sheets of paper

Pencils (preferably the stencil pencil kind)

Or use a whiteboard/chalkboard

(Groups should be 5 or less/group)

Preparation:

1. Design two like house outlines (basic blueprints with basic room options)

2. On back of each, list:

Rooms needed:

Kitchen

Bathroom

Living room

Master bedroom

Spare bedroom

Upstairs bathroom (shared between the two bedrooms)

Appliances needed:

Oven, fridge, sink, pantry, island, counters, cupboards, dishwasher

Sofa, couch, TV, coffee table, plants (x3)

Soap and towels

Bed, armoire (x2), treasure chest, nightstand (x2)

Repeat for spare bedroom (add a desk)

Rules:

Designate 2 “parents”

Divide group into (two) equal halves

Parent 1 = you know the ins-and-outs of home building. Feel free to help with all aspects of the basic design. Give pointers but allow for choices!

Parent 2 = you try to help with basic design but have no prior experience. Accidentally, you give the group bad advice and misguided direction. Five minutes into the activity, you get frustrated and leave.

Allow for 15-20 minutes for groups to finalize their houses.

Once completed, ask the following questions (plus your own):

  1. How did the “parents” help/hurt?
  2. What were the difficult decisions?
  3. Why did you place/label each room where/what?
  4. What are the differences between groups?
  5. How does this relate to first generation college students?
    1. Parents who can help/ parents who are inexperienced
    2. Some decisions are made without understanding
    3. Communication between student-home is stressed
    4. Transitioning as a freshman becomes immediately more difficult
    5. Does FGCS correlate with low socio-economic status (SES)*?

Treat this as a basic start to get the discussion/training session started. The point of the project is to metaphorically show students that matriculating through a successful college career is similar to building an efficient house— it helps to have an experienced architect. However, it takes student leaders and student affairs professionals to make sure that each student who does not have an experienced parental architect is aware of the plethora of resources offered by their university.

Remember, first-generation college students (FGCS) and students of low socioeconomic status (SES) are not necessarily correlated and should be understood as separate but equally important variables when further understanding our student populations.

Tyler Martin recently completed his M.Ed. in Higher Education and is seeking a position in Student Affairs.


30
Jun 11

Toots Away: Salvaging the American Education System

Whether you saw it on Fox8 Cleveland or YouTube last fall, or more recently/likely on Tosh.0, the story about the sixth grader who received a one-hour detention for “passing gas” is true. This article is not to debate slapstick humor versus highbrow entertainment nor is it to discuss the (un)-importance of having/learning “class.” No. This article is to raise awareness to the real problem: our failed education system.

While we in the U.S. confuse young children about natural, bodily functions by not just hushing the “embarrassing” ones— but now disciplining those who childishly defy or outright do not accept mainstream mores— countries such as India, Thailand, China, and Sweden are not simply excelling in academics, but quickly monopolizing the world’s future movers-and-shakers. Take a look at this detailed report by the Organisation for Economic Co-operation and Development (OECD).

According to OECD’s latest tri-annual Programme for International Student Assessment (PISA), the United States education system ranked 14th out of 34 in reading skills, 17th for science, and 25th for mathematics. Dare I ask what your reaction would be if your child— who has open access to the best of the world’s resources— came home with a 58% in language arts, a 50% in science, and a 26% in mathematics? I venture to assume that your reaction would include a long parent-to-child talk, a parent-to-teacher conference, and inquiring assistance from the professionals at the Sylvan Learning Center.

All right. So what does farting/tooting/passing gas/etc., on a bus have to do with salvaging our failed education system? A lot. Without me going into a complete tirade about revamping the concept of honest adult roles and responsibility courses in grades 6-12, I will leave that for another time and skip to this basic truth: instead of the world’s foremost bright, inclusive, inventive, and progressive nations, we have sidewinder’ed our culture into the trammels of inanity and shame (whatever that is, precisely).

While you watch FOX/CNN/PBS/MSNBC/AJE, etc, tonight, take note of how many stories (and their cumulative time spent) are fixated on fatuous topics: kids farting on busses, a sad woman who has injured her children, a congressman’s sexting pics; and then compare that to the amount of time American media spends discussing how we as a nation are actively seeking means of succeeding in solving our country’s and our world’s largest problems: Diabetes, Rx-addictions, Asthma, Racism, Cancer, Homelessness, Alzheimer’s, HIV/AIDS, Spina bifida, Ethnic “Cleansings,” Anti-Semitism, Homophobia etc. Unless you are a strict PBS or Anderson Cooper (CNN needs to expand with more Coopers, Guptas, Zakariases, etc.) fan, chances are there is a distinctive gap in your findings.

Now that we honestly recognize the problem and its severity, we must now immediately begin to work on salvage and reclaim. Think FDR’s New Deal. And as the Alphabet Soup of FDR’s New Deal inspired reconstruction of a failed economy, an overhaul of our current SES-restrictive, test-driven and anti-scientific education system would reconstruct a failed education system. But how would we replace our failed system? How about through the same philosophy professed by The Statue of Liberty: Freedom. Huh? Stick with me here:

As rational, educated beings, we can all easily agree that our nation was initially founded on the simple concepts of life, liberty, and the pursuit of happiness— all of which The Statue of Liberty represents, right? Or have we forgotten so soon that She is a beacon of America’s adoration for collective, innovative ingenuity between Free nations, demanding the world to give Her its “tired, [its] poor/[Its] huddled masses yearning to breathe Free?” If we have, click the hyperlink in this paragraph.

So again, how do we fix the American education system? Easy: we return to our original philosophy as a people. We abandon our silly, failed conventional intelligence bench-markers (brainless book-regurgitation tests, academic anxiety-sparking pop-quizzes, and pre-established, assigned group projects) and replace them with innovative, collaborative, self-driven and student-to-teacher-to-student lead projects respective to a given subject’s academic field.

And please— America— please let us finally embrace science! It is time that we drop our animosities towards science and make our children scientists. We rely on scientists for vanity (hair color, Rogaine), health (disease-prevention, vitamin-infused beverages), finances (try and tell the FED that economics is not a science) and almost any/everything else we use daily. Obviously, it is time that we give the scientific method our unadulterated respect and no longer exploit its power for profit and veil it in irrational suspicion.

It is as simple as that folks. Still do not believe me? Ask yourself: “when do I learn best?” I will gamble that it is one of— if not a combination of— you being in your own little geek-out world, exploring websites— or talking to direct sources in a quasi-Socratic conversation— or when you are diving into a good book— or possibly expressing an idea or newly learned concept through artistic means? Maybe it is when you are exercising in the morning or during the monotony of your morning wake-up routine? Regardless of what your unique learning scene is, or how you tap into it, you know that it has bred your favorite and most powerful learning experiences.

Why are we not harnessing this basic understanding and injecting its wisdom into our educational system? If we really want to become the world’s hope again— if we really want to be the leading nation in solving what ails us— we need to make this easy, 100% logical plan an immediate reality.

In student affairs, we pride ourselves as a freethinking, innovative field on a blazing quest of establishing the most efficient and positive learning environments, correct? Then it is time we collaborate with our faculty friends and try tooting new horns— and stop fartin’ around.

Tyler Martin recently completed his M.Ed. in Higher Education and is seeking a position in Student Affairs.


14
Jun 11

Dealing with change within Student Affairs

If you count the years that I was an undergraduate student, this June is the fifth June that I’ve been in a Student Affairs environment that has dealt with change.  This is also the fifth time I’ve been able to observe those around me handle (or not handle) the change.  I almost wish I could do a quick survey of professionals to find out which departments/divisions/institutions are not changing something about what they do between now and the fall.  Although, the assessment person in me would cringe at the thought of not changing — thus, not improving at least something!

Typically, what I’m referring to here might be staffing structures changing, new professionals coming in, professionals moving on from a certain institution, offices moving, offices merging, programs ceasing to exist, programs expanding, new policies. This is the change we’re talking about here.

I’m not as surprised when our students, student leaders, or student staff are concerned by the upheaval — this is part of the developmental stages they are going through as undergraduates (see any number of excellent published developmental theorists).  At my current institution, we have just hired a new director of my department and a new vice chancellor for student life.  In my (expert) opinion, both are great hires.  All of the pro-staff know that the exiting professionals are going (or have gone) to excellent positions – moving themselves ahead in outstanding opportunities.  However, from the perspective of someone who is not on the division listserv (namely an undergraduate student) they might not know or understand that whole process.

Last year, at this time our department was saying goodbye to an assistant director, filling her position with a new hire, and we did a restructure to add a new full time position.  All of the undergraduate staff members were confused and very anxious about who would be their supervisor.  What really blew my mind, however, was how some of the Graduate student staff members (yes, my peers) were dealing with these changes.  Lines like “Oh my gosh! What are we going to do without our current Assistant. Director???!?”  There were lots of little freak out moments.

It just amazes me how some professionals handle this change very well while others are completely baffled and overwhelmed.  I agree and can completely empathize that often change might lead to someone losing their job or a job change for the negative.  Perhaps my perspective on this will change next year when I’m a professional staff member.

For now, however, I see change as a good thing.  Rarely is it what I predicted.  I’m usually the one who asks “why” and wants to really understand what we’re doing.  But, even when I disagree with the change, I’m usually willing to roll with it or at least give it a try.

In interviews we ask candidates “How do you deal with change?”  Is this a good question to ask?

How do you see those around you dealing with change?   How do you handle change?  How might you handle change better or differently?

Brian Gallagher is a graduate assistant in Residence Life at Indiana University–Purdue University Indianapolis.


10
May 11

Truly Leading: Lessons In Leadership

Truly Leading:  Lessons in Leadership was released on May 2, and I’m really proud to announce it here at the SABlog site.  This book was written over the past three or four years, and several of the 21-chapters actually began as postings to this blog.
Truly Leading coverI wrote it as primer for campus leaders.  It covers both basic and more advanced leadership skills, and the chapter titles lay it out.  “Leading With Integrity,” “Effective Time Management,” “The Art of Delegation,” “Setting Organizational Goals,” and “Conflict Resolution”  are good examples of the basic skills required to lead.

But Truly Leading goes beyond the basics, and addresses those skills that more advanced leaders need.  “How to Inspire Others,” “Being a Better Leader,” “The Power of Ceremony” and “More Effective  Meetings” are aimed at lifting an emerging leader into greater success.

I’ve also included chapters on some very important foundational needs, such as creating a mission statement and some advanced concepts in recruitment.  Organizational training needs are addressed in chapters covering both planning and training retreats, along with presenting a full-blown campus leadership conference.

Truly Leading:  Lessons in Leadership is chock full of leadership tips, suggestions, and guidance.  It is brisk reading, written in a style that reflects the my personal experiences as a life-long leader.

If you’d like a copy, it’s available directly from my website store, or you can purchase it from Amazon.com.  It’s also available as an eBook from the Kindle Store.  It should be available at the Apple bookstore and Barnes & Nobles.com in a couple of weeks.

Thanks for letting me announce this here.  Okay, Fellow Contributors:   it’s time for you to write your new book!


6
Apr 11

Lessons from Snooki?

I read the discussion around Rutgers University’s decision to bring Snooki on campus with great interest based on my programming roles with our Student Government Association’s lecture series.  For those who may not have heard about the discussion, it compares the latest two high profile speakers brought to campus and how much they are being paid for their speaking engagements.  Toni Morrison is being paid to speak at Commencement for $30K and Snooki is being paid $32K for a speaking engagement sponsored by the Rutgers College Programming Association.  I’m not really interested in the comparison conversation, as I’m sure that the processes that brought both women to their campus are pretty disconnected. (and yes, that’s a whole other post!)  However, there are some other great conversations connected to this and it’s easy to imagine that this could easily happen to any one of us who works with students who are in a position to make programming decisions.

What typically happens when your students are interested in something that gives you “pause?”  My first step is always to ask questions. “So, what kind of image will this portray of your organization and its’ priorities?” or “Look back at your goals you set for the year, does this fit?”  I’m really lucky that in 9 times out of 10 there is at least one of my students in the room that might stop and think and at very least have a critical dialogue with their peers about the potential concerns.

But then, what happens if the idea is still alive?

If you use my six year old’s kindergarten class’ rule of thumb, you only act drastically under conditions of “D and D” (damage and destruction). I apply this to the “advisor veto” as well.  When I see students going down a road that will lead to damage and destruction, I would definitely step in and tell them that whatever choice they are about to make just isn’t going to happen.  This would be in cases of risk management, policy violation, or other forms of impending doom.  The level of “intrusive” advising definitely increases depending on the funding source.

I want to send a serious kudos to the Rutgers administration for not canceling this event. I’m confident that emails are flying and lots of hindsight and reflection happening and I’ll bet those discussions are challenging. By letting this event happen, they affirmed the students’ ability to make decisions and I’m confident they are now supporting those students through the consequences of their choices as their story goes more public.

There are other ways we can reflect on our business practices in working with entertainers, speakers and agencies after this debate:

  • When you put students in decision making roles, do you really mean it? Do they have full reign over choices or are there limits and how does funding source play in? Have you ever had the conversation with the “powers that be” about what would happen if you were in Rutgers’ situation?
  • Is the issue here really about paying Snooki too much or paying Toni Morrison not enough? What is your definition of a “fair price” for a lecture or comedy show when you get into that realm of compensation?
  • If you were the Vice President for Student Affairs and the critique was flowing about programming decisions made by your student programming board, how would you respond? How do you respond to your President and how do you respond to your students?

I’m grateful for the chance to discuss this with my students and also grateful to the Rutgers administrators for standing behind their students and the good work they have done to date.  I hope we can use this experience to highlight the scope of roles our leaders of programming groups on campus take. I’m also hoping that the RUPA student leaders will get some credit for the large responsibility they shoulder for the campus and won’t lose momentum or commitment after all of this controversy.

I would have never thought I’d learn anything from Snooki, but from her presence at Rutgers I hope we learn things that will help our student leaders learn even more.

…but I’m still not watching “Jersey Shore.”

 


30
Mar 11

Making a Difference Takes More Than Great Ideas

How many times have you sat in a meeting where hundreds of great ideas are tossed around, but in the end, not much happens? In his book Making Ideas Happen, Scott Belsky repeats the adage that creativity (or productivity, progress in our projects, and growth in relationships) is 2% inspiration and 98% perspiration.

He examines this idea through a simple formula: Creativity x Action = Impact.

So someone who is incredibly creative (a perfect 100) but doesn’t translate those ideas into action has very little impact. (100 x 0 = 0)

But someone who’s marginally creative (a 50) and even marginally moves those projects forward (a 50 again!) can have an exponentially greater impact. (50 x 50 = 2,500!)

This has powerful implications for higher ed, where thinkers thrive and “vague-agendaed” meetings can creep up from every corner. We can have all the ideas in the world, but if we can’t move them into reality, we miss the point. Moving ideas to action takes practice. It takes systems. It takes a willingness to fail. In fact, we can count on some things failing.

In the ResLife world that changes how we look at events, projects, and even tactics for growing RAs. Try things. See what succeeds. Move forward and learn.

We need to go through quicker learning cycles, moving ideas to action.

One quick, incredibly simple example. I put together a “lessons from last year’s RAs” booklet this year – by emailing the RAs at the end of the year and requesting feedback. We just needed enough to fill it out. Is it perfect? No. But it’s much better than what we had before – nothing. And in the end, it was a useful, helpful piece that carried more credibility than some of our training sessions because it was from RAs to RAs.

What about you? How have you seen a bias toward action make a difference on campus? Where can it be more challenging?

Jon Sampson is a Program Coordinator and Residence Director at Azusa Pacific University.

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