University


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.

 

 

 

 

 

 


25
Oct 11

#sachat #NASPATech style!

Hope that was enough hashtags for you!

If you’ve always thought about taking the Twitter plunge in the name of professional development, we’ve got some great things in store for you this week in conjunction with the NASPATech conference in Newport, RI.

In addition to our regular Thursday #sachat this week we will feature a “special edition” chat in conjunction with our “Behind the #sachat” presentation at the conference. Please join us for an open discussion from 4:30 pm – 5:30 pm CST and feel free to recruit some new participants who may want to test the waters a bit.  In addition, for those attending NASPATech we hope you will join us at our session! Bring your laptop or mobile device and participate in #sachat while we discuss the potential that social media has to enhance networking and (free!) professional development opportunities.

Hope you will join us!


3
Oct 11

“Please Complain.”

That line is something that every syllabus should include in its first few lines. Not in the context of, “This is too hard.” or “This is too much work.” but rather in the context of “you aren’t challenging/stimulating/engaging me.”

In any classroom the facilitator should be engaging the participants in the learning, as opposed to lecturing and breathlessly spraying knowledge into the air. The latter is akin to throwing spaghetti against the wall, hoping some of the noodles stick. To take the analogy further, lecturers will show off the noodles that stick (A’s for those who learn by listening) while brushing the ones that don’t stick (C’s for those who learn better by doing) under the rug.

What brought me to this topic is a perfect storm of an insightful Seth Godin blog post (also titled, “Please complain”) and a blog post by one of my students who innocently touted, “My classes are way too easy… They are kinda pathetic in a way.” Upon approaching the student, I encouraged her to complain and let me (as one of her educators) know that the classroom that I’m running isn’t challenging, engaging, or stimulating her thinking. I’m not sure if she was more stunned by the fact that someone was actually reading what she was putting on the internet or by the fact that I was empowering her and encouraging her to follow through on her willingness to be challenged. In any case, we’ll see if she follows through.

My point is this, in a higher education environment that is increasingly focusing on costs, revenues, returns-on-investments, and customer satisfaction – who are we to not encourage and empower our students to complain if they are unhappy with their academic or co-curricular experiences? We are here to facilitate their learning, to create safe environments for their self discovery through successes and failures, and to ask questions such as “how would you make it better?”

In the end however, it’s up to us. We can either challenge, support, and engage or we can keep throwing spaghetti at the wall and hope enough of it sticks to make a difference in the appetites of our hungry learners. Seth Godin says it best:

“Acquiring and processing user feedback is a choice. If you want people to speak up, be clear and mean it. If you don’t, don’t pretend.”

Is this a mentality of higher education becoming consumer focused? Is this the mentality of a generation feeling entitled enough to tell an educator when they are teaching in ways that are no longer efficient or applicable?

I hope you feel challenged, engaged, and stimulated enough to comment and continue the discussion.

 

 


28
Sep 11

Seven Competencies for Professional Development

The Journal of College and University Student Housing recently published a study by Gavin W. Henning, Kristan M. Cilente, Dean F. Kennedy and Tomecca M. Sloane titled, Professional Development Needs for New Residential Life Professionals. Participants of the study ranked competencies necessary for the professional growth and development of entry-level professionals in residential life. Briefly, the top seven competencies are as follows:

1. Understanding job expectations
2. Enhancing supervision skills
3. Moving up in the field of student affairs
4. Adequate support from supervisors, mentors, and colleagues
5. Fostering student learning
6. Developing multicultural competencies
7. Understanding the culture and facilities of the college/university

I think it is worth it to note that the top three competencies are not typically topics found in a student affairs graduate curriculum. I agree these competencies are important; if not the most important for a new professional to master quickly. If you cannot understand your job, meet job expectations, and manage the people you supervise efficiently; moving up in the field will be challenging.

The article also speaks to the fact that there is no real consensus on what competencies new professionals should master to progress through the field. I have noticed personally and through other colleagues, that we briefly start out as generalist and then begin to develop interests in areas that will give us “expertise.” Once we become an office-proclaimed guru, our new found expertise makes us more marketable for the jobs we want in the future.

Participants also ranked their preferred delivery method for professional development. In almost every category mentoring was the preferred method of professional development followed by workshops, self-teaching, and administrative shadowing. It is clear to me why mentoring is the preferred method of delivery. No surprises here; mentorships offer many benefits including an unbiased opinion, one-on-one consultation, and networking opportunities. I wish the study expounded more on methods of self-teaching, but I’m assuming this means new professionals are taking advantage of webinars, scholarly books and articles, etc.

This is a reoccurring topic in students affairs, typically under the heading, “What I Wish I Would Have Learned in Graduate School.” The article does state that while there are professional organizations that have outlined core competencies for professionals; there is limited data on whether graduate programs are using these core competencies in graduate curriculums.

I have been out of graduate school for a while, but have programs evolved to include more core competencies like staff supervision, management, workplace politics and human resource management? If not, shouldn’t they be doing so?

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


27
Sep 11

Introducing #SAYR1

What started as a question from Kelley McCarthy on Twitter asking if anyone would be interested in participating in her #52in52 project turned into a conversation about a lack of resources for new student affairs professionals. Student affairs graduate students have the support of their cohort, professors in their program, mentors through personal connections and programs like #saGROW, and special initiatives coordinated by professional associations. New professionals, though, are at a key transition point in their life and do not have a centralized support system. Our solution? #SAYR1 (Student Affairs Year One)!

The vision of #SAYR1 is to discuss the key issues facing new professionals in student affairs and provide avenues of support from the last year of graduate school through their third year as a professional. One of the ways we will be doing this is by creating support groups of approximately three individuals who will journey through these first few years together. With the small-sized groups, you will have the benefit of a consistent and tight-knit support system without the nearly impossible task of having to coordinate the schedules of a big group (we’ve all been there!). Groups can communicate in person, through phone calls, e-mails, Google + hangouts, Skype, on Twitter, or however your group decides works best for you! The #SAYR1 Core Team will be providing discussion questions, topics, and resources to get everyone started.

#SAYR1 will provide you with a group of people you can talk to about what’s going on without trying to explain (for the 4,534th time) what it is exactly that you do again. It will give you an avenue to discuss current issues and trends in the field and how they’re impacting your work. With #SAYR1, you will have a network that will support you in trying times, celebrate your successes with you, and continually encourage you to be the best version of you. If this sounds like something you’re interested in, please visit this link and complete the form. You can join a group that’s already been started or start your own. Groups can be by functional area, year, region, or just a pure hodge podge – it’s up to you! Please feel free to contact anyone from the Core Team should you have any questions. We are all excited to get this program started and hope you are too.

#SAYR1 Core Team:

Brian Gallagher (gallagb@gmail.com) Hall Director at Southern Illinois University Carbondale

Karen Schomaker (kschomaker@gmail.com) Coordinator for Community Service at California Lutheran University

Kelley McCarthy (kmccarthy1985@yahoo.com) 2nd Year Graduate Student and Graduate Assistant for Leadership Programs  in the Office of Student Leadership and Civic Engagement at Nova Southeastern University

Melissa L. Brown (melissabrown47@gmail.com) Residence Hall Director for Moore Hall, University of North Carolina School of the Arts

Tricia Cesarino (tr.cesarino@gmail.com) Program Coordinator for Sorority and Fraternity Affairs at the University of Florida

Tracey Walterbusch (twalterbusch@gmail.com) Residential Life Coordinator at Ohio Wesleyan University

Brian Gallagher is a hall director at Southern Illinois University, Carbondale.


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.


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.

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