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Bonner Student Developmental Model and Staff Pipeline Project


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This is for the Bonner Foundation's 2018 Summer Leadership Institute. We will be discussing the Bonner Student Developmental Model and sharing work on the new Staff Developmental Pipeline Project.

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Bonner Student Developmental Model and Staff Pipeline Project

  1. 1. “Leaders of Today:” The Bonner Student Developmental Model and Staff Developmental Pipeline Project BonnerSummerLeadershipInstitute2018 Wednesday, June 7, 2018 
 from 9:00 am to 10:45 am
  2. 2. •Reintroduce the Bonner Student Developmental Model •Introduce the Bonner Staff Development Pipeline Project •Small groups networking and discussion by level What We’ll Do
  3. 3. The Five E’s Expectation Exploration Experience Example Expertise
  4. 4. Handout for Students
  5. 5. Bonner Common Commitments
  6. 6. Skills and Capacities Personal • Active listening • Balance & boundaries • Communication • Decision making • Organization • Planning • Time management • Goal setting Professional • Budgeting • Event planning • Fundraising • Grant writing • Marketing • Mediation • Networking • Public education and advocacy • Volunteer management • Research Leadership • Conflict resolution • Delegation • Planning • Public speaking • Running a meeting • Teamwork • Working with diverse groups
  7. 7. Knowledge Areas Place Politics & Public Policy Power & Privilege Poverty & Economic Development Issues
  8. 8. •Step It Up Sophomores- intro to capacity building, then: •Volunteer Recruitment 
 & Management •Fundraising •Community-Based Research •Social Media for Nonprofits Capacity Building Series
  9. 9. Expanded series of four per year • Ism’s • Race/Ethnicity • Class • Gender • Religion and Faith • Skills in Difficult Conversations Dialogue Across Diversity 
 and Inclusion
  10. 10. Bonner Meetings Calendar: Developmental Training Sequence, 1-5 First Year Second Year Third Year Fourth Year Class Training #1 Time Mangagement: Managing by Calendar Step it Up Sophmores: Taking on More in Your Service Journey Developing an Action Plan Capstone Planning: Introduction to Community Engaged Signature Work Class Training #2 Community Asset Mapping: A Critical Strategy for Service - Part 1 Volunteer Recruitment for a Non-Profit Organization: Outreach Strategies Leadership Compass: Appreciating Diverse Work Styles #Social Media for Change: Effectively Using LinkedIn in the Non-Profit Sector Class Training #3 Goal Setting: Setting Service Goals & Objectives Conflict Resolution: Handling Interpersonal Dynamics Managing Up: Working Better with Your Boss Seeing Through Employer's Eyes: Resume Game and Revision Activity Class Training #4 Exploring Diversity & Intersectionality Keeping It Classy Resume Writing and Review Black Lives Do Matter Class Training #5 Unpacking the -Isms: Common Terms To Talk About Social Justice and Oppression Who Am I?: Unpacking Race and the Privilege and Oppression That Follows Building Career Networks Refugee and Immigrants Voices Cornerstone Meeting Cornerstone Meeting: First Year Trip Cornerstone Meeting: Second Year Exchange Cornerstone Meeting: Third Year Leadership Roles Cornerstone Meeting: Senior Presentation of Learning
  11. 11. Bonner Meetings Calendar: Developmental Training Sequence, 6-11 First Year Second Year Third Year Fourth Year Class Training #6 True Colors Interfaith Perspectives on Service: Bridging Beliefs and Action Volunteer Recruitment for a Non-Profit Organization: Training & Managing Volunteers Preparing a Leadership Transition: Part 1 Class Training #7 Introduction to the Non- Profit Sector Planning Effective Meetings Differently Abled Addressing Sexual Prejudice Class Training #8 River Stories: Our Gender Histories & Herstories Facilitation 101: Roles of Effective Facilitators Gender & Sexual Orientation Your Empowered Voice Through Creative Expression or Empowerment: It's Intersectional Class Training #9 Bridging the Gap Between Service, Activism and Politics Bridging the Divide Part 1: Political Discourse for Civic Action Advocacy and Public Education Board of Directors: Mentorship, Personal, Network, and Their Value Class Training #10 Volunteer Recruitment for a Non-Profit Organization: Developing a Volunteer Assessment Plan Bridging the Divide Part 2: Maintaining Discourse on Social Media Understanding Issue Campaigns Finding Meaning in Your Life Class Training #11 True Colors Interfaith Perspectives on Service: Bridging Beliefs and Action Volunteer Recruitment for a Non-Profit Organization: Training & Managing Volunteers Preparing a Leadership Transition: Part 1
  12. 12. • Civic Agency: Ability to take action to address an issue or promote the public good  • Civic Identity: Commitment and responsibility as a member of a community and society  • Critical Thinking and Perspective Taking: Ability to synthesize diverse perspectives  • Communication Skills: Ability to effectively communicate in diverse formats and forums  • Diversity and Intercultural Competence: Capacity to learn from and with diverse others  Outcomes
  13. 13. • Empathy: Ability to relate to and share feelings of diverse others  • Integrative Learning: Connects relevant experience and academic knowledge  • Leadership: Capacity to collaborate with and lead others to achieve a goal or common purpose  • Place- and Issue- Knowledge: Understanding of facets of a specific community or issue  • Social Justice: Abilities to examine and act to promote fairness and equity  Outcomes
  14. 14. Outcome Example Diversity and Intercultural Competence 
 Understanding and capacity to learn from and with diverse others Demonstrates evidence of adjustment in own attitudes and beliefs because of working within and learning from diversity of communities and cultures. Promotes others' engagement with diversity. Expresses attitudes and beliefs as an individual, from a one-sided view. Is indifferent or resistant to what can be learned from diversity of communities and cultures. Level 4 Level 1
  15. 15. Staff Levels Emerging Leader Program Coordinator Program Director Center Director Dean……, etc.
  16. 16. “…program developers, political strategists, communicators across many boundaries, counselors, learners, wisdom figures, interpreters, planners and problem solvers.” In 1992…and Today
  17. 17. Professional Development & Recognition • Annual Bonner Meetings like the 
 Fall Directors Meeting and Summer Leadership Institute • Campus Resources: To punctuate the need for staff to be able to access available opportunities • Legitimizing Expertise: By naming the knowledge and skills of community engagement professionals
  18. 18. Mentoring, Networking & Career Advancement •Networking by Role: by level and role at meetings, as it will be here with literature •Cross-campus Connections: connect in mentoring or advancement dialogue •Personal and Social Capital: build knowledge, skill sets, and network
  19. 19. Program Quality •Program Planning: delegating roles involved for success •Self-Assessment and Supervision: discuss performance & growth •Campus Resource Allocation: making needs more transparent and help staff make the case
  20. 20. 8 Categories in Handouts 1. Facilitating Students’ Civic Learning and Development 2. Social Action and Movement Building 3. Cultivating High Quality Partnerships and Projects 4. Community Development and Impact 5. Program Management and Administration 6. Faculty Development and Engagement 7. Institutionalizing Engagement on Campus 8. Leading Change
  21. 21. A Developmental Lens Center Director
  22. 22. & Operationalizing Emerging Leader
  23. 23. Tagged Workshops PEP: A Bates Approach to Increasing Faculty Commitment to Community-Engaged Learning Ellen Alcorn, Director of the Bonner Program at Bates College (Spiro Hall 28) In recent years, one of our most effective faculty development programs has been PEP: Publicly Engaged Pedagogy. Each fall, we invite recently hired professors to join a semester-long learning community that has two purposes: to help faculty develop a new, or significantly re-designed, community-engaged learning course to be taught at Bates; and to create a cohort of young faculty who can encourage and support one another’s work. This workshop will share the curriculum, as well as examples of courses, that have emerged from the program. It will make space for participants to think about how they might bring this model back to their own campuses. Target Level: Coordinators and Directors Competencies: Faculty Development and Engagement
  24. 24. Next Steps •Identifying Bonner Program staff volunteers (roughly 2-3 at each level) •Surveying staff across the network to gauge areas of strength and need •Creating resource lists of places that individuals are accessing professional development
  25. 25. Your Input Shaped Program • Strategy sessions for Administrators - which target areas like faculty engagement, curriculum change, and institutionalization • Strategy sessions for Student Leaders - which target areas like peer mobilization, morale, and campus-wide engagement • Opportunities to engage with the literature - by level and begin to build out
  26. 26. Networking Activity • Groups of 5-7 • No one from the same school • Same level • Freshmen/Sophomores • Juniors/Seniors • Senior Interns/New Staff (VISTAs) • Coordinators • Directors
  27. 27. Student Discussions 1. Get into groups of 5-7 with each person representing a different school. Share how your program supports student development using meetings, trainings, courses, etc. What is similar and different about this? 2. Reflecting on the skills, knowledge areas, and Common Commitments (handout), discuss the areas that you are getting most exposure and the areas you need more exposure. Please make a list of notes that reflects your discussion. 3. If the Bonner Foundation and network could extend the planning for professional development to Bonner students, what would you want that to look like? In particular, how might it look for you as you graduate and become an alum or pursue post-graduate opportunities in the field of community engagement and beyond?
  28. 28. Staff Discussions 1. Where are you getting the most help and support for your own professional development and advancement in the sector right now? 2. What could the Bonner Foundation and Network do to make new resources for staff professional development useful? 3. What ideas or suggestions do you have for the Bonner Foundation and Network on how to deliver supports for staff professional development described as part of the Pipeline Project?