Learning and Development Works in The Gray SpaceDavid Blake
Learning professionals have a big opportunity to help their companies build a strong learning culture and it’s right in front of them - the gray space. The prevailing L&D model is to create courses that address organizational needs but this misses the biggest part of workplace learning - learning happens everywhere, not somewhere.
See how workplace learning professionals can support and enable people to meet their organizational and individual goals.
This was part four in a webinar series on "Leadership Development: A Balanced Approach." The webinar series was designed for professionals in Virginia Cooperative Extension.
Learning and Development Works in The Gray SpaceDavid Blake
Learning professionals have a big opportunity to help their companies build a strong learning culture and it’s right in front of them - the gray space. The prevailing L&D model is to create courses that address organizational needs but this misses the biggest part of workplace learning - learning happens everywhere, not somewhere.
See how workplace learning professionals can support and enable people to meet their organizational and individual goals.
This was part four in a webinar series on "Leadership Development: A Balanced Approach." The webinar series was designed for professionals in Virginia Cooperative Extension.
Visual Explorer Special Edition Coloring BookCharles Palus
Special Guests:
Henry Browning
Elisabeth Fanning
Do you like to color, doodle, draw, or free write as a mode of relaxation, creativity, and mindfulness?
Are you interested in learning more about this activity for yourself and your clients? Join us.
More at www.ccl.org/VisualSE
This session with Dr. Rev. Chuck Coker will help you to discover what leadership qualities you have. You will also learn steps to better develop the qualities needed for the challenges of leadership.
When it comes to leadership, everyone's got an opinion. And yet, take a look around and it's clear for all to see that, in spite of the vast amounts of research and books published on the subject, it seems we are none the wiser. What's more, in many organisations, the topic of leadership is taboo because it casts doubt on those who should be leading but are not.
In this interactive workshop, we'll explore what leadership is and what it isn't, how we can do it better (even if we don't have the official role of 'leader') and why the world needs all of us to become better leaders.
As a apprentice leaders, we will share stories and lessons learned in an attempt to make sense of what leadership is and how to get better at what is fast becoming a life skill in order to thrive in a frenetic and ever-changing world.
Best-selling authors, TED Talk stars and strengths-based leaders Tom Rath and Marcus Buckingham have brought the strengths-based message to business that researchers have known for years: investing in strengths, understanding others’ needs and surrounding yourself with the right people (those who want to maximize their best skills, AKA strengths) are essential keys to leadership effectiveness.
Attend this workshop if you want to:
• Identify and understand your strengths to be most effective at work and home;
• Build strong and diverse teams; and
• Lead to your full potential.
Your ROI?
• Leverage your natural talents;
• Align your strengths with the right projects; and
• Get results that positively affect work culture, innovation and productivity, and ultimately the bottom line.
DiSC Profile Introduction - Why Use DiSC Communication Profiling?Mary Jane Clark
Here's a presentation I created while leading teams at StepUp in Raleigh, NC. I felt it is important to take time to educate people by sharing this basic, simple introduction to the DiSC profile and uses in communication.
In my workplace, every client, staff, volunteer and board member takes Disc assessment - and furthermore, all our profiles are shared. We'd never ask a client to do anything we don't do. That'a an authentic value. We believe it has made us more successful in our field of human services, as people and as an organization. We tend to play nice with one another because we took the time to truly get to know and understand one another.
Visual Explorer Special Edition Coloring BookCharles Palus
Special Guests:
Henry Browning
Elisabeth Fanning
Do you like to color, doodle, draw, or free write as a mode of relaxation, creativity, and mindfulness?
Are you interested in learning more about this activity for yourself and your clients? Join us.
More at www.ccl.org/VisualSE
This session with Dr. Rev. Chuck Coker will help you to discover what leadership qualities you have. You will also learn steps to better develop the qualities needed for the challenges of leadership.
When it comes to leadership, everyone's got an opinion. And yet, take a look around and it's clear for all to see that, in spite of the vast amounts of research and books published on the subject, it seems we are none the wiser. What's more, in many organisations, the topic of leadership is taboo because it casts doubt on those who should be leading but are not.
In this interactive workshop, we'll explore what leadership is and what it isn't, how we can do it better (even if we don't have the official role of 'leader') and why the world needs all of us to become better leaders.
As a apprentice leaders, we will share stories and lessons learned in an attempt to make sense of what leadership is and how to get better at what is fast becoming a life skill in order to thrive in a frenetic and ever-changing world.
Best-selling authors, TED Talk stars and strengths-based leaders Tom Rath and Marcus Buckingham have brought the strengths-based message to business that researchers have known for years: investing in strengths, understanding others’ needs and surrounding yourself with the right people (those who want to maximize their best skills, AKA strengths) are essential keys to leadership effectiveness.
Attend this workshop if you want to:
• Identify and understand your strengths to be most effective at work and home;
• Build strong and diverse teams; and
• Lead to your full potential.
Your ROI?
• Leverage your natural talents;
• Align your strengths with the right projects; and
• Get results that positively affect work culture, innovation and productivity, and ultimately the bottom line.
DiSC Profile Introduction - Why Use DiSC Communication Profiling?Mary Jane Clark
Here's a presentation I created while leading teams at StepUp in Raleigh, NC. I felt it is important to take time to educate people by sharing this basic, simple introduction to the DiSC profile and uses in communication.
In my workplace, every client, staff, volunteer and board member takes Disc assessment - and furthermore, all our profiles are shared. We'd never ask a client to do anything we don't do. That'a an authentic value. We believe it has made us more successful in our field of human services, as people and as an organization. We tend to play nice with one another because we took the time to truly get to know and understand one another.
Are you looking for ways to increase the collaboration, cohesiveness, and engagement of your student senate? Do you feel overwhelmed in your senate role or burned out? Do you feel your work is unappreciated? Is someone on your team a micro-manager who you find difficult to work with? If you answered yes to any of these questions, this session is for you. It will provide groundwork for developing a dynamic team, focusing on principles of Strengths Based Leadership and Languages of Appreciation in the Workplace.
Attendees learned valuable strategies on how to use compassion to prepare for their coaching sessions:
* Set a positive climate that fosters respect
* Focus on long-term development— not on altering short-term performance
* Discover your employees’ personal goals
Part Two of our 3-part series took place on Tuesday November 29 at 2 pm ET. Join us as Teleos’ scholar-practitioners, Suzanne Rotondo and Gretchen Schmelzer share how you can:
* Deepen the conversation with your team
* Get the feedback you’re looking for
* Build on the coaching reflections from Part One
The annual training day for incoming club leaders equips them with the skills and knowledge to carry out their roles. This session, by Margaret Ormiston, Professor of Organisational Behaviour focuses on setting personal objectives for the coming year.
Silver Medals: Helping Student Adjust to a Second-Choice MajorAshley Ransom
This was presented at the Texas Academic Advising Network (TEXAAN) State Conference - College Station, TX February 25, 2011; National Academic Advising Association (NACADA) South Central Region 7 Conference - Oklahoma City, OK March 7th, 2011; NACADA National Conference - Denver, CO October 4th, 2011.
Lead or Get LOST! A Crash Course in Building a Team and Avoiding DisasterAshley Ransom
This was presented at the Texas State Leadership Exchange - San Marcos, TX September 26, 2010; and at the African American Leadership Conference (AALC) - San Marcos, TX, September 11, 2010.
"I Hate Working With You!" Conflict Resolution for Your Advising CenterAshley Ransom
This was presented at the National Academic Advising Association (NACADA) South Central Region 7 Conference - New Orleans, LA May 4th, 2009; The African American Leadership Conference (AALC) - San Marcos, TX September 12, 2009; The Texas State Leadership Conference - San Marcos, TX September 26, 2009; The University of Texas at San Antonio (UTSA) Advising Conference - San Antonio, TX December 4, 2009; The University of Texas at Austin Professional Development Day, Austin, TX February 10, 2010; Texas Academic Advising Network (TEXAAN) State Conference, San Marcos, TX February 19, 2010; Texas State University - San Marcos Professional Development Workshop September 7 & 8, 2010; National Academic Advising Association (NACADA) National Conference - Orlando, FL. October 6, 2010; and at the Delta Sigma Theta Sorority, Inc. Women’s Retreat – San Marcos, TX, October 2011.
Freshman Focus: Reaching Out Early to Raise Freshmen to New HeightsAshley Ransom
This was presented at the Texas Academic Advising Network (TEXAAN) State Conference - Houston, TX. February 19, 2009 and at the National Academic Advising Association (NACADA) National Conference - San Antonio, TX. October 2, 2009.
Study Abroad: A Vehicle for Transformational Learning?
"If You're Happy and You Know It, GO TO WORK!" A Guide to Promoting Morale in Your Office
1. “If You’re Happy and You Know It,GO TO WORK!” A Guide to Promoting Morale in Your Office Marissa Saenz, Ashley Ransom Texas State University-San Marcos
3. Texas State University – San Marcos College of Education 9 Academic Advisors, 1 Administrative Assistant. Advisors rotate into a satellite office on the main campus. One advisor at the Round Rock Higher Education Center. University College 6 Academic Advisors, 1 Administrative Assistant. All advisors are located in one location.
4. Outline Introduction What is an Office Culture? How do we influence an Office Culture? Motivation Expectations Conflict How do we create a Culture of Recognition? Recognition Rewards Boosting Morale Conclusion Questions
5. Office Culture What is culture? The behaviors and beliefs characteristic of a particular ______ group. Culture. (n.d.). Dictionary.com Unabridged. Retrieved February 26, 2011, from Dictionary.com website: http://dictionary.reference.com/ browse/culture
7. Individual – Team – Office Culture Why is understanding our own office culture important? Culture helps us understand core values and behaviors of a group; it helps us maintain a sense of direction as a member of the group Senn, L., & Hart, J. (2006). Winning teams-winning cultures. Long Beach, CA: Leadership Press.
8. How do we influence our office culture? Motivation Expectations Conflict
9. How do we build a culture of recognition? Recognition Activities Rewards Programs
10. Why should we build a culture of recognition? To improve: Morale Motivation Teamwork Retention Quality Productivity
12. Job Satisfaction Survey Results Interesting work Opportunities for development Enough information Enough authority Enough help and resources 6. Friendly, helpful coworkers See results of own efforts Competent supervision Clearly defined responsibilities Good pay Accel-Team. (2010). Application of employee motivation theory in the workplace. Retrieved February 26, 2011, from http://www.accel- team.com/motivation/practice_01.html
13.
14. Motivation What is Motivation? The desire to do; interest or drive; incentive or inducement. Theory of Motivation Theory Handout Motivation. (n.d.). Dictionary.com Unabridged. Retrieved February 26, 2011, from Dictionary.com website: http://dictionary.reference.com/browse/motivation
15. Motivation: Individual Break into 4 groups by using the numbers on your nametag. Intrinsic Individual Motivation (Ex: Helping Students…) Extrinsic Individual Motivation (Ex: Compliments, Recognition, Rewards…)
16. Motivation:Team Stay in your groups: Intrinsic Team Motivation (Ex: Mission, Vision, Goals…) Extrinsic Team Motivation (Ex: Model Advising Center, Recognition, Rewards…)
17. Motivation Basics Myths about Employee Motivation & Tips for Improving Employee Motivation. Handout in folder.
18.
19. Expectations: Team Write on the Blue Paw index card: Think about your office (yourself and the other members of your team) from the “stakeholders” (students, parents, department, Deans, etc.) point of view. What are their expectations from your office?
20. Expectations: Individual Write on theOrange Paw index card: On one side, think about your expectations of: Your job Office/team members. On the other side of the card, think about what others expectations may be for you.
21.
22. cONFLICT What is Conflict? Discord of action, feeling, or effect; antagonism or opposition, as of interests or principles: a conflict of ideas. Incompatibility or interference, as of one idea, desire, event, or activity with another: a conflict in the schedule. Communication Breakdown…* Conflict. (n.d.). Dictionary.com Unabridged. Retrieved February 26, 2011, from Dictionary.com website: http://dictionary.reference.com/browse/conflict *Led Zeppelin. (1969).Led Zeppelin.
24. One question:round 2 Activity: How can understanding conflict help to boost morale in your office?
25. Discussion Questions: What did you notice during the activity? Did you improve your time during the second round? What did you learn during the first round that allowed for you to do that? Do we usually take the time to ask questions when we’re in conflict with another? Why or why not? How might asking questions change the course of the conflict?
26.
27. Recognition Not just acknowledging the work, it is also about recognizing the person. What is currently done at Texas State: College Newsletter: Gives an update on what everyone is currently doing/has done. Student survey results. The “Cone” of recognition. Monthly/Birthday Potlucks Individual Birthday Celebrations
28. Rewards Formal programs already in place: Advisor of the Month. Certificates of Appreciation. Professional Development Travel Merit raise/Bonuses/Raise – Any monetary reward.
29. Office Morale What is morale? The confidence, enthusiasm, and discipline of a person or group at a particular time. Activity: Recognition – A Self-Diagnostic Checklist Morale. (n.d.). Dictionary.com Unabridged. Retrieved February 26, 2011, from Dictionary.com website: http://dictionary.reference.com/browse/morale
30. Conclusion Communicate Identify what motivates us/each other Establish clearly defined expectations Acknowledge conflict Recognize each other Reward accomplishments