Road From Ryerson: A New Pathway for Graduating Student Transition Support
by Rachel Barreca, Lesley D'Souza, Bailey Parnell
We invest a lot of resources into supporting the transitional needs of our incoming students, but pay less attention to the outgoing transition. A group of staff at Ryerson have started to change the way they support graduating students. Come learn about how we used transition theory to inform an innovative, collaborative pilot project (#RoadFromRyerson), and our vision for the future. Share your best practices and leave with many more ideas from our brainstorming session.
#RoadFromRyerson | A Story of Social Media and Graduate Student TransitionBailey Parnell
We invest a lot of resources into supporting the transitional needs of our incoming students, but pay less attention to the outgoing transition. A group of staff at Ryerson have started to change the way they support graduating students. Come learn about how we used transition theory to inform an innovative, collaborative pilot project (#RoadFromRyerson), and our vision for the future. Share your best practices and leave with many more ideas from our brainstorming session.
It gives me immense pleasure to introduce our firm “Riskpro” founded in 2009- a specialized risk management consulting by our Founders who are qualified risk specialists with diverse work experience in India, Middle East, Europe & US across industries & FI’s.
In continuation of our fast growing presence and business trajectory, I would like to welcome you and share towards launch of RiskPro Insurance Risk advisory Services which is an addition to our existing bouquet of Risk advisory , Consulting, Training & Human Capital Services to corporates across India currently being serviced through our multi location delivery locations in major metros with total presence in 11 Indian cities network already. Our dedicated experts team who are qualified seasoned professionals in Insurance industry across diverse business domains with right blend of optimal solutions for high performance business results.
Insurance business , like any other industry has evolved with new business models, government and regulatory changes, increased market players and de-regulation which has impacted functioning of major insurance players (General, Life)to generate business and also adhere to compliances imposed by governing authorities within volatile global paradigm, which necessitates the need for prudent risk management framework in Insurance businesses. Riskpro with its precise risk-reward approach is your ideal partner in de-risking of your insurance business operating model with risk management value proposition for a long-lasting embedded tenet in your business DNA.
Risk Management Service offerings:-
- Risk - Evaluation/Inspection/Audit & Reporting
- Due-Diligence – Current Insurances/Indemnity advisory/Renewals
- Capital Assets Valuation for loss coverage
- Claims Management
- Regulatory Compliances- IRDA/SEBI/ICDR
Key Domain Areas:-
- Property Risk- Physical Assets
- Financial Risk- Monetary Loss
- Liability Risk- Operational Loss
- People Risk- Employees Loss
Please find enclosed our Company brief introduction and services brochure for your kind consideration and give us a chance to be your preferred risk knowledge partners for a mutual alliance.
“We are quoted in recent Economic Times news as among fastest growing risk consulting firms in India.” (Click for more details).
Prince George's Community College: Orientation to the CPA ProfessionRebekah Brown, CPA
Presentation at Prince George's Community College to students interested in pursuing a career in accounting. Overview of the profession including frequently asked questions.
#RoadFromRyerson | A Story of Social Media and Graduate Student TransitionBailey Parnell
We invest a lot of resources into supporting the transitional needs of our incoming students, but pay less attention to the outgoing transition. A group of staff at Ryerson have started to change the way they support graduating students. Come learn about how we used transition theory to inform an innovative, collaborative pilot project (#RoadFromRyerson), and our vision for the future. Share your best practices and leave with many more ideas from our brainstorming session.
It gives me immense pleasure to introduce our firm “Riskpro” founded in 2009- a specialized risk management consulting by our Founders who are qualified risk specialists with diverse work experience in India, Middle East, Europe & US across industries & FI’s.
In continuation of our fast growing presence and business trajectory, I would like to welcome you and share towards launch of RiskPro Insurance Risk advisory Services which is an addition to our existing bouquet of Risk advisory , Consulting, Training & Human Capital Services to corporates across India currently being serviced through our multi location delivery locations in major metros with total presence in 11 Indian cities network already. Our dedicated experts team who are qualified seasoned professionals in Insurance industry across diverse business domains with right blend of optimal solutions for high performance business results.
Insurance business , like any other industry has evolved with new business models, government and regulatory changes, increased market players and de-regulation which has impacted functioning of major insurance players (General, Life)to generate business and also adhere to compliances imposed by governing authorities within volatile global paradigm, which necessitates the need for prudent risk management framework in Insurance businesses. Riskpro with its precise risk-reward approach is your ideal partner in de-risking of your insurance business operating model with risk management value proposition for a long-lasting embedded tenet in your business DNA.
Risk Management Service offerings:-
- Risk - Evaluation/Inspection/Audit & Reporting
- Due-Diligence – Current Insurances/Indemnity advisory/Renewals
- Capital Assets Valuation for loss coverage
- Claims Management
- Regulatory Compliances- IRDA/SEBI/ICDR
Key Domain Areas:-
- Property Risk- Physical Assets
- Financial Risk- Monetary Loss
- Liability Risk- Operational Loss
- People Risk- Employees Loss
Please find enclosed our Company brief introduction and services brochure for your kind consideration and give us a chance to be your preferred risk knowledge partners for a mutual alliance.
“We are quoted in recent Economic Times news as among fastest growing risk consulting firms in India.” (Click for more details).
Prince George's Community College: Orientation to the CPA ProfessionRebekah Brown, CPA
Presentation at Prince George's Community College to students interested in pursuing a career in accounting. Overview of the profession including frequently asked questions.
IRDA Mock Test Life Insurance Advisory Examination (Kaun Banega Insurance Adv...project1973
The game is prepared with a purpose to Entertain as well as Prepare the person for Life Insurance Advisory Examination to get the Licence.
It helps to increase the total pass percentage of Advisory Examines in the Agency and makes the person well aware of the various aspects of IRDA.
Recommendations for companies to increase quantity and quality of collegiate talent recruiting efforts. Simple but profound changes in strategies by employers engaging in campus recruiting campaigns can yield greater exposure to career minded college students. Presentation reviews both student and employer attitudes regarding job search calendars, relevance of career fairs and campus events, use of social/digital media in collegiate talent recruitment, and how employers fail to differentiate their opportunities from their talent competitors.
Slidedeck available as .pdf presentation for download by linking to my Box.com account or contact me and I will send .pps presentation to you.
Andrew Maguire - 2016 State of College HiringLooksharp
Each year, Looksharp surveys over 20,000 students
from more than 1,000 universities across the country to understand how students and recent grads experiences and perceptions are changing. The 2016 report covers everything from salary expectations from graduating seniors and the rising importance of work-life balance to the growth of Computer Science related coursework and the push for recruiters to make an impression on High School students.
Andrew is founder and CEO of InternMatch (now Looksharp). Founded in 2009, Looksharp is the largest platform dedicated to launching the career of every student. Since inception, Looksharp has served millions of students and thousands of employers across the US. In his free time, Andrew enjoys skiing, playing tennis, learning about Blockchain, reading Sci Fi, and playing chess. Andrew also advises several startups with a focus on education and talent.
Financial planning playa avery important roli in our economy..Financial planning is like all other phases of life; it involves choices
Spend now or save for later?
Pay off existing bills or increase retirement savings?
Focus savings dollars on short term or long term goals?
A true financial plan does not focus one aspect or product, but instead seeks to take all areas of planning into consideration when making financial decisions.
#RoadFromRyerson: A New Pathway for Graduating Student Transition Support - R...Ryerson Student Affairs
Start From Within: #RyersonSA PD Conference 2016
#RoadFromRyerson: A New Pathway for Graduating Student Transition Support
by Rachel Barreca, Andrew Bisnauth, and Bailey Parnell
We invest a lot of resources into supporting the transitional needs of our incoming students, but pay less attention to the outgoing transition of graduating students. For some, this is a new challenge, as the formal education portion of their lives comes to an end and gets replaced by the world of work. Come learn about how we’re using Schlossberg’s transition theory (1981) and Fisher’s Process of Transition model (2012) to inform an innovative, collaborative pilot project (#RoadFromRyerson), and about our vision for future programming for our graduating students.
I have created my Painted Picture as part of the Freedom Plan by Natalie Sisson. This is my vision on how my business and life will be by December 31st, 2017
Thank you for reading and sharing! You are now a part of my vision just by reading it :)
I hope it inspires you to create your own Painted Picture
A Mile in Their Shoes: Building Empathy Through Experience Maps and PersonasmStoner, Inc.
The process is highly emotional, fraught with anxiety, and influenced by many sources of information. As marketing and enrollment professionals, we must understand the factors that drive this important choice — as well as the thoughts and emotions our target audiences experience — in order to develop empathy for the groups that we serve.
IRDA Mock Test Life Insurance Advisory Examination (Kaun Banega Insurance Adv...project1973
The game is prepared with a purpose to Entertain as well as Prepare the person for Life Insurance Advisory Examination to get the Licence.
It helps to increase the total pass percentage of Advisory Examines in the Agency and makes the person well aware of the various aspects of IRDA.
Recommendations for companies to increase quantity and quality of collegiate talent recruiting efforts. Simple but profound changes in strategies by employers engaging in campus recruiting campaigns can yield greater exposure to career minded college students. Presentation reviews both student and employer attitudes regarding job search calendars, relevance of career fairs and campus events, use of social/digital media in collegiate talent recruitment, and how employers fail to differentiate their opportunities from their talent competitors.
Slidedeck available as .pdf presentation for download by linking to my Box.com account or contact me and I will send .pps presentation to you.
Andrew Maguire - 2016 State of College HiringLooksharp
Each year, Looksharp surveys over 20,000 students
from more than 1,000 universities across the country to understand how students and recent grads experiences and perceptions are changing. The 2016 report covers everything from salary expectations from graduating seniors and the rising importance of work-life balance to the growth of Computer Science related coursework and the push for recruiters to make an impression on High School students.
Andrew is founder and CEO of InternMatch (now Looksharp). Founded in 2009, Looksharp is the largest platform dedicated to launching the career of every student. Since inception, Looksharp has served millions of students and thousands of employers across the US. In his free time, Andrew enjoys skiing, playing tennis, learning about Blockchain, reading Sci Fi, and playing chess. Andrew also advises several startups with a focus on education and talent.
Financial planning playa avery important roli in our economy..Financial planning is like all other phases of life; it involves choices
Spend now or save for later?
Pay off existing bills or increase retirement savings?
Focus savings dollars on short term or long term goals?
A true financial plan does not focus one aspect or product, but instead seeks to take all areas of planning into consideration when making financial decisions.
#RoadFromRyerson: A New Pathway for Graduating Student Transition Support - R...Ryerson Student Affairs
Start From Within: #RyersonSA PD Conference 2016
#RoadFromRyerson: A New Pathway for Graduating Student Transition Support
by Rachel Barreca, Andrew Bisnauth, and Bailey Parnell
We invest a lot of resources into supporting the transitional needs of our incoming students, but pay less attention to the outgoing transition of graduating students. For some, this is a new challenge, as the formal education portion of their lives comes to an end and gets replaced by the world of work. Come learn about how we’re using Schlossberg’s transition theory (1981) and Fisher’s Process of Transition model (2012) to inform an innovative, collaborative pilot project (#RoadFromRyerson), and about our vision for future programming for our graduating students.
I have created my Painted Picture as part of the Freedom Plan by Natalie Sisson. This is my vision on how my business and life will be by December 31st, 2017
Thank you for reading and sharing! You are now a part of my vision just by reading it :)
I hope it inspires you to create your own Painted Picture
A Mile in Their Shoes: Building Empathy Through Experience Maps and PersonasmStoner, Inc.
The process is highly emotional, fraught with anxiety, and influenced by many sources of information. As marketing and enrollment professionals, we must understand the factors that drive this important choice — as well as the thoughts and emotions our target audiences experience — in order to develop empathy for the groups that we serve.
#ROADTOCACUSS
Nick Asquini, Hamza Khan, Jen Gonzales, Kait Asquini, Troy Murray
#ROADTOCACUSS is an introduction to 5 RyersonSA professionals' journey to CACUSS, how it inspired and informed their work, and how it can be replicated.
Student Staff Wellness: Ensuring Wellness is Priority #1 - Brandon Smith and ...Ryerson Student Affairs
Student Staff Wellness: Ensuring Wellness is Priority #1
by Brandon Smith and Ian Crookshank
What is more important for an individual?: wellness, academic performance or role expectations? The fall of 2014 saw a rise in a-typical, high level incidents, which impacted student staff. Combined with feedback expressed in individual meetings between students and the Director, a clear need for a wellness program was established. Now a full year after launching the program, we will provide data, insights and discussion on how we are prioritizing wellness and shifting organizational culture in Housing and Residence Life.
Planting Roots: Assisting International Students in Navigating the Immigratio...Ryerson Student Affairs
Planting Roots: Assisting International Students in Navigating the Immigration Process
by Wincy Li
International students are increasingly viewed as potential skilled immigrants by Canada and the United States, but immigration is a complex goal and an onerous process. Fortunately, international students are also resourceful individuals who are adept at seeking out resources on campus that help them navigate the process. This session will present findings from a study that examined these students' experience with student services through their immigration journey, providing insights into how services can be improved to address their interconnected needs.
Cultural Adaptation Education: Beyond eye contact and the handshake… - Paulin...Ryerson Student Affairs
Cultural Adaptation Education: Beyond eye contact and the handshake...
by Paulina Nozka
Addressing the needs of Ryerson University’s culturally diverse student population, originating from 146 countries, the Career Centre has developed a workshop to increase students’ awareness of the multiple facets of Canada’s work culture. The aim of this innovative workshop, based on the research of Geert Hofstede, is to provide students with a deeper understanding of how to excel and progress in the Canadian workplace.
Ryerson's Career Checkpoint: Embedding Student Development into On-Campus Job...Ryerson Student Affairs
Ryerson's Career Checkpoint: Embedding Student Development into On-Campus Jobs
by Paulina Nozka & Kaitlyn Taylor-Asquini
As part of its commitment to preparing students for life after graduation, Ryerson University is embedding learning outcomes and implementing a professional development program into its 1,000+ on-campus student jobs. Informed by leading theories in student and career development, Career Checkpoint is composed of five key components, including supervisor toolkits and a student employee development program. The pilot year includes test and control groups involving multiple University departments, to demonstrate the benefit of embedding co-curricular learning in the workplace.
#RoadToRyerson: How To Run An Impactful Social Media Campaign - Bailey ParnellRyerson Student Affairs
#RoadToRyerson: How To Run An Impactful Social Media Campaign
by Bailey Parnell
Summer of 2015 marks the second successful #RoadToRyerson campaign at Ryerson University in Toronto, Canada. What started as 5 incoming students sharing their diverse stories of coming to post-secondary school has now turned into a cross-campus initiative to connect everyone to a central, inclusive story of transition. As someone who's done this for large educational and media brands, this presentation will use #RoadToRyerson as a case study in how to produce a successful social media campaign. It will highlight how we incorporated Schlossberg's transition theory and give a concrete guide to doing this at your campus or for your brand.
Navigating the First Generation Student’s Culture - Allysa Martinez, Rudhra P...Ryerson Student Affairs
Start From Within: #RyersonSA PD Conference 2016
Navigating the First Generation Student’s Culture
by Allysa Martinez, Rudhra Persad, & Zayan Rafeek
In this session, you will learn how to create exceptional experiences for First Generation Students. You will hear from a current Ryerson First Generation Student about the necessary shift in behaviours, practices, and intrinsic values during his journey through post-secondary education. We will explore promising practices the Tri-Mentoring Program has developed through the First Generation Project to support students in navigating this shift. You will engage in breakout activities to formulate practical next steps to incorporate supports for First Generation students in your work.
Competency Idea Generator - Annie Jiang, Aleksandra Kulesza, and Akeisha LariRyerson Student Affairs
Start From Within: #RyersonSA PD Conference 2016
Competency Idea Generator
by Annie Jiang, Aleksandra Kulesza, and Akeisha Lari
Pre-conference competency talk.
Managing Projects: Experiences from Two Non-Project Managers - Ian Ingles & K...Ryerson Student Affairs
Start From Within: #RyersonSA PD Conference 2016
Managing Projects: Experiences from Two Non-Project Managers
By Ian Ingles & Keitha Prospere
This past year, Ian Ingles and Keitha Prospere engaged in several projects across multiple areas of focus and of varying sizes. Both Ian and Keitha are relatively new to their individual roles within Ryerson SA and took on several key projects over the past year. As two “non” project managers, they will share their experiences, the challenges encountered and what was learned working on a variety of projects across different areas of focus in a post-secondary educational environment. Ian and Keitha will present the tips, suggestions and best practices they discovered through their own unique journeys in new roles within Ryerson SA.
Creative Immersive and Sustainable Staff Development - Aleksandra KuleszaRyerson Student Affairs
Start From Within: #RyersonSA PD Conference 2016
Creative Immersive and Sustainable Staff Development
by Aleksandra Kulesza
The Supported Learning Group (SLG) program has worked to shift away from a form of transactional employment (clock-in, clock-out) to development employment (engage, learn, share). The Supported Learning Group program has done this through the development of the SLGrowth Development Plan, a student leader growth and training plan offered to SLG staff. This plan included individual and group learning opportunities through peer observations, development meetings, team debriefs and video observations. This presentation will explore how supervisors and program coordinators can explore new avenues to engage student staff and how staff can become leaders of their own development.
Maximizing Effectiveness, Efficiency, and Staff Satisfaction: Real Possibili...Ryerson Student Affairs
Presentation created by: Dr. Sarah Thompson
Amidst an enduring period of fiscal restraint, there has been a marked increase in routine and crisis cases presenting to Canadian post-secondary counselling centres. Various approaches have been taken to solving this problem including soft and hard session caps, increased time between therapy sessions, increased wait times, and discussions of outsourcing counselling.
This presentation outlined approaches at Ryerson’s Centre for Student Development and Counselling (CSDC) to transforming student development and mental health care. Through a systematic review of structures, staffing, and systems, and through individual and team self-reflection, we are developing, piloting and strengthening our capacities across eight key sub-systems to create an integrated, proactive, and transformative developmental model of interventions that fosters student well-being and health.
Speaking your Language was a project was a tri-institutional partnership between University of Toronto, OCAD University, and Ryerson University. We had a phenomenal working group of international educators, counsellors, and student life colleagues, and were joined by an even more phenomenal group of student volunteers. The intention of the collaboration between the schools was to combine our student populations as well as access to resources as our campuses are quite close.
Career Education Re-imagined: Ryerson’s New Model of Holistic Career DevelopmentRyerson Student Affairs
Career Education Re-imagined: Ryerson’s New Model of Holistic Career Development
Caroline Konrad, Director, Career Centre and Rachel Barreca, Lead Campus Engagement Consultant, Ryerson University
Ryerson is transforming the way our students engage with their career education. This presentation shares key facets of the Ryerson Career Model, including proactive, thoughtful collaborations with Student Affairs partners and an integrated approach which bases teams both in Faculty and the Career Centre. The session will also cover how the model, which is grounded in student development theory, takes into account the diverse needs of equity-seeking groups, and focuses on delivery formats which emphasize peer learning and formal engagement with student groups and leaders.
Presentation created by: Brandon Smith and Ian Crookshank
What is more important for an individual: wellness, academic performance, or role expectations? This fall, Ryerson University Housing & Residence Life saw an influx in a-typical, high level incidents. This, combined with feedback expressed in individual meetings between paraprofessionals and the Director, demonstrated a clear need for a wellness program which was launched in January. This presentation will discuss findings, learning, and next steps to ensure the paraprofessional staff team are supported as people first.
Teamwork Makes the Dream Work: Creating & Managing In-House Creative Agencies
BY: Hamza Khan, Bailey Parnell, Lucas Gobert, Tesni Ellis, Donica Willis, & Troy Murray
August 2014: John Austin forms Student Affairs Creative—a group of writers, editors, designers, community managers, and social media marketers that consolidates marketing & communications resources across the Ryerson Student Affairs portfolio. How do we bring value to our colleagues’ projects that support the whole student? Could this strategy work at your institution? Join us to hear Creative’s journey from idea to inception, and learn about our unique model for consolidating marketing & communication resources.
Service Assessment Tool for Post-Secondary Student Mental Health
Su-Ting Teo, Ryerson University, Meg Houghton, Humber College, Cheryl Washburn, UBC, John Meissner, Carleton University
In follow up to the CACUSS 2014 presentation: “In House and Outsourced Health and Counselling Services: How Do They Stack Up?”, a group of practitioners representing diverse post-secondary institutions across Canada will present a paper to assist campuses in making objective decisions regarding health and counselling services to best meet the needs of their students.
Road From Ryerson: A New Pathway for Graduating Student Transition Support
Presentation created by: Rachel Barreca, Andrew Bisnauth, Bailey Parnell
According to Schlossberg (1981), transition occurs when an event (or non-event) changes our assumptions about the world and our place in it as well as our subsequent behaviour and relationships. Higher education pays a lot of attention to the ‘moving in’ transitional needs of new students. Traditionally, less concentrated attention is paid to the ‘moving out’ phase. While Career & Alumni programming provide support to graduating students at most institutions, we don’t offer many activities designed to help people recognize and process the impact of transition on identity and mental health. A small group of staff at Ryerson is changing how our students are supported through this transition with a new program called #RoadFromRyerson. We aim to fill an existing gap in programming and create a more holistic developmental experience in the lifecycle of Ryerson students.
Our presentation starts with an explanation/review of Schlossberg’s theory and a detailed description of our program through the lens of this theory. We share the results of our initial program and the next steps we want to take to expand the project with more partners so we can meet more of our students’ needs during their final year on campus. Finally, we will run an interactive activity designed to uncover best practices of graduation transition support on other campuses and to help participants commit to a new practice at their home institution.
Bridging the Gap from Hospital to School: Lessons learned from the NAvigaTe Project.
BY: Su-Ting Teo, Ryerson University
Janine Robb, University of Toronto
Andrea Levinson, University of Toronto,
Sarah Bell, University of Toronto
Ryerson University, York University and the University of Toronto have partnered in the development and implementation of a program model that supports post-secondary students to connect to appropriate services during the critical transition back to school following a stay in hospital for a mental health reason. The goals of the NAvigaTe Project were to develop a program model and toolkit that could and be shared with other PSE institutions. This session will focus on sharing quantitative and qualitative data collected, as well as lessons learned from the implementation of the one-year pilot.
When Health Care Institutions and Post Secondary Collaborate to change the Landscape for Student Mental Health: The Case of the Mobile Mental Health Team
BY: Su-Ting Teo, Ryerson Unviersity
Karen Cornies, Redeemer University College,
Louisa Drost, Mohawk College
Recognizing the critical mental health needs of students, PSEs are looking for fast effective referrals. Partnerships with local health care agencies can be of tremendous benefit in providing such services. Join us to hear about Hamilton PSEs working with St. Joseph’s Hamilton Healthcare staff and community services to launch a collaborative initiative called the Youth Wellness Centre and the Mobile Mental Health Team. Hear about Ryerson’s efforts and be inspired to launch your own initiative!
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
The Art Pastor's Guide to Sabbath | Steve ThomasonSteve Thomason
What is the purpose of the Sabbath Law in the Torah. It is interesting to compare how the context of the law shifts from Exodus to Deuteronomy. Who gets to rest, and why?
This is a presentation by Dada Robert in a Your Skill Boost masterclass organised by the Excellence Foundation for South Sudan (EFSS) on Saturday, the 25th and Sunday, the 26th of May 2024.
He discussed the concept of quality improvement, emphasizing its applicability to various aspects of life, including personal, project, and program improvements. He defined quality as doing the right thing at the right time in the right way to achieve the best possible results and discussed the concept of the "gap" between what we know and what we do, and how this gap represents the areas we need to improve. He explained the scientific approach to quality improvement, which involves systematic performance analysis, testing and learning, and implementing change ideas. He also highlighted the importance of client focus and a team approach to quality improvement.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
We all have good and bad thoughts from time to time and situation to situation. We are bombarded daily with spiraling thoughts(both negative and positive) creating all-consuming feel , making us difficult to manage with associated suffering. Good thoughts are like our Mob Signal (Positive thought) amidst noise(negative thought) in the atmosphere. Negative thoughts like noise outweigh positive thoughts. These thoughts often create unwanted confusion, trouble, stress and frustration in our mind as well as chaos in our physical world. Negative thoughts are also known as “distorted thinking”.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
3. LEARNING OUTCOMES
1. Schlossberg’s Transition Theory (1981) & Fisher’s Process
of Transition model (2012)
2. ‘Challenge and support’
3. Recognize gaps in programming
4. Best practices relating to graduating student transition
support
5. Role of technology and social media
14. WHY?
Students
“Faculties don’t promote
Alumni Relations
department.”
“Graduating students
need to know what they
can come back for help
with.”
Alumni
“No communication
about what to expect
after graduation.”
“Didn’t know what alumni
relations was really as a
student.”.
“Let grads know that
there is a support system
of alumni and facilitate
connection.”
15. NOT JUST A HASHTAG
ConversationConnection Community
19. OTHER EVENTS
○ Graduating Student Leader Reception
○ Networking Reception
○ Speaking Your Language
○ New Grad Job Fair
○ Classrooms to Careers
○ Convocation
20. HOW WE COLLABORATED
○ Created a unified team
○ Held regular stakeholder meetings
○ Created a single brand
○ Supported each other
○ Provided feedback
○ Debriefed to improve
21. ONLINE CAMPAIGN
Place your screenshot here
Twitter
● 1.1K+ Tweets (4K)
● 2.5M Impressions
(10M)
Blog
● 13.2K+ Blog Reads
Instagram
● 500+ Posts
27. ANECDOTES
“After writing my last exams
I was not sure what I
wanted to do. I felt
disappointed that I didn’t
have my career together,
and confused as to how all
the hard work I had put into
my career thus far could
have possibly left me
feeling as though I was
starting from scratch.”
Danielle D’Costa
“As an international
student, I am expected to
have a backup plan, a place
to go if I don’t stay in
Canada, career prospects
abroad and such. The
scariest thing for me now is
that I don’t. If I were to leave
Canada, I would head to
Pakistan, my country of
citizenship and the place
my parents were born and
raised. Although Pakistan is
my country of citizenship, I
never lived there.”
Syed Mahmood
“To be honest, I feel like I’ve
been a rollercoaster of
emotions ever since I wrote
my last final exam of
undergrad last month. I go
through a cycle of feelings
every day.. excited, happy,
relieved, and more recently
really anxious and nervous.”
Sarah Joaquin
32. Wins
○ Identified & connected
with key stakeholders
○ Collaboration
○ The Last Lecture
○ Uptake in Hashtag
○ Interest in Blogging
○ Supervisors believed in
us
WINS & OPPORTUNITIES
Opportunities
○ More Lead Time
○ Expanding the
Conversation
○ Staff Lead Conversation
○ Last Lecture Assessment
○ New Digital Campaign
33. I commit to ____ at @YourInstitution.
#RoadFromRyerson
e.g. I commit to understanding Schlossberg’s
theory at @RyersonU. #RoadFromRyerson
34. OUR TO-DO LIST
1. Identify Stakeholders
2. Identify Existing Support
3. Identify Gaps
4. Identify Opportunities
35. YOUR TO-DO LIST
1. Engage with
#RoadFromRyerson
2. Brush up on transition
theory
3. Start the conversation in
your department
36. QUESTIONS?Thank you for learning with us!
Nous vous remercions pour avoir appris avec nous!
@BaileyParnell
@moxywoman
@LesleyDSz
ryersonstudentaffairs.com
Editor's Notes
Use your pronouns
Rachel
At the end of this session participants will be able to:
Understand and apply basic concepts from Schlossberg’s Transition Theory (1981) & Fisher’s Process of Transition model (2012).
Understand and apply the concept of ‘challenge and support’ in their practice.
Recognize the gaps in programming within student affairs divisions/higher education institutions relating to graduating student transition support.
Understand and integrate best practices relating to graduating student transition support.
Understand how technology and social media can be used to support graduating students in their transitions.
ACPA & NASPA Professional Competencies: Advising & Supporting AND Social Justice & Inclusion
Rachel
Nancy Schlossberg’s model for analyzing human adaptation to transition
According to Schlossberg (1981), transition occurs when an event (or non-event) changes our assumptions about the world and our place in it as well as our subsequent behaviour and relationships
changes our relationships, routines, assumptions, and roles
Transition process has three components:
approaching change, taking stock, and taking charge
A transition exists only if it is perceived as one by the person experiencing it.
Whatever the transition may be, it is more important to focus on how it interacts with:
the context,
skill-sets,
characteristics, and
perceptions of the person involved.
THIS is what helps us understand the meaning of the transition.
Three types of transitions:
anticipated - example? (graduation)
unanticipated - example? (sudden loss of job)
non-event - example? (not getting a promotion)
4 types
not going into now
Context - person’s relationship to transition and the setting it takes place in.
Impact determined by the degree transition alters daily life.
Negative and positive transitions can both cause stress.
Multiple concurrent transitions can compound stress.
Impact of transition and our ability to adapt is influenced by the ratio between our “assets and liabilities”
Transition is a process that takes place over time.
move from preoccupation with to integration of the transition
time this takes will vary
may lead to growth, but decline also possible
can be viewed with ambivalence
Taking charge: moving in, through, and out of transition.
These are the phases of transitions
Taking stock: 4 s’s of transition: situation, self, support, and strategies
4 major sets of factors that influence our ability to cope with transition
What resources do we have in these areas?
As we talked about a minute ago, the impact of change is based on the ratio of these assets and liabilities
This explains why different people react differently to the same situation or why the same person reacts differently at different times
Situation
Timing
Role change
Previous experience with a similar transition
etc.
Self
Personal and demographic characteristics
Psychological resources
Support
Social support
Strategies
Three types
Four modes
Flexibility and mixed methods is most effective way to cope
IN SUMMARY - TO CONNECT ROAD FROM RYERSON WITH SCHLOSSBERG’S THEORY
GRADUATION IS AN ANTICIPATED EVENT THAT BRINGS BOTH POSITIVE & NEGATIVE CHANGES
WE ARE TRYING TO HELP OUR GRADUATING STUDENTS AS THEY APPROACH AND GO THROUGH THESE CHANGES TO TAKE STOCK AND TAKE CHARGE, AND MAKE MEANING OF THESE CHANGES
John Fisher’s Process of Transition model (2012) deals with how people respond to change through eight stages.
Anxiety
The awareness that events lie outside one’s range of understanding or control. Fisher believes the problem here is that individuals are unable to adequately picture the future. They do not have enough information to allow them to anticipate behaving in a different way within the new organisation. They are unsure how to adequately construe acting in the new work and social situations.
Happiness
The awareness that one’s viewpoint is recognised and shared by others. The impact of this is twofold. At the basic level there is a feeling of relief that something is going to change and not continue as before. Whether the past is perceived positively or negatively, there is still a feeling of anticipation and even excitement at the possibility of improvement. On another level, there is the satisfaction of knowing that some of your thoughts about the old system were correct (generally, no matter how well we like the status quo, there is something that is unsatisfactory about it) and that something is going to be done about it.
Fisher says that the happiness phase is one of the more interesting phases and may be (almost) passed through without knowing. In this phase it is the “Thank goodness, something is happening at last” feeling coupled with the knowledge that, if we are lucky/involved/contribute, things can only get better.
Fear
The awareness of an imminent incidental change in one’s core behavioural system. People will need to act in a different manner and this will have an impact on both their self-perception and on how others externally see them. However, in the main, they see little change in their normal interactions and believe they will be operating in much the same way, merely choosing a more appropriate, but new, action.
According to Frances (1999), fear and threat are the two key emotions that will cause us to resist change.
Threat
The awareness of an imminent comprehensive change in one’s core behavioural structures. Here people perceive a major change to what they believe to be their core identity or sense of self. The realisation that the change will have a fundamental impact on who we are, how we see ourselves and what is key in our personality to us as individuals. This is the shock of suddenly discovering you’re not who you thought you were! It is a radical alteration to our future choices and other people’s perception of us as individuals. Our old choices are no longer ones that will work. In many ways this is a “road to Damascus” type of life-changing experience. In this phase, people are unsure as to how they will be able to act/react in what is, potentially, a totally new and alien environment; one where the old rules no longer apply and there are no new ones established as yet.
Guilt
An awareness of a dislodgement of our self from our core self perception. We are not who we thought we were! Once the individual begins exploring their self-perception, how they acted/reacted in the past and looking at alternative interpretations they begin to re-define their sense of self. This, generally, involves identifying what are their core beliefs and how closely they have been to meeting them. Recognition of the inappropriateness of their previous actions and the implications for them as people can cause guilt as they realise the impact of their behaviour. Another of the emotions that may have an impact here is that of shame. This is the awareness of a negative change in someone else’s opinion of you from what you think it should be. The recognition of this shift in our own and other people’s opinion then leads into the next stage.
Depression
The awareness that our past actions, behaviours and beliefs are incompatible with our core construct of our identity. The belief that our past actions mean we’re not a very nice person after all! This phase is characterised by a general lack of motivation and confusion. Individuals are uncertain as to what the future holds and how they can fit into the future “world”. Their representations are inappropriate and the resultant undermining of their core sense of self leaves them adrift with no sense of identity and no clear vision of how to operate.
Gradual acceptance
Here we begin to make sense of our environment and of our place within the change. In effect, we are beginning to get some validation of our thoughts and actions and can see that where we are going is right. We are at the start of managing our control over the change, making sense of the “what” and “why” and seeing some successes in how we interact – there is a light at the end of the tunnel! This links in with an increasing level of self-confidence and an awareness of the goodness of fit of the self in one’s core role structure, i.e. we feel good that we are doing the right things in the right way.
Moving forward
In this stage, we are starting to exert more control, make more things happen in a positive sense and are getting our sense of self back. We know who we are again and are starting to feel comfortable that we are acting in line with our convictions, beliefs, etc and making the right choices. In this phase we are, again, experimenting within our environment more actively and effectively.
Possible de-railers of transition:
Denial
This stage is defined by a lack of acceptance of any change and denies that there will be any impact on the individual. People keep acting as if the change has not happened, using old practices and processes and ignoring evidence or information contrary to their belief systems. In many ways when we are faced with a problem, or situation, we don’t want, or one that we believe is too challenging to our sense of self we constrict or narrow our range of construction. In this way we eliminate the problem from our awareness. The “head in the sand” syndrome: if I can’t see it, or acknowledge it then it doesn’t exist!
Anger
Fisher came to recognise over time that there seemed to be some anger associated with moving through the transition curve, especially in the earlier stages as people start to recognise the wider implications of change. This is not always present as it seems to be dependent on the amount of control people feel they have over the overall process. The focus of the anger also changes over time. In the first instance, for those where change is forced on them, the anger appears to be directed outward at other people. They are blamed for the situation and for causing stress to the individual. However, as time progresses and the implications grow greater for the individual, the anger moves inwards and there is a danger that this drives us into the guilt and depression stages. We become angry at ourselves for not knowing better and/or allowing the situation to escalate outside our control.
Disillusionment
The awareness that your values, beliefs and goals are incompatible with those of the organisation. The pitfalls associated with this phase are that the employee becomes unmotivated, unfocused and increasingly dissatisfied and gradually withdraws their labour, either mentally (by just “going through the motions”, doing the bare minimum, actively undermining the change by criticising/complaining) or physically by resigning.
Hostility
The continued effort to validate social predictions that have already proved to be a failure. The problem here is that individuals continue to operate processes that have repeatedly failed to achieve a successful outcome and are no longer part of the new process or are surplus to the new way of working. The new processes are ignored at best and actively undermined at worst.
Individuals pass through these stages differently, but the two that can cause the most resistance to change are:
“fear” AND
“threat”.
Timing is extremely important when guiding people through change,
Also important to find a number of champions who have successfully navigated, or are in the process of navigating, a similar change.
We can help our students work through their feelings of fear and threat by:
listening to and validating their viewpoints at intentional, strategic points in their time at our institutions.
This, in turn, can have a significant impact on resistance to change, and
open our students up to new opportunities for success and happiness long before graduation day.
Rachel
Ask group to contribute
Rachel
This is the crux of our presentation.
RACHEL
Rachel & Lesley’s personal experiences with their transitions.
Our informal conversations
Lesley’s decision to start The Last Lecture at Ryerson
Our conversations facilitated easy collaboration and it fit into Rachel’s new role in the Career Centre perfectly
Our background in theory gave us a strong foundation
At some point, our collaboration for The Last Lecture developed enough into Road From Ryerson - and our vision for the future of RFR was big enough - that we knew we needed to create a one-page memo/proposal to our ED of RyersonSA and our supervisors.
This had theory throughout and collaboration is emphasized.
Meant that we had buy in and support from above.
John is an ED who creates space and support for this kind of initiative, creativity, etc.
BAILEYResearch done by Alumni Relations at Ryerson told us…
From Alumni Focus Group:
- No transition communication about student to graduate transition – what to expect after graduation
- Didn’t know what Alumni Relations was really as a student
From Student Focus Group:
- Students are directed to Career Centre by faculties for any information about life after graduation and to connect with alumni
- Faculties don’t promote Alumni Relations department
- Give back messaging should be imbedded into the student experience so that they are aware of Alumni Relations and the role of it after they graduate
- Without alumni speaking to students it’s hard to know what the possibilities are after graduation
- Graduating students need to know what they can come back to help with
- Let grads know that there is a support system of alumni and facilitate connection
- Provide value to alumni to give back and stay involved – i.e. free career services, career building program
Bailey
It’s a hashtag, but it is so much more.
We know that the road towards convocation and beyond can be quite daunting at times.
It will feel so good to cross that stage on graduation day, but there is a lot to do and figure out first, and it means saying goodbye to favourite people and spaces as well as to an important time in your life.
We want to make that road easier AND
to facilitate reflection, community,conversations, and connections to help deal with these changes.
When this hashtag is used it is attached with an event or program or activity geared towards helping students prepare to graduate from Ryerson.
Challenge and support. Being pushed out over challenge but not oo much without support
Conversation and community talking about it. We’ve created a place where students can relate and find support in each other. COnversation acts as another form of support if you remember from 4 S’s of support
This commujnity and conversation is a strategy that helps them navigate fear and threat which are the two biggest barriers to successfully navigating changefrom fisher
In creating a unified graduating transition program, we combined forces by combining many different events. We took one new idea and connected it to a pre-existing event to kick off the transition period with one big celebration.
The idea came up in Student Life - the department I work in - to host a Last Lecture. It was done at other universities and colleges across the US and Canada and was fairly familiar but never done at Ryerson.
In brief conversations with other departments on campus, we found a team who either had ideas for new programming or needed to change existing programming to better serve their target population. Instead of working separately, we decided to bring all of these programs under a single banner, #RoadfromRyerson. We’ll talk about the overarching campaign a bit later, but right now we’ll chat about the events, and how we got to where we are today.
As a part of the #RoadfromRyerson campaign there were several events which would kick off the transition, and lead all the way to Convocation in the Spring.
The cornerstone event was the combination of The Last Lecture & the Alumni Expo.
The last lecture was made popular by Randy Pausch at Carnegie Mellon, when he did his last lecture after being diagnosed with Cancer. Unfortunately there’s no time to play it here, but there is a video of his presentation on youtube and we’ve included the URL in our hand out, if you’re interested in viewing it later.
To keep it in line with the collaborations fostered through the theme of graduating student transition we solicited an Alumni Speaker who would be engaging and relevant to our graduating class. In addition to that we had a popular Faculty Speaker and auditioned students to participate as our graduating student speakers.
The process went something like this:
1. We reached out to Alumni Relations to secure an alumni speaker, who was again, engaging and relevant.
2. Due to time constraints, and the need for the inaugural event to be as high impact as possible, we sought out an engaging Faculty member. In the future we may open it up for students to decide who their Faculty speaker will be.
3. In seeking a graduating student speaker(s), we created a program proposal form which students would complete if interested in becoming the student speaker(s) for the event.
After forms were collected, we scheduled auditions and asked students to prepare their presentation for how they would perform them on the day of the event. We had 11 students sign up, with 8 eventually auditioning with us. When the student speakers were selected, we scheduled meetings with them to examine the feedback from the auditions, work on presentation skills and delivery, as well as to make it more concise and engaging.
The Alumni Expo is hosted annually by our Alumni Relations office and is an event showcasing the programs and services available to graduates of Ryerson. In the last few years it was a program that was seeing declining student attendance, spurring them to consider a change in delivery and promotion. In asking Alumni Relations for help securing an alumni speaker for The Last Lecture, we were able to create a collaborative partnership where the last lecture and alumni expo would happen on the same day, assisting each other in the marketing of both events, and also drawing crowds from one event to the other.
This event takes place in a fair format, where sponsors and partners set up installations to promote their programs, services and deals. The planning of this event involved reaching out to all stakeholders to gauge interest in hosting a booth, once all interested parties were signed up, the layout was created. The layout was created in a way that would naturally guide students towards an adjoining room where the Last Lecture was being held. We captured attendance by swiping student ID cards through the Passport Program which is a platform available through CampusLabs. This helps us to collect student emails which has allowed us to connect with those students again with a follow-up survey.
There were two other things that happened on the night of The Last Lecture that we should mention:
A Graduating Student Leader Reception beforehand
A Networking Reception afterwards
To celebrate the successes of our engaged, involved student leaders on campus, and to encourage them to continue their support for the university by getting involved on the alumni side, Alumni Relations sponsored and hosted a Graduating Student Leader Reception, which was open to involved students from a number of departments and programs on campus. This also acted as a pre-event for the Last Lecture, which we hoped would have a large turnout and then translate into a good turnout at the Alumni Expo and Last Lecture.
After the Last Lecture and Alumni Expo there was a closing networking reception hosted by the Career Centre to celebrate the graduating class. This took place in the same space as the expo which would again give students the opportunity to visit the booths, but also to added a more ceremonious close to the event. Students, staff and Faculty were all present to network and learn more about what the Career Centre has to offer to alumni.
Other events connected to RoadFromRyerson on campus, include:
Speaking your language: Let's talk graduation
This was one installation in the let's talk series that included talks on mental health, relationships and other topics related to student life, health and wellness and academic success for International students. This session focused in articulating experiences, common transitional fears and issues surrounding graduating students.
New Grad Job Fair
was a collaboration between Ryerson and UofT. It was an opportunity for students about to graduate (and recent alumni) to meet potential employers and vice versa.
Classrooms to Careers an interactive one day program run by the Career Centre designed specifically for new graduates who are just starting their job hunt or who are having difficulty finding employment. Students learn effective strategies for gaining employment through networking, cold calling and using internet resources, in addition to employment preparation topics.
Convocation
I'm sure we all know this one, the final ceremony celebrating and honoring our graduating class. This was a major win for us, as we thought it would take at least a year or two before we could prove to the Convocation office that it would be beneficial to join us in this common branding for graduating student transition support and celebration. Luckily, RUStudentLife had some pre-existing relationships with key people and a strong enough and reliable brand that we made a successful pitch. The hashtag is in the official convocation programs. We will have an active presence at each ceremony to engage with students and add to our social media campaign. And we hope to have a live Twitter feed in the Ryerson Theatre while parents and family members await the graduands before the ceremony.
In bringing these events together we did the following things:
We created a unified group who were passionate, motivated and believed graduating student transition was important and worth resources.
We held regular stakeholder meetings updating on progress, new projects, challenges and successes. We also met with other departments on campus who had programming targeting the graduating student population; and proposed a comprehensive schedule of events and that were connected through a common campaign
We unified the entire transition under a single banner. At Ryerson, it was the #RoadfromRyerson campaign
We provided support for each collaborator in the planning and coordination of events, marketing, and provided feedback and support as necessary
After the event we held a program-wide debrief to improve programming for next year.
As mentioned earlier, #RFR was inspired by it’s counterpart, #RTR.
#RTR was quite similar in that students auditioned to be one of the 5 students who would share their journeys TO ryerson with their peers.
Orientation is the largest part of RUSL summer responsibilities, so our work shifted more towards incoming students as opposed to current students
RU Student Life was built on students telling their own stories and we thought it would be amazing for the same to be said for these incoming students
After choosing the 5 students, LG came on board as a sponsor and equipped each of the bloggers with a phone to document their experience and 18 more during orientation week.
the campaign ended up blowing up quantitatively and more importantly, qualitatively.
Students on both the blogging side and the one interacting with the hashtag said that this campaign “made it easier for them to come to Ryerson”. They said they “could relate to the stories”
It was these anecdotes & theory that told us this was a real need.
After that campaign, Rachel and her team and I and my team thought, had separate conversation about this. Graduate student transition vs. another roadTo
What is the online component? - BP
Start with a short “Why?” section.
Approach as a User’s Manual. What were the steps we took in general terms and then describe specifically what we did. This is the HOW TO.
One of the major success factors in both of these campaigns is the fact that the content is created by students, for students. #RoadToRyerson was conceptualized and executed by students as well.
Incorporating students into your process gets them more invested and ensures that we are producing content we know they will want to consume. We know they are writing in a way their peers would understand.
What makes it especially impactful is that through this online campaign we were able to combine what we know about transition theory, as Rachel pointed out with the authenticity of having students capture it themselves
It is a beautiful collaboration of those who know and understand the transition leading the campaign, student leaders guiding it further and then students legitimately sharing their process with us
We encourage you to incorporate students as much as possible into your process if it’s a possibility at all
Combination of theory which does help us and authenticity of students telling
Knowledgeable guiding it
Student leaders guiding it further
Students saying exactly what it feels like
Don’t be absolute
Don’t speak beyond my knowledge base
What is the online component? - BP
Start with a short “Why?” section.
Approach as a User’s Manual. What were the steps we took in general terms and then describe specifically what we did. This is the HOW TO.
[THIS WILL UPDATE BEFORE CACUSS]
We are still in the middle of the campaign, so we can’t give you summarizing statistics, however this is what has happened so far.
We’ve amassed _____ tweets causing over ___ impressions. The related blogd have over _____reads and there are over ___ instagram posts.
Staff vs. student involvement. changed as soon as the blogs started coming out. Being excited nd passionate. us to student leaders
These are currently the top words and hashtags associated with the campiagn, #Startedfromthebottom being a personal fave of mine
So far, this is telling us that this is something student want to engage with
What is the online component? - BP
Start with a short “Why?” section.
Approach as a User’s Manual. What were the steps we took in general terms and then describe specifically what we did. This is the HOW TO.
So how did we do all of this.
Audition Students
Through our student life brand, we publish the “What, How, Why” blog.
Here’s what we’re doing, here’s why we’re doing it and here’s how you can be involved. We ask them to submit a 30s video telling us about their time at Ryerson. This allows us to see their general demeanor. There are no requirements in terms of involvement or life after school. We look for:
Diversity of stories
program
gender diversity
maturity
cultural diversity
International student
Ability-based homogenous story
Launch Campaign & Introduce Students
We collect photos and information from the 5 students, build their pages and have our designers make some grapphics in order to visually connect the campaign. Then we have our big launch.
Have them produce weekly blogs
after their introductory blogs in launch week, the 5 students are required to writ weekly blogs updating on their personal stories and speaking to one or more aspects of their transition, We encourage them to be authentic and real. to open up.
Have them post social updates
Through out the weeks and between blog posts, we ask the 5 students to use social media to share their stories.
Encourage discussion with others
This is the part where we ask all other graduating students to participate. and share their stories as well, but we highlight the 5.
Digital component changing. We realized this format may not work best for outgoing students
ALumni expo changing
different spaces now
final 6 weeks of programming -- TMP
Lesley (opportunities) & Rachel (wins)
If you want to run something like this at your school, here’s some transferable ideas to consider based on our experience this year
WINS
We identified and connected with some of the key stakeholders regarding graduating student transition on campus.
Alumni was our first win - quite serendipitous.
Convocation was our BIG win - though it would take us at least a year before this happened, but some pre-existing relationships helped us get this department on board.
Collaboration
Off the side of everyone’s desk this year, as many pilot projects often are. Many hands make light work.
Meant that resources shared, both fiscal and human.
Our collective connections and abilities allowed us to do something that would have been next to impossible otherwise.
Met mandates for all of our departments and performance objectives for all staff involved.
The Last Lecture
Great speakers
Sense of occasion
Strong foundation to build on
Uptake in Hashtag
Give us momentum
Interest in Blogging
We had students who wanted to participate!
Supervisors who believed in us
Because we did our homework
We knew the #RoadToRyerson program had traction and that RUStudentLife came with social capital.
We knew our theory
We were good event planners
OPPORTUNITIES
Next year we will have more lead time
We want to expand the conversation
We’ve already had suggestions about who to bring into the conversation for next year because of the connections and the positive impressions we’ve made this year.
Staff lead conversation in the beginning - we need to continue to make it more of a student conversation
Last Lecture Attendance - we need to be more careful about registration next time because we had a tech problem this year
CHALLENGES
Space for events
Access to big spaces on campus is challenging.
This hinders our ability to get big name speakers because we can’t book them until we have a set date and we can’t get a set date until we have space booked.
We are an urban campus. There are a lot of distractions and our sense of community is challenging to create because we have so many commuter students.
Siloed campus at Ryerson, so sometimes there is more connection to Faculties and programs than centralized programming.
These are our challenges. Yours may be lack of social media resources or buy in from stakeholders that social media can work this way. Whatever they may be, we’re still making it happen, step by step, in spite of our challenges.
NEXT STEPS & FUTURE HOPES
Other units on campus will intentionally create activities to support our students’ transition out of higher education.
We have a vision to provide a year-round cycle of programming and support services promoted under #RoadToRyerson.
This could include participation from all six units within RyersonSA.
For example, the Counselling and Student Development Centre and Wellness could work on a campaign around the emotional and mental health aspects of transition, encouraging students to consider what the changes ahead might mean for them and learn about healthy ways they can adapt and cope.
The Career Centre could co-brand many of their job and career fairs, workshops, and career chats with the #RoadFromRyerson name.