Clair Canfield's VOCAB model provides a framework for effective collaboration through vulnerability, ownership, communication, acceptance, and boundaries. The document discusses each element of the model and provides tips for incorporating them into teamwork. It suggests taking time for reflection, setting group agreements, embracing different communication styles, taking accountability, and accepting realities outside of one's control. Practicing these concepts can help teams work through challenges, utilize individual strengths, and adapt to change.
Psychological Safety can make or break a team. To drive culture change people must feel safe to speak up and share their best ideas. Collective trust allows organizational development and accelerates teamwork and leadership.
Psychological Safety can make or break a team. To drive culture change people must feel safe to speak up and share their best ideas. Collective trust allows organizational development and accelerates teamwork and leadership.
A PowerPoint on the difference between a fixed mindset and a growth mindset. Includes links to videos on famous people who failed in the beginning, and how neurons work and how to make your brain smarter. Target audience is 4th-high school age students.
Making a successful transition from individual contributor to manager nov. ...michellebaker
This presentation was included in the November 2014 professional development session for Ball State University - "Making a Successful Transition from Individual Contributor to Manager"
GROW is one of the effective coaching models which is used for coaching high performance team or individual in earlier days, now it is been used by Corporate and business coaching.
In this session we will discuss some current research demonstrating how Psychological Safety is paramount in creating high performing teams.
The lack of psychological safety within teams is a common problem and we will discuss strategies for how to facilitate and foster an environment of safety in the context of difficult work situations.
We will also discuss the physiological basis for psychological safety and review the research backing the importance of this team dynamic.
Fear is the most pervasive, yet more powerful, emotion at work. Fearless teams embrace feedback, collaboration, and experimentation-- they feel free to speak up and share their emotions and ideas. How to move from FEAR to FEARLESSNESS.
Presentation on Decision Making & Critical Thinking with the inclusion of concepts like : 6 thinking hats & 5 whys approach. Be the master of your actions with powerful decision making skills. Its decision making skills which differentiate between an employee and leader. Be a leader, lead your team, lead your life.
A PowerPoint on the difference between a fixed mindset and a growth mindset. Includes links to videos on famous people who failed in the beginning, and how neurons work and how to make your brain smarter. Target audience is 4th-high school age students.
Making a successful transition from individual contributor to manager nov. ...michellebaker
This presentation was included in the November 2014 professional development session for Ball State University - "Making a Successful Transition from Individual Contributor to Manager"
GROW is one of the effective coaching models which is used for coaching high performance team or individual in earlier days, now it is been used by Corporate and business coaching.
In this session we will discuss some current research demonstrating how Psychological Safety is paramount in creating high performing teams.
The lack of psychological safety within teams is a common problem and we will discuss strategies for how to facilitate and foster an environment of safety in the context of difficult work situations.
We will also discuss the physiological basis for psychological safety and review the research backing the importance of this team dynamic.
Fear is the most pervasive, yet more powerful, emotion at work. Fearless teams embrace feedback, collaboration, and experimentation-- they feel free to speak up and share their emotions and ideas. How to move from FEAR to FEARLESSNESS.
Presentation on Decision Making & Critical Thinking with the inclusion of concepts like : 6 thinking hats & 5 whys approach. Be the master of your actions with powerful decision making skills. Its decision making skills which differentiate between an employee and leader. Be a leader, lead your team, lead your life.
Presentation led by David Gurteen from Gurteen Knowledge within the 'Individual' stream of the World Class theme at the APM Project Management Conference 2016
Libraries are continually developing new programs and services to meet the needs of their community. But designing for the future can be challenging. How do you identify where to make changes? How do you make changes without taking on too much risk? How do you measure and evaluate the success of new library programs and services?
This workshop is an interactive experience, guiding teams through a process to find solutions for real library challenges and problems. Participants work in teams and be guided through activities to identify innovative solutions, set goals, and manage risk. Activities will help participants develop design thinking skills and a growth mindset.
Participants walk away with basic principles of innovative design processes. Participants gain confidence and feel empowered to think about innovation and innovative ideas in their libraries. As a result, they will become better risk takers and be able to develop better solutions.
Workshop facilitated by Crystal Schimpf
Eastern Shore Regional Library
For inquiries & bookings, email info@kixal.com
A process model of learning
Grounded in a social-constructivist epistemology
Assumes effective learning requires the development of a community of learners that supports meaningful inquiry
Learning occurs because of the interaction of social, cognitive and teaching presence
Avoiding a Level of Discontent in Finding Aids: An Analysis of User Engagemen...Andrea Payant
As part of a multi-faceted research project examining user engagement with various types of descriptive metadata, Utah State University Libraries Cataloging and Metadata Services unit (CMS) investigated the discoverability of local Encoded Archival Description (EAD) finding aids. The research team put two versions of the same finding aid online with one described at the file (box or folder) level and the other at the item-level. Over a year later, the team pulled the analytics for each guide and assessed which descriptive level was most frequently accessed. The research team also looked at the type of search terms patrons utilized and wherein the finding aid they were located. Usage data shows that personal names are the most common type of search term, search terms are most commonly found in the Collection Inventory, and that the availability of item-level description improves discovery by an average of 6,100% over file-level descriptions.
How are MARC records performing in our search environment? This presentation will look at the process and results of a research project that analyzed how users’ search terms matched up with MARC fields, as well as how and where MARC records were displayed in search results lists. Presenters will discuss the process, the results of the project, and outline how attendees can implement similar research projects at their institutions, including tools and techniques they can use to analyze how their own records are surfacing in a search environment.
At Utah State University, a pilot project is under development to evaluate the benefits of tracking data sets and faculty publications using the online catalog and the Library’s institutional repository.
With federal mandates to make publications and data open, universities look for solutions to track compliance. At Utah State University, the Sponsored Programs Office follows up with researchers to determine where data has been or will be deposited, per the terms of their grant.
Interested in making this publicly discoverable, the Library, Sponsored Programs, and Research Office are working together to pilot a project that enables the creation of publicly accessible MARC and Dublin Core records for data deposited by USU faculty. This project aims to make data sets, as well as publications, visible in research portals such as WorldCat, as well through Google searches.
This presentation will describe the project and anticipated benefits, as well as outline the roles of the cataloging staff and data librarian, and the involvement of the Research Office.
Mitigating the Risk: identifying Strategic University Partnerships for Compli...Andrea Payant
Payant, A., Rozum, B., Woolcott, L. (2016). Mitigating the Risk: Identifying Strategic University Partnerships for Compliance Tracking of Research Data and Publications. International Federation of Library Associations (IFLA) Satellite Conference: Data in Libraries: The Big Picture
Just Keep Cataloging: How One Cataloging Unit Changed Their Workflows to Fit ...Andrea Payant
Utah State University Libraries Cataloging and Metadata Services (CMS) unit, including student workers, transitioned to remote cataloging in March 2020 due to the COVID-19 pandemic. The presentation will outline the process undertaken by supervisors to evaluate and modify services and workflows to continue cataloging materials through the different phases of library capacity from shutting down most of the library, to a hybrid limited staff capacity, through staff back in the library full-time.
But Were We Successful: Using Online Asynchronous Focus Groups to Evaluate Li...Andrea Payant
USU launched a program in 2016 to connect researchers seeking federal funding with librarians to assist them with data management. This program assisted over 100 researchers, but was it successful? Our presentation will discuss how we evaluated the success of this program using online asynchronous focus groups (OAFG) in conjunction with a traditional survey. Our cross-institutional research team will share our findings as well as the challenges and successes of using OAFGs to assess library services.
Assessment and Visualization Tools for Technical ServicesAndrea Payant
A survey and demonstration of open source, freely available tools to help technical services units assess their work, collect and analyze data, create infographics, and visually demonstrate their impact on the library and their patrons.
liwalaawiiloxhbakaa (How We Lived): The Grant Bulltail Absáalooke (Crow Natio...Andrea Payant
USU was selected to host a unique collection of oral histories from Grant Bulltail, Crow Storyteller and 2019 NEA National Heritage Fellow, representing the stories and knowledge of the Crow Nation as passed down by his ancestors. The collection spans 20+ years of field work and collaboration across library departments and regional partners.
Crowdsourcing Metadata Practices at USUAndrea Payant
USU Libraries’ Cataloging and Metadata Unit has successfully investigated several methods to engage the public to involve them in the creation of metadata for USU’s Digital History Collections. Most, if not all the techniques we have tested have yielded positive results and have improved the relevancy and accuracy of our descriptive metadata.
Homeward Bound: How to Move an Entire Cataloging Unit to Remote WorkAndrea Payant
Utah State University Libraries Cataloging and Metadata Services (CMS) unit, including student workers, transitioned to remote cataloging in March 2020 due to the COVID-19 pandemic. This presentation will outline the process undertaken by supervisors to evaluate and modify services and workflows to continue cataloging service during the time when the library was shut down.
Utah State University Libraries Cataloging and Metadata Services (CMS) unit initiated a study of user search behavior and discoverability of library resources, to inform local cataloging practices.
Outlines the development of the two single-service point and education initiatives, describes feedback gathered from a survey, and discusses how the Cataloging and Metadata Services unit plans to adapt services based on findings
Charting Communication: Assessment and Visualization Tools for Mapping the Co...Andrea Payant
Outlines the methodologies and tools used for analyzing communication patterns to better inform cataloging decisions, increase communication opportunities, and enhance awareness of cataloging and metadata contributions to librarianship
Memes of Resistance, Election Reflections, and Voices from Drug Court: Social...Andrea Payant
Folklorists and librarians have long championed social justice and advocacy issues. Today, the skills garnered through principled academic discourse, community based ethnographic fieldwork, and ethical librarianship are being utilized to collect, preserve, present, and educate around social themes and issues. USU folklorists and librarians are working to create robust digital collections that focus on timely social issues with informed and ethical metadata.
Giving Credit Where Credit is Due: Author and Funder IDsAndrea Payant
A process to include standardized funder and author identifiers into institutional repository and ILS records which are associated with funded research data
Wisdom of the Crowd: Successful Ways to Engage the Public in Metadata CreationAndrea Payant
Utah State University Libraries’ Cataloging and Metadata Unit has successfully used several methods to engage the public in metadata creation for USU’s Digital History Collections.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
Safalta Digital marketing institute in Noida, provide complete applications that encompass a huge range of virtual advertising and marketing additives, which includes search engine optimization, virtual communication advertising, pay-per-click on marketing, content material advertising, internet analytics, and greater. These university courses are designed for students who possess a comprehensive understanding of virtual marketing strategies and attributes.Safalta Digital Marketing Institute in Noida is a first choice for young individuals or students who are looking to start their careers in the field of digital advertising. The institute gives specialized courses designed and certification.
for beginners, providing thorough training in areas such as SEO, digital communication marketing, and PPC training in Noida. After finishing the program, students receive the certifications recognised by top different universitie, setting a strong foundation for a successful career in digital marketing.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
Normal Labour/ Stages of Labour/ Mechanism of LabourWasim Ak
Normal labor is also termed spontaneous labor, defined as the natural physiological process through which the fetus, placenta, and membranes are expelled from the uterus through the birth canal at term (37 to 42 weeks
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.
VOCAB for Collaboration: How “Work Language” Can Help You Win at Teamwork
1. VOCAB for collaboration:
How “work language” can help you win at teamwork
Bianca Biesinger
Library Assistant Sr., Resource Sharing and Document Delivery
Andrea Payant
Metadata Librarian
Darcy Pumphrey
Digital Library Coordinator
Sara Skindelien
Library Assistant, Special Collections and Archives
Randy Williams
Fife Folklore Archives Curator
Rachel Wishkoski
Reference and Instruction Librarian
Liz Woolcott
Head of Cataloging and Metadata Services
2. Clair Canfield’s VOCAB Model
V = vulnerability
O = ownership
C = communication
A = acceptance
B = boundaries
Clair Canfield: 2016 TEDxUSU
http://tedx.usu.edu/wp-content/uploads/2016/08/clair.jpg
4. Vulnerability
• Check ego at door
• Time to get to know one another
• Trust foundational to vulnerability
• Vulnerability allowed us to be powerful
• United in face of challenges
https://upload.wikimedia.org/wikipedia/commons/c/c5/Peacock_Plumage.jpg
Willingness to Let Myself Be Seen
5. Vulnerability TIPS
Willingness to Let Myself Be Seen
• Recognize there will be many unknowns
• Sense of humor a must
• Build in time for group processing: get to know
before you get to go!
• Safety bonds are applied to other work
7. Boundaries
Ground Rules for Acceptable Behavior
Create group agreements
1. Discussion:
• How do I do creative
thinking?
• How do I best express my
thoughts?
• How do I deal with
disagreement?
• How do I like
communicate?
• What skills could I
contribute?
• What ground rules are
important to me?
9. Boundaries TIPS
Ground Rules for Acceptable Behavior
• Take time for reflection at the beginning of a
project
• Use group agreements to be explicit about
how you will work together
11. Communication
Ask, Listen, and Express
• Openness
• Sharing ideas and thoughts
• Openminded -Listening and hearing
• Recognizing our goal
• Canfield's definition
• Multiple communication tools
• Everyone's voice should be heard
• Communicating together as a group
• Internally and externally
• Debrief and process
• Stay on the same page
• Sharing responsibilities
• Kept people from getting stuck
• Not necessarily equal
• No one had more power
12. Communication TIPS
Ask, Listen, and Express
• Try to tone down authoritative communication
and make things more discussion based
• Use a variety of communication tools and
technologies
• Keep documentation throughout
14. Ownership
Taking Accountability for My Own Needs, Emotions, and Choices
• Accountability for self in the context of the
team
• Practicing ownership early on
• Investment in a common goal
• Avoiding competing agendas
• Being deliberately hierarchy-less
• Reflection as a tool for accountability
• Making time
• Not conflating accountability with
perfection
• Trust as enabler of agility
• Arriving at consensus
• Not second-guessing others’ work
• Stepping up
15. • Take ownership of your contributions to the
team
• Keep an eye on the big picture to keep group
investment in common goal
• Use reflection as a tool for accountability and
trust
Ownership TIPS
Taking Accountability for My Own Needs, Emotions, and Choices
18. Acceptance
Embracing Reality and Letting Go of What We Can't Control
• Accept yourself and others as part of the team
• Utilize individual strengths and skillsets
• Team “role” requirements
19. Acceptance
Embracing Reality and Letting Go of What We Can't Control
• Accept that the process should be fluid and
adapt with change
• Learn together
• Take advice
• Trial and error – change methods
• Prioritize – it’s ok to let go
20. Acceptance
Embracing Reality and Letting Go of What We Can't Control
• Accept that you can’t please everyone
• Re-evaluate, discuss, reach agreement, and
move on
21. Acceptance TIPS
Embracing Reality and Letting Go of What We Can't Control
• Bridge the Gap
• All parties should use the same model = VOCAB
• Ask for help but be aware of agreements made
with consultants and mentors
22. Breakout Discussion
Vulnerability / Ownership / Communication/ Acceptance / Boundaries
• Select element from Canfield’s model
• Join group
• Introductions
• Discuss why your selected concept
resonates with each of you
• How might it help address challenges in
collaboration you’ve encountered in the
workplace?
• How might it help you approach new group
work contexts?
• What questions or ideas does the VOCAB
model spark for you?
Karen Franco, Alex Pineda, Flor Pacheco, Hector Hernandez, Luis Madrigal, Yasmeen Pineda and Maria
R. focus group interview on November 7,
2012. http://digital.lib.usu.edu/cdm/compoundobject/collection/Latino/id/739/rec/22
We’ll use this model to frame our talk. A model for conflict resolution and communication.
Helpful for teamwork and collaboration in general
About Canfield: https://tedx.usu.edu/portfolio-items/clair-canfield/
TED Talk and forthcoming book
We’ll use this model to frame our talk. A model for conflict resolution and communication.
Helpful for teamwork and collaboration in general
About Canfield: https://tedx.usu.edu/portfolio-items/clair-canfield/
TED Talk and forthcoming book
Check ego at door
Common goal—work as a team
Time to get to know one another
Skillsets, working styles, comfort levels, limitations, etc.
Bonding & cohesion
Trust foundational to vulnerability
Permeate team
Felt safe to make mistakes
Admitting lack of experience: figure it out together
Accountability and high follow-through
Vulnerability allowed us to be powerful
Decreased anxiety
No peacocking
United in face of challenges
Safety to share when overwhelmed
Emotional intelligence skills
Recognize there will be many unknowns
How project will turn out, what will happen, etc.
Vulnerability with group buffers sense of the unknown
Sense of humor a must!
We came up with silly nicknames, jokes – serious work but need to laugh
Build in time for group processing
This takes time but is really important and allows tea to get to a shared understanding
Establish a shared vision
Boundaries – Canfield defined Boundaries as setting ground rules for acceptable behavior. While it may seem like professional communication should be a skill everyone has in the workplace, even the most skilled communicators benefit from setting up ground rules when working with a group. Setting boundaries basically means we discuss how we will communicate with one another, including basic exchanges of information but also stating our intent and methodology for expressing our feelings and individual needs as the project progressed. This conversation helps avoid ambiguity and misinterpretation. When embarking on our group work, we set aside a time during our first meeting to discuss how our group would work together. That conversation proved to be foundational to our project and saved us a lot of time over the course of our work.
We began by discussing our ourselves- such as how we liked to communicate – whether via email, in person, over the phone, texting, etc. And what our work backgrounds were. We then answered several thought questions like “How do I best express my thoughts? How do I deal with disagreement? What skills or strengths do I bring to this group?’ We learned about strengths and weaknesses, communication preferences, and we began a system of building trust by being open about the vulnerabilities that Randy just discussed. We ended up with a matrix like the one you see above. This wasn’t a codified document that we followed, it was simply a way of discussing and visualizing what we all brought to the group. Simply seeing this written down helped to formulate in our heads how to utilize the skills of the group assembled and strategically assign tasks and responsibilities that fit each individual. This saved time and more than anything created a sense of trust that group members knew and valued the skills that each person brought to the group. Boundaries, in this case, were foundational to our efforts.
From that discussion, we developed some ground rules for everyone to follow. Even though most of them seem simple, they made a big impact on our group. When we all agree that we will ask for help, it becomes ”Okay” to ask for help. When we write that we will stick to the agenda, we keep to an agenda. Simply writing down rules as a group is impactful.
Rules and boundaries establish trust in a group. When all expectations are clearly laid there is no worry that you missed anything or that there are unknown standards that you will be held to. Continually practicing and abiding by the group rules reinforces that trust and helps to build cohesion in your team.
Outlining these group agreements naturally lead to designing our communication expectations, which Bianca will tell you more about
So our top tips regarding boundaries are to:
Take time for reflection at the beginning of the project
And
Use group agreements to be explicit about how you will work together to reach your goals
Recognize there will be many unknowns
How project will turn out, what will happen, etc.
Vulnerability with group buffers sense of the unknown
Sense of humor a must!
We came up with silly nicknames, jokes – serious work but need to laugh
Build in time for group processing
This takes time but is really important and allows tea to get to a shared understanding
Establish a shared vision
Recognize there will be many unknowns
How project will turn out, what will happen, etc.
Vulnerability with group buffers sense of the unknown
Sense of humor a must!
We came up with silly nicknames, jokes – serious work but need to laugh
Build in time for group processing
This takes time but is really important and allows tea to get to a shared understanding
Establish a shared vision
Canfield defines Acceptance as: embracing reality and letting go of what we can’t control
In our group’s recent experience together, we learned a few key lessons about acceptance
First – Accept yourself and others as part of the team
As mentioned before, we worked together early on to identify, embrace, and employ our individual strengths and skillsets to reach our goals as a group. This helped us build a framework for going forward and to achieve balance within the group.
We also realized and accepted responsibilities as part of a team included being objective – there was a time and place set aside for us to make the transition from our role as part of the committee to a role as part of the library and then we were free to add own views and opinions (Staff Day with a moderator)
Second – Accept that the process will be fluid and adapt to change
Our group came into this project with little to no experience with our given task of strategic planning. So, admittedly we really didn’t know what we were doing. It was necessary for us to learn and progress as a group throughout the entire process. Together, we built foundational knowledge, conducted researched, and took advantage of opportunities to get outside help. Even though we were lucky enough to have outside help, we did not get as much as we would have liked – So, when we did not have experts to weigh in or answer questions, we had to sort of become the experts ourselves.
We were always open to suggestions from anyone to help guide our work and would implement suggestions along the way. For example, feedback was gathered various times, like during our Staff Day exercises and with an accompanying google document where everyone was free to analyze, make suggestions, and ask questions about our library-wide goals.
We tried different methods to achieve our goals within the group – like with our focus groups – we had two rounds. For the first round, people were invited to one specific group to participate and for the second round, people had the opportunity to attend any and all groups they felt inclined to join.
The team also dealt with time constraints around our work or personal schedules also timelines and deadlines which specified parameters for us to deliver a final product. We worked to identify our priorities.
Third – Accept that you can’t please everyone
Whenever any decision-making involves large groups of people, there is the very likely possibility that there won’t be complete consensus. This was the case in our experience. And we had to continually remind ourselves of this fact. Our suggestion to you whenever you meet with difficulties of this nature in your work, would be to really take feedback seriously. Use it to re-evaluate yourselves and your process, have thoughtful discussions, then reach agreement, and moved on. Trying to make everyone happy can really bog down your progress.
In hindsight, we have recognized the importance of developing a means to bridge the gap between what your own group knows and what is understood by the audience or community that you are serving. Having any disconnect like this will hinder your progress.
We also recommend that all parties involved in the process strive to work from the same model and take on similar VOCAB – the model should not be isolated to one group if many other people or groups are involved in the outcomes of your decision-making
It will also be hugely beneficial to you if you take advantage of outside expertise, but be sure that you are aware of limitations that may be part of any agreement reached with consultants or mentors. Having this information will help identify the most opportune ways to utilize them