May 14, 2012

You Are What You Tweet

Who are you on Twitter?  More importantly, how does the world perceive you based on your Twitter profile?  Did you know that what you tweet is just as important as who you follow? By Tweeting and following other profiles you create a unique personal brand.  Those investigating who you are make conclusions about you through both the direct (tweet) and indirect (who you follow) strategies which market your skills, interests, values, and priorities.  The Twitter profiles that you choose to follow reflect your purpose in life.  Dramatic? I think not.  If there’s truth in the saying, “your friends are a reflection of who you are”, than who you follow on Twitter is merely an extension of who you are on a global scale.

Ironically, who you follow and associate with on Twitter represents who you are to those who want to follow you.  (Still following?) You see, viewers can often determine where you live, where you went to school, what you do for work, your approximate income, age, gender, if you have a family, who your friends are, and who influences you just by reviewing the people and organizations that you follow on Twitter.  Viewers begin to see patterns and themes within your “Following” and hopefully, those are the messages you want to project.

For example, a law professor who follows other prestigious law professors, law firms, specialty law organization, and so forth reflects a consistent image devoted to the interest of law and justice.  If the law professor primarily followed physics, physics professors, and organizations devoted to physics, the professor’s personal brand would be inconsistent and distracting.  Depending on your motivation and use of Twitter, these distractions can weaken the integrity of your message.  Following other profiles on Twitter can create closer connections with people or organizations that share professional or personal interests, motivations, or commonalities with you.  Knowing this, Twitter users are able to infer who you are by reviewing not only your tweets, but who you follow.

What is it that you want to be known for?  Who you follow on Twitter reflects your interests, hobbies, language, culture, where you live, religion, humor, favorite television shows, books, sports teams, movies, etc.  Review your Twitter “Following” and decide if they are an appropriate reflection of yourself and the personal brand you want to be known for.

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May 10, 2012

Online Higher Education: A brief article review

No Financial Aid, No Problem. For-Profit University Sets $199-a-Month Tuition for Online Courses, is a Chronical of Higher Education article introducing a revolutionary higher education model about for-profit online education.  I analyzed the article using political, structural, human resource, and symbolic organizational frames recommended by Bolman and Deal (2008).  The article addressed the benefits, obstacles, and controversy surrounding online education.  Even though the article stated that its online student enrollment has increased 30 to 40 percent each year, what are some other confounding variables that affect students and higher education?  Furthermore, how do employers perceive an online degree and will that perception help or hinder an online graduate’s probability of being hired?  The increasingly popular online education system provides a self-paced model creating flexible student schedules and a pay-as-you-go payment plan.

The article mentioned that online, for-profit universities are also changing the role of faculty.  Instead of a professor, faculty members are “Course Mentors”.  Their primary responsibility is to teach with little or no advisement requirements.  Furthermore, “Course Mentors” have no grading responsibilities.  “Graders” are outsourced staff with the sole responsibility to assess and record student grades (having no instruction responsibilities).  Like the online education revolution, almost every major organizational change is accompanied by new policy, new problems, and new solutions.  The question is, will educational leaders resist or embrace the changes?  Information Technology (IT) and Social Business (SB) will continue to synergize with higher education.  It will be the innovators and educational leaders who study and restructure the use of IT and SB to produce our most desired outcomes.

We will witness many intended and unintended consequences resulting from for-profit, online education.  These changes will transform traditional scholar, instructor, administrator, and employer roles.  As we redesign the college experience to fit a 21 century culture, let’s reevaluate our mission and policies from a structural, political, symbolic, and human resource organizational frame.  This strategy will help us plan and implement new initiatives contributing to the most efficient, effective, and streamlined hybrid higher education system.

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May 1, 2012

New Study: Mentoring Impacts More Than Graduation Rates

“Mentoring” can be defined as the structured, intentional and sustainable relationship between a person with more experience and knowledge (mentor) and a person with less experience and knowledge (mentee). Research has shown that mentored relationships can encourage professional and personal success, and that pre-college programs that include mentoring can more effectively help students transition from high school to college. However, a recent study conducted by the University of Nevada, Reno College of Education suggests that the act of mentoring can contribute just as many positive outcomes for mentors as it does for mentees.

The study looked at college student mentors of sixth through twelfth grade students in the University’s Dean’s Future Scholars program. The program is an outreach, research-based mentoring approach to increase high school graduation rates and college enrollment for first-generation, low-income students. In the study, the college student mentors identified themes of how mentoring affected their own lives. The college mentors stated that being a mentor enabled them to reflect on their own behaviors as a student and make better decisions leading to their own success. As a result, the mentors believed it had inspired greater motivation for achievement, improved their own study and work habits, increased their accountability to faculty, and caused them to reevaluate their own professional goals. The lesson learned: being a mentor is more than supporting the goals of another. It is an opportunity to reflect on one’s own behavior, strategies and goals. Mentoring is a win-win situation for both those aspiring to attend college in the future, as well as for current college students who serve as their mentors.

The sixth through twelfth grader students who participated in the Dean’s Future Scholars Program since its foundation in 2000, have been given the knowledge, skills, direction and support to make the decisions necessary to graduate from high school and complete college. The program recruits students during their sixth-grade year from Washoe County School District Title I schools and mentors them through high school and college. The program has established a homegrown, sustainable educational model resulting in a 90 percent and 86 percent high school graduation rate of participants the last two years, respectively. This is significant when compared to Nevada’s high school graduation rate of 56 percent and the national average graduation rate of 74 percent.

The program requires students to meet with a college student mentor regularly to review grades, establish goals, make sure the necessary steps are taken to fulfill high school graduation requirements, and plan for college. The program also hosts a summer program to provide high school math courses, early college credit and an introduction to college life. It provides tutoring, examination preparation, community service projects, campus internships, college application assistance and financial aid. The program is largely funded by private donations and grants, along with campus resources.

The mentoring component is key to any academic or professional program. Aspiring college students should consider inviting a trustworthy, knowledgeable and experienced mentor to provide guidance in their lives, and trustworthy, knowledgeable and experienced professionals should consider mentoring students. To watch a short interview with Bob Edgington, director of the Dean’s Future Scholars Program, visit http://ow.ly/adKb5. Or, for more information on the program, contact Bob Edgington at 775-784-4237 or bobdfs@unr.edu.

 

Co-authors: Tara Madden-Dent & Dr. Patricia Miltenberger

Tara Madden-Dent is a Nevada Law Instructor and PhD Candidate in higher education administration at the University of Nevada, Reno College of Education; http://taramaddendent.com  http://twitter.com/#!/DrTaraMDent   http://www.linkedin.com/in/taramaddendent

Dr. Patricia Miltenberger is professor emeritus of higher education administration at the University of Nevada, Reno College of Education. http://wolfweb.unr.edu/homepage/pmilten/  https://twitter.com/#!/coyotepat   http://www.linkedin.com/pub/pat-miltenberger/20/719/38a

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April 23, 2012

What Makes a Successful Expatriate or Student Traveling Abroad?

As I research and develop new strategies to increase USAC student, US expatriate, and transpatriate success rates, I realize that job satisfaction and mission achievement are dependent on two things: the caliber of early training/preparation and the clear expectations of individual performance.  These are the essential elements that students and employees must have in order to accomplish their learning or working objectives abroad.

Regardless of the reason for international travel, certain levels of preparation and study are required for optimal success overseas.  In the last few months, through interviewing transnational companies and researching study abroad programs, I have found that intensive international training models are lacking.  A successful trip overseas should include pre-travel assessments, continuous evaluation while abroad, and post-travel assessment in addition to supplemental cross-cultural sensitivity and customs training.  As digital citizens, communication is made easy and bimonthly updates should be protocol for every student and employee.  Dependable liaisons in both parent-country and host-country should be provided as well. Commitments to host-country relationships should be made far before the student or employee leaves the US and should be sustained while living in the host-country.  Practicing the language and using local resources while participating in internships or volunteer positions can help speed through transition stages.  Also, membership in community clubs, churches, and organizations should be considered to fast-track assimilation, strengthen relationships, maximize opportunities, and take advantage of time spent overseas.  A clear understanding of host-country cultural dimensions should prepare the traveler for the new region’s values and customs.

Did you know that the US is known for having the highest expatriate failure rates?  Research shows that this is largely due to family member cross-cultural inadaptability (not able to transition beyond culture shock stages).  Often, US expatriates travel overseas with their spouse and children but companies underestimate their influence on employee performance.  Companies should recognize the importance to thoroughly prepare family members as well as the employee.  An unhappy family can lead to an unhappy expatriate; thus a lower return rate on company investments.  Personalized training models that provide adaptation shortcuts will significantly help reduce periods of frustration and homesickness.  Mentors and SykpePals (like pen-pals) will also encourage a faster transition even before the student or employee leaves America.

As we continue to notice the impact of world staffing for global operations, we witness the development of global citizens or third country nationals (TCNs).  The amount of international accomplishment and job satisfaction presupposes the amount of time and money invested into overseas preparation.  Increase your success rate while studying or working in a foreign country by being honest with what you are expected to achieve and what you must do in order to achieve it. Visualize yourself in the new living environment and make local mentor connections to guide your transition.  Finally, dedicate sufficient time preparing for the language, cultural, and logistical differences abroad. For tricks, tips, and training, email me at tara@taramaddendent.com.  We can discuss the newest model of cross-cultural adaptation I am currently researching, designing, and testing to increase student, US expatriates, and transpatriate success rates.

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April 16, 2012

College Student Development

The most common theme I hear from my students is, “I’m not sure what I want to do”.  These college students are spending countless hours and money attending college and passing classes without really knowing who they are, who they want to be, or establishing professional goals. It’s almost as if they choose college majors based on everything but personal conviction and professional passion.  Why choose a major that you don’t love and can’t see yourself wanting to know more about the subject every day?  I know some students who have picked a degree based because it had the least number of required course credits for graduation. I wonder if that’s because some students are not sure what they want.  How important is it for a student to learn about them self, their ethics, their values, priorities, and specific goals and how would those insights impact college student success more than merely going through the motions until graduation?

Managing Oneself by Peter Drucker is a handy, quick read to stimulate self discovery and goal setting for all developing individuals; especially for college students.  The book is part of the Harvard Business Review Classic Series and was intended to shape best practices and leadership skills in managers. I believe that the concepts are significantly important for college students as well.  The concepts and lessons generate personal identification of values, ethics, and goals; everything that could help students better understand who they are now and who they want to become.

Each of the following sections are partnered with simple rational and multifaceted support guiding the reader to better understand their value system, their skills, develop a healthy professional motivation, and leads to setting professional goals:

What are my Strengths?

How do I perform?

Am I a reader or a listener?

How do I learn?

What are my values?

Where do I belong?

What should I contribute?

Responsibility for relationships

Cutting down the time students flip from one major to another will help them to graduate faster.  By narrowing their focus and aligning their passion with their studies will help them to enjoy their college experience and gain more from their research.  Managing Oneself introduces the important and critical qualities that young leaders should spend time on in order to be the most efficient in their own pursuits for success. If we’re asking our college graduates to make a choice and pick a career, let’s ensure that they’re equipped with the skills, self-identity, motivation, and personal conviction that contributes towards their graduation and professional success.

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April 9, 2012

There’s No Stopping It: Social Media in Higher Education

As we know, higher education is slow to change.  Faculty and administrator resistance is enabled by the extensive matrix of institutional paperwork, procedures, hierarchies, and traditions. Those familiar with both business and higher education know that most colleges and universities lack critical application of technology and social media.  Think about how much more effective higher education could be if faculty, administration, departments, curriculum, and outreach used social media and social business to achieve their objectives.

The thing is, our digital culture won’t wait for higher education to discuss, rationalize, and slowly implement technology into their services.  Social media has already partnered with our students who use it all day, every day.  Yes, this includes during our class time (I know my students are surfing their Facebook, LinkedIn, Klout, Twitter, Pinterest, Tumbler, Hootsuite, etc).  But now, how can I redesign my instructional methods to harness the power of social media to achieve learning objectives?  How can we faculty and administrators use social media to increase student success and organizational change?  Furthermore, how can administration use social media to increase faculty and staff effectiveness, streamline employment practices, and increase job placement for our graduates?  In the near future, I will disclose the answers to these important questions through a blog series called Presentfull starting on May 14th, 2012.  It is going to revolutionize higher education and more readily streamline a P16 environment.  Administrators, faculty, and staff will use the new social media application and find it directly contributes to mission achievement.

Stay tuned, we live in an exciting time and I can’t wait until I can share it with you.

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April 2, 2012

2012 Leaders are Creative Innovators

A well-known executive has advised me that the best way to succeed at work is to keep my head down, put in extra hours, take things slowly, and pace myself to avoid becoming over ambitious or overzealous.  I was recommended to work through traditional ranks and demonstrate my talents and values through years of dedication to a school or company.  Even though this recommendation has merit, I have decided not to follow the advice to its fullest intension.  I do crave professional stability but realize that I can create my own structure through creative hard work.  Today’s culture is different from previous working cultures; taking risks, standing out, and acting quickly to restructure business as usual, are qualities of successful leaders.

The fast paced, digital environment of 2012 challenges everything traditional.  Slowly working through traditional ranks while keeping one’s head down has been replaced with a new professional culture: the race for creative innovation.  As digital citizens, we have instant knowledge, integrated communication, and international collaboration at our fingertips.  We have the ability to rebuild or reinvent anything we can imagine.  So why take things slowly?!  Instead of waiting for a job opening, we can create a new career, position, program, service, or product.  Greatness can happen quickly; but it must begin by evaluating conventional norms.  Instead of traditional working environments, how can you succeed by combining creativity, goal setting, and hard work?

You see, true leaders create their own paths and leave behind a distinctive legacy for others to follow.  Creative leaders take big risks and receive big rewards.  How are you different from everyone around you and how can you use those skills for your benefit?  Cultural uniformity can hold you back from greatness.  Challenge yourself today by considering how you can achieve your goals in ways that haven’t been tried before.  Regardless of your profession, you can benefit by challenging current norms and exploring new and creative methods to achieve your goals. Michael McKinney shares in Hacking the Creative Process that everyone uses creativity in their job.  Creativity is used every day in problem solving, working with other people, developing programs, schedules, or activities. McKinney agrees that working harder is not always the answer; be creative and structure your creativity to get the most out of your ideas.  Todd Henry, author of The Accidental Creative: How to be Brilliant at a Moment’s Notice states, “When you establish effective boundaries, you are focusing your creative energy rather than allowing it to run rampant.”  I believe that promotion and success in our current working culture is directly correlated with quick action and creativity.

Those who think outside of the “box” get ahead; achieving goals through original and creative strategies.  One example of this includes a previous student of mine.  He wanted to make more money and had enjoyed fashion.  After giving himself permission to be a creative leader, he begin an online business selling t-shirts while attending college part-time. Guess what? It worked!  His idea was original and creative.  In the beginning, his friends thought he was crazy for trying something so original and risky but they soon were asking for jobs and internships.  He became a self-made successful leader because he challenged his cultural norm and dared to be different.  He said that the trick was dedicating a small amount of time each day to his idea. The truth is, you can create our own success at your own pace. By giving yourself permission to be successful, you will become a better leader on a unique path to success.

Know this, you are GREAT! You have permission to dream big, creative, and differently than those around you.  Traditional processes and professional norms can work but think how you can maximize your leadership and success by being different, creative, and providing a new service or need.  If you can envision a goal, you can achieve it.  Be bold, take risks, create your own structure and creative practices; these skills will produce greatness.

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