Group items tagged

Blog post by Kerry Hannon, November 7, 2012, Next Avenue--where grown-ups keep growing, a PBS sponsored site. Raises issues that WLS is concerned with. 3 Tips 1. Set up a free LinkedIn account. Create a winning LinkedIn profile. 2. Open a Twitter account. "Follow people or companies who interest you and ones you might want to interview for someday." 3. Share, ask, and engage. "Identify an online community of 'thought leaders' who discuss your field...

guest blog by Zoe Madden-Wood on creating a healthy and energized network around a particular issue, with lessons learned in her initial efforts to grow her network. She mentions June Holley's Network Weavers Handbook, which has a great checklist to help you grow your network by weaving connections.

Network weaving is a nice term for creating and growing a network. Although concentrating on organizational networks, there are good steps for anyone.

Nellie Deutsch is a wonderful educator using the WizIQ platform for helping people learn all kinds of things. This one is focused on the virtual classroom and has a list of learning objectives that might be adapted for our beta test work group as what they will learn while they are helping us with the website/program development issues.

Sheryl Sandberg backs the Glass Lion Awards celebrating the work that addresses issues of gender inequality or prejudice. 2015 was the inaugural year, with 8 top ads getting the award. BuzzFeedNews gives a summary of each one, many from other countries.

This paper written by George Siemens in 2008 on Learning in Networks raises issues very similar to those we are raising in our discussion at CPSquare. This paper also has implications for how the Women's Learning Studio is launched into practice in its discussion of teacher as learning atelier, concierge, etc. Google Scholar, Scopus, and open access journals offer increased access to academic resources; an extension to more informal approaches such as regular internet search and Wikipedia. Social software (blogs, wikis, social bookmarking, instant messaging, Skype, Ning) provide opportunities for learners to create, dialogue about, and disseminate information. But what becomes of the teacher? How do the practices of the educator change in networked environments, where information is readily accessible? How do we design learning when learners may adopt multiple paths and approaches to content and curriculum? How can we achieve centralized learning aims in decentralized environments? This paper will explore the shifting role of educators in networked learning, with particular emphasis on curatorial, atelier, concierge, and networked roles of educators, in order to assist learners in forming diverse personal learning networks for deep understanding of complex fields.

Very interesting blog post that speaks to our desire to help women tackle desired futures design issues

Concord Leadership Group report on Nonprofit Sector Leadership--challenges and issues. Large study with participants mainly from US, and other countries around world. excellent reduction of strategic planning to answer four types of questions

article by Sarah Haffee--interview with Keeanga-Yamahtta Taylor on issues for women that must be addressed-glass ceilings for women in politics and corporate America. what about access to health care, reproductive health care, child care, living wage jobs? March 1, 2017

Organizations Directory 7 Billion Actions is a call to action for corporations and NGOs. All around the globe, organizations have answered this call by mobilizing their employees and partners to get involved. Organizations of all kinds, in every part of the world, are creating innovative programs that address issues associated with a world of 7 billion.

I like the array of logos they used to announce the organizations . . . wonder how they decided who went where . . . on the first screen, I immediately saw two orgs I have been affiliated with, and wondered if there might be more but didn't see any I had personal experience with. Were they linked to their sites? I didn't check. Also, for courses, I wonder if we need tags and more of a profile other than a logo and name for folks to find what they need fast.

article in Academic Matters, the Journal of Higher Education, by Stephen Carson and Jan Philipp Schmidt, May 2012 issue. Excerpt: "Expertise will be earned and maintained through ongoing lifelong education, not conferred once and good for life. Open learning systems offer the possibility for the kind of continuous lifelong learning that will be necessary as the pace of technological and scientific knowledge development increases. Like athletes, learners will not just learn once, but will maintain a level of performance ability in their chosen field through ongoing study and participation in learning communities."

Facilitating life long learning should be the goal of every teacher. I think that sometimes it is so cumbersome - passing tests, etc., that the fun part of learning is lost.

Blog post by Jenny Mackness on April 24, 2012 announcing a MOOC on First Steps into Learning and Teaching in Higher Education, #fslt12, running from 5/21 to 6/22. Raises issues of how to engage with learners who may not be well-grounded in technology yet who might want to participate because of content, finding the right balance. Will offer certificate for "assessed" learners. Excerpt: "This is an exciting but rather daunting process. We have had lots of interest, with people from all over the world expressing interest in different aspects of learning and teaching in Higher Education. I am beginning to realize the amount of work that must go on behind the scenes in the other MOOCs I have attended. We have deliberately chosen to distribute the course across different platforms - WordPress (for the Home site), Moodle (for the course), Blackboard Collaborate (for the live synchronous sessions) and we are still discussing whether or not to have a separate wiki site, or to go with the wiki in Moodle. The reason for this decision (i.e. the different platforms) is that we hope to introduce participants new to teaching in HE to the idea that learning can take place in a variety of online spaces. Access to our WordPress site has been open pretty much from the word go, and now access to the Moodle site has been opened, despite the fact that neither of these is yet ready. For me, this is a new way of working and takes a bit of getting used to (heart in your mouth stuff!). Finally, we are conscious that the course has been designed to attract people for whom this way of working and the technology involved might be completely new -so we have to achieve the right balance between providing enough structure and support and encouraging open academic practice and independent learning - one of the many tensions involved in designing a MOOC."

Blog post by Lara Galinsky on Dowser (who's solving what and how), August 6, 2012 "This may sound idealistic but we are already on the way. According to Net Impact's recent Talent Report: What Workers Want in 2012, the Millennial generation wants, and expects, to do good and do well in their paid work. In fact, a majority of students (65 percent) expect to make a difference in the world through their work, and 53 percent would take a 15 percent pay cut to work for an organization whose values matched their own. However, in my experience, too few of these students know the kind of difference they want to make, and how to make it. And that is the real opportunity. In order to harness this generation's desire to create change, we must move away from the antiquated concept of vocation, which emphasizes what's in it for the individual: whether it will sustain their interest or bring them fame or fortune. Instead, we need to help young people start their professional lives by asking questions. What issues, ideas, people, and projects move them deeply? What problems are theirs to own? How can they combine their heads and hearts to address those problems? What is their unique genius and how can it be of use to the world beyond themselves?"

Interesting and VALUABLE links-rich how-to blog post by Wade Foster at Zapier, a distributed company, June 27, 2013 on managing remote teams. Identifies excellent resources elsewhere assembled by practitioners in remote work places. Identifies three key things: team, TOOLS (great list for work team), and processes for success. Team--hire doers, hire people you can trust, trust the people you hire, hire people who can write, hire people who are okay without a social workplace Tools--Campfire for virtual office; Sqwiggle, a persistent video chat room that takes a picture of you every 8 seconds which people can see on their computers and instant video chat; email, Trello for joint to-do list; GitHub for issues and pull requests; iDoneThis for daily digest of accomplishments--notes that "it is great for personal use as well because it can help build habits." Also Chrome profiles, LastPass Enterprise, Draft for easily versioning drafts, and Google Docs, Hello sign (for signatures without hassle of scanning, etc.), and Google Talk Processes--everyone does support on regular schedule to stay close to customers; a culture of shipping, weekly hangouts, weekly learning, monthly one on ones, culture of daily feedback

Once again, Jarche comes through for me. Tuesday, January 14, 2014 "The keys to motivation at work are for each person to have a sense of Autonomy, Mastery and Purpose. This is a network management responsibility." Could we do a play on RAMP-R-----Autonomy, Mastery, Purpose in the Studio? Another excerpt that I buy to a point--I don't think networks are the new companies but short of that, I agree with his premise: Most management practices today still focus on 20th century models, such as Henry Fayol's six functions of management [look familiar?]. forecasting planning organizing commanding coordinating controlling I heard these same functions discussed by a workplace issues consultant on the radio as recently as yesterday morning. Notice that there is no function for enhancing serendipity, or increasing innovation, or inspiring people. The core of management practice today has not changed since the days of Fayol, who died ninety years ago. "But the new reality is that networks are the new companies. The company no longer offers the stability it once did as innovative disruption comes from all corners. Economic value is getting redistributed to creative workers and then diffused through networks. Knowledge networks differ from company hierarchies. One major difference is that cooperation, not collaboration, is the optimal behaviour in a knowledge network. In networks, cooperation trumps collaboration."

Very nice blog post by Vicki Halsey on six ways to energize work relationships, February 20, 2014, Blanchard Forum to discuss leadership and management issues. SPRING stands for Smile, Personalize your conversations, Relate your commonalities, Inspire, Notify and Gratitude (express it to show others impact they have on people around them).

As I was reviewing Nancy White's blogs, one included a link to this page on virtual leadership development. Knowing Nancy, I was confident that it would be good and it is. What I like about it is the emphasis on developing leadership skills within an organization for a bunch of people, not just a few named leaders at the top. Plus the integration of the online work with an onsite team that chooses and collaborates on a critical issue in the workplace--this is real world leadership to solve problems facing the organization or environment, etc.

blog post by Jennifer Gilhool, 6.4.2013 "You are connected to work 24/7. You don't need your lap top to be connected. You are connected via BlackBerry, iPhone and iPad to name just a few. These devices no longer provide flexibility. Instead, they tether you to the office. They enable you to work all the time and anywhere. And, now, many companies believe that is the definition of flexibility: "'What flexibility means today is not part time,' the head of work-life at one large organization told me recently. 'What people want is the ability to work anytime, anywhere.' That's true if your target labor pool is twenty-somethings and men married to homemakers. The head of HR at another large organization asked, when I described the hours problem, 'What do you mean, how can we get women to work more hours?'" - Why Men Work So Many Hours, Joan C. Williams, May 29, 2013 Harvard Business Review Why Your Manager Doesn't Want You To Innovate Ron Ashkenas Ron Ashkenas Contributor LinkedIn: Busting 8 Damaging Myths About What It Can Do For Your Career 85 Broads 85 Broads Contributor Someone has taken the "human" out of "Human Resources" departments across America. And, this behavior is not limited to operations in America. I work for a multi-national corporation that cannot seem to wean itself from the 24 hour work day. Colleagues in China often begin their day with a 6:00 a.m. meeting and end it with a meeting that begins at 10:00 p.m. or, worse, 11:00 p.m. To combat this problem, the company leadership agreed to a global meeting policy. The policy provides that global meetings should occur only between the hours of 6:00 a.m. and 9:00 p.m. and that no meetings should occur on Friday nights in Asia Pacific. Further, the policy provides a 10 hour fatigue rule. In other words, there should be 10 hours between your last meeting of the day and your first meeting on the next day. First, if you need a global meeting policy, you are in

A PDF presenting the mission and strategic plan for Association for Women in Science 2011-2014. Well done in design and content. Look at these goals and objectives: Increase awareness of issues that impede and endanger American competitiveness by limiting progress in STEM careers Promulgate results of important national studies on gender inequity in learning environments and workplaces Work with federal and local agencies to show how gender equity aligns with their goals for workforce development Actively seek out opportunities for positive coverage in the media of AWIS activities and positions Highlight ways to restructure STEM environments to foster diversity and inclusion to advance national competitiveness Focus on career transitions and special needs of women of color and other underrepresented groups Actively propose and support federal legislation and initiatives which are consistent with AWIS policies and position statements such as, but not limited to: 1. Economic equity; 2. Flexible work options; 3. Parental leave; 4. Improvement of post-doc employment status; and 5. Title IX compliance. Develop mechanisms to engage individuals and chapters in advocacy Identify opportunities for innovation and systemic change across multiple work sectors Promote best practice models for employers and educators by gathering and highlighting examples from different disciplines, work sectors, and industries Highlight the central role of professional societies in advancing women's careers Expand our voice through strategic alliances and partnerships

Very interesting blog post on how to convert casual readers into activists on Mashable by Geoff Livinston, May 13, 2010. 1. Stop thinking of them as slacktivists 2. Steward people up the Twitter engagement ladder from very low involvement (reads the tweet) to medium (retweets) to high (makes a donation or takes action) or very high (takes action and actively encourages others to do so). 3. Reevaluate the donor funnel to see where people are talking about issue online, listen, reflect back on what you're hearing, invite small acts of engagement, thank people and tell them the difference their acts made, listen some more, invite them to speak... 4. Shift your attitude to understand what hot buttons are to trigger support, cultivate them and make them feel appreciated. 5. Create new calls to action.

"Neil Rhule, from the Caribbean's Branson Centre of Entrepreneurship..."Ive heard it said that entrepreneurs are born, not raised. This may or may not be true but I take some issue with this statement and the context in which it is used. First of all, what is an entrepreneur? An entrepreneur is defined as one who organizes, manages, and assumes the risks of a business or enterprise. This basically means that you have a great idea or initiative and are willing to take the bold step to make it happen while considering the risks. To some, being an entrepreneur is just another word for being unemployed! Everyone is born with a talent and has the ability to learn a skill. I would like to share my three steps to becoming an entrepreneur that I believe is applicable to anyone. These three steps are: Step 1 - Have a talent or skill (be creative!) Step 2 - Offer a service based on that talent or skill Step 3 - Start a business from the service you offer