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Doris Reeves-Lipscomb

bbPress User Roles and Capabilities · bbPress Codex - 0 views

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    Explains differences in bbPress roles: keymaster, moderator, participant, spectator, and blocked. We have keymaster and participant only. Other roles that we have identified on users page are probably straight WordPress roles. 1/2015
Lisa Levinson

Group Settings and Roles · BuddyPress Codex - 0 views

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    "Group administrators can change a group's privacy settings at any time by visiting the group's Admin tab > Group Settings. Group roles BuddyPress group members have three roles available to them. Members: By default, when a user joins a group, he or she has the role of member. What does it mean to be a member of a BuddyPress group? That depends on what kind of group it is. In a public group, members are able to post to that group's forums, as well as submit content to other parts of the group (for instance, group members can upload documents in conjunction with the BuddyPress Group Documents plugin). When a user posts to the discussion forum of a public group, the user automatically becomes a member of the group. Additionally, being a member of a group means having the group's activity aggregated in your Activity > My Groups activity stream. In a private group or a hidden group, members have all the same privileges as members in a public group. Additionally, being a member of a private group means that you get to see who else is a member of the group, and that you're able to send invites to other users. Moderators: When a group member is promoted to be a moderator of the group, it means that the member receives the following additional abilities: Edit group details, including the group name and group description (see: #4737) Edit, close, and delete any forum topic or post in the group Edit and delete other kinds of content, as produced by certain plugins Administrators: Administratorshave total control over the contents and settings of a group. That includes all the abilities of moderators, as well as the ability to: Change group-wide settings (Admin > Settings). For instance, administrators can turn group forums on or off, change group status from public to private, and toggle on or off various other group functionality provided by plugins Change the group avatar (Admin > Group Avatar) Manage group members (Admin > Manage Members). More specifically,
Lisa Levinson

Gender Roles in Media | Allison Lantagne - 0 views

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    Huffington post from 5/15/14 about the role media plays in perpetuating gender roles and stereotypes. Several good examples
Doris Reeves-Lipscomb

When the Computer Takes Over for the Teacher - The Atlantic - 0 views

  • "We’re at the point where the Internet pretty much supplies everything we need. We don’t really need teachers in the same way anymore."
  • I was overwhelmed by the number of articles all confirming what I had suspected: The relatively recent emergence of the Internet, and the ever-increasing ease of access to web, has unmistakably usurped the teacher from the former role as dictator of subject content. These days, teachers are expected to concentrate on the "facilitation" of factual knowledge that is suddenly widely accessible.
  • all computing devices—from laptops to tablets to smartphones—are dismantling knowledge silos and are therefore transforming the role of a teacher into something that is more of a facilitator and coach.
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  • It seems clear that they already have a distinct advantage over me as an individual teacher.
  • they all transform the teacher into a more facilitative role.
  • hey have more resources, more money, an entire staff of professionals, and they get to concentrate on producing their specialized content,
  • live-streaming and other technology are also allowing some modern churches to move toward a "multisite" format, one in which a single pastor can broadcast his sermons to satellite churches guided by pastors who—this might sound familiar—concentrate on the facilitation of a common itinerary.
  • There is a profound difference between a local expert teacher using the Internet and all its resources to supplement and improve his or her lessons, and a teacher facilitating the educational plans of massive organizations. Why isn’t this line being publicly and sharply delineated, or even generally discussed?
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    Fascinating and scary look about how the internet and the access to the widest range of resources imaginable, many of them beyond the scope of our individual capacities, is changing the role of classroom teacher to facilitator, and the role of pastor to facilitator through multi-site transmission of the sermons delivered by the best faith orators. Makes me wonder about WLS facilitation, too. Atlantic, Michael Godsey, march 25, 2015.
Lisa Levinson

Emerging new roles for learning and performance professionals « Learning in t... - 0 views

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    Excellent schematic drawn by Jane Hart, Social Learning Centre, UK, to show the new "learning and performance consultants" roles ranging from instructional & resource designers to performance support specialists to collaboration advisors/community managers TO LEARNING ADVISORS, PKM SPECIALISTS, CAREER COACHES (emphasis mine), November 19, 2012
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    schematic from Jane Hart on the new roles for learning and performance professionals
Doris Reeves-Lipscomb

Don't Let Your Community Manager Go It Alone: Associations Now - 0 views

  • “We talk to community managers all the time and we ask ‘What’s the thing you didn’t think was going to be part of your role? What’s the one component you were surprised how much time you were spending on it?’ It’s almost always evangelism and coaching,” said Jim Storer, principal and cofounder of The Community Roundtable, during a webinar earlier this month cohosted with community platform provider Higher Logic. Storer’s colleague and TheCR cofounder Rachel Happe added that the organization created a working group on the role of “becoming an internal consultant,” just to help TheCR members excel in that role.
  • TheCR report also notes that “best-in-class” online communities are more often managed by a staff team, rather than by a single person.
  • “Given what we now know about the complexity of—and potential for—sustained and productive engagement, the notion that a lone community manager can address all the strategic, operational, and tactical responsibilities is quickly fading,” the report states. “Implementing many of the processes and programs that are markers of maturity generally requires more resources, and best-in-class communities with bigger teams are able to prioritize community programming, advocacy programs, community management training, and other key community elements.”
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  • “Just like we had with email, I think the whole population is going to have improved online engagement literacy,” Happe said during TheCR’s webinar, describing her five-year outlook. “I think we’re going to see an understanding that community management is a critical 21st-century skill, not just a role.”
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    Great article by Joe Rominiecki, June 24, 2015 in AssociationsNow on the online community manager role; quotes the latest Community Roundtable report on how the online community management skillset is needed by many staff, not just one person. There is a big difference between lurking or contributing as an individual in Facebook or LinkedIn groups and mentoring/leading/supporting an online community. Supports our inclusion of "convening" as a vital digital literacy skill.
Doris Reeves-Lipscomb

Roles and Capabilities « WordPress Codex - 0 views

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    Wordpress roles of which we use only administrator. the other user roles are from bbpress terminology.
Doris Reeves-Lipscomb

Siemens.pdf (application/pdf Object) - 0 views

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    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.
Doris Reeves-Lipscomb

The Secret of Reinvention in an Age of Longer Living » Maggie Jackson - 0 views

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    blog by Maggie Jackson, on Forbes 100 list of websites for women. Written June 6, 2012. "Encore careers drive to the heart of who we are, and who we want to be. We can't google the answers to such dilemmas. Earlier in the day, I'd attended a rehearsal at the Yale School of Drama for Waiting for Godot. Asked how she prepared for a role, one student said: 'I look for the character's super-objective. What is the essence of what this character seeks?' I shared her words with my classmates, because in an age of career fluidity, we are always shaping and reshaping our life roles. Today, 31 million workers ages 44 to 70 want an 'encore' career that combines income, impact and meaning, according to the think-tank Civic Ventures. On average, they will take 18 months - and a likely pay cut - to make the change. Twelve million in this age group are interested in starting a non-profit or social venture. In this time of invention and insecurity, we need to take the time to think about our next steps. We need to have patience with ourselves."
Doris Reeves-Lipscomb

Key Takeaways from My #BlogHer13 Social Media Leadership Talk on July 26 & July 27 | Au... - 0 views

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    Mother lode of social media leadership ideas from BlogHer Conference, July 2013, from Ananda Leeke's talk Seven archetypes of social media leadership: creativista, empirista, empowerista, enchanista, evangelista, flowista, lifestylista Excerpt: ) The Digital Sisterhood Leadership Project has identified 12 key leadership roles that women in social media are currently playing. They include the roles of: Advocate Community builder Content creator Content curator Educator Influencer Mentor Motivator Promoter Social do gooder Storyteller Thought leader
Doris Reeves-Lipscomb

Feminist professors create an alternative to MOOCs | Inside Higher Ed - 0 views

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    Blog post identified by Brenda Kaulback for CPsquare Inquiry 2013. Blog by Scott Jaschik, August 19, 2013, focuses on the DOCC, a MOOC feminized with different values and pedagogy. Excerpt "The DOCC aims to challenge MOOC thinking about the role of the instructor, about the role of money, about hierarchy, about the value of "massive," and many other things. The first DOCC will be offered for credit at 17 colleges this coming semester, as well in a more MOOC-style approach in which videos and materials are available online for anyone." Excerpt: "A DOCC is different from a MOOC in that it doesn't deliver a centralized singular syllabus to all the participants. Rather it organizes around a central topic," Balsamo said. "It recognizes that, based on deep feminist pedagogical commitments, expertise is distributed throughout all the participants in a learning activity," and does not just reside with one or two individuals. Read more: http://www.insidehighered.com/news/2013/08/19/feminist-professors-create-alternative-moocs#ixzz2xY8xLHur Inside Higher Ed
Doris Reeves-Lipscomb

Whitepapers: Anecdote - 0 views

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    White paper by Shawn Callahan, Mark Schenk, and Nancy White, April 21, 2008 on Building a collaborative workplace "THE ROLE OF LEADERSHIP Leadership is a keystone for establishing supportive collaboration cultures, especially in teams and communities. This is based on how leaders mainly embed their beliefs, values and assumptions in the fabric of their organisation. There are six main behaviours that leaders display that mould the organisation's culture.[3] What leaders pay attention to, measure, and control on a regular basis-are they paying attention to collaborative strategies and behaviours from team, community and network perspectives? How leaders react to critical incidents and organisational crises-are they sacrificing long-term goals for short-term fixes which sabotage collaboration? Does fear of connecting to the larger network keep them from tapping into it? How leaders allocate resources-are they investing in the collaboration capability? Is it attentive to all three types of collaboration? How leaders express their identity through deliberate role modelling, teaching, and coaching-as our leaders collaborate, so do we! How leaders allocate rewards and status-are your leaders rewarding individual or collaborative behaviours? Or both? How leaders recruit, select, promote, and excommunicate-are collaborative talents sought and nurtured?"
Doris Reeves-Lipscomb

You're Not the Boss of Me | Some fundamentals of effective leadership - 0 views

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    Blog by Gwen Teatro, You're Not the Boss of Me is name of blog, September 14, 2014. Identifies five elements that I believe are right on for real teams: 1. Everyone on the team clearly understands its purpose 2. Individuals on the team each know their roles in fulfilling the purpose 3. Individuals on the team see their roles as being no more, or no leass important than anyone else's 4. We pay attention to the team dynamic every time a new member is introduced 5. The team works together until its purpose is fulfilled.
Doris Reeves-Lipscomb

Manager and machine: The new leadership equation | McKinsey & Company - 0 views

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    article by Martin Dewhurst and Paul Willmott, September 2014 on new leadership skills required in age of new information technologies Machines force executives and senior leaders to: 1. open up their companies through crowdsourcing and social platforms within and across organizational boundaries 2. create data sets worthy of the most intelligent machines 3. "let go" in ways that run counter to a century of OD 4. executives...able to make the biggest difference through the human touch. ...questions they frame, their vigor in attaching exceptional circumstances highlighted by increasingly intelligent algorithms ... tolerating ambiguity and focusing on the "softer" side of management to engage the organization and build its capacity for self-renewal. 5. turbocharged data-analytics strategy, a new top-team mind-set, fresh talent approaches, and a concerted effort to break down information silos...transcend number crunching..."weak signals" from social media and other sources also contain powerful insights and should be part of the data-creation process. 6. ...early movers will probably gain insights of unstructured data, such as email discussions between representatives or discussion threads in social media. 7. ...dashboards don't create themselves. Senior executives must find and set the software parameters needed to determine, for instance, which data gets prioritized and which gets flagged for escalation. 8. ...odds of sinking under the weight of even quite valuable insights grow as well. Answer: democratizing it: encouraging and expecting the organization to manage itself without bringing decisions upward. ...business units and functions will be able to make more and better decisions on their own. 9. 8 will happen even as the CEO begins to morph into a "chief experimentation officer," who draws from acute observance of early signals to bolster a company's ability to experiment at scale. 10. need to "let go" will be more significant and the discomfort of s
Doris Reeves-Lipscomb

Leading People When They Know More than You Do - HBR - 0 views

  • 2) Add value by enabling things to happen, not by doing the work
  • 2) Add value by enabling things to happen, not by doing the work
  • 1) Focus on relationships, not facts
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  • Your old style of management, which I call “specialist management”, depended on expertise. You need to put that behind you and adopt a new style of management: the generalist style.
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    how to move from specialist leader role to generalist leader role by Wanda T. Wallace, and David Creelman, June 18, 2015. One recommendation is to develop executive leadership presence--the confident physical demeanor that LeanIn also emphasized. In other words, confidence before competence.
Lisa Levinson

http://www.thebostonclub.com/index.php/download_file/view/338/99/ - 0 views

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    Boston Club report, 2013, of Boston area women and nonprofit organization representation "For over 20 years, The Boston Club has worked collaboratively with local and regional nonprofit organizations of all sizes to identify and recruit qualified women for positions as directors, trustees, and overseers. During that period, we have placed over 175 women on nonprofit boards. We also have conducted over 30 programs about nonprofit board service, with topics ranging from the basic questions a board candidate needs to ask, to the latest issues of governance affecting nonprofits. Through these initiatives, we have met hundreds of nonprofit executives, board and nominating chairs, and women who serve on their boards. We are continually amazed and energized by the missions and breadth of work conducted by nonprofits, their contributions to the economy of Massachusetts, the vital services and programs provided to our citizens, and the dedication their boards exhibit. But even we could not answer the question: how many women serve on nonprofit boards in Massachusetts? Until now. Why is this information important? Nonprofit organizations play a major role in the economies of many towns and cities in the state, generating $234 billion in revenues in 2010. In 2010, nonprofit jobs represented 16.7% of the total employment in Massachusetts 1 . We are known worldwide for our universities, hospitals, and cultural institutions, most of which are nonprofit organizations. Fifty-seven percent of women in Massachusetts are in the workforce. For The Boston Club, which has long tracked the number of women in leadership positions in publically owned companies, the question of gender diversity in the leadership of nonprofit organizations is part of our mission. We believe that the advancement of women to significant and visible leadership roles in all types of businesses will have lasting and meaningful impact on business performance and the economic health of our communities."
Doris Reeves-Lipscomb

The Nonprofit Leadership Development Deficit | Stanford Social Innovation Review - 0 views

  • too many nonprofit CEOs and their boards continue to miss the answer to succession planning sitting right under their noses—the homegrown leader.
  • leadership development deficit.
  • The sector’s C-suite leaders, frustrated at the lack of opportunities and mentoring, are not staying around long enough to move up. Even CEOs are exiting because their boards aren’t supporting them and helping them to grow.
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  • 2006 study
  • Bridgespan predicted that there would be a huge need for top-notch nonprofit leaders, driven by the growth of the nonprofit sector and the looming retirement of baby boomers from leadership posts.
  • the need for C-suite leaders5 grew dramatically.
  • the majority of our survey respondents (57 percent) attributed their retention challenges at least partially to low compensation, an issue that can feel daunting to many nonprofits. Lack of development and growth opportunities ranked next, cited by half of respondents as a reason that leaders leave their organizations.
  • those jobs keep coming open.
  • Surprisingly, little is due to the wave of retirement we have all been expecting: only 6 percent of leaders actually retired in the past two years.6
  • major reason is turnover:
  • losing a star performer in a senior development role costs nine times her annual salary to replace.
  • supply grew with it. Organizations largely found leaders to fill the demand.
  • corporate CEOs dedicate 30 to 50 percent of their time and focus on cultivating talent within their organizations.1
  • lack of learning and growth
  • lack of mentorship and support
  • he number one reason CEOs say they would leave their current role, other than to retire, was difficulty with the board of directors.
  • respondents said that their organizations lacked the talent management processes required to develop staff, and that they had not made staff development a high priority
  • combination of learning through doing, learning through hearing or being coached, and learning through formal training.
  • skill development can compensate for lack of upward trajectory. Stretch opportunities abound in smaller organizations where a large number of responsibilities are divided among a small number of people.
  • found that staff members who feel their organizations are supporting their growth stay longer than those who don’t, because they trust that their organizations will continue to invest in them over time.1
  • “When you invest in developing talent, people are better at their jobs, people stay with their employers longer, and others will consider working for these organizations in the first place because they see growth potential.”
  • define the organization’s future leadership requirements, identify promising internal candidates, and provide the right doses of stretch assignments, mentoring, formal training, and performance assessment to grow their capabilities.
  • Addressing root causes may steer funders away from supporting traditional approaches, such as fellowships, training, and conferences, and toward helping grantees to build their internal leadership development capabilities, growing talent now and into the future across their portfolio of grantees.
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    Really wonderful article on nonprofit leadership development and how the lack of it leads to much external executive hiring and high turnover in these roles
Doris Reeves-Lipscomb

Is Wonder Woman a Role Model: Yes, But Do We Really Have to Ask? - Ms. Magazine Blog - 0 views

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    role models--men and women
Doris Reeves-Lipscomb

Advocate companion: The ARC Tampa Bay for people with intellectual and developmental di... - 0 views

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    virtual volunteer role description with About, Skills, Good Match for, Requirements & commitment on Volunteer Match
Doris Reeves-Lipscomb

Making Dumb Groups Smarter - HBR - 0 views

  • The key is information aggregation: Different people take note of different “parts,” and if those parts are properly aggregated, they will lead the group to know more (and better) than any individual.
  • informational signals.
  • reputational pressures, which lead people to silence themselves or change their views in order to avoid some penalty—often, merely the disapproval of others.
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  • When they make poor or self-destructive decisions, one or more of these problems are usually to blame: Groups do not merely fail to correct the errors of their members; they amplify them. They fall victim to cascade effects, as group members follow the statements and actions of those who spoke or acted first. They become polarized, taking up positions more extreme than those they held before deliberations. They focus on what everybody knows already—and thus don’t take into account critical information that only one or a few people have.
  • Silence the leader.
  • “Prime” critical thinking.
  • Reward group success.
  • Assign roles.
  • Appoint a devil’s advocate.
  • Establish contrarian teams.
  • The Delphi method.
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    interesting article by Cass Sunstein and Reid Hastie, November 4, 2014 on how to help groups make better decisions. Eight suggestions are made: 1. Silence the leader 2. Prime critical thinking 3. Reward group success 5. Assign roles 6. Appoint a devil's advocate 7. Establish contrarian teams 8. Delphi Method
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