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Doris Reeves-Lipscomb

Strategies for Retaining Female Engineers - IEEE Spectrum - 0 views

spectrum.ieee.org/...for-retaining-female-engineers

STEM engineers women leadership lean-in womenslearningstudio

shared by Doris Reeves-Lipscomb on 14 Jul 16 - No Cached
  • “Creating workplaces that have a lot of flexibility, that allow for people to work in a way that fits best with them, boosts creativity and job satisfaction,” Metcalf says, and these are the settings where women stay and thrive.
  • No matter what type of organization women work for, large or small, public or private, their relationships with their immediate bosses are critical to whether they feel engaged and content. The ideal supervisor is committed to his or her subordinates’ advancement and development, assigns stretch projects, and provides necessary support and feedback to help them be successful, Bilimoria says. And workplaces that employ women in higher levels are more apt to retain women at the lower levels. “There need to be multilevel champions [of women] from the top as well as from the bottom and the middle, because women are more sensitive to dealing with gender bias,” she says. Workplace initiatives that offer leadership development, mentoring, and networking for women reap the benefits by retaining women, Bilimoria’s research shows.
  • Doris Reeves-Lipscomb on 14 Jul 16
     
    good lock at women with sTEM credentials and why they haven't stayed in field
Doris Reeves-Lipscomb

Q&A with Rosabeth Moss Kanter | Harvard Magazine Sep-Oct 2012 - 0 views

harvardmagazine.com/...the-business-ecosystem

business ecosystem harvard Moss_Kanter womenslearningstudio

shared by Doris Reeves-Lipscomb on 13 Jun 15 - No Cached
  • Ecosystem” conveys the idea that all the pieces of an economy come together in particular places, and that their strength and interactions determine prosperity and economic growth.
  • Think of it as your garden, where you need fertile soil, seeds, and other ingredients to make things grow.
  • Four issues strike me as key: turning ideas into enterprises; linking small and large businesses; better connecting education to jobs; and encouraging cross-sector collaboration.
  • ...10 more annotations...
  • There is evidence that if you make the connections between knowledge creators and businesses tighter, you can increase success. Compared to stand-alone business incubators, university-based incubators tend to keep more people in the community to start their enterprises and tend to have higher success rates, because they are able to connect small enterprises with mentors. Small business needs capital but it also really needs expertise—so Harvard’s new Innovation Lab is a fantastic thing.
  • Another aspect of moving from knowledge to enterprise to jobs is collaborative knowledge creation.
  • That’s thinkers plus makers in Albany.
  • We should have a national call to action with commitments from big companies to mentor and connect with smaller enterprises.
  • they ran with it and created Supplier Connection—a universal vendor application, kind of like the common college application. They announce opportunities through Supplier Connection to thousands of small businesses.
  • community colleges haven’t been well connected to employers—and their graduation rates have been incredibly poor.
  • There are growing consortiums where leaders of organized labor, community colleges, high schools, businesses, and representatives of the elected officials sit down together to talk about skills needs and who’s going to help deal with them. The two-year colleges in Spartanburg and Greenville were the secret to that manufacturing center. South Carolina is still not the most prosperous state, but it would have been Appalachian poor if not for Governor Dick Riley (later U.S. secretary of education) focusing on the community colleges in collaboration with the industrialists.
  • the evidence is that you get better outcomes in terms of people finishing their two-year programs and getting jobs when there’s a closer tie to employers.
  • community leadership and collaboration across sectors. Even if we suddenly had a national program throwing money at community colleges, you still need community leaders talking to each other—where people agree on certain priorities, align their interests, align what they do behind those priorities.
  • Our strength has been from the ground up.
  • Doris Reeves-Lipscomb on 13 Jun 15
     
    interview with Rosabeth Moss Kanter, September 2012, Harvard Magazine on business ecosystems and how they thrive with connections between large and small businesses, education and business, turning ideas into enterprises, and cross-sector collaboration
Doris Reeves-Lipscomb

Privacy, please: New technologies could hide your identity online - NBC News - 0 views

www.nbcnews.com/...our-identity-online-6C10298245

privacy identity online nbc Narayanan womenslearningstudio

shared by Doris Reeves-Lipscomb on 28 Jul 15 - No Cached
  • Data crunching has grown so sophisticated and powerful, privacy researchers now warn that tracing identities from a pool of supposedly "anonymized" data is not just a possibility, it's a certainty.
  • "It is depressingly hard to try to anonymize data in a way that resists identification by a committed adversary," Arvind Narayanan, a privacy researcher at Princeton University, told NBC News.
  • such as the DuckDuckGo search engine, whose motto is "We don't track you" — gain popularity, an incentive would arise.
  • ...1 more annotation...
  • Microsoft, Apple, Google, Facebook and Yahoo aren't likely to make changes to the way they collect or share data overnight. Some online tools politely request third-party trackers to stop, but such requests are like a "gentleman's anonymity based on a handshake," Ford said. Of course, if you're signed into a service like Facebook that asks for your real name up front, you've already checked anonymity at the door.
  • Doris Reeves-Lipscomb on 28 Jul 15
     
    article by Nidhi Subbaraman, June 14, 2013 on lack of privacy online, NBC News
Doris Reeves-Lipscomb

Using an ESN for social learning (upcoming social online workshop) | Learning in the Social Workplace - 0 views

www.c4lpt.co.uk/...pcoming-social-online-workshop

social learning Yammer Hart course workshop womenslearningstudio

shared by Doris Reeves-Lipscomb on 05 Oct 15 - No Cached
  • This is not a traditional course, where I provide all the content and then test you on it! It is a social experience hosted in a private Yammer group, where each week you are invited to work on a practical activity and then share your thoughts and your work with the rest of the group. Nothing is compulsory, but you will find that the more you “work out loud” with the other participants, the more you will get out of the workshop. Even showing “raw” examples of your work is valuable for others to see, it doesn’t have to be a perfect product. And of course, it is also helpful to comment on each others work as well as consider how their ideas might work within your own organisation. You will probably want to commit a couple of hours a week for this workshop, but once again it is up to you how much time you devote to it, and also when you do the work.
  • Doris Reeves-Lipscomb on 05 Oct 15
     
    Jane's advert for her next workshop where she explains what the course is and isn't.
Doris Reeves-Lipscomb

Conflict Among Team Members Can Lead to Better Results - 0 views

www.entrepreneur.com/...238993

conflict team positive workplace Campbell womenslearningstudio

shared by Doris Reeves-Lipscomb on 01 Apr 15 - No Cached
  • It turns out conflict isn’t always bad. In fact, psychologically it can be extremely positive, especially in a team environment.
  • 1. Inspiring adaptability.
  • 4. Improving productivity.
  • ...5 more annotations...
  • 3. Championing commitment.
  • 2. Enhancing goal attainment.
  • 5. Embracing constructive change.
  • 6. Creating resolution. 
  • 7. Generating new ideas.
  • Doris Reeves-Lipscomb on 01 Apr 15
     
    article by Sherrie Campbell, Entrepreneur, October 30, 2014 on how to use conflict constructively.
Doris Reeves-Lipscomb

How Willpower Works: Decision Fatigue and How to Avoid Bad Choices - 0 views

jamesclear.com/willpower-decision-fatigue

decisions willpower habits Clear decision_fatigue womenslearningstudio

shared by Doris Reeves-Lipscomb on 02 Mar 16 - No Cached
  • What the researchers found was that at the beginning of the day, a judge was likely to give a favorable ruling about 65 percent of the time. However, as the morning wore on and the judge became drained from making more and more decisions, the likelihood of a criminal getting a favorable ruling steadily dropped to zero.
  • It didn’t matter what the crime was — murder, rape, theft, embezzlement — a criminal was much more likely to get a favorable response if their parole hearing was scheduled in the morning (or immediately after a food break) than if it was scheduled near the end of a long session.
  • As it turns out, your willpower is like a muscle. And similar to the muscles in your body, willpower can get fatigued when you use it over and over again. Every time you make a decision, it’s like doing another rep in the gym. And similar to how your muscles get tired at the end of a workout, the strength of your willpower fades as you make more decisions.
  • ...9 more annotations...
  • decision fatigue.
  • If you have a particularly decision-heavy day at work, then you come home feeling drained. You might want to go to the gym and workout, but your brain would rather default to the easy decision: sit on the couch. That’s decision fatigue.
  • 1. Plan daily decisions the night before.
  • When you want to get better decisions from your mind, put better food into your body
  • Start your day by working on the most important thing in your life.
  • 3. Stop making decisions. Start making commitments.
  • 4. If you have to make good decisions later in the day, then eat something first.
  • 2. Do the most important thing first.
  • 5. Simplify.
  • Doris Reeves-Lipscomb on 02 Mar 16
     
    James Clear on how to use willpower and decisions more effectively
Doris Reeves-Lipscomb

There's a Difference Between Cooperation and Collaboration - 0 views

hbr.org/...-cooperation-and-collaboration

collaboration cooperation Ashkenas HBR womenslearningstudio

shared by Doris Reeves-Lipscomb on 30 Oct 15 - No Cached
  • most managers are cooperative, friendly, and willing to share information — but what they lack is the ability and flexibility to align their goals and resources with others in real time. Sometimes this starts at the top of the organization when senior leaders don’t fully synchronize their strategies and performance measures with each other.
  • First, consider the goal you’re trying to achieve. Map out the end-to-end work that you think will be needed to get the outcome you want.
  • Second, convene a working session with all of the required collaborators from different areas of the company to review, revise, and make commitments to this collaboration contract.
  • ...2 more annotations...
  • work through the plans, make adjustments, and find ways to share resources and align incentives.
  • cross-functional collaboration is easy to talk about but hard to do, particularly because we tend to get stuck in cooperating mode.
  • Doris Reeves-Lipscomb on 30 Oct 15
     
    article by Ron Ashkenas on difference between cooperation and collaboration and how to set up and negotiate successful collaborations, April 20, 2015
Doris Reeves-Lipscomb

University principal questions the value of lectures (From Herald Scotland) - 0 views

www.heraldscotland.com/...uestions_the_value_of_lectures

lecture discussion learning womenslearningstudio

shared by Doris Reeves-Lipscomb on 22 Oct 15 - No Cached
  • "The concept is simple enough - a lecturer stands in front of an often large group of students and delivers a monologue on his or her specialist topic. "Students take notes and then at some later point there is an examination, during which the students will try to recreate the lecturer's approach to the subject. If all of that works, the student gets a degree."
  • Lectures are not simple stand-alone options
  • They must be combined with small group classes such as seminars, tutorials, lab-based activities as these are often the best way for students to learn. Small group activities are much more resource-intensive than lectures, so universities need to increase their commitment and current levels of investment in staffing and teaching-related infrastructure to deliver more of these."
  • Doris Reeves-Lipscomb on 22 Oct 15
     
    Professor at Robert Gordon University in Aberdeen asserts that lectures for information transfer are not as effective by itself and needs small group discussion
  • Doris Reeves-Lipscomb on 22 Oct 15
     
    Professor at Robert Gordon University in Aberdeen asserts that lectures for information transfer are not as effective by itself and needs small group discussion
Doris Reeves-Lipscomb

The leadership lessons in Sheryl Sandberg's and Adam Grant's new book about resilience and grief - The Washington Post - 0 views

www.washingtonpost.com/...ook-about-resiliency-and-grief

Sandberg NYT Grant book joy emotion womenslearningstudio

shared by Doris Reeves-Lipscomb on 03 May 17 - No Cached
  • What you want to do is debrief failures openly. That’s really critical to resilience, because otherwise when people fail they’re totally unprepared for it.
  • It's much more helpful to say I understand you’re probably in a lot of pain right now, and I want you to know I’m here with you. Just the acknowledgment and conveying you want to support them is much more helpful.
  • One of the things that affected me most, actually, was watching Sheryl commit to finding joy.
  • ...1 more annotation...
  • But the joy you feel has a huge impact on the people around you. I've spent a lot of time thinking since [Sandberg and I] talked about that. Joy is not just a contributor to happiness. It really is a source of strength. When we have more joy in our lives, it’s part of what makes life worth living.
  • Doris Reeves-Lipscomb on 03 May 17
     
    interview with Grant and Sandberg about new book includes the three Ps--personalization, pervasiveness, and permanence--for making negative emotions worse in the workplace. Better to acknowledge reactions to failure or loss as normal
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