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Doris Reeves-Lipscomb

Search Engine Optimization Speaker | Social Media Speaker | SEO Blogger | Social Media Blogger | Marc Ensign - 0 views

www.marcensign.com/about-me

search SEO optimization Ensign search_engine womenslearningstudio

shared by Doris Reeves-Lipscomb on 14 Nov 13 - No Cached
  • Doris Reeves-Lipscomb on 14 Nov 13
     
    Blog post introducing Marc Ensign as a speaker, blogger, and consultant. Includes "my more notable posts as determined by my readers" on 1. Why Keyword Research is a Waste of Time (and what you should be doing instead; 2. 10 Reasons Why I don't Want to Be Your Friend Anymore; 3. Me, Me, Me, I, I, I; 4. Stop Calling Yourself a Guru, Jedi, Rock Star and Ninja (unless you are a Guru, Jedi, Rock Star or Ninja), and so on. Entertaining. Will speak in Sarasota on 11/22/13. Friend/associate of Andre Kasberger.
Doris Reeves-Lipscomb

Legal community rocked by FSU law professor's killing | Tampa Bay Times - 0 views

www.tampabay.com/...2190147

law professor FSU blog Tampa_Bay_Times womenslearningstudio

shared by Doris Reeves-Lipscomb on 26 Jul 14 - No Cached
  • Doris Reeves-Lipscomb on 26 Jul 14
     
    News article on shooting death of Dan Markel, a rising star in the legal world and an FSU professor, 7.26.14. They describe his desire to create dialogue and how his blog PrawfsBlawg gained national attention. (and may have led to his irritating someone who killed him) "In Tallahassee, Markel's star ascended. He launched a legal blog, a forum for law professors called PrawfsBlawg. The site gave scholars an avenue to vet ideas and listed job opportunities. PrawfsBlawg attracted a national following, propelling Markel into a network of high-profile scholars. He was invited to conferences nationwide. Markel's scholarship, which raised philosophical questions about the justice system and argued against the death penalty, also received national attention. His writing was featured in the New York Times and Slate. "He was very eager to engage other academics in dialogue," said Berman, the Ohio State professor. "He believed the more you got resistance to your idea, the more refined and sophisticated the idea would become.""
Doris Reeves-Lipscomb

The Benefits Of Professional Organization Membership | Star Tribune - 0 views

www.startribune.com/...15632792.html

professional_development membership benefits Elsenpeter StarTribune womenslearningstudio

shared by Doris Reeves-Lipscomb on 27 May 14 - No Cached
  • Doris Reeves-Lipscomb on 27 May 14
     
    article by Robert Elsenpeter, Star Tribune, 2008. Expand Your Network Many admins are already members of the International Association of Administrative Professionals (IAAP). And while that is a group worth joining, there are other organizations - like Toastmasters - that can help your professional life. "Attend community groups and industry association meetings," says Kathy Northamer, vice president of OfficeTeam in the Twin Cities. "Make presentations on your area of expertise. Volunteer with a nonprofit. You'll not only gain new contacts, but acquire experience and work samples you can use to build your career." Different organizations can offer different opportunities. But there is one thing they all have in common and it's something beneficial for the admin. "Networking, networking, networking!" says Northamer. "The more contacts in your network who know you, the more likely you will secure leads, interviews and interesting job offers." Reasons to Join a Professional Organization: Personal and professional development resources. Networking opportunities. Professional certification that can help your career. Service and support from the national organization. Opportunities to develop one's leadership skills. Discounts on related products and services. Regular organization conferences. Member publications.
Doris Reeves-Lipscomb

5 reasons to take care with Facebook friends at work - KansasCity.com - 0 views

www.kansascity.com/...o-take-care-with-facebook.html

Facebook tips social media womenslearningstudio

shared by Doris Reeves-Lipscomb on 21 Oct 13 - No Cached
  • Doris Reeves-Lipscomb on 21 Oct 13
     
    article by Diane Stafford at Kansas City Star, 9/20/13 on whether to use Facebook for work connections. It is not a clear progression of tips. Nor does it Start from the very first thing one should do: find out about the workplace policy on using social media. 1. Let your boss ask first (?? meaning don't initiate?) 2. Check out how co-workers link (makes sense) 3. Ask first (makes sense to ask workers f2f about connecting) 4. Review your profile (looking for professionally harmful information on pages--makes sense to do regardless of Facebook friends at work) 5. Set privacy settings (yes, good practice to set privacy settings)
Doris Reeves-Lipscomb

Reddit's most powerful members are holding the site hostage | The Verge - 0 views

www.theverge.com/...fter-ama-victoria-taylor-fired

reddit members moderators hostage communities womenslearningstudio

shared by Doris Reeves-Lipscomb on 07 Jul 15 - No Cached
  • AMA sessions are the jewel in Reddit's crown. The interviews are conducted with individuals and groups from all walks of life, from presidents, to pop stars, to people with two penises, and act as a carrot to attract people who might otherwise by put off by the site's insular in-jokes and questionable subcultures. Without Taylor to act as a buffer, sifting through questions and writing up replies as they were originally stated, it's easy to imagine AMAs in which PR teams can cherry-pick questions and mete out bland responses.
  • AMA sessions are the jewel in Reddit's crown. The interviews are conducted with individuals and groups from all walks of life, from presidents, to pop stars, to people with two penises, and act as a carrot to attract people who might otherwise by put off by the site's insular in-jokes and questionable subcultures. Without Taylor to act as a buffer, sifting through questions and writing up replies as they were originally stated, it's easy to imagine AMAs in which PR teams can cherry-pick questions and mete out bland responses. AMAs done right make notable figures appear personable; done badly, they can shred a public image.
  • ong-running feeling among their number that Reddit does not value their work or communicate effectively.
  • ...1 more annotation...
  • As much as Victoria is loved, this reaction is not all a result of her departure: there is a feeling among many of the moderators of reddit that the admins do not respect the work that is put in by the thousands of unpaid volunteers who maintain the communities of the 9,656 active subreddits, which they feel is expressed by, among other things, the lack of communication between them and the admins, and their disregard of the thousands of mods who keep reddit's communities going.
  • Doris Reeves-Lipscomb on 07 Jul 15
     
    Interesting article on how Reddit fired a popular staff person who facilitated the AMA (Ask Me Anything) guests going into different subreddit communities without notifying volunteer moderators of these communities ahead of time. Volunteer moderators closed their communities except to passworded members to show their unhappiness with Reddit executives' lack of early communication, etc. by Rich McCormick, July 2, 2015. Communities reopened within a couple of days.
Doris Reeves-Lipscomb

Why Google's Best Leaders Aren't Stanford Grads With Perfect SATs | Inc.com - 0 views

www.inc.com/...-8217-s-looking-for-this-.html

Google Inc. leadership predictability womenslearningstudio Pink Drive!

shared by Doris Reeves-Lipscomb on 24 Jul 14 - No Cached
  • Doris Reeves-Lipscomb on 24 Jul 14
     
    article by Walter Chen, Inc. Excerpt: "The most important character trait of a leader isn't where she went to school or her IQ. It's one that you're more likely to associate with a boring person than a Silicon Valley star: predictability. The more predictable you are, day in and day out, the better." The article It isn't as much about predictability as it is leaders establishing clear direction and getting out of the way of employees to work autonomously in making the goals/vision come true. All backed up by big data that has changed Google's hiring practices.
Doris Reeves-Lipscomb

Shut Up and Sit Down - The New Yorker - 0 views

www.newyorker.com/...dangerous-leadership-obsession

leadership history Rothman NewYorker womenslearningstudio

shared by Doris Reeves-Lipscomb on 22 Mar 16 - No Cached
  • People who fetishize leadership sometimes find themselves longing for crisis.
  • Our faith in the value of leadership is durable—it survives, again and again, our disappointment with actual leaders.
  • f you’re flexible in how you translate the word “leadership,” you’ll find that people have been thinking about it for a very long time.
  • ...14 more annotations...
  • Rost found that writers on leadership had defined it in more than two hundred ways. Often, they glided between incompatible definitions within the same book: they argued that leaders should be simultaneously decisive and flexible, or visionary and open-minded. The closest they came to a consensus definition of leadership was the idea that it was “good management.” In practice, Rost wrote, “leadership is a word that has come to mean all things to all people.”
  • “The End of Leadership,” from 2012, Barbara Kellerman, a founding director of the Harvard Kennedy School’s Center for Public Leadership, wrote that “we don’t have much better an idea of how to grow good leaders, or of how to stop or at least slow bad leaders, than we did a hundred or even a thousand years ago.” She points out that, historically, the “trajectory” of leadership has been “about the devolution of power,” from the king to the voters, say, or the boss to the shareholders. In recent years, technological and economic changes like social media and globalization have made leaders less powerful.
  • Max Weber distinguished between the “charismatic” leadership of traditional societies and the “bureaucratic” leadership on offer in the industrialized world.
  • Khurana found that many companies passed over good internal candidates for C.E.O. in favor of “messiah” figures with exceptional charisma.
  • Charismatic C.E.O.s are often famous, and they make good copy;
  • y the mid-twentieth century
  • “process-based” approach. T
  • if you read a detailed, process-oriented account of Jobs’s career (“Becoming Steve Jobs,” by Brent Schlender and Rick Tetzeli, is particularly good), it’s clear that Jobs was a master of the leadership process. Time and time again, he gathered intelligence about the future of technology; surveyed the competition and refined his taste; set goals and assembled teams; tracked projects, intervening into even apparently trivial decisions; and followed through, considering the minute details of marketing and retail. Although Jobs had considerable charisma, his real edge was his thoughtful involvement in every step of an unusually expansive leadership process.
  • some organizations the candidate pool is heavily filtered: in the military, for example, everyone who aspires to command must jump through the same set of hoops. In Congress, though, you can vault in as a businessperson, or a veteran, or the scion of a political family.
  • whether times are bad enough to justify gambling on a dark-horse candidate.
  • Leadership BS
  • five virtues that are almost universally praised by popular leadership writers—modesty, authenticity, truthfulness, trustworthiness,
  • and selflessness—and argues that most real-world leaders ignore these virtues. (If anything, they tend to be narcissistic, back-stabbing, self-promoting shape-shifters.) To Pfeffer, the leadership industry is Orwellian.
  • Reading Samet’s anthology, one sees how starkly perspectival leadership is. From the inside, it often feels like a poorly improvised performance; leading is like starring in a lip-synched music video. The trick is to make it look convincing from the outside. And so the anthology takes pains to show how leaders react to the ambiguities of their roles. In one excerpt, from the memoirs of Ulysses S. Grant, Samet finds him marching toward an enemy camp. Grant, a newly minted colonel who has never commanded in combat, is terrified: “My heart kept getting higher and higher, until it felt to me as though it was in my throat.” When the camp comes into view, however, it’s deserted—the other commander, Grant surmises, “had been as much afraid of me as I had been of him.” Leaders, he realizes, are imagined to be fearless but aren’t; ideally, one might hide one’s fear while finding in it clues about what the enemy will do.
  • Doris Reeves-Lipscomb on 22 Mar 16
     
    article by Joshua Rothman on leadership and how our views of leadership have changed through the centuries and how leadership virtues don't always agree with the actions taken by "leaders" whom we admire. 
Doris Reeves-Lipscomb

Parent-Managed Learner Profiles Will Power Personalization | Getting Smart - 0 views

gettingsmart.com/...les-will-power-personalization

learner learner_profile digital_footprint portfolio womenslearningstudio

shared by Doris Reeves-Lipscomb on 19 Apr 16 - No Cached
  • What is a learner profile?  A learner profile includes three elements: Learning transcript: grades, courses (and/or learning levels), state and district achievement data Personalized learning information: supplemental achievement data, record of services received, feedback on work habits, record of extracurricular activities and work/service experiences. Portfolio of student work: collection of personal best work products.
  • What about children with disconnected parents? As the number of learning options expands many students and families would benefit from a chosen guide. The Donnell Kay Foundation imagines a new system of education where learners create customized paths with advocates who work with them to connect their present learning to their desired future. This role of mentor/advocate/coach could benefit all students but particularly students without the benefit of engaged parents. In some cases, parents/guardians will choose to allow designees (e.g., mentors, relatives) to manage learner profile privacy settings. Young people in the foster care and juvenile justice system may have a court (or state) appointed guide that would manage privacy settings.
  • Data Quality Campaign recently noted, “With access to current education data child welfare staff can help the highly mobile students in foster care achieve school success by providing support such as the following: helping with timely enrollment and transfer of credits if a school change is needed, identifying the need for educational supports, working with school staff to address attendance and discipline issues, and assisting with transition planning to post-school activities such as higher education.”
  • ...3 more annotations...
  • How would postsecondary profiles work? LinkedIn founder Reid Hoffman said a 21st century diploma, “Would accommodate a completely unbundled approach to education, allowing students to easily apply credits obtained from a wide range of sources, including internships, peer to peer learning, online classes, and more, to the same certification.” This “dynamic and upgradable” machine readable profile, “Should allow a person to convey the full scope of his or her skills and expertise with greater comprehensiveness and nuance, in part to enable better matching with jobs.” Hoffman obviously has interest in LinkedIn serving as the preferred market signaling platform.
  • “Own the student record.” The Lone Star pilot was a good Start. With foundation support a small state or group of school districts could pilot a parent controlled learner profile.
  • Online profile management is becoming important in every aspect of life, it’s a new digital literacy competency that every young person must learn to exercise. That starts with empowering parents to take charge of education data with a portable learning profile.
  • Doris Reeves-Lipscomb on 19 Apr 16
     
    excellent explanation by Tom Vander Ark on why parent-managed learner profiles are becoming more important all the time for young people.  Is the corollary true for adults owning their learning in portable, digital carry-alongs for sharing with potential employers, etc.  
Doris Reeves-Lipscomb

Capacity Building 9.0: Fund people to do stuff, get out of their way / Nonprofit With Balls - 0 views

nonprofitwithballs.com/...-do-stuff-get-out-of-their-way

capacity building people nonprofits basics womenslearningstudio

shared by Doris Reeves-Lipscomb on 31 Mar 16 - No Cached
  • First, when people talk about capacity building, it ironically seems to be about larger organizations that have some of what one of my colleagues calls “Prerequisite Capacity,” t
  • Second, I’m glad the role of diversity, equity, and inclusion in capacity building is starting to be recognized and talked about. However, there is still a long way to go.
  • Third, I am astounded by our sector’s ability to overthink and overcomplicate things while ignoring the obvious.
  • ...3 more annotations...
  • So many capacity building efforts fail because we do not invest enough in people to carry out these efforts
  • And any effort to build the capacity of communities of color that does not take staffing into account will fail completely. Many of these orgs do amazing work but don’t have a single full-time staff, so funding anything without strategically funding staffing first will be ineffective.  
  • Supporting the right people so they are consistently there doing stuff, and then removing barriers that are preventing them from doing stuff and making them want to run screaming from the sector. THEN fund toolkits and workshops and peer learning circles and talk about ecosystems and partnerships, etc. With that in mind, here are 9 recommendations from Capacity Building 9.0:
  • Doris Reeves-Lipscomb on 31 Mar 16
     
    blog by nonprofitwithballs on funding people to do the work in nonprofits not projects, consultants, workshops, and redirecting capacity builders back to basics
Doris Reeves-Lipscomb

4pick-yourself.pdf - 0 views

sethgodin.typepad.com/...4pick-yourself.pdf

Pick_yourself star Godin blog pdf womenslearningstudio

shared by Doris Reeves-Lipscomb on 17 Oct 13 - No Cached
  • Doris Reeves-Lipscomb on 17 Oct 13
     
    best rationale for why women need to connect online to learn and lead is right here in this pdf by Seth Godin, 10/17/13, from his blog post today.
Lisa Levinson

App Smart | Star Wars Fever - Video - NYTimes.com - 0 views

www.nytimes.com/...holiday-helpers.html

womenslearningstudio WLStudio app video nytimes nytimes com

shared by Lisa Levinson on 11 Dec 15 - No Cached
  • Lisa Levinson on 11 Dec 15
     
    Video on some apps for shopping for presents, creating a fun video card, and finding gift trends for people on your list.
  • Lisa Levinson on 11 Dec 15
     
    Video on some apps for shopping for presents, creating a fun video card, and finding gift trends for people on your list.
Doris Reeves-Lipscomb

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

ssir.org/...leadership_development_deficit

leadership development Bridgespan SSIR nonprofits womenslearningstudio

shared by Doris Reeves-Lipscomb on 23 Oct 15 - No Cached
  • 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.
  • ...20 more annotations...
  • 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.
  • Doris Reeves-Lipscomb on 23 Oct 15
     
    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
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