In celebration and reflection of 2013 American Education Week, The White House Initiative on Educational Excellence for African Americans (WHIEEAA) will be hosting a series of Twitter roundtables on several important topics. The WHIEEAA works on important education issues impacting African Americans and they are inviting everyone to join the discussion, 12-1pm EST. The hashtag #AfAmEdchat will be used for each of the daily discussions.
The office of Mr David J Johns, Executive Director of The White House Initiative on Educational Excellence for African Americans has invited me to participate in one of their hosted Twitter Panels: The Opportunity Gap — Facts, Myths and Possibilities in Black Academic Excellence session on Friday, November 22, 2013.
Please mark your calendars, sign-on to Twitter (or Tweetdeck) and participate in the conversation #AfAmEdChat November 18-22 from 12-1pm EST.
#AfAmEdChat Line up
Monday, November 18: All in the Family– Effective Faith & Community Partnerships to Support African American Educational Excellence
Special guests include @joshuadubois @revtonylee & Brenda Mitchell of@edpartners
Tuesday, November 19: Code Switch–Exposing Black Girls to Science, Technology, Engineering, Arts & Mathematics (#STEAM) Careers
Special guests include @6Gems of @BlackGirlsCode, @DNLee5 &@reshmasaujani of @GirlsWhoCode, @HajjFlemings , @SocialgrlzLLC &@FMSupreme
Wednesday, November 20: To Whom Much is Given – Quality practices in cultivating Black Male achievement
Special guests include @DoveSoars , @DrJLMooreIII , @SFDeans &@uchangenow , @DrJFLJackson, @PedroANoguera, & @OTLCampaign
Thursday, November 21: Each One Teach One – Recruiting & supporting Black scholars in the education ecosystem
Special guests include @TheJLV, @hartformemphis, @JoiCunn, @chrisemdin& @latoiajones
Friday, November 22: The Opportunity Gap — Facts, Myths and Possibilities in Black Academic Excellence
Special guests include @deenapierott, @iurbanteen, @AfricanaCarr, @andreperryedu, @SandyDarity &@NakLew
If you miss a chat you can find a summary of each day’s topic (via Storify) at the WHIEEAA webpage .
Do you consider yourself lucky? Or do you always seem to have that dark cloud hovering around..Read this interesting article I found in the Huffington Post and let me know what you think…
The Secrets Of The World’s Luckiest People
We tend to think of a bout of good fortune as a random act of kindness from the universe. Certainly that is sometimes true: Serendipity or (depending on your belief system) random chance can be the reason you narrowly miss an airport closure or get the last cab in a rainstorm.
But many of the life events we consider “lucky” are not so random at all. Instead, they are directly related to the actions we take and the worldview we embrace. After all, even winning the lottery requires buying a ticket. Read entire article
CIO Forum – November 6th and 7th
It doesn’t matter whether you are in the business of delivering products or services–either way, your success depends heavily on communication. When things go wrong, you can almost always trace the problem to a breakdown in communication. And when things go right, it’s usually great communicators who helped create the successful results. It’s a necessary skill in every aspect of business, social and family life. How you communicate will determine if you lead, command respect, earn trust and are well liked. Poor communicators will suffer from confusion, low self-esteem and frustration.
Many of you have experienced great communicators such as Presidents Reagan and Clinton, and most of you have suffered through that boring lecture or maddening argument from a person who just couldn’t make their point in a way you could comprehend. No need for you to be the offender. Just emulate these seven traits, and you’ll rise to your highest potential and enjoy life along the way.
If you look for advice on how to prepare for a job interview, you are likely to find a lot of lists. Lists that provide you with the most common questions you’ll hear in a job interview, and lists of the best answers. What you won’t find is an explanation of what the job interviewer is really looking for when they ask those common questions.
Believe it or not, most job interview questions fall within three basic categories. With that in mind, it’s a better use of your time to prepare to address these basic categories of questions. While they may not be the only questions you will be asked, if you focus on developing a career story for the three question categories discussed below, you’ll be ready to answer just about anything.
1. Your Work History
- Tell me about yourself.
- Tell me about your work history.
- What career accomplishment are you most proud of?
- What’s the biggest mistake you made in your career and what did you learn from it?
- Why do you have an employment gap?
- Why did you leave your previous job?
- Where do you see yourself in 5 years? 10 years?
- What other companies are you interviewing with?
- What are your salary requirements?
- What is your dream job?
- What motivates you?
- How do you define success?
The Story: What you did to prepare for this job and what you’ll do once you’re hired.
A Different Approach to Organizational Problem Solving!
Author: Terry Rodriguez, EdD Leadership
The most common approach to change and needs analysis is to look at what exists today in an organization as problem statements and then consider the gap that exists between the current state and the desired future state. However, there is a different approach to the conundrum of improving organization performance! Appreciative Inquiry (AI) is gaining popularity as the Positive Psychology movement grows and provides another organization tool to consider.
David Cooperrider, Martin Seligman and others have been proponents of looking at the positive potential of an organization. Instead of a focus on identifying problems, looking for root causes and then solutions Appreciative Inquiry uses a much different approach. AI focus on appreciating and valuing what the organization does well and then envisions what might be and should be. Prioritizing and planning how to implement more of the positive changes are the final steps. Again, the emphasis is on discovering, and dreaming with a positive view of the organization or process that is being considered.
The benefits of this approach are to free up more innovative thinking instead of a narrower perspective that may result from traditional problem solving. However, for many this is a radical departure from always looking at problems! Try this approach in your next team meeting and watch how the energy in your team members change as they affirm what is going well and how to do more of it.
Dr. Terry Rodriguez’s extensive career as an Organizational Change and Development Professional includes a broad global business background in countries such as Germany and China. She also has extensive experience in leading training and organizational development, management coaching, stakeholder assessment, communication strategies and employee/career development in two Fortune 50 companies, and in her own consulting firm in manufacturing and high tech environments and small to mid-size companies. In addition to other global work, she recently completed a three year contract teaching graduate and undergraduate courses on leadership and human resources in Kuwait. Dr. Rodriguez currently resides in Seattle and can be reached at email@example.com.
WE HAVE MET THE ENEMY AND SHE IS US
Register Here: http://womenseries.eventbrite.com/
Is the Queen Bee syndrome still alive and well in today’s workplace? And if so, what is the motivation for this sort of “Dragon Lady” behavior? Are women professionals today making the most of our opportunity to serve as allies?
The media is full of stories for how women can Lean In and break through the “glass ceiling.” But we face more barriers to our success than a glass ceiling – we also face subtle and systematic sabotage from some of the women we trust the most. This interactive presentation uses advice from interviews with women who have succeeded in some of America’s largest corporations, non-profit organizations and government agencies to educate, entertain and inspire participants in how to better support one another in achieving success in leadership positions. You will learn some of the secrets that every professional woman should know, but are rarely shared. This is an eye-opening, informal and enjoyable session designed to explore the tendency toward relational aggression between women in the workplace and how we can all play a role in breaking that glass ceiling together!
In this session you will learn
- Why we act against one another, the myriad of forms this sort of action can take – from territorialism, to gossip, exclusion, “put downs”, and the seemingly benign “mama-bear” protective management syndrome.
- How we can stop doing it, and
- How we can work together to overcome hurdles in our careers to better promote women in business and leadership across our community.
Attendees: In an effort to create customized course content and guided discussions most relevant to your experience, we ask that you please take a short pre-class survey to share your experience, input and priorities. The survey link will be emailed to you once you have signed up for the session.
About the Speaker
Carmen E. Voillequé is an experienced transformational change consultant with 15 years of experience in public speaking and facilitation and is nationally respected for her ability to provide advanced strategic planning and organizational development consultation for complex partnerships, systems, associations and networks to achieve significant organizational change. Ms. Voilleque has narrowed her focus to the areas of leadership coaching, strategic planning, change management and the development of high performance teams. She is the co-author of Evolutionaries: Transformational Leadership – The Missing Link in Your Organizational Chart, a book aimed at clarifying the critical role of transformational leadership in high-change organizations.
Ms. Voillequé has a BA form the University of Oregon and also attended law school at the University of San Francisco. When not working, she enjoys traveling with her husband and daughter. She and her family make their home in Portland, Oregon.
Happy, engaged employees are good for an organization. Research shows they are more creative, produce better results, and are willing to go the extra mile. What’s more, happiness is contagious; it creates a virtuous cycle that leads to further engagement.
To bring more of that into your team, focus on what psychologists have identified as the three pathways to happiness: pleasure, engagement, and meaning. Consider whether you are actively encouraging these things in your people. Do they enjoy their relationships and their environment at work? Do they laugh? Do they fill roles that fit their skill sets and offer appropriate challenges? Do they feel they’re a part of something that matters?
If the answer is no to any of these questions, brainstorm how you can adjust the team environment to bring more happiness in.
Courtesy Harvard Business Review
- What if you just stopped running that negative message over it again and again in your mind and started moving?
- How could you do both well?
- Why does getting this done mean so much to you?
- What story are you telling yourself that is getting in the way of your productivity?
- What could you do in this moment to move one step closer?
- Where is your support showing up in unexpected places?
- If you decided to do whatever it takes to make it work, how would things change?
- What are you doing today that will matter in 5 years?
- Where could you be the source of your solutions?
- When was the last time to set this aside to take a break?
- Describe what might happen if you allowed yourself to actually finish that project?
- What do you need to handle first to set your mind at ease?