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The Value of Positive Civil Discourse in Making a More Perfect Union

Recently, I have been thinking about the nature, and value of, positive civil discourse while equally pondering the benefits of positive, nonviolent, civil disobedience. In our global village, we notice that few individuals and groups (of the billions of citizens on the planet), are choosing to express discontent and dissonance with political and governmental policies by engaging in violent demonstrations that often result in lost lives.

Even though opposing expressions to political ideologies and policies unnamedare not new, possibly, it is time to review and re-educate ourselves, and others, on the value of civil discourse, broadening our understandings,  and nonviolent civil disobedience that can also result in positive social change without the loss of human lives.

As long as there have been individuals and groups, there have also been disagreements-and sometimes violence to resolve those disagreements.  Some would argue, as societies continue to evolve technologically, it is equally important to help individuals and communities to develop their capacities for civil discourse, by recommending positive social actions that increase civil engagement, improve emotional intelligence, enhance the quality of life, and augment our understanding of global interdependence.

Many of us remember studying American transcendentalist Henry David Thoreau (1817-1862) and reading his 1849 thesis Civil Disobedience in which he contemplated the nature of civil disobedience–highlighting, in his opinion, the right of the individual to resist government action or policies that were blatantly against an individual’s moral values or conscience.  Thoreau’s notion, and practice of, positive civil disobedience eventually resulted in his being arrested for not paying a poll tax.  Thoreau resisted the tax because  it conflicted with his conscience.  He believed that the funds generated from the tax would be used to finance the Mexican War, a campaign which he vehemently opposed.  Thoreau, further, saw the war as a means to expand slave territories in the United States, and he considered such an immoral undertaking.

unnamed-1From Thoreau’s thesis it appears that he is not arguing for no government, but that he is imagining a “State at least which can afford to be just to all men, and to treat the individual with respect as a neighbor; which even would not think it inconsistent with its own repose if a few were to live aloof from it, not meddling with it, nor embraced by it…” Even though it was penned over 100 years ago, Thoreau’s thesis reflects conflicts we continue to struggle with today.  He states further, “It is truly enough said that a corporation has no conscience; but a corporation of conscientious men is a corporation with a conscience.”

Without a doubt, America, and our global communities, have certainly changed a great deal since Thoreau’s thesis.  According to historians of civil disobedience, there have been many more examples of civil disobedience in which people, or movements, have changed policies and improved living conditions for communities, by employing varying degrees of civil disobedience to effect positive social outcomes.

Although they are too numerous to name, some prominent civil disobedience involved Mohandas “Mahatma” Gandhi (1869-1948), for his role in leading India to independence; Martin Luther King, Jr. (1929-1968), for his role in leading the nation’s peaceful Civil Rights Movement until his assassination; Cesar Chavez (1927-1993) for his role in organizing a labor union to protect the rights of workers; Nelson Mandela (1918-2013) for his role in protesting apartheid which, after his imprisonment of nearly 30 years, eventually led to world recognition, a Nobel Peace Prize, and anti-apartheid improvements; and many more individuals–known and unknown–who have led and continue to inspire non-violent civil disobedience.NOT_hate_Fotor

So, what does this tell us as leaders of organizations, communities, and families?  Some might argue that it is our responsibility to ensure that students, and developing adults, are exposed to stories of non-violent civil disobedience–hopefully to counterbalance the other reports of more violent ways to resolve conflicts that are broadcasted via various news and entertainment media.

As managers of businesses and observers of interpersonal interactions, there are daily opportunities for us to model civil engagement, civil discourse, and decision-making that demonstrates the value of engagement of a broad range of individuals and appreciation of more diverse perspectives. As leaders, we can not only listen to diverse opinions and solutions with respect and understanding, but we can also help others recognize the value of diverse viewpoints.

Ultimately, the family is probably the first place to form meaningful viewpoints about the individual’s responsibilities in society. Possibly Jackson-2_Fotorconversations that occur in family worlds should also encompass strategies for supporting and expressing disagreement in civil and non-violent ways.  Because the family is the basic building block of society, when families actively promote listening, tolerance, civil discourse, and awareness of other cultures, they offer a strong foundation for productive civil discourse and nonviolent positive social action in our larger global communities.

As leaders–be it in our families, our workplaces, our communities, our nation, or anywhere on our Earth–it is our critical responsibility to help each other work towards truly forming a more perfect union, the intention stated in the Preamble to the Constitution of the United States of America.

Henry David Thoreau, Civil Disobedience, thesis, 1849

Special thanks to Geri R. Vital, MA

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How Can We Leverage the Creativity in the Workforce for a Better Future?

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source: http://evolllution.com/opinions/serving-the-next-generation-workforce/

I have been thinking lately a lot about work. What function does or should work have in establishing well-being in our society? Beyond earning salaries or wages, why should we work? Are there benefits in work beyond the satisfaction of performing your craft well? What role does work have in sustaining families and communities beyond paying household bills? Is there something ethereal in men/women that work touches, enhances or creates?  Can work lead to self-actualization–the merging of creativity with craft that lifts the individual, the organization, and the interrelated work families?

Probably as long as women/men have existed, there has been some version of work. It is reasonable to imagine that work for prehistoric humans related to tasks that increased survival–food, shelter, and probably other tasks related to Maslow’s hierarchy-physiological and safety needs. However, as many of us rush back and forth to work daily, we probably also realize that we share our lives with others in work worlds. These work worlds can furnish opportunities for us to collaborate and learn from colleagues while obtaining gratification and inspiration from attaining personal and professional goals. And, to attract new talents, some employers are realizing that work worlds need to evolve to fit the needs and expectations of several generations in the workplace.

From some Millennials, we are learning that work worlds that are more satisfying and supportive of a holistic and balanced lifestyle hold a competitive edge in recruiting new talent. Companies like Google attract Millennials with free food, dry cleaning, on-site fitness facilities, and flexible work schedules– attempting to respond to the values of this generation. Other employers report that Millennials work better in teams, when appreciation is shown, and when global opportunities are involved.

According to a 2014 article in Harvard Business Review, managers in the current and future workforce, are, and can be for some time, managing several generations of workers–the first time this situation has existed in history. Experts offer that managers should encourage collaboration, up and down mentoring, and above all, leverage the expertise of all individuals for a more creative and productive workforce.

As we redefine higher education and create technologically enhanced learning environments, leveraging expertise and promoting individual creativity will make all the difference in realizing the potential of higher education for a better future.

GENERATIONAL ISSUES
Managing People from 5 Generations
Rebecca Knight, Harvard Business Review,
SEPTEMBER 25, 2014

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Happy Mother’s Day-Celebrating the Love and Hidden Workloads of so Many Women

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For most individuals, their mothers are, or have been, a special influence in their lives and contribute to their lifelong sense of love, compassion, and confidence. The love of a mother can encircle you like an invisible force field. Yet, often, mothers supply this nexus of love and support while juggling careers, personal and conflicting aspirations, and hidden familial workloads. This Mother’s Day, let us acknowledge the special place that mothers occupy in our lives and the complexity of their lives that is frequently hidden from our view.

Some time ago, a colleague and I conducted research on the hidden workloads of women in higher education. Our research was presented at conferences, and it was eventually published in an international publication focusing on women.

Basically, we surveyed and interviewed about 100 women in higher education from the rank of assistant professor to Vice President who worked at a highly-ranked and research, regional university. After we entered the 21st century, it seemed like a good time to take a pulse, to seek some perspectives, of women. We found that women reported a myriad of experiences that appeared to be unique to them. They reported having their voices ignored in departmental meetings; feeling pressured to produce research while balancing other familial responsibilities; and struggling to fit their contributions into an educational reward structure not normed on women.

Well, more than a decade has passed since we reported our findings. There have been many changes since then—including that a woman, and a mother, is now running for President of the United States. However, there is still much work to do. Our mothers, wives, sisters, and daughters still earned only 77 cents for every dollar that men earned in 2012, according to data from the U.S. Census Bureau.  Further, some believe that many workplaces could be further enhanced by the voices and leadership styles of more women.

So, this Mother’s Day, as we celebrate our mothers with flowers, fine jewelry, and special dinners, let us lean in and take a good look at the lives, perspectives, aspirations, and hidden workloads of these women.

May the lives and contributions of mothers to humanity continue to be enhanced and appreciated!

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From Specific Competencies to Career Pathways

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Recently, some faculty and staff colleagues at Florida Memorial University submitted a proposal to compete for a Career Pathways grant. The purpose of this national competition was to encourage institutions to partner with business and industry leaders to refine academic programs, curricular, and co-curricular experiences to assure that students leave with competencies needed in specific workforces and careers. The grant’s overarching assumption is that more collaboration between industry leaders and faculty would lead to clearer career pathways for students from academic programs to current and emerging disciplines/workforce needs.

While this, in itself, is not a new idea, the grantors appear to be echoing the sentiments of many students, parents, employers, and taxpayers regarding the thorny transitions from academic degree programs to desired employment.

Ironically, nearly a thousand years ago or so, it was common for younger persons seeking to acquire specific competencies to work alongside skilled craftsmen until they could demonstrate mastery. Thus, there was a closer and more discernible link between specialized knowledge, experiential learning, and competencies related to entrance into specific professions and trades.

Nearly a millennium later,  after the multiplication of universities, degree programs, certifications, accreditation organizations, unions, and more formalized apprenticeship and internship programs, the link between learner and mastery of specific competencies seems to have eroded. Educators and policy analysts regularly point out varying disconnects between the learning outcomes of high school and the admissions requirements for college. Others note similar disconnects between college degree outcomes and competencies needed for admission into well-paying jobs.

Probably because of the costs involved for individuals and families in pursuing a college education, the expectation is that the investment will guarantee the acquisition of specific competencies that in turn will lead to well-paying careers and middle-class lifestyles.

According to some,  “credentialing” has gone amok in the 21st century. Instead of facilitating a clear pathway from higher education to a career, some colleges and universities have been viewed as generating a proliferation of degrees that load students with irrelevant courses, leaving them with burgeoning debt, and not closer to well-paying careers. Further, families have observed that students seeking entrance into specific careers and the job market, in general, find themselves confused and facing what many view as a fragmented array of educational options and undefined competencies from secondary school through advanced education.

Education stakeholders such as the Lumina Foundation, America Council on Education, and the Lilly Foundation, to name a few, have sought to increase transparency and clarity in credentialing in higher education by engaging in a national dialogue about the need for clearer paths from secondary schools to specific careers.

Thus, the work by faculty and staff at Florida Memorial University to clearly describe degree competencies and engage in dialogues with industry representatives is a strong step in the right direction.

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Americans: We Are Strengthened by Our Diverse Perspectives

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Dr. Roslyn Clark Artis, President, Florida Memorial University

Most Americans have been involved in, or heard, conversations about diversity. The topics swirling around the concepts of diversity are broad and deep. Diversity, demographically speaking, describes a range of variables employed to describe human beings—and if you attempt to list the distinct characteristics, you will probably omit a few descriptors.

Sometimes, unfortunately, we focus on the differences when reporting statistically on academic achievement, family earning, health, and so forth. Admittedly, we need to be informed about how our policies, tax dollars, and governmental interventions affect the majority of Americans and citizens with specific characteristics. Sometimes, however, segmenting our population into diverse groups can be utilized too peremptorily to imply hierarchical ranking. However, measuring some outcomes related to specific human variables can be helpful in promoting the attainment of life, liberty, and the pursuit of happiness for all—as proclaimed as self-evident in our Declaration of Independence.

Like many other Americans, my concept of diversity has also been expanding as I interact with persons who share different characteristics. I recall when I served in academic affairs at a regional institution that enrolled, made accommodations for, and graduated students with characteristics often referred to as physical disabilities, my personal definition of diversity expanded. What I learned from those students has changed my perspective on diversity and broadened my understanding of courage—for life.

At Florida Memorial University, I have, once again, thought about the concept of diversity. Even though Florida Memorial University is known as a Historically Black College or University, there is a great deal of diversity among students, faculty, and staff that enriches us all. The opportunity to work academically with such a diverse range of faculty encompassing  every descriptor possible is invigorating. Faculty bring perspectives and life experiences from 33 countries including America.  When an idea is introduced at a faculty meeting, for example, we are able to discuss it from experiences that faculty have had from vantage points outside of America, from different disciplines, from family worlds that encompass unique mixtures of world cultures from times chronically different, and from their experiences in a very diverse region of South Florida.

Similarly, in meetings with students it is easy to appreciate the mix of the numerous cultures. Students bring perspectives from many countries including Brazil, Haiti, Ivory Coast, Portugal, Paraguay, Senegal, Chile, Greece, Bosnia-Herzegovina, Jamaica, Colombia, and Nigeria.  In many respects, the diverse characteristics of students and faculty at Florida Memorial University under girds everything we do. Now, as we highlight the accomplishments of the faculty, identify our centers of excellence, and enhance our responsiveness to South Florida, we will move forth with a broader understanding of human experiences. This broader understanding will be an asset as we employ our diverse characteristics to prepare our students for a competitive, and very diverse global community.

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Legacies of Courage and Love from the Silent Generation

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Joined by Trayvon’s family, (from left) Jahvaris Fulton,
Sybrina Fulton and Tracy Martin, the legendary
Harry Belafonte is honored at Trayvon Martin’s
21st Birthday Celebration Banquet in Miami.
(Photo courtesy of Geri R. Vital, ©2016)

Recently, my husband and I had the pleasure of hearing Harry Belafonte, Jr. (who will soon celebrate his 90th birthday) enthrall an audience at the Trayvon Martin Foundation’s Fourth Annual remembrance dinner in Miami, Florida, sponsored by Florida Memorial University and other stakeholders. The Trayvon Martin Foundation is located on the campus of Florida Memorial University.

Even though Mr. Belafonte informed the audience that he had recently experienced a stroke and that he was on medication that affected his memory, his nearly 30 minute, extemporaneous speech was still a phenomenal gift to us. Looking around the ballroom, I noted that the audience was lifted a bit higher by his audacious courage, by how he promoted social equity throughout his life with his talents, his inspiring work, and by his still ardent call for us to commit to positive social action, as our daily guide.

Mr. Belafonte, and many of those he interacted with (such as Dr. Martin Luther King, Jr., First Lady Eleanor Roosevelt, the Reverend Jessie Jackson and many others) are/were members of what is sometimes called the Silent Generation. When you look at the altruistic accomplishments, the courage, and the legacy of some members of this generation, they were anything but silent—they spoke eloquently through their deeds and built foundations for a stronger America.

However, each year we lose more of these trailblazers and, thus, we look to our college students and younger adults with hope that they will step forth and carry a torch of audacious hope to broaden and deepen our human connectivity through intellectual discourse and positive social action.

My husband and I feel fortunate to have been able to interact with some of the special humans in the Silent Generation such as the incomparable Dr. Maya Angelou, Pulitzer Prize poet Gwendolyn Brooks, humanitarian Harriet Fulbright, historian Dr. John Hope Franklin, activist and academic Angela Davis, Mayor Harold Washington, the Honorable Andrew Young, heroic Tuskegee Airmen, priest-activist Father George Clements, heavyweight champion and philanthropist Muhammad Ali, and many more inventors and innovators, teachers and scholars, scientists and statesmen.

Admittedly, many of members of the aforementioned and others in the Silent Generation lived controversial lives and colored outside of the lines. As time has demonstrated, these lines are temporary boundaries that continue to change with time, through intellectual realizations and the transcendence of the human spirit. And, of course, the Silent Generation Americans were only humans!

We have marveled that lives of courage, sacrifice, and concern for others seems to have transformed these mere humans into legends. Even as they are undoubtedly contemplating the conclusions of their earthly existences, these legends of the Silent Generation seem to stand tall, despite advanced age, and vigorously employ their lives’ wisdom to heighten awareness for today’s youth in order to inspire actions that will result in an even better America and more peaceful coexistence in our global community. They have shown us the power of lives lived with altruistic purposes, and now these stalwarts are demonstrating how to bow out with dignity and grace.

Listening to their life stories–replete with challenges, missteps, and victories–and seeing a world continuing to transform through their perspectives is a special gift to be held close to the heart and deeply treasured. Though these remarkable people who have illustrated the great potential of human lives might be a bit weathered by their journeys,  their actions still serve as a clarion call for us to shake off our complacency, focus a little less on consuming, look up from our hand-held devices, and take more active roles in advancing the progress towards broader social justice, greater fairness, and respect for all lives among our global neighbors.

Holding these treasures, and the inspiring life stories of many others, close to our hearts—We thank you!

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Leadership Essential-Defining Success for Others


images-3.jpgAs we approach 2016 with hope, resolutions, and anticipation, it might also be helpful to ruminate on some of the evolving concepts of leadership and the lenses they furnish for current and emerging leaders in our society. Often perspectives on leadership held by policy makers coalesce into societal policies, legislation and laws.  Leadership philosophies and styles tend to encompass a variety of perspectives, values, and notions of good lives.

In November 2015, I was honored to give the keynote address at the graduation ceremony of The University of North Carolina Bridges leadership program for women. More than 20 years ago, the UNC Bridges intensive, four-week, leadership program was designed to inform, promote, and support women in leadership roles in higher education.  I particularly enjoyed returning to the (William and Ida) Friday Center in Chapel Hill to interact with women seeking higher education leadership roles because, I had been nurtured, mentored, informed, and furnished leadership opportunities for 14 years in the UNC system.

Moreover, discussing leadership theories continues to fuel my hope that we will eventually develop leaders who will transform our society, so that the majority of Americans will experience a more perfect union. Further, the eroding public confidence in higher education, its value, and its leaders appears to be a microcosm of eroding confidence in political institutions, corporations, and many leaders in America. Probably since I was an English Literature and Language major (decades ago) the words of Charles Dickens’ 1859 novel which depict dueling social ills prior to the French Revolution seem to resonate with me as I contemplate 2016:

It was the best of times, it was the worst of times, it was the age of wisdom, it was the age of foolishness, it was the epoch of belief, it was the epoch of incredulity, it was the season of Light, it was the season of Darkness, it was the spring of hope, it was the winter of despair, we had everything before us, we had nothing before us, were all going direct to Heaven, we were going direct the other way. Charles Dickens, A Tale of Two Cities, 1859

In short, what better time than 2016 to reflect on leadership and co-existing extremes?

The theme of the graduating Bridges class was transformational leadership. Thus, speakers were asked to share experiences, knowledge, and wisdom regarding the concept of transformational leadership.  In a nutshell, the theory of transformational leadership affirms that leaders are more successful when they facilitate the development of leadership qualities in others, when they inspire team leadership to solve problems, and when leaders are introspective about the personal values, assumptions, and paradigms from whence they lead.

In the conversations following the keynote address, the Bridges graduates and I also discussed leadership roles through the lenses of other leadership theories.  In addition to transformational leadership, we agreed that there are a host of leadership theories that attempt to inform, elucidate, and guide those seeking leadership positions in a range of societal institutions.  Some leadership theories that were viewed as illuminating various aspects of leadership include:

Authentic leadership– leaders are usually positive people who lead from honest and ethical foundations and maintain honest relationships with employees or followers.

Servant leadership–leaders desire to serve, the servant’s heart is a fundamental component for this type of leadership. The servant leader puts the needs of others before his/hers and shares power–the pyramid is flipped.

Collaborative leadership–leaders employ teams to lead a hierarchy structure that is less of a pyramid.  Current modes of communication support a more flat organizational structure in which team members learn from each other and work together to solve problems.

While reflecting on transformational leadership, and various other leadership styles, it occurred to me that the first place for an aspiring or current leader to engage in deeper rumination or for meaningful New Year’s resolutions is one’s personal values and definition of success.   In other words, the journey towards a high level leadership position, through it, and after it, begins with a person defining–What does success mean to me?

In higher education, for example, success to a leader could mean 1) advancing knowledge in a discipline, 2) improving the teaching and learning environments, 3) employing big data to truly solve intractable problems, 4) forecasting future opportunities, and/or 5) simply helping others to discover the joy and benefits of a lifetime of learning.  A personal definition of success is not only helpful, but it could lead towards a more fulfilling career, life/work balance, altruistic behavior, and healthy lifestyle.  

Even a cursory view of higher education leadership, political leadership, and corporate leadership would reveal that long term success in a leadership role is more difficult in a world defined, measured, and sometimes quartered by social media that can topple leaders through informed/ill-informed public reactions.  Thus, it is essential for leaders to reflect on a personal definition of success that will help ease some of the unavoidable bumps and turbulence in leadership roles.  It is also important to note that the meaning of success will probably change and evolve over time in a leader’s tenure and lifetime.  

So where does this leave us with our New Year’s resolutions? Hopefully, when making our lists, we will also be cognizant that every individual effort adds to the collective well-being.  When we reflect on what success means to us and our families, we will also be aware that our concepts of good lives will be played out in microcosms that will be expanded in the macrocosms called America and the global village.

 

 

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Thanksgiving is a time to pause and realize we can improve our collective lives

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Usually it is very easy to compose a Thanksgiving season blog.  This year, however, there have been many global disturbances in which humans have hurt other humans.  Further, the rhetoric of too many political candidates has left many of us wondering about the general assumptions some political organizations seem to believe about the intelligence of American voters.

Unfazed by the human tragedies and the political circus seem to be the Black Friday marketers–consumerism must go on, and this year it needs to be bigger than last year. So, cut your Thanksgiving family time short to save $ on something you probably do not really need anyway.

A quote from Charles Dickens 1859 novel depicting the climate prior to the French Revolution seems apropos:

“It was the best of times, it was the worst of times, it was the age of wisdom, it was the age of foolishness, it was the epoch of belief, it was the epoch of incredulity, it was the season of Light, it was the season of Darkness, it was the spring of hope, it was the winter of despair, we had everything before us, we had nothing before us, we were all going direct to Heaven, we were all going direct the other way – in short, the period was so far like the present period, that some of its noisiest authorities insisted on its being received, for good or for evil, in the superlative degree of comparison only.

When considering our current situations in the world with its gaps of wealth, education, understanding, and alternate versions of history, it could be easy to succumb to melancholy and to lack faith that there will be a heightening of humanity and more evenness of global, human well-being.  Maybe this melancholy is the reason why some humans inflict pain on others .  As I was once told, “hurt people–hurt people.”

Yet, when considering the extensive list of things gone awry, it is the stories of hundreds of selfless individuals, and their mostly unheralded acts of courage, altruism, philanthropy, and love that fuel the optimism shared in some of our family worlds, our communities, and generally in America.

So, this Thanksgiving, I will wish the retail industry well, look into the faces of friends and relatives with hope and optimism, laugh at the stories of our past follies, and I will try not to gain too much weight from the Thanksgiving dinner, its leftovers, and the month long holiday season.

Because most of all, Thanksgiving is a time to affirm that we can improve our collective futures with genuine acts of kindness and awareness of our global connectivity.

Happy Thanksgiving!

 

 

 

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Home Pages and Social Media- Tools that help Students with College Choices

Recently, my husband and I were asked to review the communication strategies of a liberal arts college in the Southeast. In addition to our joint experiences and expertise which covered a range of marketing materials–view books, webpages, social media (Facebook, Twitter, Instagram, YouTube, etc.)–we also engaged in research on communication strategies for a range of institutions from Ivy League to small liberal arts colleges. social_media_iconFlower-01

Admittedly, we did not engage in focus groups or conduct extensive surveys with prospective students–that would come later to refine strategies for the specific college. We did, however, seek feedback from some recent college graduates and prospective students about the slogans, looks, and feel of selected college websites, and the general capability of most colleges to convincingly answer that critical question, “Why come here?” through their virtual open doors–their websites’ home pages.

What we learned was not surprising, but it reinforced our theory that adept design of the home page and employment of the growing multitude of social media connections have become extremely important in attracting and engaging students who regularly use social media, and who would benefit from learning about the unique college experiences and resources of a specific institution.

It was also obvious that some colleges constructed their home page for audiences other than the media saturated prospective students (i.e. with a great deal of text for students to read). Other institutions employed home pages as opportunities for students to explore how they could fit into college life–with skillful, vibrant photography, and easily visible links to various resources and social media sites. These institutions allow students to read comments of other students, to ask questions, and to use the portal as a window to observe college life, by skillfully placed links to photos and videos, depicting a range of students and faculty participating in campus and community life.

So, why is all of this important? As a nation, we seem to have reached a consensus that we must increase the number of students who complete a quality college education so that we will stay competitive in a world quickly evolving through the adaptation of technology, just-in-time learning, and innovations in the workplace that have already exceeded projections of some futurists (Remember the cinematic prediction from the movie, “Back to the Future“?). Moreover, most colleges have distinct niches, cultures, and characteristics that will be a better fit for some students than others. It is through the college home page that prospective students and families will make decisions whether to visit the campus and whether the curricular/co-curricular experiences are likely to lead to a fulfilling and empowering liberal arts/professional education and/or a solid foundation for advanced study and lifelong learning.

Some of the recent graduates we asked about home pages noted that the brands/slogans seemed to be a call to action like: “Reach Within…Shape the future” and “Become yourself…Change the World.”

These slogans appeared to be more exciting and attractive than the standard claims of excellence, tradition, or a focus on famous graduates from years gone by. Another observation was that the strategic design of a home page portal to attract students who are good fits for a college is a highly cost-effective technique for attracting students. YouTube videos and testimonials from students through homepage links can also level the playing field for smaller colleges with quality learning environments, but smaller advertising budgets.  When coupled with College Board data, visits led by student ambassadors, constant email updates or news feeds, easily accessible college applications, and the demonstrated promise of their slogans, smaller colleges struggling to attract students might be pleasantly surprised about the power of a well-planned, stimulating homepage with appealing social media windows.

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The Job Search-The Concept of “fit”

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Over the last couple of years, there has been sufficient media coverage on the search for jobs by new college graduates, the creation of jobs in America, the unemployment rate, and preparation needed for more citizens to be prepared for high-tech jobs.

Nonetheless, there are still hundreds of thousands of college graduates, at every level, and in all disciplines looking for something close to an open job door to launch their careers/lives, and/or to move out of their parents’ houses. Moreover, there are mid-level workers, steeped in the nexus of family responsibilities, searching for new jobs to earn more money or to acquire a better quality of life.  Further, there are Baby Boomers who are phasing out of jobs, or seeking to re-imagine how to live a quality retirement life by engaging in new interests with monetary payoffs.

Recently, I have been watching our daughter and other college graduates negotiate the hurdles to enter the workforce.  While some aspects of securing a job that works for you, as well as your working for it, have remained the same, there are significant challenges many new graduates face in order to convince those searching and interviewing that they are a good fit for the organization–at least for the near future.  Being a good fit for a job seems to mean that the prospective employer or current employees think that they can work with you, and you can work with them–at least for the time being.  The inherent limitations on the searching for a good fit approach for recruiting talented employees should be explored further–but for now, it still seems to be the norm.

As research reveals, most employees change jobs or careers numerous times in their lives, so fit  in an organization can change over time.

Yet, while watching new graduates attempt to sell their skills, enthusiasm, tech savvy, and innovative ideas to organizations, I have been reminded that establishing at least the illusion of fit for a job is a very complex undertaking.  It involves a variety of factors such as others’ perceptions of the prospective employee, past experiences of the current employees, and other factors not within the control of the job seeker. Further, strategies for projecting fit  can be different from organization to organization and at different stages of your career and life.

For example, establishing fit when you are a new graduate, usually includes creating a strong impression that you will bring energy, a fresh perspective, technological skills, and the ability to work with others. During interviews, graduates will be challenged to exude confidence, knowledge, and flexibility as they respond to questions from highly relevant to arcane.  In mid-career, prospective employees might want to project knowledge, energy, good judgement, good team skills, and a repertoire that will benefit the organization.  In many ways, searching for a job can be compared to speed dating–you have a limited time and toolkit to assess and be assessed for fit.

Not surprisingly, many new college graduates who are attempting to enter the workforce claim that even with good academic records and a few visits to their campus career centers, they do not really believe they are prepared to convince employers that they are the right person for a specific position.  Many students agree, though, that understanding of the concept of fit can be enhanced by actually observing organizational culture and participating in internships or volunteer experiences.

Some aspects of projecting fit are visual and auditory.  Students often need assistance transitioning from campus chic to work attire–in order to convince interviewers of their fit.  Even though many workplaces are allowing casual attire, there is a range of casual wear that is considered acceptable in the workplace. New graduates might not understand that range, but they can learn it quickly with a little assistance from career centers, mentors, and internship experiences.  Additionally, many of us have observed bright, caring, and talented people lose job opportunities because of their ill-fitting communication skills, both written and verbal–OMG!

To help students make a transition to an appropriate, and comfortable workplace fit, at least a few universities that I know of have charged their career service offices with maintaining a career wardrobe collection of ties, business jackets, and other accessories to help students make an acceptable visual presentation in interviews. Further, these career centers have consistently worked with students to employ the staid version of English–probably a necessary standard to establish comfort and fit when conversing with prospective employers.

Moreover, in terms of written communication, recent graduates often are unsure of how to craft an appropriate resume and how they should represent themselves (i.e., choice of pictures) on LinkedIn and other social media sites.  If I had a dollar for each student or young professional who was convinced that the same generic one-page resume is the only option for all job opportunities, I would be extraordinarily rich.  There are so many other options available for students to demonstrate what they know and can do, such as online portfolios and personal websites which portray leadership experiences, writing samples, and positive stories.

During an interview, inadequate communication skills and body language (such as posture, eye movement, and so forth) are often ways that prospective employers eliminate prospective employees. New graduates and anyone seeking to change jobs need to be prepared for online Skype, Google Hangout, or other such teleconference interviews and interactions. Organizations use them to both save money while assessing communication skills of prospective employees.  Often, potential employees are eliminated from the competition because of their micro expressions, lack of eye contact, use of space, or comments during an online interview that could suggest that there could be an issue with fit into a particular organization’s culture.

As previously stated, students who have had the opportunity to participate in the workforce through intensive internships or cooperative experiences demonstrate greater confidence when discussing their abilities and potential contributions in interviews because they have already had opportunities to sit in conference rooms and observe and mimic the behaviors of more seasoned employees.

Nonetheless, it has continued to surprise me that even the most talented graduates lack self-esteem and worry incessantly about the competition for desirable jobs.  Apparently, performing well academically does not necessarily translate into confidence in securing jobs or the overall strategies for competing for jobs.

Recently, I read an article about a new graduate who went to an unbelievable number of interviews and sent out approximately 100 job applications.  Needless to say, the job search rejections left the new graduate disappointed, but she refused to give up, and eventually secured a job through her network contacts, assisted by an extended family member.  Networking and discussing career aspirations with seasoned employees still seem to help graduates secure entrance into tough job markets.

So, how can colleges, career centers, and mentors help?  It seems that as long as human beings are judging who will be a good fit for their organizations, it will be important for those who are helping graduates and young professionals to explore and understand the concept of fit from various angles– including knowledge, communication skills, attitudes, attire, and workplace expectations.  Sometimes, it is important for the graduate to determine early in the interview process that a company is not a good fit and to pursue other better options.

Yet, I admit, the perception of fit still seems a bit flawed to me.  Hopefully, those candidates selected because they appear to fit will actually help lead organizations to a more innovative and productive future!