Building Leadership Effectiveness This program encourages leaders to develop practices that transform values into action, vision into realities, obstacles into innovations, and risks into rewards. Participants will be introduced to the five practices of exemplary leadership: modeling the way, inspiring a shared vision, challenging the process, enabling others to act, and encouraging the heart Coaching & Communicating for Performance Coaching & Communicating for Performance is a highly interactive program that will give supervisors and managers the opportunity to build skills that will enable them to share expectations and set objectives for employees, provide constructive feedback, more effectively engage in learning conversations, and coaching opportunities. Skillful Conflict Management for Leaders As a leader, it is important to understand conflict and be effective at conflict management because the way conflict is resolved becomes an integral component of our university’s culture. This series of conflict management sessions help leaders learn and put into practice effective strategies for managing conflict.

기독교 사역과 Leadership

B human: how could that be an issue? Perhaps it wasn’t in the past, when what it is to be human was agreed by all and taken for granted. But if we look back to the past, we must try to ensure we look back to the real past, and not simply project back an idealized form of the present. Whatever “being human” is, whatever modes of being human there are, it is something fashioned by relationships: with our mother, the other members of the family, our peers, our friends, the opposite sex. Being human is less something given than something that develops, something we discover. Perhaps, as Father John Behr has suggested in various recent works, we should think rather of becoming human, rather than being human: being human is a goal, a telos, the fulfilment of our image-likeness to God.1

On being human

Mentorship is a catalyst capable of unleashing one's potential for discovery, curiosity, and participation in STEMM and subsequently improving the training environment in which that STEMM potential is fostered. Mentoring relationships provide developmental spaces in which students' STEMM skills are honed and pathways into STEMM fields can be discovered. Because mentorship can be so influential in shaping the future STEMM workforce, its occurrence should not be left to chance or idiosyncratic implementation. There is a gap between what we know about effective mentoring and how it is practiced in higher education. The Science of Effective Mentorship in STEMM studies mentoring programs and practices at the undergraduate and graduate levels. It explores the importance of mentorship, the science of mentoring relationships, mentorship of underrepresented students in STEMM, mentorship structures and behaviors, and institutional cultures that support mentorship. This report and its complementary interactive guide present insights on effective programs and practices that can be adopted and adapted by institutions, departments, and individual faculty members.

The Science of Effective Mentorship in STEMM

Success and impact metrics in science are based on a system that perpetuates sexist and racist "rewards" by prioritizing citations and impact factors. These metrics are flawed and biased against already marginalized groups and fail to accurately capture the breadth of individuals' meaningful scientific impacts. We advocate shifting this outdated value system to advance science through principles of justice, equity, diversity, and inclusion. We outline pathways for a paradigm shift in scientific values based on multidimensional mentorship and promoting mentee well-being. These actions will require collective efforts supported by academic leaders and administrators to drive essential systemic change.

/pdf/promoting-inclusive-metrics-of-success-and-impact-to-4pnswchmbu.pdf

Promoting inclusive metrics of success and impact to dismantle a discriminatory reward system in science.

This article presents a proactive, individual-centered mentoring model which meets a recognized need for defined, practical methods for supporting comprehensive career planning and strategic development grounded in personal career aspirations. The developed model consists of a mentoring roadmap charting process and construction of a developmental mentoring network based on an integrative literature review of successful mentoring practices and adaptation of tested methods for retrospective analyses of effective mentoring. The mentoring roadmap concept encompasses the following steps: (a) self-reflection, (b) establishment of mentor–mentee relationship(s), (c) maintenance of mentoring relationships, and (d) advancing in mentoring relationship(s). To support strategic advancement along a defined mentoring roadmap and toward attainment of individual goals, the identification and cultivation of a broad collection of mentoring resources or mentors (i.e., nodes) and the relationships (i.e., edges) which connect ...

https://journals.sagepub.com/doi/pdf/10.1177/2158244017710288

Mapping a Mentoring Roadmap and Developing a Supportive Network for Strategic Career Advancement

This article introduces the reader to literature, ideas, and processes the authors have used in mentoring graduate students and junior faculty of color, including women. The writing is based on an ...

Sonya M. Johnson

Papers

Guiding the way: Mentoring graduate students and junior faculty for sustainable academic careers