What makes a learner?

first_imgElaineEssery canvasses opinion on how to identify whether an individual will be worththe training spend – and how to encourage them to identify the new skills theyneedTheconcept of learning is taking over from training. If training subscribes to the“empty bucket” theory, where people are filled up with knowledge andinformation, learning perhaps puts more focus on the individual as an activeparticipant in the process. Trainingmay have its place when the need is to implement something new, but other formsof learning also contribute when we need employees to perform competently. Eachapproach has a cost attached to it, be it training course fees or theinvestment of time and effort in coaching and mentoring on the job. So how canwe tell if that investment is going to pay? To adapt an adage, you can lead aperson to learning, but you can’t make them learn. Which begs the question,what makes a learner? BillLucasChief executive, Campaign for Learning, and author of Power up YourMind: Learn Faster, Work Smarter, out this monthFortoo long we have looked at the tools and techniques that individuals need tomake them successful learners, but we’ve missed two key areas: all that happensbefore the learning and all that happens after the learning. Learnersmust be emotionally ready and motivated to learn – as well as the tools andtechniques to help them learn, they need the competence to release their owncreativity, then they need the ability to reflect on the learning and adapttheir behaviours accordingly. Ifwe’re going to make learning work, we’ve got to be sure we have a range ofreturn on investment indicators that includes all these points.PaulSinclairHead of training and development, Warrington Borough CouncilMypet phrase is that a training course is a last resort. If you can develop acompetency framework that is meaningful to the workforce and people can see apay-off in developing core competencies, that’s likely to attract them and makethem become positive learners. Weneed to help individuals identify the bit that’s missing that would make themfully competent in their role and agree individual interventions, rather thansend them on a training course when they may only need 5 per cent. The bigbreakthrough in traditional appraisal is when the individual you’re encouragingto develop says, “I think I need help in that area”.DavidButcherDirector of the Business Leaders’ Programme Cranfield School ofManagementI’dmake the distinction between training and development rather than training andlearning, because learning encompasses both. The difference is to do with howmuch of the person’s mindset you’re trying to engage. With training you’redealing mostly with knowledge and skills, but development is about much moreholistic concepts. Thebig distinction between executives who are successful learners and those whoare not is the fixedness of the mindset. If someone has strongly-heldattitudes, it’s not worth trying to dismantle them, and the possibility ofdevelopment is emasculated. Peopleseeking to develop others need to know them much better than if all they wantto do is train them. GarethDentHead of learner information, UFIOurexperience shows there is an enormous demand for learning. The real question iswhat makes a non-learner, because curiosity and a thirst for learning arepresent from an early age. It’sdown to what people learn about learning. If you’ve been successful atlearning, that breeds motivation to learn more, but if you’ve learnt thatlearning is difficult and painful, you’ll view it as a risky endeavour. We thenhave to switch back on that desire to learn by making sure the investment weask people to make is tiny in terms of time, effort and risk and by linking itto reward.AlisonClarkeDivisional learning and development director Whitbread RestaurantsOneof the things we’re thinking about a lot is that people in the past have alwayslearnt by rote, the way they did at school, and if you ever tested anybody’sknowledge from school these days, you’d probably find they hadn’t retained ahuge amount. Theonly way you ever get people inspired to learn is if they generate the interestthemselves. If people believe in what they’re learning and feel it adds valueto their lives, they’ll be hungry for more. If training is served on a plate –not very interesting and not just in time for what people need – you’re betteroff not supplying it. Related posts:No related photos. Comments are closed. Previous Article Next Article What makes a learner?On 1 Jun 2001 in Personnel Todaylast_img read more

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Dixie State Men’s Basketball Blitzes Black Hills State Saturday

first_img Written by Tags: Dixie State men’s basketball December 8, 2019 /Sports News – Local Dixie State Men’s Basketball Blitzes Black Hills State Saturday FacebookTwitterLinkedInEmailST. GEORGE, Utah-Jack Pagenkopf poted 19 points on 8-13 shooting as the Dixie State Trailblazers downed Black Hills State 76-54 Saturday at Burns Arena in Rocky Mountain Athletic Conference men’s basketball action.Hunter Schofield amassed 19 points and 8 rebounds in the win for the Trailblazers, as they improved to 8-0 and 3-0 in RMAC play.Tyler Oliver’s 15 points led the Black Hills State Yellow Jackets in the loss as they fell to 3-5 and 1-2 in RMAC play.The streaking Trailblazers next visit Las Vegas, N.M. Friday to face New Mexico Highlands and Saturday, they meet the Colorado State-Pueblo Thunderwolves. Brad Jameslast_img read more

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The iProperty Company seeks fresh investment

first_imgHome » News » The iProperty Company seeks fresh investment previous nextProducts & ServicesThe iProperty Company seeks fresh investmentMore internet savvy vendors are turning their backs on traditional high street estate agents to try to save money online.PROPERTYdrum11th February 20150657 Views With a growing number of house hunters now starting their property search online, more internet savvy vendors are turning their backs on traditional high street estate agents as they seek alternative ways of selling property, it has been claimed.John Candia (left), CEO of the iProperty Company, the private sales portal which offers consumers the ability to buy, sell or rent property without having to pay commission or any fixed fee, said: “There is growing interest in online property options and it is clear that consumers are increasingly turning away from the traditional way of selling property.”The iProperty Company, which is supported by Barratt Homes, Persimmon and Taylor Wimpey, along with other big property firms, has announced a fresh £2.5 million investment drive to fund its future expansion following a successful launch six months ago.The firm is seeking £500,000 via the crowdfunding site Seedrs.com and £2 million via traditional venture capital. The company has a valuation of around £8 million.“Seedrs was an important part of our investment strategy because we want to offer everyone, especially our community of users, the opportunity to invest directly and earn a share in our future profits,” Candia added. “2015 will be a year of disruption in the UK estate agents’ market and there is great excitement about this within the investment community.”Chaired by Brian Blake, the former Managing Director and shareholder of Swinton Insurance, the iProperty Company offers a ‘Buyer Guarantee’ that means the purchaser will always be contacting the owner directly – no agents are permitted on the site. Revenue is generated by offering a range of optional property related services.Blake (right) said, “It’s exciting to think that having spent only a modest amount on test marketing we have properties listed in around 20 countries and have more UK listings than any online agent. Most of the new funding will be spent on marketing so the impact we make will be significant.”Thomas Davies, Chief Investment Officer of Seedrs, commented, “Seedrs is delighted to be offering this unique opportunity to investors.“The iProperty Company is still a fairly new enterprise, but the number of listings and high calibre partners it has already attracted, demonstrates that this is a viable business model in an industry undergoing dramatic change.”iProperty Company online private sales portal February 11, 2015The NegotiatorWhat’s your opinion? Cancel replyYou must be logged in to post a comment.Please note: This is a site for professional discussion. Comments will carry your full name and company.This site uses Akismet to reduce spam. Learn how your comment data is processed.Related articles BREAKING: Evictions paperwork must now include ‘breathing space’ scheme details30th April 2021 City dwellers most satisfied with where they live30th April 2021 Hong Kong remains most expensive city to rent with London in 4th place30th April 2021last_img read more

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Assistant/Associate/Professor

first_imgRankOpen Number of Months9 Position NumberF66090 Grant funded position?No Is this employee on a H1B Visa? Working TitleAssistant/Associate/Professor Supplemental QuestionsRequired fields are indicated with an asterisk (*).Applicant DocumentsRequired DocumentsOther DocumentOptional Documents Open Until FilledYes Posting DetailsEmployees hired into Administrative and Professional positionsposted on or after July 1, 2017, will be governed by and, ifemployed on July 1, 2018 will move into the new University HumanResources System. For additional information, go tohttp://greatplace.vcu.edu. Position Responsibilities Diversity Statement Information Proposed Hire Date08/16/2020 Position TypeTeaching and Research Faculty Candidates should upload their application at www.vcujobs.composition F66090, as a single PDF file in the “other document”section that includes, in this order, a cover letter, curriculumvitae, research and teaching statements, and the names and e-mailaddresses of four references (five references for Full Professors);reference letters will be requested by the search committee onlyfor short-listed candidates. Only complete applications will beconsidered. Review of applications will start on April 6, 2020 andwill continue until filled. For additional information, pleasecontact the Chair of the faculty search committee, Prof. LukaszKurgan, email: [email protected] (preferred) or phone: (804)827-3986. The Department of Computer Science of the College of Engineering atVirginia Commonwealth University is seeking faculty candidates toprovide personalized attention in teaching, learning and service toall constituents and to advance discovery and creativity of theentire computational sciences community. Application Process/Additional Information The Department of Computer Science of the College of Engineering(CoEgr) at Virginia Commonwealth University ( VCU ) has multiplefaculty openings at all ranks. As part of a premier researchuniversity situated in Virginia’s capital city, VCU’s computerscience department has bachelor’s, master’s, and doctoral programsand collaborates closely with many VCU schools and departments.Additional information about the department’s programs and facultymay be found athttp://www.egr.vcu.edu/departments/computer/.VCU is a Carnegie-classified very high research activityuniversity, and is one of the top 100 universities in the U.S. infederal R&D expenditures. The CoEgr is in an extensive growthstage. Since 2008 it has doubled the number of its faculty and isslated to open a state-of-the-art research facility in 2020.Embarked on rapid growth, the computer science department currentlyhas 26 tenure-track, tenured and term faculty members.Candidates should be qualified for an appointment based onexcellence in publication, funding and graduate and undergraduateteaching. Well-qualified candidates in all areas of computerscience will be considered.-Teaching: Faculty member is expected to provide high qualityinstruction in computer science undergraduate and graduate coursesand to develop new courses as necessary based on departmentneeds.-Research: Faculty member must establish a nationally recognizedresearch program with a record of publication in refereed journalsand external funding. All specializations will be considered.Junior faculty will be required to have an established researchagenda and a clear potential for external funding, and potentialfor scholarship or creative expression to complement and expandexisting expertise in the department and the College ofEngineering. At the Associate and Full Professor levels, thefaculty member should have a well-developed research portfolio withevidence of multidisciplinary applications and external fundingappropriate to complement and expand existing expertise within thedepartment.-Service: The candidate will be expected to provide high qualityservice to the department, college, university and professionalcommunity.center_img Mission or Goal of Unit School/UnitCollege of Engineering Preferred Qualifications DepartmentComputer Science Chief purpose of this position in support of above mission orgoal To value discovery and creativity of our entire engineeringcommunity; students, faculty and staff; to value diversity of ideasof our engineering community; students, faculty and staff; to valuepersonalized attention in teaching, learning, and service to all ofour constituents including our students; their families, ourindustrial partners and collaborators, and colleagues throughoutthe university and business communities; and to value thesignificant and positive impact of our people and ideas in thepromotion of regional and global prosperity involving research andlife sciences. In addition all goals and objectives of the Collegeof Engineering complement the Mission of the University. Tenure StatusTenure Eligible •An earned PhD in Computer Science, Software Engineering, orrelated field•Relevant professional experience after receiving the Ph.D. degree(exceptions to this are those applicants who have received theirPh.D. in Software Engineering or Cybersecurity).•Successful candidates at the Associate/Professor rank should havea well-developed research portfolio•Candidates at the Assistant Professor rank should havedemonstrated ability to establish, or continue an active,externally funded research program•The College of Engineering at VCU supports a diverse faculty,staff, and student environment. The candidate will demonstrateexperience that shows their commitment to fostering such anenvironment. Type of SearchNational Required Qualifications Application Deadline Date Posted Salary •Candidates in all areas of computer science will be considered. Ofspecial interest are candidates with experience in cybersecurityand software engineering. Date Posted03/06/2020 Quick Linkhttps://www.vcujobs.com/postings/98016last_img read more

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Sr. Research Nurse

first_img Johns Hopkins University Administrative Not specified Full Time jobs in Baltimore Academic Affairs Not specified Full Time jobs in Baltimore More searches like this Share Facebook Twitter GeneralSummary/PurposeThe Sr. Research Nurse will function as a seniormember of two large coordinating centers performing multisiteclinical trials in the areas of Alzheimer’s disease andreproductive medicine. Create and implement a medical recordabstraction system to obtain pregnancy outcomes and medical historyfrom nationwide community providers. Lead adverse event (and otherclinical event) documentation and reporting activities. Developprocedures and systems for data collection and data management forabstracted data and adverse event tracking. Participate in thedevelopment of policies and procedures to assure accurate andtimely collection of clinical data and reporting of adverse events.Work directly with principal investigators, study analysts, andstatisticians to support analytical and monitoringactivities.Specific Duties &ResponsibilitiesDevelop and implement a tracking system formedical record requests from multiple clinicalsitesDevelop and implement procedures for dataabstraction from medical recordsPerform medical record abstractions, exercisingadvanced clinical skills to adjudicate and standardize datacollectionDevelop systems for monitoring, collating, andcataloging serious adverse events, adverse events, and otherclinical events for multiple clinical trials, in accordance withreporting requirementsDevelop quality and performance monitoringmetrics for above activities; provide reports to executive andsteering committees on regular basisAudit adverse event reporting practices at over30 clinical trial sitesProvide training and leadership to other studystaffContribute to clinical trial coordination andmanagement during weekly staff meetingsCreate and maintain databases to support recordrequest, record abstraction, and clinical eventactivitiesInteract with other study staff, notably dataanalysts and statisticians, to support data monitoring andpublication activitiesSome travel anticipated, performing site visitsto monitor and educate sites Johns Hopkins University Johns Hopkins University Sr. Research Nurse Salary Not Specified You need to sign in or create an account to save Save Sr. Research Nurse Maryland, United States You need to sign in or create an account to save Maryland, United States Maryland, United Statescenter_img Sr. Research Nurse Salary Not Specified School of Medicine -East Baltimore Campus Save Sr. Research Nurse Salary Not Specified Apply(This will open in a new window from which you will be automatically redirected to an external site after 5 seconds) Save Sr. Research Nurse Research Administration Not specified Full Time jobs in Baltimore The successful candidate(s) for this position will be subject to apre-employment background check.If you are interested in applying for employment with The JohnsHopkins University and require special assistance or accommodationduring any part of the pre-employment process, please contact theHR Business Services Office at [email protected] For TTYusers, call via Maryland Relay or dial 711.The following additional provisions may apply depending on whichcampus you will work. Your recruiter will adviseaccordingly.During the Influenza (“the flu”) season, as a condition ofemployment, The Johns Hopkins Institutions require all employeeswho provide ongoing services to patients or work in patient care orclinical care areas to have an annual influenza vaccination orpossess an approved medical or religious exception. Failure to meetthis requirement may result in termination of employment.The pre-employment physical for positions in clinical areas,laboratories, working with research subjects, or involvingcommunity contact requires documentation of immune status againstRubella (German measles), Rubeola (Measles), Mumps, Varicella(chickenpox), Hepatitis B and documentation of having received theTdap (Tetanus, diphtheria, pertussis) vaccination. This may includedocumentation of having two (2) MMR vaccines; two (2) Varicellavaccines; or antibody status to these diseases from laboratorytesting. Blood tests for immunities to these diseases areordinarily included in the pre-employment physical exam except forthose employees who provide results of blood tests or immunizationdocumentation from their own health care providers. Anyvaccinations required for these diseases will be given at no costin our Occupational Health office.Equal Opportunity EmployerNote: Job Postings are updated daily and remain online untilfilled.EEO is the LawLearn more:https://www1.eeoc.gov/employers/upload/eeoc_self_print_poster.pdfImportant legal informationhttp://hrnt.jhu.edu/legal.cfm Sr. Research Nurse MinimumQualificationsIndividual must be a registered nurse,licensed in the State of Maryland or state wherepracticing.Bachelor’s degree in nursing or relateddiscipline required.Two (2) years of experience in a clinicalsetting or with clinicalresearchAdditional experience may substitute forbachelor’s degree. Related master’s degree may be considered inlieu of experience.PreferredQualificationsAdvanced (Master’s or Doctoral)degree4+ years clinical/nursing experience in obstetrics,neonatology, or reproductive medicineTraining in database administration, informatics,or related disciplineSpecific experience in multi-site clinicaltrialsAbility to work independently; strongorganizational skills to balance needs of multiple competingprojects; ability to integrate clinical and datamanagement/informatics tasks.Classified Title:Sr. ResearchNurseWorking Title: Sr. ResearchNurse ​​​​​Role/Level/Range: ACRP/04/MF Starting Salary Range:$70,805 – $80,000; Commensuratewith experienceEmployee group: Full Time Schedule: Monday – Friday, 8:30am – 5:00pm; Up to 37.5hours/week Exempt Status: ExemptLocation: 05-MD:School of Public Health Department name: 10001101-Epidemiology Personnel area: School of Public HealthThe successful candidate(s) for this position will be subject toa pre-employment background check.If you are interested in applying for employment with The JohnsHopkins University and require special assistance or accommodationduring any part of the pre-employment process, please contact theHR Business Services Office atjhur[email protected] For TTYusers, call via Maryland Relay or dial 711.The following additional provisions may apply dependingon which campus you will work. Your recruiter will adviseaccordingly.During the Influenza (“the flu”) season, as a condition ofemployment, The Johns Hopkins Institutions require all employeeswho provide ongoing services to patients or work in patient care orclinical care areas to have an annual influenza vaccination orpossess an approved medical or religious exception. Failure to meetthis requirement may result in termination of employment.The pre-employment physical for positions in clinical areas,laboratories, working with research subjects, or involvingcommunity contact requires documentation of immune status againstRubella (German measles), Rubeola (Measles), Mumps, Varicella(chickenpox), Hepatitis B and documentation of having received theTdap (Tetanus, diphtheria, pertussis) vaccination. This may includedocumentation of having two (2) MMR vaccines; two (2) Varicellavaccines; or antibody status to these diseases from laboratorytesting. Blood tests for immunities to these diseases areordinarily included in the pre-employment physical exam except forthose employees who provide results of blood tests or immunizationdocumentation from their own health care providers. Anyvaccinations required for these diseases will be given at no costin our Occupational Health office.Equal Opportunity EmployerNote: Job Postings are updated daily and remain online untilfilled.EEO is the LawLearn more:https://www1.eeoc.gov/employers/upload/eeoc_self_print_poster.pdf You need to sign in or create an account to save Similar jobs LinkedIn Student Affairs Not specified Full Time jobs in Baltimore Health Services Not specified Full Time jobs in Baltimorelast_img read more

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News story: Healthcare Environmental Services Limited in liquidation: how to claim redundancy or register as a creditor

first_imgWorkers and self-employed contractors who provided services to the company are not eligible to apply. Instead, these individuals should contact the liquidator to register as creditors.How to applyTo apply for payments owed, you will need the case reference number (CN10001220) and other personal information, such as bank or building society details and your National Insurance number.Further guidance about how you can apply online and what information you need is available.Paying your claimOnce you submit your online application, it takes us an average of 14 days to process your application and pay claims.However, sometimes we need to get additional information from you or from the Liquidator. This can take a bit of time.We’ll contact you directly if we need anything from you and we always try to pay eligible claims within 6 weeks of receiving the application.Please don’t contact us to check the status of your application until after the six weeks have passed. This will help us deal with everyone’s application as quickly as possible.ERA Solutions Limited has been appointed by the Liquidators to assist with the process and will be working with the Insolvency Service so that payments can be made as quickly as possible. If you require assistance or have questions, contact ERA Solutions Limited: [email protected] or 01827 383531.Getting helpIf you need help completing your application, you can contact the Insolvency Service’s Redundancy Payments helpline on 0330 331 0020.When calling, please have your case reference number (CN10001220) and National Insurance number to hand. If you do not have a case reference number, please contact the liquidator.We are experiencing higher than usual call volumes at the moment. If you are unable to get through to us you can email [email protected] with “Healthcare Environmental Services Employee” in the subject line. Please include your name, your case reference number and your telephone number in your email.If you need to email us after submitting your claim, please only use the email address you gave on your application form. Otherwise, we won’t be able to respond to you for security reasons.Other support available to youFactsheet: finding a new job, managing your finances and benefits available to you.Information for creditorsYou’ll need to register as a creditor in the liquidation if: you worked for Healthcare Environmental Services Limited under an employment contract you live in England, Scotland or Wales you haven’t been paid for goods or services you’ve supplied to Healthcare Environmental Services you’ve paid Healthcare Environmental Services for goods or services that you haven’t received Information for former employeesIf you were made redundant on 27 December 2018 and previously received redundancy pay, you might be eligible to receive additional money you are owed, including holiday pay, statutory notice pay, salary, wages, or overtime.Those who were previously not entitled to redundancy pay, you may now have a claim for additional money owed as a result of Healthcare Environmental Services Limited entering into liquidation.The amount the Insolvency Service can pay you will be subject to certain legal limits. Information about the legal limits is available.Who is eligible?You can apply to the Insolvency Service for redundancy pay and statutory notice pay if: Contact the liquidators about how to register as a creditor.last_img read more

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Round up: What the Autumn Statement means for your business

first_imgBusiness taxation• The government is making it cheaper for employers to take on an apprentice by abolishing employer National Insurance contributions for apprentices aged under 25 on earnings up to the upper earnings limit. • A 25% tax on profits generated by multinationals that are shifted out of the UK is introduced. This is set to raise £1bn over five yearsBusiness • Business rates: small business relief extension• Business rates: cap increase at 2% in 2015-16• Business rates: increase retail discount to £1,500 in 2015-16• R&D tax relief: increase large firms and small and medium-sized businesses’ (SME) credit• Expand tax relief on business investment in flood defencesThe general state of the economy• 500,000 new jobs created this year. 85% of new jobs full-time• Unemployment set to fall to 5.4% in 2015• Inflation predicted to be 1.5% in 2014, falling to 1.2% in 2015For more information on the statement, click here British Baker fine-combs the Autumn Statement to ensure you are informed of the plans which could impact on your bakery.last_img read more

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Multiple Mushrooms

first_imgWith the recent wet weather, mushrooms are popping up everywhere, particularly in lawns. As a University of Georgia plant pathologist, I get numerous calls and emails concerning mushroom identification. People are curious and always want to know if the mushrooms are poisonous. Dogs (Labradors in particular) seem to eat mushrooms and we get calls from veterinarian offices about identifying mushrooms because a dog is in liver failure or very sick. First and foremost, we cannot positively identify mushrooms from a picture. Even if we can identify the mushroom, there is no guarantee that the mushroom growing right next to the one imaged is the same species. So, one may be OK and the other highly toxic. For this reason, I never comment on the edibility of a mushroom from an image. There is a saying about mushrooms. “All mushrooms are edible, just some are only edible once!”To help with mushroom or conk identification, answer these questions:Does it have a stipe (i.e. stem)?Is the cap hard or soft, smooth or rough?Does it have pores, tubes, gills, or teeth on the underside of the cap/conk?What color is its flesh (cap, stipe, etc.)?What color are the spores (from a spore print)?Does it change color when bruised?Are there any other distinguishing features?What is the host it is growing in/on (i.e. turf, oak, etc.)?For example, I took a mushroom that was growing in a lawn. The mushroom has a stipe and has a white cap and gills. I made a spore print by removing the stipe and placing the cap gill-side down on paper. I used white and black construction paper and placed the cap so half of it was half on the white and half on the black. If the mushroom had white spores, I would be able to see them on the black paper. From the spore print, I saw that the spore color is olive-green. There is only one fungus with these characteristics – Chlorophyllum molybdites, a common fairy ring mushroom. Although this mushroom is usually not lethal, it is poisonous and causes severe gastrointestinal distress (vomiting and diarrhea) if eaten. For your stomach’s sake and your overall wellbeing, never eat an unidentified mushroom. University of Georgia Cooperative Extension specialists say do not eat any mushrooms growing in lawns and certainly ones that have not been identified by a expert. Many are poisonous to some degree. At the very least, they will make you sick. At worst, you can die. Don’t take the risk. To prevent accidental ingestion of mushrooms by pets and children, rake, mow over, or otherwise remove the mushrooms from your lawn.last_img read more

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Statoil Sees Growth Potential in Offshore Wind

first_imgStatoil Sees Growth Potential in Offshore Wind FacebookTwitterLinkedInEmailPrint分享Reuters:LONDON/OSLO—Statoil is working with its partner SSE to develop the Dogger Bank offshore wind project so it can take part in Britain’s renewable energy subsidy auction in 2019, the company said on Friday.The planned 4.8-gigawatt (GW) Dogger Bank project, which has approval from the British authorities, is set to become the world’s largest offshore wind park and could deliver more than five percent of Britain’s electricity needs, Statoil Executive Vice President Irene Rummelhoff said in London.Statoil has a 50 percent stake in the partnership developing 3.6 GW of the approved capacity at Dogger Bank. “The strategic importance of that project to the UK and Statoil can not be overestimated,” Rummelhoff said.The Norwegian oil and gas firm says it plans to spend up to 15-20 percent of capital spending on “new energy solutions” by 2030, as part of its effort to become a “broad energy” company.Last year, Statoil built the world’s first floating offshore wind park off Scotland, using in-house technology. Its plans also include developing a 1.5-GW offshore wind park in the United States outside New York. “We see growing potential for floating (wind projects),” Rummelhoff said. “We expect about 13 GW floating offshore wind to be installed by 2030. On a global basis, we hope to take a fair share of that.”More: Statoil Eyes Britain’s 2019 Renewable Subsidy Auction For Dogger Banklast_img read more

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Practice DEI or do not. There is no try.

first_imgThe diversity, equity, and inclusion (DEI) confluence reflects an inimitable powerhouse of magic, repeatedly ignored, attacked, untapped, and unheard. Do you agree? Our movement is certainly not homogenous – we’re built on the beliefs, desires, hopes, and dreams of so many – though equity-adverse practices, intentional or otherwise, continue to dominate our business efforts, and our respective cultures. After all, are we not accepting of the processes in which differences are accepted, even championed?Although it often seems credit unions are quick to voice their acceptance and support of DEI, in following the flow of observations and research on the actual business of DEI, there seems to exist a perceptible gap between what organizations say and what they do. Credit unions appear to understand the benefits of the why and the what, but fail in actual strategy, implementation, and practice of the who and the how. So, what is good DEI strategy? How in the world can credit unions ensure action is taken? Víctor Miguel Corro, CEO at Coopera Consulting explains:A good DEI strategy pushes organizations to be a mirror of the community around them. A reflection of social norms, ethnicity, and acceptance of these are elements of a relevant organization. A good DEI strategy involves buy-in, explanation of the WHY, and ultimately that the HOW is not a straight line or a check-the-boxes exercise. Beware also of self-anointed ‘experts on DEI.’ Credit unions that don’t know where to start often need outside help. Checking your consultant’s track record, clients, and trajectory in the space (length of time) is important. If you see folks jumping on the DEI bandwagon—beware of opportunism. If you start a DEI effort that fails because of advice based on platitudes and citing other people’s work—you will be harming your organization. Worse yet, this may create institutional inertia and resistance . . . a fast track to irrelevance in the marketplace.What are a few straightforward action items, then? Some things our shops can be doing now? Daniel Marquez, credit union advocate and development educator says:How do we share perspectives in an inclusive and equitable environment? We begin by creating those environments and steer clear of bias leadership perspective of ‘routine.’ Invite folks to engage in equitable conversations. ‘Are the folks impacted or potentially impacted that we are making a decision for present, included, and adequately represented?’ If the answer is no, then follow up must happen to progressively move forward with positive momentum and structured sustainability. Provide tips for conversations, ice breakers, and ongoing communication for departments and teams with diverse personalities and/or cultural or societal differences. Ask yourself if everyone that NEEDS to be represented IS represented.I agree with all. It’s imperative to focus not on high-level organizational strategy, but more specifically on individuals and on teams. Awareness, internal committees, and programs are grand, but do not necessarily change how people think or act. We must remember that at the heart of the DEI strategy, it’s about shifting our behaviors and mindsets by building DEI into the talent lifespan and by empowering culture through procedure, action, and change. Saying and acting are two very different things.Encourage individual curiosity, too. Education on history, multicultural data in the industry, etc. are invaluable efforts. Hold a mirror to your shop and ask yourself, “Are we inviting other voices, other life experiences into our culture?” If you’re unsure where to begin, reach out to other credit unions and industry organizations that have experience with DEI initiatives or otherwise. Without question, it takes time, discipline, and a real commitment to the effective building of an inclusive culture within your organization. Remember that these initiatives align with credit union values, credit union philosophy. DEI can truly be a differentiator, delivering not only humanistic strength but also competitive advantage as an industry by, according to CUNA President and CEO, Jim Nussle, “…[continuing] to reach and better serve an increasingly diverse population.” As Víctor mentioned, conversations like this are not meant to become checklists, but rather launch-points, as Daniel says, to move forward progressively with structure and positive momentum. And, as the Grand Master Yoda says, “Do. Or do not. There is no try.”A special “thank you” to Víctor and Daniel for their compassion, thoughts, and assistance in writing this article. 12SHARESShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr,Michael Murdoch Michael Murdoch is the Communications Specialist at Wauna Credit Union in Clatskanie, Oregon. He serves on the board of the Young Credit Union Professionals of Oregon and SW Washington as … Web: waunafcu.org Detailslast_img read more

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