SEAHO Report - Winter 2013 - (Page 18)

SEAHO FEATURE Staff Development Tactics By Stephanie Hesbacher University of Tennessee, Knoxville Each individual staff is unique. Each staff brings its own set of rules, surprises, and what-the-heck moments. Some staffs sail on calm waters under a sky of rainbows, while others can give the best night-time soap operas a run for their money in the drama department. Regardless of the staff dynamic you happen to be working in, one thing is clear and obvious: staff development is important. It creates buy-in, teamwork, motivation, and camaraderie. A few ideas that could be beneficial for a wide variety of staff dynamics are listed here for your viewing and using pleasure. When it comes to staff development, I prefer to focus on how it will bring the staff together and really help them find new ways to learn from one another. One of my favorite “go-to” staff development programs consists of what my former supervisor called “causing the gummy lump” – that feeling in your throat when someone shares something about themselves that you also can understand or relate to. This is done through a simple exercise where you ask each person in the group to bring something of meaning with them to the next interaction. They then have 1-2 minutes to present their article and explain why it is important to them. The one I share each time is my planner. It is a regular zip up planner but inside it is so much more – it is my life in so many ways. Each pocket contains notes ranging from the last post card I received from my father before he passed away 25 years ago to miscellaneous pictures and drawings from my four godchildren to notes from former students, co-workers and supervisors. I carry this with me most of the time and feel it’s the most important thing to share because it represents me – each piece in there has caused me to be the person I am today in one way or another. Another staff development program I use a great deal is “Breaking Boundaries.” I used to use it during the start of my school year with my new staff but over the past few years I’ve found it more impactful when I do it during January training – when the staff know one another pretty well but at the same time still have a great deal to learn. For this program you simply find 18 a space where you can sit in a circle, turn off the lights and light a simple candle in the center of the circle. The reason for the darkness is to allow the participants to feel comfortable with the darkness so they are more open to sharing their answers. The leader asks a series of questions ranging from “what color is love” to “what was the hardest day of your life” and each participant must answer. The trick is they can answer however they feel comfortable so if their answer to the latter question is September 11th, there is no need to explain more. The group is not allowed to ask any questions during the exercise and only one person may talk when it is their turn. I’ve found that as I go through the questions many of my staff members find they have more in common with others than they thought. It also allows those who are struggling with tough topics to finally feel more comfortable addressing them depending on the questions asked. Finally, two staff development programs I enjoy doing with staff members I have had over multiple years require them to be creative and “think outside of the box.” The first one I have each staff member do at the start of the year – they receive an empty Ziploc (or the like) box. They are told “This is you. On the outside share what you would share with most people within the first few days/weeks of meeting them. On the inside, put the things it takes a little longer or a lot longer to share with others.” They have to bring the box with them to our first staff meeting and share their outside. They are NEVER required to share their inside unless they want to. Each staff member will come with a different outside – I’ve received houses, quotes, photos and other designs. I also explain after everyone has shared that they now have a time capsule for that year – any notes, gifts, etc. that they receive from residents can be placed into that box and kept. My closing year staff development involves paint and canvases. I buy the 3-4 pack from Hobby Lobby for around $5 and present a canvas to each staff member. They can use whatever paints we have available in the building and they are to create a representation of themselves for me to hang in my office. I like doing this with staff members who return for a number of SEAHO Report Winter 2013

Table of Contents for the Digital Edition of SEAHO Report - Winter 2013

SEAHO Report - Winter 2013
Contents
SEAHO President
SEAHO “Editor”
SEAHO News
Officer Elections
RELI – 10th Annual Institute
SEAHO 2013 Conference Schedule
Bridging Academic & Student Life Missions: Faculty- Inclusive Community Building in Residence Halls
Are We Ready?
Staff Development Tactics
Sustaining Sustainability: How Housing and Residence Life Can Impact the Sustainability Movement
Starting something that Matters—James Madison University partners with TOMS Shoes
Putting Professional Competencies into Practice
Ten Tips to Revolutionize Your Work Using Your iPad
Advising 101
Hiring Practices and Staff Supervision: Integrating Multicultural Competency to Foster an Inclusive Work Environment
Shifting Sands: Technology and the Shifting Landscape of Residence Hall Student Leadership
Best Practices: Student Athlete Population in Housing
Student Affairs Around the Region
Alabama Updates
Florida Updates
Kentucky Updates
Mississippi Updates
North Carolina Updates
Tennessee Updates
Virginia Updates

SEAHO Report - Winter 2013