Home CTO/CIO
Category:

CTO/CIO

Explore insights and strategies for CTOs and CIOs in education. Discover tools and resources to support technology leadership and innovation.

CTO/CIOLeadership

Transitioning to a Transformational Mindset

by Dr. Bruce Ellis
written by Dr. Bruce Ellis

According to Duke Corporate Education, we live in a VUCA world (volatile not stable, uncertain not predictable, complex not simple, and ambiguous not clear). So, as leaders, how do we deal with the volatility, uncertainty, complexity, and change of our current world? One way is through adopting a transformational mindset.

What Is Transformational Mindset?

As opposed to legacy mindset, which “is shaped by the belief that power, success, knowledge and best practice from the past is enough to ensure we survive and thrive in the future,” transformational mindset allows leaders “to engage fully in the dramatic changes in our external environment, rather than attempting to ignore, repress, or deny them.” Going further, this mindset values ownership and acceptance of change and uncertainty as powerful catalysts for innovation.

Transformational Mindset in Leadership

While most of us would like to think of change as a technological process, the reality is that it involves mindsets and strategies. As the world becomes more chaotic, leaders must be able to respond quickly to new ideas and change their mindsets accordingly. Developing a transformational mindset is about taking an integrated approach to management and focusing on understanding why things are the way they are and agility. By adopting this mindset, leaders are more likely to be open-minded to new ideas and embrace change.

The transformational mindset of a leader determines their leadership style and decision-making tactics when faced with challenges. Leaders who embody a transformational mindset see success in any situation and focus on finding solutions rather than taking failure personally. The transformational mindset also fosters a growth mindset within the culture of the organization.

A leader who is transformational is someone who challenges the status quo, inspires innovative thinking, and emphasizes opportunities for growth. This type of leader also gives their team a deep sense of purpose and high standards. A transformational leader inspires employees to take the leap and be self-disciplined while removing the fear factor from their work.

Inspiring Employees During Change

If you want to create an environment where everyone has a voice, you must focus on employee motivation. While motivation is an important part of fostering organizational success, it’s also critical to consider the individual needs of each employee. Fortunately, there are many effective ways to motivate employees when transitioning to a transformational mindset. Below, we’ll go over some of these methods. You’ll be surprised at how much impact they can make.

Recognize individual strengths. Recognize and reward star performers. If you don’t, they’ll eventually realize their hard work isn’t appreciated, and their motivation will drop. Motivate them by acknowledging their contributions. Reward them for their efforts. If you don’t recognize them, they’ll become discouraged and will seek other work. And what organization wants to lose hard-working and dedicated employees when they could be retained by a few implementable changes?

Create a culture of respect and collaboration. Transformative leaders focus on culture, team respect, and a collaborative environment. By creating a culture that encourages collaboration, innovation, and communication, their employees will be motivated to do their best work and contribute to the success of the company. These characteristics will encourage enthusiasm among team members. If you can achieve this, you’ll be able to make your employees feel more appreciated and valued.

Encourage employees to be more innovative and ambitious. A high-performing workforce is a result of a confident and clear leader. Several leadership styles have their own benefits and drawbacks. Transformational leadership is an idealistic approach to creating change and influencing behavior. In addition to fostering employee autonomy and trust, this type of leadership style fosters employee agency and inspires employees to embrace change.

Offer opportunities for advancement, a sense of ownership, and information about the organization’s future growth. Employees aren’t just looking for a stable income. Their lives depend on the company they work for. Some employers are reluctant to commit to growth plans, as today’s economy prioritizes “graduation” over “retention.” But if you want to keep your employees, provide them with learning and development opportunities and invest in their growth.

In order to successfully implement a transformational mindset, organizations must recruit and promote leaders with transformative, empathetic, and participatory leadership styles. Transformative leaders are concerned with both purpose and profit and use business to foster positive change in society and the environment. Empathetic leaders balance short-term objectives with long-term goals and recognize the importance of collaborative strategies. Will you adopt a transformational mindset?

3 comments
1 FacebookTwitterPinterestLinkedinEmail
CTO/CIOEducational ResearchEducational TrendsLeadership

Speak Up Research on Ed Tech From Project Tomorrow

by Dr. Julie A. Evans
written by Dr. Julie A. Evans

It is well-known that in response to the pandemic many aspects of our social, economic, and professional lives changed overnight. From working remotely from home to buying groceries online and having our pharmacy prescriptions delivered, we adopted new ways of doing everyday activities. And it appears that many of these new behaviors are here to stay. The reason? People like the convenience, flexibility, and effectiveness of these innovations.     

How Did the Pandemic Change Schools?

The same is true for our schools. The pandemic resulted in a seismic shock to the traditional school paradigm. To support continuity of learning, school districts provisioned unprecedented numbers of personally assigned tablets, laptops, and Chromebooks for students to use to log into virtual classes, access online learning materials, and facilitate communications with teachers and classmates.

Though far from perfect, this great national experiment in virtual learning yielded new insights into our current education systems and produced some “ah-hah” moments for educators interested in using technology more effectively within learning.  As reported in the Speak Up® Research findings from Project Tomorrow®, school districts now have a greater focus on the home Internet connectivity challenges in their community, and thus, are now doubling down on mobile hotspots, wifi in school parking lots, and partnering with local businesses and libraries to provide Internet access points for students. 

Teachers developed new skills using technology during that time, not just to engage students in learning but as a learning platform, and that has changed their perspective on the potential of technology within learning.  Parents acquired a more in-depth awareness of their child’s education and school-based learning life from that kitchen table view of school.  

What Does the Research Say?

Despite these important lessons learned, there was initially a nostalgic pull by some to revert to the way schools traditionally looked and functioned in February 2020. But that goal is not realistic or even possible today. Just as the banks, grocery stores, and medical providers are leaning into the new behaviors of their consumers, so must our schools. 

Educators are increasingly coming to that same resolution as we start to put the pandemic in the rear-view window. According to 89% of district administrators on the Speak Up Research surveys from the 2021-22 school year, the pandemic and the resulting disruptions to traditional education have significantly and sustainably changed K-12 education. The steps undertaken to support continuity of learning have left an indelible mark on the ways teachers teach, parents engage, administrators lead, and students learn.

This long tail of the pandemic and the resulting shifts to more technology-based instruction have forever changed our schools. Many educators are already capitalizing on this “moment in time” to implement new innovations to address the vexing challenges of student engagement, empowerment, and equity in learning experiences. This opportunity to lean into technology to support improvements in education is supported by the Speak Up 2021-22 Research findings and was front and center at our recent annual Congressional Briefing.  

What Do Students Think?

In addition to sharing key national research findings at the virtual briefing, I also facilitated a panel discussion with students from across the country to learn about their perceptions of school today and their aspirations for more efficient and effective learning experiences. 

We were pleased to have on this year’s student panel an engaging 8th grader, Sabino, from one of our Texas Speak Up partnering districts, the Ferris Independent School District. Sabino shared the many ways that he uses technology to support his learning in school, recognizing that his school’s commitment to innovative technology usage is helping him develop stronger creativity skills through projects and hands-on learning activities.  

As part of the conversation, I asked our student panelists to dream big about what a future school could look like, and to provide their vision for the role of technology in that ultimate learning environment. For Sabino, it was all about gamification of the learning process. He sees great potential in bringing more game-based experiences into the classroom to engage students in learning and provide a way for students to drive their own learning process. 

Listening to Students About Learning

Like his peers on the panel and nationwide, this focus on student ownership of the learning process is reflective of students’ personal, out-of-school experiences with technology. For example, Sabino has taken online courses on his own to learn more about computer science as a future career field.  This reality is important for educators to recognize. For today’s students, armed with intrinsic motivation and enhanced technology access, learning is a 24/7 enterprise that is not bound by the school day clock or the resources in their community.  

New conversations about the future of school must look beyond the classroom to more fully appreciate how students are using technology for self-directed interest-driven learning at home and the implications of those experiences on their aspirations for more effective and engaging school-based learning. As is always the case with our student panels, the authentic, first-hand perspectives of our students help illuminate new ways for school and district leaders to think about the future of school. 

Let’s capitalize on this moment in time by listening to the ideas of our students about how to improve learning. Watch the recording or listen to the podcast of the Speak Up Congressional Briefing.

Screenshot of the Speak Up 2022 Congressional Briefing

Speak Up Data and Research 

Project Tomorrow facilitates the annual Speak Up Research Project to help K-12 education leaders effectively collect and leverage the views of your stakeholders as a planning and decision-making asset.  Every K-12 school and district is eligible to use our normed suite of online surveys for K-12 students, parents, teachers, and administrators. Project Tomorrow manages the data collection and reporting process for all participating schools and districts as a pro bono service so that cost is never a barrier to listening to the views and voices of your stakeholders. We are very grateful to our friends at TCEA for their long-standing support of Speak Up. Learn more about how your school and district can utilize the Speak Up survey and reporting assets here.  Take the survey here.

SpeakUp research surveys
0 comment
0 FacebookTwitterPinterestLinkedinEmail
revamping labs
CTO/CIOLeadershipTechnical SupportTesting

TCEA Responds: Revamping School Computer Labs

by Miguel Guhlin
written by Miguel Guhlin

Dear TCEA Responds:

I am planning a major revamp of our current elementary school computer labs. Aside from one goal being to update the space for students, there’s another: Create an alternative learning space for teachers. With that in mind, we are considering the following:

  • Adding approximately 15 desktop computers around the perimeter
  • Providing 15 laptops for checkout
  • Offering flexible seating options
  • Including a 3D printer
  • Offering VR sets
  • Adding makerspace kits

What would you include at the elementary level? Do you know of a district that has a similar space for their teachers and students?”

-Pete

Dear Pete,

Thanks so much for your question. As I reflect on what I would say to you, I realize that my response has changed over time. When in a large urban school district fifteen to twenty years ago, I would have had one response. Then, a few years later in a suburban district, I would have had another. In fact, my response has evolved and that’s an important thing to ponder before answering you. Why has my response evolved, and how does that mirror ed tech changes?

How Ed Tech Is Evolving

Evolution happens in the face of competing needs and priorities. Those include:

  • What is popular technology?
  • What do teachers know how to use in classrooms? At home?
  • What are students willing to use in the classrooms and at home?
  • What is the budget available?

The interplay of your organization’s responses impacts what you can do. Let’s look at possible responses for each.

A Process to Follow

No doubt you have a process for getting things done and collecting insights. Here are my steps, learned after years of project planning and implementation.

  • Seek approval and support through district channels; invite collaboration in planning.
  • Form an organization-wide community of stakeholders. Include teachers, students, parents, district-level staff, and admin.
  • Speak in a tentative manner. Develop a canon of books, articles, and podcasts you can all process together.
  • Remember that this act is political, and there may be repercussions whether done right or wrong.
  • Draft a memo of understanding. It should address what the goals, vision, and resulting product/actions will be. Ask: “How will this affect each of the stakeholders?”
  • Present your findings and resolutions to the school board or governing agency. Be prepared for failure (non-adoption of materials). Also, plan for success! Seek out community businesses that can fund the program. Get or craft feedback on implementation steps.
  • Implement in small, measurable steps. Meet on a regular basis to process results. Share those results in video/audio format in positive ways online.

This process works well. Cultivate an attitude of curiosity. Nurture a sincere desire to assist the committee in finding the best way forward.

I love these action steps and use them for major projects.

Think It Through

If your school thinks Chromebooks are the rage, but you have Microsoft 365, there may be a bit of a problem. Or if you are 100% Apple iPads but want to use Google Workspace for Education, you might run into a problem. The best alignment of tools puts the digital in line with the ecosystem.

Read Five Steps to Leading Campus Tech Efforts.

For example, if I wanted to deploy Microsoft SurfaceBooks, this would happen first:

  • Professional development on Microsoft 365 tools like Teams and OneNote Class Notebook
  • Set up screen projection tools that match SurfaceBooks

If budget limits are in place, then you may opt for less expensive options. Some districts might argue that Chromebooks and Google Workspace for Education cost less. Others may say you get more bang for your buck with Mac desktops for design and Chromebooks for on-the-go needs. It all depends, and you don’t want to make that decision alone.

Instead, take a moment to gather data and form a district-wide committee. Avoid making this decision alone in your office. When you’re asked how you could have decided this, you want to say that you:

  • Assessed needs (focus on what people would do in the space).
  • Formed a district-wide committee that informed the choice.
  • Explored solutions.
  • Researched what other nearby districts/schools were doing.
  • Formulated a solution that best aligned with the needs of the situation.

Your job is to ease this journey for the people who:

  • Know the community better
  • Are going to use the tools in real life
  • Do everything possible to meet the needs of stakeholders

To get you started, I took a moment to ask a few colleagues and friends some questions.

Gathering Data

It’s important to ask other districts around you, “What would you do given XYZ?” For example, I asked several technology directors and CTOs your question. Here are some of the responses, edited for readability:

Response #1: Troy Patterson

Troy Patterson is a Director of Educational Technology. He works for Cape Elizabeth Schools in Cape Elizabeth, Maine. Find him online via social media (@troypatterson@scholar.social).

Interesting. We’ve moved away from the concept of a Computer Lab (a special place where technology happens). Instead, embed technology into the classroom.

Skip the VR sets, 3D printer, and get mobile computing devices. Evaluate your options.

Response #2: Mark Gabehart

Round Rock ISD’s Chief Technology Officer, Mark Gabehart, says:

“We’ve moved away from computer labs. These provide the campus with an additional classroom. Some elementary campuses have a makerspace or robotics lab. That lab comes with chromebooks and 3D printers. Now, we are piloting an eSport MiniLab. A YMCA/Dell Foundation grant makes the pilot at five elementary schools possible. It includes an eSports MiniLab of five computers.”

Response #3: An Infrastructure Administrator

Others echo this point of focusing on mobile computing devices:

We have completely done away with any desktop related hardware. We have a mix between Chromebooks and tablets. 3D printers are a fun have, but they need quite a bit of care and feeding. (Source: Network staff, Toot via Mastodon social media)

Response #4: District Technology Director

TCEA member, Kory Prince (Technology Director for Bullard ISD), makes these points and offers a suggestion:

“At the elementary level, we separate out the lab from the STEM/STEAM stuff. In general, the STEM lab is treated more as an elective (like art or music) with an elective teacher instead of the primary teacher using the space with their students. We’re 1:1 with carts down to 3rd grade (each teacher has a Chromebook cart in their classroom), and have stand-alone Chromebook labs for grades lower than 3rd.

He goes on to say that the contents of the STEM Lab includes:

  • LEGO wall
  • Lite Brite Wall
  • 3D Printers (they use TinkerCAD on the Chromebooks)
  • 3D pens
  • Various flexible seating options
  • Robotics kits (LEGO Spike Prime, Osobots, Dash robot, Cubelets)
  • Various structure building sets (LEGO, Superstructs, KEVA Planks, consumables like paper plates, straws, construction paper, etc)
  • Oversized versions of games like Connect 4, Jenga, etc
  • Osmo (iPad + learning apps)

Response #5: Director of Technology

Scott Laleman points out the following:

My questions on that would be around the different experience for students, especially at the lower elementary levels, between using a desktop and a laptop. Do they have external mice available for the laptop users, or are they expecting the students to learn how to use a trackpad? What types of teacher learning would be expected to go on in there? What are they planning to use for full room display? Interactive panel? Projector?

I’ve seen libraries going this direction, since they have larger spaces to begin with and seem to have more flexibility in how to use that space. For a lab, though, I think it needs to cater to the students first, and in our situation, it needs to have the ability to convert to a regular classroom if needed, since we’re running out of space quickly.

Given this, the question shifts, doesn’t it? This allows you to make the argument for a less attractive tech-rich space. Instead, you focus on the functionality of what people would need and use. Also taking advantage of space is essential and that varies from campus to campus.

The Student Testing Angle

One of the reasons I focused on building a traditional computer lab at campuses was testing. In my most recent post as a technology director, testing had a big influence. Every campus had purchased a different set of technology (e.g. iPads, Chromebooks, desktops), or nothing. That meant that testing was a mixed bag at each campus.

As a result, ask: “What is your primary platform for testing?” Pick the one that is most reliable and put in enough devices to get the job done.

What Do You Think?

By now, you know I wouldn’t give you a straight answer. I could tell you what I would decide if no other factors were in place. But that would certainly be wrong. That said, here’s my take. Divorced from the important variables custom to your situation, it’s not that valuable:

  • Create a testing center at each campus that reflects a standard for set up for every campus.
  • Put the least expensive platform there for testing and have a plan for maintaining it.
  • Create a productivity area (“Design Center”) with a few iPads.
  • Put high-end desktops running a variety of easy-to-use tools. My recommendation is free, open source or free, web-based tools.
  • Provide professional development with digital badges on how to use the Design Center.

What I did in my district was get the standard set of equipment aligned to testing requirements. I asked, “What is the easiest set of equipment to manage and support for the lowest cost?” My focus was to get the best and most for what the organization could afford. Then, for the Design Center, ask the campus principal and site-based committee, “What would work best for you?” Then, I took the whole program forward to the Superintendent’s Cabinet for review.

To the Superintendent’s Cabinet, and then to other stakeholder groups, I said, “This is the organizational need we have. This is what we can afford with the budget provided.” I included the results of my research as an addendum to an executive summary (one page), as well as what campuses requested.

Whether that will work for you is another question. Regardless, I hope you’ve found the information in this article helpful. CTOs and technology staff out there reading this post – how would you answer this question? Leave us a comment.

0 comment
0 FacebookTwitterPinterestLinkedinEmail
robot
CTO/CIOTechnical Support

TCEA Responds: Helpdesk Ticketing and Asset Management Digital Tools

by Miguel Guhlin
written by Miguel Guhlin

Dear TCEA Responds:

Do you know or have a list of systems/software for (1) helpdesk ticketing, (2) inventory/asset management, or (3) both that can be used by K12 districts?

-Kat, IT/Technology Director for a 50,000 student school district

Dear Kat:

Thanks for your question. Finding the right tools for the job can mean all the difference between precision and panic. Without the right data, you and your team of technology support professionals are left chasing your tails. And that can be even worse in a bad situation. Allow me to share a few situations and scenarios before I provide a response to your question.

One Source of Insight: Ed Tech Support Groups

Part of my research to answer your question involved reflecting on what digital tools my technical support team relied on. I reviewed my list of tools in the disaster recovery and business continuity plan. I also took a peek at my district technology plan. These had been written some time ago, and the tools had evolved a bit.

So I decided to turn to a group of experts – the San Antonio Area Technology Directors Group. Steve Young and I organized the first-ever San Antonio Area Technology Directors group. It endures to this day featuring its own email list and meets from time to time as needed. These types of groups are necessary. Here’s how one newly minted technology director put it:

“When I went to a tech directors meeting at my local regional service center,” he said, “half the time involved listening to sponsoring vendors.”

Well, everyone has to make a living. Those regional meetings are important! Do you know what’s even more valued, though? Meeting with your colleagues for three hours to solve problems relevant to you and your district. I’ve seen it time and again myself, although now my attendance at these meetings is as an informed guest with a bit of knowledge to offer.

You might consider joining or creating your own city-wide technology directors network or group. These types of groups meet every three to six months or as they see fit.

Did You Know?

TCEA offers the IT/Technology Director Certification course for those who are embarking on their careers in educational technology. The course prepares you, no matter whether you have a technical or instructional background, for the work of being a district leader in technology. Register now online.

Digital Technical Support Tools

Based on my own research and feedback from the ed tech support group, the following list of digital tools came about. What can you count on with each of these tools? They are in use in Texas school districts and come recommended by their users. Those users, like TCEA member Karla Burkholder, are Chief Technology Officers (CTOs), Technology Directors, and Infrastructure/Network Support leaders.

Disaster Recovery Table Talk at TCEA 2022 SysAdmin

Did You Know?

TCEA hosted its annual SysAdmin event. At my session, Disaster Recovery Table Talks, system administrators shared their solutions to big “D” and little “d” disasters they encounter. Learn more online, as well as get a copy of my table talk disaster scenarios. You never know when disaster is lurking, so it’s best to be prepared.

Here is the list of digital tools:

1. Helpdesk Ticketing System/Software

Finding the right helpdesk ticketing software is critical. Are you sure you are meeting the needs of technology users in your district? One way is to provide a two-way system of communication with powerful reporting capabilities. And the data these systems provide can be key to setting measurable metrics and key performance indicators (KPIs). One question that you’ll be able to answer is, “How many people did the helpdesk or onsite support serve in a given time?”

2. Inventory/Asset Management System

“We had to pass Chromebooks out at the start of the school year. Since I was new on the job, I just said, ‘Pass them out. You keep track of where they go.’ Now, I don’t know where they went, and it’s a nightmare.” When school district inventory doesn’t get tracked, it disappears. While theft can be one reason for a disappearance, a more common one is forgetting devices have been stored in a closet for safe-keeping or items accidentally walking away with staff members who are leaving.

My favorite story? I still remember the chagrin on the special education director’s face when, like Geraldo cracking a long-locked, forgotten storage space, discovered a roomful of brand new mobile devices worth about $350 each. All had gone obsolete a few years back, unopened, unused. Know where your equipment is stored. Give these tools a shot:

3. System/Software for Both Helpdesk and Asset Management

Finding software that does everything can be difficult. In some cases, it can be counterproductive to have a multi-tool that ends up doing everything poorly. In other cases, you may find a tool that does get the job done. According to San Antonio-area technology directors (or at least one of them), this is a tool that does just that.

Make IT Count

Want to ensure a smooth running operation? Then, take the time to develop a request for proposals (RFP) that includes critical elements of a solution you need. Make sure that two-way communications, web-based reporting tools, and easy import and export of data are some of your requirements.

Note About Data Collection: This is a small pool of responses from San Antonio, Texas area technology directors. Even my insights, which are included, come from my experiences as a technology director and instructional technology director in small to large districts in San Antonio. Also, some of the solutions in place had been purchased by other companies. I’ve listed the names of the new companies rather than the old ones.

See Survey online | Responses
0 comment
0 FacebookTwitterPinterestLinkedinEmail
CommunicationCTO/CIOLeadership

Five Strategies to Better Manage Work Stress

by Dr. Bruce Ellis
written by Dr. Bruce Ellis

While there are a number of strategies you can use to better manage your work stress, some situations can cause more stress than others. For example, the structure of a company can change significantly, causing strain if the change is not properly planned. Similarly, workplace bullying or harassment can cause stress, as team members feel they are not valued. It’s also stressful to feel that you have no say in how you’re treated by colleagues. Lastly, our current economic climate can be quite volatile and highly competitive. The impact of the COVID-19 pandemic and economic uncertainty may increase job insecurity and lead to increased workloads, further contributing to stress.

Stressed male employee at a messy desk with piles of work surrounding him holds up a sign that says, "HELP!"

Identify Stress Resources

No matter the cause, identifying resources for coping with stress to manage it effectively will protect your mental well-being. You don’t have to be a doctor to identify your stress resources. In fact, your employer may even offer some. If you are not aware of the available resources, it may be time to seek out an employee assistance program. These programs are free and are designed to provide extra support for employees. To take advantage of these programs, managers must inform their teams of these resources and provide them with the information they need to enroll.

Employee assistance programs (EAP) may offer online resources, counseling, and referrals to mental health professionals. You may also consider talking to a psychologist if your job has become stressful. They may be able to provide tips to manage your stress and reduce unhealthy behaviors. For example, you might find it helpful to schedule time off from work for mental health or to spend time with friends and family.

Set Boundaries

Female employee is standing at her desk, closing her laptop and getting ready to leave for the day.

Establishing boundaries for yourself and your workplace can help you better manage work stress and protect yourself. According to Cate Sevilla, author of “How to Work Without Losing Your Mind,” it is a positive message to your coworkers and supervisors if you set boundaries for yourself. Boundaries will help you maintain a reasonable workload and help you avoid burnout, leading to a healthier work environment. The consequences of not setting boundaries can be significant. For example, you may find yourself spending more time working than you need to, leading to mental and emotional distress.

Set times to check work notifications and emails. Notifications from work can interfere with your personal time, so it’s best to silence them at the end of the day or remove them from your personal device. By setting your boundaries and sticking to them, you will be much more likely to maintain a work-life balance.

Ask for help when needed. If you’re feeling overwhelmed or stressed, ask for help from a colleague or supervisor and be clear about what support you need.

Be honest about your workload. If you can’t take on another project, state this clearly and cite reasons why. If you feel you are being pushed to take on something you don’t feel you can manage, ask how you will be supported with the task and/or ask what the plans are for making your workload sustainable.

Communicate your boundaries. Be sure to communicate your boundaries with those around you so they can consistently respect them. For example, if you don’t take work calls/answer emails after hours, mention this when you return the phone call/email.

Manage Interruptions

Four columns of post-it notes labeled backlog, interaction backlog, in progress, and completed who how creating a list can help manage stress.

Interruptions are an integral part of everyday life, affecting most people at one time or another. They can be in the form of phone calls, emails, pop-ins, instant messages, and even sudden, urgent deadlines. But there are ways to deal with interruptions, whether you want to accept them or cut them off entirely. Not everything is urgent! You can train yourself to ignore emails during certain hours, close the door to your office when working to meet a deadline, or ask a colleague to return later to discuss something non-urgent, for example.

Interruptions aren’t just about work; they can also impact our well-being. Fewer interruptions mean we get more done, which makes us feel more productive and efficient. That’s a good feeling! Disruptions can make us feel as though we haven’t accomplished anything and that most of our time is spent on unproductive activities. Making a priority list of interruptions as they arise will help you know exactly what you need to do next and keep you from dropping everything for each interruption that occurs.

Create a Positive Work Environment

Male and female employees at desk are high fiving.

Creating a positive work environment is important for a number of reasons. Not only does it encourage better employee morale, but it can also improve the company’s bottom line. A healthy workplace will encourage employees to contribute ideas and boost productivity. Furthermore, it will reduce the likelihood of absenteeism, workers’ compensation claims, and medical complaints. All of these benefits can help your business thrive.

Develop yourself as a manager. This is one of the best ways to avoid workplace stress. You can improve your skills and boost morale by taking the time to develop yourself. This will benefit your company’s bottom line and help you create a loyal team.

Communicate with employees about any changes or concerns they have. Don’t shy away from these important discussions. Employees should be informed about any changes in advance and have input on ways to deal with any problems they might encounter whenever possible.

Encourage breaks in the workplace. Breaks are a way to reduce stress and help employees perform better. The environment should also have a designated area for taking breaks and relaxation. This helps your employees manage their work better and keep them focused.

Communicate with Your Supervisor

Male employee talking to female supervisor at a desk.

Communicating with your supervisor can help you develop a stress management plan that will benefit you both personally and professionally. Employees who lack access to effective communication with their managers may be less likely to seek help. A good communication strategy includes bringing up a problem at work and asking for permission to carry out the solutions. This way, your manager will see you are serious about improving your work situation. You can also schedule follow-up meetings. Ultimately, this conversation may improve your health and well-being.

By communicating with your manager, you can potentially create habits to reduce your stress levels. Communication will help you avoid work-related stress and keep you focused on the tasks. If your boss knows how to communicate with his or her team members, then the latter will be able to give you the support you need.

What tips or strategies would you add to help you manage workplace stress? Share your thoughts below in the comments. We’d love to hear from you.

Infographic with the five tips for better managing work stress outlined in the article.
0 comment
0 FacebookTwitterPinterestLinkedinEmail
Infographic of the 9 tips for giving great feedback from the article.
CommunicationCTO/CIOInstructional CoachingLeadership

Nine Tips for Giving Great Feedback to Employees

by Dr. Bruce Ellis
written by Dr. Bruce Ellis

There are several ways to give great feedback to your employees, and the right kind can go a long way toward boosting morale. It’s true that morale is a key component of employee engagement, as it reflects a person’s overall attitude towards work, including their level of satisfaction and confidence in their work environment. Good morale is also associated with high productivity, as employees are motivated to do their best. Employees will be more productive and efficient if they feel valued and respected, and these feelings can come if employees are given good feedback often. Let’s look at some helpful tips for giving feedback– both positive and constructive– that will boost morale.

1. Give positive feedback frequently.

This helps to ensure there’s no recency bias. According to a recent study, 82% of employees who receive weekly one-on-ones feel they get the support they need while 66% of employees who receive less frequent meetings report feeling supported. To make the most of this type of feedback, managers must frequently communicate with their direct reports and teams.

2. Relate it to the specific tasks and behavior.

Don’t give feedback that repeats common knowledge. Relate it directly to the observable work and performance of the employee. Accompany it with concrete examples of the behavior that you want to see from the employee, and give constructive feedback with empathy. Similarly, being specific and giving examples with your positive feedback shows you value employees and pay attention.

3. Keep constructive feedback short and targeted.

If it is too long, vague, or ambiguous, employees may not understand it. Feedback should be straightforward and targeted to specific goals. Provide information on what you’ve observed, and write down examples to help employees understand your feedback and give examples of your own success with a particular task, project, or initiative.

4. Give feedback soon after observing.

Employees need to know what they did and how it relates to the expectation in order to prevent any future incidents (if constructive) or to continue with a behavior (if positive). When giving constructive feedback, don’t wait for weeks. Instead, provide feedback right away. This will help reduce the likelihood of any future problems.

5. Focus on the present and the future.

For example, if an employee consistently misses deadlines, you must determine why and how to prevent missed deadlines in the future. Perhaps you can delegate tasks or break down milestones into smaller steps. Generating a plan of action in collaboration with the employee can help set them up for success and ensure they feel supported along the way.

6. Convey your support and enthusiasm for continued development.

Whether you’re providing positive or constructive feedback, make sure to focus on specifically what you would like to address. Then, reiterate your support and desire for your employee’s success. If they’ve grown, show that you’ve taken notice of the growth and highlight it. If there’s an area of growth being addressed, express your confidence in their growth.

7. Balance the positive and the negative.

Before giving feedback to employees, it is necessary to identify the performance areas and balance positive and constructive feedback. Make notes on the order of your feedback so that you will have an easy time structuring it or use an employee evaluation form to keep it focused.

8. Be genuine and sincere.

When giving great feedback to your employees, make it genuine and be empathetic. It’s important to avoid over-praising because it sounds hollow and lacks constructive value. Avoid giving praise for everyday activities. Save such praise for real victories. This way, they’ll feel seen and it will act as reinforcement for successful behaviors.

9. Build a culture of feedback.

In order to build a culture of giving great feedback to your employees, you must give your staff ample opportunities to give and receive it. These conversations are essential for fostering open communication and a culture of openness. Employees need to feel comfortable sharing ideas and opinions, and they need to feel appreciated for doing so. Although giving feedback is not always easy, it will go a long way in promoting an open atmosphere.

To create a culture of feedback, ensure that everyone is aware of the importance of the practice. Employee engagement is an important component of organizational success, and an engaged workforce is more efficient and loyal. According to McKinsey Global Institute, employees who are engaged in their work are between 15 and 20% more productive than those who are disengaged. In fact, teams that are highly engaged in their work are 21% more productive.

It is also important to ensure that the process of giving feedback is seamless for all employees. Employees should feel comfortable giving and receiving it, and this process should be seamless and easy for them to follow. It also helps to have a feedback checkpoint to ensure that the process is followed correctly. By establishing these guidelines, you will be able to create a culture of giving great feedback to employees that is both fair and effective.

Have you experienced a time when you received feedback from a supervisor that was helpful and positive? What did the supervisor do to make it such? Drop a line in the comments to let us know.

0 comment
4 FacebookTwitterPinterestLinkedinEmail
CTO/CIOLeadership

Five Key Mindsets in the Classroom and Workplace

by Dr. Bruce Ellis
written by Dr. Bruce Ellis

Are you familiar with these five key mindsets? Do you know which one best suits you? Your students? Your team? There are several reasons to adopt each of these mindsets in your life. And by being familiar with each of them, you will be better able to identify which primary mindset your students or peers work from. Doing so can help you be a more productive communicator and teacher/leader. 

Explorer Mindset

Students with an advanced mindset often talk about their accomplishments in music or dance, and they may even be more willing to try difficult courses in the future. For instance, a student with an explorer mindset, Michelle, may think that math problems are fun to do, even if they’re not assigned to her. She may have a higher motivation for pursuing difficult courses, but that doesn’t mean she’s more motivated than her peers.

Experts, by contrast, don’t tend to learn new material in meetings. Instead, they view these meetings as a waste of time, although they enjoy demonstrating their knowledge and expertise to others. On the other hand, explorers often view meetings as a valuable opportunity to learn, develop new skills, and collaborate with others. They’re also comfortable with being “in the fog” and see uncertainty as a unique opportunity to solve complex challenges.

Hacker Mindset

The hacker mindset is an approach to thinking like your adversary. It is essential to think as if you were the adversary, not just your competition. Your adversary may not be your known competitors but a malicious cybercriminal. Security is not enough to stop even the most determined hackers. Cybersecurity systems are the weakest links because of people and culture. By thinking like a hacker, you can prevent cyber attacks before they happen. In a non-technical role, a person with a hacker mindset will be the one that easily finds holes in the plan or loopholes in processes that undermine the success of the very goal that is trying to be achieved.

While attitude and competence are crucial in becoming a hacker, they are not enough. Hackers need intelligence, practice, and dedication to make their dreams a reality. They also don’t waste time with posers. They value competence, and being competent at demanding skills is a must. Learning these skills requires a high level of concentration and mental acuity. You can’t just read books and learn about new techniques; you have to practice and develop them. To learn more about the intricacies of the hacker mindset, check out Eric Raymond’s article on hacker characteristics.

Producer Mindset

The leader with a producer mindset prioritizes the customer experience. The producer mindset focuses on analyzing all touchpoints with customers and implementing ideas to create value. They use digital know-how, analytics, and customer satisfaction to increase speed and innovation and improve customer experience. Leaders with this mindset strive to develop a community bonded by shared purpose, and they invest in talent from a broad range of backgrounds.

A company with a producer mindset values experimentation and collaboration. They hire people who are naturally curious and seek input. This mindset can help a company become a talent magnet. To cultivate a signature mindset, leaders must identify the gaps and weaknesses of their workforce. Some gaps can be rooted in technical savviness or a lack of broader strategic perspectives.

The business world is becoming more aware of the importance of a producer’s mindset. A survey of CEOs of leading U.S. companies found that they need to adopt a proactive mindset to achieve more success. While increasing shareholder value is still the main purpose of a corporation, it is no longer the only one. The focus on creating value extends beyond the bottom line. 

Data Scientist Mindset

The data scientist is the chief handler and strategist of an organization’s massive amounts of information. Their job is to transform those data into actionable insights that improve customer relationships, service and delivery, and uncover new business opportunities. All data scientists are curious, and this is a necessary component of any data science team. As such, having people with this mindset on your team is very beneficial.

While data scientists delve into math, logic, and data to make predictions, they must also understand the larger context. Otherwise, they may be likely to produce results that are inaccurate. Rather than solely focusing on the technical aspects, data scientists should always learn from their errors and develop new skills to keep improving their work.

The data scientist’s role in an organization should support the mission of the company. The success of their work will depend on how they approach challenges and identify new opportunities. This mindset is essential to helping organizations transform and increase operational excellence. To be successful in the data science arena, an organization must have a clear purpose and vision as well as the commitment of the C-level executives and the other stakeholders.

The next generation of data scientists must have computational thinking skills. Computational thinking is a core skill that requires knowledge of fundamental computer science concepts. Computational thinking allows data scientists to decompose complex problems in a simple way. This skill is critical in this digital age and is essential for everyone. In fact, according to the U.S. Bureau of Labor Statistics, jobs in data science are projected to grow 22 percent by 2029.

data scientist mindsets

Entrepreneurial Mindset

The entrepreneurial mindset involves pairing traditional, non-cognitive skills with typical entrepreneurial skills. This mindset improves educational performance and is highly valued by employers. Networking for Teacher Entrepreneurship’s Entrepreneurial Mindset module is a curriculum designed to activate the entrepreneurial mindset in students by leveraging digital and experiential learning activities. The NFTE’s Entrepreneurial Mindset Index is another resource designed to build entrepreneurial awareness in students.

Leaders with this mindset have a unique ability to maintain a positive mental attitude (even when things are not going well) to be persuasive, so team members and stakeholders buy into the goal and are creative about finding solutions, resources, and support. Having people with this mindset on your team may feel like you are herding cats at times, but if you learn to value and make use of their unique qualities, you will find that your company is better able to serve others and accomplish their goals in unique ways.

entrepreneurial mindsets

The most effective leaders practice several of these key mindsets to be successful. In addition to applying the right mindset to different situations, strong leaders are adept at using mindset-specific tools and strategies to drive their success while moving their whole team forward. These mindsets can be applied to the decision-making and interaction processes of leaders. Which mindset most resonates with you? Can you identify opportunities to identify and develop these mindsets in your students or staff? Leave us a comment and share how knowing these different mindsets can help you.

0 comment
1 FacebookTwitterPinterestLinkedinEmail
communication strategies for leaders
CommunicationCTO/CIOLeadership

Effective Communication Strategies for Leaders

by Dr. Bruce Ellis
written by Dr. Bruce Ellis

Effective communication skills are crucial for effective leadership. Listening to others is an excellent communication skill, and you’ll be surprised at just how much you can learn by simply listening to and observing others. Practice this, and you’ll soon find you have a clearer picture of what is expected of you as a leader. But adding empathy, conciseness, and upward communication to the mix can boost your effectiveness even more.

Active Listening

Active listening is an essential communication skill that many leaders fail to master. It’s essential to show interest in the speaker and give them your full focus. Your interest may be a result of your own personal curiosity about the topic or because you respect their opinions and value them as a person. To practice active listening, turn off your phone, set aside your laptop, move away from your desk, and make sure that the speaker has your full attention. By doing this, you’ll be much more likely to retain what the speaker is saying and remember the details later.

Leadership requires interpersonal relationships, and active listening is an important way to build these relationships. Ineffective listening may prevent leaders from understanding the problems that others, or the organization, are facing or from acknowledging them in a positive way. It may also prevent leaders from brainstorming and developing innovative solutions. Not actively listening may even lead to insubordination, poor morale, and reduced productivity, which can be detrimental to the organization. That said, set yourself up for success by creating space away from work distractions where you can give team members your full attention by actively listening.

active listening communication skills

Concise Communication

Strong leaders are able to convey essential information in the fewest words, both when speaking and writing. Their communication is tailored to the audience and situation. For example, if you get a follow-up question right away, you’ve probably not been as concise as you could have been. You might also be missing important details. Not being concise creates additional work for others and for you. It’s important to plan what you say before speaking whenever possible. What is essential for listeners to hear? Scrap anything that isn’t. Anticipate potential questions in advance and plan to address them in your speaking. If you can, bring notes or create a presentation containing important bullet points to keep you on track. When writing, start with bullet points and expand. Once you’ve written a message, go back and see if you can cut it down further.

leader empathy communication skills

Empathy

Leaders who use strategic empathy report less stress, greater happiness, and professional success. This communication strategy can help you build relationships with your team and make them feel heard and appreciated. Even if you’re working with people remotely, people can feel connected to their leaders if strategic empathy is used effectively. The key to effective remote collaboration is understanding your coworkers’ perspectives, assuming good intentions, and imparting your best thinking.

Leadership that focuses on empathy is the most effective way to inspire people to work hard. Empathic leaders are willing to acknowledge their team members’ difficulties and strive to help them. It can lead to better performance, higher employee satisfaction, and increased retention. Empathetic leaders also acknowledge that their team members may have personal concerns but do not let them interfere with their work. Ultimately, empathic leaders build relationships with their team members and are more engaging, understanding, and solution-oriented.

Upward Communication

Most managers and leaders operate within the chain of command, which is the process of employees communicating with direct supervisors and moving up the chain. However, it doesn’t mean that valuable lessons can’t be learned from upward communication. Upward communication is direct communication between upper and lower-level employees, where the communication flows from the lower level to the upper. Upward communication can look like focus groups, surveys or suggestion boxes, and various types of meetings. The purpose of upward communication is for managers and high-level leaders to get direct feedback from team members. This can help inform decisions, make employees feel valued, offer valuable insights into how the team feels, and more.

focus groups communication skills

What communication strategies and skills do you think are important as a leader? How would you recommend someone implement these in their workplace so they can be more effective? Let us know in the comments!

2 comments
0 FacebookTwitterPinterestLinkedinEmail
key in a lock
ChromebooksCTO/CIOCybersecurityDigital CitizenshipGoogle Tips and Tricks

Update Your Browser Now: Seven Tips for Securing Google Chrome

by Miguel Guhlin
written by Miguel Guhlin

“Update now! Multiple vulnerabilities patched in Google Chrome.” It’s a headline that you encounter with surprising regularity. Here are a few more from May to July 2022. Each is sure to chill any IT Director’s heart:

Let’s explore some steps you can take to avoid Google Chrome issues and keep your browser secure.

Did You Know?

In August, 2022, a new Gmail attack was announced that exploits Google Chrome and Microsoft Edge browsers. “SHARPEXT is a malicious browser extension,” reports Volexity.com.  The threat? It can bypass two-factor or multi-factor authentication on Gmail. This means that even if you do have two-factor authentication, your Gmail may be accessed by nefarious individuals seeking to steal your data. Follow the suggestions in this blog entry to avoid SHARPEXT.

Use a Secure, Chromium Alternative

Want to keep working in the Chromium ecosystem but are worried about the headlines? Then consider getting one of the following Chromium-based browsers that are hardened for security:

You might also try Microsoft Edge as an alternative browser. It supports the Chrome web store but enjoys Microsoft’s ongoing support. Of course, Google will tell you to use Chrome, and Microsoft will say browse securely with Edge, but it’s up to you to choose.

update browser
Screenshot by author

If you would rather not deal with Chrome/Chromium browsers at all, then consider Firefox. These Firefox-based browsers get the job done and enjoy increased security:

For the best compatibility with websites, Firefox works great while safeguarding your privacy. If you need more intensive protection, get Firefox Focus. Both work on mobile devices, too. Of course, LibreWolf offers even more stringent protection on the desktop.

update browser
Screenshot by author

What’s the main problem with Google Chrome that these alternate browsers address? A wide variety of permissions and settings set to “open” or “allow.” It’s like leaving the doors and windows of your domicile open when there are criminals around.

Let’s see how you can secure Google Chrome, especially if you have to use it for work purposes.

Securing Google Chrome

A Google Chrome browser design flaw could allow malicious websites to record audio or video. This could occcur without alerting the user. The user would not get any visual sign that they are being spied on. (Source: The Hacker News, 2017)

Here is a list of suggestions that Zaafir (@zaafirsalam) provides, and I’ve shared a video or image with each one. Let’s explore each one at a time.

Tip #1: Set Site Permissions

Google Chrome may be set to allow access to your location, camera, and/or microphone. To limit what Chrome makes available to websites you visit, follow these instructions:

  1. Go to Settings in Chrome.
  2. Select Privacy and Security.
  3. Click Site Settings.
  4. Disable access for location, camera, and microphone.

Here’s a no-audio video walkthrough on how to do that:

Tip #2: Secure DNS and Connections

A lot of websites fail to secure their connections with your browser. That is, they allow connections that enable malicious folks to steal your password. Think of it as writing your bank account and password on a postcard. It’s not the best way to send confidential information.

Google’s Chrome browser allows both secure and insecure connections. You can restrict that by follow these steps:

Tip #3: Restrict Pop-Ups and Redirects

Ever visited the wrong website by accident? If the site is malicious, it may attempt to open countless pop-up windows. These will open up faster than you can close them. A malicious site may also redirect you to a series of inappropriate websites. Combined with unstoppable pop-ups, you may find yourself a long ways away from where you began.

Only allow pop-up windows for sites you trust. Here’s how you can restrict pop-ups and redirects in your Site Settings.

Screenshot by author
Screenshot by author

Note that you can allow specific, or custom, websites to send you pop-ups that are allowed. This can be handy on government and education websites that require pop-ups.

Tip #4: Disable Third-Party Cookies

As you may know, cookies are bits of code that store information about your internet use in your browser. Worse, these cookies can track you across websites. Websites like Facebook use these cookies to track your interests. Then, based on your interests, deliver tailored advertisements. Do a search on baby formula, you will soon see advertisements for diapers and baby stuff.

Here’s how you can disable third-party cookies via your Privacy and Security Settings:

Tip #5: Enable Enhanced Protection

You can turn on an additional layer of protection. The purpose of enhanced protection is to provide more protection. What’s more, it enables you as the user to flag suspicious content to Google. This helps everyone reduce the risks of malware spreading to others.

Here’s how you can turn it on:

Tip #6: Stop Background Apps

Wondering why your computer is running slow? It may be that Google Chrome is taking up memory. This happens even when you’ve “closed” Chrome. It’s closed for you, but Chrome continues to work in the background of your computer. It uses up valuable resources other programs may need. Turn it off completely.

To do that, go to System in the Settings and turn off “Continue running background apps.”

update browser
Screenshot by author

Tip #7: Conduct a Safety Check

Want to conduct a safety check? Access your Settings, looking for Privacy and Security. Select “Check now” to run a safety check on your browser.

update browser
Screenshot by author

Ensuring Browser Security

If you want to avoid making these changes, consider using one of the alternative browsers. They are already locked down. Keep a browser like Firefox or Chrome around. Use them only for legitimate websites that need a less restrictive experience.

Also, consider using these browser add-ons that allow you to turn security on or off as needed per website:

Finally, consider using a Virtual Private Network (VPN) when using the web at home or on the go (work environments may restrict their use). Let me know how your browsing experience changes for the better.

Photo by Amol Tyagi on Unsplash

1 comment
0 FacebookTwitterPinterestLinkedinEmail
tidy up inbox feature image
CommunicationCTO/CIOGoogle Tips and TricksInstructional CoachingLeadershipMicrosoft

One Big Tip for Decluttering Your Inbox

by Dr. Bruce Ellis
written by Dr. Bruce Ellis

If you’re like me, you have emails you’ve subscribed to (or been subscribed to) cluttering your inbox daily. Wouldn’t it be great to declutter your inbox without deleting or unsubscribing to those emails? Well lucky for you, there’s a trick that can help. Though I’ll be giving directions for Gmail, you can accomplish the same trick in other email clients. Just follow these steps.

Creating an Unsubscribe Filter

Step 1: Begin by searching for “unsubscribe” in your email search bar. This will bring up all the emails that have the word unsubscribe somewhere in them. Be aware that this will also catch emails from folks that use the word unsubscribe as part of the conversation or if someone forwards an email to you and the forwarded email contains the word unsubscribe.

Step 2: Click on the Show Search Options icon on the right-hand side of the email search bar. (This icon reminds me of sliders on a sound mixer.)

Image of search box
Screenshot by author

This will open the advanced search form for Gmail. The only thing on this form will be “unsubscribe” in the “Has the words” field.

Step 3: Click on Create filter in the bottom right corner.

Image of advanced search box
Screenshot by author

Step 4: Decide how you’d like to filter these emails. In the filter settings dialog box. you will have the opportunity to decide what you want to do with the “those” emails as they come in. After you tick the boxes, be sure to click the Create filter button. I show my suggestions in the image below.

Image of filter options when searching
Screenshot by author
  • Skip the Inbox (Archive it). This allows you to easily access the emails at your convenience but removes them from your inbox, so it is less cluttered.
  • Mark as read. This will also help move these emails out of sight (until you have time to look at them) by reducing the number of unread emails in your inbox.
  • Apply the label: _______. Initially, you’ll need to click on the Choose label dropdown box and select Create label. Create a new label named Unsubscribe, as I have. This will permit you to access these emails by clicking the Unsubscribe label in your mail menu.
  • Also apply filter to matching conversations. This feature will automatically apply the label to any email that fits the criteria and place them under that label in your mail menu.

Reviewing Filtered Emails

I recommend that you review the filtered emails at least once a week if not several times a week. I have had instances in which a peer, acquaintance, or boss forwarded an informative email to me, but it got caught by the filter and was detoured from my indox. Periodically checking will help prevent potentially overlooking important emails. To view the labeled emails, you will need to reveal the Gmail main menu by clicking on the icon with the three bars (top left of the Gmail window). Scroll down and click on the Unsubscribe label. All emails that have had the label applied will appear.

Screenshot of navigational menu in Gmail
Screenshot by author

Watch the Process

Below is a short video tutorial to help walk you through the steps.

Video by author

I look forward to hearing about how you were able to declutter your inbox and hopefully reach inbox zero without losing any emails that you may want to refer back to. If you created this filter, jump into the comments and let us know a benefit. I’d love to hear from you.

0 comment
0 FacebookTwitterPinterestLinkedinEmail
Newer Posts
Older Posts