Higher Education Web 2015 - Create a Batman Not a Robin
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This document provides tips for student staff managers to get the most out of their student employees. It discusses developing students' soft skills, creating a development plan to understand their interests and strengths, and connecting students to industry mentors. The development plan involves understanding each student's motivations, giving meaningful work and feedback, and providing mentorship through skills assessments, one-on-one meetings, and mock interviews. The goal is to help students integrate their skills and explore career paths by setting up meetings with professionals in fields related to their interests.
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Higher Education Web 2015 - Create a Batman Not a Robin
- 1. Create a Batman, Not a Robin How to Get the Most Out of Your Student Staff #TIE1
- 2. Hello! I am Kareem Rahaman Senior Digital Communications Officer, Ryerson University Co-Founder, Splash Effect You can find me at: @Dynamyk
- 4. What We’ll Cover ▷The Soft Skills Gap ▷Student Development Steps ▷Connecting Students to Industry
- 5. 36 Part Time Staff In roles across the university 2 Co-Workers Whom managed staff after me. 5 Full-Time Staff Who worked summers
- 6. 1. Soft Skills Gap The Missing Component
- 8. ““Of all the things employers look for when hiring talent, it’s the so-called ‘soft skills’ that are valued most: communication, teamwork, flexibility and positive attitude are by far the most sought-after skills. Employers understand that everything else can be taught, so they look for the most promising raw material to work with.”
- 9. “Hire for fit. Train for Skill” medium.com/dynamyk
- 13. “Great managers get the most out of their staff by ensuring their staff get the most out of their jobs. “ medium.com/dynamyk
- 15. Questions 1) If I could choose one friend or mentor to trade jobs with, I’d choose ____________, because ____________. 2) I’ve always wondered what it would be like to do ____________. It’s interesting to me because ____________. 3) If I had the right education or skill set, I’d definitely try ____________, because ____________. 4) If I had to go back to school tomorrow or change programs, I’d major in ____________, because ____________. 5) My co-workers and friends always say I’m great at ____________, because ____________. 6) The thing I love most about my current job is ____________, because ____________. 7) If my boss would let me, I’d do more of ____________, because ____________. 8) If I had a free Saturday that had to be spent “working” on something, I’d choose ____________, because ____________. 9) When I retire, I want to be known for ____________, because ____________.
- 16. “Approve the student, not the tweet”
- 17. Top Reasons to Work Somewhere Culture Flexibility Responsibility Evaluation
- 19. Skills and Strengths Analysis ▷ StrengthFinders ▷ LuminaSpark ▷ Myers Briggs Some start at $10/student, some are free if you learn how to facilitate.
- 20. One on Ones Give them a regular chance for feedback, get them comfortable with GIVING feedback.
- 21. Exit Interview Wrap up the year and give them some questions they might hear in their future job interview.
- 22. Before working for you, I wasn't really used to a boss having such confidence in my abilities. When you're entry- level, it's sometimes hard to think that your skills are actually valuable - it's easy to feel interchangeable or expendable, and feeling like I was actually being consulted for my skills was amazing.
- 23. Sometimes being left alone and independent did not work well for me; not having reassurance or praise meant I felt unsure of whether I was actually doing well. Sometimes silence is the worst vote of confidence.
- 24. 3. Connect to Industry Help them integrate
- 25. Set up coffee meetings Reach out to those at your institution who have jobs that aligns with their why.
- 27. Community Events
- 28. End Goal
- 29. Thank You! Any questions? Reach out: @Dynamyk Don’t forget the evaluations!
Editor's Notes
- Hire for fit, teach skill
- Why are we looking at student staff any different? My goal is to create someone ready to slide into our department if a position ever opened up after they graduate.
- Why are we looking at student staff any different? My goal is to create someone ready to slide into our department if a position ever opened up after they graduate.
- How many student staff do you have?
- Asking the question, what do you want to do when you graduate will most likely yield an “I don’t know yet” Get around that mental block, help them find their why and build your plan around that
- Skills - help them understand themselves better, if you have a team, more importantly help them understand how to work with others One on ones - one skill thats extremely under developed is being able to GIVE feedback to your superiors, create an environment where they can get used to it. Exit Interview - Put the year and the value they contributed in context, give some tangible feedback on where they can improve and ask some questions they might here in their next step
- Skills - help them understand themselves better, if you have a team, more importantly help them understand how to work with others
- One on ones - one skill thats extremely under developed is being able to GIVE feedback to your superiors, create an environment where they can get used to it.
- Exit Interview - Put the year and the value they contributed in context, give some tangible feedback on where they can improve and ask some questions they might here in their next step
- Why are we looking at student staff any different? My goal is to create someone ready to slide into our department if a position ever opened up after they graduate.
- It wasn’t all sunshine and daisy’s I had to learn how to adjust for different learning styles early.
- Help them integrate no matter what year they’re in. No matter how broad or small, whether it be higher ed, graphic design, the general creative community. Help them chat with those who work in the field and let them understand their journey.
- Students aren’t necessarily comfortable reaching out, break the ice for them for the first meeting. Give them some questions. How did you get to your current position what did you study? How can i get to a position like yours What are some of the best lessons you’ve learned Who mentored you?
- But they dont know it. 3 coffee meetings by the end of the year
- Tons and tons of free events in every city. Put them into networking situations, force them out of their comfort zone.
- While we’re trying to create a batman, the most important thing you can leave them with is that there are strength in numbers. Learning how to work with other superheroes is just as important when the task/tasks seem unsurmountable. Give them group tasks, put in fun collaboration opportunities, pair up for social, etc.