A Week in the Life of a Career Services Leader

board-christiangarcia

Christian Garcia, Associate Dean and Executive Director, Toppel Career Center, University of Miami LinkedIn: https://www.linkedin.com/in/christiangarcia     Twitter: @christiangarcia

“What the heck do you do all week?” Yeah, I’ve been asked that question here and there (insert eye roll emoji), so here are some highlights from a recent week on the grind. I didn’t include everything because a guy’s gotta have some mystery, right? Oh, and head on over to HireACane.com to learn more about the programs and initiatives I reference below.

MONDAY

8:00 a.m. Doctor’s appointment to get test results from annual physical (aside from a Vitamin D deficiency, all is good).

8:45 a.m. Quick stop at Starbucks on the way into the office: Trenta Iced Coffee with cream and six Equals, oatmeal with nuts and brown sugar. Repeat Tues. – Fri.

9:00 a.m. Toppel huddle, which happens every Monday, is a quick lightning round where each staff member shares what is on their plate for the week. The huddle occurs in the career center lobby (regardless of visitors present) and lasts no longer than 10 minutes. 

10:00 a.m. Strategic planning meeting with my leadership team to discuss where we are currently and next steps. For the past year, the entire Toppel staff has been immersed in the strategic planning process, which kicked off with a visit from career center innovators: Amjad Ayoubi (Tulane), Christine Cruzvergara (Wellesley/previously George Mason), and Joe Testani (U. of Rochester). During Meeting of the Minds, which we dubbed a “modern day external review,” each team within the center presented a pitch of their vision for Toppel in 2025. A number of brilliant ideas were presented and have been molded and shaped since last March, culminating in the soon-to-be-unveiled Toppel 2025: Career Services is Everybody’s Business. That’s all I can share at this point…stay tuned!

Afternoon set aside for planning a presentation to the Parents Council later in the week. The Parents Council, a group of about 80 influential parents, meets a few times a year and I have been invited to share with them my vision for the future of career services. Little do they know that they’re getting one of the first glimpses into Toppel 2025…

TUESDAY

9:00 a.m. Strengthening teams meeting. For the sake of brevity, check out my previous post All Play and No Work?

11:30 a.m. Lunch planning meeting for the 2nd Annual Lavender Celebration. Toppel was a proud sponsor of the inaugural graduation celebration for LGBTQ graduates last year and will continue to support this important event for years to come.

2:00 p.m. One-on-one with my boss, Senior Vice Provost and Dean of Undergraduate Education. Discuss recent accomplishments, update on strategic plan, brainstorm topics for his speech to a group of 21 career center directors visiting U.M. next month, and I’m quickly outta there.

3:00 p.m. One-on-one with my Associate Director of Assessment and Communication. This meeting basically consisted of me gushing over all the extraordinary work he and his student intern team have been producing!

WEDNESDAY

11:00 a.m. Skype call with one of my NACE mentees. Jeffrey (College of Brockport-SUNY) knows about my undying love for Madonna and today, he created an agenda that used a different Madonna song for each agenda item. #hegetsme. This year, I hit the jackpot with not just one, but TWO, pretty amazing mentees who I know will be future leaders of our profession! The other one is Ryan from Muhlenberg College. I’m planning a future post all about our experiences in the NACE Mentor Program which is going to be cool!

1:00 p.m. One-on-one with my Associate Director for Career Readiness, who is one of the most genuine and positive individuals I have ever met. And by the way, she’s been talking about career readiness before career readiness was a thing!

2:00 p.m. Run all over the building to make sure it’s clean and tidy. See next entry.

2:15 p.m. Visit from Patricia Toppel. Yes, our namesake dropped by with her son and two granddaughters who wanted a tour of our beautiful building, which would not have been possible without the generosity of the Toppel family. Mrs. Toppel is a class act and I always love when I have the opportunity to see her.

6:00 p.m. Happy hour with our Associate Director, Employer Development, Washington, D.C. Hilary lives and works for us in D.C., but spends two weeks in Miami each semester. As always, the staff gathers for a happy hour in her honor before she leaves. Miss her already!

THURSDAY

9:00 a.m. One-on-one with my Director of Career Education, who is doing a phenomenal job managing his area and empowering his team of career advisers. He led our recent transition to Chaos Theory as our department’s theoretical framework and it’s already transforming the work!

11:00 a.m. Meeting with Gapingvoid, the organization responsible for the amazing artwork at Toppel. Discussed ways to continue our partnership and some exciting upcoming collaborations. Check out our building and artwork here and an article and video about how art has transformed culture at our center here.

3:30 p.m. Retirement party for one of U.M.’s most iconic and longstanding faculty members and administrator (more than 40 years of service).

FRIDAY

9:00 a.m. One-on-one with our Assistant Director of Graduate Student and Alumni Career Programs. We discussed a program she co-leads, Professional Development Academy, which is for juniors and students, and uses NACE’s Career Readiness competencies as its guiding framework. It’s an excellent initiative!

12:00 p.m. Phew…my presentation to the Parents Council was a big hit! They loved the five pillars that encompass the vision for our future of career services at U.M. I also garnered a lot of interest in launching Career Crawls across the country and our first international Crawl to London. Cheerio!

2:00 p.m. Meeting to discuss progress on pilot program to integrate academic and career advising. This has been and will continue to be lots of work but we will get there!

3:00 p.m. Meeting with a vendor regarding a potential partnership on a pretty cool and innovative assessment tool app. That’s all I can say right now…!

4:00 p.m. Video shoot to welcome parents and family to the Toppel Insider: Family Edition e-newsletter. After over 20 takes, I finally nailed it but we have decided to include some bloopers in the final video. Should be interesting!

7:00 p.m. A nice bottle of red wine (Cabernet) is removed from my wine fridge and cracked open to enjoy and ease into the weekend! That’s it. You’re not following me into the weekend!

 

 

Helping Students Navigate Familial Pressure

katie smith at duke university

Katie Smith, assistant director, Duke University Career Center,
LinkedIn: www.linkedin.com/in/ksmith258/
Twitter: @ksmith258

 

“The most important job of the adviser…is to help students understand themselves, to face and take responsibility for their decisions, and to support and to free them to make choices that are at odds with the expectations other have for them. Students look to mentors—figures ‘more attuned to their rising hopes’—to give them what their parents won’t or can’t: the permission to go their own way and the reassurance that their path is valid,” William Deresiewicz quotes Harvard faculty member Harry R. Lewis comments in his recent book, Excellent Sheep.

The quote is one that many career professionals can identify with, as we often pride ourselves in providing a safe space for students to explore and articulate their interests while helping them to identify a career to fitting to their skills, talents, and needs. If only it was that easy!

Most people who work with college students have encountered a student who is torn between what she wants and what her parents or family members want. This is an incredibly challenging situation for students, mentally and emotionally taxing, often without an easy solution.

As college tuition continues to rise, so does the discussion on ROI. Parents are, understandably, especially attuned to this issue. What will my child study, and what will he be able to do with that? Is it a competitive field? Can she get the “right” experience in classes or internships? How much money will he make?

In short, is it worth it?

For some students, there’s a lot at stake in academic and career decision making. This decision could compromise the financial support of their education, narrow options (particularly in the case of international students), or could injure, or even sever, a relationship between student and their parents or other family members. In many cases, it’s also a decision that could affect a student’s success in school, as well as their well-being throughout college and beyond.

In recent weeks, I’ve worked with a student who studied engineering due his parents’ refusal to assist with his tuition if he pursued another major. Additionally, another student passionate about education is receiving pressure to commit to a more lucrative field, as her family is depending on her for financial support. Both of these students are navigating a challenging path balancing familial pressures, both real and perceived, and their own goals and aspirations.

As counselors, coaches, advisers, and mentors, working with these students can be difficult. Generally, we encourage students to follow their interests, and to choose a field that they get excited about. However, when the field they want to choose doesn’t align with others’ expectations, we carefully venture into new territory. “Is it possible to find the best of both worlds?” We might find ourselves asking. Where do fields such as art history and medicine or computer science and philosophy converge? If the student recognizes that his family’s opinion has a major stake in his decision, is it possible for him to pursue both his interests, and theirs?

For some students, this compromise is a possibility, but for others, this may not be the case. As career professionals, it is our role to help students identify their priorities, and to find a path that maximizes opportunity and fit given the present constraints.

As Deresiewicz quotes an observant student commenting on her mother, “she wanted me to have everything instead of wanting me to have what I wanted.”

The question is, where is the line?

How Do You Help Students Avoid the Quarter-Life Crisis?

20111112_weinberg-048-Edit-web[1]

Pamela Weinberg
Website: www.pamelaweinberg.com
LinkedIn: www.linkedin.com/in/pamelaweinberg/
Twitter: @pamelaweinberg
Blogs from Pamela Weinberg.

I have had the pleasure and disappointment of meeting with a slew of young professionals in my career coaching practice of late. It is a pleasure, because I enjoy connecting with these bright, interesting and thoughtful Millennials. It is disappointing, however, that so many of them are unhappy with their post-college career choices. A few years out of college, they are experiencing some of the symptoms of a so-called “quarter-life crisis.” There has been much written about the quarter-life crisis affecting recent the college graduate starting out a career and living on his or her own for the first time. These young adults may be faced with their first crisis of confidence and feel adrift. Many feel dissatisfied with their job choices and/or chosen career path and don’t know where to turn for help.

How we can help prevent young alumni from falling into a quarter-life crisis? One way to mitigate these issues for the next slew of college grads is for colleges and universities to take a more active role in preparing students for the workplace. Those students majoring in one of STEM fields or who are pre-med most likely have a more direct and focused career path than an English major with a degree that opens him or her up to dozens of potential job or career possibilities. But just what are those possibilities and how is a student to know about them? Without exposure to a myriad of careers and a sense of which skills/aptitudes are needed to succeed at which jobs, it is a challenge for students to find their perfect fit post-graduation. Ben Carpenter’s recent op-ed in The New York Times has received a lot of attention as he brings this issue to the fore and calls on colleges and universities to offer courses in “career training” which would begin freshman year and end senior year.

Others seem to agree. In a new book entitled Aspiring Adults Adrift sociologists Richard Arum and Josipa Roksa speak about colleges and universities “focusing too much on students’ social lives at the expense of strong academic and career road map.” The authors go on to recommend programs that “facilitate school-to-work transitions, in terms of internships, apprenticeships and job-placement programs.”

Career services offices at colleges and universities have always been the student nexus for career- and job-search advice—but as we know, not all students take advantage of the resources there. In championing the idea of four years of career training for college students, Ben Carpenter cites Connecticut College which offers a career training program that has proven quite successful. According to Carpenter, one year after graduation, 96 percent of Connecticut College alumni are employed or in graduate school. That is in stark contrast to the numbers from a recent job poll conducted by AfterCollege, the online entry-level job site. According to the poll, 83 percent of college seniors graduated this year without a job.

The letters to the editor of The New York Times, which followed the Carpenter piece, were squarely split. Most educators were against schools offering career training programs, while most parents were for it. It seems however, that there is more that can be done to prevent recent alums from floundering a few years post-graduation. However, whether these are offerings from career services or through other academic departments is a topic up for debate.

I would love to hear your comments, thoughts, and suggestions on the topic!

Let’s Be Real

sue-keever-wattsSue Keever Watts, owner, The Keever Group
Blog: http://keevergroup.wordpress.com/
LinkedIn: www.linkedin.com/pub/sue-keever-watts/0/aa/b60
Twitter: @SueKeever

I began my career in public relations and learned the fine art of “packaging” content. My friends still tease me about my ability to take negative information and turn it into a tidy, if not murky, message. “I hit your car” turns into “While the circumstances of our meeting are less than ideal, I’m so glad we had the opportunity to share our contact information.”

I got out of PR as quickly as I could, but I still recognize BS (business-speak) when I hear it. Unfortunately, most companies still use business-speak on their websites, in presentations, and even during one-on-one discussions with students.  It’s the number one reason why candidates look outside an organization to find out what’s really going on inside of it.

Recently a new radio station was launched in the Dallas area. It was named the best radio station in the city and when I tuned in, found that the reception was a little dicey. I turn it on occasionally and when I tuned in yesterday, I heard the announcer say, “KHYI – if you can’t hear us, then move!” No apologies, no BS – just the truth, but in a humorous way.

A few years ago, I worked with a company that was in the middle of fall recruiting when their CEO announced that the company was being bought. Recruiters wanted to know if they should discuss the merger and how to respond to student questions. The answer was simple. Yes. Bring it up to students, professors, career services and all of your campus contacts because I can assure you that your competitors will be using it to their advantage. Be honest. Avoid using packaged responses. Tell them what you know and admit what you don’t. Showing a canned video from the CEO about the merger won’t cut it. The best way to deliver difficult information is in person.

Keep in mind that you still need to give students a compelling reason to join your organization. Part of that involves giving them the language they need to explain why they accepted an offer with an organization in transition to their parents and friends.  You’ll also need to be prepared to answer the following questions:

  1. What will change and what will stay the same?
  2. Will there be a shakeup of leadership?
  3. Why did the organization decide to merge?
  4. What’s the upside of joining the organization now?
  5. If I join the organization, is there a chance I’ll be laid off after the merger?
  6. Will you be able to keep your job?
  7. Is there a chance that my position, reporting structure or responsibilities will change after the merger?
  8. Will my benefits package, compensation and training/development be impacted (negatively or positively)?

Feel free to use humor or to speak candidly about why you’re staying with the organization. But, whatever you do, leave the BS out of it.

The Next Recruitment and Retention Strategy: Bring Your Parents to Work Day?

kevin grubbA post by NACE Ambassador Kevin Grubb
Assistant Director at Villanova University’s Career Center.
Twitter: @kevincgrubb
LinkedIn: http://www.linkedin.com/in/kevingrubb
Blog: “social @ edu”.

Phil Dunphy, the ultimate peerent

“Modern Family” star Ty Burrell plays the ultimate peerent, Phil Dunphy.

 

There was “bring your daughter to work” day. There was “bring your dog to work” day (and, for many employers, dogs are welcome all the time). Now, “bring your parents to work” day? Yes, as noted in a recent article in the Wall Street Journal, “Should You Bring Mom and Dad to the Office?” Some employers are already doing it. I can’t help but immediately think of Phil Dunphy of Modern Family fame, a strong advocate for “peerenting,” who would probably love this in a hilarious, awkward and endearing kind of way that only he could.

Numerous generational experts and studies have noted that Millennials, the college students of today, have a much closer relationship with their parents than generations past. Anecdotes supporting this are easy to find. Why the change? Often cited reasons are new technology keeping the generations in constant communication mixed with the conventional parenting wisdom of the generation prior. Whatever the cause, some employers, like Google, Northwestern Mutual and PwC, are embracing this shift. All three are mentioned in the WSJ article and are employing strategies to thoughtfully involve parents in the work environments of their employees.

Parental involvement in the career development and recruiting process needs to be carefully handled, to say the least. As a Millennial in this field, articles like this especially make me reflect. I thought of the following:

Situations where things could get difficult with parental involvement:

  1. Bringing parents to a career fair or networking event. Even though everyone might have the best intentions in mind, adding a parent to the dynamic of the conversation could get complicated.
  2. Parents sitting in on an interview. Same as above.
  3. Parents negotiating offers for candidates. As Jaime Fall, Vice President of the HR Policy Association, notes in the article, there could be privacy issues that prevent employers from sharing offer information with parents.

Situations where I think parental involvement could be great:

  1. Candidates asking parents for advice about a career transition. Very few people have quite the long-range view of an individual like parents do, and they, being a generation older, may provide some useful insight.
  2. Employees bringing parents to a work function that, for whatever reason, encouraged invitations to parents and/or family. If: (a) it is part of the culture and (b) the employees can trust themselves and their parents to act appropriately and respect boundaries, then I think this could be fun.

What do you think, NACE blog readers? Are we going to see more “Bring Your Parents to Work” days?

Image source: screenshot from YouTube