Due to the outbreak of COVID-19 pandemic, first phase of Census 2021 and updation of NPR postponed until further orders

The Census 2021 was scheduled to be conducted in two phases, viz., (a) Phase I i.e. House listing & Housing Census during April-September, 2020 and (b) Phase II  i.e. Population Enumeration during 9th to 28th February, 2021.The updation of NPR was also proposed to be done along with the Phase I of Census 2021 in all the States/UTs, except Assam.

Due to the outbreak ofCOVID-19 pandemic, high alert has been declared by the Government of India as well as the States/Union Territories. The Ministry of Home Affairs vide order dated 24th March, 2020 has issued Guidelines with the directions for their strict implementation, on the measures to be taken by the Ministries/Departments of Government of India and State/Union Territory Governments for containment of COVID-19 Epidemic in the country. Lockdown has also been declared by many State/UT governments. The Ministry of Health and Family Welfare, Government of India has issued advisories for various precautionary measures, including social distancing.

Keeping in view the above, the first phase of Census 2021 and updation of NPR, which was to begin on various dates decided by the State/UT governments beginning 1st April 2020 and various related field activities, are postponeduntil further orders

Trekking in Nepal and Exploring Culture

Studying abroad was always an integral part of Madison Symes’ (’15) plan. Her grandfather had traveled to Nepal and spoke highly of his experience, so when the opportunity arose to earn UVM credit and spend a month trekking in the Himalayas, she jumped at the opportunity.
“I wanted to experience something new,” says Symes, a Global and Regional Studies major. After attending the UVM info session, she was eager to jump on board. “Seeing photos of the region and learning about what we would be doing was really exciting. I just wanted to be there to learn more about the culture.”
To prepare for the course, students spent two weeks on campus learning about regional history, culture, and geography prior to the trip. Symes says the sessions leading up to her travels covered all the bases – from basic language skills to the religious, dietary, and environmental aspects of the region.

Trekking in Nepal: A Cultural Experience

In early June, the group, including 14 UVM students, faculty members, and guides, trekked through the remote Mustang region, exploring rural communities and development while hiking the mountains. They navigated small communities, cultural sites, and the vast and rugged beauty of the Himalayan landscapes.
Nepal is home to nearly 29 million people. The population is primarily rural (Kathmandu, the largest city, has less than 1 million inhabitants) and primarily Hindu, with more than 80 percent of the population adhering to that faith.
Wedged between the high wall of the Himalaya and the steamy jungles of the Indian plains, Nepal is a land of snow peaks and Sherpas, yaks and yetis, monasteries and mantras. It is also a collision zone with the towering Himalaya Mountains forcefully plowing into mainland Asia.
trekking-in-nepalNepal also marks the collision point between Hinduism and Buddhism, between the Tibeto-Burmese language group and the Indo-European, and between Central Asian culture and Indian culture. It’s little wonder that this beautiful and diverse country has fascinated travelers and explorers for centuries.
“Kathmandu is a busy city. It’s a buzzing, really intense place,” she says. “Then we went to the Mustang region and you could hike all day without seeing people.”
It was an eye-opening experience. “The Mustang region has such a small proportion of travelers,” she adds. “It was really interesting to be in this isolated region and see how different it is from the cities or the Everest trekking routes.”
Venturing into more remote territories was fascinating. “I thought it was really interesting how the people did not want to disappoint us. One of our guides was an energetic, old Nepali man named Sri. He would constantly tell us that we only had ‘a little up, a little down, and then you’re there!’ It was clear that he just didn’t want to dishearten us when there was much more walking to do! His little up and little down could mean 6 to 7 more hours of trekking,” she says.
Throughout the journey, the group adapted to communication differences: instead of saying “no” directly, the Nepali locals would say “Okay, thank you.” Symes says, “I realized that differences in language can speak about a culture. Instead of making someone feel uncomfortable, they spoke in a way that affirmed what the person said and then moved on. I realized we are culturally abrupt, so I’ve tried to bring this back home and practice saying ‘Okay, thank you’ to my roommates.”
Talking with the guides was very helpful. “Everyone was very friendly. We got to visit with youth groups in some of the most remote areas and learned about changes they are trying to make with work, school, and health care,” she says. “We visited a community center where the young people hung out. They had a library, but most of the books were in English so it wasn’t totally accessible to the locals.”
Hiking provided visits to communities otherwise inaccessible. “I’m not a super active, outdoorsy person, but I did it! I think my legs had more of a shock from trekking than my brain did adjusting to the culture,” she says. “We got to see and experience so much.”
As expected, things don’t always go as planned, but lasting relationships develop. “I made such incredible friends on the trip. You really get to know each other,” she says. “We learned to be really flexible and get creative, and the guides were really incredible. I’ve stayed in contact with some of them on Facebook.”
The professional guides, or Sherpas, led the students through the mountains, helped them carry supplies, and set up camp, all while educating the students about Nepali landscape, culture, and traditions. “They even played Nepali music to encourage us along the trail,” Symes says.
One of Symes’ surprising realizations was how people can live quite simply. “It was eye-opening to see that we have so much more than others around the world,” she says. “My experience in Nepal really changed my perspective. I think it’s easy to lose that appreciation once you get back into your normal life, so I’m trying to remember what I learned there every day.”
It is apparent from Symes’ fond recollection of studying abroad in Nepal that she relishes having been immersed in Nepali traditions and philosophies. Symes enjoyed her travels so much that she decided to stay on and keep traveling in Nepal, where she spent another month trekking to the Everest basecamp. “I love to travel, so spending a longer amount of time in a country is always a better way to experience a culture and understand how people live,” she says.
Symes says she would recommend the program to other students in a heart beat. “Right now is the only time in your life when you can travel without dropping any of your other obligations. Taking a course like this is an incredible way to see the world, while learning, which is an opportunity that most people just don’t get,” she says. “It can be scary to step outside of your comfort zone, but it’s always worth it in the end.

The Best of Burlington Vermont

Burlington, Vermont is consistently ranked as one of the most desirable – and greenest – places to live and visit. The city’s vibrant arts and culture scene, endless outdoor recreation opportunities, and scenic beauty draw millions of visitors each year.
Live music, art openings, and comedy shows can be enjoyed year-round. Outdoor activities range from kayaking, fishing, and sailing to hiking, cycling, and skiing – and everything in between. You can also enjoy the area’s excellent dining, shopping, concerts, and special events.
The city hosts the annual Discover Jazz Festival, a week-long celebration featuring local talent and jazz legends who perform throughout the city at indoor and outdoor venues. Other annual events include the KeyBank Vermont City Marathon in May, Festival of Fools, a street performance festival held in August, and Ri Ra’s Santa Run in December.
Burlington is located less than 90 minutes from major ski resorts, including Sugarbush, Jay Peak and Stowe. The city overlooks Lake Champlain, which is 120 miles long and covers 435 square miles bordering Vermont, New York and Quebec. Lake Champlain is home to “Champ,” the mysterious water creature believed to live beneath the surface

Career Outlook: What is a Virtual Assistant?

Graduates of the Office Management degree program at Bryant & Stratton College are prepared for a number of career options, including working as a Virtual Assistant in a number of business settings.
If you’re starting or in the middle of administrative assistant training, you may be thinking about what you’ll do after graduation (if you’re not, then you should!). Becoming a virtual assistant might be a good option for you.Virtual Assistant working at computer

What is a virtual assistant?

A virtual assistant is a contract worker that businesses can hire to perform a variety of administrative duties. Virtual assistants operate as their own business, building a client base and working remotely from a home office or an independent workspace. Working as a virtual assistant allows for greater schedule flexibility, and gives individuals the opportunity to specialize in the areas of administrative work that they enjoy the most.
Interested in this unique career path? Here’s what you need to know about becoming a virtual assistant.
What are the roles and responsibilities of a virtual assistant?
Virtual assistants handle a variety of administrative and business tasks, depending on their client base. These tasks may include:
  • Writing business newsletters, and other communications tasks
  • Making phone calls, scheduling appointments and sending emails
  • Updating social media accounts for a brand or business
  • Managing website content and web design
Many virtual assistants choose to specialize in a particular area, such as web design or social media management.
What is the benefit of hiring a virtual assistant?
Many business owners choose to contract with a virtual assistant because they do not need the support of a full-time employee, but rather, someone to manage a few certain tasks. Hiring a virtual assistant is more affordable because the business is not responsible for providing office space, equipment or benefits. These eliminated costs also benefit the virtual assistant, as they generally make more money per hour than a traditional administrative assistant would.
What is the virtual Assistant salary?
Because virtual assistants are self-employed, salaries vary. According to payscale.com, virtual assistants can make between $21,372 – $64,066 depending on where they are located and their level of experience.
How does working as a virtual assistant differ from traditional employment?
As a virtual assistant, you have more control over your schedule and workload. You decide how big of a client base you would like to maintain, which hours you will work, and what types of services you would like to provide. Location and commute are not an issue, making it an ideal profession for highly mobile individuals (for example, military spouses). But the freedom of self-employment also brings the burden of self-motivation. This role requires someone who is a self-starter, so work gets done and clients remain happy.
What training and skills are required?
There is no formal training required to become a virtual assistant. However, virtual assistants do need the skills and a certain level of knowledge to be successful.
  • Administrative & Communication Skills: In order to provide a quality service, and build a client base, a virtual assistant must have strong communication skills, and be able to perform administrative tasks.
  • Office Technology Skills: Technology knowledge is also a must, as you will use a variety of online tools in order to communicate with and perform work tasks for your clients.
  • Business and Accounting Skills: It is also important to have a certain level of business savvy, as you are essentially running your own business. Understanding how to network, handle clients, and manage your finances are all necessary skills in order to be successfully self-employed.
Having formal administrative assistant training through a certification or degree program can help you hone these skills, and give potential clients proof of your experience and professional know-how.
If you are considering pursuing self-employment as a virtual assistant, online schooling can be a good choice especially if you are on the move or have time commitments restricting your access to on-campus courses. For more information on administrative assistant courses at Bryant and Stratton, click here. Ask about our online course options.

Top 5 Jobs You Can Get with a Business Management Degree

If you are trying to find your place in the job market, business management jobs are a good place to look for opportunities. The umbrella of “Business Management” covers a broad spectrum of career opportunities which means there is bound to be one which suits your interests and needs. In order to help kindle your inspiration, here is a list of jobs and careers in business management which require an Associate’s or Bachelor’s degree in business administration. There is a little something for everyone.
Top Five Business Management Degree Jobs
The statistics for the following job titles are based on those provided by the US Bureau of Labor Statistics via their Occupational Outlook Handbook.
  1. Sales Manager. If you love sales, but are ready to take your job in a slightly different direction, a degree in business management will provide an exciting fork in the road. Business managers know how to set goals. They inspire their team to create a successful plan and then implement it. Sales management jobs are expected to increase by 12% and have top median salaries of as much as $98,000.
  2. Industrial Production manager. Have you been working in the same plant since high school? Do you watch your manager and think, “I have great management ideas that would work even better?” It’s time to get your online business administration degree and start dreaming. Industrial Production Managers will experience an increase in demand by about 9% over the next few years. Their median salary is almost three times the national average.
  3. Accounting Manager or Auditor. The accounting title can be misleading because many accounting managers and/or auditors have degrees in business administration with an emphasis in accounting. As a leader, both skills are imperative for financial departments to run efficiently, legally, and smoothly. By setting your sights on a management position with an accounting firm, payroll service, or other potential career settings, you can work full-time while completing your degree in business management. It’s that simple. Then you get to be the boss.
  4. Executive Assistant. A top level administrative assistant can make significantly more than his/her administrative assistant counterparts. Most of the time, an executive assistant will have an Associate’s or Bachelor’s degree in business or business administration. S/he often has to be one step ahead of the boss and make critical decisions when the boss isn’t available. Job outlooks are predicted to increase by 12% and the median income for an executive assistant is $43,500.
  5. Administrative Services Manager. Once upon a time, office managers were able to rise through the ranks with little to no additional education. Nowadays, a degree is necessary, especially if you want to work in a larger company or corporation. You will need to be a jack-of-all-office-trades, as well as an effective manager. A business administration degree will provide a foundation of skill sets, business, accounting, software, and more, to make sure you can do your job effectively.
If you feel like you are at a stalemate in your professional life, business management degree jobs are the perfect way to rekindle your inner fire and allow you to move forward and upward. Apply today for an online business management degree program at Bryant & Stratton and watch your career dreams come true.

WORKPLACE DRESS CODES: DO YOU REALLY NEED ONE?

I was a brand new manager when I hired a temporary employee to do a specific project at a very conservative company. While we didn\’t have to wear suits, we definitely dressed on the formal side of business casual. One Friday a year, however, you could make a $5 donation to a company sponsored charity and wear jeans. Unfortunately, the temp started the same week as this once-a-year jeans day. Being new, and unaware that this was a once a year thing, she noted everyone wearing jeans on Friday and assumed our office had casual Fridays.
As her manager, and having never encountered this before, I had to confront her—which I did, but handled it very poorly. She offered to go home and change, I said it wasn\’t necessary, and we felt both awkward and ridiculous.
But it could have been prevented. If I\’d explained the company dress code when she was hired, then none of the awkwardness would have occurred.

Company Dress Codes Make People More Comfortable

Lots of people, especially in small businesses or startups, don\’t want to have a dress code because it seems stuffy, old fashioned, and uncomfortable. Plus, we\’re all wearing jeans everyday anyway, right? Not quite. In reality, a dress code is quite the opposite: it can make everyone feel a lot more comfortable.
A dress code isn\’t synonymous with suit coats and nylons. It can be pretty much anything at all. It can state that jeans are okay, but shorts are not, or that this is a business casual office and while button down shirts are okay, a full-on suit would be considered inappropriate.
What you want your dress code to do is make everyone clear and comfortable about what they should and should not be wearing. Then there\’s no awkward misunderstanding or uncomfortable conversations when someone shows up in something that would be better suited for a night on the town or a black-tie wedding.

How to Make a Dress Code

If your company doesn\’t have a dress code, it may be time to sit down and write one. Samples are easily available on the internet. And remember, you need to make it equal between genders. You can\’t require women to wear nylons and let men wear jeans, or vice versa, but you can have different general requirements. Men may be required to wear a necktie, while a woman can wear any dressy blouse.
If you work for a company without a dress code and you\’re concerned about what is (or isn\’t) appropriate for work, simply look at the leadership of your company and follow their lead. If they\’re wearing jeans, you can wear jeans. If they wear shorts and flip flops most days, but don suits when they meet with clients, that\’s what you should do too. And if you ever have any concerns, ask! You could even offer to help write up a dress code, because knowing what the rules are makes everything less awkward.

Career Overview: Medical Administrative Assistant

What is a medical administrative assistant?
A medical administrative assistant is a person who handles the clerical duties in a doctor\’s office. The list of tasks they perform each day are widespread and may change according to the type of doctor they work for. Medical administrative assistants do patient intake, schedule appointments, basic office paperwork, organize files and may even expand into billing and coding with the right training and certification
Students at Bryant & Stratton attend a type of billing bootcamp at the end of their degree program to prepare for the medical and billing specialist exam. The best part is, the entire expense is covered by the university. If students pass, they will be certified as medical and billing specialists and will be able to earn more money on their first job with that certification and their associate’s degree.
Medical administrative assistant pay per hour
The wage per hour that administrative medical assistants can expect is very good. Here are the basic facts for medical administrative assistants, according to the Bureau of Labor Statistics (for 2015, the last available data)
Median Pay: $ 30,590 per year, $ 14.71 an hour
Number of jobs, nationwide: 591,300
Rate of job growth: 23 percent a year
Studies and Career Path
What you will study: As a medical administrative assistant, you will focus on learning HIPPA laws and practices, communication skills and medical terminology.
Growth Opportunities: Once employees demonstrate they have the skill set to take care of an office, many assistants are moved into office manager positions. Having the additional credentials in billing means assistants could be moved into a management position in the billing office as well.
Professional Resources: To learn more about careers as a medical administrative assistant, check out these professional associations related to the field. Each of these organizations can help you find information, connect with mentors and research job opportunities.
To learn more about getting a medical administrative assistant degree, contact the Admissions office at Bryant & Stratton College.

The Best of Burlington Vermont

Burlington, Vermont is consistently ranked as one of the most desirable – and greenest – places to live and visit. The city’s vibrant arts and culture scene, endless outdoor recreation opportunities, and scenic beauty draw millions of visitors each year.
Live music, art openings, and comedy shows can be enjoyed year-round. Outdoor activities range from kayaking, fishing, and sailing to hiking, cycling, and skiing – and everything in between. You can also enjoy the area’s excellent dining, shopping, concerts, and special events.
The city hosts the annual Discover Jazz Festival, a week-long celebration featuring local talent and jazz legends who perform throughout the city at indoor and outdoor venues. Other annual events include the KeyBank Vermont City Marathon in May, Festival of Fools, a street performance festival held in August, and Ri Ra’s Santa Run in December.
Burlington is located less than 90 minutes from major ski resorts, including Sugarbush, Jay Peak and Stowe. The city overlooks Lake Champlain, which is 120 miles long and covers 435 square miles bordering Vermont, New York and Quebec. Lake Champlain is home to “Champ,” the mysterious water creature believed to live beneath the surface

Home Schooling Activities to educate students during the COVID 19 virus emergency

Learning at Home during the ‘Lock down

(I haven’t written a blog for months but thought I would share a few ideas that i had posted on Facebook. There are still people viewing my blog so here goes)



Learn Five New Things a Week
I heard yesterday on National Radio an interesting idea for students to do at home ~ get them to learn five new things a week ~practical things like learning to cook something new, or study something of personal interest etc Students could make a list of things they want to learn about – a personalized curriculum.
I note a lot of school sending out worksheet activities for their students but I feel the situation requires something more creative. Too many worksheets would not be a good idea – time to think out of the box.
Set up a ‘My Learning Journal /Scrapbook’. 
Students could set up a My Learning Journal to record activities ~could make a wonderful family historical artifact to share in the future?
Set me thinking of other possible home learning tasks like: 
Sorting family photos and making a PowerPoint presentation to share with the family
Finding and writing up family histories from mum and dad.
Develop a family reading group and share what each member has been reading (keep a reading log) 
Draw something every day (maybe choosing something from their environment),
Keep a diary of events as the situation unfolds ( think of Anne Franks)
Write a short poem each day and illustrate to share 
Research the photos and ornaments around the home – there is usually a story behind each picture /ornament
Do  personal research project on something of interest each week (make a list of ideas to add to and then choose o to study),
With mum and dad keep a record of family spending,-learn basic budgeting.
Do a research study of a family pet – how to care for them, how they evolved to be pets how wild animals relate to domestic pets.
Learn to use basic Te reo phrases  as a family (school could supply or google them),
Learn to play a musical instrument (possibly not a recorder!). Develop a simple percussion band with siblings (in the backyard),
Develop a PE obstacle track in the backyard.. Time and record how long it takes to get around How many balls can you catch before dropping a catch; develop a short cycle of fitness activities,;play skipping and catching balls game ~make a record of improvement.
Try out different art activities ~simple printing (potato printing) /using different media.
 Take digital photographs on a phone and select five to share/print. Could set a theme  nature photos for example.
 Research some simple science activities to do using Google , for example kitchen science (all baking is science)
Technology challenges ~like make a bridge from rolled newspaper or experiment how far can your paper dart can fly,/lesson on keeping safe
Learn the names of flowers in the garden ~research them on Google
You might want to learn about viruses ~sure is plenty of information. Guess most parents will have had a family meetings to discuss the virus with family members. 
Just thought some of the above may be of interest? 
And that the list above may also encourage you to think of your own activities
A bit of advice ~try to encourage kids to take their time. Too often they think first finished is best
On reflection the ideas above cover all the Learning Areas of the New Zealand Curriculum and , in particular, the phrase every student should ‘seek , use and create their own knowledge’.

THE VALUE OF TRACKING TURNOVER—AND HOW TO DO IT RIGHT

Turnover reports. Let’s be honest—they’re kind of boring. But, if you want to be a business that’s responsive to employees and boasts a great company culture, you need to track your turnover.
People in small business often say, “I don’t need to track anything! I know the names of everyone who works here and I can give you a list of everyone who has left, along with their reasons for leaving! Jane left because her husband got a job in Milwaukee. Steve left because a headhunter called him up out of the blue and offered him a raise we couldn’t match. Carol left because she wanted to stay home with her kids.”
It’s easy to think you’ve got it under control, but let me tell you a secret: People lie about why they’re leaving. Jane told her husband to go ahead and take that job in Milwaukee because she hated her manager. Steve was actively looking for a job for two years before he finally landed that one. He would have taken it without the raise. And Carol? Carol actually does want to stay home with her kids, but she intends to do consulting on the side. She would have stayed if you had granted her request for part time.

Seeing the Trees, But Not the Forest

When you know everyone in your company, you can’t always see the big picture. Which means that you don’t notice a very obvious thing that a turnover report might tell you—Jane, Steve and Carol all reported directly to Bob. It’s time to take a good look at Bob’s management skills.
No matter the size of your company, you need to look at turnover in a tactical and analytical way. The first step is to figure out your overall turnover rate.
Turnover is calculated by dividing the number of people who left by your employee population. But it’s often more difficult than just doing a bit of division—and it also depends on what type of business you’re running.
1) For a stable business: If you’re a stable business that is neither growing nor shrinking, you can use the following formula: Number of people who left / current employees. Because you’re hiring to replace, it will give you a pretty accurate look at what percentage of your employees are leaving each year.
2) For growing businesses: If you’re in a business that is growing by leaps and bounds, you’ll underestimate your turnover by using the “stable business” method. For a growing business, it’s best to use this formula: Number of employees who left / number of employees at the beginning of the time period.
Why the difference? Well, let’s say in January you had 100 employees. By June, 5 of those have quit. But you’ve been growing by leaps and bounds, and so now you have 200 employees: 5/200=2.5 percent. The reality is, though, that 5 of your original 100 left, so 5/100=5 percent. It’s a hugely different number with very different meanings.
3) For a shrinking business: If you use the stable method, you’ll overstate your turnover. So, for a company that is losing employees, you’ll want to use the same method as a growing business: number of employees who left / number of employees at the beginning of the time period.

Don’t Jump to Conclusions

You’ll want to cut the data across race and gender and departments and look for anything that stands out. You’re looking for patterns—but don’t panic. I used to do turnover for large grocery store chain and the reports were standardized across all stores. I got a panicked phone call from an HR manager in upstate New York who had 50 percent minority turnover. “What am I doing wrong? This was horrible!” I pointed out that the store only had 2 minority employees, and one had quit.
In other words, the numbers looked frightening, but the reality was that it wasn’t a big deal. A little research showed that her county also had less than 4 percent minorities, so it wasn’t surprising that her store had a small number of minority employees.
Likewise, if you discover that one department has significantly higher turnover than the others, don’t immediately fire the director. She may well need to be fired, but there may be something else going on. Was the department’s budget cut? Was there a reorganization demanded by senior management? Was the workload substantially altered? Investigate before reacting.

Separate Involuntary and Voluntary Turnover

Not everyone that leaves a company does so because they want to—you may have fired some people as well. But don’t pat yourself on the back if you have low voluntary turnover and high involuntary turnover. High involuntary turnover means that you’re either making some serious hiring mistakes—you shouldn’t have to fire good people—or your management is reacting to small problems by firing. Neither is good and requires investigation.

Make Changes with Your Knowledge

Looking at your turnover can alert you to problems before they grow too large. You can implement changes in your hiring procedures. You can train you managers. You can look at your salaries and your benefits.
Bottom line—don’t disregard the numbers just because you know every person that works and leaves your business. The numbers can show you a new story.

CAN COMPLICATED BE SIMPLE?

I have had an iPhone since the 3G.  I love the device.   Apple has made it easy to stay with them and they create great continuity in their upgrade stream.  They have excellent functionality and peace of mind with iCloud backups.  A recent experience made me realize just how dependent I am on the way that Apple rolls things out.
As usual,  with no warning,  I got a notice that the new release, iOS 9.0.01, was ready on my phone.  I had just done a backup so it seemed like an opportune moment, why not?  I had the time.  Remember though, there is no real notice about what is IN the latest iOS release ahead of time, nor is there any real background on what it is when you get it unless you troll the net to learn what good and bad things others have shared.  My first clue should have been to look deeper since it was iOS 9.0.1 NOT 9.0 which means Apple rolled out a ton of bug fixes right away.
But hey, we let it fly.
The first thing I noticed was it took an inordinately long time to load and install, atypical.  So long that I began to congratulate myself on the current backup I had made.  Finally it installed, but it looked like it was going through a lot of standard setup options that most updates don’t do.  The load process did several annoying things like attempt to use my iTunes credit card to drop into Apple Wallet (I had to read it twice and decline because it made it seem like it was just for iTunes, no thank you Apple). The update automatically tried to turn on location services (which I had carefully configured to my liking prior), turned on time zone settings for my calendar and added some new icons automatically rearranging my home screen.  Nothing dramatic, just a little intrusive and again with no real explanation as to what it was doing (anybody remember the “free” U2 songs you couldn’t delete from the last release?).  But the update took off and finally my phone was back. 
I didn’t think about it until the next day.  I was in Newark, NJ  with a colleague and we went to call an Uber Taxi for our meeting.  I opened the App,  and set my location and requested a car.  As usual I got a response within a few moments and the driver called me.  “I am at the Airport Marriott across from the terminal” I tell him,  “Where?” he asks?  “Are you at LAX, I thought you were in Santa Monica”? – it then dawned on me,  the update had turned off ALL OF MY PREFERENCES for location services.  The Uber app thought I was still in Southern California.  How funny.  I apologized to the driver and canceled the request, going back into my phone and redoing a number of configured settings that had been undone by this major upgrade.
Once I got a car on the East Coast, I ran through some of my favorite apps on the ride and found they were broken or behaved badly.  Again, nothing that rendered the phone useless,  but it did not behave as it did before.

Lessons for Release Management

Now, the iPhone and the iOS software are very complicated bits of technology which are designed to make my experience useful and simple.  But it dawned on me that this was a lesson in how to handle release management.  Complicated made simple…
  1. Publish what is in the release well ahead of time,  actually, publish it two and 3 versions out. So you aren’t adding functionality at the last minute.
  2. Let your partner community know it’s coming so they can plan for it ahead of time.
  3. Deliver any new functionality in the “off” position and allow the user to turn things on when they see use in doing so.
  4. Honor the configuration that the user has established and do not override their previous settings.
A simple, straightforward and planful approach to insure that the release is useful right away,  and that it does not have adverse impact on the user. As a consumer of software,  you should be able to expect nothing less.
BTW – I still love my Apple devices, but my iPad is not upgraded yet,  I think I will wait for iOS 9.0.2.

WHY RECRUITING MISFITS CAN LEAD TO OUT-OF-THE-BOX INNOVATIONS: Q&A WITH CRIS WILDERMUTH

Last week we spoke with Cris Wildermuth, assistant professor of leadership development at Drake University and community chair of LinkedIn’s Linked:HR group, about why companies shouldn’t — and can’t — teach company culture. Since employees play a big part in shaping the corporate environment, should companies hire people that fit into their current culture, or should they recruit outside of the box? Here, Wildermuth shares why companies should hire candidates that might not fit-in, since people with dissenting opinions often bring about the greatest innovations. 

What advice would you give companies that usually don’t hire people with dissenting views?

I would say, “You’re not going to be alive if you continue this route.” Ronald Heifetz, a professor at Harvard, talks about adaptive leadership, which is mobilizing people to thrive in a situation of change. When you’re confronted with a situation that requires changes in values, culture or history in order to survive, you’re not going to confront that challenge by having people who are strong supporters of the status quo. You have to have some seeds of dissent in there for that wall of the old culture to be shaken a little.
Apple, for instance, used to be the cream of the crop in its industry, and now you have all those competitors trying to attack the iPad and iPhone by coming up with alternatives. Is Apple going to survive by continuing what they’re doing or by making changes? These are the kinds of conversations that need to be held inside, and if you never accept any words of dissent, you’re in trouble.
If I could conjure up a culture with a magic wand, the one characteristic it would have is openness and no fear — the kind of culture that would let people express their disapproval without negative repercussions. From the standpoint of a well-oiled machine, there’s a lot of productivity in an environment without dissent. That will work wonderfully, of course, until there’s a disruption.

What are the dangers of having an open culture?

The danger of an open culture and allowing dissent is that you may temporarily lose efficiency. Let’s say, for instance, that we work as firefighters. There’s a big fire in the building and you’re an expert firefighter. At that point, you don’t want dissent because, while we’re discussing our disagreement, we’re going to die. There’s a danger in too much dissent in moments of acute crisis, and, often times, a crisis is an adaptive challenge.

What stands in the way of companies hiring people with contrarian ideas and views?

Often times those who object to things — who bring new ideas, who bring the elephant in the room onto the table — those people are not rewarded for their new ideas. If we’re not willing to protect the voice of dissent, then, from an ethical standpoint, we shouldn’t be hiring them. It’s not just about hiring people who don’t “fit our culture.” It’s about having hard conversations about what are we are going to do with the people who disagree with us. If we’re not going to support them, then we shouldn’t bring them in because we’re setting them up for failure. The problem is, if we don’t hire the people who disagree with us, we’re probably setting ourselves up for failure. 

Struggling in a Class? We’re Here to Help!!

Life can get in the way of success for a student. One day away from the books might turn into a week. And suddenly, you can find yourself not just falling behind, but failing.
The key to recovery after any roadblock you face in class is to keep in contact with your academic advisor and, or, your academic success coach, as well as your instructor. Working double shifts this week? Let them know. Death in the family? Let them know. Kids come home from preschool with lice? Let them know. They can adjust your due dates for assignments accordingly. And if you are not contacting them, they will reach out to you.
“Our advisors and academic success coaches work closely with our students, especially those who are in their first term,” said Brandy McDonough, associate dean of instruction. “If something seems amiss they will contact the student and support them to get back on track.”
Each instructor will have their policies late assignments listed on the class syllabus. However, McDonough said students who are facing a hardship need to be proactive. Instructors are willing to work with students who communicate when they have an issue.
“The biggest point is that students need to know the importance of being as proactive as possible and reaching out to their instructor right away if know they have a conflict,” McDonough said. “If all of a sudden life got in the way and they need additional time they should immediately reach out to their instructor.”
Students also need to check their Bryant & Stratton issued email address on a daily basis. Instructors will not respond to emails from outside providers. All staff members communicate with students through Bryant & Stratton email and through the online blackboard system. If you are struggling in a class because you need more instruction, Bryant & Stratton College has opportunities for you.
Faculty members are able to work with students one on one during virtual office hours, or, you can schedule a meeting. Tutoring is available as well. Once you’ve realized that you need more help in a course, your best action is to get that help. Students can only add or drop a course in the first seven days of the session without penalty.
On day eight, if you decide you are not ready for the course, you need to make it work. That’s because on day eight, you are responsible for the cost of the class. If you drop the course anyways, you may also lose some financial aid benefits. 

LEARNING CORNER WITH JEFFREY PFEFFER: WHY IT’S IMPORTANT TO INCLUDE AGE IN DIVERSITY AND INCLUSION EFFORTS

At Stanford University, during the 2018-2019 academic year, virtually every meeting of the faculty senate included a report—or two—on the university’s diversity efforts. Yet ageism was never addressed—and continues to go unnoticed. According to a faculty colleague, the former dean of the School of Engineering, who is now the Provost, appointed a strategy committee packed with young faculty members simply because, to use her highly inopportune phrase, “they are the future.”
Clearly, diversity and inclusion are becoming a priority for all types of organizations. As of February 2018, diversity and inclusion roles, as a share of all job postings, were up by 35% from two years prior, according to Indeed. Meanwhile, PwC’s 18th Annual Global Survey noted that talent diversity and inclusiveness were now core components of competitiveness, and 77 percent of CEOs already had or intended to adopt a strategy that promotes D&I. Technology companies like eBay have even gone the extra step to regularly report their diversity statistics.
But, like with Stanford, virtually absent from most of these D&I conversations and action items is any mention of age. The arguments for valuing older employees are identical to the logic for emphasizing diversity and inclusion for other groups: In addition to being a matter of human rights (all people deserve equal opportunities and equal treatment), companies actually benefit from having a diverse workforce—and that includes diversity in age. After all, different perspectives often lead to more creative solutions and practices. Still, ageism in the workplace is a common and almost socially acceptable practice. It’s time for that to change.

Ageism Is Real

Ageism is a substantial workplace issue we need to address—especially because by 2022, more than one-third of the U.S. workforce will be over the age of 50. 
In an AARP survey of adults over 45, 61% of respondents said that they had seen or personally experienced age discrimination. A review of academic studies of age bias in hiring and promotion concluded that “study after study has shown how employers… may not objectively evaluate job candidates’ potential productivity.”
But it’s more than being passed over for career opportunities. A study by the Urban Institute found that of adults aged 51 to 54 who were employed full-time, some 56 percent subsequently experienced an employer-initiated involuntary job separation, with typically devastating financial consequences (not to mention psychological repercussions).
Much like racism and sexism, ageism not only harms its victims, but it also infects a company’s culture, creates a less inclusive workplace and deprives organizations of the talent they need to compete and innovate. And it’s why companies need to include age as they work on broader D&I initiatives.

Many Myths About Older Employees Are False

So what exactly is driving this discriminatory behavior? Stereotypes about older workers that are as pervasive—and harmful—as those about other demographic groups. But, as is often the case, these beliefs are inconsistent with the evidence.
Contrary to popular mythology, youth is not a key attribute for founding a successful business. One study found that the average age of entrepreneurs was 42. Even considering just the top 0.1% of startups based on revenue growth during the first five years, founders started their companies, on average, at age 45.
There’s also no evidence to suggest that age is related to productivity. Stephen Cole, a sociologist at SUNY Stony Brook, reported decades ago that mathematicians, who, it was assumed, did their best work while young, experienced “no decline in the quality of work… as they progressed through their careers.” And another review of studies found that productivity was constant as scientists aged.
Such evidence suggests that companies can and do benefit from encouraging the hiring and retention of older workers, just as they can benefit from hiring and retaining women and people of color. In all of these instances, companies access a broader and better pool of talent.

Companies Should Expand Their D&I Efforts to Include Age

So how should we attack the problem? Fundamentally, research shows that measurement is important in influencing behavior. What gets measured gets managed. As companies increasingly report their D&I statistics for women, people of color and other groups, they should also report the data for the age distribution of their workforce.
There are other things companies can do as well. We know that language matters—that we see things, in part, by the way we refer to them—and that words can hurt. Many companies have banned racist, misogynist language and call out those who use terms that inflict psychological distress on others. A similar sensitivity to ageist language (even the use of more subtle terms like “energetic and fresh” or “digital natives” to describe a company’s ideal employees)—would be a nice step in the right direction. Stereotypes about older workers and disparaging comments about them remain too common, as numerous surveys attest. 
When symphony orchestras wanted to hire more women, they did blind auditions where people could not see the gender of the person performing. When companies sought to build more inclusive workplaces, they focused on eliminating interview questions or signals that would not only harm someone’s chance of gaining employment, but also their likelihood of accepting an offer because the questions made them feel unwelcome. Consider taking dates off of resumes and banish questions that call into doubt someone’s energy or commitment just because of their age.
The parallels with other diversity and inclusion initiatives are many and direct. When companies do for age what they have already begun to do for race and gender, they will be well on their way to building a more diverse and welcoming workplace.
Until workplaces take ageism seriously, it will continue, depriving employers of wisdom, experience and talent, and inflicting unjust behavior on people simply because they have “too many birthdays.”

Get a Jumpstart on the Admissions Process

The college admissions process used to involve an elaborate set of steps including hand-written forms and a plethora of paperwork. Fortunately, the internet has completely transformed the experience. There are a number of resources available to students who may need to obtain transfer credits before applying or for those who simply want to do additional research prior to making their decision. The admissions process is also easier online. Prospective students can complete the bulk of their college admissions forms and requirements online, using a computer, keyboard, and about an hour or two of uninterrupted time.
1. Call the admissions office. Before you begin filling out your online applications, call the Admissions Office and speak with a counselor. During a complimentary interview, the admissions counselor will speak with you about your academic goals, as well as your background. The counselor will also go over the application process so you know what to expect. Lastly, the admissions staff can answer any questions you may have, and guide you in the right direction if their academic programs aren’t exactly what you are looking for.
2. Fill out the application. Once you have been given the green light from the Admissions Counselor, it’s time to fill out the online application. This involves a simple series of questions including:
  • Current contact information
  • Military affiliation if any
  • Citizenship status
  • Your academic history
  • Desired enrollment status
  • Academic area of interest
  • Whether of not you need financial assistance
Once your application is complete, you will hit the “Submit” button and it will be sent directly to our admissions office. It’s that simple!
3. Financial Aid. Many college students use some form of financial aid in order to decrease their college tuition, living, and/or school supply expenses. Even if you don’t need financial aid, it is a good idea to speak with a Financial Aid Counselor. You may qualify for grants and scholarships that can significantly reduce your out-of-pocket expenses. If you do require financial assistance, Financial Aid Counselors can walk you through the process and help you determine where to apply. There are two kinds of assistance:
  • Grants and scholarships. These can come from public or private organizations and never have to be repaid.
  • Loans. These are also offered via public and private organizations but they do have to be repaid, often with interest.
It’s never too early to begin researching financial aid options as most financial aid programs have application deadlines.
4. Transcripts. At some point during the college admissions process, you will need to send your high school and college transcripts (if applicable). If you have a GED, you can contact your state government’s GED office to request a copy.
Once you have completed these five steps, you can sit back, relax, and wait for your notification of acceptance. Contact the Admissions Office at Bryant & Stratton College to begin your college admissions process today!