Sunday, October 21, 2018

"Heart-to-heart with her abuser"/ TV production job interview

This is about dating, domestic violence, and filmmaking.  I forewarn you that you may be angry, depressed, or in a bad mood after reading this:

Apr. 14, 2017 "Heart-to-heart with her abuser": Today I found this article by Zosia Bielski in the Globe and Mail:


In her documentary A Better Man, Attiya Khan sits down with her former boyfriend, Steve, to talk about the physical and long-lasting emotional pain he had inflicted on her when they were together

Attiya Khan woke up to her boyfriend Steve punching her, smashing her heart-shaped jewellery box against the wall and dragging her through the glass. As she cowered on the floor, Khan went numb: “This is how life is now,” she remembers thinking. The attack ended when Steve headbutted her on their bed and then strangled her unconscious. 


The gruesome daily reality of domestic violence is the focus of Khan’s new documentary A Better Man. The groundbreaking film sees Khan sitting down with Steve, the ex-boyfriend who physically abused her when she was 16 and he was turning 18, to ask him why he did it. 

Meeting Khan in a coffee shop 20 years on, Steve is jarring for his ordinariness: smart eyeglasses, neat, grey V-neck, a corporate security pass clipped to his slacks. As Khan reminds him of the worst attacks in their two-year relationship and asks him to account for the violence, he looks pained. 

They travel back to their Ottawa high school and to the apartments where Steve routinely strangled her, a road trip that leaves her staggering and nauseous. For Khan, a counsellor who works with abused women and children, the difficult exchanges acknowledge what she survived. 

For Steve, who agreed to do this with cameras in his face, there is the possibility of absolution, of leaving the abuser label behind him. As part of the film, he sees a therapist who writes out the slurs Steve used to call Khan on a large easel notepad. “I just want you to be okay,” Steve tells his ex-girlfriend. He seems to mean it. 

A Better Man, which was co-directed by Lawrence Jackman, raises important questions about whether and why abusers should be involved in the rehabilitation process. 

Anticipation for the haunting film is high: it premieres at Toronto’s Hot Docs festival on April 30 and the Ontario Secondary School Teachers’ Federation is considering showing it in high schools. 

The Globe and Mail interviewed Khan via e-mail this month, as she recovered from an unrelated surgery to remove a tumour.


How did your work as an advocate for abused women affect your ability to do this face-to-face with Steve? 

My experience working with survivors, and as a survivor myself, gave me the confidence and inspiration to make this film. I got to a breaking point in my career where I became very angry and disappointed with the violence I continued to see. I thought it was time for men who use violence against women to take responsibility for their actions. I wanted to show something that had not been seen before in previous documentaries about domestic violence. 

Having worked as a counsellor also affected how I approached the conversations, which form the spine of the film. I know how important it is to allow people time to respond and react. I am comfortable with long periods of silence. Sometimes the most incredible things are said after a long silence. 

How did you get to the point where you can look your abuser straight in the eye, ask agonizing questions and listen to the replies? 

I had been running into him on the street in Toronto every few years since I escaped from him. The first time I saw him I almost fainted as we passed each other by. I was terrified. I had to stop, sit down on the sidewalk and take deep breaths. 

After these encounters, I would have terrible nightmares. I walked through the world afraid for the next time I’d see him and I anticipated seeing him around every corner. This fear affected my body. I was constantly on alert and that made my whole body tense and sore. 

Around four years after I left him my fear turned into a desire for revenge. I wanted him to feel pain. When I bumped into him I was very angry. He looked scared of me. I am not a vengeful person. I am glad these feelings did not last long. Revenge turned to feeling sorry for him. Our encounters on the street started to last longer: five minutes, sometimes 10. 

There was one encounter in particular where I actually felt a change happen in me. I looked at him for the first time as someone other than the person who hurt me and that’s when I realized he was not doing well. He looked terribly unhappy. He looked like he was suffering. I also realized that I was doing really well compared to him. It was around this time that I also started to feel safe around him. 

And then, the year before we recorded our first conversation on film, I became very curious about him. Who was this man who had affected my life so deeply, so negatively, for over 20 years? At first I felt guilty about wondering who he was and how he was doing, as if he didn’t deserve it. But I could not resist my interest in finding out how the abuse he inflicted on me as teenagers had affected his life. I also started to think that he could answer some of my questions about the abuse. 

What did you see when you looked at him throughout this film? 

When I first met Steve I fell in love with him immediately. He was really funny, stylish and had great taste in music. We were teenagers when we met so these things mattered to me.

The violence started very early on in our relationship so when I looked at Steve, it was generally through a lens of fear. I saw someone who could at any point hurt me. Now when I look at Steve I see someone who is trying really hard to be accountable for what he did to me. 

It’s apparent Steve was in love with you in high school: he recalls your “saucer eyes” the first day you met and he cries speaking about the fact that you’re not together today. Culturally, we are told that abusers do not love their victims. It’s hard to process the reality that of course they do: these are complex long-term relationships. Can you tell me about this disconnect? 

Many people who use violence against their partners do love them. A key moment in the film for me is when Steve explains that he used violence against me because he was afraid of losing me. He used power and control to keep me at his side. 

It’s important to remember that even though people’s behaviours can be bad, this does not make them a wholly bad person incapable of love, caring and tenderness. What I learned from Steve in a recent conversation is that he did not want to be using violence, he just didn’t know how not to. 

One night after you end a shift at a bar, he stalks and attacks you. It’s 2 a.m. and you have school in the morning. Can you tell me about this experience for abused women: the numbing exhaustion of having to pull yourself through work, school and daily obligations as you fear for your life at the hands of an intimate partner? 

There is so much strategy involved when you live with violence. From the moment I woke up I was trying to manoeuvre in a way that would not cause Steve to explode. That said, I could not control when Steve would become abusive.

At times it seemed random and at other times I knew it was coming, like if he saw me saying hello to a male friend in the hallway at school or if by accident I crinkled one of his record album sleeves. I was constantly aware of where I was looking, how I was walking, what I was wearing and where Steve was in relation to my body. 

Going to school after being beaten up is brutal. I remember Steve and I putting foundation on my bruises together before school. School was very important to me, but being a good student became impossible while I was with Steve. The exhausting part is pretending with everyone that you are actually okay when you are very much not okay. 

I remember coming home from work and taking my earrings out before I got home because I was afraid they would get pulled out of my ears during the violence. I would try and take off my café work uniform as I walked into the apartment because I didn’t want it to get ripped or ruined. At work I knew there was always a possibility that he was watching me so I had to make sure not to be friendly with people I was serving at the coffee shop. 

All of this made me feel not like myself. Most of the time, I thought that I deserved the violence. It is all so exhausting, mentally and physically. I couldn’t be curious about people or interested in things. I lost my dreams, my passion for life. 

How did this abusive relationship influence your future ones? 

I learned what I did not want in a relationship, what I would not accept in a relationship. While dating in university it only took one inappropriate comment from someone I was dating and I would end the relationship. I remember being really proud when I ended a relationship if I was not being treated well. 

In terms of communicating in my relationships, up until recently one of my go-to responses to conflict would be to go silent. And I could go silent for days. This has been very frustrating for people I’ve been in relationships with. I’m at a stage now where I consciously make an effort to say how I’m feeling as conflicts arise instead of holding it all in. 

There are certain things you can’t ask Steve about, painful things he said to break you down. Long-term, are words sometimes worse than hits for abused women? 

Many women I have worked with have expressed how the words their partners used were more painful than the physical abuse, that the words stay with them. I think it depends on the woman. Verbal abuse is minimized. It can be just as damaging and it should be taken very seriously. There are things that Steve said to me that I will never forget, a lot having to do with how I look. It’s hard to shed some of those words, especially considering how much emphasis society places on women’s bodies and expectations around beauty. 

Sometimes he is unable to articulate why he did what he did to you. How did this make you feel? 

At times it really frustrated and angered me. It was so important to me for him to remember and to provide me with some details of what he did to me and why he did it. At other times, I was more empathetic. It became clear to me early on that he had not talked about the violence he inflicted on me with anyone before. 

Off-camera, did Steve discuss what happened to him in his own life before he met you that laid the path for his violence toward you? 

He told me a little bit about it back when we were teenagers. 

Why was that point not pushed on camera? 

Our facilitator Tod Augusta-Scott did try to ask Steve about his past but Steve made it clear that he was not going to say too much. Before we started filming we made an agreement that we would not talk about anything he felt uncomfortable with. His past is his story to tell and I wanted to respect that. 

Talking, listening and revisiting the past with Steve: what was the most important result for you? 

I am starting to heal. I really did not expect this. I thought I would get some sense of relief by telling him what he did to me and how it has affected my life. But it was much more than that. I feel like I am finally being repaired after decades of being broken. 

Would you recommend this process to other victims? 

I would recommend the option if a few conditions are met. It must be safe. There should be a skilled facilitator present. The survivor must be interested in this approach. Finally, the person who committed the harm must be willing to admit that what they did was wrong and be accountable before sitting down with the person they harmed. 

This is a slow and careful process and it’s not for everyone. It can offer survivors an opportunity to have some of the harms inflicted on them to be repaired. In a world where very few survivors get justice, this can be an incredibly healing process. 

It also can be a good alternative to the criminal justice system especially for those of us who fear being retraumatized or victim blamed. When I was with Steve I remembered thinking that I didn’t want him to go to prison, I just wanted the violence to stop. 

I do think there are times when prison may be the only option in terms of keeping women safe. If this is the case, I can see this approach being beneficial in the prison system too. 

Your physically abusive relationship was an open secret among the teachers at your high school: Steve’s teacher knew, your guidance counsellor knew and another teacher saw bruises. It seems completely negligent. Today, are schools any better at helping students who are being abused in their relationships? 

I hope so. From what I understand there is a lot more emphasis on what healthy relationships look like. I would like more discussions about what unhealthy relationships look like. It’s important to be clear about what behaviours and attitudes are harmful. I also wish the people who worked at our high school had understood that Steve and I both needed help. 

It seemed like there were no adults in your life throughout this horror. A neighbour drew the curtains closed when you ran screaming down the street in Ottawa. Why do people turn away? Do they think this is “private?” 

Many people still see domestic violence as a private issue. This has to change because people’s lives are at stake. As a community we need to keep each other safe. 

Conversations are starting to happen in a public way, especially on social media. Most people don’t know what to do when they witness violence and some people are scared that they will get hurt if they intervene, which is a valid response. 

Whether it’s a loved one or a stranger, how do we help those suffering from domestic violence escape it safely? 

Let them know that you are there for them, that you are concerned for them, that you care for them. Letting them know it’s not their fault and that you believe them is very important. 

Instead of telling them what you think they should do, it is often a lot more helpful to just ask them what they need. You can offer your home as a place to store an emergency bag with important documents like birth certificates, health cards, bank cards, emergency money. 

Or perhaps you can offer them your home as a place to stay. If they have financial barriers you can provide childcare while they access resources, offer to pay for therapy or rent for a new place if you are able. 

It’s important that once someone decides to leave, they not tell their partner that they are leaving or where they are going. The Assaulted Women’s Helpline is a great number to find information about shelters and other resources. It is anonymous and confidential and can accommodate many different languages. 

Involving the abuser or at least learning about the abuser, will this curb domestic violence? 

If we want to prevent and ultimately end domestic violence, we have to talk to those who are choosing to use violence. We must figure out how to help them learn to be in healthy, caring relationships. For younger people, I think watching the film and hearing from Steve will encourage them to make different choices. Programs and services that help men curb their abuse can be a crucial support, not just for those men, but for the people they’re hurting. 

Can abusive men be rehabilitated? 

Some men can be rehabilitated. It is a very long careful process and once you have used violence (including verbal and emotional abuse) it is a lifelong commitment to use non-violence. A person who has been abusive must admit what they did was wrong and not blame their partner before change can happen. This can take a very long time. 

People who are trying to be accountable and are committed to wanting a life without violence need a lot of support along the way. They need to learn the necessary tools to de-escalate abusive incidents. We need to hear successful stories of people who have been abusive who have changed, or have begun to change their behaviour. These stories can inspire others to want to achieve a life of non-violence, resulting in a safer society for women and children. 

This interview has been edited and condensed. 

http://www.theglobeandmail.com/life/relationships/in-a-better-man-a-filmmaker-has-a-heart-to-heart-with-herabuser/article34666465

My week:

Oct. 12, 2018 Traveling: I went to Edmonton Travel and asked a woman who worked there about cruises.

I showed her my list:

To go on a cruise:

1. 1 week
2. No passport
3. Lots of shows
4. Restaurants
5. Shopping

The travel agent told me that I needed a passport to get on a cruise even if it's to Alaska.

I thought you needed a passport if you're flying, but not on a boat.  I don't really want to go to Alaska, but it was the US so it's an example.

I talked to my co-worker Ca about it at my 1st restaurant job.  She is 19 and she has travelled a lot like cruises.  She said cruises are more family activities.  She told me to go to Las Vegas.  Yeah, I want to go there.

I only read about traveling in the newspaper like once or twice a week.

Oct. 15, 2018 Charmed: I checked out the pilot today.  I saw the original when it first came out in 1998.  I was 13 yrs old and in gr. 8.  I watched the whole first season and I liked it.  I saw some of the 2nd season during the summer time.

I then was able to see some of the 3rd season, before it moved to the WB and I was unable to access it.  I had missed so much when I was able to get access to watch the 4th season. I then stopped watching it.  I liked the original when I was a teen about 3 grown women who are witches.

Now I'm a grown woman and am watching 3 young women who are witches.  The pilot was average.  I will record the series and watch the episodes all in in a week.

Oct. 17, 2018 The Rookie: I saw the pilot last night.  It was solid.  I will record all the episodes and watch it in a week.


"The series follows John Nolan, a forty-year-old man, who moves from his comfortable, small town life to Los Angeles to pursue his dream of being a police officer for the Los Angeles Police Department. He must navigate the dangerous, humorous and unpredictable world of a "young" cop, determined to make his second shot at life count."



"The unexpected consequences of pot legalization": Today I found this article by Tristin Hopper in the National Post in the Edmonton Journal:

Car crashes are likely to go up There is no conceivable way that marijuana could come close to reaping even a fraction of the carnage wrought on Canadian roads by alcohol. Roughly one-third of everyone killed in a Canadian car crash every year would still be alive if not for alcohol — and about half of those killed are innocent victims. But no less than the Insurance Institute for Highway Safety has determined that cannabis legalization is usually followed by a bump in auto collisions. 

The Institute cited data from Colorado, Oregon and Washington, and found that “collision claim frequencies” went up in all three after they legalized cannabis. The increase was small, only three per cent, but in Washington and Colorado alone this worked out to about 77 extra deaths over three years. Among the larger population of Canada, a similar increase could be expected to kill three times as many. And Canadians certainly seem to have no immediate plans to stop getting high behind the wheel. According to federal polling, nearly 30 per cent of Canadians do not believe that cannabis use impairs operation of a motor vehicle.



Oct. 18, 2018 Gluten free bread at Subway: I tried the bread and it was average.

Work training: I did some training for work yesterday and today on the internet.  I have done Pro-Serve before, but this is another program.  

It was 20 min yesterday and 1 hr 30 min today.

Oct. 19, 2018 Spring break 1998: I was 12 yrs old and in gr. 7 when my family and I went to the US.  We went to places like Disneyland and Universal Studios.  We never really went on a trip with all of us after that.  

Cut to the Disneyland ride "It's a Small World" where robotic children are singing.

I was like: "The Simpsons did an episode where Aunt Selma brings Bart and Lisa to Duffland."

The children sing:

Duff beer for me
Duff beer for you
I have a Duff
You have one too

Primetime in North Korea: This was back in 2007.  I was watching Primetime and Diane Sawyer goes to North Korea.  She sees a kindergarten class where the kids are singing and dancing.

Sawyer: The way they were singing and dancing, they looked like the robotic children in the Disneyland ride "It's a Small World."

My brother and I laughed at that part.

Oct. 20, 2018 TV production job interview post: This was way back in 2012 where I rebooted my TV production company job search.  I was telling my friend Angela about it.

Angela: How come you didn't do this sooner?

Tracy: I did.  In 2003 I applied to CBC for an internship and they told me I had to be in the NAIT's TV and radio program.

In 2008, I applied as an admin assistant there and I didn't get an interview.

In 2008, I applied to a TV production company and I did an interview.  I think I wrote about it on my blog.  I did the interview around Apr. -Jun 2008, after I had graduated from the Professional Writing program at MacEwan.

This was a phone conversation I had in 2012.  Then in Dec. 2014, I was sick for 2 days.  I read the newspaper, I rested, but I still had free time.  I decided to go through my blog and find that blog post that proves I did an interview at a TV production company.

I reread my posts, and edited some spelling mistakes and posts that were missing titles.  Today I was editing out my blog of names of workplaces and co-workers.

I found the blog post that mentions the interview I did at "job search/ interview/ movie":


"Months ago when I did the job interview at Dynacor Media, I gave them an extra copy of my resume too. I read in the Careers section in The Journal that George Gromada and Terri Dorn of Dynacor are actually married. The article was about how it was good to have pets in the workplace. There was a dog there when I was in the interview."


My 2018 opinion: When I go to interviews and write about them, I don't write about the name of the workplace or worker's names to protect my privacy and the company's privacy.  However, this is an interview I did in 2008, and I didn't write anything negative about it, so I can post it.



Sunday, October 14, 2018

"Niche degrees allow grads to stand out"/ "The classroom of the future, here today"

Mar. 20, 2018 "Niche degrees allow grads to stand out": Today I found this article by Jennifer Lewington in the Globe and Mail:

Data analytics and artificial intelligence are among the hot growth specialties for business schools

In growing numbers, Canadian business schools are rolling out new specialty graduate degrees tailored to respond to financial, environmental and other global disruptions.

The new programs – from data analytics and artificial intelligence to public safety and environmental sustainability and resource management – illustrate a worldwide strategy by business schools to diversify offerings beyond their long-running workhorse, the master of business administration.

“The phenomenon is the differentiation of degrees,” says Patricia Bradshaw, dean of the Sobey School of Business at Saint Mary’s University in Halifax, which offers specialty master degrees on credit unions and finance, as well as technology, entrepreneurship and innovation. “The MBA has a long product life cycle and it is at the mature end of that life cycle.”

She says business schools are “looking for the untapped niches.”

Two emerging niche topics are data analytics and artificial intelligence, with specialty masters that cater to applicants with no business experience (in contrast to several years of work required for an MBA) or to working professionals eager to enhance their managerial credentials.

This fall, McGill University’s Desautels Faculty of Management in Montreal introduces a 12month master of management in analytics, priced at $44,000, for those with no work experience but who are keen to tap into employer demand for expertise in this area.

“With all the recent developments in information technology, data, artificial intelligence and machine learning, we are seeing more and more in business the necessity for a new layer in the organization to bridge the gap between management and the technical side,” says Desautels dean Isabelle Bajeux-Besnainou. “There is a huge demand for this kind of graduate.”

Last month, the Smith School of Business at Queen’s University in Kingston won approval to offer a 12-month master of management in artificial intelligence for working professionals who want to understand machine learning and its impact on business decisions.

“We are just reacting to market demand and trying to stay a bit ahead of it,” says Elspeth Murray, associate dean of MBA and master programs at Smith. The new program, which kicks off this September, was developed in a matter of months based on advice from the school’s industry advisory board last November.

Employer demand is expected to be strong, according to one industry leader.

“One of the biggest challenges within organizations today is the gulf that exists between the leaders who are under pressure to drive the initiatives and the people who are sitting in the trenches doing the work,” says Mike Durland, retired chief executive officer and group head of global banking and markets for the Bank of Nova Scotia, an advisor to several AI-oriented companies and a member of several advisory boards at Smith.

Graduates from the new program, he hopes, “will act as conduits who can communicate between those two groups and also lead those change initiatives. ”

Like Queen’s, York University’s Schulich School of Business in Toronto moved quickly several years ago to introduce a specialty master in data analytics.

In 2012, the program opened with an initial cohort of four students but this year 275 applicants (who submit a GMAT or equivalent score) competed for 48 spots in the current class.

“We have 100-per-cent placement,” says Murat Kristal, director of Schulich’s master of business analytics program, which attracts qualified students from science, physics and the humanities.

This fall, the school plans to enhance experiential learning for students in a new “cognitive analytics and visualization lab,” developed with consultancy Deloitte, to work on real-world applications of big data.

“We are putting students in a situation where they are working like a consultant and they have to deliver,” says Dr. Kristal.

While tracking data in Canada is anecdotal, the Association to Advance Collegiate Schools of Business, a U.S.-based accreditation body, reports that masterlevel business analytics and data analytics programs account for 345 of 433 specialties at U.S. business schools in 2017.

That said, specialized graduate programs cut across most sectors of the economy. In some cases, Canadian business schools take advantage of their geographic location to raise their profile.

Last year, Thompson Rivers University’s business school introduced its first two specialty business degrees: a course-based master in environmental economics and management and a thesis-based master of science in environmental economics and management.

Given its location in the interior of British Columbia, the Kamloops-based business school decided to tap industry and student demand for a management program that combines natural resource development and sustainable environmental practices.

 “Students are looking for a graduate program that will lead them to careers, and they are also looking to be more competitive in the marketplace in terms of differentiating themselves from an MBA,” says business school dean Michael Henry. 

By design, the classes are small – about a dozen per cohort – but Dr. Henry says the demand is “exceeding expectations,” with students choosing the specialty degree even without a tuition subsidy by their employer.

In Saskatchewan, the Levene Graduate School of Business at the University of Regina also aims to take advantage of its location to offer a new specialty MBA in public safety this fall. The university is home base for the Collaborative Centre for Justice and Safety, which examines financial and other issues related to public safety, Indigenous policing, cybercrime and first responders. A recruit training centre of the RCMP is also located in Regina.

“We have to look at what we have to offer that really takes advantage of our skill sets and resources,” says Marci Elliott, associate dean of Levene.

She hopes the proposed two year MBA specialty, a blend of residential and online program delivery, attracts an initial class of at least 10 working professionals from a cross-section of emergency response and crime fighting agencies.


"The classroom of the future, here today": Today I found this article by Peter Nowak in the Globe and Mail:


It wasn't so long ago that media was a one-way form of communication where television and newspapers reported information with only tangential input from the public they served.


The internet and especially social media upended that arrangement, making it more of a two-way street. News outlets are becoming increasingly collaborative and inclusive with their constituencies as a result, morphing from mostly a broadcast model into something closer to a network.


The University of Saskatchewan believes the same needs to happen in the education sector, which is why it recently opened the Allsopp Learning Lab at its Edwards School of Business. The technology-heavy classroom is designed to encourage networking internally between students and professors, as well as externally with businesses throughout the province.

"It's a different type of teaching," says Vince Bruni-Bossio, director of the experiential learning initiative. "We're no longer standing around and delivering a lecture. It's more of an experiential exercise where students are actually doing things."


The lab revolves around Sony Vision Exchange technology, which includes eight large touch screens situated around the classroom, plus one at the front. Rather than rows of desks, students sit in clusters around the screens.


The system encourages BYOD – bring your own device – so that students can mirror their own laptops, tablets and phones onto the screens to show their work and ideas.


The class instructor can project any of the individual group screens onto the main display and provide commentary and criticism.


Students have used the lab, which opened last September, to collaboratively work on projects, including pricing and marketing simulations. So far, their reactions have been positive.


"It's beneficial that we can touch the screens and be more interactive. We can communicate more easily with each other," says Brittany McIntyre, a fourth-year management student at the Saskatoon university.


"With technology being such an important way that we access information and collaborate with each other … more classes should switch to this."

The idea for the lab began in 2013 with Daphne Taras, who was dean of Edwards at the time. She saw the need for students to gain practical work experience, as well as a growing desire in remote communities for more access to educational opportunities.

She put a plan together for a technologically-enabled classroom that could forge closer connections between both students and those communities. In 2014, oil and gas industry veteran and Edwards alumnus Harold Allsopp helped make the project a reality with a $500,000 donation.

The next step will be to virtually include students throughout the province, especially in remote northern communities, in classes on the Saskatoon campus. They'll be able to participate from wherever they are via an internet connection, similar to telecommuting.

The set-up will also allow students to partner with and create business plans and strategies for companies and organizations located throughout Saskatchewan.

"You can see them, they can see you, you can show them your screen and whiteboard with them," says Noreen Mahoney, associate dean of students and degree programs. "We have to go to others if we want to make an impact. We can't expect them to come to us."

This sort of networked experiential and collaborative learning is an accelerating trend within the educational sector, experts say.


A growing number of institutions are adopting similar technologies and programs. Toronto's Ryerson University, the University of Texas at Austin and the University of Colorado in Denver are among the schools pressing forward with similar efforts.

"The concept of active learning is a theme that's really running through modern universities," says Nina Angelo, vice-president of product marketing at Toronto-based educational software maker Top Hat.

"Rethinking the spaces used in education is a theme we're seeing in both universities and K-12 [kindergarten to Grade 12]. It's about transcending the typical boundaries of a classroom."

The trend is being fuelled by both push and pull factors. On the one hand, students are increasingly asking for classes that are more involved and stimulating. On the other, employers are also wanting new recruits that have actual work experience.

Collaborative classrooms that network with businesses and organizations outside the academic world can bridge those needs.

"This is desired by all parties in the ecosystem," says Krista Jones, managing director of work and learning at MaRS Discovery District in Toronto. "We need as much of this as we can get."

https://www.theglobeandmail.com/report-on-business/careers/business-education-classroom/article38302083/

"Stay motivated when work becomes a grind"/ "Lotto tickets are swell, but may I have my bonus?"

Nov. 25, 2017 "Nine ways to stay motivated when work becomes a grind": Today I found this article by Dan Richards in the Globe and Mail:



Dan Richards is a faculty member, Rotman School of Management, University of Toronto, and author of Getting Clients, Keeping Clients.

We all encounter periods when we're challenged at work. Last summer, I was faculty adviser to 35 MBA students during their summer internships. When some complained that their job was uninspiring or felt like a grind, we worked on nine strategies to help them stay positive.

Set key priorities each day

Feeling overwhelmed and out of control drains energy. Spend 10 minutes each morning laying out the critical things you have to do that day. Or consider making this the last thing you do before you leave the office, so you hit the ground running when you arrive the next day.

Do the hard thing first

Periodically, we all have calls that we avoid or projects that we don't want to even think about starting. The difficulty is that the longer you put off that tough call or delay that daunting project, the more overwhelming it becomes. In the interim, it hangs over your head and drains energy.

In his book, Do the Hard Thing First, Michael Bloomberg advocates ending each day by writing down the one important item on your to-do list that's overdue – and to do it first thing in the morning when you get in. The energy from making that call or filing that expense report will give you a boost through the day.

Focus on progress

Harvard Business School's Teresa Amabile conducted research with knowledge workers in which she had them complete diaries at the end of each day, recording their motivation level and what had happened during the day. 

Her conclusion: Being able to point to progress in your work, even if it's modest, has a strong correlation with enthusiasm at the end of a workday. The opposite is true as well – people who can't point to progress report lower levels of motivation.

Consider creating a file on your computer labelled "Progress." As the last item each day, take 30 seconds to write down at least one thing you've done where you made tangible progress.

Take breaks to increase motivation

You can't be effective when your motivation is below a minimum threshold, so if your enthusiasm level is dragging, take a quick pause. In The Organized Mind, McGill's Daniel Levitin points to research on the benefit of regular breaks, provided that they're for fresh air rather than checking status updates or completing the latest BuzzFeed quiz.

Everyone is different, so pinpoint what will get you recharged when you're flagging. 

Consider taking a five-minute break between meetings or schedule 15-minute morning and afternoon breaks to inject fresh air into your system, whether it's a quick walk around the block or a run to Tim Hortons.

Refuse to be a victim

Former General Electric CEO Jack Welch says feeling sorry for yourself is one of the most destructive and energy-sapping behaviours you can engage in. Yes, it's unfair that our boss or clients are unreasonable. But accept this for the reality it is and move on. Every minute engaged in self-pity is one minute too many. "Refuse to be a victim," says Mr. Welch.

Reward yourself


Sometimes internal motivation isn't enough and we need external incentives to see us through. It doesn't have to be elaborate. 

Something as simple as looking forward to a quiet dinner out on Friday night with your partner can be a reward for making those challenging phone calls or grinding through that spreadsheet. Looking ahead to a small payoff can provide that extra motivation.

Boost your energy level

Keeping your energy level up is always important, but is absolutely essential when your motivation is challenged. We all know the ingredients that create high energy – what's key is make them a priority.

Begin by getting enough sleep and eating the healthiest foods you can. Starting the day with exercise has a big impact. Even a brisk half-hour walk first thing can make a lasting positive impact on your energy throughout the day. Don't underestimate the effect of fresh air; yes, it's colder and there's less sun in winter, but a bracing walk can pep you up for several hours.

Build a positive mindset

A positive mindset is as contagious as any flu. Seek out people in your office who are positive and upbeat to share coffee or a sandwich at lunch. Work hard to be positive yourself.

Edward Jacobson, author of Appreciative Moments, has some suggestions on maintaining a positive mindset. First, find the opportunity to make at least one honest compliment twice a day (he calls this "filling people's buckets"). 

He also suggests replacing throwaway greetings like, "How was your weekend?" with more engaged greetings like, "What was the highlight of your weekend?" or "What's been the best part of your day so far?" You'll get much more than the standard "fine" when you ask questions that show real interest in the answers.

Avoid negative people

Just as talking to positive people gives us energy, spending time with negative people drains it. We all know people who are perpetually down and mad at the world, who suck the energy out of every room they're in. If you have a "woe is me, it's so unfair" person in your office, stay clear of them.

One final tip that I shared with students: If they were really down after a tough day, I suggested that when they got home they watch the funniest movie they could think of – twice, if necessary. Laughter is a proven remedy for feeling down in the dumps. And it's cheaper and less guilt-inducing the next morning than that bottle of wine or box of chocolates.

https://www.theglobeandmail.com/report-on-business/careers/leadership-lab/nine-ways-to-stay-motivated-when-work-becomes-a-grind/article36936109/

1 comment:

SmackWhazzie
4 days ago

Hey Boss, let's try this technique: How about you bring back some of the "headcount" you sliced to ensure your bonus payment remained intact? How about you spend some of that huge cash pile you are hoarding to give us a significant raise more in line with what the Board of Directors will be handing out to you and your peers? And how about you just stop acting like an a$$hole for once and for all?

My opinion: I like this article.  I already do the above tips.  I like to listen and dance to music to release stress and increase my energy.

Mar. 14, 2018 "Lotto tickets are swell, but may I have my bonus?": Today I found this article by Noam Scheiber in the Globe and Mail.  It turns out this was in the NY Times bigger article.

It seemed like an epic blunder: United Airlines announced that it was replacing a standard bonus with a lottery that would give nothing to most of its roughly 90,000 workers while awarding lavish prizes, like $100,000 in cash and Mercedes-Benz sedans, to a few lucky winners.

United had hoped the sweepstakes approach would “build excitement and a sense of accomplishment.” But after workers deluged the company with hostile comments, the airline said last week that it was “pressing the pause button on these changes.”

The fiasco pulled back the curtain on the widespread use of gamelike techniques for motivating employees.

While employers have relied on such practices for decades, the methods have become increasingly sophisticated in an age when companies can collect more data about employee behavior than ever before, and as video game technology has proliferated.

Recent studies show a rapidly growing market for so-called gamification software, some of which allows workers to earn points and badges by completing certain tasks or performing well.

Defenders say such practices can be useful — if they are designed to make employees feel more engaged and invested in their work, not to save money. But to skeptics, the United program illustrated a deeper problem with gamelike motivational methods.

“Shareholders and management get the monetary rewards, and ‘meaning’ and ‘excitement’ are consolation prizes that go to workers,” said Caitlin Petre, an assistant professor of media studies at Rutgers University who has examined similar practices at media companies. “This is very much in line with my understanding of how the gamification trend in workplaces operates.”

Whatever one thinks about the ethics of workplace games, few question their potential to influence workers in certain circumstances. A pile of psychological research has shown that they can be cheaper and more effective at motivating workers than straight cash.

An experiment published in 2012 in the American Journal of Health Promotion showed that a far higher proportion of employees completed a health-risk assessment when they got a modest chance to win up to $125 in a lottery than when they would receive a $25 gift certificate.

“Lotteries in general may be more effective than fixed payments, as people tend to overweigh small probabilities in making decisions,” the paper noted.

Other studies have shown that simple compliments and recognition, which gamification software frequently incorporates, may be more effective than cash in motivating workers. An experiment at a semiconductor plant, published in 2014, showed that workers’ productivity rose more if they were rewarded with a note thanking them for their “hard work and great achievements in yesterday’s shift” than if they were given a cash bonus worth about $25.

In principle, there is no moral problem with seeking cheaper ways to motivate workers. Compensation and motivation are two distinct concepts, and a company could decide to pay its workers fairly — or exceedingly generously — then deploy lotteries and praise to motivate them to perform better.

“There are two things to consider,” said Kristen Berman of the behavioral consulting nonprofit Irrational Labs. “One is pay — what do people get paid, what should they get paid, what do they expect to get paid. The second is motivating people to do things we want them to do in the workplace.”

That distinction is often easiest to enforce when the tasks that employers link to gamelike rewards are narrow, and not central to a worker’s job description.

Charlotte Blank, the chief behavioral officer of Maritz, which designs employee motivation and incentive programs, said lotteries could be an effective way to pique interest among salespeople in a new product but should not replace crucial components of pay.

https://www.nytimes.com/2018/03/11/business/economy/games-employers.html