Chart your unique course of study to promote the well-being of individuals, families, groups, organizations, and communities in diverse settings. Use your elective credits to earn a graduate certificate to gain additional credentials. Choose from six paths to make your master’s degree a program that follows your interests and passion with personal, specific knowledge.  

Your passion: Advocating for the well-being of people and social change. 

Advanced Generalist + Multi-disciplinary Electives  

Everyone deals with changes and challenges in their lives. Whether it be illness, divorce, unemployment, adoption, or moving your aging parents, social workers help their clients adjust, adapt, and thrive.  Gain a broad and diverse skill set to work across a variety of settings in the social services sector from adoption to healthcare to policy making. 

• Begin your unique path with over 900 field hours in a social work agency setting. 
• Learn to apply anti-oppressive practice skills to be a change agent in any setting.
• Discover how to lead direct and indirect interventions that are client-centered, problem-focused, and research-based.

Your passion: Changing the game of mental health.

Advanced Clinical Behavioral Health Graduate Certificate

According to the World Health Organization, depression is one of the leading causes of disability, suicide is the fourth leading cause of death among 15-29 year olds, and people with severe mental health conditions die prematurely.  

Open doors within the mental health world. Understand the impact of trauma on physical, emotional, and mental health. Learn how to support clients as they build resilience. Explore topics like addiction and psychopharmacology to enhance your clinical practice pathway.

Demand for mental health and substance abuse social workers is higher than average as more people seek treatment. 

Prepare to step into a variety of roles within clinical practice such as: 

• Counselor 
• Couples therapy 
• Family therapy 
• Trauma-informed care  
• Integrative care
• Palliative care 
• Mental health social worker 

Your passion: Bringing people together.

Conflict Resolution and Mediation Graduate Certificate

Tension, stress, and confrontation are common reactions to uncomfortable or new situations. Discover conflict resolution skills to benefit you in a variety of professional and personal settings. 

Become an asset to any team with the combination of a master’s in social work and a graduate certificate in conflict resolution and mediation. Work in areas such as: 

• Social work 
• Family therapy 
• Law enforcement 
• Victim advocacy 
• Education 

Your passion: Finding a way to make an impact.

Nonprofit Administration Graduate Certificate 

Job satisfaction is one of the greatest benefits of working in the nonprofit sector. Make a difference and make an impact when you develop skills to drive innovation that cultivates success. 

Learn to lead at a management level and build a thriving organizational culture. Gain a unique organizational and leadership skill set to work in positions such as: 

• Program Director 
• Event Manager 
• Grant Administrator 
• Fundraiser 
• Advocacy Director 

Your passion: Enhancing the well-being of youth and improving their academic performance. 

Pre-K – 12 School Social Work Graduate Certificate

School social workers serve as an essential link between the school, students, parents, and the community. Prepare for the unique challenge of directing student academic success when you gain technical knowledge of policy and intervention. Learn the complexities of working with youth who have exceptionalities such as hearing impairments, speech and language impairments, autism, and gifted and talented. 

Boost your employment marketability in positions like:  

• School social worker 
• Special education 
• School counselor 

Your passion: Helping people heal with animal interaction. 

Social Aspects of Human-Animal Interactions Graduate Certificate

Animals have a unique way of helping people heal. Dogs have been “man’s best friend” for centuries and continue to provide loyalty to their humans. Gain an understanding of this unique bond between people and animals.  

Learn how to integrate companion animals safely and ethically into treatment settings. Use your skills to work in areas such as: 

• Animal-assisted therapy 
• Mental health 
• Animal-assisted interventions 
• Autism therapy 

As a social worker, you have many options. According to the Bureau of Labor Statistics, the profession is expected to grow 12% by 2030. Take advantage of this growth and advance your career with one degree, many paths. Choose your passion to move ahead and better serve your clients. 

Study from anywhere, at any time in a flexible online program. Fit your education into your life. Learn about your options with CSU Online.

You may also be interested in:

It’s Okay to Ask if More Education Makes Sense for You

“Keep Learning, Keep Exploring.” An online student shares his story.

The post Follow your passion with a customized social work degree. appeared first on Colorado State University Online | Blog.

In this post, we’ll explore some common differences and similarities between the two.

B.A. vs B.S. in Economics: Requirements to Graduate

In the United States, undergraduate degrees in economics typically require the same number of total credits, whether you choose a B.A. or B.S. After reviewing 20 different undergraduate-level economics programs at colleges and universities across the US, we found that all required a minimum of 120 credits to graduate.

Comparing Curriculums

Generally, as an economics undergraduate student, you’ll be required to take both introductory and intermediate courses in microeconomics and macroeconomics, along with at least one or more courses in statistics. Many curriculums also include courses in econometrics and economic theory.

Math requirements will commonly be one of the most notable differences between economics B.A. and B.S. programs. Generally, a B.S. will be slightly more focused on math and business-related courses, while a B.A. will be slightly more focused on social sciences.

Another common difference between B.A. and B.S. degrees in economics relates to curriculum flexibility. Often, a B.A. degree will provide slightly more flexibility, specifically allowing more elective credits when compared to a typical B.S. degree.

Of course, adding a degree minor is another great way to customize your education and build specific skills. CSU offers minors in 17 different topic areas, including:

• Business Administration
• Computer Science
• Global and Environmental Sustainability
• Political Science

A Look at Career Options

Considering that both curriculums provide very similar knowledge and skills, it’s unlikely that a potential employer would hold a preference for either a B.A. or B.S. degree in economics – and they would likely view both as equivalent.

Both B.A. and B.S. degrees in economics can open doors to a wide range of career opportunities or continuing education. Some of the industries commonly chosen by economics graduates include:

• Business
• Public policy
• Real estate
• Banking and finance
• Government and NGO

If you have any questions about CSU’s fully online B.A. in Economics, don’t hesitate to contact our student success team, who will be happy to chat and help you determine if this program matches your education and career goals.

The post How is a B.A. in Economics Different from a B.S.? appeared first on Colorado State University Online | Blog.

A rocket launched into space.

A wildfire detected with aerospace applications and quickly controlled.

In each of these examples, systems engineers bring related fields together using systems thinking to solve complex problems. Systems engineering looks at the overall process of a system, from the initial conceptual definition of the system to the ultimate replacement of the system. Other engineering disciplines focus on specific systems, where systems engineers integrate all of the individual systems to produce a coherent, effective system.

Advanced technology, innovative manufacturing, increased cybersecurity concerns, and consumer demand for instant gratification all contribute to the high growth rate for positions in the workforce that provide solutions to these complex systems.

Fields closely related to systems engineering, include:

• Operations Research
• Software Engineering
• Control Engineering
• Industrial Engineering

As technology becomes more complex and interconnected through systems, the need for skilled engineers in disciplines related to systems engineering continues to grow. Systems engineers act as the bridge to bring together operations research, software engineering, control engineering, and industrial engineering.

Operations Research

Operations research supports systems engineers by helping them make better decisions. Utilizing modeling, data, statistics, and optimization, operations research solves complex problems with the goal to achieve maximum results with minimal risks.

Whether it be improving physician training, optimizing supply chains, or designing an Olympic village, operations research is found in most organizations. Using data and programming, operations research solved scheduling issues in the FIFA World Cup. Maximum results were achieved with increased revenue and improved game schedules, while risks were minimized in the form of lower travel costs and better resource allocation.

“It’s the fastest-growing job you’ve never heard of.”

Forbes

Careers in operations research are growing at a higher-than-average rate due to large, small, public, and private businesses optimizing processes, equipment, and labor.

The Bureau of Labor Statistics shows a 25% growth rate from 2020 to 2030 as well as high salaries. The median wage for all industries is $86,200, with the federal government being the highest at $119,720. Job opportunities in the field include:

• Analytics Expert
• Data Scientist
• Operations Analyst
• Research Analyst

Software Engineering

Software Engineering shapes modern systems engineering practices through the design, development, and testing of software used throughout the entire system.

With more jobs available than people to fill them, along with rapid changes in technology, software engineers are in high demand with a projected growth rate of 22% through 2030.  

Consumers require seamless checkouts when purchasing online, secure transactions, and apps to track their orders. This is just one example of designing and developing software that works within a larger system of warehousing, logistics, and transportation.

According to Industry Wired, the top 6 industries hiring software engineers are:

1. Retail
2. Healthcare
3. Research and Development
4. IT Services
5. High-tech
6. Government and Defense

With high demand and continuous growth, software engineers enjoy higher than average salaries. The median annual pay is $110,140 for all industries. CareerKarma lists the top 10 companies paying the highest salaries for software engineers as:

1. Twitter
2. Netflix
3. Google
4. NVIDIA
5. Apple
6. Amazon
7. Adobe
8. Facebook
9. Cisco
10. Microsoft

Control Engineering

Control Engineers stabilize constantly changing systems to achieve outcomes by measuring, analyzing, designing, correcting, and implementing control techniques.

Control engineering systems are everywhere. One found in your home is the heating and cooling system. You set the desired temperature and based on external factors; the thermostat controls the temperature. This controlled engineering system even allows you to control your home’s temperature from your phone when you are away.

The average annual pay for a control engineer is $97,958 and growth is 7% from 2020 to 2030. Industries, where control engineers are frequently hired, include:

• Manufacturing
• Pharmaceutical
• Defense
• Artificial Intelligence

Other systems utilizing control engineering include simple household systems to complex, high-performing systems such as:

• NASA deploying a new satellite
• The navigation system in your vehicle
• Automatic coffee maker

Look around – it won’t be hard to spot the work of a control engineer.

Industrial Engineering 

Industrial engineers optimize integrated systems of people, money, knowledge, equipment, materials, and processes to make the workplace better.

Have you taken a trip to Disney? Here, industrial engineers get into their guests’ heads to understand their wants and needs. Problem-solving at Disney enhances complex systems to bring thrills, amazement, and smiles to visitors of the Magic Kingdom.

Every industry has a need to improve work processes and optimize operations which translates to a faster than average growth rate projected of 14% from 2020 to 2030 and a median annual wage of $88,950. Industrial engineers rank in the top three fastest-growing jobs for women in the U.S. at an astounding rate of 82% growth.

Types of projects an industrial engineer may work on include:

• Streamlining the process for passengers to board an airplane
• Designing exercise equipment for the disabled
• Determining if robots should be added to an assembly line
• Creating a process for shortening lines at an amusement park
• Developing public transportation schedules
• Planning the location of a production plant to minimize distribution

Continue learning

Learn more about the interdisciplinary problem-solving approach of systems engineering. Reach your career goals through a variety of on-campus and online programs offered at Colorado State University.

You may also be interested in:

• CSU faculty and student research in systems engineering
• CSU Online systems engineering

The post Systems Engineering vs. Related Disciplines appeared first on Colorado State University Online | Blog.

When it comes to advancing your career or transitioning into a totally new path, you may have asked:

Is a master’s degree really worth it?

Well, it’s absolutely okay to ask this question!

A graduate degree is a significant academic, time, and financial commitment.

At CSU, we encourage everyone to think critically and question the status quo.

It’s normal (and smart) to second guess a master’s degree

Many people have concerns about earning a master’s, and rightfully so. It’s a big investment. Plus, not all institutions and programs offer the same level of academic quality.

The learning experience at two seemingly similar schools can be vastly different. Some provide academically rigorous curriculums, filled with career-applicable knowledge. 

Others, not so much.

Even if you enroll in a top-rated college or university, advancing your education doesn’t guarantee you’ll get a better job or earn more money. So, always take time to explore an institution’s post-graduation career placement statistics, available career services for students, alumni support, and other programs.

Do people with a master’s really earn more money?

According to the US Social Security Administration, there are big differences in lifetime earning potential when you factor in educational attainment.

On average, people with a bachelor’s degree can expect about $765,000 more in median lifetime earnings (MLE) compared to people with just a high school diploma. People with graduate degrees earn, on average, about $1.3 million more in MLE than people with no higher education. ¹

However, keep in mind that these numbers don’t fully account for some socio-demographic variables.

Regression estimates showed that people with degrees would still make more than $550,000 in additional MLE compared to high school grads.¹

The SSA also measured the lifetime returns of educational attainment, factoring in the discounted present dollar value and applying a four-percent annual real discount rate.

In that case, the net present lifetime value at age 20 of a master’s degree relative to a high school diploma is about $355,000 on average.¹

Estimated lifetime earnings by educational attainment (in millions of dollars)

Source: ssa.gov

Unfortunately, there is still a significant gender pay gap in the United States, a complex issue that some institutions like CSU have been working to address.

Money isn’t the only factor

Although you can usually pursue more lucrative career opportunities after earning your master’s, you surely have other considerations.

• Is the time investment manageable with your current life circumstances?
• How will you finance your education?
• Should you enroll in a traditional on-campus program, a fully online program, or a hybrid option?
• What academic program is right for your career goals?

With all these questions and more on your mind, the process of enrolling in and hopefully completing a master’s can seem daunting.

A master’s isn’t your only option for continuing education

If you’re not quite ready to jump into a full master’s program, consider looking into a graduate certificate. These programs offer a selection of the same advanced courses you would take in a full degree program, but with a more specific focus and less time commitment.

Certificates also serve as a great entry point into graduate studies.

If you end up really loving grad school (as many people do), you may be able to transfer some or all of your certificate credits into a related master’s program. For example, all 12 credits of CSU’s online Business Application Development certificate can be applied toward earning a Master of Computer Information Systems degree, if you decide to continue on.

Positive student outcomes are our #1 priority

At CSU Online, we encourage every prospective student to seek answers to their questions and really investigate if continuing education is the right choice before committing to a program.

This stands in contrast to some other institutions, which go out of their way to assure students that they absolutely need to earn that degree to compete in the current job market or achieve their goals.

That simply isn’t true for everyone.

At CSU Online, we’re committed to having an honest, open conversation with prospective students about their goals, financial situation, personal situation, and other factors.

Our goal is to help steer you in the right direction and provide resources.

Once you’ve explored CSU’s online degrees and certificates, we encourage you to schedule a call with one of our Student Success Coaches to chat about how we can help you access higher education resources, assuming that is the best choice for you.

Sources: 

www.ssa.gov/policy/docs/research-summaries/education-earnings.html

The post It’s Okay to Ask if More Education Makes Sense for You appeared first on Colorado State University Online | Blog.

For the past several months, US media outlets have been abuzz with debate about an ongoing “Great Resignation.”

Why are so many people quitting? How long will the trend last? 

Many questions remain, but one fact is certain: A lot of people voluntarily left their jobs in 2021. In November alone, a record 4.5 million Americans quit, according to SHRM.

People are searching for something better

According to the World Economic Forum, the ongoing pandemic is largely responsible for the current paradigm shift. Not surprisingly, the US economy and job market became extremely unstable in 2020. Uncertainty remained high through early 2021, causing most people to hunker down and remain in their current positions (assuming they didn’t get laid off in 2020). Some companies adopted teleworking arrangements or more flexible, worker-friendly policies. Others did not. For some, conditions became more dangerous and grueling, particularly for healthcare workers, EMS personnel, and other essential workers.

As the economy began to bounce back last year, people took a harder look at their work situations. Meanwhile, job growth rebounded, creating more opportunities. Contrary to some narratives, most people haven’t been quitting out of laziness. Many have simply chosen to pursue new careers, go into business for themselves, or go back to school.

On social media sites like Reddit, the so-called “anti-work movement” has gained significant traction over the past year, with people publicly sharing horror stories of how they have been mismanaged, mislead, and mistreated in the workplace.

Two years into a protracted global pandemic, employees across the globe are growing tired of being treated as expendable, underpaid, and undervalued. At the same time, many CEOs, executives, managers, HR professionals, and others in leadership positions have begun asking themselves: How can we do better?

A new conversation about organizational leadership

“If you need a business case to care about people, then you probably shouldn’t be in a leadership position.”

–Zach Mercurio

To seek out insight and answers to these big questions, we recently spoke with Zach Murcurio, Ph.D., a writer, speaker, consultant, and instructor in CSU’s Organizational Learning, Performance, and Change Ph.D. program. Zach helps cultivate purposeful leaders and build positive organizations. His practice is informed by his work with more than 100 organizations in nearly every industry.

Here’s what Zach had to say:

Lucy: Hi, Zach. Do you want to introduce yourself? 

Zach: Yeah, thanks Lucy. I’m Zach Mercurio. I’m an instructor in OLPC. I also graduated with my Ph.D. from OLPC, and I’m an author and a consultant, primarily focused on how to create cultures that elicit meaningfulness and purpose in work. And I also continue to do research on meaningful work, as well.

Lucy: Great, thanks for being here today. I’m excited. We’re just going to jump in. The first question I have for you is: You often discuss the topic of meaning and meaningfulness and purpose in your work. So, what would you say is one of the most important focal points for organizational change and how so?

Zach: There’s change management, which is managing the things, the processes, the schedules, the tasks. And then there’s change leadership, which is inspiring the people to change and inspiring the beliefs and cultivating the energy to change. 

Now, what we know is that when human beings don’t believe that they and what they do matter, it’s incredibly easy for nothing to matter. So, in my opinion, one of the prime objectives for organizations and leaders who are wanting to create compelling, long-lasting, sustainable change is to make sure that people feel like they matter and what they’re doing matters. And that’s another word for making sure they feel like their work is meaningful and that it has purpose. And when you know as an organization what your purpose is, it can serve as the ultimate boss of your decision making. 

Mary Parker Follett, who was a management scholar in the late 1920s, said leaders and followers are both following the invisible leader: the common purpose. So, when we have that common purpose, our actions can follow. It’s like when you know why you are, you’ll know what to do. And many organizations that struggle with change don’t have that unifying, shared purpose, and they aren’t cultivating the energy through creating meaningfulness for people to take action to change. Because, ultimately, organizations don’t change. Individual human beings who organize do.

 

Lucy: So, a record 4.5 million Americans, quit their jobs in November. And there’s been a lot of discussion around the great resignation and what this means for both employees and employers alike. Can you talk a bit to what the great resignation says to you about what employees are looking for in today’s working environment?

Zach: I don’t think that it’s so much a great resignation as it is a collective demand for dignity. People are no longer willing to give up their human dignity for an extra dollar on the hour anymore. And I think the labor market is in a place where people can demand that dignity, demand to be treated as full human beings – where they spend 35% of their working lives at work. They demand to feel like they and what they’re doing matters, and to be in environments that don’t elicit fear, and that are respectful, and that show them that they matter. And I think that this is not really surprising. 

Upheaval events, economically or socially, tend to produce a search for purpose, and a search for meaning, historically. When we look at the second industrial revolution, a sociologist named Émile Durkheim did an enduring study of suicides that happened when jobs became automated. And what he found was that it wasn’t the loss of income that produced mental despair. It was the loss of the ability to contribute to something bigger than oneself. He termed that ‘anomie,’ which means our primal desire to contribute. And the Great Recession and the Great Depression… Stanford researchers found that it was a loss of sense of identity that contributed to mental despair. We have people visiting mental health facilities at four times higher after the Great Recession. And those are people who kept their jobs, right? So even that feeling of insecurity can cause questions of identity. 

And now what’s going on is we have research finding that people are increasingly reflecting on the quality of their jobs and their lives. We have frontline workers who have been told by governments that they’re essential, now coming back into the workplace asking: Do I feel essential in policy, in pay, in culture? We have job insecurity plus health insecurity. And we have rising calls for social justice, which are all coming together in this moment for this need… for leadership that creates meaningfulness, creates mattering, and creates purpose in work to propel organizations forward and fill that collective mattering deficit.

 

Lucy: So, what advice would you share to employers who are either fearful of or who are currently losing talented employees?

Zach: Try to resist the knee-jerk reaction to just pay people more and give them more things. If you give people a pay increase or give people benefits, they’ll be motivated until the next one. But if you show people that they matter, they’ll be motivated for a long time. 

And this is the big problem. We try to look for the easy fixes. And one of the things I love about the OLPC program is that it inherently acknowledges that change is complex, and spiraling, and not always linear. Anytime you have human beings with complex lives who are organizing, change is complex. There’s usually no simple solution to real change. You know… doing hard things is hard, right? So, resist the urge to just simply apply: Let’s pay them more… let’s give them more benefits… because that’s what everybody’s going to do. 

The ultimate differentiator for an organization is how it treats its people – authentically treats its people. And so, everybody is going to give them the raise, right? And then you’ll just be in a never-ending cycle. You’ll just be giving raises. And when people, again, are motivated by pay increases, they’ll just be motivated to the next one. But we do know, through the research, there are four things that predict work motivation and reduce turnover. 

One is relationships. People want to inherently feel like they belong. The second is that people want autonomy. This does not just mean that everybody needs to work whenever they want to work. It means that they have a voice in what they’re doing, some sort of agency over how they’re doing something, where they’re doing it, and when they’re doing the work. 

Now, say you’re a supervisor of a line manufacturing… a manufacturing company that has line workers, and you’re saying, well, that’s impossible. But it is still possible to give them a voice over how their work gets done, you know? Create the space for feedback. 

Third is mastery. So, making sure people have a learning and development pathway that you, as an organization, know and honor their unique strengths. You honor their unique skills, and you give them a pathway to use those strengths in challenging situations. 

And then finally, what we’ve been talking about, is purpose. Right. And that is essential for all of the other things, because when people don’t feel like they matter, it’s easy for nothing to matter. So, relationships, autonomy, mastery, and purpose. Those are the ultimate benefits that you can give an employee that will be your ultimate differentiator.

 

Lucy: So, we’ve reached the two-year mark and the pandemic. Many employees are desiring a deeper connection in their communities and in their work. What’s the best way – and you touched on this a bit in the previous question – but what’s the best way for companies to address this both immediately and long term?

Zach: I think often, when it comes to leadership, we think that it’s just something natural that people are born with, or just some people get. But the problem with intuition is it doesn’t scale. So, if you just rely on people to go and be good leaders because they’ve had experience working, that usually doesn’t scale well. Just because someone’s a good worker doesn’t mean they’re a great leader. So, I think what the last two years has shown us is that there’s not just a demand for, you know, it’s not just a great resignation, it has to be a great reskilling of leaders … anybody in your organization who supervises anybody… think of this as the ultimate responsibility of any leader, really, is to be responsible for where people spend 35% of their waking lives – people with lives as vivid and complex and important as yours. And so being able to reskill leaders so they can create moments of mattering is essential. And what we know is that, when people feel like they matter, there’s three things happening. 

One: They feel noticed. They feel seen. People take an interest… leaders take an interest in their personal lives and what’s going on outside of work. The old notion of work and life [being] separate is not realistic anymore. People are realizing that, wherever they live and they breathe and they think, they’re alive. So, this whole work-life boundary is artificial. 

The second is making sure people feel affirmed, making sure that you know people’s unique gifts, and that you’re showing them how those gifts make a difference. So, before you tell someone what to do, make sure your leaders know how to show them why it matters. What’s the human significance of the work? How does the work make bigger products possible – a bigger whole possible? And how can they use their strengths to do it?

And the last one is making sure people feel needed. When people feel replaceable, they will act replaceable. When people feel irreplaceable, they will act irreplaceable. So, if your people feel like they can be replaced, and they’ll be replaced in the next quarter if they don’t meet their performance goals, then they’re going to act that way. They’re not going to show up. They’re not going to commit. They’re going to leave at the first chance.

But when people feel needed, they show up, and they commit. So, making sure that every human being feels irreplaceable… and those three things… I think, if leaders are reskilled to do those things, you can cultivate more motivation and wellbeing. And an outcome of wellbeing is resilience. Resilience, organizationally and personally, is not key to wellbeing. Wellbeing is key to resilience.

So, if you want a resilient organization, you have to start investing in holistic wellbeing now, before you need resilience… for the next pandemic. 

 

Lucy: I was just going to say, I think we can all relate to that in so many ways, with the way that the pandemic has impacted everybody’s life. So… What’s something companies don’t understand about organizational development?

Zach: I think that… I think I mentioned this earlier… I think one of the things is that a lot of times, companies think it’s linear, and they try to get a simple solution to complex spiraling problems. And that almost all solutions are multifaceted and very deep. And that organizational development is about optimizing the ways in which people organize with one another in an organization. And I think that those processes are as complex as the people that comprise those processes. The other thing… The other myth is that organizational change is hard. So, everybody says, oh, you know, organizational change is hard because people are resistant to change. People are not resistant to change. People change with every breath they take – They’re chemically different than the one before. People are resistant to prescribed to change when they don’t trust the prescriber. So, in OLPC, for example, we focus on generative change, change that brings in the voices, the beliefs, the perspectives of various stakeholders. Because when you’re engaged in change, it becomes natural to you, because we do it as human beings every single day, every single moment. But when we get prescribed change, when we don’t trust who’s prescribing it, that’s where the resistance comes in. So, I think that’s another misconception. The type of change is hard when it’s prescribed. But when we make it generative, and we give people the opportunity to use their inherent expertise in change – because they’re humans – we unleash human potential and possibility.

 

Lucy: What advice do you have for someone who is stepping into a leadership role in their workplace or community?

Zach: My ultimate advice is to understand what your outputs are and that your desired outputs will determine your actions. If your desired outputs are efficiency and productivity, then you’re going to treat people as tools to get there. And whenever you treat a human being as a means to an end, they cease to become human to you. And you treat them accordingly. Once you treat someone as a tool, that’s how they’ll feel, right? 

But I think that shifting your output to the human being who’s doing the work as an end in itself is important. Because, once you see your outcomes as human beings thriving and flourishing in work, you treat people as human beings. And, ironically, they become better at doing the things you need them to do! I also think one of the key things to think about is not to create new initiatives or to add more meaning into the work so that people won’t leave – do it because it’s the right thing to do. If you need a business case to care about people, then you probably shouldn’t be in a leadership position. Right? And so, when it comes to leading well, thinking about people as outputs and ends in themselves… and you’ll cultivate the energy to do all those things as byproducts… the revenue, the profit, the productivity, creativity, etc. [But] those are all lagging indicators of how people feel.

 

Lucy: You’ve mentioned OLPC, the organizational learning, performance, and change doctoral program… And we know that your journey has taken you through research consulting and now teaching in the OLPC program. So, in what ways did the program change your perspective and impact your work?

Zach: Yeah. What I love about the OLPC program is that it’s interdisciplinary. For example, you get to bring in psychology, sociology, anthropology, [etc.] into the processes of organizing, which is very important. Right? Because human beings are psychological. They’re social. They’re cultural. So, to understand how human beings change, you need all those perspectives. So, I would say that interdisciplinary approach to understanding how humans perform, how they operate, [and] how they organize together is invaluable. You don’t just get one perspective. 

The other element of OLPC that’s especially powerful is the focus on practice. Most everybody in the cohort, for example, will be a practitioner. So, [they are] out there having worked in an organization. And the faculty have all done work in organizations, doing this work in practice. And I love that theory to practice back to theory cycle, right? Because it’s a very pragmatic approach to changing organizations. And then, I would say, how it impacted my work is… What’s great about OLPC being interdisciplinary is [that] I got to work with positive psychologists on my doctoral committee to do a dissertation on meaningful work, which is inherently an organizational psychological topic. It’s what a lot of people in organizational psychology Ph.D. programs are studying. 

But my advisor, you know, gave me the freedom to bring in experts onto my committee and to do work that was really meaningful to me, which is to study meaningful work and study something that’s in the psychology domain. And so, I think having that freedom to really explore organizations from these various perspectives is what separates this program from most organizational psychology or other doctoral programs out there.

 

Lucy: Lastly, what’s something I haven’t asked you that you’d like to talk about.

Zach: I think you’ve asked me everything. And we talked for a while, so this was good. I mean, I think… Why [would] someone spend all of their time getting a Ph.D.? Why would you do this? You’re a working person. You’re busy. Why the heck would you do this?

One of the best parts about getting a Ph.D. is that it reveals to you what you don’t know you don’t even know yet. And it allows you to ask questions. It allows you to not take anything for granted. It allows you to critically think. It allows you to look for evidence to support your claims. It allows you to understand how you come to see knowledge and truth as truth. 

And, I mean, in the current environment that we’re in, I can’t think of any skills that are more needed than those. So, that’s why I think every leader should do it.

Lucy: That’s great. Perfect. Well, thank you for being here today. We really appreciate your time and expertise, and this was so much fun.

 

Learn more about CSU’s in-person Organizational Learning, Performance, and Change Ph.D. program or online OLPC master’s program at online.colostate.edu.

The post How to Inspire Lasting Change in Organizations appeared first on Colorado State University Online | Blog.

Modern society accomplished incredible things in just the last two centuries. We’ve harnessed the power of electricity, built transportation marvels and constructed vast infrastructure projects. During that time, our global population expanded from less than a billion to just under 8 billion people.

Unfortunately, this progress and growth has taken a toll on our environment, depleting natural resources, diminishing biodiversity and warming the planet.

Environmentalists, biologists and climate scientists now overwhelmingly agree that we’re quickly approaching a crossroads. If we don’t reduce our carbon footprint, conserve our remaining natural resources and restore vital ecosystems, things will get much worse in the future as the planet continues warming and our biodiversity further declines. That’s where ecological restoration comes in.

“Our economic system and our planetary system are now at war. Or, more accurately, our economy is at war with many forms of life on earth, including human life.”

Restoring balance to an unstable system with ecological restoration

In addition to shifting toward renewable energy and greatly reducing greenhouse gas emissions, we must also invest in conserving and restoring our many natural biomes, especially forests, one of the planet’s primary carbon sinks.

From rainforests to arctic tundra, nearly every ecosystem on earth has been significantly impacted by human development and will continue to diminish without intervention. That intervention must come in the form of both environmental conservation and restoration ecology, along with sustainable land management practices.

The goal of restoration ecology, according to several experts, is to aid the recovery of an ecosystem that has been disturbed or damaged by external influences, such as fire, logging, mining, agriculture, or urban development. Restoration strategies “may be designed to replicate a pre-disturbance ecosystem or to create a new ecosystem where it had not previously occurred.”

Different restoration projects may have different goals and methods of achieving them. For example, some seek to reestablish or stabilize native species while others may simply attempt to restore basic ecosystem functions. Restoration ecology goals can include:

• Removing and/or mitigating pollution
• Removing derelict or obsolete manmade structures
• Repairing or enhancing waterways
• Flood mitigation
• Erosion control
• Restoration or creation of natural barriers
• Soil restoration
• Reforesting or revegetating damaged areas
• Reintroducing native species of plants and animals
• Eliminating invasive species

Restoration is a long-term process

In most cases, ecological restoration projects take years and sometimes decades to achieve positive outcomes. However, with the right plan of action, resources and time, these projects can produce outstanding results, sometimes well beyond expectations, like the Hinewai Reserve on the Banks Peninsula in New Zealand.

Ecological restoration techniques and strategies vary widely depending on the type of ecosystem, the extent of damage, species involved, objectives, and other factors. However, most restoration projects involve some or all of the following steps:

Research: Perform historical research on the area to determine what the ecology may have been like in the past. Form a hypothesis on how the original ecosystem functioned. This process can include acquiring old land survey maps, historical photos, first-hand accounts and other records. The research phase of a project may also include a review of other restoration projects performed on similar ecosystems to gain insights, learn from prior successes/failures, etc.

Planning and goal-setting: Create a detailed inventory of current ecological resources and thoroughly map the area. Create a set of projections that outline the logical progression of restorative stages and/or milestones. Develop a scope of work with a detailed project plan, including the stages and steps required to accomplish all restoration goals. Create a budget based on necessary resources and timeline, including materials, personnel and equipment. Request permits, if needed, and submit project proposal for review. Make any necessary adjustments based on feedback from stakeholders and/or oversight committee.

Implementation, monitoring and reporting: Once a project begins, it’s important to actively monitor progress throughout the lifecycle of each project stage, adjusting timelines as necessary and providing regular updates to stakeholders and/or oversight committees.

Final assessment: Once all primary stages of a project have been completed, it’s important to objectively assess the success or failure of the project, including what might have been done differently, mistakes that could be avoided in the future, etc. This final assessment or case study can be extremely helpful for other restoration ecologists and (in the case of success) to further demonstrate efficacy of this important field.

Future checks: Once a restoration project concludes, it’s important for practitioners to check on the area’s progress in the future. This might include annual follow-up assessments for the first few years, along with long-term goal assessments at the five-year and ten-year mark.

Why is restoration ecology important?

Earth’s amazing biodiversity contributes to the stability of its many ecosystems, from ancient old growth forests to fragile coral reefs. Sadly, that biodiversity has never been more threatened. Two of the best tools we have in the fight against biodiversity loss are conservation biology and restoration ecology. To learn more about why restoration ecology is so important, check out the first post in this series.

Learning opportunities

For more information, check out the Society for Ecological Restoration. If you are interested in pursuing additional education in this field, consider the campus-based Bachelor of Science in Restoration Ecology or fully online Master of Natural Resource Stewardship with a focus on Ecological Restoration from Colorado State University.

The post What is the Goal of Restoration Ecology? appeared first on Colorado State University Online | Blog.

The presence of Covid has created many challenges in our day-to-day lives. Because of this threat, we are all, at some level, in the fight or flight response most of the time. With these challenges, though, there have been some unique opportunities as we evaluate our lives pre-pandemic compared to our present circumstances. 

Many of my alum clients have told me that they see their personal and professional lives very differently than they did prior to the pandemic. It’s as if the pandemic forced them to stop and really think about whether or not they were happy and fulfilled with life. Many have expressed gratitude, certainly not for the pandemic, but for the opportunity to have been forced to look at their lives more closely and with greater clarity. 

If this has happened for you, and you’d like to make some changes based on how you feel about your personal and professional life, I’d recommend being gentle with yourself by making small changes that will eventually lead to big gains. Not only does research show that you will be more successful in achieving your goals if you start small, but starting small honors the fact that you might not be at your best right now. You might not be ready to tackle huge changes, no matter how much you might want to. 

I recommend the methods laid out by B.J. Fogg in the book “Tiny Habits: The Small Changes That Change Everything”. 

How to start – Anchoring

Research shows that people have the most consistent routines that they can tap into in the morning. As the day goes on, unexpected things come up that can easily throw things off track. So, the morning is a great time for creating new habits to build into the routines you already have. 

As you start the process, make a list of all your daily habits. Use this list to anchor in new habits. This process works best if you attach the new habit to something you already do. It’s especially helpful if they have the same theme, like flossing one tooth right before or after brushing your teeth or wiping down one counter after you have fixed your breakfast and are just about to leave the kitchen. 

Make sure the anchors are specific events. You could think of them as “anchor moments” which indicate a precise moment in time. Let’s say that you want to start exercising regularly, eat healthy, start meditating, floss regularly, and get better sleep. Start pairing each new habit with the best anchor for that particular habit that you want to start. Beware, if it’s fuzzy like “after dinner” or “whenever I feel stressed” it doesn’t work to use them as an anchor behavior.  

Keep these things in mind:

1. The physical location. Consider the physical location of the new habit and pick an anchor that you already do at that location. If you want the habit to be wiping down the countertops, have the anchor be something that you already do in the kitchen. If you need to switch locations, you are less likely to carry out the behavior. So you wouldn’t want it to be something like, “After I load the dishwasher I will clean the trash out of my car”. Being in the same physical location is the most important aspect of pairing anchors to new habits.  
2. Match the frequency. Look at your existing routine and decide how often you want to do the new habit. If you want to do it once per day, then attach it to an anchor that happens once per day. If you want it to happen 4 x’s per day, then attach it to an anchor that happens 4 x’s per day.  
3. Match the theme/purpose. Examples might be, 

“After I water my jade plant in the morning, I will drink a full glass of water, so that I nurture both the plant and myself.”  

“After I brush my teeth, I will sweep the garage” doesn’t match location, frequency or theme. If it’s not working, just change it.  

Experiment until you find what works. Discover what anchor works with what new behavior. 

Why tiny habits?

Three things need to happen at the same time, for a new behavior to occur, and for it to turn into a habit: Motivation, Ability, and a Prompt.   

When a behavior doesn’t happen, at least one of these three elements is missing. If a behavior is easy to do, the prompt is there, and the motivation is high, the behavior will happen. So if it’s something really small, then you have the ability to do it. If you attach it to something you already do in your routine, that serves as the prompt. If it’s really small and you know that you’ll feel good about it and celebrate it, then you’ll likely have the motivation to do it as well. If you’ve picked the right tiny habits, you will eventually scale them up. 

Tiny habits grow and scale 

You might wonder, “When do I scale up?” About a year ago I started doing two kitchen counter push-ups each time I went into the kitchen to get another glass of water or tea because I was recovering from rotator cuff surgery and it was part of what I was supposed to do for physical therapy. Doing just two became too easy, so after a couple of weeks, I scaled up to 10 every time I went to the kitchen. After 10, I worked up to 20. I don’t need to scale up any further than that because it leads to at least a 100 per day. When it comes to scaling up, there are two general categories: habits that grow and habits that multiply.  

The essence of the habits is the same, but as you do more of them, the success in one area multiplies into other related areas. So when you achieve a bunch of tiny habit successes, rather than one big one that takes a long time, you’ll progress more quickly.  

Craft your behaviors by selecting and adjusting the habits you want in your life. Some people like to work on lots of little, easy habits. Others like to tackle things that are a bit more challenging. Even if you go bigger, you’ll find it better to first break them down into small habits that you can achieve right away, and then build from there.  

Many people who use this process pick three small habits and add three more each month. Starting small is the ultimate key to your success. You’re less likely to fail and you’ll build your skills for that habit over time. Feeling successful leads to more new behaviors, more successes, and so on. When you succeed at something, your overall level of motivation goes up and you try harder behaviors, which lead to bigger overall successes. 

I wish you all greater clarity and success in the New Year. Feel free to e-mail me at Angela.Hayes@colostate.edu if you would like help creating your plans for change. 

You may also be interested in:

Successfully Change Careers

Most Needed Job Skills in a Pandemic and Postpandemic World

Helping CSU Students Navigate Their Future

The post Small Changes. Big Gains. appeared first on Colorado State University Online | Blog.

The big blue and green planet we all share supports more than eight million species of plants and animals, according to recent scientific estimates, and the vast majority haven’t even been discovered yet. Unfortunately, new evidence suggests that biodiversity may be at greater risk than ever before in human history. A recent report by the IPBES notes that about one million animal and plant species are likely threatened with extinction, many within decades.

Our biggest challenge? We must work to better understand and manage the complex interactions between Earth’s natural ecology and human civilization. And we must redouble our efforts to preserve our planet’s precious biodiversity.

This work requires a two-pronged approach: ecological restoration and conservation.

Exploring connections within ecosystems

In the past few decades, scientists have gained a much more nuanced understanding of Earth’s complex ecology, but we still have a lot to discover. 

According to National Geographic, ecosystems are unique geographic landscapes with a variety of plants, animals, insects, microorganisms, weather, and topography that all interact in various (and sometimes difficult to understand) ways. 

Parts of an ecosystem directly or indirectly affect other parts, creating a complex chain of interactions, connections, and dependencies. Food webs and the nutrient cycle are two examples of complex, cyclical ecological systems. In most cases, these systems persist by establishing a natural balance between native organisms and other natural resources, such as water and minerals. Earth’s many ecosystems have evolved naturally over the millennia and have sometimes been nearly wiped out by outside forces, from asteroid impacts to major geologic events.

These periods of decline have been termed mass extinction events by scientists. Five mass extinctions already took place in prehistory. Some believe we’re living through a sixth.

The stability of ecosystems depends on a multitude of factors, and some systems are more fragile than others. Unfortunately, human activities like urban development, agriculture, logging, mining, tourism, and recreation often cause disruption. Pollution, deforestation, and the introduction of invasive species all take a major toll on natural biodiversity. Add the widespread and increasing impacts of global climate change, and it’s no wonder so many ecosystems have become strained to the breaking point. 

 

New research indicates that human activity has likely altered 97 percent of Earth’s land through a combination of habitat and species loss, according to the Smithsonian. The study examined three measures of ecological integrity: 1) habitat intactness {how human activity has impacted the land}, 2) faunal intactness {the overall extent of species loss}, and 3) functional intactness {looking specifically at species loss among animals that contribute to the stability of an ecosystem}.

 

Considering the extent of humanity’s impact on Earth’s ecological systems, it’s now more important than ever to both restore and protect those systems before they become irreversibly damaged. 

 

The crucial work of healing ecosystems through restoration efforts

To create a shared ecological restoration definition, we must first understand ecological decline. According to the Society for Ecological Restoration, an ecosystem may become damaged (rapid, short-term harm to part of an ecosystem), degraded (long-term decline of native biodiversity), or in extreme cases, destroyed (unchecked decline leading to total or near-total loss of native biodiversity).

Scientists and ecologists (a.k.a. practitioners), along with paid workers or volunteers, implement ecological restoration practices to aid ecosystem recovery by stopping and hopefully reversing degradation. However, in cases of destruction, full ecological restoration can be much more difficult.

When left unchecked, widespread land degradation can eventually lead to desertification, an increasingly difficult problem in parts of the world like Africa, Southeast Asia, and Latin America.

What is ecological restoration?

Short-term damage may eventually be restored naturally, but once degradation gains a foothold, ecosystems are often unable to recover without intervention. It helps to think of restoration ecology as a kind of first aid. Practitioners can only serve as healing catalysts by creating the right conditions for recovery. The native plants, animals, and microorganisms must do the long-term work of healing the land, soil, water, and air over time. In some cases, recovery can be kickstarted simply by removing invasive species and re-introducing or propagating native species. In other cases, entire landforms must be restored, erosion mitigated, pollutants remediated, and multiple native plants and animals reintroduced.

Some significant ecological restoration examples include the cleanup and management of various superfund sites throughout the US and Kenya’s Green Belt Movement. Other examples include:

• Successful Restoration of Mining-polluted Streams
• Flambeau Mine Reclamation in Wisconsin
• Elwha Dam Removal and River Restoration in Washington
• The Hinewai Reserve in Long Bay, New Zealand

Even with dedicated, long-term restoration ecology practices, it may be impossible to fully restore an ecosystem to its former state. However, partial restoration and stability of native biodiversity is still better than total collapse.

 

Ecological restoration is more than just planting trees

 

In response to growing concerns about climate change and deforestation, activists have placed significant emphasis on reforestation as a strategy to both repair the land and combat global warming.

According to ecologist Thomas Crowther, reforestation is just one part of preserving Earth’s life-sustaining biodiversity and battling climate change. Although his headline-making research on reforestation made waves in both the scientific community and popular culture – eventually leading to the UN’s viral Trillion Trees Campaign – Crowther has since urged governments not to overlook the need to drastically cut greenhouse gas emissions, protect existing wild habitats, and restore damaged ecosystems by reestablishing native species.

The importance of ongoing conservation and management efforts

Although ecologists can often partially rehabilitate degraded or destroyed ecosystems, these efforts can fail. Conservation, i.e. the ongoing protection and management of natural ecosystems, must be prioritized to ensure those ecosystems remain for future generations. Ultimately, this requires funding from both local and state governments, taxpayers, private donors, industry, and other sources. It also requires the passing of legislation and regulations to protect our most precious natural ecosystems before they become threatened, degraded, or disappear entirely. 

“Forests are the ‘lungs’ of our land, purifying the air and giving fresh strength to our people.”

― Franklin D. Roosevelt

No amount of ecological restoration can bring back an old growth forest once it’s been destroyed. Fortunately, a growing number of people have committed themselves to protecting these ancient and priceless ecosystems by direct action, donating financial support, or voting for pro-environment leaders.

 

Learning opportunities

 

For more information , check out the Society for Ecological Restoration. If you are interested in pursuing additional education in this field, consider the campus-based Bachelor of Science in Restoration Ecology or fully online Master of Natural Resource Stewardship with a focus on Ecological Restoration from Colorado State University.

The post What is Ecological Restoration and Why is it So Important? appeared first on Colorado State University Online | Blog.

So, you’ve received a job offer and you’re excited about the opportunity. Congratulations!

What’s next? Take the first offer they put on the table? Try to negotiate?

First, research your worth.

Before you get to the job offer, research what you are worth in the marketplace. Start by going to http://www.salary.com. Input the industry, job title, geographic location, your education, your experience, and a variety of other attributes that will produce a bell-shaped curve with the salary range of others in similar positions. It also suggests, based on the information you provided, where your salary should fall within the range. Go in knowing what you are worth. It’s risky to think, “Well, they probably know what this position is worth. I’m sure it’s a fair offer”. It might be, or it might not be. Be prepared before accepting the offer.

After you have researched a fair salary range for the position, remember that you are dealing with well-trained, well-practiced negotiators. They try to make you accept their first offer and not negotiate. That’s their job. Often, they’ve been told by their higher-ups to try to get the best person for the least cost they can.

Knowing you’ll be working with someone who’s trained and looking out for the best interests of the organization, you also need to come in trained and well-practiced. An employer will try to hire you for the lowest salary possible by having you provide your salary expectations before they extend a formal offer.

Don’t be afraid to negotiate a little.

A few scenarios may go like this:

Employer: “If we offered you X amount for this job, would you accept it?”

Your response: “I’d really like to learn more about the job first and see if I’m a good fit.”

Employer: “What kind of salary would it take for you to accept this job?”

Your Response: “If the offer is fair, I’m sure we can reach an agreement.”

If they keep pressing until you’ve answered the salary question, you can respond by saying, “My research tells me that someone with my skills, education, and qualifications in this geographic location should be making between $X and $X.” Let silence be your friend. Show them you’ve done your research and know what you are worth with facts.

Bump up the range a bit from what your research says so you don’t leave money on the table. In a phone screen, bump the range down a bit so you don’t get yourself screened out before an interview. You can always come up during the actual negotiation.

Once you have an offer, ask for it in writing. Request a few days to consider the offer. This buys you time and gives them time to contemplate whether or not you will accept the offer. They might even come back with a higher offer.

Know your complete, prioritized, ideal offer. Determine how much you’re willing to negotiate before you ask for more.

Listen closely to the needs the employer is expressing and look for ways to meet both your needs and theirs. Together you are solving a problem. That’s at the heart of interest-based negotiation.

Avoid win-lose language such as:

• “I absolutely need $10,000 more”
• “I can’t live with that”
• “You’re kidding right?”

Use collaborative language.

• “I had in mind more than that, but I’m excited about the opportunity. What can we do?”
• “My research showed that the range should be closer to $X. How could we work toward that?”
• “Is there flexibility within the offer?”

Leave the employer knowing you have treated them well throughout the process. Show them you are the type of person they want on their team.

Questions? Need some help? 

For help with career changes, interviewing, and more visit the CSU Career Center, or email Angela.Hayes@colostate.edu for more information about available resources.

You may also be interested in:

• Successfully changing careers
• Finding the right job for you in the current market
• Most-Needed Job Skills in a Pandemic and Post-Pandemic World

The post How to Negotiate Salary for Your Next Job appeared first on Colorado State University Online | Blog.

Recently I’ve spoken to several alums who would like to make a move to a new job or to a career in a new field. They are curious how to convince a prospective employer they are qualified to make the switch. Commit to taking the time to demonstrate you have skills that can transfer to a new position or industry.

Often, job seekers send out generic resumes through an online system hoping that hiring managers can see how their skills will translate. Hiring managers are going through resumes quickly. They are likely to hire someone who has experience doing the same or similar job. You need to spell out specifically how your skills and experience are a great fit. Convince a potential employer of the value of your transferable skills using these five strategies.

Referral

Get a positive referral from someone the employer knows and trusts. Employers are trying to decrease risk when they hire new employees. Have a solid referral who can speak to your ability to take on the job responsibilities.

Research

Research the skills needed. Show how your skills can bring success to the new position. Offer examples of how the skills you already have transfer seamlessly into the new role.

Review LinkedIn

Review the profiles of people who are successful in the role you are interested in. One easy place to do this is LinkedIn. Look at the types of skills and training that people have in these roles. If you notice gaps in your skills or training, get to work gaining those skills. There are numerous low to no-cost options to obtain additional job skills.

Volunteer

Find volunteer work to learn skills you can apply to a new job or industry. Gain solid work examples through volunteering that you can share with prospective employers. Utilize your networks from volunteering to open doors.

Informational Interviews

Spend your job search talking with people directly. Request informational interviews with people who are doing the work you’d like to do. Not only will you get valuable information and advice, but you will network in a powerful way. In an informational interview, you ask the questions while the interviewee does most of the talking. People love to talk about themselves. Leave them with a positive view of your interest in new opportunities and their position.

For help with career changes, salary negotiations, interviewing, and more visit the CSU Career Center.

Questions? Need some help? 

Email me at Angela.Hayes@colostate.edu for more information about available resources.

You may also be interested in:

• Finding the right job for you in the current market
• Most-Needed Job Skills in a Pandemic and Post-Pandemic World
• Building an ePortfolio to Enhance Your Job Search

The post Successfully Change Careers appeared first on Colorado State University Online | Blog.