This video is from the TED Channel
Sunday, January 29, 2012
Saturday, January 21, 2012
It is not about them. It's about you
Bill Gates has some ideas that we all should take to heart. The realities of life are the realities we must adapt to in order to lead a successful life.
Tuesday, January 17, 2012
What good is a recommendation?
There has been a on going discussion on LinkedIn in the Adjunct Network about making recommendations for students and what different professors feel about the process. While cast in the context of teacher student recommendations, it really strikes at a broader concern -- what is the value of a recommendation in any context?
Some have said that they would only give a recommendation to someone who got an "A", while others would consider other qualities in addition to or as an exception to the grade.
Some would be very vocal about the strengths and weaknesses of the student in their written recommendations, while other would simply check of the lines on a form created by their institution and approved by the legal department out of fear of being sued.
Academic recommendations are really the first step a young person has for entering the job market. For career changers of any age, this is also true. It is the process of professional birth or rebirth. So the question one faces both as the person asking for the recommendation and the person making the recommendation is -- What good is it?
One of the comments we received took the position that there is "more to people than getting the highest grade." I would also add "than getting the highest salary or most prestigious title." There is more to performance outcomes than the symbols of success. These are evidence of how that success was achieved. But does not focuses on the individuals innate talents and character. These are the things/qualities that we hope to get a handle on from the recommendation.
When I have been in a hiring position I have often found that the "proforma recommendation" from a former professor or employer is next to worthless. This was especially true if there is no personal impression of the student's or employee's progress, involvement, or other feature that made the individual stand out from the class or crowd. Grades can be obtained from the registrar and employment records from the HR department,if they are important. Character is only measurable by the testimonial experience of those who have worked with individual.
As a classroom and online teacher, I know that not everyone is the same. I chose not to recommend any student I could not say something good about or that had failed to impress me in the classroom context. For example, an "A" student who earned it by the objective criteria imposed by the department but failed to demonstrate any growth or unique quality, was someone who didn't impress me enough for me to want to recommend them. Meanwhile a "C" student who overcame problems, showed progress and growth, AND was making a realistic application for a realistic job, might be someone I would be happy go to bat for.
The forms that a department or employer require be used covers their ass, but it does nothing for student or employee. In fact it almost negates the whole process -- from a hiring perspective. I would even say that in an application process all that it really is a piece of paper that can be added to the file as required by the process without shedding any light on the applicant's qualifications.
The recommendation is just part of the process and we should be aware of this whether we are the one writing the recommendation or the one asking for it. It can be critical as a step in the process.
For a couple of decades now I have participated in the Brown University Alumni Schools program from time to time. In this capacity one gets to see some of the inside aspects of the selection process. As an alumni volunteer in the program we are asked to conduct a personal interview with a prospective applicant and return an evaluation, based on a set of general criteria and our impression of the candidate, to the admissions office.
As interviewers, we are formally trained in the application and acceptance process and our role in that process before we are assigned applicants to interview. The interviews are generally conducted either by phone or in person. My preference in the face to face because you get learn a lot from body language and how they treat the interview process (e.g. seriously or flippantly).
This is but one of many dimensions that are used to make an acceptance decision, We have been told that sometimes it can be the critical determinant between two equally qualified candidates. So, as interviewers, we take our responsibilities and recommendations very seriously.
As a result of this experience, I take my role and responsibilit as someone who is being asked to make a recommendation very seriously, both in who I recommend and what I write or say about the applicant.
When asking for a recommendation, you want to ask someone who knows you both as a performer and a person in an area relevant to the position and organization you are applying for. Unless there is some immediate connection between the position you are applying for and the recommendation you request -- all you really have is the word of someone to the potential employer that they know you. But the question is: Does the employer know the person making the recommendation?
Something else we must also realize. When we make a recommendation we are also opening ourselves up for evaluation. If your recommendation results in a bad experience for the recipient of the evaluation, what does that say about you and any future recommendations or evaluations you may make?
Sometimes killing with kindness can be worse than not responding to the request at all.
Some have said that they would only give a recommendation to someone who got an "A", while others would consider other qualities in addition to or as an exception to the grade.
Some would be very vocal about the strengths and weaknesses of the student in their written recommendations, while other would simply check of the lines on a form created by their institution and approved by the legal department out of fear of being sued.
Academic recommendations are really the first step a young person has for entering the job market. For career changers of any age, this is also true. It is the process of professional birth or rebirth. So the question one faces both as the person asking for the recommendation and the person making the recommendation is -- What good is it?
One of the comments we received took the position that there is "more to people than getting the highest grade." I would also add "than getting the highest salary or most prestigious title." There is more to performance outcomes than the symbols of success. These are evidence of how that success was achieved. But does not focuses on the individuals innate talents and character. These are the things/qualities that we hope to get a handle on from the recommendation.
When I have been in a hiring position I have often found that the "proforma recommendation" from a former professor or employer is next to worthless. This was especially true if there is no personal impression of the student's or employee's progress, involvement, or other feature that made the individual stand out from the class or crowd. Grades can be obtained from the registrar and employment records from the HR department,if they are important. Character is only measurable by the testimonial experience of those who have worked with individual.
As a classroom and online teacher, I know that not everyone is the same. I chose not to recommend any student I could not say something good about or that had failed to impress me in the classroom context. For example, an "A" student who earned it by the objective criteria imposed by the department but failed to demonstrate any growth or unique quality, was someone who didn't impress me enough for me to want to recommend them. Meanwhile a "C" student who overcame problems, showed progress and growth, AND was making a realistic application for a realistic job, might be someone I would be happy go to bat for.
The forms that a department or employer require be used covers their ass, but it does nothing for student or employee. In fact it almost negates the whole process -- from a hiring perspective. I would even say that in an application process all that it really is a piece of paper that can be added to the file as required by the process without shedding any light on the applicant's qualifications.
The recommendation is just part of the process and we should be aware of this whether we are the one writing the recommendation or the one asking for it. It can be critical as a step in the process.
For a couple of decades now I have participated in the Brown University Alumni Schools program from time to time. In this capacity one gets to see some of the inside aspects of the selection process. As an alumni volunteer in the program we are asked to conduct a personal interview with a prospective applicant and return an evaluation, based on a set of general criteria and our impression of the candidate, to the admissions office.
As interviewers, we are formally trained in the application and acceptance process and our role in that process before we are assigned applicants to interview. The interviews are generally conducted either by phone or in person. My preference in the face to face because you get learn a lot from body language and how they treat the interview process (e.g. seriously or flippantly).
This is but one of many dimensions that are used to make an acceptance decision, We have been told that sometimes it can be the critical determinant between two equally qualified candidates. So, as interviewers, we take our responsibilities and recommendations very seriously.
As a result of this experience, I take my role and responsibilit as someone who is being asked to make a recommendation very seriously, both in who I recommend and what I write or say about the applicant.
When asking for a recommendation, you want to ask someone who knows you both as a performer and a person in an area relevant to the position and organization you are applying for. Unless there is some immediate connection between the position you are applying for and the recommendation you request -- all you really have is the word of someone to the potential employer that they know you. But the question is: Does the employer know the person making the recommendation?
Something else we must also realize. When we make a recommendation we are also opening ourselves up for evaluation. If your recommendation results in a bad experience for the recipient of the evaluation, what does that say about you and any future recommendations or evaluations you may make?
Sometimes killing with kindness can be worse than not responding to the request at all.
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