Bringing Dreams to Life: 5 SKILLS FOR MAKING IDEAS A REALITY
By Stacy M. Brown NNPA Newswire Senior
eople across the world have tackled immense challenges since the start of the global COVID-19 pandemic, from social isolation to financial burdens, in a distanced and digitally enabled world. As a result, many important projects were put on hold. But at the same time, many people have taken the opportunity to make bigger and better plans - and are ready to make these dreams a reality.
In a recent global survey conducted by Project Management Institute (PMI), nearly four in five consumers (79%) said they consider 2021 to be a “do-over,” and an even greater number, 86%, plan to work harder this year to bring their ideas to life.
“The pandemic disrupted countless 2020 plans, but many leaders and innovative thinkers used the time wisely to map out their next moves,” says Mike Deprisco,
chief operating officer for PMI.
“As more communities and organizations across the globe cautiously turn to recovery and revival, teams are increasingly focused on turning their stalled projects into reality.”
But turning ideas into reality doesn’t come easy. Whether you’re looking to level up in your career, kickstart new project or create a completely new business, MI outlines the power skills you need to continue advancing:
1. COMMUNICATION
Effective communication maximizes success and minimizes risk. It involves not only conducting outward bound communication, but also listening, taking feedback, understanding nonverbal cues, and interpreting what is meant versus what is said. In a team setting, communication helps team members stay on the same page as they work toward success.
2. EMPATHY
Empathy allows team members to build greater trust and connections - with each other and with other stakeholders - by helping them understand the wide range of people and work styles they encounter. Empathy also strengthens teams by helping team members feel appreciated and heard.
3. COLLABORATIVE LEADERSHIP
A collaborative leadership style is more effective in inspiring and bringing team members together in pursuit of a shared vision and common goals. Collaborative leaders recognize that each member of the team has something to contribute - in executing a plan and in helping shape objectives.
4. INNOVATIVE MINDSET
An innovative mindset ensures teams are applying new ideas and fresh perspectives to how they organize work and address the myriad obstacles that emerge when turning ideas into reality. An innovative mindset also allows teams to remain agile and pivot more quickly in the face of challenges.
5. PURPOSE-DRIVEN GOALS
Having a for-purpose orientation helps minimize risks and ensures the organization’s values and commitment to social good are infused in all aspects of project design and implementation. Clear goals also empower changemakers to use their skills to bring about positive social change within teams, companies and communities. To learn more about these skills and effective project management, visit PMI.org/ MakeReality, a virtual hub of inspiration with the tools you need to get started on your next big, bold idea. Find support and inspiration from changemakers across the globe turning their ideas into reality; determine your changemaker persona; and view PMI courses that help you take your project or idea and Make Reality, such as KICKOFF, a free, 45-minute digital course and toolkit that guides learners through the basics of project management with bite-sized content and downloadable templates they can quickly implement on the job.
Source: NNPA
SANS Institute Reopens Application Window
By
he SANS Institute is proud to announce the reopening of the HBCU Cyber Academy application window from February 1, 2023 to March 1, 2023. The HBCU Cyber Academy is a unique opportunity for students at Historically Black Colleges and Universities (HBCUs) to gain hands-on cybersecurity training and real-world experience, free of charge.
The HBCU Cyber Academy was established with the goal of addressing the growing need for cybersecurity professionals and increasing diversity in the field. According to recent studies, the demand for cybersecurity professionals is expected to increase dramatically in the coming years, making it a highly lucrative and fulfilling career path for those with the necessary skills and knowledge.
Through the HBCU Cyber Academy, students will receive in-depth training from top SANS instructors and access to cutting-edge cybersecurity technologies. The program is designed to be flexible, allowing students to complete the training around their academic schedules and giving them the opportunity to gain practical experience in a real-world setting.
“The HBCU Cyber Academy is more than just a scholarship program,” said Max Shuftan, Director of Mission Programs and Partnerships. “It’s an investment in the future of the cybersecurity industry and in the students who participate in the program. By providing free, in-depth training and real-world experience, we’re helping to prepare the next generation of cybersecurity professionals and ensure a diverse and well-rounded workforce.”
The application window for the HBCU Cyber Academy is open to all juniors, seniors, and graduate students enrolled at HBCUs who have a strong interest in cybersecurity and any alumnus who would like to shift careers into cybersecurity. SANS Institute is dedicated to supporting the next generation of cybersecurity professionals and helping them to achieve their full potential.
Misconceptions about cybersecurity abound due to popular culture, which often suggests that only those with a computer science background are suited for the field,
says Delisha Hodo, Chair of the SANS Institute HBCU. “The reality is that the growing demand for cybersecurity professionals requires individuals from diverse backgrounds, and even just having an interest in the field matters. Diversifying the industry now will improve its future and dispel these false ideas.”
“The HBCU Cyber Academy is a truly remarkable program,” said Shuftan. “We’ve seen firsthand the impact it can have on the students who participate, and we’re excited to see the positive impact they will have on the industry as a whole.”
For more information on the HBCU Cyber Academy and to apply, please visit https://www.sans.org/scholarship-academies/hbcu-cyber-academies/
Source: National Newspaper Publishers Association
d-mars.com News Provider
HR Advisory Firm McLean & Company
Promotes Support for Employee Resource Groups All Year Round
By d-mars.com News Provider
Black History Month may be over, but that doesn’t mean consideration for resource groups and people of color wasn’t intact.
According to PRNewswire, organizations DEI (diversity, equity and inclusion) practices including employee resource groups (ERGs) celebrated BHM through inward exemptions, policies and initiatives. Since these groups are often employee-led initiatives, HR must balance supporting employee efforts without taking over.
Employees from a diverse range of backgrounds want connections in the workplace with one another through common interests and shared experiences, says leading global HR research and advisory firm McLean & Company. This has led to ERGs emerging within organizations. According to the firm, since ERGs are frequently initiated by employees, HR has a delicate but crucial role to play in their long-term success. To guide HR and organizational leaders in their efforts to support ERGs, McLean & Company has released its newest blueprint, Create a Pathway for Employee Resource Groups (ERGs) to Connect to Organizational Support. HR’s role is to create a pathway with guidance and resources for employee resource groups (ERGs) to increase their effectiveness and sustainment. HR must be careful to balance between supporting and not taking over employee efforts.
Presently, HR teams are observing that job applicants are considering more than the traditional compensation priorities, expanding their list of primary considerations to include an organization’s stance on social and ethical practices. This makes investing in the success of ERGs a particularly timely focus for organizations seeking to improve attraction and retention of top talent amid not only Black History Month but
retention, and a sense of belonging,
says LynnAnn Brewer, director of HR Research & Advisory Services at McLean & Company. “Organizations seeking to improve in any of these areas have a vested interest in ensuring ERGs have support from both leadership and HR. To achieve this, HR must seek to understand the needs, interests, and goals of the organization’s ERGs to understand their current state and where they may require additional support.”
McLean & Company’s latest industry resource suggests that HR leaders create a pathway for ERGs to receive formal support from the organization. Should the groups choose to become formalized within the organization, this may look like budget, recruitment, and the empowerment to run or support key internal initiatives. While many ERGs may connect racially marginalized communities, such as those
that support Black employees, they may also focus on groups with disabilities, those who identify as LGBTQIA2+, and women, for example.
HR leaders can
align with and support ERGs by following the firm’s recommended three-step process:
1. Understand the current state of ERGs – The first step requires seeking to understand the different types of ERGs and the role HR plays in creating a pathway for them to form. It also asks HR leaders to review the current state of DEI and ERGs within the organization and prepare to design the structure, tools, and processes for ERGs.
2. Create structure, processes, and tools to support ERGs – Step two includes finalizing an overview of the governance framework to communicate to ERGs. This involves establishing a formal application process to share with groups seeking the organization’s support and outlining executive sponsor roles and expectations. Next is preparing resource guidelines, curating tools, and planning for communication of available resources for ERGs.
3. Establish metrics and plan for sustainment – The third and final step involves establishing ERG metrics to monitor progress, identifying opportunities for HR to provide ongoing support to ERGs, offering additional resources to support their sustainment, and discussing the future evolution of ERGs within the organization.
McLean & Company cautions that HR’s role is to plan and provide a pathway with guidance and resources for ERGs to increase effectiveness and sustainment rather than taking control of group management. Supporting grassroots ERGs through formalization without taking control of the groups themselves can be a delicate process. Sometimes ERGs may wish to refrain from receiving organizational support, and it is important to remember that ERGs will take on many forms and do not always require support from the organization.
Throughout February in support of HR teams and leaders seeking to learn and educate employees, McLean & Company shared research-backed resources as a platform for success.
The timely resources are now accessible via social media and through the firm’s member newsletters, which will focus on key steps and elements of DEI in the workplace.
Source: PR Newswire
