Apple and IBM have teamed up to “transform enterprise mobility” via apps. The two companies will combine their efforts, and bring a new class of enterprise-focussed apps designed to “redefine the way work will get done”. The partnership will see both the iPad and iPhone with apps developed exclusively from the ground-up, dubbed MobileFirst, where Apple and IBM say they … Continue reading
For those of you that are divorced and who have to live with the reality of a bullying or hostile ex; one who refuses to love your children more than he hates you, brain retraining may be your way to freedom. Unlike the probate court judges and other officers of the court such as attorneys, parenting coordinators, and guardian ad litems who have agendas beyond the need to protect YOU and your children, as a parent, role model for your children and protector of yourself, your only agenda is to make sure that you feel safe and that your children feel safe and protected.
Feeling safe can be a challenge if you have an ex whose sole mission it is to intimidate you, harass you, belittle you and bully you. As wrong and abusive and distressing as your ex’s behavior is, this type of harassment is not the sufficient in most court cases to necessitate a restraining order yet it’s no less abusive to you or your children than more overt physical abuse.
Insidious ongoing mental abuse perpetrated by an angry ex towards you and in front of your children can be very emotionally disturbing and yet it doesn’t have to be. Instead of waiting for courts and other officials to act reluctantly on your behalf, take matters into your own hands and change the way you view it, thus changing your life for the better in ways you never thought possible.
Here are five ways you can protect yourself and your children from being influenced by a bullying ex:
1. Know the origin of your pain. If you allow yourself to feel belittled because an ex attempts to bully and intimidate you, there must be a reason for it; a place from your past where you have stored unresolved vulnerabilities. Identify the origins of these negative beliefs from your childhood and attempt to resolve it. If you struggle to get there on your own, face your fears and get the counseling help you need to undergo this process successfully. This is a two-step process: Step one involves understanding the origin of your triggers in response to a hostile ex, and step two is brain retraining to overcome your fears.
2. Counter your Faulty Belief System. All of us have faulty belief systems. My good friend, colleague, mentor and supervisor, Winifred Bowersox defines faulty belief systems as thoughts that are ingrained in our brain from childhood that define how we see ourselves in relation to others as adults. They are faulty because they have come from a person’s perception of reality as a child and therefore they are distorted. They have to do with the way a concrete thinking, typical child interprets the world around them to make sense of it. And because the interpretation is concrete and in the context of a child’s mind, the beliefs are faulty. As adults we can become aware of our faulty belief systems and aware of how they impact our interactions in relationships with others, including ex’s. An example of a faulty belief system in the context of an intimating ex is something like “If my ex is hostile towards me, I must have wronged them and I deserve it.” Faulty beliefs that continue to monopolize thinking into adulthood are fear based; in other words adults are afraid to face their unresolved fears that are the foundations for these faulty beliefs.
3. Generate your mantra. Undoing the brainwashing of a faulty believe system involves developing a counter to the faulty belief in the form of a new and positive mantra. It can be something like: “Now that I see myself accurately, I know that I am a positive person who does not deserve others’ hostility and who will not be impacted by the negativity of others.”
4. Practice and be prepared. Now that you know the origin of your faulty belief system and that it will be triggered by a hostile ex, use your mantra before you encounter your ex. Practice it several times daily so that it’s automatic in the presence of your ex. Be prepared to be triggered in the presence of an ex and know that just because you’re triggered does not mean you have to react to the trigger. An internal trigger can be recognized and managed without reaction. The more internal control you display, the more you will believe you have control and will not allow yourself to be controlled by a hostile and bullying ex.
5. Role Model. When you use your mantra to retrain your brain, you not only send yourself a powerful message and retrain your brain that you are in charge despite the past and current negative circumstances, but you provide your children with the privilege of seeing this in action. It’s through this process that the impact of your ex’s negativity on your life over time diminishes. Your ex loses power every time they attempt to exert control and you do not respond to their intimidation. This shows your children that you are in control despite the negativity of a disagreeable parent and ex and thus life moves on in increasingly positive ways for you and your children, even when it can’t for your ex.
Despite all that the court system offers today in terms of protection, ultimately it’s up to you to protect yourself against the hostility of a bitter and vindictive ex. You are your own best resource for creating safety within yourself by using self-awareness, brain retraining and practice. The best news is that when you practice this, you teach your children to use it, minimizing the negative impact a toxic ex has on their psyches as well.
When I was a young girl growing up in rural Australia, I felt alone but never lonely! We always had plenty of space where I lived even when we moved from town to town with my father’s work. I especially sought out the remotest areas I could, whether it be a park, the back of the garden a paddock or a school yard. I just seemed to like being alone. I was also a good observer. I could sit for hours on end just “people watching.”
This skill to observe has served me well as a therapist. It has turned me from that weird girl who stares to that woman who listens intently to your stories and can hold the space comfortably: Two qualities that are a must in the therapeutic process.
I used to talk to myself as well, not out loud, just in my head. I was very happy with my own company and I don’t think I was ever a bother for my parents. As the years passed this lonesomeness turned against me, especially in my teenage years when that internal conversation I was having with myself turned quite dark. In my head the voice would say “go to the gap, just go for a look.” The gap can be found in Sydney — it was the place then to commit suicide by jumping off the cliffs. I did go, and I did contemplate the jump, but something stopped me. I sometimes reflect on this time and feel gratitude towards whoever was looking over me.
Being alone then was a torment, having no one I trusted to talk to, not many good friends, actually I don’t think I had one single friend back then that I could ring and have a chat to, and that was before the days of telephone counselling and help lines. I guess my hormones had a lot to do with my negative moods, on the surface I functioned normally, but inside I think I just had a death wish.
Fast forward some many years — I will be 50 in November — and I am wiser and know my mind well. When I started on my personal developmental journey I read every self-help book to be read, but it wasn’t until I sought out counselling four years ago that I was given an interesting concept to ponder. I was diagnosed as being a twin.
The correct term is vanishing twin syndrome. “Vanishing twin syndrome was first recognized in 1945. Vanishing twin syndrome is when one of a set of multiple fetuses disappears in the uterus during pregnancy. This is the result of a miscarriage of one twin. The fetal tissue is absorbed by the other twin/multiple, placenta or the mother. This gives the appearance of a “vanishing twin.”
My therapist and I explored this reality and what it brought up for me was a great sense of grief and loss. I had always imagined as a child that I hadn’t needed any friends because I felt this overwhelming sense that I was never alone. It just made so much sense to me at that moment, I was indeed lonely, yet I was never alone.
If you have a similar story of being alone and how you coped please share it with me below.
Need help? In the U.S., call 1-800-273-8255 for the National Suicide Prevention Lifeline.
It seems our nation’s capital is giving TSA agents some difficulty.
A TSA agent at the Orlando International Airport demanded to see the passport of Justin Gray, a Washington, D.C., correspondent for central Florida’s WFTV news. According to WFTV, the agent was not familiar with the District of Columbia, and therefore could not accept Gray’s D.C. driver’s license as a valid form of ID.
. @TSA Agent in Orlando never heard of “District of Columbia.” Demanded passport because he didn’t believe my drivers license was from US!?
— Justin Gray (@grayjustin) July 12, 2014
Fortunately, Gray was able to pass through security, ultimately notifying the supervisor on duty of the odd problem.
According to a later tweet from Gray, the TSA has responded by showing every Orlando agent a picture of a D.C. license.
Perhaps surprisingly, this wasn’t an isolated incident. In February, a TSA agent in Phoenix delayed a D.C. resident because the traveler couldn’t present a “state-issued” ID.
At the time, a TSA representative told The Huffington Post that licenses from Washington, D.C., should pose no problem for its agents: “A valid Washington, D.C., driver’s license is an acceptable form of identification at all TSA checkpoints. When issues arise at the checkpoint, TSA officers work to make sure facts are gathered and quickly resolved to avoid future confusion.”
Women are growing more and more tired of the corporate culture.
A culture that demands you leave your ‘life’ at the door upon entering your office. For some women, the separation between work and family, no longer works.
Still in need of an income, women are turning to direct sales as not only a viable career choice, but as a business choice that allows them to build a business around their family life.
Lynn Bardowski used to dream of spending more time with her family while hitting the pavement in her corporate sales position. It was 24 years ago that Lynn decided to leave her corporate career, a career that she was doing very well in, to build a direct sales business. Lynn overcame fear, failure, and mommy guilt to become a multi-million dollar revenue generating entrepreneur.
Lynn Bardowski is the Million Dollar Party Girl, author of the Amazon best-seller Success Secrets of A Million Dollar Party Girl, and the creator of the Million Dollar Party Girl Entrepreneur Boot Camp.
Lynn stops by today to share her story and to inspire you to rock your inner Visionista.
JB: You were doing well in your corporate sales position that included a shiny BMW when you decided to leave to build your own business. What was it like to finally say good bye to corporate America?
LB: Saying goodbye was both liberating and super scary. There were times when our financial situation was so stressed that I’d wake up thinking we might have to sell the house. Then I’d see my daughter’s smiling faces and know I made the right decision. I left my job in June, so one of the first things I did was something I could never do when I was was working full time, take my daughters to the beach on a week day. Watching a 3 and 5-year-old fill up their buckets with sand was one of the best days of my life.
JB: Going from a corporate position to running your own business is not for the faint of heart. What was the beginning stages of building your business like?
LB: To be honest, it was crazy. I kept my full-time job for six months, while building my direct sales biz on the weekend. We had just put my youngest (age 3) daughter, Alyssa, in a pre-school program for a few hours a day, and I can remember the teacher calling me to see what was going on because Alyssa was acting up at school. My husband and I mustered through my hectic schedule knowing it was a temporary situation. Going all-in on my dream forced me to be laser focused on business building activities, and helped me create systems to scale quickly.
JB: Throughout your career, there are always ups and downs that can test your belief in not only yourself, but in your business all together. ou learned early on the power of having people believe in you and your dream. How did this help you build your direct sales business?
LB: I think every woman is tested, no matter what their goals or dreams are. We can be our own worst enemy when it comes to limiting beliefs and self-doubt. I learned early on that people I barely knew, like my hairdresser, were more supportive than some family members and friends. It’s a fear thing (theirs, not mine). So, I stopped telling the naysayers about my biz and reached out to women who inspired and motivated me, asking for help when I needed it. Attending Conferences and Seminars got me out of my Work-At-Home-Mom “bubble” (and mommy jeans) while creating a network of wing-ladies who boosted up my confidence and belief when “Debbie Doubter” got in my head. She’s a real party killer. To this day, I keep a box of all the encouraging cards and thank you notes I’ve received over the years. When I start to doubt myself, I pull out the box as a reminder of what I’ve accomplished and the lives I’ve impacted. Then I dust myself off and get back to work.
JB: Part of your message to new women entrepreneurs is to join a team of Visionistas. What is a Visionista and how can this help propel their business?
LB: I define a Visionista in my book as, “A women that knows who she is, where she’s going, and guides her tribe of leading ladies to the top.” Visionista became part of my core message because I was looking for a fun word that would inspire women to step into their power, while embracing the responsibility we have to each other’s success. Men have always had their boys club, referring and doing business with each other. Women have not. We tend to think “singularly” and don’t reach out to ask for what we need or, we call a successful woman a b*tch and comment more on their hair than their ideas. My intention is to give women guilt-free permission to create and communicate their vision, shouting it to the highest rooftops for all to hear so others are inspired to follow. A living example is a start-up I’m involved with, BusinessWomenExperts.com, founded by Michelle Glover. Michelle brought together 10 women who are experts in their fields to provide resources, how-to’s and inspiration for women in biz. We’re celebrating the launch with a weekend retreat (and some wine) in Colorado this fall. That’s how Visionistas get it done.
JB: As a book lover myself, I know the power that books can have on your success. You also share about your love of books and how they helped you get where you’re at today. What top 3 books would you recommend to someone starting their entrepreneurial journey?
LB: I’m surrounded by my favorite books, stacking them on shelves, coffee tables, the fireplace mantel, everywhere. I have a big entrepreneur library, and one of the catalysts for writing my book was the realization that almost all the success books I’ve read over the last 24 years were written by men. Men dominate the Business Section at Barnes & Noble so, I’m going to recommend 3 books written by women.
Melinda Emerson: Become Your Own Boss In 12 Months
Barbara Corcoran: Shark Tales: How I Turned $1,000 Dollars Into A Billion Dollar Business
Barbara Stanny: Secrets of Six Figure Women
JB: What makes a direct sales business such a great choice for women wanting a better way of life?
LB: Direct Sales Biz is a great choice for women because it’s what we do best, catching up with girl friends while shopping for products we love (purses, candles, jewelry, makeup, etc.). Social-selling has become such a hot trend that many non-direct sales businesses are embracing Ladies Night Out events, including Restaurants, Boutiques and Spas. I recently attended a Yoga class that invited vendors in for some shopping and sipping after we got our OM on. Woman wanting a better way of life can start a direct sales business with minimal investment (most are under $100), free business coaching, marketing support and training. Direct Sales is freedom and flexibility at it’s best.
JB: Part of direct sales is selling. This is something so many women avoid at all cost. What’s funny is that we love to share about the good deals we find while shopping, but when it comes to selling ourselves, fear can step in. What’s your top tips for overcoming this fear?
LB: Ah, yes. The selling thing. If I had a penny for every time I heard “But, I don’t want to be pushy” I’d be the Billion dollar Party Girl. I have a simple fix to overcome selling-phobia: Stop selling. If you don’t like it, stop forcing yourself to do something that doesn’t quite feel good. Instead, start SERVING. Focus on how your product or service helps people, and the problems you can solve. Women love to help people and solve problems, we’re experts at that.
JB: What advice would you give to women who are ready to launch a business?
LB: I could write a book about this (wink). My advice is to create your vision first, before you start setting goals. Vision inspires you, and people around you, to act. Create goals that will make your vision a reality, breaking it down into 3-5 daily focused habits (also known as activities that make you money). That’s the foundation for your business plan. I’m also a big fan of launching your biz with a live event. Imagine the power (and the PR push) of getting all your ideal clients in one room to share your version of what I call, “My train is leaving the station” speech. All aboard! Network (in person and via social media) your butt off, attend Conferences where your ideal client is hanging out and find a tribe of Visionistas who will give you the support and mentoring you need to succeed.
What a view!
This time-lapse video lets you see the sights on a flight from Tokyo to San Francisco in less than 90 seconds.
Posted July 10 by YouTuber psp747, the video takes the viewer on a journey across the Pacific — from Tokyo’s Narita Airport to San Francisco. The flight, which the Verge notes usually takes about nine and a half hours, is cut down to just 83 seconds. The time-lapse video is made up of more than 3,400 separate images shot on a GoPro camera plugged into a portable iPhone charger, the poster wrote on YouTube.
The shots depict a Boeing 747-400’s journey from takeoff to landing and includes a stunning sunset and sunrise. The video description notes that the planet Venus can be seen around the 0:40 mark.
(Story continues below.)
A map from Tokyo’s Narita Airport to San Francisco International Airport. It’s worth noting that the video does not specify the San Fran airport where the flight landed.
“Nice timelapse,” one YouTube commenter joked. “I guess using electronics during takeoff and landing is not as bad as airlines say.”
“Wow! That transition from dark to light gave me chills. Makes you feel a whole lot smaller, this video,” wrote another.
Check out the video (above) and tweet your thoughts to @HuffPostTravel.
Warning: minor/major spoilers in this blog.
So, I’ve just finished my exams and I have a long, long summer ahead. I have many choices of things to do. Shall I start a project like a band? Go on holiday? Get a summer job? Do some charity work? Or shall I binge watch Pretty Little Liars whilst stuffing my face and looking like a hobo despite having stuff to do? Sounds about right. Though I do have a job and I am going on holiday, I can say that the majority of my summer will include PLL, messy buns and sticky buns. Well actually, I don’t eat sticky buns but close enough. So, all my exams finished and PLL is my version of living the high life, this doesn’t exactly fit the title of this blog. For those who don’t know, I. Marlene King has several jobs; writing my guilty pleasure/obsession, producing the beauty which is now becoming my life and ruining my short existence.
I’ve stated that I watch a few movies but currently I feel the need to binge-watch things. Movies are not doing it for me anymore. I need long continuous series. I made it through The 100 very quickly and it helped me through my exams. My dad called me up far too early on a Monday morning and said a load of stuff I wasn’t listening to and then all I heard were those three words and I knew. I knew that it was next. I knew Pretty Little Liars was a bad idea. I knew it would ruin my life but I still wanted it. So, I’d already previously watched seasons 1-2 fully and the first half of season 3, up until the beautiful Adam Lambert made a guest appearance. I started from that episode and there was no going back.
I had previously been introduced to I. Marlene King. Watching the series before, I could only dream of the horrors that were in store for me now. Nothing could be as horrifying as the turmoil that woman has put me through in almost four seasons of Hell.
After sending one of the characters I identify most with to a mental institution along with breaking up two out of three of my OTPs, I didn’t think I could bare it anymore. That was until she ruined my third and final OTP. There is nothing King can do. She has set the ball rolling. Nothing she has done can be undone now. So, I am exaggerating a little. She undestroyed one OTP but if she honestly undoes all the wrongs done, I’m going to start worrying. Since Tyler Blackburn skipped town, I wondered if there was any possible reason to continue watching. And oh there is. Those blue eyes and stunning good looks… Sasha Pieterse is in the series more and I am loving her hair in season four so far. Though that wasn’t who I was describing… Luke Kleintank has wandered into my life, and Hanna’s, and had us both swooning. I’m sure we’re both wondering where he has been all our lives and maybe even asking Caleb who? So I might not go that far but he could definitely still come back, hey Marlene? Or is that too much to ask…
After far too many deaths and oh so many tears, mainly from me, my current best friend, Marlene, needs to quit acting like a frenemy and start making people happy. Preferably by not killing those I love, *cough* Maya *cough*, or putting people’s mum’s in jail… However, though she is the bane of my life, I’m pretty certain the series would be a little more dull without her…
So I say, thank you I. Marlene King for making me a paranoid mess that resembles a hobo, I do, in fact, appreciate it! Anyway!
All my love,
Anna x
This blog is second in the series “Leading for Success.”
Motivating a team might be compared to creating a sculpture. The artist is able to see beyond the raw material to the potential in the mass, and then carefully carve away extra material to realize a fine piece of art. To extend this analogy into what creates a high performing, motivated team, one must first understand the raw material:
• What is the chemistry of the team? As a unit, do they have the skills to succeed?
• How does the team respond to changes and stress?
• What are the needs of the individual team members for recognition?
• Do team members feel appreciated?
• Does the team feel supported by leadership?
• Is there the opportunity to have fun while working hard?
• Are all team members aligned with the goals of the department and company?
Once you have this “raw material” of information about your team, you can find the balance between meeting the needs of individuals and keeping team goals clear and achievable. I’ve learned over the years that keeping a team motivated involves all the following elements:
1. Make sure the team has clear, achievable goals and knows the linkage between their role and each goal.
2. Look for opportunities to celebrate success and hard work. Take the time to understand how each team member feels recognized — some people like standing out in a group, while others want to be praised more privately. Then reinforce those things that the team and individuals are doing well and make sure that everyone understands how these contribute to collective success.
3. Pause every so often to look for ways to have fun. It can be as simple as having leadership cook breakfast for staff, or creating an opportunity to socialize outside of work hours. It’s often this “down time” where camaraderie is built and allowed to strengthen organically.
4. Create some friendly competition. Teams love to compete for bragging rights or small rewards — beverage or lunch gift cards go a long way in helping individuals feel appreciated and recognized!
5. Lead by example. Expect the team to follow your lead. Keep them informed of impending change and discuss shifting priorities openly.
6. Listen actively. If you’re not getting the results you’re looking for, ask questions and listen to what the team is saying. Everyone loves success, but not everyone wants to be led the same way. Listening to team needs can help you understand how to work with the team in order to reveal success.
Teams can struggle when any of the elements above are missing. Many teams will create a proxy leader within the team if they feel unsupported by leadership. If that person isn’t aligned to the goals and the voice of the organization, it can be destructive to the chemistry and can leave the team frustrated and unfocused.
Instead of allowing this sort of dynamic to take over, invest the time to build individual relationships of trust and support with each member of the team. This is probably the single most important element of high performing teams. Pair this with clear goals and the opportunity to celebrate small successes, both individually and collectively, and it will almost always result in a motivated group.
As you put these elements into practice, you’ll see the personality of the team emerge. Some teams are playful, some are serious, and there are those that really want a strong leader to guide them above all. Now that the team is assembled and motivated, we want to look at setting those success factors and then measuring results. Stay tuned! My next piece will focus on this critical area of performance management.
If you have any questions or would like to further discuss, please don’t hesitate to contact me via email at pamlyra00@gmail.com — happy to continue the conversation.
—
Pam Lyra, Axcient VP of customer satisfaction and operations, has more than 20 years of experience motivating and leading teams.
As a business founder, I’ve spent a lot of time thinking about how to draw the best from my employees while supporting their goals and creating a positive work atmosphere. Every employer hopes to maximize the labor of his or her workforce but, like all aspects of business, it’s harder than it seems at first blush. Here are five keys I’ve discovered for increasing productivity no matter what the size or shape of an organization.
1. Communication is key.
Human beings prefer clarity to ambiguity, which makes clear communication essential in the workplace. Effective communication reduces errors and builds confidence. On the other hand, ineffective communication creates an atmosphere of frustration that can make employees feel unheard, ignored or devalued. Create a feedback system with your employees so that everyone knows where they stand and what is expected.
2. Measure to understand.
The squeaky wheel gets the grease, but the wheel that never squeaks might end up derailing the whole train. In other words, you can’t fix a problem that you don’t know exists. If there are productivity issues, understanding the extent of the issue is key. Productivity can be measured in a variety of ways, but the best way is the one that fits your particular organization’s size, structure and industry.
“Revenue per employee” is one way to measure individual productivity. It is crucial to understand the factors that can drain productivity, such as how much time an employee spends on their cell phone or on the Internet during work hours. These seemingly harmless activities can quickly add up. One way to help keep employees on track is goal-setting. It is important to set realistic targets, giving workers something to aim for without overwhelming them with seemingly impossible demands. While it’s good to aspire to greatness, goals that are too optimistic can turn from inspiring employees to burning them out.
3.The training train never stops.
The Corporate Learning Factbook reports that organizations across the U.S. spent $1,169 per learner, on average, on learning and development (L&D) initiatives in 2013. Though some employers worry that they’ll lose the workers they train, research shows that the more an organization invests in developing talent, the more likely it is to retain employees. According to the ASTD Report “Bridging the Gap,” 41 percent of employees in companies that invest little or nothing in training said they are likely to leave within one year. In contrast, that number dropped to 12 percent for employers who invested significantly in training and development.
It’s important to note here that training must not be looked at merely as a commoditized service. All too often, training tools are procured via the lowest-cost provider with minimal consideration given to which provider would be most effective over the long term. Quality training programs are those that serve the learner by providing relevant content in a format that is easily accessible.
4. Innovation For Competitive Edge.
Innovation is the engine that drives competition and success. It’s not an overstatement to say that if you don’t innovate, your days are numbered. Just ask any local video store. Oh, wait; you can’t. They’ve all gone out of business, out-innovated by a company called Netflix. Maybe you’ve heard of it?
Netflix continues to innovate, offering streaming-only plans that replace its initial revolutionary movies-by-mail model and are available via just about any device with a screen. How does the company stay on top? Productivity is what enables a consistent level of competitive edge. A continuous drive towards innovation in solutions, services and in business processes increases efficiency. Management must develop processes, training, measurements and incentives that support continuous innovation across the workforce. Reach out to employees for ideas on how to drive new efficiencies.
5. Appropriate Rewards.
Financial rewards are great — for some people. But not everyone is motivated by cash. Fortunately, there are a multitude of options for nonmonetary rewards that increase excitement, loyalty and motivation. Some employees will be thrilled with public recognition within a team or across the whole organization, while this level of attention might embarrass others. Some works will appreciate new learning opportunities, while others might feel burdened instead. The best approach to reward excellent work and encourage productivity is to ask employees what motivates them and makes them feel valued.
Productivity is a complex puzzle of factors, yet it’s a puzzle that must be solved if organizations hope to stay ahead of the market and their competition. Employers must explore broad changes in their processes and culture to improve the overall productivity of their workforce. These changes don’t have to be expensive, and they don’t have to be implemented all at once. Because your organization is unlike any other, it’s important to create a culture of productivity specific to your business goals and employee mix. Measure employee productivity, provide needed training, communicate goals effectively and encourage innovation and reward workers according to what is meaningful to them. Test these elements in teams or departments to determine their effectiveness and make any needed adjustments before taking them company-wide. Success doesn’t happen by accident; an organization focused on productivity is sure to meet or exceed its goals.
College Board President and CEO David Coleman and “Bloomberg EDU” Host and Executive Producer Jane Stoddard Williams at the 2014 Aspen Ideas Festival.
When it comes to the state of student testing in the US, College Board President and CEO David Coleman said, “We are building an iron wall of inequality today into the next century.” At the 2014 Aspen Ideas Festival, Coleman, whose organization develops and administers standardized tests, such as the SAT, PSAT, and Advanced Placement exams, is also the architect of the hotly debated Common Core. He discussed testing students as a measure of college preparedness, the issues of inequality and discrimination in the classroom, and the state of the US public education system.
Read below for highlights from Coleman’s conversation with “Bloomberg EDU” Host and Executive Producer Jane Stoddard Williams.
‘It May Not be Our Fault, But it is Our Problem’
In the clip above, Coleman explains how he’s addressing criticisms that high-priced college test prep courses lead to unfair test results for those who cannot afford it. “People who defend assessment always like to say it finds diamonds in the rough, but guess what, it doesn’t alone,” he said.
A Bigger Discriminator than Testing
“When we worry, perhaps rightly, that assessment can discriminate, let’s remember that there’s another thing that we know … that can discriminate more, which is adults,” he said. In the clip above, Coleman describes an example of what happened when one school district stopped relying on teacher recommendations for determining which students would take Advanced Placement (AP) courses and exams, and instead relied on high PSAT data.
Watch the full conversation here.
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