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Posts Tagged: Tunyalee Martin
Make our websites and information more accessible
People often use websites as their first step when researching something new and learning ways to improve their lives. By making websites and extension materials accessible, we help make this information available to more people – including people with visual, hearing, physical and cognitive impairments.
Consciously designing for accessibility has benefits beyond the people who use assistive technology. It makes websites simpler to navigate and information easier to understand for everyone.
As you know, ANR is transitioning its website to become an even better resource for our participants, partners and the general public. Making the new website and its information accessible will require everyone to pitch in, but it'll be worth it because we'll be demonstrating our commitment to making a positive difference for all Californians.
The DEI Alliance Learning Committee suggests watching this video to learn more about making websites accessible: https://youtu.be/o2vDmDGlRz8.
Learning and Development opportunities
Join us on June 21 at noon for our next WebANR Café Thursday: “How Your Work Builds ANR's Public Value” (or, how we impact California).
Learn about the public value movement and how it is being embraced by Extension and research, become familiar with the UC ANR public-value statement development process, and explore practical uses for public value statements.
Speakers include
- Nancy Franz, Professor Emeritus, Iowa State
- Wendy Powers, Associate Vice President ANR
- Mark Bell, Vice Provost Strategic Initiatives and Statewide Programs
- Katherine Webb-Martinez, Associate Director Program Planning & Evaluation
For more background on ANR public values, see ANR Public Value Statements.
Join us at:
- https://ucanr.zoom.us/j/963167636
- (646) 558-8656 or + (669) 900-6833
- Webinar ID: 963 167 636
- WebANRs will be recorded and archived at WebANR Café Thursday.
It's employee appraisal feedback season. What if an 18-minute learning module could steer you into successful feedback sessions and help you navigate through negative reactions?
Is it worth your time?
CEB Now Garter has an excellent module called Dealing with Negative Reactions to Performance Feedback. It provides two scenarios, one to avoid and one to employ. If you have not taken advantage of CEB Now Gartner, you can register for free. ANR pays for an annual subscription for all ANR employees.
This module will help managers:
- Understand the types of reactions to feedback they may encounter
- Recognize that avoiding conflict is not the solution
- Prepare themselves to handle possible negative reactions effectively
For more information on registering, just go to the Welcome page and start using this great resource!
MSAP mobilizes ANR people managers into professional development and helps MSAP assessors catch trout
For four days, ANR supervisors Christine Davidson, EFNEP program supervisor in Riverside and San Bernardino counties; Shirley Salado, EFNEP community education supervisor in San Diego County; and Emma Sandoval, UC CalFresh program supervisor in Riverside County; shared an amazing experience at a systemwide program for UC people managers at the gorgeous retreat grounds of the UCLA Lake Arrowhead Conference Center. The goal of the Management Assessment Skills Program (MSAP) is to address skill gaps and grow competencies that will prepare employees for future leadership roles in their workplaces and within the UC system.
shared an amazing experience at a systemwide program for UC people managers at the gorgeous retreat grounds of the UCLA Lake Arrowhead Conference Center. The goal of the Management Assessment Skills Program (MSAP) is to address skill gaps and grow competencies that will prepare employees for future leadership roles in their workplaces and within the UC system.
During the April 2018 training, Salado, Sandoval and Davidson participated in simulated UC management scenarios, received behavioral feedback from trained assessors, attended career development workshop and connected with colleagues from throughout the UC system. Before arriving at Lake Arrowhead, they participated in pre-assessment components and will be involved post-program activities to continue their professional development.
“Being a people manager is not easy and that is why it is important for supervisors to participate in evaluation,” Shirley remarked of her experience. “MSAP provided me with that evaluation. It assessed my people manager skills, highlighting my strengths and identifying areas in which I could grow. Working through the MSAP process, I found I could stretch myself because I care about my work, staff and the entire UC system. The way I will do that is by setting goals through my continued professional development as a people manager.”
Emma emphasized the value of objective feedback: “My experience at MSAP was great; it helped me be aware of the way I supervise my team. I recommend the training because it supplied me with objective feedback about my performance from a professional, which was spot on. Since I am a new supervisor, my goal is to work on leadership with my employees. This assessment program has helped me be more self-aware and given me the tools to identify areas for improvement, so I can reach my goals.”
Christine echoed the others, saying, “MSAP was a great experience. The program gave me an opportunity to really focus on my personal development as a supervisor. It was very encouraging to highlight my strengths and be given tools and small goals to improve weaknesses.”
A big THANK YOU is in order to Tunyalee Martin, associate director for UC IPM Communications, for serving as an assessor at the April MSAP.
“My second experience as a MSAP assessor was even better than my first wonderful experience,” Martin said. “The assessees I worked with are amazingly talented and truly dedicated to their teams. They were there to learn about themselves and practice their communication and team-building skills in a safe environment. My assessees were kind enough to open up to me so that we were able to have in-depth discussions about the action plan they'd implement when they returned to their jobs. I commend my assessor partner, the assessees, and the MSAP trainers and coordinators for a job well done.”
The next MSAP will be held Oct. 8-11. Contact Jodi Azulai at jlazulai@ucanr.edu if you have any questions about being an assessee or assessor.
Each week presents a new opportunity for you and your team to learn the skills necessary to take on your next big ANR challenge. Lynda.com provides the help to make that happen.
Each week, Lynda adds to a 12,000+ course library. Below are new courses covering everything from IT networking to Microsoft Excel to how to make a career change.
These new courses are now available on LinkedIn Learning:
Giving and Receiving Feedback
Time Management
Managing Your Calendar for Peak Productivity
Business Software
Excel: Statistical Process Control with Curt Frye
Microsoft Teams Essential Training with Nick Brazzi
Microsoft Teams Tips and Tricks with Nick Brazzi
Career Development
Making a Career Change with Stacey Gordon
Customer Service
Customer Service: Handling Abusive Customers with David Brownlee
Education and Instructional Design
Photoshop for Teaching and Learning with Chris Mattia
Leadership and Management
Delegating Tasks with Dorie Clark
Presentations
PowerPoint: Designing Better Slides with Heather Ackman
Marketing
Learning Web Analytics with Matt Bailey
Social Media Marketing: Social CRM with Megan Adams
CAD (AEC)
AutoCAD Civil 3D Essential Training with Josh Modglin
Graphic Design
Design Thinking: Data Intelligence with Randall Elliott
InDesign CC 2018 New Features with Anne-Marie Concepción
Video
Online Video Content Strategy with Roberto Blake
Video Script Writing with Rick Allen Lippert
Back-end Web Development
Advanced SQL for Data Scientists
Machine Learning & AI Foundations: Recommendations
Data Science
R Programming in Data Science: Set up and Start
Apply for UC Management Skills Assessment Program
Staff and academic people managers, are you ready for a leap in your management development? If yes, we encourage you to apply to the Management Skills Assessment Program (MSAP) by Wednesday, Jan. 18.
This program is designed to assess the management skills of high potential, early career supervisors and managers for future leadership opportunities at the University of California. The next MSAP will be April 17-20, 2017, at the UCLA Conference Center in Lake Arrowhead.
Two seats for the spring 2017 MSAP program are available for UC ANR employees.
Eligibility requirements include
- Full-time career status with a current, satisfactory (or better) performance evaluation
- Career Tracks job classification as a supervisor or manager
Participants will be selected based on an evaluation of the applicant's career goals in management, level of skills essential for performing management functions, and demonstrated career path and/or strong commitment to management skill development. The supervisor of the applicant is also required to complete a supporting statement as part of the application process and commit to participate in the required post-program activities.
The cost for the program is $1,095 (including all program materials and room and board for three days and two nights). This does not include transportation or other related travel costs. ANR will cover the cost of the program (including eligible travel expenses) for the successful applicants.
Participants can expect a demanding program of activities from 8 a.m. until 8 p.m. each day, with no time in between to check email or attend to work responsibilities. Assessees also eat with other assessees and share small condos.
Application instructions and further information about the program are at http://msap.ucr.edu/. For affiliation, chooseUC ANR in the application. A UC ANR committee will review all applications and make the final selection. Completed applications must be submitted online at http://msap.ucr.edu by Wednesday, Jan. 18, 2017. Supervisors also must complete a required section in the submission for application consideration.
For more information, contact Jodi Azulai, ANR learning and development coordinator, at jlazulai@ucanr.edu.
Comments from MSAP participants
Nutrition Education Program Manager, UCCE Sacramento
MSAP brought to awareness things right under the surface that I could not pinpoint. I received confirmation on things I already knew about myself and areas I was grappling and how to hone in on these areas to make modifications to get a better response. I found MSAP to be a unique experience that brings together its people and talents while creating a space for deeper reflection, awareness and collective synergy. I was reminded just how vast and wide our spectrum of experience and knowledge truly is. It was a wonderful experience.
County Director, UCCE Alameda
MSAP helped me with goal setting, prioritizing, communication skills and gradually increasing efficiency. It also provided a greater context of the Country Director's role from a leadership perspective in team building.
MSAP cannot take place without Assessors. A big THANK YOU to Tunyalee Martin, associate director for UC IPM Communications, who said:
Middle managers can become MSAP assessors
Assessors learn to observe and provide constructive feedback. They benefit in multiple ways:
- Receive intensive practice using a feedback method that promotes effective interaction with employees and sound management
- Contribute to the retention, growth, and development of University employees
- Expanded contact and collaboration with other University managers committed to professional excellence
- Develop greater self-awareness themselves
- Expand their own professional networks across UC beyond their individual location
- Learn better management practices from assessor training and from new colleague
Help UC ANR serve this systemwide initiative for upward mobility in the UC system. Academics may add the assessor service to their merit and promotion package. For information on how to become an assessor, contact Jodi Azulai at jlazulai@ucanr.edu.
