CAMPUSPEAK http://www.campuspeak.com Fri, 26 May 2017 19:15:28 +0000 en-US hourly 1 https://wordpress.org/?v=4.6.6 99955535 CAMPUSPEAK Adds Nine New Keynote Speakers to its Roster for 2017 http://www.campuspeak.com/newspeakers2017/ Wed, 24 May 2017 19:11:35 +0000 http://www.campuspeak.com/?p=24766 FOR IMMEDIATE RELEASE   Jessica Goodbred-Warren Director of Marketing & Communications p: (844) 745-8570 e: jessica@campuspeak.com   CAMPUSPEAK Adds Nine New Keynote Speakers to its Roster in 2017   May 24, 2017, Orlando, FL – CAMPUSPEAK announced today the addition of nine new keynote speakers to its roster for 2017. CAMPUSPEAK  provides transformative learning experiences to […]

The post CAMPUSPEAK Adds Nine New Keynote Speakers to its Roster for 2017 appeared first on CAMPUSPEAK.

]]>
FOR IMMEDIATE RELEASE

 

Jessica Goodbred-Warren
Director of Marketing & Communications
p: (844) 745-8570
e: jessica@campuspeak.com

 

CAMPUSPEAK Adds Nine New Keynote Speakers to its Roster in 2017

 

May 24, 2017, Orlando, FL – CAMPUSPEAK announced today the addition of nine new keynote speakers to its roster for 2017.

CAMPUSPEAK  provides transformative learning experiences to educate and inspire college students and the professionals who work with them. With nearly 50 keynote speakers covering essential topics facing Higher Education today, we impact over 100,000 students each year. Nine new speakers will be welcomed onto our TEAM this coming June who will continue CAMPUSPEAK’s tradition as the most trusted partner in Higher Education since 1999.

“On behalf of the entire CAMPUSPEAK TEAM, we are excited to welcome the nine new speakers to the roster.  It is an incredibly exciting time for CAMPUSPEAK, and the new speaker class will provide cutting edge expertise to our already dynamic speaker roster. I am excited for our speakers to influence, impact and connect with students across the country” said Monica McGee, Chief Operating Officer at CAMPUSPEAK.

The nine new speakers CAMPUSPEAK will be welcoming to the roster include:

Darryl Bellamy – Fearless Leadership

Dan Faill – Failing Forward, Authenticity, Greek Life, Sexual Violence Prevention

Ethan Fisher – Alcohol, Drugs, DUI, Determination and Persistence

Saul Flores – Latino-American Issues, Undocumented Americans, Social Justice, Servant Leadership

Adam Giery – Hazing, Student Involvement

Camille Nelson – Creativity, Change Management

Leslie Nwoke – Emotional Intelligence

Josh Rivedal – Mental Health, Suicide Prevention

Rodney Walker – Overcoming Adversity, Resilience

“Joining the CAMPUSPEAK team is an exciting opportunity,” says our new mental health keynote speaker Josh Rivedal. “I’m ready to work together to educate, entertain, and engage even more college students on mental health and suicide prevention.”

The CAMPUSPEAK website will be adding its new speakers throughout the summer and will be updated completely by the end of July 2017.

About CAMPUSPEAK

Since 1999, CAMPUSPEAK has provided transformative learning experiences through its keynote speakers, interactive workshops, consulting, online education, and custom programs. Partnering with campuses and higher education organizations across the country, CAMPUSPEAK offers programming to educate and inspire students for success in their college years and beyond. Learn more at campuspeak.com.

The post CAMPUSPEAK Adds Nine New Keynote Speakers to its Roster for 2017 appeared first on CAMPUSPEAK.

]]>
24766
CAMPUSPEAK Adds 21 New Facilitators to its Roster in 2017 http://www.campuspeak.com/facilitators2017/ Fri, 19 May 2017 16:17:56 +0000 http://www.campuspeak.com/?p=24733 FOR IMMEDIATE RELEASE   Jessica Goodbred-Warren Director of Marketing & Communications p: (844) 745-8570 e: jessica@campuspeak.com   CAMPUSPEAK Adds 21 New Facilitators to its Roster in 2017   May 19, 2017, Orlando, FL – CAMPUSPEAK announced today the addition of 21 new facilitators to its roster, focused on leading the company’s Interactive Workshops. CAMPUSPEAK offers […]

The post CAMPUSPEAK Adds 21 New Facilitators to its Roster in 2017 appeared first on CAMPUSPEAK.

]]>
FOR IMMEDIATE RELEASE

 

Jessica Goodbred-Warren
Director of Marketing & Communications
p: (844) 745-8570
e: jessica@campuspeak.com

 

CAMPUSPEAK Adds 21 New Facilitators to its Roster in 2017

 

May 19, 2017, Orlando, FL – CAMPUSPEAK announced today the addition of 21 new facilitators to its roster, focused on leading the company’s Interactive Workshops.

CAMPUSPEAK offers 11 Interactive Workshops that encourage students to interact and take an active role in their own learning experience. These workshops are led now by a team of 41 highly skilled and qualified Higher Ed professionals. The CAMPUSPEAK Interactive Workshops cover topics such as exploring leadership values, igniting student passion, council and organizational development, and exploring social justice and diversity, just to name a few. CAMPUSPEAK has three lead facilitators, Angel Garcia, Austin Arias, and Victoria Lopez-Herrera, who are responsible for providing training and development to all facilitators, both old and new at this year’s company get together event called HUDDLE, in June in San Juan, Puerto Rico.

“Angel, Victoria and I are so excited to welcome these new team members to the Interactive Workshops Division and join our dynamic group of returning facilitators,” Austin Arias said. “We offer the best facilitators from around the country because we carefully choose experts that will make the most positive impacts on students and their campus communities.”

 

The names of the new facilitators are: Keith Becklin, Bre Berris, Brittany Bowles, Nate Burke, Dennis Campbell Jr., Alexandra Federico, Patrick Fredricks, Amanda Horvat, Kristen Kardas, Lynsy Karrick-Wikel, Lauren Krznarich, Rafael Matos, Erika Michalski, Tony Miller Jr., Jameson Root, Michael Steele, Shane Taylor, Curtis Taylor, Rolando Torres, Kristen Vega, and Julie Wagner.

 

 

About CAMPUSPEAK

Since 1999, CAMPUSPEAK has provided transformative learning experiences through its keynote speakers, interactive workshops, consulting, online education, and custom programs. Partnering with campuses and higher education organizations across the country, CAMPUSPEAK offers programming to educate and inspire students for success in their college years and beyond. Learn more at campuspeak.com.

 

The post CAMPUSPEAK Adds 21 New Facilitators to its Roster in 2017 appeared first on CAMPUSPEAK.

]]>
24733
The Secret the Universe Wants You to Know http://www.campuspeak.com/universe/ Tue, 16 May 2017 14:14:22 +0000 http://www.campuspeak.com/?p=24663 Want to know how to create the best life you can live?  Sure, you do. We all do. Let me fill you in on a little secret that the universe and life are working diligently to show us all the time. There is a way to get whatever we want in life, to achieve the […]

The post The Secret the Universe Wants You to Know appeared first on CAMPUSPEAK.

]]>
Parvati Shallow

Want to know how to create the best life you can live?

 Sure, you do. We all do.

Let me fill you in on a little secret that the universe and life are working diligently to show us all the time. There is a way to get whatever we want in life, to achieve the life we are meant to live.

In order to succeed at reaching our innate potential, however, we must make a choice. It takes real guts, and it’s totally up to us. We should choose to hear the voice within us, and then we have to vow to follow that voice to the ends of the earth, no matter what insanity, uncertainty or doubt it may lead us through.

When was the last time you asked yourself, “What am I here for?”

Do you already know your mission? Or, are you— like most of us— pretty clueless.

Wherever you may fall on the spectrum, it’s all good. The great news is that we have the capacity to create our lives anew with the choices we make each day.

Oh, I promised to tell you the secret. I bet you’re still waiting for that, huh?

Ok, here’s the juicy insider scoop— only two emotions exist, and they serve as the foundation of everything. Those two emotions are love and fear.

When we do what our heart tells us to do with love, we always win. Even when it hurts, and it’s confusing. Even when we don’t understand why painful things are happening, we must choose to commit to moving through it. Never quit. We are stronger and more resilient than we can even imagine. And, when we continue to follow the voice of love, miracles show up to support us along the way. Love always expands us. It leads us closer and closer to our greatest joy and our most fulfilled lives.

When you hear that voice within that says, “No that’s impossible. Stay small and stay safe,” recognize it for what it is. That’s the voice of the ego, the voice of fear that says, “Don’t take a risk, you may fail. And, then you’ll be embarrassed, and no one will sit with you at lunch.”

Follow the voice of fear to your own peril. We all know people who trap themselves inside of their own self-made prisons of fear inspired safety. We know when people are following fear. It shrinks them. And, we also know when someone is in love with their life. It seeps out of their skin. We are far too sensitive not to feel the difference.

 So, who do you most enjoy being around? Who inspires you? Who lifts you up and makes you feel like anything is possible?

 Now, ask yourself, who am I being?

 And, who do I want to be?

 Now, be that, love. Go. Be that.

Learn more about speaker Parvati Shallow: campuspeak.com/shallow.

The post The Secret the Universe Wants You to Know appeared first on CAMPUSPEAK.

]]>
24663
Why The Best Students Seek Out Good Friction http://www.campuspeak.com/friction/ Tue, 02 May 2017 17:05:18 +0000 http://www.campuspeak.com/?p=24543 If you’re striving to make progress on anything meaningful in your life, what you need most is something we all tend to avoid. Good friction.  What is good friction, exactly? It’s another way to describe getting real, constructive feedback that asks the tough questions, helps us find our footing so we can get traction, and pushes […]

The post Why The Best Students Seek Out Good Friction appeared first on CAMPUSPEAK.

]]>
Antonio Neves

If you’re striving to make progress on anything meaningful in your life, what you need most is something we all tend to avoid. Good friction. 

What is good friction, exactly? It’s another way to describe getting real, constructive feedback that asks the tough questions, helps us find our footing so we can get traction, and pushes us to be a little better in our work and everyday lives.

The rub is that even for the most confident among us, finding and dealing with good friction can be challenging. How do you get pushed just hard enough outside your comfort zone without being knocked flat on your back from fear of failure?

Think of the last time someone gave you feedback, solicited or not, on something you worked hard on or care about deeply. Whether the feedback came from a professor, advisor or from a long-trusted friend, if you’re like most of us, chances are, you first heard the feedback as criticism. Maybe you even got defensive and thought, “What do they know anyway? … Idiot.”

If that sounds familiar, don’t be too hard on yourself. This response is perfectly normal. Sharing our work with others — whether it be a blog post, a class project we busted our butt on, that piece of jewelry you made at your kitchen table, or that screenplay you’ve been toiling away at for years — is inherently vulnerable. Even if we know the feedback will help us, all that ‘red ink’ on our work can be hard to digest sometimes.

But getting real, tough feedback doesn’t have to cut like a knife. How can you learn to be, well, more open to learning? Because what we miss when we get defensive to feedback is an opportunity to learn, get curious, and improve work that’s important and meaningful to you.

Next time you find yourself getting constructive criticism, remind yourself of these important lessons:

  1. Getting feedback is the opportunity is to ask ourselves:

How will this good friction make my project better and push me farther than I’ve ever gotten before?

The simple act of asking this question opens us up to true growth and development, even if what we hear isn’t always easy to digest.

  1. The best don’t avoid good friction. Instead, they seek it out.

If you have the opportunity to get constructive criticism from a trusted source, say “yes.”

  1. Growth comes from friction.

You want to build stronger muscles? Lifting heavy weights actually causes microscopic tears to your muscles. As your body rebuilds the muscles, they grow back bigger and stronger.

Want to start a fire without a match or lighter? You vigorously rub two sticks together until there’s a spark.

Your car is stuck in the snow with the tires spinning? Put sand or salt under the tire to cause enough friction to propel yourself forward.

Remember, diamonds were formed from the friction of millions of years of pressure.

 

In all that you do, I encourage you to seek more, not less, good friction.

 

Create a good friction mechanism for all the projects that matter most to you. Identify peers and allies in your network who have the expertise and/or experience in your area. Then ask them for their feedback on your latest work — and be open to repaying the favor. Because the better you are at providing good friction, the more open you’ll be to receiving it, too.

 

Remember:

– Good friction is your friend. It makes you feel uncomfortable because you’re growing.

– You get to choose if you’re going to accept or dismiss the good friction that you receive, whether it’s solicited or not.

– You get to choose who provides you with good friction.

And last but not least: Big breakthroughs can only happen when we stop cloistering the projects that matter to us most and open them up to good friction.

 

Learn more about speaker Antonio Neves at campuspeak.com/neves.

The post Why The Best Students Seek Out Good Friction appeared first on CAMPUSPEAK.

]]>
24543
How Women Will End Hazing http://www.campuspeak.com/womenendhazing/ Tue, 18 Apr 2017 18:59:35 +0000 http://www.campuspeak.com/?p=24454 [This article is based on content contributed by the author for publication in the upcoming book – Fall 2018 – by Hank Nuwer titled Destroying Young Lives: Hazing in Schools and the Military.] “The world will be saved by the western woman.” When the Dalai Lama, who called himself a feminist, made this statement at […]

The post How Women Will End Hazing appeared first on CAMPUSPEAK.

]]>
Tracy Maxwell

[This article is based on content contributed by the author for publication in the upcoming book – Fall 2018 – by Hank Nuwer titled Destroying Young Lives: Hazing in Schools and the Military.]

“The world will be saved by the western woman.” When the Dalai Lama, who called himself a feminist, made this statement at the Vancouver Peace Summit in 2009, he may not have known what a sensation it would make. But a great deal of research of late has also proven the truth of his statement and reinforced what many campus professionals have believed for years. Namely, that women and feminine leadership styles are capable of fostering tremendous progress on some of our most intractable problems. As a speaker, prevention advocate, non-profit founder and frequent media expert over the past decade on the topic of hazing, I couldn’t agree more.

In my 25 years working in and around higher education, I have often repeated to students what I was taught – that sorority women at the local level could change the face of a fraternity/sorority community by standing up for their values, refusing to participate in events or activities that were mean-spirited, dangerous or demeaning to women, and by exercising their leadership. Time and again, this has been proven by undergraduate women on campuses across North America. When women exercise their unique leadership approach utilizing long-term and global perspectives, nurturing, empathy, conversational turn-taking, credit distribution, inquiry and networked thinking, according to Janet Crawford who created a workshop for companies called The Surprising Neuroscience of Gender Inequity (Hwang, 2014), lasting change is possible, even probable.

An MIT study proved that “women are capable of initiating innovative processes in situations of difficulty and stress.” Further, at the individual level “women are more flexible and better equipped to manage change, are better multi-taskers, are solidarity and community minded, more networked than hierarchical, and an important source of creative and imaginative ways of adapting to changing circumstances . . . ways that don’t always follow rules accepted at the social level (Leonardo, 1994).”

The Anti-Hazing Movement

Formal opposition to hazing has been around for approximately 100 years – when the first statements and policies were put into place by various organizations – however, the practice spread and dozens of people have been killed (almost all men) by hazing despite rules, regulations and more recent legislation. Early leaders in the anti-hazing movement were all men, and research on the problem has focused largely on males as the main perpetrators. Initial approaches involved documenting (through books and video) the consequences of hazing (frequently focusing on the more egregious behaviors), and utilizing masculine-style scare tactics, essentially highlighting legal ramifications and taking a risk management approach.

Many in the more recent movement toward prevention (rather than focusing solely on passing laws, instituting policies and enforcement, which are response-oriented and represent the more masculine style of the past) are women, including researchers, speakers, and curriculum creators. There are also some prominent men at the forefront of the modern movement who have employed a mostly transformational approach including promoting strongly collaborative prevention practices, focus on moral development, emphasis on human dignity, and organizational culture change as effective strategies.

What Women Can Do

Primarily, women can do what they are naturally inclined to do anyway: allow their values to be their guide without conforming to social pressure to look the other way or go along with outdated and harmful traditions. Female students need encouragement and inspiration to do what is already instinctual for them. They require little more than an initial suggestion and ongoing support in moving from bystanders to active change agents in a campus setting.

What gets in the way of success on this issue is often denial of the problem. Campuses and organizations will frequently overlook hazing because of its extreme secrecy, or lack a formal complaint because they aren’t sure what to do about it outside of disciplinary procedure when it is often too late, and people have already been harmed. Prevention is a lengthy process with a number of steps involved, and without the institutional will to tackle it (which often comes only after a very messy, very public problem being splashed across the media), professionals often feel stuck.

Stacy and Jackie were both called to address hazing in their communities. In Jackie’s case, she didn’t hold a formal leadership position at the time that she began important conversations about hazing in her community. Stacy, on the other hand, did have a prominent role when she took steps toward changing a culture. Though the settings and their prominence in their respective communities were vastly different, the two women took a similar approach, invoking values and creativity to challenge the status quo.

Jackie was an undergraduate sorority woman who refused to participate in hazing of the new members of the fraternity system on her campus. Her initial stance was prompted by her advisor, who encouraged her to take a stand as a senior member of the fraternity/sorority community. She didn’t stop with not participating herself but encouraged other sorority women not to as well. Some initial push-back from the community prompted her to begin blogging about her viewpoint, and she invited questions and discussion from other community members to open up a dialogue that truly made an impact.

Stacy, an alumna sorority member, utilized her education and training as a Greek to make some changes to traditions at a summer camp that she directed. She was supported by her camp administrator to make hazing a black and white issue with no remaining gray areas. She began by asking current staff members to make a list of camp traditions. Then she requested they identify how each tradition supported one of the four overarching program goals. Anything that didn’t foster one of those goals was eliminated from camp. Initially, there was pushback from staff about beloved traditions that were being let go, but sticking to the program values was the key to eventual success. An unexpected positive impact of this process was the impact on new staff members. They appreciated the opportunity to create new traditions and felt as though they were adding value to the camp.

The key to success in allowing the feminine leadership style to prosper is providing challenge and support to female leaders to do what they are naturally suited for already.

References

Hwang, W. Victor, Are Feminine Leadership Traits The Future Of Business? Forbes, August 30, 2014.

Leonardo, Elenora Barbieri Masini, The Creative Role of Women in a Changing World, MIT Press, vol 27, No. 1, 1994, pp. 51-56.

Tracy’s programs share stories as examples and provide tools for creating conversations that lead to positive change. She is introducing a new program just for women this fall to encourage, inspire and empower them to engage their unique skills and talents for leading on the issue of hazing.

The post How Women Will End Hazing appeared first on CAMPUSPEAK.

]]>
24454
Listen Up! http://www.campuspeak.com/listenup/ Tue, 18 Apr 2017 18:30:28 +0000 http://www.campuspeak.com/?p=24448 When was the last time you really listened to someone? I mean really, truly listened—with no phone in your hand, no earbud in one ear, no inner monologue? Chances are it’s been a while. Listening is an incredibly powerful skill—and an even more powerful tool. By truly listening to someone, you’re ensuring their voice is […]

The post Listen Up! appeared first on CAMPUSPEAK.

]]>
Kristen Hadeed

When was the last time you really listened to someone?

I mean really, truly listened—with no phone in your hand, no earbud in one ear, no inner monologue?

Chances are it’s been a while.

Listening is an incredibly powerful skill—and an even more powerful tool. By truly listening to someone, you’re ensuring their voice is heard, which sounds obvious, but it’s empowering. We’re often so caught up with wanting to chime in and relate everyone’s stories and problems to our own ideas and struggles that conversations become one person waiting for the other to stop talking so they can share what’s on their mind. And sometimes, when a friend comes to us and says, “I’m having such a bad day. You won’t believe what happened!” it’s tempting to immediately start offering advice and trying to help. But that’s not always what people need. Sometimes, they just need someone to listen to them.

It’s just as important to give your friends space to talk as it is the people in your organization.

At my company, our leadership team started doing what we call “check-ins” with our team members. The point of a check-in is first to get to know our team members better and for them to get to know us. But it’s also just to listen. We ask them questions about their lives, their families, their dreams, and then we sit back and let them talk. We hear amazing stories about their family members, their childhoods and their goals that we would’ve never heard otherwise.

We also ask them about their jobs and what they think could be better. Just by listening—not offering excuses, solutions, suggestions or advice in the moment, unless we’re asked for it—we learn about problems we didn’t even realize were problems or great things we’ve been doing that we can do more of. Then, we use what we hear to fix the problems and improve on the things we know we’re already doing well. The result? We make our team members’ jobs—and lives—better and our company stronger.

Listening is also the main component of our hiring interviews. We did away with all the standard questions, like, “What would you say are your biggest strengths and weaknesses?” and “What’s your biggest accomplishment and why?” and even the not-so-serious, “What’s your spirit animal?” Those questions didn’t help us get to know our applicants; they led us to answers we wanted to here.

So now, we ask just one question: “What’s your story?” Asking something so open-ended allows people to talk about what they think is most important, which tells us what we need to know about them to make the best hiring decision. We ask follow-up questions, of course, and sometimes we rely on the old standbys if the conversation stalls, but usually, the only other question we need to ask is, “Could you tell me more about that?”

Never underestimate the power of an open-ended question and a willing ear. The next time you want to get to know someone better, figure out if they’re the right fit for your organization or if they have ideas that could really help, listen. Put away your phone, make eye contact with them and just let them talk. You’ll be amazed by what you learn!

To learn more about Kristen Hadeed visit campuspeak.com/hadeed.

The post Listen Up! appeared first on CAMPUSPEAK.

]]>
24448
Headbands of Hope: Celebrating Five Years with Five Important Lessons http://www.campuspeak.com/hohanniversary/ Tue, 18 Apr 2017 16:37:33 +0000 http://www.campuspeak.com/?p=24431 April 25th will be the five year anniversary of my college startup, Headbands of Hope. For every headband sold, one is given to a child with cancer. I was inspired to start Headbands of Hope after an internship with a wish-granting organization. I discovered kids losing their hair to chemotherapy and wanting to wear headbands […]

The post Headbands of Hope: Celebrating Five Years with Five Important Lessons appeared first on CAMPUSPEAK.

]]>
Jess Ekstrom

April 25th will be the five year anniversary of my college startup, Headbands of Hope. For every headband sold, one is given to a child with cancer.

I was inspired to start Headbands of Hope after an internship with a wish-granting organization. I discovered kids losing their hair to chemotherapy and wanting to wear headbands instead of wigs or hats.

To date, Headbands of Hope has been featured on Good Morning America (we’ll be on again in May!), Vanity Fair, The TODAY Show, Seventeen Magazine (three times), Cosmopolitan and worn by countless celebrities. But the biggest milestone I’m most proud of donating over 100k headbands to every children’s hospital in America and six countries.

Jess Ekstrom

Sometimes when you have a business or goals in life, you’re always looking forward, and it’s hard to realize how far you’ve come. Now five years later, I look back to my junior year in college when I founded the company, and I realize I’ve learned so much. I continue to learn every day (usually by making mistakes…but we’ll get to that later) but here are five key things I’ve learned the past five years since the start of Headbands of Hope…

1) Use your resources

I started Headbands of Hope with a small account of funds I had saved up from my Disney World internship the year before. I never sought out investors or thought about the funding I didn’t have, I looked at what was on the table for me right then and there. Beyond money, the biggest resource I had was being a college student. As a communications major, I knew very little about entrepreneurship (it took me forever even to learn how to spell it!). So in between classes, I set up meetings and appointments with students and professors at the business school to share my idea and get their input. I started to tap every department I felt could help me: design school, textiles school, marketing department and the list goes on. Little by little, Headbands of Hope evolved into a strong startup because I used all the different areas of expertise my college had to offer.

It’s easy to have an idea and think about what you need. You can always come up with a list of things you wish you had, but you’d be wasting your time. Instead, identify what’s right in front of you and start there. You’d be surprised what you can accomplish when you’re resourceful.

2) Take care of your people

I used to think great entrepreneurs and business owners were supposed to be really smart and hardworking and that’s what makes them successful. That could still be true, but there’s a key element that is even more important than hard work and brains: your team. Headbands of Hope would not be what it is today without the people around it. I find the most important element of my job is making sure my team has everything they need to do the best job they can, and also ensure that they feel valued and important (because they are).

Steve Jobs most likely didn’t come up with the iPod, but he built a team of people who believe in innovation and were trained to think outside the box. I’ve learned that being a leader isn’t being the smartest or having the best ideas; it’s creating a team that cultivates innovative ideas and passionate work.

3) Show up

When I look back on turning points in Headbands of Hope, I can usually pinpoint it to a time where I chose to just show up. It may sound silly or simple, but opportunities won’t happen to you if you’re not there for them. It’s easy to stay at home and work from your computer, but that’s not where life happens. I used to weigh opportunities by who else is going to be there, what can I get out of it, what’s the expense, etc. Now I try to not look at things so transactionally and just understand that any time I have the opportunity to meet new people and learn from them, it’s worth getting up and going to.

One time I was asked to speak last minute at a conference in Raleigh. I was busy that day but decided to show up to give a quick talk and then get back to work. It turns out the other speaker was Jeff Hoffman, the co-founder of Priceline.com. We hit it off, and now he serves on my board of advisors, and we talk regularly. He’s been an amazing mentor and wonderful friend to have in my life.

Don’t have an agenda or a list of people you want to meet, just come as yourself and be open to opportunity. You never know what will happen.

4) When you fall, make it a part of your dance

I’m sure you can visualize what I’m referring to. When you slip up, just weave it into your story. Failures don’t have to be a red light or a brick wall in front of you, consider them a pivot or an extra step.

I’ve found that people who have perfect track records usually become a prisoner of their own success. They’re afraid to take risks for fear it might put a mark on their perfect path. Because of that, they usually stay right where they are or play it safe (which isn’t where growth happens).

One time I was in a business competition at Under Armour and made it to the final round and lost. But when I was there, I developed a great relationship with Under Armour, and we ended up using their extra materials and repurposing them into headbands to donate to John’s Hopkins Children’s Hospital. It wasn’t the outcome of the competition I was hoping for, but it still developed into an incredible experience.

You might not always get what you want, but always look for value in the experience.

5) Remember why you started

Starting anything can be really really hard. There, I said it. Headbands of Hope has been the most challenging thing I’ve ever done, but it has also been the most rewarding. I’ve learned that meaningful work doesn’t mean it’s easy, it means it’s going to be worth it. Whenever times get tough, I pull up a file on my computer of all the pictures and letters we’ve received from hospitals (thousands of them) and remember why I started this in the first place.

At the end of the day, success is not what it looks like to others; it’s what it feels like to you.

Want to bring Jess to your campus? Learn more about her program offerings. Visit campuspeak.com/ekstrom.

The post Headbands of Hope: Celebrating Five Years with Five Important Lessons appeared first on CAMPUSPEAK.

]]>
24431
Legendary Leadership: 4 Ideas to Transform Your Leadership from Average to Awesome! http://www.campuspeak.com/legendaryleadership/ Tue, 18 Apr 2017 14:26:13 +0000 http://www.campuspeak.com/?p=24429 Legends are not born, they are made. To be clear, legendary leadership is not about creating legendary individuals, but rather legendary organizations, movements, and causes. True legends are remembered, not because they focused on themselves, but because they focused on something bigger than themselves. Applying these 4 Ideas will move your leadership from merely average […]

The post Legendary Leadership: 4 Ideas to Transform Your Leadership from Average to Awesome! appeared first on CAMPUSPEAK.

]]>
Justin Jones-Fosu

Legends are not born, they are made. To be clear, legendary leadership is not about creating legendary individuals, but rather legendary organizations, movements, and causes. True legends are remembered, not because they focused on themselves, but because they focused on something bigger than themselves. Applying these 4 Ideas will move your leadership from merely average to amazingly awesome!

Idea 1: Seek to Be More Interested, than Interesting

There are not leaders of organizations; there are only leaders of people that make up the organizations. When we see ourselves as the leaders of organizations, the focus can stay on us, but awesome leaders realize their power rests on the people they are serving and helping to reach a common goal and purpose. When leadership is not about our resume or accolades, and it is about understanding how we help people to do amazing work – that is legendary leadership!

Idea 2: When You Leave, It Should Be Better

When you leave your position, do you want the next person to be better than you? Even if you said yes, many of us in our inner thoughts want to be the leader that everyone remembers and values. What if I told you that one secret to being an amazing leader is that when you are gone your organization should be bigger, better or both! If years from now you are the best leader that your organization or campus has experienced then you really didn’t lead, all you did was manage. Legendary leaders empower others to be better than them after they are long gone.

Idea 3: Focus on Giving More than Getting More from Others

Leaders who know those they serve are relational and care. They know the strengths and weaknesses as well as the powerful two questions. (1) Why did you join our organization in the first place, and (2) what does a successful experience look like to you? If you help your members and care about them more than just what you can get from them, they will be inspired to make a difference for the organization. Legendary Leaders inspire their members to achieve their goals even beyond the organization!

Idea 4: Use Authentic Optimism To Embrace Change Not Combat It

There are two types of optimists. There are fake ones and authentic ones. Fake optimists give the perception that everything is always ok and they never process the challenges that they face. Authentic optimists acknowledge the challenges but take the right perspective.  This also happens when they process change. Authentic optimists process change in helpful and meaningful ways, but they also are proactive in the change process. They help those they lead to process change effectively. Check out a change management process called ADKAR that can help. Legendary leaders process real issues but walk away with right and beneficial perspectives on how to move forward.

 

Check out Justin’s newest keynote, Legendary Leadership: 4 Ideas that will transform your leadership from average to awesome. Justin will engage participants with hilarious humor, practical references, and great energy. Justin shares his research and his experiences (successes and failures) as President of three campus organizations, a fraternity leader, and a member of the SGA Executive Board Member. See why Justin was named as one of Campus Activities “Hot Acts” in 2015 and why he continues to be a sought-after speaker year after year. See Justin’s video to get a sense of his unique and engaging style.

The post Legendary Leadership: 4 Ideas to Transform Your Leadership from Average to Awesome! appeared first on CAMPUSPEAK.

]]>
24429
Picking Fights With Strangers (OK, not really.) http://www.campuspeak.com/strangers/ Thu, 06 Apr 2017 12:06:02 +0000 http://www.campuspeak.com/?p=24351   I have an unusual hobby: asking random strangers about warm and fuzzy topics such as religion and politics. Where’s the best place to do that? Airplanes. Airplanes are perfect for such a conversation since your fellow passengers are stuck with you once they’re buckled in. I like to start off with something like, “Hi. […]

The post Picking Fights With Strangers (OK, not really.) appeared first on CAMPUSPEAK.

]]>
Tyson Wooters

 

I have an unusual hobby: asking random strangers about warm and fuzzy topics such as religion and politics. Where’s the best place to do that? Airplanes. Airplanes are perfect for such a conversation since your fellow passengers are stuck with you once they’re buckled in. I like to start off with something like, “Hi. I’m Tyson. Whom did you vote for?” At this point, our stranger has a choice to make: Engage in dialogue or try to avoid the topic for the 1 – 4-hour duration of our relationship. (If I’m in a talkative mood, ignoring me won’t be easy.)

Why do I do this? The US political conversation is in rough shape. Strong opinions are everywhere, and even facts are no longer agreed upon. Plenty of us seem willing to talk, but listeners are in short supply. Perhaps even more troublesome in the long-term is that we sometimes choose to stay silent rather than risk an argument by even expressing our views. This leads to isolated silos of opinion, sometimes referred to as being in the liberal or conservative “bubble.”

Campus advisors all over the country tell me that students are “in the bubble” on all sorts of issues. The trend over time is that they are less and less likely to have any difficult conversations – not just political, but personal too – with anyone. Instead many simply take the easy way out and gossip with a friend, rather than productively address a disagreement or conflict. This leaves us with a lack of basic dialogue skills, making it impossible to bridge the divide and solve problems together. Coming to an agreement isn’t always necessary, but ask yourself: Can you sit with someone and listen to his or her radically different view on issues such as gun control, marriage equality, immigration policy, abortion, and faith, without making value judgments about them? Can you take in and evaluate their position, or do you just seem to get angry?

College should be a place and time for challenging one’s nascent views. Peers, staff, and professors provide a valuable service by disagreeing, making you explain where you’re coming from. Before going to college, my opinions were little more than a childish version of my parents’ beliefs, plus a few things I had heard on TV. I was quite confident (and dead wrong) on a number of issues ranging from politics to research to educational philosophy. The process of challenging beliefs started in college and will continue until the day I die. It continues to refine my perspective a great deal. Without it, my worldview would still be based more on opinion than fact.

More than ever, students today need a method and a forum for disagreement and civil debate. At first, it’s a stressful part of my programs, but students and staff alike are routinely amazed at how quickly the group can listen, understand, and find some common ground where once there was only strife. Sometimes people even [gasp!] change their minds. Once you’re using the listening skillset, then any disagreement is the beginning of a substantive conversation, rather than the end. This is vital to our society. We can’t afford to let tomorrow’s decision makers graduate college without the ability and desire to listen, agree and disagree, and find solutions to the problems we face.

To learn more about Tyson Wooters and his newest keynote, Talk, Don’t Shout, visit campuspeak.com/wooters.

The post Picking Fights With Strangers (OK, not really.) appeared first on CAMPUSPEAK.

]]>
24351
Authentic Happiness http://www.campuspeak.com/happiness/ Tue, 04 Apr 2017 17:17:25 +0000 http://www.campuspeak.com/?p=24312 Life presents the ultimate challenge – to be authentically happy. Authentic people possess an outer persona that reflects their inner beliefs and character. The face they present to the world mirrors who they truly are deep down. Authentically happy people, in turn, possess and reflect contentment, gratitude, kindness, and joy. They have no need to […]

The post Authentic Happiness appeared first on CAMPUSPEAK.

]]>
Corey Ciocchetti

Life presents the ultimate challenge – to be authentically happy. Authentic people possess an outer persona that reflects their inner beliefs and character. The face they present to the world mirrors who they truly are deep down. Authentically happy people, in turn, possess and reflect contentment, gratitude, kindness, and joy. They have no need to fake happiness. They relish being around happy people and seek to persuade the rest. Essentially, their souls shine from the inside out.

Authentic happiness is that rare goal that people seek solely as an end. Our other goals are mere means to become happy. Think about it. We get married and start families because being surrounded by people to love makes us happy. We work to find fulfillment and make our communities better because leaving a legacy makes us happy. We travel because new, adventurous, and memorable experiences make us happy. We exercise to become healthy because physical fitness decreases pain, increases energy, and releases endorphins and all that makes us happy. You get the idea. You rarely witness people seek happiness so that something better or greater or grander happens. Happiness marks the end of the road, our destination.

An authentically happy life is within everyone’s reach, but it can be elusive. Life is tough, and the world often conspires against us. Our successes are followed by battles where magic formulas evaporate under pressure, Ten Steps to Happiness programs rarely push the right buttons or delve deep enough, and hunkering down to wait for a better opportunity consistently proves futile. These shortcuts are hardwired into our daily existence, but they prove ineffective here. Make no mistake about it, the pursuit of happiness is a constant struggle with our nature, the world around us, and conventional wisdom. Ironically, cultivating authentic happiness is a slow, often painful process where you must persevere by gaining inches, not touchdowns. This makes a noble goal and worthy enough to be emblazoned in the most famous line of America’s founding document, the Declaration of Independence. The courageous “pursuit of (authentic) happiness” is an inalienable right as valuable as our other basic human rights of life and liberty. That truth is indeed self-evident.

Sadly, authentic happiness remains out of reach for many despite our best efforts. We do not miss the mark because happiness seekers are lazy or unintelligent. The world is full of hard-working, knowledgeable folks. We do not fail due to a shortage of well-crafted plans or resources. Thousands of “secrets to happiness” lurk in the public domain and an authentically happy life comes free of charge. Finally, we do not go astray because we lack good luck, positive family influences, or role models. Happiness is available to all regardless of identity or circumstance – it does not discriminate.

Authentic happiness remains inaccessible because we fail to chase the things in life with the capacity to make a human being authentically happy. These “real rabbits” are just not sexy enough. Instead, we follow the conventional wisdom that touts money, attractiveness, and renown as bountiful happiness-producers. We read about it online and watch it on television. Popular culture misleads us and claims that these fake rabbits are our tickets to pleasure and peace of mind.

We fail to grasp that, past a certain, rather low threshold, money provides diminishing returns in terms of happiness. Wealth acquisition certainly does not produce more joy, affection, or tranquility. In the end, people adapt to their income level, and it takes more and more money to increase happiness. We also fail to consider that popularity and renown might make us less happy, more introverted, less social, and perhaps even shorten our lives. Finally, we fail to realize often enough that attractiveness is incapable of providing long-term happiness and our character is what matters. Beauty truly is only skin deep. We sort of sense all this at our core but, in case a gut feeling seems untrustworthy, there is solid data backing up each of these conclusions.

The failure can be attributed to Benjamin Franklin’s famous line, “Life’s tragedy is that we get old too soon and wise too late.” We fake-rabbit chasers eventually wise up and begin to see that our strategy is flawed. But, at that point, we are immersed in the race. We see that others appear happy with their wealth, good looks, and fame. It’s difficult to swallow our pride, admit defeat, and start over. No one wants to quit. So, we chase on like a racing greyhound at the track and eventually encounter similar results.

Do you want something different? Instead of spending time and energy focusing on money, attractiveness, and renown, you should work towards contentment, a few solid friendships, and a highly-developed character. That’s it, just these three things. That is a full life, my friend. Of course, this is easier said than done. The road to happiness becomes much clearer, however, when you master a few important skills like aligning your priorities to your heart’s desires and honing the ability to think, laugh at yourself and get goose bumps every day. The goal is not to be perfect – that always backfires when humans are involved. Instead, you should seek to be intentional about the chase.

In the end, you will find that a taste of going after what matters in life is addicting. You will want more time with your family, more waking up happy, and more kindness and honesty in your daily life. You will crave the genuine respect you receive as a good person. And then, people are likely to give you the biggest compliment a person can receive: “You seem truly happy. Tell me why?”

To learn more about Corey’s programs, visit campuspeak.com/corey.

The post Authentic Happiness appeared first on CAMPUSPEAK.

]]>
24312
See something, say something: how confrontation makes us better http://www.campuspeak.com/confrontation/ Tue, 04 Apr 2017 12:26:42 +0000 http://www.campuspeak.com/?p=24294     Years ago, there was a student on our team—I’ll call her Julie—who did some strange things while cleaning our clients’ homes. She would try on clients’ shoes, spray on their cologne, play their very old, very expensive and very off-limits pianos (“Mary Had A Little Lamb,” no less), and she even made a […]

The post See something, say something: how confrontation makes us better appeared first on CAMPUSPEAK.

]]>
 

 

Kristen Hadeed

Years ago, there was a student on our team—I’ll call her Julie—who did some strange things while cleaning our clients’ homes. She would try on clients’ shoes, spray on their cologne, play their very old, very expensive and very off-limits pianos (“Mary Had A Little Lamb,” no less), and she even made a long-distance call from a client’s landline once.

And I, her boss, said nothing.

Her teammates—and even a couple clients—had informed me of her antics, but every time, I’d swept the issues under the rug, thinking surely Julie would realize how bonkers this stuff was and quit doing it eventually—right?

Wrong.

One day, I drove up to our office and saw Julie’s car in our parking lot with “BLOW ME” scrawled across her dusty back window.

I was furious. What if she pulled up in a client’s driveway with that written on her car? How bad would that make us look? Really, really bad. I was done letting this girl slide. She was about to get it.

So, I called her into my office right away, sat her down, and let her have it.

not.

Instead of talking to Julie face-to-face, I sat down at my laptop and wrote her an email. I saw this girl almost every day in our office, and I couldn’t work up the courage to just talk to her like a person.

After I clicked “send,” I avoided Julie like the plague. Luckily, I sent the email right before the Thanksgiving holidays, so I had a ready-made excuse not to run into her for a while. A few weeks after that, though, Julie resigned.

On one hand, I was happy I wouldn’t have to deal with her weird antics anymore, but on the other, I felt guilty. On some level, I had betrayed Julie. By refusing to call out her bad behavior for so long, I wasn’t just allowing a problem to fester; I was keeping Julie from growing and learning from her mistakes. If I had told her what was wrong right after her first offense, it would’ve been hard, but at least Julie would know she had room for improvement and she could work on it. Instead, I’d let the problems grow and grow until they were overwhelming, and then I dumped all this criticism on Julie all at once. Julie said she resigned to focus on her classes, but I have a feeling it was because she felt she’d fallen out of my good graces so suddenly there was no going back.

And it was all because I couldn’t handle confronting my team members with negative feedback. And that, I know now, is not OK for a leader.

The fact was that I couldn’t bring myself to tell Julie she was screwing up because I was afraid.

I hated being anything but nice to my team members. I wanted them to like me, not think I was some big, bad authority figure they should fear (and hate). But wanting them to like me had made me, well—a total wuss. I didn’t call anyone out for anything, no matter how bad it was.

What I’ve learned since Julie left our company is that confronting someone and telling them how they need to improve isn’t necessarily a negative thing. In fact, it can be a good thing.

It can be really hard to tell someone something they don’t want to hear about themselves. But 9 times out of 10, that person will end up thanking you for being honest with them. Sometimes they don’t even know they’ve done something wrong, and they welcome the opportunity to learn, grow and improve. If you refuse to confront people because it makes you feel bad, remember that you’re not the only one who stands to lose: You might be keeping that person from becoming a better version of themselves.

To learn more about Kristen Hadeed and her programs, visit campuspeak.com/hadeed.

 

The post See something, say something: how confrontation makes us better appeared first on CAMPUSPEAK.

]]>
24294
Spring Fever http://www.campuspeak.com/springfever/ Tue, 21 Mar 2017 12:21:46 +0000 http://www.campuspeak.com/?p=24241 Spring is officially here, spring break has likely come and gone, and the rapid pace of the end of the semester is about to begin. While this is often filled with exciting events, it can also be a time with numerous deadlines and long to-do lists. The stress of getting it all done may lead […]

The post Spring Fever appeared first on CAMPUSPEAK.

]]>
Lorin Phillips

Spring is officially here, spring break has likely come and gone, and the rapid pace of the end of the semester is about to begin. While this is often filled with exciting events, it can also be a time with numerous deadlines and long to-do lists. The stress of getting it all done may lead to us being less understanding of your roommate’s annoying habits, team member’s lack of follow-through, or people emailing you questions about things you just announced the night before. The end of the semester combined with a sense of responsibility leaves many leaders frustrated, confused, and over it. You have a choice – ignore it all and get through the semester or step up and address it. Susan Scott said it best in her book Fierce Conversations, “You get what you tolerate.”

What are you tolerating? What needs to be discussed to help your organization focus more on collaboration instead of trying to resolve small personal issues? What decisions do you need to make to get results instead of just participating in every activity or event that comes across the calendar? Are those events even things your members enjoy and align with your values? What do you need to tackle today in order to have a clear list of priorities so you can stop feeling overwhelmed? What are those things that keep you up at night? Do you have that list? If you don’t, take a second and write it down.

So what is stopping you from having that conversation? Do you find yourself saying things like:

  • What do I know? I don’t want to be disrespectful of an officer/senior/advisor.
  • No use saying anything. ___________ doesn’t care what I think.
  • I have no idea what is happening here…it is best to be quiet and look to my officer board to fix this.
  • Nothing I say will make a difference. Why bother?
  • ________ is just going through a hard time and just needs to talk.
  • I’m impatient with this person and just need the summer break to get here. It’ll be better after the summer.

If so, you’re letting your fears and excuses stand square in the way of resolving all of those things that are keeping you up at night. Fears are natural. So is stress and the toll conflict takes on our well-being. My guess is that avoiding the conversation isn’t helping you, them, and your organization. What might happen if nothing changes? I really want you to reflect on that for a moment. What are the potential impacts and outcomes if nothing changes? If those aren’t things you want to see happen, then it is time to do a little adulting and tackle the tough stuff. Not the easy small stuff. We’re all guilty at some point of checking the small things off of our to-do list meanwhile leaving that 30-page paper for later. Tackle that 30-page now.

Where do you begin?

  1. Decide to have the conversation. This isn’t a chapter meeting speech, novel of an email or social media post. This is a face to face, in-person conversation.
  2. Determine who you need to talk with first and invite them to talk. The keyword is “invite” them. Be sure they know this is a problem-solving conversation, not an accountability conversation.
  3. When you invite them to the conversation, be clear on what you want to discuss and what is at stake. For example: I’d like to about the senior bar crawl. I know it is a tradition and it got out of control last year. I’m nervous about someone getting hurt or getting in trouble. I’d like to think about a new tradition that upholds our policies and ensures the safety of our members. I’d love your help to brainstorm some ideas and possible solutions.
  4. Describe the ideal. If you were to take some steps toward “better,” what would that look like? You don’t have to have all of the answers for how to get there, but be able to articulate and outcome. What does it look like if the issue is resolved?
  5. Make a list of questions to ask, not statements to make. The simple act of asking more questions about things you are curious about learning versus statements and being genuinely interested in their viewpoint will change your tone, open up the dialog, and create an environment for collaborative problem-solving.
  6. If you are having the conversation for the right reasons, no matter the outcome it was the right conversation. Be confident in yourself, be confident in your purpose.

 

“Our work, our relationships, and our lives succeed or fail one conversation at a time.
While no single conversation is guaranteed to transform a company, a relationship, or a life, any single conversation can.”

― Susan ScottFierce Conversations: Achieving Success at Work and in Life One Conversation at a Time

 

To learn more about Lorin and her confrontation keynote and chapter check-in program, visit campuspeak.com/phillips

The post Spring Fever appeared first on CAMPUSPEAK.

]]>
24241
Do you even care? http://www.campuspeak.com/doyoucare/ Tue, 21 Mar 2017 11:55:39 +0000 http://www.campuspeak.com/?p=24233 Over the past handful of months, social media has looked like thousands of people all trying to have a “conversation” with their own megaphone.  Most of it was an unproductive hot mess. I would be fascinated to see data about if Facebook posts actually changed people’s minds, or if it just caused us to fall […]

The post Do you even care? appeared first on CAMPUSPEAK.

]]>
James Robilotta

Over the past handful of months, social media has looked like thousands of people all trying to have a “conversation” with their own megaphone.  Most of it was an unproductive hot mess. I would be fascinated to see data about if Facebook posts actually changed people’s minds, or if it just caused us to fall deeper into our own worlds, causing deeper rifts between political colors, genders, races, religions, and socio-economic classes

No matter what, what has not been happening enough is listening to each other. Politics and religion bring out the worst in us. Compassion, patience, and having an open mind all often get thrown out the window.  We are so set in our ways that we no longer regard others’ opinions and stories. If we are ever going to progress, this has to change.

We have all been taught at some time or another what active listening is. For those who need a refresher, active listening means:

  • Maintain good eye contact
  • Square your shoulders to face the other person
  • Nod your head at various points
  • Then paraphrase what the other person said before asserting your own thoughts or asking another question.

Those all sound great, and sure, they could work.  But I would like to offer an alternative:

Care.

Just care, friends. When you care about someone you naturally lean in, maintain good eye contact, ask better questions, etc. It is possible for you to fake active listening, believe me I have done it. But it is not possible to fake caring. When someone tries to fake caring it is so blatantly obvious. It’s time to start having better conversations. It’s time to start caring.

People tell me they hate small talk because it’s inauthentic and surface.  The main way we shift from small talk into meaningful dialogue is by choosing to care. When humans choose to care about someone else they slow down. Caring people are question-askers, rather than explainers and advice-givers. They practice patience AND empathy.

I am not sure when it became cool not to care, but if you don’t care about anything, then what will you ever be proud of? It’s time to change the way we interact with each other. Start with your next conversation.  Catch yourself if your brain wanders and then reinvest, lean in, share something about yourself, ask a deeper question, reflect about their answer. The election and its wake have not taught me that we are not listening to each other, it just reinforced that unfortunate reality. Let us be better humans.  Let us care.

To learn more about James Robilotta visit http://www.campuspeak.com/robilotta.

The post Do you even care? appeared first on CAMPUSPEAK.

]]>
24233
How does one find their life’s passion? By serving others. http://www.campuspeak.com/life-passion/ Tue, 21 Mar 2017 11:34:02 +0000 http://www.campuspeak.com/?p=24218 Nowadays we are asked to volunteer for many different things – from serving at food banks, to walk-a-thons, to participating in breast cancer awareness events. All of which are important. But while volunteering, we often act mechanically without a thought – except to just to get it over with. To volunteer is to give of […]

The post How does one find their life’s passion? By serving others. appeared first on CAMPUSPEAK.

]]>
Andrea Mosby

Nowadays we are asked to volunteer for many different things – from serving at food banks, to walk-a-thons, to participating in breast cancer awareness events. All of which are important. But while volunteering, we often act mechanically without a thought – except to just to get it over with.

To volunteer is to give of one’s self and to truly find out who you are and what you are made of.

There are many advantages to volunteering, but I’d like to highlight three that I believe are the difference in finding one’s passion and determining one’s destination for life.

Before I began my professional speaking career, my younger sister approached me and asked if I’d speak at her school about the topic of teen pregnancy. She indicated that they were having a panel of speakers to talk about their experience. I immediately said, yes. And the experience was life changing. I discovered that I had the ability to tell stories that were very relatable and at times even funny, but, I could get a serious point across. After my initial presentation, I was rewarded with a request from teachers asking if I’d come back to speak to the students because of their positive response.

I found myself volunteering to go to the school once a month to speak with students. What I got out of the experience was well above what I believe my audience received from me. I realized I had the skill to speak. I also realized I had a story that needed to be shared, which brought value to others through my experiences and message.

The first level of volunteering is to say yes. So often we hesitate to say yes to an experience that will cause us to move out of our comfort zone, but yet moving out of our comfort zone is the key to finding your “zone.”

The second level of volunteering is willing to be vulnerable. Had you been at that presentation on teen pregnancy, you would have heard how nervous I sounded, how much I stuttered and stammered during the presentation, yet it seemed like the students were willing to allow me not to be perfect because the message was authentic. This brings me to the final level in finding one’s passion.

The third level is to be authentic. When my sister asked me to speak, it was because she witnessed the point in my life where I struggled, yet she also saw how I was living my life authentically. I wasn’t trying to be anything other than a great mom to my son. While she saw the challenges I faced every day; she believed that my story might help other teens to delay having a child at a young age. She believed I could help them to move past their current challenges and become successful in their lives.

So how does one find their passion? First say “yes,” secondly by being willing to be “vulnerable” and thirdly by being true to thine own “authentic self.”*

 

The rest will follow.

 

 

*To Thine Own Self Be True” is a quote from the play “Hamlet” Act 1, sc.iii by William Shakespeare.  The speaker is a father who is giving advice to his son before the son leaves home.  If the son remains true to who he is, he will never be false to any man.

 

To learn more about Andrea Mosby visit http://www.campuspeak.com/mosby

The post How does one find their life’s passion? By serving others. appeared first on CAMPUSPEAK.

]]>
24218
5 Tips for a Safer Spring Break http://www.campuspeak.com/safespringbreak/ Mon, 20 Mar 2017 16:50:34 +0000 http://www.campuspeak.com/?p=24216 It’s that time of year when college students around the country travel to sunny beaches and other vacation spots to enjoy their spring break. Unfortunately, some leave behind the knowledge they’ve gained and disregard some of the safer behaviors they’ve learned regarding alcohol use. Here are a few tips for a safer spring break, to […]

The post 5 Tips for a Safer Spring Break appeared first on CAMPUSPEAK.

]]>
Bobby Gordon

It’s that time of year when college students around the country travel to sunny beaches and other vacation spots to enjoy their spring break. Unfortunately, some leave behind the knowledge they’ve gained and disregard some of the safer behaviors they’ve learned regarding alcohol use. Here are a few tips for a safer spring break, to help reduce risks and negative consequences associated with heavy drinking:

Spring break is a marathon, not a sprint:  Several days of heavy drinking, let alone one night, can be very taxing on the body in terms of the liver and other organs. This also can affect your immune system, and many students have tests or exams immediately upon their return from spring break.

Hydrate: Alcohol is a dehydration agent, meaning it take water out of your system. Consider limiting alcohol consumption while being out in the sun or on the beach all day, and consider alternating water for alcohol (drink-for-drink) throughout the week.

Know your surroundings: Become familiar with where you’re staying and the neighborhood. Make plans with friends to meet up at specific locations or times. Watch out for each other. Keep your phone with you at all times, and avoid looking like a tourist with your phone in hand while attempting to look at a map.  Stay in groups and avoid going off alone. Intoxicated spring breakers often make easy targets for theft and other crimes.

Predatory drugs still exist: Always watch your drink being poured by the bartender, and take your drink directly from the bartender. Carry your drink with your hand covering the open top of your drink, making it difficult or impossible for someone to drop something in your drink in a crowd. Never trust your friends to watch your drink, as they are likely intoxicated too and may not pay attention to your open drink on the table or bar for you.

Designate a driver: With so many online apps and taxis now readily available, there’s no need to risk a DUI while on spring break.

Keep these tips in mind and have a fun and safe spring break!

To learn more about Bobby Gordon and his alcohol and other drug abuse programs visit http://www.campuspeak.com/gordon.

The post 5 Tips for a Safer Spring Break appeared first on CAMPUSPEAK.

]]>
24216
Monica McGee Appointed Chief Operating Officer of CAMPUSPEAK http://www.campuspeak.com/mcgee/ Wed, 08 Mar 2017 21:34:09 +0000 http://www.campuspeak.com/?p=24131 March 8, 2017, Orlando, FL – CAMPUSPEAK announced today the appointment of Monica McGee as its Chief Operating Officer, effective April 3, 2017. “I’ve known Monica for over a decade and couldn’t be more excited for her to join our staff team. She has always had a student-first approach to her work that I admire,” says […]

The post Monica McGee Appointed Chief Operating Officer of CAMPUSPEAK appeared first on CAMPUSPEAK.

]]>
March 8, 2017, Orlando, FL – CAMPUSPEAK announced today the appointment of Monica McGee as its Chief Operating Officer, effective April 3, 2017.

“I’ve known Monica for over a decade and couldn’t be more excited for her to join our staff team. She has always had a student-first approach to her work that I admire,” says David Stollman, President of CAMPUSPEAK. “That approach will translate into ensuring that we continue to focus on outstanding customer service.”

Monica McGee has been working in student affairs for over 15 years. Throughout her career, she has worked at both private and public institutions, including University of the Pacific, Marquette University, Carnegie Mellon University and Arizona State University.

McGee has a deep affinity for the interfraternal experience, having joined Gamma Phi Beta while attending the University of Wisconsin-Platteville. She chose to pursue a career in Higher Education, earning her master’s degree in Student Affairs in Higher Education from the Indiana University of Pennsylvania.

Monica is a consummate student affairs professional and believes deeply in the engagement of students outside of the classroom. Before her role managing the operations of the Memorial Union at Arizona State, she was an award-winning fraternity and sorority life advisor. In 2011, Monica was recognized as the Campus Professional of the Year by Beta Theta Pi fraternity, and in 2012, Monica received the Outstanding Campus Professional Award by the Association of Fraternity Advisors and the Fraternity Insurance Purchasing Group.

Commenting on her appointment, McGee says, “From the time that I was in college, I have seen the positive impact that CAMPUSPEAK has had on college students’ lives. I am truly excited to join the CAMPUSPEAK family. I am humbled and honored that I will have the opportunity to work with such an incredibly, talented group of speakers, facilitators, and staff members.”

 

About CAMPUSPEAK

Since 1999, CAMPUSPEAK has provided transformative learning experiences through its keynote speakers, interactive workshops, consulting, online education, and custom programs. Partnering with campuses and higher education organizations across the country, CAMPUSPEAK offers programming to educate and inspire students for success in their college years and beyond. Learn more at campuspeak.com.

The post Monica McGee Appointed Chief Operating Officer of CAMPUSPEAK appeared first on CAMPUSPEAK.

]]>
24131
3 reasons the girl who has been single forever will become the best girlfriend. http://www.campuspeak.com/girlfriend/ Tue, 07 Mar 2017 20:44:34 +0000 http://www.campuspeak.com/?p=24114 Check out Shinjini Das’ latest article about how the single life can mean more meaningful relationships later. 3 Reasons the Girl Who has Been Single Forever Will Become the Best Girlfriend To learn more about Shinjini visit: campuspeak.com/das

The post 3 reasons the girl who has been single forever will become the best girlfriend. appeared first on CAMPUSPEAK.

]]>
Shinjini Das

Check out Shinjini Das’ latest article about how the single life can mean more meaningful relationships later.

3 Reasons the Girl Who has Been Single Forever Will Become the Best Girlfriend

To learn more about Shinjini visit: campuspeak.com/das

The post 3 reasons the girl who has been single forever will become the best girlfriend. appeared first on CAMPUSPEAK.

]]>
24114
The need for conversations on masculinity. http://www.campuspeak.com/masculinity/ Tue, 07 Mar 2017 20:23:42 +0000 http://www.campuspeak.com/?p=24107 For me, masculinity has always been an interesting concept. I grew up in a military family surrounded by what some might consider ideologies of “traditional” masculinity. My father was stoic and expected achievement. Our lives were heavily ordered, and he served as the primary breadwinner, while my mother was a source of emotional support and […]

The post The need for conversations on masculinity. appeared first on CAMPUSPEAK.

]]>
Tim Mousseau

For me, masculinity has always been an interesting concept. I grew up in a military family surrounded by what some might consider ideologies of “traditional” masculinity. My father was stoic and expected achievement. Our lives were heavily ordered, and he served as the primary breadwinner, while my mother was a source of emotional support and nurturing.

I did not live in a military school by any means, but there were set expectations for how I behaved in public, how I tended to my responsibilities and swift repercussions for mischief. Which was a problem because, boy oh boy, did I love engaging in mischief.

From breaking my bone to dismantling items to see their inner workings to drawing on items not meant to be colored, I broke the rules frequently, and I broke them well. Where, for other boys in my class, it was not uncommon to hear “oh, boys will be boys,” for me, this refrain did not come as much. For a long time, I wondered why but now I realize a little more. The reason I was never given leniency, is because of my actions, in a sense, were not inherently masculine. Creativity, the expression of visible emotion, challenging teachers, not about rules but about what we were learning. I broke the rules but in a different way than my peers.

Reflecting on this, I was always curious about why sometimes, my decisions stood out, why adults bothered me, why I stood out from my peers and why I received more pushback against my behaviors, especially the more artistic ones.

Growing up, I did not have the answers for this. As an adult, as much as I have worked in the arena of masculinity, supporting male survivors of sexual assault and seeking to understand how men can move the needle on this issue, I still don’t have all the answers.

For every statement I make, hundreds of others could challenge these sentiments. Whether data-driven, anecdotal, or cultural, there is no lack of resources on masculinity that skews one way or the other. I am not here to define for you what it means to be a man.

Because that is not my place.

One of the biggest things we see about masculinity is that it is often dictated by our cultures. The campus you call home, the organizations you are a part of, the geographic location of your campus, and even your original home. All of these features dictate how you define masculinity.

Your environment, both past, and present factor into how we view this topic. For example, in Denver, my current home, I am fairly in the norm with a beard, tattoos, a motorcycle, and other Denverite-based features. Now, put me in another place in our country, and my masculinity might come across as flamboyant or outright in opposition to your definition of this.

This is okay. Masculinity is a sliding scale where the values we place in this term, the way we define it, and what we consider to be masculine are constantly shifting. Sure, across the United States there are more traditional hallmarks of masculinity: strength, ambition, fiscal success, physical appearance, etc. But, on a more micro level, these always shift.

For some, loyalty to tradition is a very masculine value. For me, I am more fluid in that I believe we should question everything.

Who is right? Well, neither one of us. We need to be careful when defining masculinity that we are not pushing our values on others, but at the same time, expressing these values in the proper way.

However, you define masculinity; it is likely not a bad thing.

The danger comes when we are so inflexible in our masculinity, that we express these values at the expense of others. Or worse, we are unwilling to consider other values in any way shape or form.

Definitions of masculinity vary, when we stick too firmly to these definitions, however, or practice them without thinking of the harm they might cause to others, we border on the territory of hyper to toxic masculinity, creating a dangerous predicament. The over investment and expression of any value with a clear disregard for circumstances can quickly transform any virtue into a vice.

The key lies in understanding this.

Learning how to be accepting of the values of others.

And having conversations on masculinity.

Ironically enough, one value men often have not been taught that is a traditionally masculine value, is the capability to talk and express vulnerability.

The thing I have found, doing programs on sexual assault prevention, sex positivity, and general masculinity across the country, however, is that men want to talk. We want to talk about masculinity. We want to have conversations on the topic. We want to explore these ideas and figure out what it means to us.

There is no lack of desire to talk about masculinity, from all different student populations, how we do this, however, requires that we create the proper space, use the right tools, and create objectives, so once we leave these conversations, our students and peers feel equipped to continue on their own.

If we do not do this, chances are students will find their ways to discuss masculinity, which while inherently not unhealthy, can be potentially lacking an outcome without direction.

By creating intentional spaces where our peers, classmates, and students can engage in talks on this topic, we are not just offering our campuses an added value. We are providing the space for a conversation that our men want and need. And we are creating paradigm shifts that our society requires.

To learn more about Tim and his masculinity keynote, visit: campuspeak.com/mousseau

The post The need for conversations on masculinity. appeared first on CAMPUSPEAK.

]]>
24107
Tips for recruiting and retaining LGBTQ+ students. http://www.campuspeak.com/lgbtqrecruitment/ Tue, 07 Mar 2017 19:23:33 +0000 http://www.campuspeak.com/?p=24102   When I was in high school, I remember checking out the college and university brochures, trying to decide which campus looked like the best fit for me. Like many prospective students, I looked at the city or town the campus was located in, the overall vibe of the community, what kinds of activities were […]

The post Tips for recruiting and retaining LGBTQ+ students. appeared first on CAMPUSPEAK.

]]>
Jeremy Wallace

 

When I was in high school, I remember checking out the college and university brochures, trying to decide which campus looked like the best fit for me. Like many prospective students, I looked at the city or town the campus was located in, the overall vibe of the community, what kinds of activities were available in the surrounding areas, like skiing, hiking, attractions, etc., and finally, I checked out the actual academic programs that the school offered. I may have had my priorities backward, but nevertheless, I had to envision myself living and being comfortable with the entire experience. Even though I wasn’t ‘out’ in regards to my sexual orientation or gender identity, at that time, I still felt the need to choose a school/city that was open-minded.

For LGBTQ+ (especially Trans) students, there is much more to consider when selecting a college. In addition to finding appealing college courses and majors, and an open-minded town, LGBTQ+ students look for indications that the campus culture is safe and inclusive to diverse groups, like themselves. For many students, high school was less than favorable, and they were victims of bullying and anti-LGBTQ+ harassment, so for those who choose to continue their education, it’s imperative to find a campus that welcomes them, as their authentic self. Students need to feel safe and supported emotionally, physically and socially, to succeed.

Here are some tips to effectively recruit and retain LGBTQ+ students, as well as to promote inclusiveness on your campus.


Recruiting Materials

Just as I looked at all the college brochures and campus photographs, so is every other prospective student, and it’s exciting when we see photos of people that look and identify, like ourselves. It makes us feel valued and visible. Having a diverse representation of ALL students on recruiting materials sends a message that this campus welcomes the unique talents of everyone and is proud to be inclusive.


Admissions

After narrowing down the college search, it’s time to apply. This might seem straightforward, but for those students who are transgender, gender non-conforming, or non-binary, it’s not that simple. On the application, there are two choices of gender identity, male or female, but what if you don’t identify as one of those binary options, or your gender identity and your legal identification are not congruent? For me, this predicament always caused a lot of stress and worry, and the very few times I was given additional boxes to choose from, ones that accurately reflected my identity, I was not only relieved but knew that I was in an environment of inclusiveness and was safe to share my true self. And having the option of writing in the name that I preferred to be called, in addition to my legal name, was empowering and made me feel supported. While I understand the legality of using a person’s legal name on the admissions application and school paperwork, allowing a student to clearly state how they identify and which name they want others to use, can be a deciding factor in whether or not they pursue their education. Not to mention, having this information, can help Higher Education institutions to understand LGBTQ+ students and their needs better.

According to the article, The Path Forward: LGBT Retention and Academic Success by Shane Windmeyer (InSightDiversity.com), “LGBT youth, specifically LGB youth of color and transgender youth of all races, are much more likely than other students to struggle academically and personally in college. To positively affect their college experience, institutions must be able to identify these students.” He goes on to say, that, “The lack of questions around LGBT identity on the Common Application makes obtaining this data more difficult, which hinders colleges’ ability to address these students’ retention and success.”

 

Campus Culture & Safety

For those LGBTQ+ students who are admitted and begin their studies on your campus, how are they supported? Many colleges and universities across the US have LGBTQ+ groups, or maybe even an LGBTQ+ Center, that provides resources and support to students, however, that alone isn’t enough. Often, those are peer-led groups, and the responsibility or burden of supporting LGBTQ+ students on campus relies on other ‘Out’ LGBTQ+ students. What is far more efficient for creating a safe, inclusive culture is implementing programs and services for LGBTQ+ students that are fully supported by the school itself. (Campuspride.org) This sets a tone for the entire campus that LGBTQ+ individuals are to be treated and supported equally.

Also, having clear policies and procedures as related to LGBTQ+ student safety, and access to accommodations (facilities, dorms, etc.) is critical. Being pro-active rather than reactive allows for preparation and effective implementation. No one likes the feeling of being unprepared or “caught off guard,” especially the LGBTQ+ student, who may feel their presence on campus is unplanned, unwanted or a burden.

 

Commitment to student success

The one thing to remember when recruiting and retaining ALL students is the responsibility of creating an environment on campus, which supports each student’s ability to learn, graduate and positively affect the world around them.  LGBTQ+ students already face many challenges in living an authentic life. By creating and maintaining a safe, inclusive campus environment, where they feel welcomed and free to express their true identity, will not only increase the number of students wanting to be a part of your school but will give those LGBTQ+ students the best chance at successfully completing their degrees.

To learn more about Jeremy Wallace visit: campuspeak.com/wallace

The post Tips for recruiting and retaining LGBTQ+ students. appeared first on CAMPUSPEAK.

]]>
24102
WHY and NOW! http://www.campuspeak.com/why-and-now/ Tue, 07 Mar 2017 18:18:55 +0000 http://www.campuspeak.com/?p=24088 Your WHY is important, but so is your NOW! You have been hiding under a rock (shameful Geico reference) if you have not heard someone ask about your WHY. It has been made insanely popular by Simon Sinek who focuses on helping organizations and leaders discover their WHY in his latest book. Although Sinek has […]

The post WHY and NOW! appeared first on CAMPUSPEAK.

]]>
JJF blog graphic why now

Your WHY is important, but so is your NOW!

You have been hiding under a rock (shameful Geico reference) if you have not heard someone ask about your WHY. It has been made insanely popular by Simon Sinek who focuses on helping organizations and leaders discover their WHY in his latest book. Although Sinek has made it popular, this question has been a vital issue for a long time. In my most popular presentation and my upcoming book, WHY Matters NOW: How Some Achieve More and Other’s Don’t I challenge you to explore both your WHY and your NOW, as they are of equal importance!

WHY and NOW

 

The WHY:

What is your WHY? No, I am not asking you to look in the mirror and ask, “what is the meaning of life?” I am asking what motivates you.  What is your purpose? What is your intent? What drives you and energizes you? When you understand your WHY, it leads you to make better decisions, to say no more effectively, and persevere when challenges arise. Whether for new students, professionals, or organizational leaders, this question is important. I like to frame it this way. What do you offer/contribute and what is your effect/impact? It’s called the “I AM, SO THAT!” To further clarify it, it can look like “I AM (what you offer/contribute), SO THAT (your effect and impact). Let me give you my example. I AM (inspiring others to take purposeful action), SO THAT (they can achieve authentic results and challenge the boundaries of what they believe is possible). I ask myself what I am doing filtered through this lens. I challenge myself to explore avenues in my life where I can fulfill this, but what about you?

What is your Macro WHY? I say Macro because I believe we have Micro WHYs. The Macro is the big WHY that guides and governs us, but the Micro are the specific areas in our lives like working out, going to school, being a leader, getting healthy, etc.? When we uncover our true WHY it permeates to all the other areas of our lives. For example, when I work out, I usually choose things that allow me to challenge the boundaries of what I believe is possible. Like CrossFit and running a marathon. (I ran my first one last April, or should I say mainly ran, well ran and walked, well I finished!) When you know your WHY, it focuses what organizations you will be a part of, and how you live out the values in your organization! But it’s not just about the WHY; it is also about your NOW!


The NOW:

A synonym for NOW is passion. Not the type of passion where you are passionate about something, but rather the effort or intensity that you put into something. Have you ever been to a wedding, party, or formal?  Aren’t there usually two different type of dancers? One type of dancer is dancing very carefully in order not to break a sweat. They are so concerned what others are thinking of them, and they dance slowly.  Then there is another type of dancer that is giving it everything they have, and they brought three t-shirts because they knew they were going to sweat each one out. They are what I call, “ON 10!”  When you are “ON 10” you give everything you have, you are not as concerned about what people think about you because you want to give it your all! You realize that this moment is vitally important and you don’t want to waste it. If you had to rate yourself on a scale from 1-10, with 10 being the highest, how passionately are you living your life right now? Be very careful not to have “ON 10” comparisons, because your 10 is different than mine. What are your “ON 10” behaviors in your organizations, at school, and with your relationships? Do you see how vital this piece is?

The WHY and the NOW:

You need both the WHY and the NOW! I have found in my research that If you are mainly WHY oriented, you are a dreamer, thinker, and take little to no action. You understand your motivation and purpose, but for whatever reason, you are not passionately pursuing it. If you are mainly NOW oriented, you are impulsive, rush to make decisions, and may confuse activity with progress. You give great effort, but sometimes in the wrong places. WE NEED BOTH a great WHY and a great NOW! How will you live your WHY, NOW?

Practical Actions:

  1. Write our Macro WHY statement using the “I AM, SO THAT” formula. It doesn’t have to be perfect, but you should try. If you are having some trouble shoot me an email at Justin@justininspires.com and I will help you.
  2. Identify what it looks like for you to be “ON 10” at school, work, your organizations, and in your life. Start challenging yourself to exhibit “ON 10” behaviors more often and have a close friend hold you accountable.
  3. Ask yourself what is something good that you have to let go of, to make room for the great. For example, I gave up a weekly FM radio show to give more time to researching, speaking, and consulting.

 

Justin has great leadership strategies embedded in his keynote.  Whether you are looking for leadership, diversity, or purpose driven inspiration, check out Justin and his ability to intersect amazing energy and practical content. Trust me, look at one of his videos!!!

Check out Justin’s most requested Keynotes WHY Matters NOW: How Purpose and Passion Inspire Meaningful Success and see why Justin was named as a “HOT ACT” in 2015 by Campus Activities Magazine.

Learn more about Justin: campuspeak.com/jones-fosu

The post WHY and NOW! appeared first on CAMPUSPEAK.

]]>
24088