Presentation is loading. Please wait.

Presentation is loading. Please wait.

No progression without direction C. Douglas Johnson, Ph.D. Georgia Gwinnett College Dwight Perry, Jr. Central Michigan University & Perry International.

Similar presentations


Presentation on theme: "No progression without direction C. Douglas Johnson, Ph.D. Georgia Gwinnett College Dwight Perry, Jr. Central Michigan University & Perry International."— Presentation transcript:

1 No progression without direction C. Douglas Johnson, Ph.D. Georgia Gwinnett College Dwight Perry, Jr. Central Michigan University & Perry International

2  Self – Awareness and Personal Impact: What does the Literature Say?  What is the Problem?  What is the Answer? ◦ IDAA Dimensions ◦ I.D. Follow-through Model  What Data is there to support this?  What does the Modules/Training look like?

3 You is Kind You is Smart You is Important  EI Lessons Learned from The Help

4  Emotional Intelligence (EI) was popularized by Daniel Goleman (1995) ◦ Independent competencies in both self-awareness and responsiveness to others  The Emotional Intelligence and Diversity Institute, founded in 2004 ◦ EID encompasses the ability to feel, understand, articulate, manage, and apply the power of emotions to interactions across lines of difference (Gardenswartz, Cherbosque, & Rowe, 2010) ◦ Four Elements in the EID model – Affirmative Introspection; Self-Governance; Intercultural Literacy, & Social Architecting

5  WE must connect… Emotionally!

6  Gen Y are Passionate  Gen Y are whimsical  Gen Y seek instant gratification  Gen Y need someone or something to believe in?  Gen Y will quit what they do not like  Gen Y need a reason to perform  Gen Y respect transparency  Gen Y will not participate, if not engaged  Gen Y want to be understood  Gen Y desire IMPACT!

7 [“Learning is the eye of the mind.” We have long known that a mind cannot function well if anxieties prey too heavily upon it.] – Bruno Bettelheim, The Decision to Quit: The School Review Vol. 69, No. 4 (Winter, 1961), pp First Year retention: 80.1% Students are QUITTING! Graduation & Transfer rate: 36.6%

8  Most cases it is an Emotional Decision  Emotions that can make a person want to quit:  Stress  Lack of Confidence  Lack of Support  Lack of Trust in ability  Depression

9 PAIN FEAR BROKEN WILL  Internal conflict causes QUIT!

10  If students could be taught: ◦ Resiliency ◦ Tenacity ◦ Self-Confidence ◦ Trust (In themselves and in others) ◦ Influence ◦ Over come fears ◦ Ask for help, if needed ◦ *Unravel Internal Conflict and “Follow Through!”

11

12

13  Here at Perry International we believe that a person’s emotions drive their actions or lack thereof. People wonder how some people are able to follow through and excel at certain things and other struggle to keep up with the pack. We believe that there are 5 key areas that allow us to Impact others exponentially and helps us to “Follow Through” when we are called upon.  Here are the five areas and emotions that coincide:  Self-Confidence: resides in your state of mind. Your belief makes things real.  Influence: resides in the mouth. What you say and who listens  Trust: resides in the heart. Your trust level depends on security of your heart.  Relationship: resides in the hands. This is because your hands are the only thing on the body with the ability to give and receive which is the fabric of strong relationships/team dynamics.  Fear: resides in the feet. This is because fear is the only emotion powerful enough to paralyze the body or if it is released the absence of it can allow you to run a conquer obstacles. These areas are now quantifiable!

14  This is the first and essential step in understand and ultimately gaining an appropriate strategy to address the retention and lack of engagement issue.  Understanding where the students of Greenville Tech are emotionally is vital in connecting and ultimately getting them engaged and retained.  The assessment will provide 5 vital emotional components that will be the catalyst to our Impact Strategy to retain them.  The five component’s Fear, Trust, Relationship, Self-Confidence, and Influence make up the Emotional Pulse.  The Emotional pulse is the aggregated data that will be collected and given to the administration.  This data will show the administration where all of their students on a macro-level are emotionally.  This is the first instrument capable of this type of insight. (Over 86 % accurate)  Based on the levels of the Emotional Pulse, we will know what the first steps to engaging and retaining the students will be.

15  Impact Development Awareness Assessment (IDAA) that brings awareness to the levels of these 5 areas which aid individuals become more aware of the Impact they possess  IDAA: Quantifies the areas of Fear, Trust, Relationships, Self-Confidence, Influence, and Total Impact one is using  IDAA Purpose: To provide “Access” into the Emotional Pulse of individuals to aid them use more of the Impact they possess in order to “Follow Through”.  IDAA Results:  Number of Participants: Over 1,500 upon it 12 month release  Age Range:  Education Range: High School Diploma to PhD (19 PhD)  Assessment time of completion: 3-5 minutes (Avg minutes)  Accuracy: Self Generated: 86% (IDAA is currently higher than Myers Briggs and Strength Quest)  Intrinsic Motivator: Over 95% of participants say this assessment makes them want to do more in life!

16

17  1 st: is the Accuracy score: scored from 1 to 5. (1 is not accurate and 5 is very accurate.)  2 nd : Age of participant  3 rd : Race  4th: Sex of participant  5 th : Fear score: ( scored out of 50)  6 th : Trust score: (scored out of 50)  7 th : Relationship score: (scored out of 50)  8 th : Self-Confidence score: (scored out of 50)  9 th : Influence score: (scored out of 50)

18 521whiteF What did you learn from taking the IDAA?: This is me Did taking the IDAA make you want to do better?: yes! 519blackF What did you learn from taking the IDAA?: I learned more about my personality. Did taking the IDAA make you want to do better?: Yes, it gave me confidence in myself that I am a good person and I can do anything I put my mind to. 420blackM What did you learn from taking the IDAA?: I learned that my trust is very important to me and learn tremendously from my mistakes. Did taking the IDAA make you want to do better?: Yes, feel like my confidence build ‘s answering these questions.

19 518whiteF What did you learn from taking the IDAA?: That I should try to be more confident and recognize the impact I can make for my society. That I need to recognize my strengths and work on my weaknesses. Did taking the IDAA make you want to do better?: Yes, it makes me want to try and increase my self confidence and take situations more lightly. 519whiteM What did you learn from taking the IDAA?: I learned about the things I need to work on and what situations I thrive best in. Did taking the IDAA make you want to do better?: Yes. The results are 100% accurate about myself and I now know what I need to improve on. Very impressive and accurate test. 523blackM What did you learn from taking the IDAA?: That I need to learn to trust others. Also, I should operate at my highest self- confidence more often and consistently. Did taking the IDAA make you want to do better?: Yes, It makes me want to operate at my best more often.

20  The Answer, The Key to Impact Development Curriculum consists of 17 impact development modules primed to increase the emotional development of its readers.  The Answer has been used to as a tool to increase student engagement, retention, and holistic development in colleges and universities such as The University of Georgia, and Georgia Gwinnett College.  The Answer hones in on the emotional “internal conflicts” that hinder individuals from “following through” on their goals and aspirations.  The Answer provides pragmatic scenarios and activities that aim to develop students emotionally, professionally, and academically.  The Answer’s 17 modules coincide with the IDAA five emotional dimensions and is used to specifically pinpoint where development is most vital.

21 Impact Development Dimension Module Fear Relationship Trust Self- Confidence Influence 1. Discover How to Work It 2. Dare to be Different 3. Separate Love 4. Tell Mr. F.D. to Flee 5. Establish a “Just One Yes” Mentality 6. Pain Did Not Kill Me 7. Miracle in Me 8. You are More than What You See 9. Confidence Opens Doors 10. Show Me what You Want 11. You are Someone’s Superhero 12. Risk it! Don’t Miss it 13. Reach Beyond the Break 14. Eagles Fly and Penguins Watch 15. The Gift Inside was Given to Provide 16. Learn How to Encourage Yourself 17. Only Bring Those that Believe

22

23 Embody Your Impact Impact Development Innovation Student Success Teaching and learning Employee Development `` African American and Hispanic Males

24  Dwight Perry, Jr. –  C. Douglas Johnson –


Download ppt "No progression without direction C. Douglas Johnson, Ph.D. Georgia Gwinnett College Dwight Perry, Jr. Central Michigan University & Perry International."

Similar presentations


Ads by Google