MaineHealth Institute for Research Community

Thanks to Kelly Crowe for this contribution! On nights and weekends during the Covid-19 pandemic, I finally published a book that I have been writing for years. It’s  available on eBook and paperback on Amazon . Supervision An Innovative Guide to Being The Supervisor When Your Employees Are Young and Inexperienced   I wrote it about my experience supervising undergraduate students at Southern Illinois University and The University of Hawaii.   I was in graduate school with no formal  supervisory experience, when I became a supervisor. I thought of the questions that I had as a new supervisor and I answer those questions for the reader.    In the book, I share: -            Things that worked, -            Creative training methods for teaching new information, -            Solutions to problems that were driving me crazy,  -            And lessons I learned from mistakes I made.    If you know someone who might like a book like this, spread the word. (There are many smart, ambitious le

 Thanks to Leisa Collins for this contribution! Dear MMCRI’ers,   You’re invited to participate in our Fall 2020 MMCRI Book Group!   Throughout September-November, we’re putting our attention back on the book that our Career Development Association (CDA) has already kindly made an investment in:   Frankenstein: Annotated for Scientists, Engineers, and Creators of All Kinds .  This particular edition was published in advance of the January, 2018, 200 th  anniversary of the book’s initial publication. We ordered a supply of these earlier in the year, and they arrived the day  after  we were sent to work-from-home in March. The Black Lives Matter movement led us to read another book over the summer.    Our discussion group meeting will be held on Thursday, 11/19/20, 1:00–2:30PM. I’ll make arrangements to get a copy of the book to interested participants, when I’ve received all replies. Even if you showed interest previously, please re-confirm with me. Kindly note:  this group has the most

 

August 31, 2020   Diversity ,  Equity and Inclusion Themes: What We Heard from You   As we continue to build our organizational Diversity, Equity and Inclusion (DEI) strategy, we want to share what we heard at the listening sessions that took place earlier this summer. Almost 300 of you gave us your thoughts on the state of DEI at Maine Medical Center, in answer to the following questions: What is it that you see and experience, what is it you need and what do you recommend?   You gave us honest, thoughtful responses. The following are representative themes from those conversations: Education and Tools There is a desire for education and support on a wide variety of topics relating to diversity, equity and inclusion. This is to include an understanding from both a patient and team member perspective and to provide knowledge as well as tools to support each other and our patients.   Welcoming and Inclusive Culture There is a desire for a culture where all people feel valued and included

Do some training! WE PROVIDE FREE OR CUSTOMIZED TRAINING EXPERIENCES We’re a nonprofit on a mission to end harassment — in all its forms.   We believe that everyone deserves the resources to respond to, prevent, and intervene in instances of harassment . We provide customized training experiences for businesses, organizations, schools, and colleges — and use any revenue earned, combined with  generous donations from people like you , to accelerate efforts to end harassment and provide free trainings to the general public.  We have proven methodologies in the areas of bystander intervention, conflict de-escalation, harassment prevention, and resilience.  We give much of what we’ve learned away in our free trainings, but to protect the integrity of our work we ask that you not use or re-purpose our methodologies without permission.  Below you’ll find link a to where you can learn more and get trained: Do some training!

Link to article My first grad school adviser made life miserable. Choose yours wisely By  Akshata Naik Aug. 20, 2020 , 2:00 PM The clock read 11 p.m. and I was still in the lab, staring at my poster abstract for what felt like the millionth time. I couldn’t focus. But going home wasn’t an option. My adviser had required me, and the rest of my labmates, to stay in the lab until she had time to read all of our abstracts. The submission deadline wasn’t for a few days, but she had decided she wanted to meet early with each of us to discuss the single-paragraph descriptions of our work. We waited dutifully as each lab member took their turn. None of us dared to leave—or to challenge our boss. I didn’t get home until 1:30 a.m. It was one more reminder that I should have been more careful when selecting a graduate adviser. Unfortunately, I was foolish enough not to give mentoring style a second thought. I was simply happy to have received an offer. Part of the problem was that I had limited o

Link to article here CAREER COLUMN    26 AUGUST 2020 If you want more women in your workforce, here’s how to recruit Academic departments and institutions must show candidates that they welcome people from all backgrounds. Emma Pierson, Elissa M. Redmiles, Leilani Battle & Jessica Hullman Universities and research institutions worldwide agree that diversity in their laboratories and departments is crucial not only for fostering innovation and different perspectives in research, but also for recruiting female candidates and others from marginalized backgrounds.  We are four female researchers who, in the past five years, have applied for faculty positions in computer science, electrical and computer engineering, information science, cognitive science, public health, public policy and statistics. Collectively, we have sought more than 130 faculty jobs and had interviews for more than 50.  We focus here on our experiences as women, but what we faced on the job market was also affected