MBA International Management an der HfWU Nürtingen-Geislingen’s Post

🌍 How do we prepare students for the workplace? 🚀 At Schiller International University, we believe in preparing students for the global workforce through #experientiallearning and #realworldopportunities. Our unique approach combines hands-on experience, academic rigor, and international exposure to ensure our graduates are career-ready from day one. This commitment is further strengthened through strategic partnerships, such as our collaboration with United Nations Institute for Training and Research (UNITAR) and IBM SkillsBuild, offering students unparalleled access to global insights, practical skills, and exclusive networking opportunities. In a recent article published at Diario ABC, our CEO-President Marta Muñiz Ferrer shares how Schiller's forward-thinking methodology and strong industry connections help students thrive in today’s dynamic job market. 🔗 Read more about how Schiller is shaping the future of employability! https://lnkd.in/gWp8kaSS #ExperientialLearning #GlobalCareers #SchillerInternationalUniversity #UNITAR #IBM #Employability #CareerDevelopment

I had the pleasure of representing Swisscontact at the recent seminar, “Dual or Not Dual?”, organized by the Swiss Federal University for Vocational Education and Training EHB HEFP SUFFP SFUVET and the Swiss Forum for Skills Development and International Cooperation FoBBIZ. 🌍 The focus of the day was on discussing the most suitable approaches to supporting vocational education in international cooperation projects, based on the socio-economic and cultural contexts of partner countries. Key takeaways: 1. Adapting training systems to local needs. 2. Identifying specific requirements for impactful cooperation. 3. Recognizing that no one-size-fits-all approach exists. Thank you to all the organizers and participants for the insightful discussions. #Swisscontact #VocationalEducation #InternationalCooperation #SkillsDevelopment #GlobalLearning Swiss Federal University for Vocational Education and Training EHB HEFP SUFFP SFUVET Learn more: Studientag: «Dual oder nicht dual? Welches Modell ist bei internationalen Kooperationsprojekten zu bevorzugen?» | Eidgenössische Hochschule für Berufsbildung EHB”  

Want to help future leaders get their foot in the game?: Help kids get their first job and start addressing the issue from the bottom up. To all my colleagues in Recruitment and Hiring Managers: Unless you've been living under a rock, hiring 'diverse' talent' has been topic. Although it's high on the agenda I continue to read that these initiatives are failing at a significant rate. Have you ever asked yourself "what impact are we making?" In the end we are all fishing in the same pond. Educational background and previous professional experience is still as important as it was. One more professional or leader added in your company is one less at another. The math is pretty simple: zero impact. We do know something else though. When you were younger (and now) having a mentor, a teacher, an example or someone to look up to, can be of immense positive impact. Have you ever considered being that person and know what impact you have? Amsterdam: JINC Berlin: https://lnkd.in/ec6zRws7 Barcelona: Youth BCN Paris: 1 Jeune, 1 Mentor

On LinkedIn, people always talk about motivation when it comes to what makes a team successful. 😳 But here's the truth: it’s called discipline 🥇 I hated doing my tax income statement or applying for grants. Really. But I do it, because it's what it takes. It's like your morning routine. Do you love doing things right after getting up? Wahrscheinlich not - but you still do (I hope). Big shoutout here to my team members frommthe university of Hamburg team who is just showing up for that THIRD day at University of Hamburg, raffling out fainin-vouchers for our official launch at Universität Hamburg! ♥️🤝♻️ Andrea 🐭 Clara 🏎️ Jan 🧑🏫 Omar 🛜 Jacob 👦 And of course our enabler Uwe Lübbermann 🥤 But back to the story: Discipline is just what I‘ve described above - showing up, even for the things you don't enjoy, because you intuitively know they're necessary. Big successes are NOT built on motivation; those are built on discipline. Motivation helps you to begin with something, but discipline keeps you going, even through the parts you'd rather skip. ⏭️ Long story short: 🙈 THANK YOU GUYS! The real results come from showing up every single day, no matter what. #fainin #TeilenIstDasNeueHaben #UniHamburg #Erstsemester #SustainabilityDays

Our latest blog comes from Dr Claudia M. Bordogna, Nottingham Business School, Nottingham Trent University, on supporting international postgraduate students with employability. Her research of 367 business school students revealed that while many bring significant work experience and high ambition, they face unique challenges. A striking 40% worry about future success, and many view employability solely through the lens of skills and employment. The blog highlights that “employability isn't just about skills—it's a lifelong journey of self-reflection and personal growth. Sometimes, our most important role is helping students recognize the potential they already possess.” Read more: https://lnkd.in/eJvMgMNm #highered #employability #StudentSuccess

There are many paths to innovation, and a diverse team is a key aspect of bringing different perspectives to the table. Often that journey begins in college with the choice of a major. In her latest article, Sofia Didenko highlights the value of education rather than the choice of a degree path based on projected earnings. Read it on the Northern Star https://lnkd.in/gxCVCmFQ

I'll start by saying #diversityandinclusion is outside of my wheelhouse but I've been inspired to share this awesome research and my thinking following reading about #stereotypethreat in the book #supercommunicators by Charles Duhigg. Context A group of scientists were looking into the threat of stereotypes and the role self-indentity plays on performance. Hypothesis An individual's self-identy associated with stereotypes creates enough subconsious anxiety to impact performance. Background Data 1. Based on historical records they observed that female college students consistently scored 15-20% lower on timed high level math exams when compared to their male counterparts. 2. This was despite achieving similar result on SATs, math assignments and non-timed based assessments. Experiment They spilt the female students into 3 groups. All Groups: prior to the exam they shared the historic results to ensure stereotype exposure/awareness. (Control) Group A: no intervention Group B: prior to exam they asked this group to map their college identities e.g. female student, sophomore, athlete, scholarship, etc. Group C: prior to exam they asked this group to map all their identities e.g. sister, daughter, live music lover, student, etc. Outcome Group A & B scored 15-20% lower than the male average. Group C scored equal to the male average. Conclusion They concluded that spending time to shift the immediate/contextual self-identity of Group C enabled this group avoid the stereotype threat or subconsious anxiety experienced by the students due to creating a self-identity associated with the stereotype. So how does this relate to #D&I? I believe the business objective of D&I is to create an environment that is inclusive of, and facilitates exposure to different perspectives - this should ultimately lead to greater collaboration, innovation, employee engagement, better decion making, etc. Having reflected on the research, addressing self-identy seems like a significant gap in current D&I strategy/toolkit where diversity targets/quotas seem to dominate. I would guess breaking down the self-identies we bring to boardrooms, meetings, workshops, etc. may lead to more open dialogue. The Royal Australian Airforce use velcro rank badges on their uniforms and have all members remove their badges prior to debriefing rituals. On the surface this is a similar concept, however I do not believe it goes deep enough to address our self-identity. I don't have a silver bullet or answer here, but I found the research fascinating in the context of a corporate environment, especially given my experiences in Asian cultures. Also in the context of #change and #transformation, I couldn't help but considering how self-identy may influence mind-set and resistance to change. #changemanagement #leadership

We will struggle to move beyond the rhetoric of cross-sector or even cross-function mobility in higher education until we successfully challenge historical criteria and narrow views of academic excellence. It starts with current PGR admissions practices and permeates through every level via promotions processes. The EDEPI Project is trying to change this from the point of entry into research, with the competency-based PGR admissions framework; valuing experience and expertise that comes from outside the academic context over academic track record, and challenging systemic inequalities. UfN Co(l)laboratory is a 50-strong doctoral programme already piloting ways to centre this kind of mobility in Nottingham: from phd projects co-created with civic partners to training doctoral graduates to be the civic leaders of the future. https://lnkd.in/e4W5vqRu

#earlycareer #researchers should watch these stories of diverse #careerpaths as part of UK Research and Innovation's 101 Jobs: #Switching #Sectors series.

#Academia is rife with “invisible service” and asks that encroach on personal time. It’s time to reevaluate and – for our new junior colleagues – to help them establish boundaries.   There is the necessary service that #faculty do to keep a #university going.   It is a privilege to be part of a scholarly community and we each must do our part to ensure it is a vibrant, accessible, engaging community.   For example: I sit on 2 committees at the university level, 3 at the college and 3 at the department level. I work on issues like: 👩🏻🎓 Academic integrity 💡 Promotion guidelines 🗯️ Academic freedom and professionalism 🔨 Facilities and space use planning 🚀 Industry engagement   I do this service gladly, with interest, and with pride that I have the opportunity to help shape my intellectual community and my students' experience.   I also do unofficial “service” (truth be told, some of the best parts of my job!) like: 😀 Meet with our students interesting in pursuing a #PhD to help them through the process. 🤩 Nominate my colleagues for awards and seminars. 🧐 Mentor junior colleagues through the tenure process. 🧐 Act as a safe space for graduate students who need to talk through issues they face.   But increasingly I’m seeing asks – of colleagues across colleges – that seem inappropriate to me. 🎉 Host an event on a Saturday night. 👩🏻🏫 Teach a class until 9pm. 👩🏻🔬 Work on someone else's project (paper, proposal, lecture, etc) over a weekend because of their poor planning. 🌙 Attend student events at night.   It’s true that professors don’t have “set” working hours. I often work weekends (during the semester) to catch-up on prepping class material or proposals.   🙇🏻♀️ But we’re always told to be mindful of our “work-life balance.” 🤦🏻♀️ The university even sends us email reminders about self-care and available wellness sessions.   Why are faculty burning out and leaving academia? In part because they don’t feel able to say no to the many asks. So I’d like to remind (especially the new junior faculty just starting out) us that: 🙄 Tenure is not based on how many events you host. 🫣 Promotion is not a function of what time you teach your courses. 😬 It’s okay to say no. It’s okay to not want to take on more service, especially after "normal" working hours. 🤔 It’s okay to say that you feel like an ask is inappropriate and why. 🙃 It’s okay to say yes, too, to something you want to do that others might not do.   But please, don’t feel the need to say yes to everything. Evaluate each ask – its impact on your time and wellness, and its relative importance to your role in the university – before you give an answer.