Simple ideas to change your mindset

Our mindset is made up of our beliefs, ideas and attitudes. Thinking about our mindset can help us adapt and change it.

Every now and again I catch myself being negative. That little inner voice suggesting I can’t do something or that something is too hard. Recently during my personal tutoring sessions, I have seen this in students as well. I decided to explore a change in mindset, to change the way we look at things. With an open mind and a realisation that this may take some time and effort I looked into how to change.

word-brain

 

What can I say to myself?

Instead of…… Try thinking……..
I’m not good at this What is it I am missing
I give up! I’ll use some of the strategies I’ve learned
This is too hard This may take some time and effort
I can’t make this any better I can always improve, I’ll keep trying
I made a mistake Mistakes help me learn and improve
I’ll never be as smart as her I’m going to figure out what she does and try it
It’s good enough Is this really my best work?
I just can’t do this I am going to train my brain
Plan A didn’t work Good thing the alphabet has another 25 letters or There’s always Plan B

 

connections-graphic

 

And the more I explore this in myself the more I see in colleagues either a fixed mindset or growth mindset, the more I became aware of myself, the more I noticed who I wanted to hang out with.

Characteristics related to a growth mindset and a fixed mindset

Fixed Mindset Growth Mindset
Resist learning new technologies, oppose change almost instinctively Excited to learn new technologies, embrace change
View setbacks as a reason to give up View setbacks as a challenge to overcome
Simply don’t do things that they determine are too hard Ask for help when they need it
Feel threatened when others succeed, resent having to work with others Collaborate with colleagues, look for ways to ensure everyone’s success and learn from other’s successes
Resent being asked to do anything they view as extra Willing to put in time and effort to succeed
Ignore any negative feedback or criticism Use negative feedback as a way to improve performance
Actively resist any new challenge Constantly seek to improve performance
I feel like feedback is personal I feel like feedback is constructive
My abilities determine everything My effort and attitude determine everything

Imagine being able to create a mindset in students and colleagues that allows growth. People who are not afraid of change, open to new ideas. People who are excited by the possibilities of new tools and technology. People who share a growth mindset.

Oh if only it was that easy. Read a few charts, change the way you think and (if you have an Uncle Bob) Bob’s your uncle! But it’s not easy, change is hard, this is who I am…

Wait…… yes it will take time and effort, I may need some help. But it’s who I want to be, it’s who I want my students to be!

 

Karl McCormack  BA (Hons), PgCHPE, FHEA

Accounting Awards Course Leader.

Visit our website to find out about Accounting and Finance Courses.

The UK Gender Pay Gap – an end in sight?

As we enter 2017 the old chestnut of the gender pay gap has become a hot topic for discussion as the promotion of equal pay has become not just a matter of social and moral justice but one of economic necessity as women have become integral to the UK’s economic performance. However, despite the Equal Pay Act 47 years ago, women still earn less than men in Britain today. The difference in pay between men and women remains the clearest and most dramatic example of inequality for women.

What is the gender pay gap?

Overall, women can expect to earn significantly less than men over their entire careers as  a result of differences in caring responsibilities, clustering in low skilled and low paid work, the qualifications and skills women acquire, and outright discrimination (Fawcett Society, 2015).

 

shaking-hands

 

Gender pay gap down to 5% among UK workers in their 20s, study finds

The Resolution Foundation says women will still earn significantly less during their careers as the gap widens after age 30. Women in their 20s have seen the pay gap halve to 5%, but just as in previous generations the discrepancy compared with men’s earnings widens when they hit 30 and start a family.

In a report highlighting the challenge facing Theresa May in closing the pay gap, the Resolution Foundation said women entering work now would still earn significantly less than their male counterparts over their careers, despite an improvement in pay differentials during the first decade of employment. The Resolution Foundation compared the typical hourly pay of different generations of men and women over the course of their careers.

Women in their 20s earn more than men of same age, study finds

It found that, for workers in their 20s, the pay gap was 16% among baby boomers – born between 1946 and 1965 – 9% among people born between 1966 and 1980, and 5% among those born between 1981 and 2000, referred to as millennials.

“It shows that the gender pay gap has closed for every subsequent generation of women,” the think-tank said. “This reflects positive trends, including rising higher educational participation which women in particular have benefited from, and more women breaking into high-paying industries and occupations.”

However, a sharp rise in the pay gap after the age of 30, seen in previous generations, puts millennial women on course to face a deficit of almost 30% by the time they are in their mid-40s unless there is further government intervention.

 

gender

 

Laura Gardiner, author of the Resolution report, said: “It’s important to not overlook the positives. The rate of progress between generations is really welcome, particularly with Generation X. Even in the child-rearing years there’s still really big gains.” But she said there were many issues related to working part-time, such as missing out on informal chats in the pub, that needed to be tackled. “I wouldn’t want to play down the policy success we’ve had, but the area where there’s probably the most we could do is around the part-time penalties, and the opportunities for promotion and progression, the cultural stuff,” Gardiner said.

The question is will it take until 2069 to bridge the UK gender pay as suggested in a report by Deloitte’s last year? Time will tell and no doubt in 2018 we will be pondering the question again. In the meantime, wishing you a Happy, Healthy and Prosperous (in equal pay terms) 2017.

If you are interested in this topic please feel free to contact me – Peter.Beszter@Staffs.ac.uk

This semester I will be teaching the Managing People through Performance and Reward module which will be examining the UK gender pay gap.

 

Dr Peter F. Beszter

“Let’s be Honest” Rules the Roost

The Chinese New Year celebrations begin at the end of the month and 2017 is the year of the rooster (back to the chicken blogs Dr Peter Jones!). Apparently the rooster is a Chinese symbol of honesty, a quality that could be said to make or break a business. This led me to ponder on the requirement for honesty within an organisation and, despite the fact that truth is said to hurt, the difference that honesty can make.

Honesty is the best policy

How often have you heard that said? It’s certainly true in terms of crisis management and at some point or other all businesses will find themselves dealing with some form of crisis. Historically those businesses that have been dishonest have fared badly in these situations; BP notoriously handled the oil spill off the Gulf of Mexico in 2010 poorly and dishonestly. Alton Towers on the other hand, have been repeatedly praised for their honest and straightforward response to the Smiler crash in June 2015. I’m a firm advocate of holding your hands up and admitting it when you get something wrong, then throwing all energies into making good any damage done and moving on.

I can see you!

Of course in these days of instant digital communication, businesses can’t hide their mistakes for long. There’s always some follower with a bug to bear that can’t wait to post or tweet negatively about a brand the minute a mishap occurs. Businesses seem to be getting wise to this and there are numerous examples of how organisations responded cleverly to crisis situations via their social media channels. The secret seems to be responding in a timely and appropriate manner…as well as being honest!

Lies, damned lies and statistics

Are dishonesty and lying the same thing do you think, or is one more intentional than the other? Either way, Volkswagen was hauled over the coals for lying about their emissions tests. That faux pas cost the company dearly, posting their first quarterly loss for 15 years in October 2015. Clearly it doesn’t benefit businesses to lie…unless they can get away with it.

One would hope that the businesses of today have learnt from these examples and that honesty and integrity prevail in order for the wheels of the business world to turn. The Federation of Small Businesses appears to be confident in the current economic forecast, so all bodes well for both the old red hens and the hatching businesses of 2017.

Doctor of Business Administration – a way to link industry with academia

Our Doctor of Business Administration (DBA) students are well established and recognised professionals in their fields in high-powered executive level jobs in various industries ranging from retail to corporate banking, from academia to government. One of our DBA students completed Staffordshire University’s Masters in Strategic Human Resource Management (HRM); another one had completed Staffordshire University’s Master of Business Administration (MBA) before joining the DBA programme, which demonstrates the varied progression options. Our DBA students come from diverse backgrounds both cultural and educational. They all have in common one thing though – they want to advance their careers as well as their respective fields, industries or companies through research.

Our DBA candidates use academic literature and rigorous research to develop new marketing metrics that will help firms in different industries predict their sales growth; they develop family business succession plans in countries where no such things exist; they investigate international trade opportunities in education services so that universities in their country can grow; some test existing models in new contexts, others develop new concepts and theories.

Such exciting collaboration enables Staffordshire University to be incredibly close to businesses at the highest level and contribute to their strategic decision making. One such example is a project that has spun out of a DBA research initiated by the HR Director of DFS.  A team of high calibre researchers presented findings directly to the DFS team and the cooperation flourishes. Read this post and this article to learn more.

In May our DBA students presented their research at a DBA symposium organised by the Chartered Association of Business Schools and Aston University Business School, where they worked with their peers from other DBA programmes and discussed their research under supervision of experienced academics, researchers and doctoral supervisors. The event was preceded by the Postgraduate Research Conference at Staffordshire University, to which our DBA students made a valuable contribution. In fact, authors of the very best papers were selected by the conference organisation committee to chair a session, giving students an important experience valued highly in academia. Later this year, our DBA students contributed to a very successful and productive DBA symposium organised by Cranfield School of Management and the British Association of Management in October. DBA candidates met with DBA supervisors, programme directors, and DBA students and graduates from universities all over the UK and abroad. Liaising with them enabled students to set a benchmark against the market standard and gauge their own progress. Debates and discussions about their research helped our students to develop confidence in articulating their research to specialist and non-specialist audiences. This is a key skill DBA candidates need to develop in order to be able to disseminate their research to practitioners as well as academics. This will also help them tremendously when they eventually defend their thesis during a viva voce examination.

     

Networking however doesn’t only happen at symposia or conferences. During the BAM symposium residential week our DBA students enjoyed an evening playing bowling with their peers and the Programme Director (who broke her finger trying to lift the side bars for them!). This was a great opportunity for our DBA candidates to get to know colleagues from other cohorts, who are in different stages of their doctorate, whilst trying something new as most of them had never bowled before. It strengthened the cohesion between and within cohorts and facilitated better teamwork and peer support amongst the DBA candidates, who are from different parts of the world.

To find out more about Staffordshire DBA contact the Programme Director
Dr Jana Fiserova, visit our website or follow us on Twitter #staffsDBA

Do you need help with digital marketing?

The MSc in Digital Marketing Management is one of our new awards to meet the changing demands of industry. Marketing is going through a fundamental change with ever more marketing carried out online – a major consequence of this is the incredibly detailed data that is generated which leads to data driven policy.

The marketing industry is booming, examples from our partners include, I-Prospects in Stafford who take on over 100 graduates every year, Synectics Solutions in Newcastle under Lyme, Don’t Panic who organise many digital award nights and conferences or alumni who have set up businesses such as Jill Quick, Dan Knowles or Louise Holland

To get our Masters students ready for the industry we have two modules:

  1. ‘The Management of a Digital Marketing Project’ – this module will prepare a tri-partite agreement between the student, the academic staff and the organisation as to the focus of the project, existing benchmark measures, what is to be achieved and how to make the project sustainable (so that it can continue after the student leaves).
  2. The Work Based Digital Marketing Project – a credit work experience (450 hours) to deliver the project with the organisation concerned.

The project can be in any type of organisation e.g. private sector, public sector, charity or a university. It is desirable but not essential for the work project activity to take place at the premises, or it could be a mix with some days in the company and some work off site.

We have built in flexibility to the work-placement so it could be that you would like a portfolio of tasks to be completed rather than just one main project. Examples could be – creation of a digital marketing strategy, audit and re-launch of social media, budget and investment plan for marketing, devising and implementing a training plan for existing staff.

As the module is part of the course then paid remuneration is not required. However, we would expect travel expenses and any other identified costs of the project to be paid – these can be discussed and agreed before the placement starts.

So if you are interested get in touch with Prof Jon Fairburn jon.fairburn@staffs.ac.uk 01782 294094

The Six S’s of Social Success

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For the third month running Staffordshire University Business School’s social media presence has dominated the rankings in EduRank, the Education sector’s digital benchmarking platform. There’s been some serious online activity going on to get us there; Undergraduate Business Course Leader, Angela Lawrence, shares our Six S’s of Social Success, to let you into the secret of how we did it:

1. Spice It Up!
They say variety is the spice of life, so we like to spice things up with lots of different types of post. Everyone knows that pictures and videos go down well on social media platforms, but daily streaming of Facebook Live or Periscope is just going to bore followers. Our posts mix business news, staff and student news, education sector news, trending videos and yes, Facebook Live and Periscope from time to time too. All with a common business thread, to attract followers who are eager to see what we’ve got to say each day

2. Seamless Scheduling
We scoff at the cry “but I don’t have time to be posting on social media!” Regular feed is made easy by scheduling your posts, whether by adopting a social media management tool such as HootSuite or by using the simple scheduling tool available on Facebook pages. Half an hour a week and you can schedule an interesting post for each day; then supplement these with emerging news and trends, as and when something newsworthy arises.

3. Share the Load
It’s only fair that everyone contributes towards our social media presence; after all it belongs to students and staff alike. So we recruit student social media “gurus” who adopt a channel, be it Facebook, LinkedIn, Twitter or Instagram, then focus on contributing to that channel from time to time. The job of maintaining an engaging social media presence shouldn’t have to be onerous for a select few, neither should it adopt the same tone of voice; freshen it up with views from different angles!

4. Say it Again
Quite simply, repurpose the good stuff! Our Mothership, Staffordshire University social media, posts some great content; as do the Student Union, the Student Guidance team and other schools within the university. So why reinvent the wheel? If it’s relevant to our Business audience, then we repost it on our Business channels…simples!

5. Sound it Out
There’s nothing quite like keeping your ears to the ground. Follow the blogs and websites that are going to create interesting posts for your platforms. If you’re using a Social Media Management tool then you can set it up to do this for you. Klout is one of our favourites; not only does it measure our social media presence and suggest posts of interest, but it tracks how retweets, likes and shares change our Klout score, helping us to identify the posts that work well.

6. Shareability
We won’t baffle our audience with academic gobbledygook; we just say it as it is. Social media should be conversational, interesting and fun – it’s not the place to post your 10,000 word dissertation! It’s all about understanding Social Media Etiquette and maximising the shareability of your social messaging. The more shares, the higher the exposure and the higher you climb the rankings. So make it a conversation that followers want to join in on.

Interested in Digital Marketing ? Then study with the best

Digital marketing, social media and analytics is a big industry which just keeps growing. There is a huge demand for graduates and post graduates in this area. We are already helping to meet this need a M.Sc Digital Marketing Management and from Sept 2017 we will be running a B.Sc in Digital Marketing Management.

Many of our students are already involved with carrying out social media for example on the Stone Food Festival.

Social media student

Tourism management and events management students help provide the social media for the Stone Food Festival

Our Business School twitter account @ BusinessStaffs has now been ranked no 1 for 3 months by Edurank for Business Schools across the world

Our facebook page www.facebook.com/staffsbusinessschool/ was first in the top 10 and now 1st for the last two months

And we are developing our Instagram account https://www.instagram.com/staffsbus/ which is in the Top 10 for Sept and Oct 2016


Our courses include credited work experience so come along to an Open Day or get in touch if you would like to know more.

BSc Digital Marketing Management

MSc Digital Marketing Management

 

Winning student teams at #GEW2016

Congratulations to everyone who took part in the All Day event and showed the resilience to stay until the end! This was a test of ideas, team working and the ability to keep going to get the job done. This is just one of the opportunities for students to bring information and ideas together from different topics and to apply what has been learnt on the courses.

Thanks to the other judges including Clair Hameed (Be Inspired), Sarah Holinshead (Stoke City Council Business team) and Sian Dunning RBES

First prize to Team Diversa – Pavrina Barring, Callie Gouveia, Kirsten Mills, Danielle Nugent, Sayyed Hashemi

First prize at GEW2016

 

Runners up prize – We’re the right tools for the job – Alex Cross, Charlene Barrett, Shannon Dean, Nelson Okoyomo and Hannah Seera

Runners - up at GEW 2016

 

Third Prize – Team Fiyah – Ismaeel Ahmed, Nisha Bansal, Davies Murtah

Third Prize

 

Thanks to Clair and her team for organising the All Dayer – see more of their Be Inspired Programme and opportunities for student and graduate businesses here. 

All photos by SO Visual a business started under the Be Inspired programme whilst at the University.

Global Entrepreneurship Week 2016 – All Dayer – Part 3

More teams

Business as Usual – Ellie Rough, Dave Petersen, Manisha Bansal, Kayal Aggarwal and Carl Ryan

Business as usual team

Entrepreneurial Gurus – Louise Chidlow @LouiseChidlow, Mikey-Lee Armitage @EventsArmitage, Libby Kirkland, Lorna Thomson, Nicola Clews and Amy Adams

Entrpreneurial Gurus

Team Fiyah – Davies Mutarah, Isnan Mahmood, Ismaeel Ahmed, Salma Mahmood and Georgia Lane

Team Fiyah

Getting advice from Stoke City Council Business team

Getting advice

All photos by So Visual – two graduates who started their business under the Be Inspired Scheme here at the University – great work Sam and Ollie!

Part 1

Part 2

Global Entrepreneurship Week 2016 – All Dayer – Part 2

More of the teams at #GEW2016 All Dayer – Business Ideas Generation

The Dream Team – Charmaine Oputeri @ctoputeri, Diana Mwiesu  @simplydiannan and Vionage Radzokota @vionage

The Dream Team

Team Diversa – Kallie Gouveia @KallieDGouveia, Danielle Nugent @daniellenugent1 and Kirsten Mills @HappyKirst

Team Diversa

Team Elite – Kristi Ong, Yang Rui Rui, Jiang Yi Wei Shiyalini and Jatupong Srakaew

Team Elite

Triple SSS – Tian Zhihan He Muxuan, He Haodong and Liv Chung Feng

Triple SSS

Support is being provided by Scott Grindley, Stoke City Council, and Emily Bell (one of our students on placement at Stoke City Council) and Danielle Boulton, Make it Stoke Staffs

Scott and Emily

All photos by So Visual – two graduates who started their business under the Be Inspired Scheme here at the University – great work Sam and Ollie!

Part 1 of GEW All Dayer

Part 3 here