ManagingDown/ManagingUpEllenWalkerLoriClarke

MichelleStrout

Ellen Walker• BegancareeratRensselaerPolytechnicInstitute• MovedtoHiramCollegeasAssociateProfessorin1996• PromotedtoFullProfessorin2000• ServedasComputerScienceDepartmentChair2007-

2012andagainstartingin2018• ServedasAssociateDean2012-2018(2fullterms)• CurrentlyleadingCollege-wideaccreditationprepteam

forHLCvisitin2020

• Research:ComputerVision,ArtificialIntelligence,ComputerScienceEducation

ManagingUp“Managingupisaconsciousapproachtoworkingwithyourmanagertowardmutuallyagreed-upongoalsthatareinthebestinterestsofyou,yourboss,andyourorganization.Itisnotmerepoliticalmaneuvering;rather,itisaprocessofinfluencingyourmanagertomakedecisionsthatbenefitbothofyouaswellasthecompany.”

http://www.slideshare.net/MattheaMarquart/managing-up-for-ynpn

TheBigSqueezeAdministration (Trustees, Regents, President)

Faculty

ProvostDeanChair

ThinkingDifferentlyFaculty:“Butwehavetoofferthat(low-enrollment)course,orourcurriculumwillbetooshallow/studentsneedthatcoursetograduate(orsucceed)”Admin:“Thetrusteesalreadythinkwehavetoomanyfaculty.Low-enrollmentcourseswilljustencouragethem.”

ThinkingDifferentlyFaculty:"Ineedtogototheseimportantconferences.I'mgivingapaperateachone.Whycan'tyoucoverallofmycosts?"Admin:"Facultyjustrequestednearly100xtheavailabletravelfunds.HowcanIchoosewhichrequeststosatisfy?"

Tips• Neverpresentaproblemwithoutalso

bringingalongacoupleofsolutions• Tellthebossthewholetruth• Don’twhine• Showyourappreciation

Tips• Pickyourbattles• Thinkabouttheultimategoalandbewilling

toacceptanalternatepathtogetthere• Advocatestrongly,butonceadecisionis

made,supportit.

LoriClarke• Startedacademiccareer:U.ofMassachusettsAmherst• Professionalservice:vicechairCRA,co-chairCRA-W,General

ChairICSE,ACMSigSOFT Chair,etc.• UniversityService: AssociateChair1981-85,Chair2011-2015

(wentfrombeingadepartment,tobeingaschoolwithinaCollege,tobeinganindependentCollege)

• Researcharea: SoftwareEngineering(withafocusnowonMedicalSafety)GrantsupportfromNSF,DARPA,NIH,ARO,AFOSR,DOE,…

ManagingDown• Mentoring,directing,andsupportingthepeoplethat

workunderyour“supervision”• Faculty,staff,postdocs,graduateandundergraduatestudents

• Improvetheworkingenvironmentforeveryone• Supportive,respectful,meaningful,enjoyable,

continuedgrowth• Improvethestandingoftheorganization,butNOT atthe

expenseofhelpingindividualsachievetheirgoals• Oneofthebenefitsofbeingatanacademicinstitutionisthat

youcanputpeoplefirst

Managingfacultyislikeherdingcats• Worktogetbuy-inforanyimportantchange

• Needtogatherandpresentdata• Layoutalternatives• Allowtimefordiscussionandconsiderationof

improvements• Afterconsideringalternativesandtheirproblems,mostwillnowbetterappreciatetheselectedsolution

• Besttoleadbasedonastrongconsensus• Takestimebutapositiveenvironmentisworththe

effort

One-on-oneInterventions• Honestlydiscussproblems

• Providesupportingdata• Comepreparedwithsuggestionsforimprovement• Recognizetheindividual’scontributionsandconcerns

• Listen!• Endthemeetingwithaclearlystatedplanforgoing

forward• Ifpossible,arrivedatamutuallyacceptableagreement• Ifnot,makeitclearwhatisexpected

ProvidingResearchGuidance• PhDandpostdocpositionsareapprenticeships

• Learnbyworkingcloselywithyou• Use“thinkoutloud”

• Explainwhatyouthinktheproblemsareandwhy• Explainyourthoughtsonthenextsteps

• Insistonvisibilityintothestudent’sprogress• Workingdocumentthatoutlinestheirprogresstodate

• Existingproblems• Pastapproaches,strengthsandweaknesses• Terminology• Approachestobeexplored

² Currentstatusofeach² …

• Greatjumpingoffpointwhentheyarereadytowriteapaper

ProvidingResearchGuidance• Working1-1withstudentsisthebestpartof

beingafacultymember• Seethestudentsdevelopskillsandmatureas

researchers

• Beinganadvisorisalifetimecommitment• Advocateforyourstudentsandsupporttheir

careerdevelopment

ManagingwithoutaMandate• Havea“seatatthetable”butnoauthority

• e.g.,facultymemberatafacultymeeting,universitycommittee

• Swimmingagainstthecurrent• Doyourhomework,soyouhavetheinfotomakeyourcase• Speakup,knowingthatyoumaynotbeheard

• Someoneelsemightmakethesamepointlater² Thankthemforagreeingwithyou

• Noone(orfew)mightsupportyourpointofview² Bettertoplantaflagthatmightbepickedup(much)later² Don’tstormoutmad,insteadIteratethepointagainatalatertime(andagain)+

» Perhapsyouwillstarttowinoverconverts

• Forme,itisbettertospeakupandlosethantonotfightformypointofview

MichelleStrout• Academiccareer:ColoradoStateUniversity(2005-2015),

UniversityofArizona(2015-current)• Professionalservice:SC19techpapersco-chair,PLDI,

RMCWiC 2012co-chair,...• UniversityService: Graduateprogramdirector(2014-2015),

CurrentlyActingDepartmentHeadforComputerScienceatUniversityofArizona

• Researcharea: ProgrammingLanguages/CompilersandHighPerformanceComputing

DealingwithSexualHarrassmentasaManager

• AnnaKarlin ledaCRA-Wsubcommitteeonresourcesonsexualharassment, https://cra.org/cra-w/sexual-harassment/

• Todaywewilltouchonthefollowing:• Whatissexualharassment?• Howcanwehelpfacultyunderstandtheir

responsibilities?

Whatissexualharassment?• Scenario1:Astudentasksoutateachingassistantor

instructor• Scenario2:Afacultymemberlookspeopleinthe

chestinsteadofthefacewhiletalkingwiththem• Scenario3:Afacultymemberreferstothewholeclass

as“guys”onaregularbasis• Scenario4:Afacultymembercommentstoastaff

memberthattheyappeartodressinaveryfeminineway.

SexualHarassmentandTitleIX• Whenindoubt,talktoyourlocalTitleIXofficeand/orHR.They

aretheexperts!• TitleIXisalawthatprohibitsdiscriminationbasedonsex

regardlessofgender,sexualorientation,gender,genderexpression,pregnantorparentingstatus,andLGBTQ(lesbian,gay,bisexual,transgender,queer)identity. ThislawappliestouniversitiesaswellasK-12institutionsintheUS.

• UnderTitleIX, discriminationonthebasisofsexcanincludesexualharassmentorsexualviolence,suchasrape,sexualassault,sexualbattery,andsexualcoercion.

TitleIXOffices• TheTitleIXOfficeisrequiredtoassessandrespondtoall

complaintsorreportstheyreceive.• YoucanreporttotheTitleIXofficeatyouruniversityevenifthe

incidentoccurredoffcampus.• IfanincidentinvolvesaprofessorfromanotherUSuniversity,e.g.

ata conference,youcanreportittotheirTitleIXofficeaswell.• PleasebeawarethatTitleIX doesnot guaranteeconfidentiality.• CheckyourlocalTitleIXwebpagesformorepreciseinformation

abouthowtheseissuesareaddressedatyouruniversity.

HelpingFacultyUnderstandTheirResponsibilities

• 3R’satUofA (https://equity.arizona.edu/refer)• ReferpersontotheOfficeofInstitutionalEquity(OIE)• ReportbyCC’ing OIE• Recordwiththesameemail

• TitleIXofficesoften...• Providetemplateemail• Providetrainingforagroupoffaculty

• CodeofConductfortheDepartment• Discussinclusiveteachingtechniques• Otherideas?

Notusedbutgoodstuff

Saying‘No’• Saying“no”isadailyactivity;getusedtoit• Womensay“yes”totoomanythingswithlowimpact,andrunout

oftime/energy/creativityforhigher-impactmorestrategicpursuits.Thinkbeforeyousay“yes”

• Alwaysbegraciousand,ifpossible,givebriefnon-personalreasonsforhavingtodecline

• Recommendseveralalternativechoices/recommendations(ideallywomenifaworthyactivity)

• Ifyoumeanit,tellthemtoconsideryouandaskyouagaininthefuture

Hearing‘No’• Hearing“no”isadailyexperience,getusedtoit• Psychologyshowsthatwomenhear“no”as

“thisisabadidea,Ididnotdoitright”,menhear“no”as“notnow”;learnfromguys

• Consider“no”tobe“notnow”,andgetreadytotryagain,perhapswithawisersetoftacticsorbetterstrategy,buttryagain

• Persistenceiskeytosuccess

Scenario• Yourprovostasksyouandyourcolleaguetostarta

newmaster’sdegreeprogramtotrainpeopletobeCOBOLprogrammers.Yousecretlythinkthisisaterribleidea.Howwouldyoumanageyourdeanandprovosttogettheresultyouwant?

• Hint:Startbythinkingaboutwhatresultyouwant.

“SayingNo”Exercise• Youareapre-tenurefacultymemberata

researchinstitutionthathaswonaprestigiousfederalresearchcentergrantthatrequiresanoutreachprogram.Youwerenotaskedtobepartoftheresearchteambutwereaskedtorun/coordinatetheoutreach.Youarepassionateaboutoutreachbutthisisnotawisecareermove.Howdoyoumanagethesituation?

Resources• WhatGreatManagersDo,byMarcusBuckingham,

https://hbr.org/2005/03/what-great-managers-do• TryCoachingInsteadOfManagingWhenEmployees

BringYouProblems,byMarkMurphy,http://www.forbes.com/sites/markmurphy/2015/05/29/try-coaching-instead-of-managing-when-employees-bring-you-problems/

•