Installed in our office yesterday:
People talk a lot about how employees need to make a great impression on the boss when they begin a new job. I think it's even more important for the organization to make a great first impression on the new employee.
The last job I had before I started Collegewise got off to a bad start. I'd moved across the country to take the job, and when I arrived for my first day of work, my boss was in meetings the entire day. I had no computer, no phone, and no access pass to get to the meeting rooms on the second floor. It took me almost a week to get all of the things I needed to actually start doing any work.
I had been excited about the opportunity, but the first day–and the entire first week–showed me that I was working for a disorganized company and a frenzied boss. That first week killed my excitement and any motivation I had. So it's not surprising that we do first days a lot differently at Collegewise.
New employees at Collegewise arrive to work with everything they need to get started. The desk has been stocked with office supplies. The computer and phone have been set-up. The office is decorated college posters, and we get them a coffee mug from their collegiate alma mater.
They have keys and a corporate card, and their business cards have already been printed. We have all the forms they need to fill out ready. We give them a Collegewise jacket and make sure their fridge is stocked with water and drinks.
We give them our version of an employee handbook we call "Life at Collegewise" where we talk about everything from how to expense a trip to where the best lunch spots are near the office. We proudly announce their arrival to all of our current families so they know who the new face in the office is. Then we start them on our 40-hour training program to learn how we do college counseling. And we've written a 14-page guideline called "Preparing for Your New Employee's First Day" to help our other offices do the same for their new employees.
When you make your new employees feel welcome and give them everything they need to start doing good work, it shows them how much you pay attention to details. But more importantly, it communicates that you expect big things from them, that you have expectations that they'll start making contributions right away. Now any good employee will want to show you that your expectations haven't been misplaced.
Sure, it can't stop there. You've got to make sure your employees have great second, and third and 303rd days, too. But while you can't control everything that will happen during an employee's tenure, you have total control over the first day. So why not make the most of it.
We spent last week at a conference and I missed a few of my regular blogging days. I'm making up for them with some extra posts to fill in the gaps, but I also wanted high school counselors who read our blog to know that we'll by typing up the notes from the sessions we attended and bundling them together in a PDF file so you can share them with any members of your counseling staff who weren't able to attend. Many of the sessions were specific to California (like UC and Cal State updates), but there were lots that could apply to any counselor, like changes to the Common App and guidance to share with students about standardized tests. We did this last year and had great feedback from counselors.
It will probably take us a week to put the packet together, but if you're interested, just keep checking our blog–this is the first place we'll share it.
I got a great thank-you note the other day. It was thoughtful and
sincere and really made me feel like this person appreciated the
(actually pretty small) thing I did.
It was also, of course,
totally unnecessary. But that's why thank-you notes are so great.
They're unexpected and a nice surprise. They're free to the writer,
but worth a lot to the receiver. It's rare that you can do something
so easy that's so well appreciated.
So think about a person who's helped you or done something nice
who deserves your thanks. Maybe it's a teacher, your counselor, your
boss, or a friend who helped you when you needed it. Write a nice note of thanks and let them know you appreciate their help.
If you need some tips to write a good one, here's a prior post.
Jim Collins, a professor at Stanford Business School, wrote a great book that studies history's most effective CEOs. And one of the traits he found that they all had in common was a desire to see the company become even more successful after they left. They did everything they could do to ensure the future success of their companies, including selecting and training their successors. They didn't let their egos get in the way. They never wanted people to talk about how great the company used to be. They wanted things to be even better for the company's next generation.
I think there's a lot of potential here for high school students here. So much of what you do in high school is temporary. You're the captain of the basketball team for one year. You're the president of the French club, or the lead in the school play, or the school board rep, or a section editor of the paper for just one year. Yes, you need to do a great job, and you want people to appreciate the impact that you make. But you can make an even great impact if you set up your successor to take over and have even great success when you're gone.
The school year is ending (or has already ended) for many of you. Are your successors ready to take over what you left behind? What could you do to help them be even more successful? You have two options–you assume that it's not your problem any more, or you can play an important part in helping your team, club, organization or other group be successful even after you're gone.
Jay Mathews of the Washington Post (and the author of Harvard Schmarvard, one of our favorites) has a great take on visiting college campuses. I've shared it before, but since he's bringing the topic back up, I'll go ahead and share it again. Here's his latest post.
His idea that you can just see what you want to see on college campuses, that you can have a little fun without toting a clipboard and taking notes, also works for counselors.
The counselors from our Irvine office are attending the annual WACAC conference this week. Good counselors and admissions officers spend a lot of time at conferences, so it's important to feel like it's time and money well spent. Here are a few tips we've picked up during our conferencing years that might help.
1. Don’t be afraid to pick a session based on the speakers rather than on the subject.
Some of the best sessions we’ve ever attended at conferences discussed topics that had surprisingly little to do with our jobs. But we know when someone like Bruce Poch from Pomona College or Paul Kanarek from The Princeton Review speaks, we always learn something. Great presenters make for great sessions. So don’t be afraid to occasionally pick a great presenter over a session whose subject matter might be more relevant.
2. Try to have meals with people you haven’t met.
If you’re here with colleagues like we are, it’s easy to huddle with familiar faces during the group meals. But there are a lot of great people to meet here, and meals are a perfect time to do it. In fact, some counselors are here without colleagues and will welcome the company. So get to know new people during the meals.
3. Attend the social events.
We do love a good conference social event. It’s a great time to relax and have fun with both current colleagues and new friends who know that several hundred counselors and admissions officers coming together to discuss education makes for one heck of a party. So no matter how inviting a quiet night in your room may be, spend a little time, well, socializing at the socials.
4. Be on the lookout for tips, information and advice you can use when you get back.
This is something we learned from conference veterans. It’s great when you can leave a conference excited about new ideas that you can implement into your job. Experienced counselors know this, and they spend most of the conference on the lookout for those insights. They enter every session hungry for one piece of information, or one suggestion they can take back and use. They think not just about what they’re learning, but also what to actually do with that knowledge when they get back. So feed off that tendency. Ask questions. Write down your ideas as soon as you think of them. Talk with your colleagues not just about what you learned at a great session, but also how you’re going to apply that knowledge back on the job.
5. Remember that you’re here for you, too.
We all go to conferences for the students that we serve. But it’s also important to use conferences as a chance to have fun, to commiserate with colleagues about the challenges and joys of our jobs, and to recharge our batteries so we can do an even better job with our students when we get back. If that means that you skip one session to connect over a beer with some new counselor friends you’ve just made, we think that’s OK.
This year's Common Application will launch on August 1, 2010. That's about a month later than it usually releases, which means that if you're planning any summer workshops where students fill out the application, you may need to adjust your dates.
But you can take a look at the preview version here.
I had an interesting experience with "helicopter parents" last week. I'd just finished doing a seminar at a high school and three mothers approached me with a question. The elected spokeswoman of the group proudly announced, "We're helicopter parents–and we have some questions about helping our kids find activities this summer."
Parents who support your kids and want the best for them have every reason to be proud of their efforts. Parenting isn't easy, especially during the teenage years.
But if you identify yourself as a helicopter parent, you should know that the term is pejorative for a reason. A helicopter parent hovers over your kid so closely that he doesn't learn to think and live on his own. College administrators talk about helicopter parents who call professors and argue for grades to be changed, or who intervene in roommate squabbles. Even employers are talking about parents who call on behalf of their (college graduate!) children to investigate job openings or to make sure their kids' resumes were received.
There are times when we sit with a student at Collegewise and just know that she's going to be successful. That feeling has a lot more to do with how she carries herself, her maturity, her self confidence and her work ethic than it does her grades or test scores. But one thing this kids all have in common are parents who are supportive but know when to step back.
If you're a helicopter parent, you can be proud of your instincts to want everything for your kids, but you should consider different methods. Become a proud former helicopter parent and then teach other hovering moms and dads how to follow your lead.