Recently, I had the opportunity to contribute a chapter to an IGI Global publication titled Building Learning Communities: Collaborative Coaching as a Catalyst for Talent Development in Higher Education. You can read the chapter here: https://www.igi-global.com/chapter/building-learning-communities/389775
The chapter explores a theme that has shaped much of my professional life: the transformative power of coaching and community in higher education. As I reflect on the ideas I shared there, I’m reminded why this work continues to matter to me so deeply.
Shaped by Leadership Roles in Higher Education
Much of what I know about building effective learning communities comes from my years at the University of Alabama and the University of Central Oklahoma. Serving in senior leadership roles at both institutions placed me in environments where collaboration was not just helpful but essential. I learned how teams thrive when people feel empowered to contribute, when communication is intentional, and when leaders invest in others’ growth.
These experiences taught me the importance of developing people through meaningful dialogue, reflective practice, and shared responsibility. The collaborative approaches that were necessary in those roles became foundational to my understanding of how coaching can strengthen teams and enhance institutional culture.
The Heart of the Chapter: People Grow in Community
At the core of the chapter is a simple truth: meaningful development rarely happens in isolation. Whether students, faculty, or staff, individuals thrive when they are supported by intentional communities of learning. Coaching becomes the mechanism that holds these communities together, a structured space where reflection, vulnerability, accountability, and growth are possible.
Throughout my career, I’ve seen institutions invest in new programs, technology, or organizational structures while overlooking the human connections that make these efforts successful. Sustainable improvement begins with people, not systems. Coaching empowers individuals to engage, to question, and to evolve in ways that ultimately strengthen the institution.
Leadership Development Requires More Than Training
One of the arguments I make in the chapter is that leadership development is not a one-time event. It’s a continuous process shaped by dialogue, mentoring, and real relationships. Traditional training has value, but it cannot replace the depth that coaching offers. Through coaching, leaders learn to think critically, to navigate complexity thoughtfully, and to cultivate environments where others can succeed.
This approach builds not only individual capacity but also collective resilience. Institutions marked by trust and reflective practice tend to weather change more effectively.
Why This Matters in Today’s Higher Education Climate
Higher education is experiencing enormous pressure — demographic shifts, economic uncertainty, heightened expectations, and increasing demands for accountability. In such an environment, learning communities anchored in coaching are not optional. They are essential.
They create space for honest dialogue. They help institutions retain talented employees. They nurture student success. And they foster cultures where growth is expected, supported, and celebrated.
These are not theoretical concepts; they are practical approaches that shape institutions and the people who work and learn within them. And while my examples come from higher education, the lessons extend far beyond it. Coaching, collaboration, and intentional community-building have relevance in virtually any organizational setting, making these insights broadly applicable across many professional and leadership environments.
A Continuing Commitment
Writing this chapter was more than an academic exercise. It was a reaffirmation of my lifelong belief in the power of human development. Despite the challenges, the disappointments, and the moments that test one’s sense of purpose, I remain deeply committed to the work of building communities where people can learn, lead, and thrive.
Thank you for engaging with this work. The conversation about coaching, learning, and leadership is ongoing, and I look forward to contributing to it in meaningful ways.
A few days ago, I had an unexpected encounter in my driveway. A man I didn’t immediately recognize approached me and asked, “Do you remember me?” He then reminded me that many years ago, he had brought his daughter to my office. I had worked with her and their family during a time of great need. He shared that because of that support, she is now thriving, excelling in a successful military career and having recently completed law school. He told me their entire family still attributes much of her journey to the help I offered back then. I was humbled beyond words.
After he left, I stood there for a while, reflecting. That moment stirred something deep within me. I realized just how much I miss working with young people, helping them believe in themselves, overcome obstacles, and step confidently into their future. It reminded me of the calling I once lived out daily, and how sacred that work truly was. In those seasons, I don’t think I appreciated fully the weight or beauty of the opportunity I’d been given.
God gave me gifts, and for a time, He opened doors for me to use them in powerful ways. But if I’m honest, there were times when I was so focused on what was next, the next title, the next achievement, the next milestone, that I missed the miracle of the present. I didn’t always “be where my feet were.”
That phrase, “Be where your feet are”, was spoken to Coach Nick Saban as he frequently reminded his players, but it has deep biblical resonance. God has already given us so much: family, health, calling, love, and grace. But if we’re always chasing the next thing, we risk missing what’s already in our hands. One day, we look up, and it’s gone.
Paul understood this tension. He wrote in Philippians 4:12:
“I know what it is to be in need, and I know what it is to have plenty. I have learned the secret of being content in any and every situation…”
Paul didn’t write those words from a place of comfort. He wrote them from prison. Yet he had found the secret to contentment: not in circumstances, but in Christ. His peace didn’t come from what he had or didn’t have. It came from who he belonged to.
That’s the peace I’m seeking now. Looking back, I can see how God walked with me even in the hardest times. I see now that He was teaching me, preparing me, and holding me close even when I didn’t realize it. And though I carry sorrow over what’s lost, I’m learning to also carry deep gratitude for what was, and what still is.
So now, my prayer has changed. I ask God to help me stay rooted in the moment, to treasure the gifts I’ve been given, and to trust Him with both what has passed and what’s still to come. I pray for the strength to be fully where my feet are, and to recognize that even now, God is not done using my story.
If you’re reading this and wrestling with discontentment, I invite you to pause. Ask God to show you what He’s already doing right in front of you. Not in the future. Not in the “what if.” But right now. He’s here. He sees you. And He’s still writing your story.
Prayer: Lord, help me to see the blessings in front of me. Teach me to live fully present, with a heart rooted in contentment and gratitude. Help me to let go of regret and to trust You with my future. Keep my feet grounded in Your purpose, and let me walk forward in peace. Amen.
Yesterday, I lost someone I called both godbrother and fraternity brother, Ronald Gamble. He was complex, like most of us are. Some saw him as prideful, but if you looked closer, you’d see that it was a kind of confidence, perhaps even a shield, shaped by life’s challenges. Regardless of how others perceived him, he loved his people deeply. His community was clear: our fraternity, the brotherhood of Masonry, the teammates he grew up with, and those who stood with him throughout life.
Losing a loved one always prompts reflection. In the wake of his passing, I’ve been thinking about the idea of community—what it means, what it takes, and why it matters.
Community is beautiful, but it’s also messy. It’s not polished or convenient. In John 15:15–16, Jesus calls us friends and tells us that we are appointed to bear lasting fruit. That fruit doesn’t grow in sterile conditions. It grows in dirt, in the joy and grief, in forgiveness and failure, in patience and presence.
True community is like a garden. To grow something real, you have to dig in. You have to get your hands dirty. It means walking alongside others not only in celebration, but also in sorrow. It means forgiving when it’s hard, loving when it’s inconvenient, and choosing connection even when it would be easier to retreat.
John 13:34–35 tells us to love one another as Christ has loved us. That’s not passive love. It’s active, intentional, sacrificial love. It’s the kind of love that forgives. It’s the kind of love that sticks around. And that’s the love I saw in my godbrother, underneath the armor. He may not have always said it, but he showed up, and he belonged to his people.
There’s something sacred in that kind of belonging.
I’ve also been reminded that community requires vulnerability. That’s where real transformation happens, when we allow others to see our imperfections and we choose to love theirs in return. That openness is risky, but without it, we miss out on the fruit of deep, meaningful connection.
So today, I reflect with gratitude for the life of my brother. For his presence in my life and in our shared communities. I reflect, too, on how I can be more present, more forgiving, more loving. Who do I need to forgive? Who do I need to love more boldly? Where do I need to dig deeper into the soil of relationship?
Community is God’s design for growth. It’s not clean or easy. But it’s sacred. And it’s worth it.
As we honor those we’ve lost, may we carry their legacy by cultivating connection, extending grace, and choosing love—even in the mess.
Friday nights and Saturdays at Alabama were electric, but the real work happened long before game day
When people hear that I played football at the University of Alabama, they often picture packed stadiums, roaring crowds, and those iconic Saturdays in the South. But my journey didn’t start there—it began under the Friday night lights at Sweet Water High School in Alabama. Those nights were unforgettable, but like Saturdays in college, they were only part of the story.
The real work happened long before the games. It was in the winter workouts, the spring drills, the sweltering summer practices, and the brutal two-a-days in August. At Sweet Water and later at Alabama, success wasn’t something that just happened when the lights came on. It was earned through discipline—day in and day out.
We had to be consistent. We had to show up. We had to be committed to the little things: stretching properly, staying focused during film sessions, eating right, and trusting the process even when it hurt. The wins on Friday and Saturday were built on what no one else saw. And that truth has stuck with me ever since.
The same principle applies to our spiritual lives. Too often, we treat our faith like a game day—we show up for a moment, hoping everything falls into place. But we can’t expect to face spiritual battles unprepared. We can’t expect to grow in faith without discipline. Just like football, our spiritual lives require consistent training.
Paul writes in 1 Corinthians 9:27, “I keep under my body, and bring it into subjection…” He knew that spiritual effectiveness isn’t just about knowledge or calling—it’s about discipline. Discipline builds capacity. It expands your ability to carry the weight of what God has called you to do.
Private moments of prayer, Scripture study, fasting, and quiet obedience are where we build that capacity. They’re our spiritual workouts. And they prepare us for the moments when life demands more from us.
Jesus modeled this perfectly. Before launching into public ministry, He withdrew in solitude, fasting and praying. His strength came from time alone with the Father. Our strength comes the same way.
So ask yourself: Are you preparing like it matters? Are you building spiritual muscle through daily discipline? Or are you waiting for game day, hoping you’ll somehow be ready?
Let’s focus on the little things. Because they’re never really little. They’re what prepare us for the big things.
Thought to Ponder: Are you actively building your spiritual capacity through disciplined practices? Which habits do you need to cultivate more faithfully?
Prayer: Lord, train me through discipline. Help me to seek You in the quiet, to grow in strength where no one sees, so I can serve You in the light. Expand my capacity for Your glory. In Jesus’ name, Amen.
Some songs entertain. Some get stuck in your head. And then there are a few that break you wide open.
That’s what “Only God Knows” by Struggle Jennings and Jelly Roll did to me.
When My Wife Hit Play
I didn’t find the song by accident. My wife sent it to me. She knows me. She knows the roads I’ve walked, the weight I’ve carried, and the unspoken battles I’ve fought. When she shared it, I knew right away that it wasn’t just about music—it was about a message.
“God knows I’ve drank with the Devil / Been as high as the angels…”
That line wasn’t just lyrics. It was a reflection. Of my story. Of seasons of regret, isolation, and struggle. Of doing things I’m not proud of, but still somehow clinging to the hope that redemption is real.
The Line That Broke Me
“No, I ain’t sold my soul / But I damn near came close…”
That one stopped me cold.
I’ve never fully put into words how close I came to letting go—not just of dreams, but of myself. But when I heard those lyrics, it was like someone had finally said the thing I couldn’t. I’ve stood on that line. I’ve questioned my worth. I’ve carried guilt that didn’t leave quietly.
But I never walked alone.
A Light in the Darkness
My wife has been a light through all of it. When I forgot who I was, she reminded me. When I couldn’t see beyond the fog, she pointed toward the horizon.
And maybe most powerfully—she saw this song and saw me. Not the polished version, not the one who keeps going—but the one who almost didn’t.
Sometimes, we don’t need someone to fix us. We just need someone to say, “I see you. I still believe in you.”
That’s what she did. And that’s what God continues to do.
Why I Recorded a Video
I don’t record many personal reflections. But I had to speak on this one.
I sat down and talked about what this song stirred up in me—about survival, grace, the deep need to be seen, and how even when we think no one understands, God does. He knows the entire story—especially the parts we try to hide.
If you’ve ever felt lost, if you’ve ever been close to giving up, if you’re holding on by a thread—you’re not alone.
Tell Your PeopleIf someone has been your light, your steady hand, your reason to keep going—tell them. Let them know they matter. I’m grateful every day for my wife, who has been that for me. And I’m grateful that songs like this exist—to help us say what we sometimes can’t.
Only God knows how far we’ve come. And sometimes, that’s more than enough.
Workplace sabotage can manifest in various forms, including gossip and rumors, undermining colleagues, passive-aggressive behavior, direct confrontations, and exclusion and cliques. Gossip and rumors involve spreading false or harmful information about colleagues, leading to mistrust and hostility. Undermining colleagues means deliberately sabotaging a colleague’s work or reputation by withholding important information or providing incorrect guidance. Passive-aggressive behavior includes using sarcasm, giving the silent treatment, or making backhanded compliments to create a toxic atmosphere. Direct confrontations involve engaging in open arguments or heated discussions that disrupt workflow and increase workplace tensions. Exclusion and cliques entail forming exclusive groups and excluding others, leading to feelings of isolation and resentment.
As a person of color, my professional journey has been marked by distinct experiences. At times, I noticed a difference in how I was treated compared to my peers. Reflecting on these experiences, I acknowledge that while not always the case, there were instances where peers made efforts to create a challenging workplace environment for me. This was unfortunate, and sometimes these actions may have been unintentional. However, in other situations, I perceived these challenges as deliberate acts of workplace sabotage.
I believe sharing my experiences could be valuable to other professionals of color facing similar workplace confrontations perceived as sabotage. It’s important to navigate these situations with awareness and resilience, seeking support and utilizing resources within the organization. Addressing such challenges requires a proactive approach, documenting incidents, seeking guidance from mentors or HR, and advocating for a supportive workplace culture that values diversity and inclusion.
The Unique Impact on People of Color
People of color often experience workplace sabotage differently and more intensely due to systemic biases and racial discrimination. The impact can include increased scrutiny, where people of color face higher levels of skepticism regarding their capabilities and contributions, making them more vulnerable to sabotage. Isolation is another issue, as exclusion from informal networks and social circles within the workplace can limit their access to critical information and opportunities. Stereotyping leads to biased evaluations and unfair treatment, further exacerbating feelings of inadequacy and frustration. Microaggressions, which are subtle, often unintentional comments or actions that reinforce negative racial stereotypes, can undermine confidence and create a hostile work environment.
Examples of Workplace Sabotage Against People of Color
Examples of workplace sabotage against people of color include questioning competence, withholding information, overloading with work, credit stealing, and negative performance reviews. Questioning competence involves doubting or questioning the qualifications and capabilities of people of color, often without basis, undermining their confidence and professional standing. Withholding information is the deliberate exclusion of people of color from important meetings or withholding crucial information that could aid their job performance. Overloading with work means assigning excessive workloads or menial tasks to people of color, making it difficult for them to succeed or advance. Credit stealing occurs when others take credit for the ideas and contributions of people of color, hindering their recognition and career progression. Negative performance reviews involve giving unfairly critical performance reviews based on biased assessments, which can impede career growth and job satisfaction.
I recall one situation where a peer noted that the functional area that I was supervising had encountered a few findings based upon a routine institutional audit. I was shocked as the area always was meticulous in its operations. I did my research and discovered that in this case, they had done everything that they were expected to do also. They had asked for an exception to a policy through another department, and that department had granted the exception. They had the information in writing. I was relieved because the errors seemed to be out of character for the department. When I followed up with the colleague who mentioned the findings to me regarding what I had discovered, they elected to ignore them. They made it a point to report to my supervisor and other institutional leaders that these audit findings had been discovered in one of my areas. The ability to triangulate my findings was not difficult as the individual supervised the department that made the exception. After bringing it up on several occasions, I was literally told that there was nothing that could be done, as “that ship has sailed”.
The Impact of Workplace Sabotage
The consequences of workplace sabotage are far-reaching and can affect both the individual and the organization. Decreased productivity is a significant impact, as the stress and distraction caused by sabotage can lead to decreased focus and efficiency. Lower morale is another consequence, as persistent sabotage can erode morale, leading to disengagement and dissatisfaction among employees. Increased turnover is a likely outcome in a hostile work environment, prompting valuable employees to leave and resulting in higher turnover rates and loss of talent. Health issues can also arise, with prolonged exposure to a toxic work environment causing physical and mental health problems, such as anxiety and depression.
When I have encountered these situations, it has caused a tremendous amount of stress and anger. I tried to navigate through them, but there are some who are very well-equipped in strategizing to create difficult situations for their “colleagues”. Many people of color like me have not been taught this game. They are not ready for these situations. They have not had mentors who have provided them with the reality that these types of games are played. I was naïve enough to believe that if I showed up and tried to do the right things professionally that others would support me. Over time, I realized that these types of things did occur, and it diminished my appreciation of the workplace and those around me who engaged in these situations. The toxicity caused me to have many reservations about trying to collaborate as trust had been deteriorated because of the environment that was created. I spent more time trying to figure out ways to get work done around these individuals rather than being able to be strategic. When employees of color experience these situations, it creates undue stress, second guessing, and overall a lack of desire to exist in the environment.
What to Do If Workplace Sabotage Impacts You
If you are experiencing workplace sabotage, it’s important to take proactive steps to address the situation. Start by documenting incidents of sabotage with specific details, including dates, times, and individuals involved. Keep a record of any emails, messages, or documentation that can support your case. I didn’t do a good job in this area. I wrote things off and continued to try to move forward. No one wants to be the “snitch” as some may perceive it as weakness or that you are not a team player. However, at the end of the day, your ability to be effective in your work is diminished anyway, so why not be proactive in addressing the issue head on.
Consider discussing your concerns with a trusted colleague, mentor, or supervisor who can offer guidance and support. Raising awareness of the issue within the organization can sometimes prompt action to address the sabotage. Talking to mentors and colleagues for support is crucial, even if some may not have the authority to intervene—they can still provide a listening ear. Personally, I struggled in this area because I didn’t share my experiences widely. It’s important to note that those who engage in such behavior are often adept at preemptively shaping a narrative. When you approach your supervisor, they may already have framed the situation in a way that undermines your credibility. It’s unfortunate, but it’s a tactic used by some individuals.
Seeking professional advice or assistance from HR or an employee assistance program (EAP) can also be beneficial. These resources can provide confidential support and guidance on how to navigate the situation effectively. I am delighted to see that there has been more openness by people of color to discuss mental health, but I grew up in an environment where you were perceived as weak if you requested assistance. It was a societal perception, and it was a part of black masculinity. I have since been engaged in much counseling and support, but I left a lot of money/benefits on the table because I did not take advantage of EAP back then. Don’t allow that to happen in your case.
Additionally, prioritize your well-being by practicing self-care and maintaining a healthy work-life balance. Dealing with workplace sabotage can be emotionally draining, so it’s essential to take care of yourself physically and mentally. I always joked that as a black man, my life expectancy is much shorter than other groups. As people of color overall, that tends to be the case. Don’t allow these jobs to kill you. Take care of yourself and establish boundaries. Create physical and mental well-being structures in your life to overcome these challenges.
Lastly, consider exploring your options for recourse within the organization, such as filing a formal complaint or grievance if the sabotage persists and impacts your ability to work effectively. It is not always an easy situation, and it is not the preferred solution, but if you plan to remain at the organization, you have got to put an end to this harassment. Speak up and act to save yourself and your career.
Addressing Workplace Sabotage
You should not be alone in experiencing this type of harassment in the workplace. Your leadership should be proactive in making sure that they are not complicit in allowing this to happen. To combat workplace sabotage, organizations must implement proactive measures. Preventing conflicts in the workplace is as crucial as resolving them. Organizations can achieve this by creating a positive workplace culture that encourages teamwork, trust, and inclusivity, helping employees feel valued and reducing misunderstandings and disputes. Recognizing achievements and fostering camaraderie through team-building activities can further enhance this positive environment. Additionally, providing conflict management training equips employees with skills in communication, negotiation, and emotional intelligence, enabling them to address and resolve conflicts constructively. Such training promotes active listening and empathy, helping employees engage in productive conversations and prevent conflicts from escalating.
Open communication is crucial, encouraging open and honest dialogue about workplace dynamics and conflicts to identify and address sabotage early. Diversity and inclusion initiatives are essential to foster a culture of diversity and inclusion, reducing biases and creating a supportive environment for people of color. Clear policies on acceptable behavior and conflict resolution procedures should be established and enforced. Support systems, such as mentorship programs, should be created to help people of color navigate workplace challenges and build strong professional networks.
Conclusion
Workplace sabotage can significantly hinder the productivity and well-being of employees, particularly people of color who may already face systemic biases and discrimination. By understanding the unique challenges they face and implementing effective strategies to address and prevent sabotage, organizations can create a more inclusive and productive work environment. Open communication, supportive management, and a commitment to diversity and inclusion are key to fostering a harmonious workplace where all employees can thrive. I learned much through my many years of professional experience, but there are many things that as I continue to reflect on this career that I now realize that I still have opportunities to grow. Experiences in the context of workplace sabotage is just one of them.
I am a firm believer that everyone deserves a second chance. In some cases, individuals make mistakes, and once they have completed their “debt to society”, it is important to allow those individuals to reengage with society as employed citizens. However, employment opportunities are limited because potential employers will not consider them because of their past history. I have witnessed this firsthand, but there are organizations that are committed to second chance hiring.
Second chance hiring is a concept that has gained traction in recent years, as employers are recognizing the value of providing opportunities to individuals with a criminal history. By giving these individuals a second chance at employment, companies can not only support their rehabilitation but also benefit from a diverse and inclusive workforce.
Understanding the Concept of Second Chance Hiring
The philosophy behind second chance hiring is rooted in the belief that individuals who have made mistakes in their past should not be permanently penalized. Instead, they should be given the opportunity to reintegrate into society through gainful employment. Second chance hiring recognizes that everyone deserves a chance to rebuild their lives and contribute to society in a meaningful way.
At the heart of second chance hiring is the belief that individuals should not be defined solely by their past mistakes. It acknowledges that people can change and grow, and that they should not be forever stigmatized for their past actions. By offering employment opportunities, employers can make a positive impact in the lives of these individuals, helping them reintegrate into society and become productive members of their communities.
Legal Aspects of Second Chance Hiring
When considering second chance hiring, employers must navigate through various legal considerations. These include compliance with anti-discrimination laws, understanding the implications of background checks, and assessing individual circumstances when making employment decisions. It is important for employers to familiarize themselves with the relevant laws and consult with legal professionals to ensure compliance.
Moreover, second chance hiring can also have a positive impact on the overall community. By providing opportunities for individuals with criminal records or past mistakes, employers contribute to reducing recidivism rates and promoting a safer society. When individuals are given a second chance through employment, they are less likely to reoffend and more likely to become law-abiding citizens who positively contribute to their neighborhoods and society at large.
Supporting Second Chance Employees
Another crucial aspect of second chance hiring is providing support and resources for employees who are transitioning back into the workforce. Employers can offer mentorship programs, counseling services, and training opportunities to help these individuals succeed in their roles and continue on a path of personal and professional growth. By investing in the well-being and development of second chance employees, companies not only benefit from a diverse and dedicated workforce but also play a role in breaking the cycle of incarceration and poverty.
During my time in Oklahoma, I was on the board of the Urban League, which did frequent expungement events to provide individuals with criminal records with opportunities to eliminate their criminal record as a barrier to employment. Goodwill Industries provides a variety of programming focused on job training and interview preparations. These organizations, as well as many other nonprofits and employers already engaged in this work, can provide support to organizations as they develop infrastructure to engage in second chance hiring.
The Benefits of Second Chance Hiring
Embracing second chance hiring can have numerous benefits for both employers and employees. Through my research, the benefits far exceed the drawbacks of employers developing second chance hiring.
Boosting Diversity and Inclusion
First, second chance hiring not only boosts diversity and inclusion within a company but also contributes to the overall social impact. By giving individuals with criminal records a chance at employment, organizations can actively participate in the rehabilitation and reintegration of marginalized populations. This commitment to social responsibility can enhance the company’s reputation and demonstrate a genuine dedication to making a positive difference in society.
By hiring individuals with diverse backgrounds, including those with criminal records, companies can foster a more inclusive and diverse workforce. This diversity of experiences and perspectives can lead to increased innovation, creativity, and problem-solving within the organization.
Furthermore, embracing diversity and inclusion through second chance hiring can open up new market opportunities for businesses. By reflecting the diversity of their customer base in their workforce, companies can better understand and cater to the needs of a wide range of consumers. This inclusive approach not only drives business growth but also strengthens customer loyalty and brand reputation.
Filling Labor Gaps
Second chance hiring can provide employers with access to a pool of talented individuals who may have difficulty finding employment elsewhere. This can be particularly beneficial in industries facing labor shortages or skilled worker gaps. By tapping into this talent pool, companies can address their staffing needs while helping individuals rebuild their lives.
Moreover, by investing in training and development programs for employees with criminal records, companies can nurture a skilled workforce that is loyal and dedicated. Consistently, these individuals often demonstrate a strong work ethic and a commitment to personal growth, making them valuable assets to the organization in the long run.
Reducing Recidivism Rates
Research has shown that employment plays a crucial role in reducing recidivism rates among individuals with criminal records. By providing stable employment opportunities, companies can help break the cycle of reoffending, contributing to safer communities and reducing the burden on the criminal justice system.
Additionally, by offering support services such as mentorship programs, counseling, and career advancement opportunities, companies can empower their employees to overcome challenges and build a brighter future. This holistic approach to employee development not only benefits the individual but also creates a positive impact on their families and communities, fostering a cycle of success and social upliftment.
Challenges in Second Chance Hiring
Implementing a second chance hiring strategy can bring significant benefits to organizations, individuals, and society as a whole. However, while second chance hiring offers many benefits, there can be challenges associated with implementing such a strategy.
Overcoming Stigma and Bias
One of the main challenges in second chance hiring is addressing the stigma and biases associated with individuals who have a criminal history. Employers may face resistance from colleagues or customers who harbor negative perceptions or fears. Educating employees, promoting open dialogue, and highlighting success stories can help overcome these barriers.
It is important for employers to recognize that individuals with criminal records often possess valuable skills and experiences that can contribute positively to the workplace. By focusing on the individual’s qualifications and potential for growth, employers can shift the narrative away from stereotypes and towards opportunities for redemption and success.
Addressing Legal Concerns
Employers must navigate the legal landscape surrounding second chance hiring, ensuring compliance with anti-discrimination laws and fair hiring practices. It is crucial to carefully evaluate candidates based on their qualifications, skills, and potential for success in the role while being mindful of any legal constraints or responsibilities.
Additionally, creating clear and transparent policies regarding second chance hiring can help mitigate legal risks and ensure consistency in decision-making processes. By establishing guidelines that promote fairness and equal opportunity, employers can demonstrate their commitment to inclusivity and compliance with legal standards.
Ensuring Workplace Safety
While providing opportunities for individuals with criminal records, it is essential for employers to prioritize the safety and wellbeing of all employees. Implementing robust screening procedures, providing appropriate training and support, and creating a culture of accountability can help maintain a safe and inclusive work environment.
Employers can also foster a sense of community and mutual respect among employees, regardless of their backgrounds, to promote a positive and collaborative workplace culture. By emphasizing the importance of teamwork and communication, organizations can create a supportive environment where all employees feel valued and empowered to succeed.
Final Thoughts on Implementing a Second Chance Hiring Strategy
Employers need a solid plan to effectively implement a second chance hiring strategy. This plan should be informed by change management strategies and industry best practices, which we will explore in detail.
Creating an Inclusive Hiring Policy
Developing an inclusive hiring policy that explicitly addresses second chance hiring can help guide the recruitment and selection process. This policy should outline the company’s commitment to providing opportunities for individuals with criminal records, while ensuring fair and consistent evaluation of all candidates.
When creating an inclusive hiring policy, it is important for employers to consider the specific needs and challenges faced by individuals with criminal records. This may involve collaborating with community organizations or legal experts to ensure that the policy is comprehensive and legally compliant. By taking a proactive approach to address potential barriers, employers can create a hiring process that is fair, transparent, and supportive of second chance candidates.
Training and Development for Second Chance Employees
Providing comprehensive training and development programs tailored to the unique needs of second chance employees can support their successful reintegration into the workforce. This may include mentoring programs, skills development initiatives, and ongoing support to ensure their continued growth and success.
When designing training and development programs, employers should consider the specific skills and knowledge gaps that second chance employees may have. Offering targeted training in areas such as job-specific skills, communication, and conflict resolution can help these individuals build a strong foundation for success in their new roles. Additionally, providing access to ongoing professional development opportunities can empower second chance employees to continue growing and advancing in their careers.
Building Supportive Work Environments
Creating a supportive and inclusive work environment is crucial for the long-term success of second chance employees. This can be achieved by promoting open communication, fostering a culture of empathy and understanding, and providing resources for personal and professional development.
Employers can foster a supportive work environment by implementing policies and practices that promote work-life balance, mental health support, and employee well-being. Additionally, creating opportunities for second chance employees to connect with mentors or employee resource groups can provide them with a sense of belonging and support. By prioritizing the well-being and growth of all employees, including those with criminal records, employers can create a workplace that values diversity and inclusivity.
Finally, do additional searches on “second chance hiring” or “fair chance hiring” to find more resources to create a successful strategy. Also, many state and local chambers have created coalitions of employers who share best practices in implementing and maintaining successful second chance hiring strategies.
Conclusion
In conclusion, second chance hiring offers a unique opportunity for employers to make a positive impact on individuals’ lives while benefiting from a diverse and talented workforce. By understanding the concept, embracing the benefits, and addressing the challenges, companies can implement an effective second chance hiring strategy that supports both individual and organizational growth. Learning about these efforts have been beneficial to me in many ways.
I recently had the opportunity to delve into an article from Non Doc discussing the debate for Oklahoma House District 39, which included a question centered around the enrollment challenges at the University of Central Oklahoma (UCO). The candidates, Erick Harris, Regan Raff, and Richard Prawdzienski, engaged in a thoughtful discourse regarding the impact of state appropriations’ budget cuts on UCO’s enrollment, a topic close to my heart due to my prior role as a vice president overseeing enrollment efforts at the institution.
What struck me most about this debate topic is the larger issue of the impending enrollment cliff facing higher education. This problem arises from declining birth rates over the past couple of decades, leading to fewer prospective students entering colleges and universities. Additionally, despite an increase in the diversity of high school graduates, many students from underrepresented backgrounds are less likely, and in many cases because of their poor schools, they are less prepared to pursue higher education. This contributes to an overall decrease in college attendance rates, particularly in regions like the Midwest, where Oklahoma is located.
The data provided by the Oklahoma State Regents for Higher Education paints a stark picture of the situation, showing significant enrollment declines at both regional four-year institutions and two-year colleges over the past decade. Notably, UCO has experienced a substantial decrease in enrollment during this period. These statistics underscore the urgent need for strategic leadership and innovative solutions to navigate the challenges posed by declining enrollments.
A key distinction arises when comparing regional and two-year institutions to their research-focused counterparts. While research institutions benefit from greater resources and prestige, enabling them to attract students from both in-state and out-of-state, regional institutions face a different reality. They primarily rely on state appropriations and tuition fees for revenue, a model that has become increasingly precarious with dwindling state funding. This reality is evident in Oklahoma with the research universities, Oklahoma State University and the University of Oklahoma. These institutions have their own unique challenges, but they are not the same.
During my tenure at UCO in the early 2000s, I witnessed firsthand the institution’s reliance on state funding, which constituted approximately 65% of its budget initially, dropping to 50% by 2008, and now hovering around 25% as of the latest report in 2023. This shift towards increased reliance on tuition fees has placed a heavier financial burden on students, particularly those from first-generation, low-income, and other underserved backgrounds. While UCO succeeded in attracting students at the start of the millennium, increased tuition and fee costs eventually led to high attrition after the first or second year for these students, especially following significant declines in state appropriations post-Great Recession. I witnessed this challenge firsthand during my time there, and I am sure that the current leadership is encountering the same issue.
Embracing Innovative Operational Strategies
To address these challenges effectively, institutions such as UCO have implemented various strategies, including tuition discounting. While historically employed by private institutions, tuition discounting entails offering scholarships based on merit or financial need to attract prospective students. However, this approach necessitates meticulous budget management to ensure sustainability and prevent an over-reliance on tuition revenue. Achieving this balance is crucial for the success of institutions employing this strategy. Public institutions are beginning to become more strategic in monitoring and administering this process, but it remains a financial and leadership challenge.
Like many institutions, UCO utilizes scholarships to recruit students based on merit or high school academic achievement. However, due to limited budgets, regional and two-year institutions may face challenges in competing with research institutions to attract top-performing students. Therefore, it’s essential to adopt a strategic approach in identifying the most promising prospective students within the constraints of the scholarship budget.
Furthermore, I advocated increasing support for students with significant financial need. These students often represent the core of Oklahoma’s population and are more likely to contribute to the state’s economic development post-graduation by remaining in the state. Therefore, investing in their education is paramount. Neglecting to do so could lead to attrition and leave them burdened with substantial debt after only two years of enrollment, a scenario that should be avoided at all costs. Our primary goal should be to ensure these students successfully graduate and contribute positively to their communities.
As this trend continues, it’s imperative for institutions like UCO and its peers to strike a balance between attracting high-achieving students through merit-based scholarships and providing adequate support to students with financial need. By doing so, we can fulfill our mission of fostering academic success and positively impacting our local communities.
Beyond tuition discounting, some institutions have successfully adapted to the changing landscape in other ways. Southeastern Oklahoma State University, for instance, has embraced online education, catering to working adults seeking to advance their careers. The data highlights that it outperformed its peers by increasing enrollment by instituting this strategy several years ago. It is not a guaranteed fix, and like all strategies, it requires financial investments which incur risk for sure.
Universities such as Georgia State University have implemented targeted support programs to assist first-generation, low-income, and academically underprepared students, demonstrating a commitment to enhancing student success and institutional resilience. By recognizing the diverse characteristics and needs of their student body, these institutions have developed tailored strategies and support systems to address specific challenges faced by these students. The innovative approach exemplified by Georgia State University underscores the substantial return on investment that strategic interventions can offer, ultimately leading to improved student retention rates and increased tuition revenue. Despite the inherent risks associated with such initiatives, the reluctance to pursue them may prove detrimental to both student outcomes and institutional viability. Therefore, embracing strategic interventions remains essential for institutions seeking to foster student success and ensure long-term sustainability in the higher education landscape. At UCO, we created the Black Male Initiative, which received national recognition for employing a similar approach as what was used at Georgia State.
Regional and two-year institutions are vital contributors to Oklahoma’s economy and social mobility. However, their ability to fulfill this role is threatened by declining enrollments and financial constraints. It is imperative for state leaders to prioritize higher education funding to ensure accessibility and affordability for all students. Additionally, institutional leaders must continue to innovate and adapt to secure the future of higher education in Oklahoma. The election win by Mr. Harris presents an opportunity for him to collaborate with UCO and state system leaders to better understand and address the declining college enrollment and graduation rates. The future of the State of Oklahoma depends on this work and collaboration.
In recent years, the acronym “DEI” – Diversity, Equity, and Inclusion – has become a staple in conversations across various domains, from corporate boardrooms to academic circles and beyond. It represents an aspirational vision of a society where every individual, irrespective of their background, identity, or circumstances, is afforded equitable opportunities and esteemed for their unique perspectives. Yet, within the fervor surrounding DEI, a divide has emerged, marked by misunderstanding, polarization, and controversy.
At its essence, DEI is a celebration of human diversity. It encompasses visible dimensions like race, ethnicity, gender, age, and physical abilities, as well as invisible aspects such as sexual orientation, socioeconomic status, and cognitive diversity. However, a significant challenge arises when DEI initiatives focus solely on race and ethnicity, neglecting other vital facets of diversity.
Personal anecdotes can shed light on the multifaceted nature of diversity. For instance, as a black male who also wears hearing aids due to a hereditary hearing loss, I embody characteristics falling into both the racial and physical abilities diversity categories. While many may recognize my race, my hearing impairment often goes unnoticed. This illustrates the need for a comprehensive understanding of diversity that extends beyond superficial attributes.
In practical terms, equity ensures that individuals receive tailored support to achieve fairness. It involves identifying and addressing systemic barriers that perpetuate disparities in access, opportunity, and outcomes. Achieving equity requires dismantling structures of oppression and ensuring that everyone has what they need to thrive. For example, in my workplace, awareness of my hearing loss is essential for equitable engagement. Colleagues who understand my limitations can facilitate effective communication and mitigate potential safety risks. However, creating equitable opportunities requires not only awareness but also a willingness to accommodate diverse needs.
Inclusion completes the DEI triad, fostering environments where all individuals feel valued and respected. It involves fostering a sense of belonging and empowerment among diverse groups, promoting collaboration, and amplifying marginalized voices. Inclusive spaces not only tolerate diversity but actively leverage it to drive innovation, creativity, and productivity. Despite my hearing loss, I experience a sense of belonging in my workplace, thanks to colleagues who prioritize inclusive practices. Their efforts to accommodate my needs without marginalizing me reinforce the importance of genuine inclusion.
The DEI Outcry
Despite its transformative potential, DEI has become mired in controversy and division. Misinformation and misconceptions abound, perpetuated by fear, resistance to change, and political agendas. Additionally, some view DEI as a threat to their status or comfort, fearing that prioritizing diversity may come at their expense.
Furthermore, the weaponization of DEI rhetoric exacerbates tensions, alienating potential allies and hindering constructive dialogue. Accusations of creating hierarchies of oppressor and oppressed only serve to deepen divisions and stifle progress.
In today’s polarized climate, discussions about DEI often descend into echo chambers, where opposing viewpoints are demonized, and constructive dialogue is stifled. Overcoming this polarization requires a commitment to fostering understanding, empathy, and collaboration.
Through constructive dialogue and education, we can dispel misconceptions and foster a more nuanced understanding of DEI. By recognizing the complexity of diversity, equity, and inclusion, we can transcend divisive narratives and work towards a more equitable and inclusive society.
Navigating the DEI landscape requires embracing complexity and overcoming division. By acknowledging the multifaceted nature of diversity, promoting equitable opportunities, and fostering genuine inclusion, we can realize the transformative potential of DEI and create a more just and inclusive world for all.
Returning to the True Purpose
Expanding on the complexities of DEI, it’s crucial to delve deeper into each component and explore their interconnections. Diversity, as mentioned earlier, encompasses a broad spectrum of attributes, both visible and invisible. While race and ethnicity often dominate discussions on diversity, other dimensions such as gender identity, sexual orientation, disability status, and socioeconomic background are equally important.
Recognizing and celebrating this diversity requires a shift from tokenistic representation to genuine inclusion. In workplaces, for instance, diversity should not be reduced to mere demographics on a spreadsheet. My race, my gender, my physical abilities all contribute to my reality – the essence of who I am. True diversity involves creating environments where individuals feel empowered to bring their authentic selves to work, knowing that their unique perspectives are valued and respected.
Equity, the second pillar of DEI, serves as a corrective lens to address historical and systemic injustices. While equality aims to treat everyone the same, equity acknowledges that fairness may require different levels of support for individuals facing unequal starting points. This could manifest in targeted interventions such as proactive diverse recruitment programs focused on qualified candidates, mentorship initiatives, or accommodations for individuals with disabilities. We can be advocates for one another by acknowledging that there are not equal opportunities to be successful considering our backgrounds.
However, equity efforts often face resistance from those who perceive them as preferential treatment or reverse discrimination. This resistance highlights the need for education and dialogue to debunk myths and foster understanding. Equity is not about taking away from one group to give to another but rather about leveling the playing field and addressing systemic barriers that perpetuate inequality.
Inclusion is the glue that binds diversity and equity together. Inclusive environments go beyond mere tolerance of differences to actively embracing and leveraging them for collective growth. Inclusion involves creating spaces where everyone feels welcomed, valued, and empowered to contribute to their full potential. This requires deliberate efforts to dismantle exclusionary practices and foster a culture of belonging.
One key aspect of inclusion is psychological safety, where individuals feel comfortable taking risks, expressing dissenting opinions, and being vulnerable without fear of judgment or reprisal. Psychological safety fosters creativity, innovation, and collaboration, essential ingredients for organizational success in today’s complex and rapidly changing world.
Concluding Thoughts
Despite the transformative potential of DEI, its implementation is often met with resistance and backlash. Some critics argue that DEI initiatives prioritize diversity quotas over meritocracy or undermine individual agency by categorizing people based on immutable characteristics. Others fear that DEI efforts may inadvertently perpetuate stereotypes or create divisions within communities.
Addressing these concerns requires a nuanced approach that balances the principles of DEI with broader societal values such as meritocracy, individuality, and unity. DEI is not about replacing one form of discrimination with another but about creating environments where everyone has equal opportunities to succeed based on their merits and contributions.
Moreover, DEI is not a zero-sum game where one group’s gain comes at the expense of another’s loss. On the contrary, research has shown that diverse and inclusive organizations outperform their homogeneous counterparts in terms of innovation, decision-making, and financial performance. By embracing DEI, organizations can tap into the full spectrum of human potential and drive sustainable growth and prosperity.
In conclusion, DEI represents a paradigm shift in how we approach diversity, equity, and inclusion in society. By acknowledging the complexities of human identity, addressing systemic barriers to equality, and fostering inclusive environments where everyone feels valued and respected, we can unlock the full potential of DEI and create a more just, equitable, and inclusive world for all.
In the rapidly evolving landscape of technology, artificial intelligence (AI) has emerged as a transformative force that is reshaping industries, economies, and societies at an unprecedented pace. As we stand at the intersection of human intelligence and machine learning, the need for AI literacy in higher education has become more critical than ever. This blog explores the reasons behind the imperative to incorporate AI literacy into higher education curricula, examining the profound impact it can have on students, the workforce, and society as a whole.
1. Understanding the AI Revolution
The advent of artificial intelligence marks a pivotal moment in human history, akin to the industrial revolution of the 18th century. AI is not merely a technological advancement; it represents a fundamental shift in the way we live, work, and interact. As AI applications permeate various aspects of our lives, from virtual assistants to autonomous vehicles, a basic understanding of AI becomes essential for informed citizenship.
In higher education, students are not just preparing for jobs; they are preparing for a future in which AI will be an integral part of the professional landscape. AI literacy equips students with the knowledge and skills needed to navigate and contribute meaningfully to this rapidly evolving technological frontier.
2. Navigating Ethical Challenges
As AI systems become more sophisticated, ethical concerns surrounding their use become increasingly complex. From bias in algorithms to issues of privacy and security, the ethical implications of AI touch every aspect of our society. Higher education institutions must take a proactive role in addressing these concerns by instilling a strong ethical foundation in students.
Teaching AI literacy involves not only imparting technical knowledge but also fostering a deep understanding of the ethical considerations associated with AI. Students need to grapple with questions such as: How do we ensure fairness in AI algorithms? What are the implications of widespread surveillance using AI? By engaging with these ethical dilemmas, students can develop a sense of responsibility and a commitment to using AI for the betterment of society.
3. Enhancing Critical Thinking Skills
AI is not a monolithic entity; it is a diverse field with various applications, methodologies, and implications. Integrating AI literacy into higher education promotes critical thinking skills by encouraging students to analyze, question, and evaluate information. Understanding AI requires a multidisciplinary approach that draws from computer science, ethics, sociology, and more.
By grappling with the complexities of AI, students develop a capacity for critical analysis that extends beyond the realm of technology. This ability to approach challenges with a nuanced and analytical mindset is an invaluable asset in any profession, making AI literacy a cornerstone for the development of well-rounded individuals.
4. Fostering Innovation and Entrepreneurship
The integration of AI literacy into higher education fosters a culture of innovation and entrepreneurship. AI is a powerful tool that has the potential to drive groundbreaking solutions across industries. Students equipped with AI literacy are better positioned to identify opportunities for innovation, whether in creating new AI applications, optimizing existing processes, or addressing societal challenges.
Moreover, as the global economy becomes increasingly digital, understanding AI is crucial for entrepreneurship. Startups and businesses are leveraging AI to gain a competitive edge, and entrepreneurs with a solid understanding of AI can navigate this landscape more effectively, creating ventures that are not only economically viable but also ethically sound.
5. Adapting to the Changing Workforce Dynamics
The workforce of the future is being shaped by the integration of AI technologies. Automation is transforming industries, and jobs are evolving to require a new set of skills. Higher education must align with these changing workforce dynamics by preparing students for roles that demand AI literacy.
AI literacy empowers students to become adaptable and versatile professionals. It equips them with the skills to collaborate with AI systems, leveraging technology to enhance productivity and creativity. As the nature of work undergoes rapid transformation, individuals with AI literacy will be better positioned to thrive in dynamic and uncertain professional environments.
6. Democratizing Access to AI Knowledge
Incorporating AI literacy into higher education contributes to the democratization of AI knowledge. Historically, access to cutting-edge technologies and knowledge has been limited to elite institutions. However, as AI becomes increasingly ubiquitous, it is crucial to ensure that AI literacy is not a privilege reserved for a select few.
By integrating AI education into curricula, higher education institutions can play a pivotal role in democratizing access to AI knowledge. This not only addresses issues of equity but also prepares a diverse and inclusive workforce capable of addressing the multifaceted challenges posed by AI.
Conclusion: Shaping Informed and Empowered Citizens
In conclusion, the integration of AI literacy into higher education is not just a matter of keeping up with technological trends; it is about shaping informed and empowered citizens who can navigate the complexities of the AI-driven world. AI literacy provides the foundation for understanding, critiquing, and leveraging AI technologies responsibly.
Higher education institutions must recognize the urgency of incorporating AI literacy into their curricula. By doing so, they contribute not only to the professional development of their students but also to the broader goal of fostering a society that can harness the potential of AI for the collective good. As we stand on the brink of an AI-driven future, the time to prioritize AI literacy in higher education is now.
The word from the Pope 