AIMHO Angle, July 2013

Association of Intermountain Housing Officers

THE ANGLE

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July-Aug Edition

Issue No. 3

A H 3 & $ 6 4 C A S I NO T E L PER O REG *T hi NIG ISTR s spec HT ial ra * $ 2 3 AT I O N te for 5 m em b ers w ho reg ister b efore Oct 4

Sizzlin’ Summer Fun!

Angle Archive

AIMHO Arizona - Colorado - Idaho Montana - Nevada - New Mexico - Saskatchewan - Utah - Wyoming

IN THIS NEWSLETTER

HOT TOPICS - PAGE 2 - President’s Greeting - Diversity in Modern Student Affairs - Member Spotlight: Brittany Johnson - IACURH

PROFESSIONAL DEVELOPMENT - PAGE 8 - Social Media & Social Media Tips - Small School Advice - Strengths in Practice

COMMITTEE UPDATES - PAGE 13 - AIMHO College - Awards and Recognition - Diversity & Social Justice - Marketing - Programming - Research & Information - SHO Institute - State & Provincial Reps (SPRs) - Website

IN THE MEDIA

How to manage your digital footprint in college

Picture by Ciaran Griffin

Tuition increases lower than usual at universities nationwide Picture by Don Baker, DigitalVision

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S C I P O T T HO

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reeting airs sident’s G re P ) 2 student aff . g rn (p e d o m Spotlight ersity...in -Member n io (pg. 3) Div it n g o c ards & Re (pg. 6) Aw URH (pg. 7) IAC

Julie Franklin AIMHO President

Happy July Greetings AIMHO! The past few weeks have been a whirlwind of activity. Most of the chairs and co-chairs of the AIMHO Committees along with the officers met on the UNLV campus in early June. I am pleased to report we did a lot of work together, no one melted and I was able to leave Las Vegas without having to bail anyone out of jail. I believe I can declare the summer meeting a real success! The meeting topics ranged from a financial review of our past fiscal year records to creating specific goals to build into the strategic plan that was launched last year. We were able to tour the Riviera Hotel and visited some of the rooms we will use for our fall conference. The facility is beautiful and we will be well served there.

In the next months the AIMHO leaders will continue working on putting details to the strategic plan.

I hope to update the association on the good efforts of your AIMHO colleagues. Remember you are welcome and encouraged to give input to the committee chairs, co-chairs and the officers.

Last week several of your AIMHO friends attended the ACUHO-I Conference and Exposition. It was a great conference with many professionally enriching programs, speakers, and events. It was fun to connect with many of those who attended the AIMHO/NWACUHO/WACUHO Reception. I express my gratitude to those of you who supported that activity. In many ways attending conferences is like going to family reunions—without being patted on the head by elderly relatives.

As the month of June is winding down and July is gearing up I know many of you are trying to fit in a few days of vacation prior to launching fall training. I do sincerely hope you are getting a chance for some personal renewal.

This is also a time of transitions for many of the members of our staffs. If you are leaving the AIMHO Region I wish you all the best as you pursue your career in other locations. I hope you will continue to have fond feelings for this professional “home.” If you are new to the region I want to offer a hearty welcome. I hope you will find connections that lead to life-long friendships. In AIMHO it is our mission “to provide members opportunities to learn and collaborate in a supportive network for the advancement of best practices in the stewardship of college and university residential communities.”

It is a pleasure to serve you in AIMHO. In the next few months efforts begin to reach out to our membership for involvement on committees and in officer roles. I hope you will spend some of your “down” time to consider this possibility. Interacting with your AIMHO leadership has been a professionally rewarding experience for me.

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Diversity

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LYNN ARTHUR NEW MEXICO TECH

In modern student affairs...

Diversity. In modern student affairs, the word is ubiquitous.

It’s assumed that any of us working in this field appreciate diversity. But ask colleagues how they promote diversity, or just ask how they define the word and undoubtedly you will get a very DIVERSE set of responses.

The president of Alliance for Change Consulting and a founding faculty member of the Social Justice Training Institute, Obear has taught interpersonal skills for decades and she found it shocking to consider the many years she taught those courses with “little or no direct reference to the issues of inclusion and diversity.”

The degree of involvement and advocacy for inclusion varies from university to university, person to person. Most acknowledge the importance of social justice, but not everyone actively promotes it. This is rarely due to lack of interest. More often, the disconnect between appreciation and practice may stem from lack of time and resources or understanding.

“As I look back I am rather appalled since today I cannot imagine teaching these topics in corporations, human service agencies, or at colleges and universities without some attention to issues of diversity and inclusion,” Obear wrote in a 2011 blog.

But for any college administrator today, diversity can simply not be a secondary priority. According to 2012 AIMHO Conference Keynote Speaker Kathy Obear, diversity and inclusion should be infused and interwoven into everything we do. If that seems excessive, she suggests we merely think about why we do what we do.

“It’s the new normal,” said Dr. Obear.

“It’s about academic success and we don’t reach our goals if we marginalize issues of diversity and the need for inclusion. If you stub your toe, you can’t do much else while you’re still feeling the pain.”

“If our job is about supporting students, then it’s our job to create an environment that promotes academic success and a sense of belonging,” Dr. Obear said in a recent telephone interview.

Those objectives just can’t be met, she added, if issues of inclusion and diversity are discounted.

Simply put, social justice in 2013 means keeping issues of diversity and inclusion in the forefront of our work.

But the prospect of advocating for progress on campus can be extremely daunting, especially for those working in environments that appear to promote the status quo. There may be uncertainty or fear about how welcoming faculty, staff, and even students may be to new initiatives such as launching Safe Zone Training on campus for the first time.

It can be overwhelming to think about where you are and where you want to

be, individually or institutionally. But, don’t be deterred.

“Think about one area of inclusion and diversity that you feel more aware of and then think of any area you want to know more about,” suggests Dr. Obear who explained this simple, strengths-based approach can help you get started without feeling paralyzed.

The objective is to get the conversation started and then keep it going. And if you want to see your department or campus evolve, assessment can be a great place to start.

“Colleges are obviously interested in student satisfaction. … Look at who uses your services and what they say,” said Obear who also suggested incorporating informal student focus groups or getting involved in any committees on campus that focus on professional or institutional development.

“Jumpstart the conversation by talking about the college or university’s mission.” Obear added. “Even if [your mission] is so simple as ‘to see students graduate.’ That’s all we need to open the door. … You can start a conversation with the simple question of, ‘Why does diversity matter in higher education?’ ” For those who find themselves up against a less-than-progressive administration, Obear emphasized the importance of remembering to frame

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continued from page 3 anything you are suggesting or implementing in advocacy of the student.

“These are the people we serve,” she said. “Write down what they say. … Share their [articulated] needs.”

Of course, Obear encourages anyone and everyone in AIMHO to facilitate progress by using the “Stages of Multicultural Organization Development” she presented to us in Billings. Information and links for many of her presentations can be found online at http://aimho.org/search/node/obear

WHAT CAN YOU DO...

TO KEEP DIVERSITY A PRIORITY!

If you happen to come to the realization that your campus has a long way to go, don’t get discouraged, get focused and know you are not alone.

“While there are some places that are light years ahead of others,” Obear said, “there are many, many places that are also just starting the journey.”

What can I do?

If you’re eager for progress but you consider your own institution to be one that is light years behind, you may easily get stymied by thinking that only BIG speakers and events or other overwhelming ventures will promote change on campus.

Sometimes we can forget to be mindful of the smaller, every day things that can make a difference. And with these thoughts in mind, your friends on AIMHO’s Social Justice & Diversity Committee shared some of their own ideas and goals in hopes of inspiring others in the region to keep diversity and social justice in focus.

“I commit to having opportunities for the students I work with to discuss and share their individual identities through workshops that I conduct each semester related to self-growth and identity development,” says Heilit Biehl a Hall Director at University of Colorado-Boulder.

“My goal is to find ways to be involved in social justice outside of the work setting,” says Jenna Wilkinson, Resident Director at Colorado Christian University. To do that, Wilkinson volunteers at least once a month and enjoys “building relationships with organizations that fight for social justice from my back yard to around the world.”

Northern Arizona University Residence Hall Director John Wachal recently started reading Dr. Maura Cullen’s book “35 Dumb Things Well-Intended People Say: Surprising Things We Say That Widen the Diversity Gap.” “The book has been a great and easy read so far with beneficial information,” says Wachal. “I am working educating myself on how to properly address situations where people are well intended

(sometimes with me being that well-intended individual), but may not be aware of the actual message they are sending to others.”

At Arizona State University, Area Coordinator Jen O’Brien’s department recently implemented a Social Justice Week with modules on privilege, identity and SafeZone training.

“Our staff is committed to putting on this training or a part two version of it every six months to continue dialogues around social justice and diversity,” she says.

Social Justice and Diversity Committee Co-Chair Nicole Stella is a fan using Twitter to stay current and mindful of social justice issues.

“People like Maura Cullen, Jessica Pettit, Kathy Obear (all former AIMHO keynote speakers!), Hannah Lozon from U of A all have great resources,” says Stella, a hall director at University of Northern Colorado. “Also, accounts like @feministhulk (feminist thoughts & articles tweeted by The Hulk) add some humorous reflection and @microaggressive sheds some light on day-to-day issues that people face.”

As for me, in my first year as assistant director at New Mexico Tech, I’ve been very involved with implementing policies and programs that

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THE ANGLE! promote social justice and raise awareness of healthy relationships and sexual violence. For example, we launched the Red Flag Campaign on our campus in April and there are still many, many posters voluntarily left on the doors and windows of faculty and staff today.

Previously, as a long-time hall director and area coordinator at a campus with a heavy student conduct load, I was often struck by seeing diverse groups of students on campus who seemed to have forged their friendships around actives that mainly involved college violations. There were also many students we dubbed “diversity know-it-alls� who considered themselves accepting and aware by association. They may have played video games with someone down the hall whose background or lifestyle was different than theirs; but their relationship was generally superficial. So, I always worked on programs I thought would bring students together to truly learn about themselves and each other in a healthy setting. My favorite was a week-long International Film Festival that became an annual event. Each residence director and their RA staffs were assigned a foreign film to research and present while working with a professor who volunteered to assist them. Year after year, the program brought faculty into each of our residence halls and featured film, food, information and discussion from and about different cultures around the globe. It didn’t change the world, but I know first hand that it deeply changed the perspective and understanding of my students living in it.

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 Mini-Retreat Looking to energize or rejuvenate your staff’s focus on diversity? Dr. Kathy Obear suggests organizing a mini retreat. On campus or off, these can be 45-minute to half-day sessions of sharing and learning with those in your office or across campus.

At recent retreat she facilitated for a college president’s staff, Obear employed just three basic topics for discussion to get the conversation started and running deep: 1. Please be prepared to discuss examples of policies, programs, services, etc. in your area of responsibility that have been intentionally designed to support the academic success and persistence of the full breadth of students we serve at all our sites and online. Likewise, give examples of policies, etc., that have been deliberately designed to support the development and the success of the full range of staff and faculty at all our sites and online. What are the most promising practices in your area that intentionally meet the College's strategic goals for diversity, equity, and inclusion?

2. What programs, policies, procedures, services in your area do not yet hit the diversity/inclusivity mark? In addition to specific programs and services, you may want to think about such things as orientation programs, decision-making processes, methods of communication, and recruiting/hiring/development/promotion practices.

3. How are you measuring the effectiveness of your programs, services, practices, etc. to assess progress toward the goal of creating an inclusive environment for all that realizes our values? “This activity called to their attention the need to LEAD,� said Obear. “They realized they had a long way to go but they shared good ideas of where they wanted to be and had a betted understanding of how to get there.�

For more information, you can visit Dr. Obear’s website: www.drkathyobear.com

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Awards & Recognition

Member Spotlight Virgina Tooker Award

(Residence Hall Director OTY)

On behalf of NAU Housing and Residence Life, we thank you Brittany for your dedication to NAU, our department and our residential student population.

Here is an excerpt from Brittany’s nomination: “Brittany has developed and implemented many new processes and procedures in Mt.

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Brittany Johnson

View that make it run like a well-oiled machine. Brittany truly cares about her residents and staff and works very hard to make sure they have the best experience possible. I am always amazed at the amount of Greek students Brittany knows by name. She is an extremely committed student affairs professional and an amazing hall director. She always has the student’s best interest in mind and is constantly thinking of ways to improve their experience. She has formed a strong professional bond with her staff and always uses a caring but firm approach when handling staffing and student issues.”

Northern Arizona University

Northern Arizona University would like to showcase Brittany Johnson, Residence Hall Director for Mountain View Hall, for this month’s AIMHO Angle. Every year, the Housing and Residence Life staff take nominations for several departmental awards that are presented at the End of the Year banquet. One of these is awards is the Virginia Tooker award. In 1982, the Virginia Tooker Award was established to recognize one of our outstanding full-time Residence Hall Directors. Mrs. Tooker served NAU's housing program for seventeen years as a Residence Hall Director in Cowden and Women's High Rise (Reilly). Due to her caring approach with people, leadership, and longevity of service to students and NAU, the award was established in her name as an annual presentation to an outstanding Residence Hall Director.

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IACURH

BRETT KOHRING

2013-2014 IACURH Director

Hey AIMHO! I would like to take a second and introduce myself. I am Brett Kohring, the 2013-2014 IACURH Director. I am hosted by the University of Idaho and am really excited to start working with AIMHO. I’m sure this year we will see an outstanding growth in our two organizations.

NACURH 2013 at the University of Pittsburgh proved to be very rewarding for the Intermountain Affiliate as a lot of hardware was brought back to IACURH. Seven schools presented Top 40 Programs, IACURH won eleven awards and four regional executives received honors from the NACURH executives. IACURH brought back the following awards (see chart) Spring boarding off of the huge success at NACURH 2013 IACURH plans to make our regional conferences great.

This year IACURH 2013 will be hosted at Brigham Young University (November 21st-24th) and the NoFrills 2014 will be hosted at Utah State University (January 30th-February 2nd). We can’t wait to see many of you there!

I would like to introduce you all to the rest of the IACURH 2013-2014 Executive Board. (see chart) This outstanding group of people will be with me at the University of Idaho June 25-28th for our Executive Retreat.

This week we will be creating goals and setting expectations so that IACURH can have another successful year.

On behalf of IACURH and the IACURH Execs, we are excited for what this year will bring and we cannot wait to strengthen our ties with AIMHO.

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WINNER(S)

NRHH Diamond Award

Garrett Friedrich (ASU-Tempe) & Kat Roemer (BYU)

NACURH Service Award

Garrett Friedrich (ASU-Tempe)

Most Spirited Large School

University of Arizona

NACURH First Year Experience Award

Aaron Ringsby (CU-Boulder)

NACURH President OTY

Kat Roemer (BYU)

NACURH Student OTY

Erin Thede (UofA)

NACURH OCM NCC OTY

Harrison Redd (UofA)

NACURH Valerie Averill Advisor OTY

Jen O’Brien (ASU-Tempe)

NACURH Commitment to Diversity

University of Arizona

NRHH Building Block Chapter OTY

University of Wyoming

NRHH Outstanding Member OTY

Anna Korbel (UNC)

Regional Director OTY

Kara Lohberg (BYU)

Regional AD-NRHH OTY

Garrett Friedrich (ASU-Tempe)

NACURH Exec. Silver Turtle Awards

Brianna Gomez (NAU) & Nathan Tack (UofA)

IACURH 2013-2014 EXECUTIVE BOARD

NAME

Associate Director of Business Administration

Isabel Corrado (CSU)

Associate Director of NRHH

Brianna Gomez (NAU)

RCC of NCC Training & Development

Kyleen Miller (ASU-Tempe)

RCC of Presidential Relations & RHA Devo.

Marlene Smith (UNM)

RCC of Publications & Technology

Nathan Tack (UofA)

RCC of Recruitment & Retention

Zach Sullivan (CSU)

Regional Advisor

Cory Shapiro (ASU)

Monkey Love, Brett Kohring IACURH Director

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ard Exec. Bo g in o tg u O

edia Tip Social M ) 8 . g (p l Advice all Schoo m S ) 9 . (pg Practice engths in tr S ) 1 1 (pg.

Social Media Tip

This includes ensuring your information and photos are kept current.

It is particularly important when you are using your social media for marketing purposes. If your target audience frequents your page and the information is found to be irrelevant, outdated or seemingly abandoned (last post too long ago) they will get frustrated.

Unintended offense can also be taken by comments made by other patrons; if censorship is overlooked or too infrequent.

Social media specifically linked to your department requires commitment. For those that do not regularly use these outlets in their personal life; to use them for work purposes can easily get overwhelming. It can be distracting and it can also be easily overlooked if not made to be an intentional strategic action.

Incom ing Ex ec

A way to help keep balanced is to devote specific amounts of time to social media during your work week and we aren’t talking hours.

We’re talking 10minutes 1-2 times a week or as needed or simply setting a reminder into your calendar. With students being in a social media age this form of interaction has become expected.

Social media ghosts are bad for business (so is over-saturation for that matter) be mindful and strategic in your social media messaging and be sure you also devise a strategic plan to keep it relevant to avoid the ghosts.

KATE KLOEPPER Southern Utah University

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IACURH Executive Board

Beware (cue the ominous music); the social media ghost. If you haven’t heard this term it basically means that you are not devoting enough time and effort into your online presence.

. Boar d

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Small School Advice FINDING YOUR “BEST YOU” THROUGH BALANCE Image provided by article author

My typical day consists of working from 8 am to 5 (or 6 ish) pm, then going to work out or have an evening with friends. After, I come home to relax a bit before going to bed. But often there is more work to be done, and so I burn the night end of my candlestick. There never seems to be enough hours in the day – for work or for play.

We are always talking about balance - the balance between our work and personal lives. There are trainings, conference sessions, and articles that discuss its importance and how we can achieve it.

But I want to be real about ‘balance’ in the entry-level student affairs position, especially those who live-in: often it exists scarcely. The administrative work piles up, there are programs to attend, and student concerns arise at all hours of the day and night. So how do we really find balance?

At 26, and only two years out of graduate school, I can only tell you what has and what has not worked for me.

Things that work to help me find balance: 1. Be passionate about what you do.

There are some days that are harder than others to get through, and then there are days that fly by because I have enjoyed my work. Now all days can’t be rainbows and unicorns, but if you are able to guide your work, do so. Pick projects or assignments that inspire you, that make you learn, and that you find real value in.

2. Be okay with change.

What you are passionate about now may change. There’s no need to hold on to something you are no longer passionate about. Perhaps your passion inspired someone else – give them the opportunity to explore, while you move forward with something new.

3. Talk with your supervisor.

I say #1 and #2 with an understanding that often times your supervisor may have a different vision. So talk about it. Be honest and real about what professionally fulfills you and things that are frustrating.

4. Get out there.

Although I find enjoyment in my work, I also find an immense amount of fulfillment in my personal relationships that are not work based. I

... There are some jobs out there that can be divided between the personal and professional worlds. We know that student affairs is generally not one of them...

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continued from page 6

5.

6.

7.

8.

often think of myself as an introverted extrovert. If I must, I can thrive in crowds, but then I prefer to come home and share my experience with only a handful of people. Friends and loved ones are what make my heart happiest. I have found certain people and certain activities outside of work that fill me with joy. Go find yours.

Play.

Sometimes I go swinging on a playground, or I am crafty for the sake of creating. I think exploration from the perspective of a child is not wasteful. Rather, it is rejuvenating and gives my brain time to wander. I have about 50 unfinished projects in my apartment stuffed in my craft closet. Yes, it is unsettling to my type A personality that something is not complete, but I believe that one day I will pick it back up when I need it most. Or I’ll start something new. And that’s great too.

Say no.

I feel like this has been the topic of many blog posts, as well as the topic of many conversations with my past supervisors.

While it’s been hashed out many times, I will bring it up again. If you know you the sacrifices are bigger than the gains, then say no.

But also say yes.

Say yes to things that intimidate you, both professionally and personally. A new challenge can give you new motivation.

Above all, take time to check-in with yourself.

See what is working and what isn’t. And then re-work.

what you put into your time matter more than the time itself. Quality over quantity, my friends.

There are some jobs out there that can be divided between the personal and professional worlds.

We know that student affairs is generally not one of them. It is more about blended balance.

Sometimes I need a playground or a Carrie Bradshaw shopping trip. But sometimes I need a good conversation with a “then colleague, now friend” to propel me forward to my “best me.” So go find your “best you.” May it be a lovely balance of all you hold dear in life.

Connect with me on Twitter: @katieschmalzel

KATIE SCHMALZEL Colorado School of Mines

Things that have not worked: 1. Not being honest with myself.

You can bottle it in or suck it up, but it is not going to turn out well, for any party involved.

I have been told that I need to put in my time; that those in senior level positions have put in their time and that’s how they got there. While I believe this may be true to some extent, I also think that Google Search Image: Balance

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Strengths in Practice HOW TO KEEP YOUR STRENGTHS FROM WORKING AGAINST YOU Most people have heard the common wisdom that if you discover and align with your strengths you will be productive and successful. This belief comes with other corollaries including the following: • You will excel by maximizing your strengths, not fixing your weaknesses; therefore you should spend your energy on building and honing your strengths • It is ideal if you can create a role for yourself that draws on your strengths every day As a Coach I know that there is a great deal of truth to the above concepts – but I also know their traps. It is not uncommon for what you believe to be your strengths to work against you.

Here’s why and how: 1. All strengths are not created equal The very nature of the word “strength” has a positive feel to it – we associate strength with being “strong”, with power and vigor. We think that the opposite of strength is weaknesses and impotence.

Because we perceive strengths to be advantageous we set out to develop as many of them as we can. But all strengths will not necessarily serve you equally well. First it is important to recognize that there are strong cultural biases as to what are considered strengths. Whereas in one culture assertiveness, decisiveness and direct communication may be valued, in

another culture the qualities of equanimity, empathy, a sensitive nature and indirect communication are preferred. Many people strive to develop characteristics that they have been culturally indoctrinated to believe are “good” without considering whether they fit with their own core values, beliefs, personality and physiology.

2. Certain strengths can pull you in the wrong direction How do you decide what your strengths are? Interestingly most people rely on others to tell them what their strengths are – they feel incapable of identifying their own strengths or uncomfortable relying on their own judgment as to what they do well. But there is a problem with listening to others. While it is quite true that others can often pinpoint with great accuracy what you do exceptionally well – what they cannot tell you is whether you enjoy doing that particular thing. Just because you are good at something does not necessarily mean you enjoy doing it, and continuously forcing yourself to do it can have negative consequences.

This is especially true with certain strengths such as perseverance and responsibility. Thus, for example, having the “strength” of perseverance can cause you to push yourself to excel in all circumstances and at any cost – ignoring other elements of your well being such as your health and happiness. As another example, feeling “responsible” for everything and

everyone around you can cause you to take on burdens that not only weigh you down but also disempower others around you.

As a society we have begun to acknowledge the “dark” side of certain strengths – such as acknowledging the concept of “perfectionism” as being a potentially negative aspect of a positive commitment to excellence. But there are many other strengths that can damage your life if they do not fit with the other aspects of who you are (with your physical endurance, desires for balance in your life, etc.), whose potentially harmful affects have not yet been widely acknowledged. We all tend to unconsciously accept the notion that if something is “good” then having “more” of that good thing is better. With strengths that is not always true.

Sometimes it is essential for the sake of your sanity, personal enjoyment, and health to temper your application of some of your strengths and to recognize that it is OK to do so.

The strengths that can be the most potentially damaging are those that consume massive amounts of energy – such as a tendency toward perfectionism, absolute commitment, and dogged perseverance. They can force you past your natural energy limits into exhaustion, and deplete not only your physical energy but also your mental, emotional, and spiritual energy as well. They can cause you to

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continued from page 11 hyperfocus to the exclusion of other critical elements of your life and relationships.

3. Strengths become part of your identity Our natural strengths tend to show themselves early in life and typically draw admiration from others even when we are children. Thus we grow up with an intuitive sense that these strengths are a part of who we are. When we are continuously rewarded or recognized for these strengths we will naturally strive to apply them more and more often until they become part of our unconscious identity. Once we begin to identify with our strengths it becomes very hard not to apply them in all situations and under all circumstances, or to rein them in in any way.

4. People often recognize your strengths and use them against you What boss would not love to have an employee who is totally committed, ultra responsible and who perseveres no matter what the assignment or challenge? We as humans tend to have a natural ability to recognize strengths in others and to exploit these strengths, even if we do so unconsciously or with no mal intent. Thus if you have such strengths (e.g., commitment, responsibility, perseverance) it will not be uncommon for you to find yourself being given more and more responsibility and/or tougher assignments, or being counted on in crunch situations to pull things through. Because your natural tendency is to apply your strengths full force in all situations this can create havoc with your work/life balance and your health.

The Bottom Line So what is the answer? Ignore your strengths?

Certainly not. But what you can do is to recognize the potential for your strengths to work against you in some circumstances and to try the following:

• Expand your definition of “strength” to include not only “what you do well” but also “what you enjoy and can apply in a sustainable manner.”

• Recognize that others can only tell you what you do well – they can’t identify for you which strengths provide you with intrinsic enjoyment or those that you can apply consistently and happily without depletion. Only you can define the strengths that will serve you well and energize you.

• Be on guard so that you recognize when others are attempting to exploit your strengths.

In such situations it will be especially important for you to set your boundaries clearly and concisely so that you are not taken advantage of.

Remember strengths are things that you naturally do - but some feel good in their application and some don’t. We are all different in what feels good – so it is important to learn to differentiate strengths that have only one element (they come naturally to you) from those that contain both essential elements they come naturally AND they feel good to apply.

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e, ith Jan w n o i s Tools ry ses menta ee Success i l p m co ail 's fr or em eive a o r Jane To rec sign up fo ter, log ont ccess.com s.com. s u t r and/o nic newsle BusinessS inessSucce d s o r n u t elec nalA nalAndB Perso o www. Jane@Pers g in t h a c r a e h e co t u n i 30-m

JANE HERMAN

Personal & Business Success Coach

Article originally online at www.WITI.com & shared by Kate Kloepper-Southern Utah University

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CAIMHO College

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ion d Recognit Awards an rsity ice & Dive Social Just Marketing ing Programm n Infor matio Research & itute SHO Inst ps (SPRs) vincial Re ro P & te Sta Website

Announcements AIMHO College - See our article on page 19 Awards & Recognition

- See our member spotlight on page 6 Marketing

- Submit an article for the next ANGLE! Due September 23, 2013

Email aimhoregion@gmail.com SHO Institute - See our update on pages 14-15 Social Justice & Diversity

- See our article on pages 3-5 State & Provincial Reps (SPRs) Arizona: In summarizing highlights from the Arizona schools, the words "hiring" and "technology" come to mind. Like many of our colleagues throughout the AIMHO region, all of the schools in Arizona have been busy these past months in hiring new staff members for the upcoming academic year.

Although exhausting as we all headed to regional and national placement exchanges and phone and face-to-face interviews galore with many wonderful candidates, the opportunity to have a new group of professionals join our various staff is exciting. This has been true throughout the state as many of my Arizona colleagues reported their excitement over filling positions within their housing programs.

AIMHO Webinars: All times MST

July 31- Noon-1pm I see how your mind works: The adolescent brain goes to college - Mark Pittman

The word "technology" comes to mind as a number of our Arizona schools reported enthusiasm over new housing systems that they have launched this past year or are about to bring on board for the upcoming year. Incorporating technology into the work we do has opened new horizons for assignments, placement in the halls, empowerment of our students for roommate and room choices, and faster more efficient means of communication with a larger number of students. It is exciting for all of our schools in Arizona to keep a pulse check on how technology may enhance our work.

Stay tuned for more update in the future.

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continued from page 10 Colorado: Colorado Christian College: Joe Brooks is the new acting Director of Residence Life at CCU. The campus is starting construction on a new academic building. Plans for building a new residence hall (the first since the college opened) are in the works as well.

Colorado College: Renovating 1 of the apartment style buildings on campus. Counter-tops, bathroom, lighting, carpet, tile, furniture. A couple of language houses that are being renovated. Cottage houses will be created and seniors will be able to rent them like an apartment - but still being kept track of through Residential Life.

Still follow same student conduct code. Bring their own furnishings and supplies. Sports Center at the college is being renovated as well, completion expected August 2013. ADA upgrades all over campus including sidewalks and access to the new sports complex.

Colorado State University-Pueblo: Bruce Gifford is retiring from his position as Dean of Student Services and Enrollment Management Jack Krider will be assuming the role of interim Director in the meantime. No new staff have joined the team recently. Major campus news includes plans for a new academic building and a remodel of the student union. The Dean of Student Services and Enrollment Management position will become the Vice President of Enrollment Management with supervision of the Dean of Student Life. A search process for the VP of Enrollment Management has already begun with plans to begin the Dean of Student Life search process soon.

University of Colorado - Boulder: Is in the process of several hiring and recruitment processes for new positions within Residence Life. A new Assistant Director for International Students, Coordinator for Alcohol and other Drug Education and Prevention, and several fulltime Assistant Hall Directors will be hired soon. Many buildings across campus will be undergoing some level of renovation beginning in May 2013. Baker Hall will be fully renovated and we expect it to reopen by Fall 2014. CU will be opening a brand new residence hall in Fall of 2013 - Kittredge Central will house the Global Engineering and Leadership Residential Academic Programs.

University of Colorado - Colorado Springs: Construction has been completed on a new residence hall and the staff is excited to transition to Summer operations.

Colorado State University is nearing completion on a few renovation projects: adding a fourth floor to one of their residence halls, one of

the Dining Centers, and student community spaces. They also broke ground for a new 600 student bed facility, set to open in Fall 2014.

And new staff for the 2013-2014 academic year: Colorado School of Mines Brice Bleem, Residence Life Coordinator Erik Buol, Residence Life Coordinator

University of Denver Chris Devlin, Resident Director Kyle Kline, Graduate Resident Director Hannah Mixdorf, Graduate Resident Director JM Alatis, Graduate Resident Director Mikalia Harris, Graduate Resident Director Brittany Miller, Graduate Resident Director Katie Chew, Graduate Resident Director

Colorado State University Angela Hoffman; Residence Director ; recently graduated with her Masters degree from University of Utah Michael DeJager; Assignments and Operations Coordinator; from progressive housing roles at St. Peter's University in New Jersey, including a stint as their interim director.

Idaho: Greetings from Idaho! We are excited to announce that we have two new CHOs! Dee Dee Kanikkeberg has stepped into the role of Director for University Housing as the University of Idaho. Dean Kennedy has joined the staff at Boise State University as the Director for Housing & Residence Life. Welcome!

Utah: All seems to be going well at this point! There have been a few staffing changes at some institutions while some are also finishing construction projects. Everything appears to be going well and we look forward to continued connection to our peers throughout the region!

No updates at this time: Nevada & Out of Region New Mexico Montana Wyoming

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AIMHO 2013 LAS VEGAS

Annual Conference 2013

YOU CAN TRAVEL HERE BY AMERICAN AIRLINES SOUTHWEST AIRLINES US AIRWAYS UNITED AIRLINES ALLEGIANT AIR FRONTIER AIRLINES

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YOU CAN REGISTER AT http://aimho2013.wix.com/aimho2013

CONFERENCE REGISTRATION FEE

EARLY BIRD (ON OR BEFORE OCT 4, 5 PM) MEMBER $235 NON-MEMBER $310 AFTER OCT.4 MEMBER $285 NON-MEMBER $360

YOU CAN STAY AT THE RIVIERA HOTEL & CASINO ROOM RATE SINGLE/DOUBLE PETITE SUITE 1 BEDROOM SUITE 2 BEDROOM SUITE 1 BEDROOM PENTHOUSE 2 BEDROOM PENTHOUSE ADDITIONAL PERSON

$64 $160 $209 $269 $425 $575 $10

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Patric k

“PC”

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Call

Patrick “P Residen C” Call currentl c y Univers e Life, Dining S serves as the ity Of W E e yoming. rvices & the W xecutive Direc I fell in lo tor y A oming U v ft e e with s r serv career, I n have ha tudent housing ing as an RA in ion at the institutio and hav d the gre the late e n 1 State Un s: Southern Illin at opportunity to never left. Duri 980’s, n o iv Univers ersity, Univers is University at serve at the foll g my ity it o C student of New Mexic y of North Caro arbondale, Ok wing o and th housing li la n life has homa a C harlo of th eU as b numero een being part e salty & swee it has provides niversity of Ariz tte, the o u o t th and give s ways over the f the AIMHO org parts of Studen e perfect work na. I love t a p c b A n ombina a a iz ff s c t a a k tw ir ti to s. on e “MUST DO” for our profession nty years, whic and I have se Another love in tion rv a h a both pro t ll m fessiona new or aspirin the same time. has allowed me ed our region in y g housin l develo to I b g e ro li e w v pment n g e etworkin professionals that the SHO professionally In as it is g g. reat opp stitute is a ortunity for Conference d an ing us Ho nt de Stu Director of Julie Love has been the Durango, Colorado llege (Go Skyhawks!) in Co wis Le rt Fo Services at originated from student n sio housing profes the o int try en r He .

04 since 20 iversity (Go Rams!)

The Senior Housing Officer (SHO) es at Colorado State Un nc rie pe ex ster’s RA d an r de lea e. She obtained her Ma gre de r’s elo ch Ba r Institute is designed for Housing he d Maryland where she earne el from the University of nn rso Pe nt de Stu tor e ec lleg Dir staff members with three or more degree in Co s a Residence and at the same time wa Bay e ek ep es years of professional experience at College Park (Go Terps!)

Ch o (G ty un and Baltimore Co at the University of Maryl of Vermont (Go Catamounts!) was her next a mid-level position, and those who rsity Retreivers!). The Unive in Campus. She was Ma of tor ina ord Co lex are currently in a senior housing Comp inator of Residence professional stop as the ce to serve as the Coord an ch the officer role on their campus. to at ck d ba pe g jum vin so mo west, ks!) before yearning to get back out University (Go Lumberjac , na zo RH Ari CU ern NA rth by No ard at Aw Education for eight years h the Hallenbeck Service o. She was honored wit ficer positions ad /of lor es Co itte of te mm co sta HO me ho AIM r he er of ACPA and mb nu a on d ance to make rve ch se the s d ha Inc. in 2004 and s always embrace ha e Sh r. ree ca l na sio fes is no better throughout her 21 year pro h a multicultural ethic. She believes that there g wit s r Housin student centered decision lue than the SHO! irector fo full-time D e v va ti nt u me professional develop te Exec 24 y ear e Associa 11 years of my hich started like th s a s e . w y ently serv nce Life unate to Universit bom curr Colorado State sing and Reside e been very fort ell as m o tr S ri at ou Ma sw . I’v Services ousing a e an RA been in H & Dining al career have as selected to b ence Life and H d the opportunity n w a professio o many, when I roles within Resid ddition, I also h then as an HR s a f r o In a fo SHO . t ty s s n lta nd ion three arie it ha Inst ed in a v ities/Student Un Diversity Consu ed during those al. I love rv e s e itute v n tiv rn ha sa mpus Ac that I lea professio rd, first a within Ca r Hewlett Packa ly thankful for all r student affairs rful staff that e e to work fo and am incredib be an even bett pport for a wond nd growing. In t, is u a to s s li g e e Appli ra in m id e rn d v n e ro ter. This ge lea catio t has help h allows me to p ges me to keep -ness and laugh orking a th rs a e n y sy hic etw ns nd challe full of bu nt job, w e great n my curre credible ways, a days are always be a part of th Due O excited to o many in 0, s o my ct. 15 ents in s who are 8 and 1 HO and I’m very d tu s r u serves o have two sons involved with S I e addition opportunity to b ent opportunity. h rt p u lo ev e m my fo ssional d fe ro p d an

SHO Institute COMMITTEE MEMBERS

Julie Lo ve

bo m m o r t Mari S

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lp hs a R her tor of Housinge&rsity. During p o t s C hriher Ralphs is thaet SDoiruethc ern UntauhnUinnsivpiring 5.7lift 27

to a p n Christo tial Educatio e, Chris ran ith his failure ons of n in ti w e b a d id ir sp Res 6 NFL Com . Combine at his a me to a the 199 40-yard dash p, he knew th elers had co us o e te second for a single r Pittsburgh S ffered numer passion r . o e e s s 1/2 lb safety for th ugh he wa rsue his oth te ta o u g h S p in T h y . , d to alt pla Uta ophic h Chris decide ll director at oudly proclaim tr s ta a , r c a s p h b ll a jo be ng n sti modeli d applied to ter, Chris ca !" ar. He n ts la a n s this ye e r fe r a y a lt e p y u in li y c 5 k to HO fa sity. 1 with m Univer ove back in ber of the S d to give bac lopment. m n e m e a v had to as a m region onal de haven't able to serve the AIMHO nd their pers I t s a a e t le e in "Hey, a honored to b ways to serv e profession th r is fo to is r ok ted Ch es to lo commit continu als who are u individ

Brad Shad e Bra

d Shade is curr Education at th ently serving as the Director eU of capacities at U niversity of Northern Colorad Housing & Residential NC, over two st o. He has serv ints. During his ed in various his bachelors in initi B working his way usiness Administration and m al tenure, he collected both aste up Assistant Hall D through the housing ranks fro rs in Communications while irector, GA Hall m desk clerk, ni D years he worke ght clerk, RA, d at two other in irector and professional HD. Over the next 7 stitutions of high Residence Life and Associate D er education as Director of institutions ean of Stude participants. H e had an opportu into the AIMHO Region who ha nts and brought two new d nity to return to leading to his pr UNC in Januar not previously been active es y 2000 and has years and the S ent position. Brad has been served in severa an active partici HO institute ha pa s l ro learn to becom e stronger lead become a passion for him in w nt in the AIMHO Region for 23 les ers for their cam hich his colleag tremendous indi ues pus. vi the proud father dual growth opportunities for an This institute packs a punch can share and and allows of two boys, Gra y aspiring SHO camping, fishing . nt (14) & Hayde , and coaching n (16) who keep On a personal note, Brad is al so so mate whom he met while in Hig ccer & basketball. He has be him very busy with school activ en married for h School and m ities, 24 arried after com pletion of his ba years to his soulchelor ’s degree .

Nominations for the 2013 SHO Institute are currently being accepted. Please submit all nominations via e-mail to Patrick “PC” Call at pcall@uwyo.edu no later than September 15, 2013. Nominations should include the name, job title, current institution, e-mail address and phone number of the nominee.

Applications for the 2013 SHO can be submitted by clicking on this link: www.surveymonkey.com/s/JMVMJ2Y and are due by October 15, 2013. Applicants must also register for the SHO Institute on the AIMHO Conference website, and pay the additional registration fee of $130.

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Get to know your SPRs Arizona Sue Belatti sue.belatti@nau.edu

Colorado Katie Schmalzel kschmalz@mines.edu Brent Klingemann brenton.klingemann@colorado.edu

Idaho Michael Simpson simpson@uidaho.edu

Montana Korrin Engel kengel@montana.edu

Nevada & Out of Region Vacant

New Mexico Mitchell Tappen mtappen@admin.nmt.edu

Saskatchewan Vacant

Utah Allison Hayes allisonhayes@weber.edu

Wyoming Barb Meryhew bmeryhew@caspercollege.edu

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AIMHO College

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O AIMH

AIMHO College occurs for the two days prior to the AIMHO Conference. These two days allow for new professionals to interact with others within the University Housing profession. During AIMHO College participants interact with other new professionals as well as other professionals and nationally/regional acclaimed professionals and faculty members. The faculty members share their experiences and expertise on different subjects to help participants develop a better understanding of the profession and to improve on skills.

Professionals have the opportunity to discuss current hot topics within the profession and meet with participants in the AIMHO SHO. The subjects discussed in previous AIMHO colleges have been finance and budgets, social justice, advising, and supervision. AIMHO College with be from November 9-10, 2013 located in Las Vegas, Nevada. Participants are responsible for the cost of their own travel and lodging.

AIMHO College 2013 Faculty: Dr. Marie Humphrey, Regis University, Academic Initiatives/Living Learning Communities Chris Anderson, University of Utah, Supervision/Selection & Hiring Dr. Kathy Sisneros, Colorado State University - Fort Collins, Conflict Resolution Dr. Rich Payne, Northern Arizona University, Budgets/ Private & Public Partnerships

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e

Colleg

ions t a c i l p Ap g in comin ber!

Septem

AIMHO College 2013 Content Areas Academic Initiatives/Living Learning Communities ____ Supervision/Selection & Hiring ____ Conflict Resolution ____ Budgets/Private & Public Partnerships ____ Social Justice/Diversity

Shane L. Windmeyer, Campus Pride, Diversity Keynote Speaker

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