How To Confront A Coworker That’s Driving You Crazy

Even if you're the most non-confrontational person in the world, you can't avoid conflict. Whether someone on a team project throws you under the bus or a coworker says something that rubs you the wrong way, we all end up in situations where we're at odds with our workmates.

Steve Dinkin, President of the National Conflict Resolution Center, knows this better than most. His organization works with thousands of people and organizations to help them "manage and solve conflicts with civility," in situations ranging from work to home to court. He's a firm believer that there is a solution to every problem — it's just a matter of finding it.

Find yourself budding heads with somebody — or somebodies — at work? Here are a few of his top tips on how to manage it.

1. Pick Your Battles

Not every small, annoying thing someone does is worth a confrontation — for example, if someone interrupts you once during a meeting or pours the last cup of coffee from the pot without making more.

"Knowing when and how to let go of a conflict is a skill within itself, but… [it's] really about knowing yourself. It becomes necessary to think about all the aspects of the conflict and question how the conflict affects your ability to have your workplace interests met," Dinkin says.

If you're being repeatedly demeaned, belittled or bullied, though, that's a different story.

"It also requires you to ask about the circumstances that the conflict arose under and to figure out whether or not those circumstances will come about again. There is always the option to walk away from a conflict, but the most important part of doing that is knowing that you can truly walk away," Dinkin adds. "If you tell yourself that you will let it go, but know that inside you are not able to, then you are just prolonging an inevitable confrontation that will be apt to make things worse."

2. Identify Next Steps

Once you've decided that a situation merits action, the way in which you should proceed will vary depending on the circumstances.

"If it is a serious issue, it is always better to report the issue to your superiors, at the very least to put the issue on their radar. You have to look at the problem and decide whether or not you feel that you have the capacity to confront your coworker in a constructive way," Dinkin says.

If you do decide to confront them yourself, though, it's helpful to bring in a third party who doesn't have as much of a horse in the race.

"The best third party to pull into an issue is always going to be your manager or closest superior, as they have the authority to enforce the solutions that you and your coworker come up with," Dinkin says.

3. Start With An Icebreaker

You may think of icebreakers as the kind of eyeroll-worthy "get to know you" activities that you'd participate in on the first day of class, but they don't always have to be cheesy — in fact, they can be quite valuable in conflict mediation sessions.

And take note — icebreakers aren't all question like, "if you were a flavor of ice cream, what would you be?" Instead, it should be "an open-ended question that is both related to the workplace and something positive," Dinkin says.

"For example, if the dispute involves two employees that are working on the same project, ask both how they got involved with the project and what they hoped to achieve," he elaborates. "The reasoning behind this is that most people are prepared for battle when they are about to talk about a controversial issue. When you use an icebreaker, it disengages this confrontational mindset, starting the conflict resolution process naturally."

4. Walk A Mile In Each Other's Shoes

It's human nature to get defensive; to think, "I'm right, so everyone else must be wrong." But as the saying goes, it takes two to tango. That doesn't always mean that both parties are to blame, but often, it's not just one person contributing to an issue. Because of this, it becomes very important to try and see things from the other person's perspective, no matter how challenging it may be. So how do you do that?

"One of the best strategies for getting someone else to see things from a different perspective is to ask them how they themselves would handle the issues that they are causing for another person," Dinkin shares. "It's not always easy to get people to understand how others feel, but it is not very difficult to ask them how they would react when being put in certain situations. More often than not, their answers and emotions will mirror the person on the opposite end of the confrontation."

5. Practice Active Listening

One thing that goes hand-in-hand with seeing things from another person's perspective is really, truly listening to them.

"Often the best resolutions come from listening carefully to what the other person has to say. Being an active listener sends the message that you are genuinely concerned about him or her and the dispute. Put plain and simple, it's the best way to get good information," Dinkin says.

6. Watch Your Language

If you're already at the point when a confrontation becomes necessary, odds are that tensions are high. Make sure not to exacerbate it by saying anything negative or thoughtless.

"Always think before you speak. Use positive, easy-to-understand language. Don't fall into repeating, verbatim, paragraphs from your company's HR manual," Dinkin says.

And remember to stay away from accusatory statements such as "you said" or "you did." Instead, use "I" statements that express how someone's actions made you feel, i.e. "I felt upset/frustrated/taken aback when XYZ happened."

7. Get SMART

To make sure the resolution to a conflict is sustainable, it has to be SMART, Dinkin says. That means they're:

• Specific: Be clear about who will do what, when, where, and how;
• Measurable: Be clear about how you will all be able to tell that something has been done, achieved or completed;
• Achievable: Make sure that whatever solution you agree on fits the situation; that it complies with both the law and organizational policy; that everyone involved has the ability and opportunity to do what is required of them;
• Realistic: Check calendar dates for holidays and vacations; look at past performance to predict future actions; allow extra time for glitches and delays; don't assume that the best-case scenarios will come true;
• Timed: Create reasonable deadlines or target dates; include a few ideas about what to do if something unexpected occurs; be willing to set new dates if necessary.

Learning how to confront someone might seem difficult, but at the end of the day, it's an awful lot better than letting yourself be consumed by resentment. And remember: conflict doesn't just happen in the workplace. Learn how to effectively solve problems with somebody you disagree with, and it might just become one of the most valuable skills you'll ever learn.

Thanks to Emily Moore / GlassDoor
https://www.glassdoor.com/blog/how-to-confront-a-coworker/

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Why Living In A Poor Neighborhood Can Change Your Biology

The Sheer Stress Of An Environment Contributes To Obesity And Diabetes.

It was the most ambitious social experiment ever conducted by the United States Department of Housing and Urban Development. And one of the most surprising.

In 1994, HUD randomly assigned 4,600 poor, mostly African-American families in Baltimore, Boston, Chicago, Los Angeles, and New York to one of three groups. One group received housing vouchers intended to help them move to low-poverty neighborhoods. Another group received vouchers without geographic restrictions. A final control group didn’t receive vouchers at all.

Called “Moving to Opportunity,” the study was designed to answer a question that had divided social scientists and policymakers for decades: Did getting people off of welfare and other forms of social assistance depend on changing their social context?

More than a decade later, the researchers found that a lot of things hadn’t changed. Many people offered housing vouchers didn’t move. The people who did move to better neighborhoods didn’t change their diets or daily lifestyles. Their kids showed no improvement in reading or math scores. And moving didn’t make people any more or less economically self-sufficient, the question the study was designed to answer.

But as the experiment went on, researchers began encountering anecdotal evidence that surprised them. The people who moved out of poor neighborhoods were healthier. When they went back and measured the differences between people who got vouchers and people who didn’t, the results were remarkable: The people who got vouchers to move to low-poverty neighborhoods had significantly lower rates of obesity and Type 2 diabetes.

Robert Whitaker, a pediatrician and public-health expert at Temple University, co-authored a report on the HUD study for the New England Journal of Medicine in 2011. “By dint of the design, the cause of the difference in diabetes and obesity was the voucher and the move to a less-distressed neighborhood,” Whitaker says. “The amazing thing is that the cause of the difference in obesity and diabetes was the move.”

How could this be? Ethnic disparities in diabetes and obesity—Hispanics and blacks in the U.S. are up to 45 percent more likely to be obese than whites, and nearly twice as likely to have Type 2 diabetes—have long been blamed on diet, access to health care, and even the lack of good grocery stores in America’s poorest neighborhoods. Genes, too, have long been suspected to play a role.

But the HUD study, and subsequent research, have shown that something more than race, individual behavior, or genetics is taking a toll on the health of people who live in poor neighborhoods: stress.

Perceived discrimination contributes to poorer mental and physical health among ethnic minorities.

When study participants moved to low-poverty neighborhoods, they reported feeling safer, less depressed, and less anxious—in other words, less stressed. “Somehow, our social environment is getting under people’s skin and causing a cascade of things to occur in the body,” says Rebecca Hasson, director of the Childhood Disparities Research Laboratory at the University of Michigan. “Ethnic minorities are exposed to a lot more stressors. Is that related to their elevated diabetes risk?”

To understand how stress affects health, it’s important to know that one hormone, cortisol, plays an outsize role. In an emergency, cortisol provides a jolt to the body’s systems that floods it with energy. “That generalized response releases energy substrates to the muscles, so you can fight or run away,” says Hasson. “Usually that’s in response to a physical stressor, like a bear chasing you.” In the effort to escape the bear, the body burns off the blood sugar that cortisol helped release, coming down tired and shaky but safe. (If you manage to escape, of course.)

If cortisol was reserved for bear attacks, we’d have no problems. But you don’t need a bear to unleash cortisol. The perception of stress alone is enough to trigger a flood of the hormone.

Researchers’ favorite technique for raising cortisol levels in a lab, for example, is something called the Trier Social Stress Test, a 10-minute exercise that combines public speaking and mental arithmetic performed in front of a panel of stone-faced judges. The test has proven capable of yielding bear attack-level cortisol responses in thousands of test subjects since German researchers introduced it in 1993.

In much the same way, being late for school, unable to make your car payment, worried about where your next meal will come from, or feeling unjustly scrutinized because of your skin color aren’t immediate physical threats. But the brain still responds by signaling the adrenal glands to release cortisol. “Those energy substrates are still in high circulation so you can run away,” Hasson says. “But if you don’t, or can’t, run away, you’re always in this high-alert situation, whether or not you’re conscious of it.”

It’s a phenomenon that neuroscientist Robert Sapolsky took on in his 1994 book Why Zebras Don’t Get Ulcers. The short answer? Zebras don’t worry about being chased by lions until they’re actively being chased by a lion. As far as we know, only humans worry the rest of the time, keeping their stress levels high and increasing inflammation and illness.

Over time, the damage can be profound. “The same systems that help us adapt and deal in situations of danger can cause us problems when they’re abused or dysregulated,” says Rockefeller University neuroscientist Bruce McEwen, who coined the term “allostatic load” to describe the toll chronic stress takes on our bodies and our brains.

With research showing that poor neighborhoods and discrimination have a physical impact, the Let’s Move message comes up short.

Consistent exposure to cortisol may re-wire the brain, for example, shrinking the pre-frontal cortex and bulking up the amygdala, the walnut-sized nodes in the brain that regulate emotions like fear and pleasure. Over time cortisol can increase the risk for depression and mental illness.

And cortisol’s physiological effects could explain the powerful links between stress and metabolic illnesses like Type 2 diabetes, obesity, and heart disease. In mice, stress amps up cravings for energy-dense foods; in people, comfort- or stress-eating is a familiar phenomenon.

Persistently elevated cortisol levels have been closely tied to weight gain, increased abdominal fat, and other aspects of metabolic syndrome, a collection of things that includes obesity and pre-diabetes. “Even if you’re not stress-eating, there’s a direct link between cortisol and Type 2 diabetes risk, and cortisol and obesity,” Hasson says.

The reasons why are physiological. When it’s released in response to stress, cortisol signals the body to shift energy production into overdrive. It’s a signal for organs and various tissues in the body to accelerate production of glucose, the sugar that fuels our muscles, by breaking down carbohydrates and protein. As part of its role in freeing up energy, chronic exposure to cortisol also increases cravings for high-sugar, high-fat foods, and increases the body’s resistance to insulin, the hormone that signals the body’s cells to absorb sugar.

Insulin resistance, in turn, plays a key role in Type 2 diabetes: Forced to churn out more and more insulin to compensate, the cells that make insulin eventually wear out and die. In its early stages, drugs that increase sensitivity to insulin, along with diet and exercise, can restore some cell function in people with Type 2; later, people with Type 2 diabetes need insulin injections to keep high blood sugar in check.

If we know chronic stress makes people sick, is it possible that blacks and Hispanics are sicker than whites because they’re more stressed? Because they’re more likely to be poor, blacks and Hispanics are more likely to be exposed to the chronic stressors of poverty—and to cortisol, with all of its negative effects.

“A low income environment—households under $20,000—that’s not necessarily perception, that’s a high-stress factor,” says Hasson. A recent Pew Charitable Trusts study found that 66 percent of African Americans born between 1985 and 2000 lived in neighborhoods where at least 20 percent of people were poor. The figure for white kids born in the same time span was 6 percent.

Poverty plays a role, but there’s also ample evidence that racism and the perception of being at the bottom of society’s ladder can be damagingly stressful. In a 2009 analysis, psychologists found that increased levels of perceived discrimination contributed to poorer mental and physical health among ethnic minorities in dozens of different studies. “The perception of discrimination is related to heightened physiological stress responses … [and] associated with more negative mental and physical health,” the authors concluded.

Studies have also shown that higher socioeconomic status lowers the risk of diabetes across all ethnic groups. African-Americans and whites living at or near the poverty line had higher rates of diabetes than their wealthier peers.

“People are told that if they just exercise more, eat better, if they’d just pull themselves up by their bootstraps, they’d feel better.”

The role of genetics in higher rates of diabetes among some ethnic groups has long been under investigation. In the 25 years since the Human Genome Project was launched, scientists have identified dozens of genes associated with Type 2 diabetes. But most are widely distributed, not concentrated in one group or another, and account for a tiny fraction of the differences in risk.

If the differences in diabetes risk were exclusively genetic, researchers would expect the rates in Africa to be much higher. But that’s not the case: Black Africans have lower rates of cardiovascular disease, Type 2 diabetes, and depression than their distant cousins in the U.S. And Hasson says Type 2 diabetes among blacks and Hispanics drops just as fast as among whites in response to changes in exercise or diet—powerful evidence that there’s no inherent physiological difference at play.

More remarkable, epidemiological evidence shows that first-generation immigrants, whether black, Hispanic, or Asian, are healthier and live longer than their U.S.-born descendants.

It’s the flipside of the Moving to Opportunity coin on a macro scale: For minorities, the U.S. is the bad neighborhood. “African-Americans do perceive discrimination, and it gets under their skin,” says McEwen. “Native-born African-Americans react differently than African-born or Caribbean-born blacks. They haven’t been exposed to these effects as much, and maybe they don’t perceive discrimination in the same way.”

Jose R. Fernandez, a specialist in the genetics of obesity and a professor at the University of Alabama at Birmingham, says it’s too early to rule genes out as a contributing factor. He’s spent a decade and a half hunting for genes that contribute to racial differences in obesity and diabetes.

He, too, thinks stress and discrimination play a significant role in the increased risk African Americans and Hispanics face—to a point. “It would be a naïve perspective to say a complex condition like diabetes doesn’t have an environmental cause, and that a big part of the environment is the social environment we face,” he says. “But I don’t think it establishes complete causality. Social and environmental variables may be interacting with genetic background.”

Jose C. Florez, Chief of the Diabetes Unit at the Massachusetts General Hospital, explains, “Genetic predisposition may increase risk, but that manifests itself most powerfully in a bad environment. It can be masked if the environment is a healthy one.”

For decades, health professionals and policy makers have focused on changing individual behaviors: Less fried food and more exercise, community gardens, and diabetes education for all. Perhaps no program is as identified with the individual approach to preventing obesity and Type 2 diabetes as Michelle Obama’s “Let’s Move.” With the telegenic First Lady as its figurehead, the program has put a spotlight on encouraging kids and adults to exercise more and eat less.

Hasson, of the University of Michigan, praises Obama. “She’s bringing attention to the fact that people need to get out and start moving, and people are starting to ask: “How can we motivate people to start moving again?” Hasson says. “That’s opened the floodgates for research into creating healthier environments.”

But with research showing that poor neighborhoods, poverty, and discrimination have a physical impact, the Let’s Move message comes up short. It remains at odds with the idea that some factors are outside our control—or at least much harder to change.

“People are told that if they just exercise more, eat better, if they’d just pull themselves up by their bootstraps, they’d feel better,” says Elizabeth Goodman, a professor of Pediatrics at Harvard Medical School, who leads a research program that studies the effects of social status on children’s health. “But it’s about the context, not just about the person.”

Eliminating discrimination and alleviating inequality are far more daunting challenges than society has had to face. But improving human health may depend on it. “I don’t know if it’s possible for our bodies to undo the damage that will have been done by living in a disadvantaged environment,” Goodman says.

Andrew Curry is a journalist in Berlin, Germany. He has written for a wide range of publications, including Archaeology, Discover, National Geographic, and Wired. You can follow him on Twitter @spoke32

This article was originally published in our “Stress” issue in December, 2015.

Thanks to Andrew Curry / GetPocket
https://getpocket.com/explore/item/why-living-in-a-poor-neighborhood-can-change-your-biology

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4 Smart Tactics For Sending Emails To Recruiters

Connecting with recruiters is one of the best strategies for scoring the interview you need to get the job you want. Yet many job seekers find reaching out intimidating because they don’t know how to email a recruiter. We’ll show you a few sample emails to help you get past fumbling around for the right words to presenting yourself in a way no recruiter could ignore.

Reasons To Write An Email To A Recruiter

Applying for jobs is easy. (Well, aside from that whole “attach your resume, and now type everything from your resume into this online form” dynamic we all love to hate.) But scoring that plum position — the one lots of strong candidates are competing for — is a challenge. A well-written letter can do a few things to highlight you as an applicant to watch.

• It shows that you’re proactive. Recruiters want to see that you’re truly interested in a position with their company and not just firing off resumes in hopes of getting a nibble.
• It demonstrates your written communication skills. The ability to put your thoughts into writing cleanly and clearly is an asset no matter what position you apply for.
• It sets you apart from the pack. Only the top two percent of candidates are considered for positions, and a well-crafted letter to a recruiter can help you stand out.

There’s another compelling reason to forge connections with recruiters: an estimated 70-80 percent of positions are not posted. If you’re sitting around waiting for a position to appear on the job boards you frequent, you could be missing important opportunities. Being proactive can pay big dividends.

How To Email A Recruiter

Recruiters want to hear from you. It’s their job to find the perfect candidates for the positions they need to fill, and they’re on the lookout for talent. But recruiters also get a lot of emails, and their time is precious. Make sure your message meets these criteria.

• It’s respectful. Remember that you’re communicating in a professional capacity. Be friendly (Hi Amy,) but not too casual (Well, hello there, Amy!).
• It clearly states your intent. What’s the purpose of your email? You need to know what you want the recruiter to do for you (consider your resume, schedule a chat, interview you) and communicate it clearly.
• It’s brief. Get to the point. You don’t have to include a lot of background information; just say what you need to say.
• It’s well-written. Edit. (Grammarly can help.) Get rid of filler words and phrases. Avoid email clichés.
• It’s accurate. Be sure you spell and format the company’s name correctly. Get the recruiter’s name right.

Here’s a tip: Is it okay to contact a recruiter on LinkedIn? Yep. 87 percent of recruiters use LinkedIn regularly, including to connect with potential candidates. Just make sure you avoid these common faux pas when you reach out.

3 Sample Emails To A Recruiter

Make your email message as customized as possible. (Whatever you do, avoid spamming recruiters with a stock copy/paste message. They’re easy to spot and even easier to ignore.) Use these sample emails for inspiration.

Connecting With A Recruiter

Subject: Any content marketing roles at XYZ?

Hi Francois,

I read the Inc. article last week about XYZ Inc.’s rapid growth since landing five million in venture capital last spring. Way to rock that funding! Do you have plans to expand your marketing department?

I’ve had great success as the brand manager for Acme Widgets for the past five years. I’m planning to move into a broader content marketing role that challenges me to grow as a brand storyteller, and XYZ has been on my radar. I’d love to chat with you for 5-10 minutes to introduce myself and learn more about the company’s culture and any upcoming roles you need to fill. Would you have time for a quick phone call on Wednesday?

All the best,

Marla Dixon

The Follow-Up Email

Subject: Lead copywriting role at Acme – Résumé attached

Hi Emily,

I applied for the lead copywriting role at Acme Widgets last week. I’m impressed by Acme’s crazy fast growth in the widget industry, and I’m excited by the opportunity to be part of a lively team.

I think I’m a great fit for this position because my ten years in the copywriting trenches have made me a whiz at turning out clean, compelling copy. In 2016, I won a Netty Award for Best Copywriting for my work on the ABC123.com website.

I’ve attached my resume so you don’t have to dig through your files to files to find my application. Would you like to schedule a time to chat about the role?

All the best,

Eric Ferguson

Referrals To Recruiters From Friends

Hi Louis,

I had lunch with Eric Ferguson yesterday and he mentioned that ABC123 was planning to hire more writers soon. I graduated from NYU with a bachelor’s degree in English in September, and I’d love to learn more about your writing team and what makes them tick. And, of course, I’d love to talk to you about open roles. Do you have a few minutes for a video chat on Wednesday at around 1 p.m.?

All the best,

Julia Engels

This article was originally published on Grammarly. It is reprinted with permission.

Thanks to Posted By Karen Hertzberg, Grammarly / Glassdoor Blog
https://www.glassdoor.com/blog/sending-emails-to-recruiters/?utm_source=newsletter&utm_medium=email&utm_content=022519_wfh&utm_campaign=feb19_us

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Top 5 Most Corrupt Cities In America

Perhaps the biggest surprise emerging from this list is that Washington, D.C. isn’t number one. That distinction goes to Obama’s hometown of Chicago, rated as the most corrupt city in America, according to a new report conducted “ironically” by the University of Illinois at Chicago.

The report based their findings on the “most public corruptions in America by public officials,” between 1976 through 2017.

Chicago led the malfeasance pack with 1,731 public convictions, with Los Angeles a close second with 1,534 convictions, followed by the Big Apple (NYC), with 1,327, then Washington, D.C., clocking in at number 4, and Miami at number 5.

The report also noted that only “convictions” of those individuals convicted of crimes, and not those “accused” of a crime, dictated the findings within the report.

The information gathered by the University of Illinois at Chicago, came from the Department of Justice, in which 25 public figures were convicted of charges tied to corruption in 2017 in the City of Chicago, alone. With over 30 City Council members from the “windy city” linked to corruption cases since the 1970s.

The most notable, Democratic Alderman Edward M. “Ed” Burke, of the 14th Ward, who was first elected to the Chicago City Council in 1969, and represents part of the city’s Southwest Side, is now fighting federal corruption charges after a surprise FBI raid last year at his office, seizing a treasure-trove of documents, computers, and phone records, alleging his involvement in shaking-down a fast food company seeking to remodel a restaurant in his ward.

The alleged scheme involved forcing the owners of the restaurant to hire Burke’s private law firm in exchange for not putting costly delays and other excessive roadblocks in front of the remodeling effort. However, when the owners hesitated in hiring Burke’s law firm, the powerful aldermen allegedly threatened to play “hardball” with company executives.

Although the “windy city” is by far the most corrupt city within America, the report also found that the “city-of-angels” is running a close second,  boasting the same public conviction rate in 2016 and again in 2017.

Moreover when it comes to the most corrupt counties specifically, the cities and agencies in the south and central L.A. County, few can top the states, corrupt local legislators.

For example, the former mayor of South El Monte admitted taking bribes for 7-years from a contractor paid by the city for engineering and construction services.

In 2010, a Los Angeles Times investigation uncovered the city was being run by a criminal enterprise headed by Former City Manager Robert Rizzo, in which city officials and members of the City Council received huge salaries, derived from collecting illegal taxes from the public. The scam accounting practice was finally uncovered sending Rizzo to prison on 69 corruption charges, along with 5-City Council members.

In another corruption case, Councilman Robert Fierro resigned in 2012, after he pleaded guilty to a felony conspiracy charge, related to his attempts at duping investigators from looking into the financing of his 2005 campaign.

Number three on the list of corrupt cities is New York City, run by Mayor Bill de Blasio, who has been proved countless times for official misconduct, and has thus far escaped being indicated. However other political cronies of the mayor haven’t been that lucky.

New York’s growing list of convicted politicians including ex-Assembly Speaker Sheldon Silver and former Senate Majority Leader Dean Skelos are just two of the mayor’s cronies fighting to stay out of prison.

In May 2016, Silver was sentenced to 12 years in prison and ordered to repay $5.3 million in illegal financial benefits and $1.75 million in additional fines. Silver’s conviction was overturned by the United States Court of Appeals for the Second Circuit in Manhattan in July 2017, however in May of 2018, after being retired he was found guilty on the same charges, and sentenced to 7-years in prison.

While the report focused on the 5-most corrupt cities in America, it’s worth noting that other surveys have also identified the other 5 top cities. Below is the entire list of the top “10” most corrupt cities in America…did you’re city make the list? Moreover what other cities can you name?

Top 10 Most Corrupt Cities in America:

1. Chicago
2. Los Angeles
3. Manhattan, NY
4. Washington, DC
5. Miami
6. Newark
7. Cleveland
8. Philadelphia
9. Richmond
10. Brooklyn, NY

Thanks to Jean Claire Broida LightWork111 / TheDailyConspiracy
https://thedailyconspiracy.com/about-us/our-writers/

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Should We Set Homework For The Summer Vacation?

It won’t be long until our students (and us) will enjoy a long summer vacation. Sand, sea, sleep-ins and more time with the family. Sounds great!

In the UK, schools will close around mid-late July and reopen in early September. In America the summer holiday is much longer. Take New York, for example: Schools there will have their last day on June 26th, with students returning on September 5th. 

Some teachers and parents would say that young people need this summer vacation to rest, have fun and basically enjoy being a kid. Others would say it’s too long to be away from school work entirely, and some learning should still be taking place.

I say that it all depends on the age and needs of the individual students. 

Start Planning Now!

During this article I hope to convince you that the summer vacation can be used to our advantage. Effective teachers have used the summer vacation for decades to act as a ‘buffer’ – a chance for slower students to catch up; for able, gifted and talented students to be pushed even more; and generally for getting a little more material covered so that the new academic year can start a little bit ahead. 

However, in order for me and you to effectively make use of the summer vacation (so that our students benefit), we must start planning now!

Case # 1: The Exam-Preparation Class

Let’s say that you’re taking a group of students through a two-year course (such as the IB Diploma, IGCSEs or ‘A’ – Levels). 

In an ideal scenario, those two years would be broken up as follows:

Year 1: Cover as much content as possible (at least 60% of the syllabus). Complete all coursework if the timetable permits.

Year 2: Finish off any remaining content. Allow as much time as possible for revision and past-paper practice.  

I believe that a good way to get our kids to be ahead of the game before Year 2 is to set them a significant piece of summer homework that is achievable, but not too onerous. 

I’ve found the following tasks to be effective (sometimes I combine them both together):

• Provide a booklet of notes and questions covering a topic that the students haven’t studied yet. When they get back to school after the summer, collect the booklets in. Check those booklets to make sure they are completed. Peer assess them and provide a one-week condensed summary of the topic in your lessons. Keep a record of who has and hasn’t scored well on the content, and intervene where necessary (e.g. with some after-school classes).
• Give students a test on a topic they learned over the summer. Provide notes for the students to revise from. Analyse the grades and help out any students who haven’t performed well.

When both of these techniques are combined together powerful and deep learning can take place over the summer. This can give our students a head-start in Year 2, giving them more time to do revision and past-papers. 

Case # 2: Able, Gifted And Talented Students

These are students who we really want to push and encourage.

The summer vacation is a long-time to be away from formal education, and we don’t want these students to lose momentum or interest.

I’ve found that project work is particularly useful for these types of students. I usually set work based on the following procedure:

• Find out what the student is really interested in. What does she have a passion for? (For example: hip hop dancing)
• Think of ways that you can link your subject area to the student’s area of interest (For example: A project about vector mathematics as a model for the movement of a hip hop dancer during a routine)
• Discuss the project with the student. Make sure it’s relevant and deep. Ask the student to come up with ways to process the information and present the final output. Perhaps a stop-motion animation will work well. Maybe the student prefers to do a performance. Maybe a project portfolio will work well.
• Offer some kind of significant reward and recognition for the effort. Discuss the benefits (e.g. how this project will improve subject knowledge in a particular area). Speak with senior management about any material rewards that can be given (e.g. book tokens, medals, certificates or a trophy).
• Follow through and keep our promises: We must make sure that we honour our promises to these students. If we’ve promised a medal, then we must damn well make sure that the kid gets a medal. If we’ve set the work, then we must fulfill our professional duty by giving feedback. 

Case # 3: Students Who Are Falling Behind

·        I’ve reached a stage in my career now where I just cannot allow poor performance to go unnoticed or unchallenged. It just bugs me too much.

·        For kids who haven’t been performing well, a good sit-down and chat with the students and their parents is an absolute essential before the summer, in my honest opinion.

·        Let’s say that you’ve had a biology student for one year and she just didn’t understand cells, human body systems and plant reproduction. Let’s say that this student failed all three tests for these topics.

·        If this student has not been given the opportunity to re-sit tests in these topics throughout the academic year, then it is our duty, I believe, to ensure that this material is covered over the summer. The student will have more time and, provided that the parents are aware and involved too, this should result in regular, productive revision and an increase in subject knowledge.

I’ve found the following techniques to work well for students who are falling behind:

• Analyze the assessment data for the whole academic year. Identify the area or areas in which the student is performing poorly.
• Look through all of the student’s work that you have to-hand. Is there any particular method or output that the student is really good at (e.g. website creation, drawing diagrams, making infographics, etc)?
• Meet with the student and his/her parents. Discuss a way forward over the summer that involves the student completing meaningful work on the topics of weakness through an output that appeals to the student’s preferred learning style.
• Check that the quantity of work is neither too much, nor too little
• Decide on a way to assess the work

When planned properly, our summer holidays can become times when our under-performing students really turn their lives around and gain a renewed sense of purpose and confidence. 

Conclusion

Schools not ‘out for summer’ (sorry).

The summer vacation offers a powerful way for us all to push our students forward, allow our students to cover extra material and address weaknesses for those students who are struggling. 

This all involves some planning, though. 

I don’t know about you, but when my students break up for the summer in one month’s time, I’ll be ready. I’ll have had my conversations with parents, kids and SLT and my students will know exactly what to do in the months approaching the new academic year.

We owe them that. 

Thanks Richard James Rogers (Author of The Quick Guide to Classroom Management) / RichardJamesRogers
https://richardjamesrogers.com/2018/06/03/should-we-set-homework-for-the-summer-vacation/

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