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How to elevate PLC through PLC student staff - Coggle Diagram
How to elevate PLC through PLC student staff
Hold ourselves to high expecations
Consistent attendance at meetings
Increasing initiative, less on Pro-Staff
Professional emails + communication
Set super clear expectations at Student Staff training + continue to emphasize throughout the year
good example from upperclassmen - hosting, inviting, reaching out, networking, attending
jr/sr fall off- celebrate work that students OFF OF STAFF are doing more in a more facilitated and structured way - being on staff is not an intrinsic "better," but we can't keep dividing between staff and non staff PLCers
Attend more events that PLCers are leading/participating in & utilize Instagram to highlight personal and professional endeavors (e.g., Study Abroad, Internships, etc)
Having more informal PLC events, maybe community events at students' houses
create actual ways/stakes for PLC staff that actually affect the real world so it is not just "a trial run" with so much room to mess up.....
more outlined consequences for certain failures - like a real job - specify attendance expectations and consequences... higher standard overall, not a "back burner" responsibility
Advocate our needs to pro-staff and/or Catalyst
Consistent meetings with all of Pro-Staff (maybe twice a semester) for Catalyst team
More intentional mentorship
I think the canvas page has the opportunity to provide podcasts, articles, journaling prompts, etc. Sometimes this happens but there could be a way to have this be paired with what we are doing in student staff meetings. Like if we are completing a "reimagining" activity maybe there is a podcast about an anectdote of someone doing this in their life, a ted talk about the power of creativity, etc.
One-on-ones with Prostaff for all members of Student Staff
Active feedback from Prostaff on leadership (for team leads or even everyone on Student Staff if feasible)
Less student lead for big picture ideas
More professional assistance in addition to Prostaff (e.g., Board of Advocates helping assist in our application process)
Highlighting "evolution" of PLC student staff
Past staff missions/themes
Specific outcomes from previous years
Initiatives, positions, events, etc
Having a photo with positions and names each AY or semester might be a way to showcase people from the past. It could also be a way for incoming members to contact people to learn about how they did their role? this might be able to be built online into transition doc folder?
encouraging people to stay on roles for 2 years in a row - offering some sort of promotion to incentives people to stay
Including history of each role on the website
Interaction with all of PLC
First-year orientation
Less summer campy, more collegiate. Still fun but also different feel with how much it is structured and the timing of things. Personally, I think it should be less activities for greater impact and more time to chill and interact organically rather than trying to squeeze a bunch of things in to force people to bond
More integration of values/pillars into first-year orientation. Have them start thinking about what these values mean to them/our program early on (getting past surface-level)
Spring Huddle
Less Student led
Go into classes more often to announce events
Encourage more mingling at events like Spring Huddle
How can we break down barriers between student staff and non staff goers
Specifically texting or emailing people when you think they might like an event. For example, PLReads is a new initiative and to help it gain attraction, maybe the TLC people or others can text people they think might enjoy that activity and invite them personally to come to the meetings
celebrating people in their business even if it is OUTSIDE of PLC
Elevate formal
Maybe have a retreat in the mountains? Estes park? LCG does something like this. Maybe it is not for formal but for some bonding event. Seems like most of PLC likes to travel. This retreat could be laidback with opportunities to hike, read with peers, do art/crafts, etc
Particularly for Student Staff members, informal
Interactions beyond PLC
Partnering more with on campus experts, other top scholars pograms,
other culture events as well potentially
Reaching out/speaking to highschools with other leadership programs at CU (i.e. INVST, Multicultural Leadership Scholars)
increasing second point of entry
How do we talk about PLC to our friends and peers?
Service initiatives that integrate more with the community! Like PB n Luvin and Growing Gardens
Integrating Service initiatives to Academics
End of semester project dedicated towards intentional servant leadership
More continuity from one PLC class to another
PLC student staff structure
Team size- not having teams greater than 10 or smaller than 3
maybe if there are teams greater than 10 then there are two team leads sort of like catalyst ? could be helpful for community team
(holly) we are already struggling as to who report s to who on the team - having two team leads might make it more complex
Team lead for catalyst that isn't chief of staff or structure
DEI-bridge-led team lead?
Having Bridge work with each team to ensure that they are emphasizing DEI in every effort
consistent pro-staff
Bridge being part of catalyst - strategy needs to be at the top
more established data reporting method from bridge - what gets done with data that is collected from team halls?