Dr. Moody helps colleges, universities, and professional schools rethink
and improve their recruitment, mentorship, and retention of faculty, students, and staff--especially women and U.S. under-represented
minorities. A former professor and administrator with decades of consulting experience, Dr. Moody provides:
Leadership-development retreats and workshops
(highly interactive, problem-based) for campus presidents, provosts, faculty senates, deans, department chairs, mentors,
search committees, senior faculty, diversity councils, and trustees. Such retreats and workshops deal with Good and Bad practices
related to job-search and tenure-review processes; departmental cultures and customs; and mentoring junior colleagues
and new hires in effective and pro-active ways.
At times, schools and campuses retain Dr.
Moody's outside expertise for several years: to supplement their own in-house resources related to leadership-development
of department chairs and other academic officers, professional development of faculty at all levels, and refining
and sustaining plans of action for campus diversity--or, in the alternative, to fill the void because these clients
have little or no in-house resources and specialists in one or more of these important areas.
Emphasis on helping power-holders: *Recognize
and rise above cognitive shortcuts they often unwittingly make during recruitment and evaluation processes.
*Develop various options for prompting their colleagues to likewise avoid these cognitive mistakes. *Identify
dysfunctional department and campus-wide practices and take necessary steps, with one's colleagues, to replace these
with good practices. *Develop competence in dealing with typical lines of resistance and confusion regarding
faculty, staff, and student diversity. *Take pro-active steps to reduce stress and "extra taxes" that solo/pioneer faculty
have to deal with, if they are one of a few women in a predominantly male department or one of a few under-represented minorities
in a majority setting.
For list of Dr. Moody's campus clients, see blue column to left.
For a sample schedule of a consulting visit, see below. Dr. Moody has a two-day minimum
for a consulting visit.
ADDITIONAL CONSULTING SERVICES
Phone and email consultations and follow-up (as needed) with various leaders and groups, after Dr.
Moody's consulting visits at their campus, school, or department.
Speeches on occasion to small and large groups
on various student, staff, and faculty diversity issues, such as: "Reducing the stresses of being a 'solo' faculty member";
"Reducing stereotype threat for vulnerable students"; "Why being gender-blind and color-blind is impossible";
"How a department chair or a supervisor can be an effective mentor of new hires"; "Developing faculty and student
champions for diversity"; "Five key strategies for faculty mentors"; "Teaching new hires how to self-promote";
"How a mentor can treat each of his/her mentees fairly yet differently (treating all the same would be a disservice)."
Following her speeches, Dr. Moody offers highly
interactive, problem/solution sessions with staff and supervisors, student organizations, and faculty programs and leaders.
For list of speeches and groups, see blue column on left.
Technical assistance for search
committees; human resources and diversity offices; entire departments (in all fields); formal and informal mentoring programs;
leadership-development centers and programs; diversity councils; faculty senates.
Workshops for pre-tenure faculty on how to
cultivate mentors, thrive in their department, and build a strong case for tenure. Special attention given to how women
and under-represented minority faculty can increase their job satisfaction and success.
Workshops for women and minority graduate and
undergraduate students on self-help strategies for thriving in a majority department and campus.
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SAMPLE TWO-DAY CONSULTING VISIT BY DR. MOODY
[Dr. Moody can work with faculty, deans, department chairs, other key administrators,
search committees, trustees, diversity councils or committees, mentoring programs, new faculty hires and pre-tenure faculty,
entire departments/divisions, faculty-development offices, teaching/learning centers, staff and their supervisors, student
leaders and organizations, depending on the client’s wishes.]
DAY ONE
8-9:45am
Moody meets with the President's or the Provost's Executive Committee; the Diversity Council; or other
Key Leaders---to discuss faculty and student diversity on the campus, with emphasis on improving recruitment,
retention, mentorship, evaluation, etc. (In all sessions, Moody uses Discussion
Scenarios in order to inductively draw out participants’ insights about improvements that will work for this campus
or professional school. Two flip charts needed. Participants will be given succinct
materials for future use.)
10-12noon
Moody, in a workshop format, meets with up to 15 department chairs, search committee chairs,
and/or senior faculty mentors. Use of Discussion Scenarios.
12-12:30noon Moody has a quiet and quick lunch.
12:30-2:30pm Moody meets with a different set of up to 15 dept. chairs, search chairs,
and/or senior mentors. Workshop format and the use of Discussion Scenarios.
3:00-5:00pm
Moody meets with a different set of up to 15 dept. chairs, search chairs, and/or senior mentors. Workshop format and the use
of Discussion Scenarios.
(5:30pm on, Moody is off-duty in order to recharge.)
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DAY TWO
8-9:45am Moody works with
deans (associate and full). Emphases: new ways to recruit, retain, mentor, and evaluate as well as effective ways for deans
to deal with lines of confusion and resistance that sometimes arise around campus diversity.
10-12noon
Moody meets with a different set of up to 15 dept. chairs and other leaders, in a workshop format. (Note:
key power-holders within the campus or school should sign up to participate in one of Moody's four workshops; three workshops
are offered on Day One and the fourth on Day Two.)
12:00-12:30noon Moody has a quiet and
quick lunch.
12:30- 2:30pm Moody
meets with a small group of senior faculty and administrators who have demonstrated that they are advocates for campus diversity
or potential advocates. Moody will coach this group (this “cadre”) regarding: how they can broaden and deepen
the campus’s commitment to diversity; how they can deal with lines of resistance and backlash against diversity efforts;
how they can add other faculty to the cadre. Some of the actual or potential advocates may have already participated in an
earlier workshop.
3:00-4:30pm Moody will debrief with key members of the Executive Committee, Diversity
Council, or other appropriate group---and assist them in outlining Next Steps.
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