In creating the next life direction, sharing the notes created during the ChicAIAgo convention These will give an inkling into the mental processes created during lectures and learning sessions for the convention.
From Next Generation Green:
The 'Don'ts' of moving forward and creating space for new thoughts and processes:
- Don't tolerate team members who are obstacles
- Don't be discouraged by road blocks - or as a lawyer friend says, "Get to as many 'nos' as possible so the 'yeses' can enter the client vocabulary."
- Don't forget that the community should be allowed and encouraged to buy-in.
- Set and communicate clear goals.
- Plan the work
- Educate decision makers and key individuals about your goals and processes.
- Build a next generation team by creating a spirit of encouragement.
From Keynote speaker Tony Hsieh, Zappos CEO:
"A great brand is a story that keeps unfolding."
A brand has influence on multiple levels. It impacts the neighborhood, city, state, country and world.
From Evidence Based Lighting: The Intersection of Light, Architecture, Circadian Rhythms and Human Health:
Michael D. White, EDAC, LC, LEED AP
"Our response to light is dose dependent. Timing matters for when the dose occurs."
"Stress hormones effect healing."
"Neuro Endocrine issues are effected by light and circadian rhythms."
"The U.S.A. has the highest cost for health care with the lowest life expectancy of western/developed societies."
From Keystone Panel including Ellen Dunham Jones:
"Being in a beautiful place improves health."
From The Future of Your Firm's Bottom Line: The Case for Cultural Diversity with Phil Bernstein, Carole Wedge and Susan Chin:
51 = percentage of women in the 'natural' world population
56.4 = the percentage of undergraduate population in the U.S.A. who are women
38 / 50 = The percentage of women in architecture graduate programs / the overall percentage of women in graduate programs
18 / 0.2 = the percentage of AIA (non Associate members) members who are women / the percentage of African American women AIA members
14 = the percentage of women who are principals of firms
7 = the percentage of women who are principals of firms characterized as 'large'
1/3 = the number of women in architecture firms
1/2 = the number of architecture graduates who are women who leave the profession
Why is diversity important?
Client base is changing to include higher numbers of ethnicity and culturally unique groups and women.
Clients are asking for diversity.
Intellectual resources are not fungible.
It is a workplace strategy to gather different perspectives and view points to create more relevant and culturally appropriate projects.
How do firms make the change?
It must be embedded in the culture from principals to policies.
Create and perform a diversity audit. This includes looking at team composition and asking questions.
Create a clear succession plan that allows all employees to understand what it takes to advance in the firm.
Small firms may need to spend more time talking to individuals about advancement in the firm or plans the owner has for their advancement.
Challenges?
At first there will be a subculture that does not support the goal. Persons will either come along with the goal or may choose another path that moves them out of your firm.
Why don't women make it to the top? Why is policy change important?
People tend to want people like them whether the same gender, socio-economic group, cultural identity or ethnicity.
There is an inherent structural unfriendliness in firms toward women. This may be reflected in leave policies or a lack of acceptance of flex schedules or project assignments that don't move women into progressively more challenging positions within a firm.
Current irritating buzz words and phrases:
Dive deep / Deep dive
Finale
Chicago is my favorite city from the Lakefront to the L to the friendly people to the buildings. Thanks for a great visit Chi-town!
From Evidence Based Lighting: The Intersection of Light, Architecture, Circadian Rhythms and Human Health:
Michael D. White, EDAC, LC, LEED AP
"Our response to light is dose dependent. Timing matters for when the dose occurs."
"Stress hormones effect healing."
"Neuro Endocrine issues are effected by light and circadian rhythms."
"The U.S.A. has the highest cost for health care with the lowest life expectancy of western/developed societies."
From Keystone Panel including Ellen Dunham Jones:
"Being in a beautiful place improves health."
From The Future of Your Firm's Bottom Line: The Case for Cultural Diversity with Phil Bernstein, Carole Wedge and Susan Chin:
51 = percentage of women in the 'natural' world population
56.4 = the percentage of undergraduate population in the U.S.A. who are women
38 / 50 = The percentage of women in architecture graduate programs / the overall percentage of women in graduate programs
18 / 0.2 = the percentage of AIA (non Associate members) members who are women / the percentage of African American women AIA members
14 = the percentage of women who are principals of firms
7 = the percentage of women who are principals of firms characterized as 'large'
1/3 = the number of women in architecture firms
1/2 = the number of architecture graduates who are women who leave the profession
Why is diversity important?
Client base is changing to include higher numbers of ethnicity and culturally unique groups and women.
Clients are asking for diversity.
Intellectual resources are not fungible.
It is a workplace strategy to gather different perspectives and view points to create more relevant and culturally appropriate projects.
How do firms make the change?
It must be embedded in the culture from principals to policies.
Create and perform a diversity audit. This includes looking at team composition and asking questions.
Create a clear succession plan that allows all employees to understand what it takes to advance in the firm.
Small firms may need to spend more time talking to individuals about advancement in the firm or plans the owner has for their advancement.
Challenges?
At first there will be a subculture that does not support the goal. Persons will either come along with the goal or may choose another path that moves them out of your firm.
Why don't women make it to the top? Why is policy change important?
People tend to want people like them whether the same gender, socio-economic group, cultural identity or ethnicity.
There is an inherent structural unfriendliness in firms toward women. This may be reflected in leave policies or a lack of acceptance of flex schedules or project assignments that don't move women into progressively more challenging positions within a firm.
Current irritating buzz words and phrases:
Dive deep / Deep dive
Finale
Chicago is my favorite city from the Lakefront to the L to the friendly people to the buildings. Thanks for a great visit Chi-town!
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