Fit2BTide S12.E09: The Growth Mindset

[00:00:00] Speaker A: Wvuafm tuscaloosa. [00:00:09] Speaker B: Happy Sunday y'. All. You are listening to Fit to be tied with Sheena and Nika on 90.7 the capstone. And girl, we are still in November. [00:00:17] Speaker C: We are in November and I mean Thanksgiving is coming up on us fast. [00:00:23] Speaker B: I know. [00:00:24] Speaker C: Are you ready for it? [00:00:25] Speaker B: I. I don't know. Yes. I mean it's gonna come either way. We're still trying to fig Thanksgiving plans as far as when we will see people who, who's hosting. It's probably pretty bad that I don't have that together right now. There's just always a lot of moving pieces with my family. I don't know. How about you? What do y' all have like a normal, like, oh, this is where we go. This is who hosts or this is where we drive to. What does that look like for you? [00:00:54] Speaker C: Yeah, we go up to see my mom and everybody comes to her house and she cooks and we just, you know, just have a lazy day, [00:01:03] Speaker B: girl. [00:01:03] Speaker C: Yeah. [00:01:04] Speaker B: So now who makes the green bean casserole that you love? Is it your mom? [00:01:09] Speaker C: She can't. She's let me do it the past few years. [00:01:13] Speaker B: So [00:01:13] Speaker C: yeah, it's actually my aunt, well, my great aunt Marilyn's recipe [00:01:17] Speaker B: that we all love. [00:01:19] Speaker C: My, it's my grandmother's sister in law and so she got it from her and we, we tried to copycat but I mean Marilyn makes the best. But yeah, [00:01:29] Speaker B: I do. [00:01:30] Speaker C: Marilyn goes to see her another side her family and [00:01:33] Speaker B: so she doesn't get [00:01:34] Speaker C: to bring it. We usually see her at Christmas. [00:01:36] Speaker B: Okay. [00:01:37] Speaker C: And so I have to try to copycat it for all the rest of the year. [00:01:40] Speaker B: Well, I feel, I feel pretty confident that you do a good job. Well, [00:01:43] Speaker C: you're so kind. [00:01:44] Speaker B: So you know, you know, just thinking about November, you know, we're, we're in that gratitude season. I thought I'd change it up a little bit in this first five minutes. Nika and I want to ask you, what are you grateful for right now, my friend? [00:01:59] Speaker C: So much, really so much. Just health and my children and my family and my job and you know, just all the things I feel like we take for granted. But lately I have been really grateful for just normal, boring days. [00:02:16] Speaker B: Yes. [00:02:17] Speaker C: You know, where nothing, no bad news, nothing bad happens and you just was just kind of a peaceful day. I think the older I get, the more those just non eventful days are [00:02:28] Speaker B: more [00:02:28] Speaker C: blessings to me. What about you? What do grateful for these days, Sheena? [00:02:32] Speaker B: I would say the same. And you know, I'm going to Go on a tangent and say that I feel like things like social media make us feel like there has to be something big happening every day or, you know, something. Yeah, like a [00:02:43] Speaker C: big dopamine boost every day. Yes. [00:02:46] Speaker B: Like [00:02:46] Speaker C: a big event. [00:02:47] Speaker B: So I think that my gratitude has really been molded recently by just having an attitude adjustment about things. You know, there are things in day to day life that I either complain or worry about, but I also am like, what a privilege it is to be stressed out about some of these things. Where, you know, in earlier chapters of my life, I didn't think I would have the opportunity to even have XYZ on my plate. So, you know, and that's not to say that I, you know, don't need time for rest or self care or, or whatever else, but I think just having that shift in thinking about some of the things that I do worry about or stress out about, I'm like, wait, this is actually a privilege, [00:03:29] Speaker C: Right. What would be the alternative is not having them in your life. And you could imagine not having them in your. So it's, it's, it's a good thing kind of to be stressed because you're, you've been blessed. [00:03:39] Speaker B: Yes. [00:03:39] Speaker C: By being in your life. [00:03:40] Speaker B: Yes, absolutely. So I'm hoping our listeners, you know, they can follow suit with us as, you know, as they start thinking about things of gratitude. I will say, just related to the show, I appreciate the great conversation that we had with our guests last week related to diabetes awareness month and then even the conversations that we had with Dr. Jill Hobbs about breast cancer awareness month back in October. We've just had really great conversations. Conversations recently. [00:04:08] Speaker C: Yeah. [00:04:08] Speaker B: But I will say, and this is where we lead into our teaser for today's show. Today is going to be no exception. We're going to have another phenomenal conversation today. And you guys, we're bringing it with all of the best guests this year. It has been amazing. But as always, we need you to run to the restroom, get something to drink, do what you got to do. We got to take a quick break. And on the flip side, we are going to get this show started. You are listening to Fit to be tied with Sheena and Nika on 90.7 the capstone. [00:04:43] Speaker A: Wvuafm tuscaloosa. [00:04:52] Speaker C: Welcome back, listeners. You are listening to Fit to be tied with Sheena and Nika on 90.7 the Capstone. [00:04:57] Speaker B: That's right. And today we have a fabulous guest for you. You know, I do want to start off by saying, you know, our show is Fit to Be tied. And for anyone who is a new listener, our show is all about talking holistic wellness. You know, we're really thinking about how do we help you thrive as an overall individual. You know, we talk so much about physical wellness and well being. You know, we've had guests related to other dimensions of wellness and today really ties into thinking about our overall wellness. You know, at first you, you're going to be thinking, why do we have someone from HR coming on the show today? But it is going to tie in so fantastically. So without further ado, I to introduce our wonderful guest, Corey Davis, who is a professional development specialist with UA's HR Learning and Development. Corey, thanks for being on the show today. I'm so happy [00:05:53] Speaker D: to be with you today. Thanks for having me. [00:05:54] Speaker B: Yes. No, it is going to be such a good conversation. And Corey, what we always like to do in this segment is learn more about our guests. So can you tell us a little bit about yourself, including your academic and professional background in your current role with HR Learning and Development? [00:06:10] Speaker D: Absolutely. Well, Sheena, I just returned to UA in October of 2025, so I've just celebrated one year with UA. But this is my round two with UA, my volume two, if you will. And in my earlier roles at UA, I spent time in student life and in the College of Education. I there worked with student involvement and student leaderships, several student organizations that I advised and helped students get plugged in to feel like they're part of the university and to help them explore their interests, find things they were passionate about, things like that. And then I taught in the College of Education for several years. So now that I'm back on campus, I am still involved with learning, facilitating learning for this time for employees. [00:07:01] Speaker C: Okay. [00:07:01] Speaker D: And there I facilitate professional development workshops. I am also involved with new employee orientation. So every Monday we have a chance to welcome new employees to UA to help get their experience off to a great start. [00:07:18] Speaker B: Man, oh man, I, I love that you have this well rounded experience of, you know, really helping our students on campus and now you're in that employee realm. Do you feel like they're like, what are the things that you love about both populations? Or is there anything you that's really kind of gotten you excited this time around working with the learning of employees versus students? [00:07:44] Speaker D: Well, I have to say I loved my time in the classroom on the academic side of the house working with students. And I did that for many years and enjoyed teaching classes and planning learning experiences that I knew would be meaningful or hoped would be meaningful. For them and watching them make progress and setting goals for their future and getting to celebrate progress with them. One thing I don't miss about that experience is grading papers. Yeah. [00:08:12] Speaker B: Nika's like, yeah, I am. That is me right now. [00:08:15] Speaker D: So I have the best of both worlds now in that I can help people grow and make progress toward their goals in life and in their professional life especially. But I don't have to take work home and I don't have to grade papers anymore. So it seems like [00:08:30] Speaker C: the [00:08:31] Speaker D: sweet spot. [00:08:31] Speaker C: Yeah. You know, and I think people forget that we're, you know, as humans, we are lifelong students. [00:08:37] Speaker D: We. [00:08:37] Speaker C: Not. We might not be in the classroom, we might not be getting grades, but you part of, like, Sheena, you talking about our holistic wellness. Being a whole healthy person is always being curious and wanting to learn and grow. So it is so important for that population. Our population. [00:08:54] Speaker B: Yes. [00:08:54] Speaker C: To not, you know, just say, well, I've had my time in school. That's right. Like, you've got to, you know, if you really want to tie it in, try to prevent dementia. [00:09:05] Speaker D: That's [00:09:05] Speaker C: right. Keep that brain sharp. Always be learning something new. [00:09:09] Speaker B: I know, I know. Well, you know, Nika, as I was listening to Corey talk about the fact that it's like, hey, I can teach all these people these great things, but I don't have to grade. I'm thinking, like, I wonder if this is going to be a good selling point for Nika in the future. It's like, oh, I might flip over to that side. [00:09:25] Speaker C: But, you know, I [00:09:26] Speaker B: did. [00:09:26] Speaker C: I did love that when I was at St. Vincent's you know, getting to teach and educate the adult population because, you know, they were excited to learn as well, but there was no. Do you have any way for me to make an extra bonus point? But I do love my students as well. But, yeah, it is a different. Like you said, it's different. Just a different season of life and different. [00:09:49] Speaker D: Different motivations. Different [00:09:50] Speaker C: motivations. That's exactly right. You know, I. I try to tell my students sometimes. I don't know if you told jurors, but it's truly about the learning. Not always about the gpa, [00:10:00] Speaker D: but [00:10:01] Speaker C: I know we put a lot. The [00:10:02] Speaker D: things you take away from it, the things you'll be able to use later. [00:10:05] Speaker C: Yeah. [00:10:05] Speaker D: I think employees value growth. Not just to have a certificate at the end of an experience or, you know, something like that, but also just to be able to say, here's what I'm going to be able to do as a result of participating in this training. And they have an idea of what [00:10:20] Speaker C: it takes you a little bit of time. Because I think as a student, you know, from kindergarten up, it's always about the grade. And then once you don't have that pressure anymore as an adult, it's now, what can I gain from this? [00:10:30] Speaker D: You want to see immediately how can I connect these dots? [00:10:33] Speaker C: Yeah. [00:10:33] Speaker D: Yeah. [00:10:34] Speaker B: So, Corey, I. So I promise I am going to get back on track with the questions we planned for this segment. But, you know, earlier on you were mentioning the fact that your team facilitates new employee orientation on Mondays. I'm curious, do you notice the, the range of energy levels of employees for the ones that are like, oh, my gosh, I get to work at the University of Alabama, you know, I've been a lifelong Alabama fan. And then the ones that maybe they're just, they're not Alabama fans, you know, they're here and they're excited about their job, but you can just, you can just see certain folks biting at the bit. You know what I mean? [00:11:12] Speaker D: We joke about that. Actually, we turned it into a, a chance to sort of have some fun banter at orientation because there are folks who come into orientation and they are die hard. And it's been their dream to work at the University of Alabama maybe their whole lives. And then there some who join us from across the country or even from other countries, and this is all new to them. They don't understand the Alabama Auburn rivalry. They don't understand the sec. Right. So [00:11:37] Speaker C: they'll ask, what is Roll Tide? [00:11:39] Speaker D: Right. Yeah. A chance to practice Roll Tide. And I say every time that I have that portion of the presentation, I say, we're not going to do the Roll Tide. That happens at kickoff because that's too hard to synchronize. And I wouldn't ask that you on your first day. So we do a quick [00:11:55] Speaker C: take, some reasoning, [00:11:56] Speaker D: crisp roll dud. And you know, we also say it's okay if you cheer for another team because without our sister schools, there wouldn't be that fun competition. There wouldn't be that fun, you know, nice kind of trash talk. That's right. That's right. That's right. [00:12:11] Speaker B: I just, I had to ask that. You know, I was just thinking. Because I was just thinking, you know, there's probably just a different range of energy coming into those orientations now. You know, we talked about the fact that you guys do facilitate employee orientation, but what other kinds of services and activities HR Learning and Development provide? [00:12:30] Speaker D: So throughout the year, we offer professional development workshops. Everything from how to plan an event on campus. Maybe departments are hosting events and the folks who are in charge of planning that event don't have formal event planning training. So [00:12:44] Speaker C: we [00:12:44] Speaker D: arranged some experiences where our professional event planners who do plan those large scale events all over campus would come and share their expertise. Or folks who were planning even small departmental events for 50 people or a larger event for up to 500 people. It doesn't matter. Everything in between. There's a lot of things that people just don't know about. How to get things approved, how to reserve space, how to handle purchasing and stay within compliance for things like that. [00:13:14] Speaker C: Yeah, [00:13:15] Speaker D: and so that's been a successful one for us. We have another one called professional Identity, how we show up at work. That one's all about professional communication and professional behaviors, even down to our appearance, how we put our best foot forward every day in our work. And you know, sometimes the rules in the workplace shift and change over time. And so I think it's been helpful to gather people for conversations like that because one person's idea of what's appropriate in the workplace might be shaped by work in another industry. So if they come to work here at the University of Alabama, maybe there's a different set of expectations and that's where those conversations really come in handy, is to help people open up that forum and let them talk about what's important for your environment, for your context, Even within the university, there might be some variance. [00:14:01] Speaker B: Yeah, I see the benefit and just opportunity for interesting conversations when you have folks that are coming in from different units on campus and different life experience and professional experiences, you know, talking about like what is considered professional and appropriate. And, and I know that some of the other workshops I've gotten to participate in have been related to just communication in general, whether it's public speaking or having deal with conflict. And I'm sure for a lot of folks it is going to be their first time, especially if they're, you know, maybe they change roles during their time at the capstone and they become a manager and then they're having to navigate, you know, oh, I don't like conflict, how do I do this? And it's like, hey, don't let that be the reason that you feel like you can't be a good manager. Right. [00:14:46] Speaker D: With practice we can all get better. And then in addition to those that we're offering regularly those experiences, we also do some programs and training opportunities by request. So we have of departments who will call on us and say, you know, I'd like to do a training on topic xyz. And we say, oh absolutely, we can come up with something maybe pulling from existing trainings or create something that is meeting that need just for that department. [00:15:14] Speaker B: Well, I, it's been exciting to hear what you guys have to offer. I know that we're about to take a quick break, but Corey, we just got this conversation started, so here we go. You guys grab something to drink, run to the restroom, do what you got to do. Catch us on the flip side. You are listening to Fit to be tied with Sheena and Nika. [00:15:39] Speaker A: Wvuafm tuscaloosa. [00:15:48] Speaker C: Welcome back listeners. You are listening to Fit to be tied with Sheena and Nika on 90.7 the capstone. And today we are joined by our wonderful guest, Corey Davis, who serves as a professional development specialist right here at UA in the HR Learning and development. [00:16:04] Speaker B: That is right. And I just, I've loved the conversation that we've had with Corey so far. She's shared with us about the services that her team provides and I want to transition into this topic of the growth mindset and well being. And Corey, the reason that we're bringing this up is that that's actually one of the workshops that you have recently provided to our UA employ over this past year. And so, you know, I want to say, you know, I feel like many people may be familiar with the growth mindset, but not fully understand it. What is a growth mindset and why does it matter for us? [00:16:42] Speaker D: All right, Gina. So I first came across the concept of a growth mindset when I was in my graduate level studies in educational psychology. And have you ever heard of a concept that really just gave language to something that you had observed but you didn't know how to articulate it? [00:16:59] Speaker C: Uh huh. [00:17:00] Speaker D: Yes, exactly how I felt when I came across Carol Dweck's concept of the growth mindset. So she contrasts a growth mindset with a fixed mindset. And what we're talking about when we refer to the growth mindset is this belief that ability is something that we can cultivate through our effort, through our hard work and persistence. Maybe we don't achieve 100% on our first try, but we learn how to recalibrate and take in feedback and keep going even in spite of obstacles. Or maybe something is just more difficult than we anticipated that it might be. With a growth mindset, we find a way to navigate through that versus with a fixed mindset. We tend to think of a person who operates more from that side would maybe feel almost like shutting down because they believe that the ability is fixed. So if I try something and I'm not successful the first time, then maybe I conclude that I just don't have the ability. So a growth mindset is much more conducive to resilience and persistence toward a goal. [00:18:09] Speaker B: So, Nneka, I'm thinking, for you, as a faculty member, have you noticed the students in your class that you could probably tell, okay, they have a growth mindset versus those that have this fixed mindset. Just thinking about maybe even how students react after a first test in one of your classes where maybe one student might be like, oh, okay, I didn't do so great on this now, but now I've learned how to actually study for Ms. Morgan's test. Like, this is, you know what? I need to do better next time. Whereas you might have another set of students who don't do so great on that first test, and they've just resolved themselves to think, well, I just shouldn't be in public health at all anymore. [00:18:50] Speaker C: Yeah, you see? Yeah. Especially since, like, in my class right now, it's very much. It's not memorization, it's application. And depending on the way these students, their study skills or how they learned to study growing up, or maybe how they were challenged, they get to my class and they're like, I thought I knew how to study. I'm like, you do know how to study, but this is a different way to study. And you have some that will come to office hours and ask, like, what do I need to do different? Like, they want to find a way around it. And then you have some that will just drop. And you're like, oh, I didn't get to have a conversation with you like, you were. You. You would have been able to, you know, pick back up and be where you needed to be on that second exam. We just had to have a talk about, like, maybe your study habits were different than what this class needed. And sometimes wonder if the student had that mindset made up of, well, if at first I don't succeed, then change majors, you know? And I'm like, no, please don't. [00:19:58] Speaker B: Yeah, it's like, don't use that first test as a barometer of whether or not you're going to be successful. [00:20:03] Speaker D: Maybe it just means you needed a different set of strategies. [00:20:05] Speaker C: Yes, exactly. Exactly. [00:20:07] Speaker B: No. I loved Corey, how you were kind of nodding your head vigorously as Nika was talking about that point of view as a faculty member. I was like, I feel like this is a really good scenario to Bring up. But, Corey, can you tell us how can adopting a growth mindset improve our overall wellbeing both at and even in our personal lives? [00:20:26] Speaker D: I really believe it applies to every area of life. So a growth mindset really helps us respond to challenges in a healthier way. So if we conclude that somehow we're not capable within that fixed mindset, then we're probably not going to try as hard to work through a relationship where there has been some difficulty, that relationship might suffer longer, versus if we have that growth mindset that we're gonna keep trying with different strategies. Yeah. Understanding that. Hey, I'm learning. You're learning. We can work this out together. [00:21:00] Speaker C: Yeah. [00:21:00] Speaker D: You know, a [00:21:01] Speaker C: lot of pivoting. [00:21:02] Speaker D: Yes, that's [00:21:04] Speaker C: right. [00:21:04] Speaker B: Pivot. [00:21:05] Speaker C: Pivot. And also, as you're talking, it reminds me of that shirt that I have. This is. We can do hard things. [00:21:10] Speaker D: That's right. That's right. And if we believe that ability is something that we cultivate through our own effort and through our own persistence, then I think we're gonna reach more of our goals at work and in life outside of work. [00:21:24] Speaker C: So I have a question for you, Corey, but before I ask you, I'm going to ask Sheena, from a dietitian's point of view, what some. What are some common, fixed mindset beliefs that, Sheena, you've seen people hold on to when you're trying to help them? Maybe just make modifications in their diet. Diet to help them reach a health goal or. And the health goal could be slowing blood pressure or cholesterol or a health goal of gaining more muscle mass. What are some of the things you see on that side? [00:21:58] Speaker B: Yeah, that's a great question. And a lot of times it really depends on the population. So back in my days working in a more clinical setting and with some of our adults with chronic disease. I remember. So one of my first jobs was working at the local hospital, and I was the dietitian that would give people their heart healthy diet education after they had open heart surgery. And so I'm that, like, lovely person that's coming to see them post op that's saying, like, hey, you got to cut out sodium. Hey, you got to cut out fat. And, you know, and you would have folks that would just be like, well, just kill me now. Yeah, you know, you can't take the salt shaker out of my hand, you know, and I'm in. So I would try to explain the science of how, you know, our taste buds are very flexible and they can actually get used to Lowered salt amounts over time. But you had some folks, they're like, I'm not hearing none of that. [00:22:50] Speaker C: Got that fixed mindset. [00:22:52] Speaker B: Yes. And so, and I mean, I like some salt too, so I could understand. But I also, you know, I think it was just that automatic. Well, I would rather just die than vegetables. [00:23:03] Speaker C: Or this is how, this is how I've always cooked and how I've always eaten. And I'm 70 and it's too old for me to change now. [00:23:10] Speaker D: Yes. [00:23:10] Speaker B: So there's a lot of that. And then I think with some of the college students, you know, they have very specific fixed beliefs of what quote unquote healthy eating should look like because they bought into so much of what they've seen on social media. So then when I am bringing something up that sounds very non traditional to them and you know, they're not, they're not even willing to give it the old college try of what I'm suggesting that can, you know, alter our progress too, just in terms of their interpretation of what a quote unquote healthy diet is, you know, because they're thinking like, oh, it's gotta be all organic, it's gotta be this like Instagram able smoothie, it's gotta be this or that. But then when I'm like, hey, actually a peanut butter sandwich is going to get your macros and it's affordable. They're like near. [00:24:00] Speaker C: Yeah, that's not [00:24:02] Speaker B: shiny. So that's, that's something. [00:24:03] Speaker C: Yeah, thank you for sharing that. And so I love that because that gives our listeners an idea of like, because we eat, everybody eats, you know, so that's kind of applicable. But Corey, when it comes to your role, what do you see most of the time working with adult learners? That, that this just some common fixed mindset beliefs that is just holding them back. [00:24:26] Speaker D: Sometimes it appears as our reaction to a new technology or a new operation or process or procedure that we asked to participate in. So for example, we are in the middle of this workday implementation and so I think a lot of people are nervous about, well, what does this mean for me? How is my role going to change? Maybe I should retire. So there are going to be some new, new software tools and things that we're going to be engaging with. I think, you know, if we can look at it as, hey, the university, we're all in this together. [00:24:57] Speaker C: Yeah, [00:24:57] Speaker D: you know that I'm not expected to learn this in a vacuum. That the, the tools that are going to come from this new software capability are gonna serve us better in the Long run. And it's a process. I'm not gonna learn it all in one day. [00:25:11] Speaker C: Right. [00:25:12] Speaker D: It's gonna take some practice. And I'm not alone. [00:25:16] Speaker C: And I've done hard things before. [00:25:17] Speaker D: That's right. That's [00:25:18] Speaker B: right. [00:25:18] Speaker C: Yeah. Yeah. Do you ever get the, the saying you can't take, do people apply it to themselves like, well, I'm an old dog and you can't teach an old dog. [00:25:28] Speaker D: Sometimes, yeah, sometimes it does show up as a, as a generational sort of stereotype, you know, or I'm just not a people person. And so [00:25:39] Speaker C: maybe [00:25:40] Speaker D: I should be given technology. Right. Or I should be given permission to not have to be so people. Well, you know, we have a training series called Service Excellence. And technically, we're all serving each other. We're all serving someone in our role here on campus. We're serving students, we're serving families, we're serving alumni, we're serving each other, we're serving the community and people who come on campus to visit. And so our interactions with them, the experiences that we create, they matter. [00:26:10] Speaker C: Yeah, [00:26:11] Speaker D: right. And so some people are a little technophobic, some people are a little people phobic. And we offer experiences that help people grow in those areas and, and far beyond. [00:26:21] Speaker C: Laughing. Learning about all this, [00:26:23] Speaker B: dude, I, I love all of these very tangible examples. And we're about to have to go on another break. But I just want to say from personal experience, when people have had that fixed mindset and resistance to technology based things, this is what builds that scenario where you are that department where you have have a document saved in five different places because somebody is too scared to start using Microsoft Teams or they don't want to use box because then they're like, no, we saved this on the share drive. I don't know how to lock. Anyways, [00:26:55] Speaker C: yeah, [00:26:55] Speaker B: I'm speaking from personal experience because I'm like, y', all, what are we doing? Like, why do we have all of this stuff saved in five different places? So that's just my personal soapbox, you guys. We gotta take a quick break before I just go on more of them. But stick with us, y'. All. You are listening to Fit to be tied with she and Nika on 90.7 the capstone. [00:27:19] Speaker A: Wvuafm tuscaloosa. [00:27:28] Speaker C: Happy Sunday, y'. All. You are listening to Fit to be tied with Sheena and Neeka on 90.7 the capstone. [00:27:34] Speaker B: That's right. And today we have had the fabulous Corey Davis, a professional development specialist with UA's HR Learning and Development. And if you are just now joining us, you have got to go back and listen to our earlier segments, especially as we've talked about the growth mindset, what it is and how it relates to our well being. But now, Corey, we want to kind of pivot a little bit, you know, as we think about your role in HR from your perspective. For busy employees who already feel stretched thin, what are some realistic ways to incorporate learning into their daily lives? Lives. [00:28:12] Speaker D: Well, Sheena, I think one of the biggest misconceptions is that learning always requires a half a day or multiple days for a workshop. I think there are some really meaningful ways to learn that we can squeeze into 10 or 15 minutes, maybe watch a webinar while we're eating our lunch or even just talking with a colleague about something that they're working on that we'd like to learn more about. Yeah, right. [00:28:36] Speaker C: Yeah. [00:28:36] Speaker D: We have a access to a great library of LinkedIn learning courses through our UA LMS. And there are about 20,000 courses that we can access there. Some of them are only about 15 or 20 minutes long. So that's a great way to sit down and get a nice new way to look at a set of skills that maybe we need to refresh in our repertoire. [00:28:59] Speaker C: Right. And it's like a little snack. [00:29:01] Speaker D: That's right. [00:29:01] Speaker C: It's easily digestible in 10 minutes. [00:29:03] Speaker D: Manageable. [00:29:04] Speaker C: Yeah. So can you share, can you think maybe of a specific example of how you have seen somebody that you have, you know, maybe had in a class or got to teach, watch them pursue that new skill or learning opportunity and see how it positively impacted their confidence and they're like, overall satisfaction. [00:29:26] Speaker D: Yeah. So probably the first one that comes to mind is conversations that occurred over the last probably six months or so. I hosted two back to back book clubs reading the same book. We had such a great experience the first time that people were telling their friends about it and I got asked, hey, can we sign up? So I did a second one and we read a book called how to Work with Complicated People. [00:29:49] Speaker C: Oh, well, I can see why that one was [00:29:52] Speaker D: so good. A guy named Ryan Leak wrote it and it's just a very accessible book. It's fun as a read because the author is just hilarious and gives very relatable scenarios. So we, we created this book club, we sat down, just a mix of employees from all over campus and well, we had some ground rules. [00:30:12] Speaker B: Don't [00:30:13] Speaker D: shake too [00:30:14] Speaker B: much tea. [00:30:14] Speaker D: That's right. Keep the conversation. What's said here stays here, but keep the details to a Minimum. Right. But I really think it helped employees walk away with some tools about specific situations they were dealing with right there in the present where they could sort of build a bridge with an employee that maybe they had had a harder time connecting with or maybe there was some past disagreement where they needed to just move forward from and they felt stuck. So the book gave some great practical tools for how to build those connections and find collab ways to collaborate with. Let's face it, we're all complicated in some way. Right. [00:30:54] Speaker C: But it builds your confidence. When you return back to work, you think, okay, okay, [00:30:57] Speaker D: that's right. [00:30:58] Speaker C: Okay, I can, I can put this into practice. [00:31:00] Speaker D: I loved that people were able to learn from each other in those conversations because there were people with managerial experience, there were people who were younger, just starting out in their careers, there were people who had worked outside of higher ed, and they were all sharing their experiences and learning from each other. It was very powerful. [00:31:17] Speaker C: So that. Actually, if you don't mind, Gina, I'm going to jump in. That leads me to my other question. So like if someone is new to the university or not even new new, but they've just never participated in a learning and development event before because either they were too scared, didn't think they had the time, thought it was going to be like an all day event like you just said. You know, why, number one, would this be a great opportunity, you know, to get started now and then? How could they find out more about [00:31:46] Speaker D: what [00:31:46] Speaker C: you offer? [00:31:46] Speaker D: Yes. So we're offering an experience coming up in December called 12 Days of Learning. And it's actually tied to a professional organization that we're a part of called the association for Talent Development. And the National Learning Week is their annual event we're calling this year's here at UA, 12 days of learning. Just to stretch it out and make it more fun. Right? [00:32:08] Speaker C: 12 days of Christmas. Yeah. [00:32:10] Speaker D: Yes. So we're offering several short but meaningful ways for employees all over campus to participate. Right from their desk or their workstation. We will have some events that will be on site in our, our space there in the employee resource center as well. But we wanted to make it because December is a busy month with the end of the semester and such, easy for people to participate in a way that's still meaningful. So we've got things like ways for employees to get out there in the UA LMS and see what's going to be offered in 2027, maybe make some decisions about some courses that appeal to them. We'll give an opportunity for Folks to recognize a colleague that they believe is a champion of learning, someone who supports the learning of their colleagues. We're going to encourage folks to get with someone outside their department to have those kinds of conversations that we talked about just a minute ago. Just ask them, what are you working on? What have you learned this year? That maybe I should look into some experiences that will inspire each other and help us to look forward not only to reflect back on 2026 and, and, and where we've learned, where we've grown, but also to look ahead to 2027. [00:33:19] Speaker B: Okay, I know there's like so much opportunity here and you know, I think. [00:33:24] Speaker C: For free. [00:33:25] Speaker B: Yes. Yeah, exactly, for free. Just to be able to do for free. [00:33:29] Speaker C: 99. [00:33:30] Speaker B: Now, I, I'm curious, Corey, for you, what is something you've learned recently that has improved your life either professionally or personally? [00:33:39] Speaker D: I think something that has come up for me again and again is the fact that growth does not happen by accident. We don't fall backwards into it. It has to be something that we intentionally pursue. And whether it's through those micro learning opportunities and just being able to even measure incremental progress, or maybe it's a sit down, formal conversation with our supervisor to find out how am I doing? Where, what do you, where do you see me growing and where would you like for me to grow in the next year? What are some experiences that you would recommend for me? You know, I want to grow, grow in this area. What are some things that you would recommend specifically? Right. So I think being very intentional and practicing new skills is really at the heart of what we do over in learning and development and what has become just more and more apparent for me personally. [00:34:25] Speaker C: So for our listeners out there that are like, man, I gotta look at the job board at the university so I can get on there, you know, and I can get, you know, I can get this kind of opportunity for our listeners out there who maybe are not part of the university, but want to you grow, you know, I mean, I know you have your own company's hr, but just maybe even if someone is retired, what are your favorite learning practices or habits that any one of our listeners could start today? No matter if they're employed? Not employed, they're at the university. They're not. [00:34:58] Speaker D: Absolutely. I think I love TED talks. I love podcasts. I like to read. I'm reading a book right now called the Future Begins with Z talking about Gen Z. [00:35:10] Speaker C: Okay. [00:35:10] Speaker D: It says nine strategies to lead Gen Z as they disrupt the workplace. [00:35:15] Speaker C: Oh, [00:35:16] Speaker D: and it's Fascinating. It really is. I'm a Gen Xer. I had to think for a second Gen X. And it really gives some great recommendations about how to harness the capabilities that Gen Z brings to their work and how to prepare them to become leaders, you know, in just the next few years. [00:35:35] Speaker C: Yeah, you said TED Talk and I'm over here looking at Sheena. Sheena, my friend, did you not do a TED Talk? [00:35:42] Speaker B: I have done a TedX talk before. I have and I do like them. And you know, I like the concept of them because they are, they're very, the length of them, you know, they're palatable. Yeah. Digestible. You know, a lot of great learning that's there. And you know, for any of our listeners who are working in industries where there is a requirement for continuing education, I feel like obviously that is a benefit. But you know, some of the things that Corey has addressed today, a little bit, I would say a little bit different because there are these great transferable skills that really help you be this flexible person where if, you know, you're mid career and you want to make a pivot, you've got these great transferable skills that you've learned. So we're using these buzzwords like service, excellence, customer service, public speaking, dealing with people with, you know, hard conversations and conflict. I mean, gosh, that's across all industries, right? [00:36:44] Speaker C: Yeah. [00:36:45] Speaker B: It's not just me doing continuing education on best practices for, you know, giving someone a tube feeding at the hospital, you know, that's very niche and specific. So I wanted to like, let listeners know, like, hey, what we're talking about today, you know, that continuing education that you're doing for your, your profession, like that is important. But then there's also this other form of the, this, you know, continuous growth mindset that we have and what, you know, HR learning and development is offering that can really just transform you as a professional. [00:37:19] Speaker C: Well, and tell me if this is how you see it, but I in my mind think about, you have a toolbox and you know, if you only have a screwdriver and a wrench in your toolbox, you can't fix a lot of things. You can't really come to the rescue at your house if something breaks. But the more tools that you have in your toolbox and the more that you're like, I know what this is. This is a Phillips head screwdriver. I know [00:37:39] Speaker D: how to use this. That's right. Know when to use it. [00:37:42] Speaker C: Yes. To me I'm thinking about, you're just adding tools to your toolbox [00:37:46] Speaker D: Absolutely. Absolutely. So another thing I didn't maybe emphasize before that I wanted to add to that is not in addition to our toolbox, we're also building relationships. Because in connection, you know, there's a lot of research that backs this up that all learning is really social. You know, starting from the time that we are infants, we are looking for cues around us in our environment to learn what's important, how to respond. Right, right. So even as adults, when we walk into a new environment or a new role or a new task, we're looking around and we're looking to see, you know, who has experience in this area, how can I benefit from what they know? And it just feels good to know that you have people around you who are also learning and also growing and who have also made mistakes. And maybe I can, you know, learn from them vicariously. [00:38:37] Speaker C: Yeah. [00:38:37] Speaker D: But also just have somebody know somebody's got my best jack. Right. If I mess up, I can go to one of them and they can help me get back on track. But just those relationships that are formed in a team or when you attend a workshop, you never know when you're gonna be able to draw on that experience and call up that colleague and say, man, I loved being able to talk with you. Can we go have coffee? Can we have [00:39:00] Speaker B: lunch? [00:39:01] Speaker D: And you never know what experiences and opportunities can come from those networking. That's right. [00:39:05] Speaker C: Love it. [00:39:06] Speaker B: Well, y', all, I am loving this conversation. And because this has been so amazing, Corey, I hope you're willing to stay with us in our five minute closing. [00:39:14] Speaker D: Yes. [00:39:15] Speaker B: Okay. Good deal, y'. All. We're gonna take a quick break. We'll catch you on the flip side. You are listening to Fit to Be tied with Sheena and Nika on 90.7 the capstone. [00:39:28] Speaker A: Wvuafm tuscaloosa foreign. [00:39:37] Speaker C: Thanks for joining us today, listeners. You are listening to Fit to be tied with Sheena and Nika on 90.7 the Capstone. [00:39:43] Speaker B: That's right. And today we have had the best conversation with Corey Davis, professional development specialist with UA's HR Learning and Development. We've talked about the growth mindset. Just, you know, what it means to be this continuous learner, how it benefits our overall well being. And now, Corey, I warned you during the break that this is the point in the show where we tend to just go rogue and ask our guests very random questions. And so, you know, na never knows which direction I'm going to go with a question. It could be anything. I am going to ask you something. We have Asked guests before. So, Corey, if there were a biopic about your life, what celebrity do you want to play you? [00:40:26] Speaker D: Oh, wow, that's a tough one. I have been told in the past that I look like Glenn Close. Okay, okay. So if there was a younger version of her. [00:40:37] Speaker B: Yes, Maybe. Okay. [00:40:41] Speaker D: Okay. I just turned 50, so I know I'm not super young anymore, but. Well, I think of myself as young. [00:40:47] Speaker B: I think of you as young. I think we're all very youthful, [00:40:51] Speaker C: right? Yes. You're definitely not. Glenn Close would not need to play you. No. [00:40:56] Speaker D: Her daughter, [00:40:57] Speaker C: maybe. Maybe. Yes. Well, [00:40:59] Speaker B: you know, and you. When you bring up. But [00:41:01] Speaker C: Laura Dern, maybe a little bit. Laura [00:41:02] Speaker D: Dern. [00:41:03] Speaker B: Oh, yeah. [00:41:04] Speaker C: Like a. Like a younger. You know, because I don't know. [00:41:08] Speaker B: Huh. I see that [00:41:10] Speaker C: as well. [00:41:10] Speaker D: And she has curls. [00:41:11] Speaker B: Curls. [00:41:12] Speaker C: Yeah. [00:41:12] Speaker B: Well, you know, the way that you answer that about, like, hey, the younger version of Glenn Close, that makes me think. I don't know if y' all had recently watched the Saban documentary, and I don't even know if this was on the Saban documentary or just. Just general coverage of Saban in general. I think that when they were doing the red carpet event for his documentary, and then they asking folks there, who would they think or who do they think should play him in a movie? It was always like, oh, a younger Alpacino or Robert Dairo or, you know, it was always somebody with intimidation. Like, you know, it's like, hey, it would be XYZ actor in their prime. Not necessarily like, say, [00:41:56] Speaker D: Tom Cruise. [00:41:57] Speaker B: She did say Tom Cruise. I don't know. Which was just so hilarious and random to me in general, which I know she said it's because she thinks he's cute, but I don't know. Anyways, I just, like, cracked me up. [00:42:08] Speaker C: Yeah. [00:42:09] Speaker B: But anyways, I don't know. I just. We always ask about, you know, preferred celebrity to play you. And now, Corey, it is Thanksgiving month. You know, we're in November. What is your favorite Thanksgiving dish? [00:42:26] Speaker D: I think mine would be the sweet potatoes. My mom customizes the sweet potato casserole. One end has just marshmallows, and one end has just the pecans with the glaze. Because the nieces have different preferences. So I get some of each. [00:42:43] Speaker C: Yeah. [00:42:43] Speaker D: Best of both. [00:42:44] Speaker C: My mom does it with brownies. She'll [00:42:45] Speaker D: put, [00:42:46] Speaker C: like, nuts on one side of brownies and no nuts on another side. Don't [00:42:50] Speaker D: you love customized options? [00:42:52] Speaker B: Dude, I really like that now. And that's making me think it's like, you know, how it, like, events and wedding receptions, people have started having, like, little mashed potato bars. [00:43:02] Speaker C: What [00:43:02] Speaker B: if you had a little sweet potato bar? You can, like, do your [00:43:04] Speaker D: own little [00:43:05] Speaker B: topic, you [00:43:06] Speaker D: know, [00:43:06] Speaker B: Might do that this year. [00:43:07] Speaker C: Listen, I know this is not for our job or anything, but if you want to go back to work and say, I need to team up with Sheena in her new kitchen and we need to. To teach some lifelong learning about how to customize your own [00:43:23] Speaker D: food [00:43:23] Speaker C: bars. [00:43:24] Speaker B: Yeah. [00:43:25] Speaker C: And for event planning. [00:43:27] Speaker B: Yes. I'm just [00:43:28] Speaker C: saying we could figure out a way to angle this because [00:43:31] Speaker D: I [00:43:31] Speaker C: would totally be there. [00:43:32] Speaker B: Yes. I feel like with the teaching kitchen, there is definitely opportunity for some collabs with HR learning and development. [00:43:38] Speaker D: Let's do it. [00:43:39] Speaker B: You know, and I think. I'm not positive I think this got approved, but the tagline that we do have on one of the graphic walls of the kitchen says, creating legends in the kitchen. So. [00:43:50] Speaker C: So [00:43:50] Speaker B: we'll have to do something fun in there. Like, ladies. [00:43:52] Speaker C: Oh, yeah. [00:43:52] Speaker B: Yes. But, Corey, it has been a pleasure having you on. We hope that you come back [00:43:57] Speaker D: to [00:43:58] Speaker B: join us again. Well, we'll have to talk about working more with complicated people because now I'm like, I have to join this book club. But you guys, until next time, have a fabulous week. You have been listening to Fit to Be tied with Sheena and Nika on 90.7 the capstone. [00:44:19] Speaker A: Wvuafm Tuscaloosa.