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So are ENFP’s like Katniss Everdeen?!

I’m always fascinated by a personality test. I think they’re really helpful at realising that what you “just do” is not what everyone else “just does”, which allows us to understand what others need to get the best out of themselves, as well as ourselves. The MBTI gets a bad rap, but to be honest, this makes sense… (and I come out as ENFP on every variation of this test) try it yourself on Memorando:

ENFPs are warm, enthusiastic people, typically very bright and full of potential. They live in the world of possibilities, and can become very passionate and excited about things. Their enthusiasm lends them the ability to inspire and motivate others, more so than we see in other types. They can talk their way in or out of anything. They love life, seeing it as a special gift, and strive to make the most out of it.

ENFPs have an unusually broad range of skills and talents. They are good at most things that interest them. Project-oriented, they may go through several different careers during their lifetime. To onlookers, the ENFP may seem directionless and without purpose, but ENFPs are actually quite consistent. They have a strong sense of values which they live with throughout their life. Everything that they do must be in line with their values. They see meaning in everything, and are on a continuous quest to adapt their life and values to achieve inner peace. They’re constantly aware and somewhat fearful of losing touch with themselves. Since emotional excitement is usually an important part of the ENFP’s life, and because they are focused on keeping “centered”, the ENFP is usually an intense individual, with highly evolved values.

An ENFP needs to focus on following through with their projects. This can be a problem area for some of these individuals. Unlike other Extroverted types, ENFPs need time alone to center themselves, and make sure they are moving in a direction which is in sync with their values. ENFPs who remain centered will usually be quite successful at their endeavors. Others may fall into the habit of dropping a project when they become excited about a new possibility, and thus they never achieve the great accomplishments which they are capable of achieving.

Most ENFPs have great people skills. They are genuinely warm and interested in people, and place great importance on their inter-personal relationships. ENFPs almost always have a strong need to be liked. Sometimes, especially at a younger age, an ENFP will tend to be “gushy” and insincere, and generally “overdo” in an effort to win acceptance. However, once an ENFP has learned to balance their need to be true to themselves with their need for acceptance, they excel at bringing out the best in others, and are typically well-liked. They have an exceptional ability to intuitively understand a person after a very short period of time, and use their intuition and flexibility to relate to others on their own level.

Because ENFPs live in the world of exciting possibilities, the details of everyday life are seen as trivial drudgery. They place no importance on detailed, maintenance-type tasks, and will frequently remain oblivious to these types of concerns. When they do have to perform these tasks, they do not enjoy themselves. This is a challenging area of life for most ENFPs, and can be frustrating for ENFP’s family members.

ENFPs sometimes make serious errors in judgment. They have an amazing ability to intuitively perceive the truth about a person or situation, but when they apply judgment to their perception, they may jump to the wrong conclusions.

ENFPs who have not learned to follow through may have a difficult time remaining happy in marital relationships. Always seeing the possibilities of what could be, they may become bored with what actually is. The strong sense of values, however, will keep many ENFPs dedicated to their relationships. However, ENFPs like a little excitement in their lives, and are best matched with individuals who are comfortable with change and new experiences.

Having an ENFP parent can be a fun-filled experience, but may be stressful at times for children with strong Sensing or Judging tendencies. Such children may see the ENFP parent as inconsistent and difficult to understand, as the children are pulled along in the whirlwind life of the ENFP. Sometimes the ENFP will want to be their child’s best friend, and at other times they will play the parental authoritarian. But ENFPs are always consistent in their value systems, which they will impress on their children above all else, along with a basic joy of living.

ENFPs are basically happy people. They may become unhappy when they are confined to strict schedules or mundane tasks. Consequently, ENFPs work best in situations where they have a lot of flexibility, and where they can work with people and ideas. Many go into business for themselves. They have the ability to be quite productive with little supervision, as long as they are excited about what they’re doing.

They have a strong need to be independent, and resist being controlled or labelled. They need to maintain control over themselves, but they do not believe in controlling others. Their dislike of dependence and suppression extends to others as well as to themselves.

ENFPs are charming, ingenuous, risk-taking, sensitive, people-oriented individuals with capabilities ranging across a broad spectrum. They have many gifts which they will use to fulfill themselves and those near them, if they are able to remain centered and master the ability of following through.

Try it yourself on Memorando.

Checking out @PhD2Published for #KeepCalmandGetPublished

keep-calm-and-carry-on-213x300As I’ve been working on my book proposal (16 pages so far), 10 years after my PhD was written (and probably of even more relevance now than when I wrote it, though that’s taken quite a lot of time to research), thanks to Suzie for spotting this article:

I deliberately gave myself a year from my PhD defense to decide whether or not I wanted to turn my dissertation into a book. During that year I didn’t look at my dissertation at all. Instead, I talked to people – mostly outside of my own Department –about their experiences and advice. The number one advice I got is that you should only turn your dissertation into a book if you can find the motivation to do so. If you cannot be enthusiastic about it, don’t take it on. Similarly, if you realize that large parts of your dissertation are already outdated, or make it unfeasible as a book for other reasons, you’re better off turning the best parts into articles – if you hadn’t done so already – and move on to a new project.

Read full article.

Work less, do more, live better (@timeshighered)

botanical-garden-gazebo-1430498-mI am SO EXCITED to be reading this piece in Times Higher Education – over the last year I’ve been seeking to work in a healthier pattern (although ironically this week has been a 6 day-week & I need to do some more over the weekend so that I can take a week off… to write a book proposal … carefully planned this is though!)

Great Intro:

Some years ago, I heard that a colleague characterised me as “someone who didn’t work weekends”. This description was not meant as a compliment. It’s true that I make a concerted effort to keep something approximating normal working hours of 9 to 5, Monday to Friday. But I haven’t always worked like this. As a postgrad, I anxiously counted my hours and consulted with fellow students, worried that I wasn’t spending enough time at my desk. Eventually, I allowed myself one full day off weekly. When I became a lecturer, I stayed in the office until seven or eight in the evening, in part imitating the working patterns of my new colleagues, and continued to work weekends. Yet when I reduced my hours at the desk some years ago, my productivity did not decline. Instead, my mindfulness to follow regular hours means that my productivity is the same as or even greater than it was before, when I worked 50, 60 or whatever hours it was per week.

Further down, there’s a series of historical figures, and their living styles (most were writers)

The common feature in these workday schedules is walking, bipedalism, that form of locomotion that distinguishes us from the other primates. Walking and thinking seem to go together so naturally that perhaps it’s walking that made us thinkers. Aristotle famously taught while walking along the colonnade connecting the temple of Apollo and the shrine of the Muses. That link between philosophy and walking has stuck and was memorably parodied in Monty Python’s sketch about the Philosophers’ Football Match. Rebecca Solnit, author of Wanderlust: A History of Walking (2000), concurs that walking is good for thinking: she concludes “a desk is no place to think on a large scale”.

Exercise and sleep are highlighted as of key importance to being creative (and I’ve certainly been working on my sleep), and then  How to Write a Lot: A Practical Guide to Productive Academic Writing (2007) is quoted: 

His suggestions are simple: write and do your research daily in small blocks of time (schedule it in and don’t cheat on that schedule); keep track of what you do in that time; stay attentive to your writing goals and, ideally, get yourself a group that will help you keep to these goals. You might protest, what good are small blocks of time? But small, regular amounts of work build up to significant productivity. A few pages often make a big difference. If you were learning how to tap dance or play the French horn, you wouldn’t set aside one full day a week for practice or cram it into your Saturday afternoons; instead you’d practise for short periods, daily. Why should research and writing be any different?

As academics, we are used to research, so we should research our own habits (oh yes – and being ‘completely detached’ from the good and the bad of a job – is key) –

It is in our best interest to not only be productive but satisfied with our work, because work is vital to our identity and self-definition. We need work not just to put bread on the table but to feel of use, to serve, to contribute, to make and to connect. But the long-hours culture and the cult of busyness saps meaning away, as we tick through never-ending “to do” lists, becoming chronically tired and working less efficiently with each overtime hour.

There’s mention that even in the factory shorter hours have demonstrated increased productivity .. and I remember this from my research in the Second World War – it was SO essential to get arms out, that an extra day was added to the ‘week-cycle’ … productivity went down! And, even in times of crisis, this is key:

Before, Red Cross workers put in as many hours as necessary until the job was finished. Now the Red Cross recognises that workers need breaks in order to be able to respond effectively to the humanitarian crises they face.

Yes, yes, yes… (read full article – and also the opinion piece Know Your Worth).

“Ready, Set, Work” (Evening Standard Article)


Well, am seeking to understand how much of this I am, but hoping very much that I’m not quite there (I, have, for example, not really looked at my phone since Friday afternoon, and just getting back into it this evening):

Have you joined the super- working classes — those alpha-hours Stakhanovites whose idea of the ordinary office day is a 12-hour slog, with the iPad always charged to ensure that a couple of emails can be polished off in bed and resumed over the 6.30am breakfast?

Even odder, as far as your friends and worried mum are concerned: do you enjoy this more than, say, housework, childcare or other chores?

If so, you fit the criteria established by a team of sociologists at Oxford who have diagnosed a new “superordinate working class”. This innovation is turning human history (and Marx) on its head, replacing the idea of poor workers toiling for long hours with highly educated, well rewarded people doing exactly the same thing through choice, rather than necessity.

Read full article.

The value of PhD supervision…


Interesting piece on PhD supervision:

When a PhD supervision session constitutes just another blocked-out hour in a besieged diary, it can be all too easy to forget that it could make an impression that stays with the student for the rest of their research career.

We asked five academics for their recollections of the PhD supervision they received, and the way it had informed their own approach to tutoring. Three had enjoyed excellent supervision that had deeply influenced their own practice. But two had not. One recalls exchanges with their tutor characterised by yawns and silences, while another was treated with a “cutting harshness”, valuable only as an exemplar of how not to conduct yourself.

Read full story, and accompanying editorial.

Getting a Scholarly Monograph Published


Having published my first book, with calls for a sequel of case studies … I would like to get my PhD turned into a book this year (10 years aftetr I finished the PhD), so this guidance may be helpful:

It involves blood, sweat and tears, and the experience is most frequently likened to childbirth. But with the right support and guidance, the process of publishing an academic book – a key step in most scholarly careers – need not be too excruciating. While the careful crafting of the manuscript itself is the key step in a book’s formation, many other elements contribute to the creation of the finished volume and, ideally, the author will benefit from the expertise of colleagues and professionals at every stage of its gestation. For first-time or inexperienced authors who have set their sights on a career-enhancing scholarly monograph, however, getting to grips with the dos and don’ts of academic publishing can be daunting.Times Higher Education asked a panel of academic authors to share their experience and expertise and to point out pitfalls to avoid.

Read full article.

PhD: Has the quality dropped? If so, who’s “to blame”?

mfIRNyuThis is rather concerning (but not particularly surprising, as we’ve heard all those complaints about GCSE, A-Level, degree level standards dropping, etc.) re PhD doctorates. Really, by the time you sit the viva, you should know that your work is ready to pass, and that your job in the viva is to demonstrate that you actually wrote it (although others will still see it as a test) … and as I hope to take on a PhD student before too long:

Our experience does not lead us to criticise any particular system of examination or type of thesis. However, it does raise serious issues about the quality of work submitted for the PhD degree (or its equivalent) and the standards employed to judge such work.

To cut to the chase, a significant number of the theses we have examined did not deserve to pass – at least, not in the form in which they were submitted. One of us has examined six doctoral theses in the past year and believes that not one of them was worthy of the degree. Yet he had the means at his disposal to fail only two of them. Administrative conventions and examination procedures, not to mention social pressures, simply did not allow the possibility of failure.

Read full post.

Twineham School: 150 Year Anniversary

BWTeacherInCarWithPupils-1-470x260Twineham School, where I spent many – mostly happy – years, celebrates it’s 150th anniversary this year:

The 150 year life of the school has spanned a time of enormous change: in village life, education, religion and society in general of course. Sussex Living

I found a few old photos from those days, including the original newspaper from the visit of Val Biro and Gumdrop as pictured above (and I still have the signed books upstairs), some ‘wonderful writing’ from when I was 11 and on school camp, a history of the school written on work experience when I was at Warden Park…

Imposter Syndrome via @oliverburkeman


I’ve been thinking about Imposter Syndrome a lot recently – particularly in relation to the debates about why there are less women speakers – where I think the problems start far lower down than up in the speaker arena, and we need groups such as ‘Gathering of Women Leaders‘ who are offering spaces for women to meet together – including seeking ways to provide training/encouragement to women in the Christian world.

So I had a quick Google and found this helpful piece:

Two US sociologists, Jessica Collett and Jade Avelis, wanted to know why so many female academics opt for “downshifting”: setting out towards a high-status tenured post, then switching to something less ambitious. Contrary to received wisdom, their survey of 460 doctoral students revealed that it wasn’t to do with wanting a “family-friendly” lifestyle. Instead, impostorism was to blame. They also uncovered a nasty irony. It’s long been known that impostorism afflicts more women than men – one of many reasons that institutions match younger women academics with high-ranking female mentors. But some survey responses suggested those mentors might make things worse, because students felt like impostors compared with them. “One said she suspected her mentor was secretly Superwoman,” Science Careers magazine reported. “How could she ever live up to that example?”

Read the full article in The Guardian, where there’s the call that those who are in senior positions (or perceived senior?) speak about this more – I was only really given the confidence to continue with my PhD once my (female) supervisor told me about imposter syndrome, and I feel I can ‘sit with it’ most of the time, and just keep trying to do my best. It reminds me that the most inspiring sermons are always those who say “I’m still trying to think this through” … one of my crappy jokes for workshops – “there are more than 50 shades of grey in this debate”!

I find it helpful to think about the comment that the higher one goes in a meritocratic industry, the more one expects to be ‘found out’ (something Emma Watson also feels)- as my first book comes out in February, it’s really scary putting that stuff out there – knowing some people won’t like it… and is the way of things, they are the most likely to be vocal about that! I feel it every time I stand in front of a workshop, or speak from the stage … but most of the time I think it’s helpful – encourages me not to just to give a ‘lazy talk’, and remain on my mettle! So let’s encourage each other (focus where possible on the positive), and hear most critique in the way it’s meant – to encourage us to produce the best that we can…

Is an academic research career possible?

mfmpiAKHmmm, having left Manchester saying I was never going to work in a University again, never move so far north again … and after time with LICC, that I was clearly destined for secular work…

There is a “significant credibility gap” between researchers’ expectations and the likelihood of their forging long-term careers in higher education, a survey has found.

More than three-quarters of research staff responding to the Careers in Research Online Survey 2013 said they aspired to a career in higher education and around two-thirds said they expected to achieve this.

But it was “unrealistic to expect” that this number of research staff, or even half of those in the early stages of their career, would be able to secure a long-term research role in higher education, says the report, based on the survey produced by Vitae, the careers organisation for researchers.

“Anecdotally we expect that probably fewer than half are, in reality, going to make it into academic careers,” said Robin Mellors-Bourne, director of research and intelligence at Vitae and the report’s co-author.

Read full story.

Switching Research Fields?


I thought this was a great quote on change: “if you always follow the beaten track you may well find that all the grass has already been eaten”, in an article in Times Higher Education, with Nancy Rothwell.

As someone who officially originated from “history”, but has also engaged with Education Studies, Media Studies, American Studies, Journalism, and all things digital, as well as a stint at Manchester with regards to interdisciplinary research, definitely of interest.

Lecturing on an Ocean Cruise: Sounds Good!

Cruise LinerWell, there’s an idea:

The scholar on stage holds the status of entertainer, putting on a show for a paying audience whose scores will determine whether their lecturer’s short-term contract is renewed.

Fear not: this is not a vision of some dystopian future but rather an unusual, and fascinating, break from the day job – with azure waters and plenty of sunshine thrown in.

For Kathleen Lynch, associate professor in the department of Classics at the University of Cincinnati, lecturing on a cruise ship is “the very best kind of outreach experience possible”.

Read full article.


mhiH6z2Interesting piece in Times Higher Education - danger of appearing a workaholic … my life is definitely rather unbalanced but tried to address with 4-day week + consultancy – the 4 days keep taking over!:

Any attempt to regulate the hours worked by academics would, of course, be doomed to failure. One major problem is defining where work stops and personal interest starts, differentiating between the voluntary and the contractual. Often, key elements of the contractual, such as research excellence framework submissions, can be produced only when academics have autonomy to set their own working patterns (remember the outcry at Liverpool Hope University in 2009 when academics were instructed to spend 35 hours a week on campus unless they obtained formal permission to work off site).

Read full article.

Academia: Does it have to be 24/7?

One of the reasons that I declared that I wasn’t going to work in academia when I left the University of Manchester was the expectation that you chuck every hour that you’re alive at “work”. It’s one of the dangers of working with material that you love, and it can be different to find boundaries. In moving to Durham, there was a particular choice to work 4 days a week to get more balance – it worked for about 2 months – and I’m now seeking to find a way back to it. Encouraged by this article in the Guardian:

A former head of department is reputed to have said: “If you are in the office fewer than 40 hours a week, they had better be really good hours.” Departments in which 60 hours per week is the accepted norm are not unusual. Overseas collaborations can mean teleconferences at all hours, and it is possible for a document to be edited round the clock between the UK and Australia.

The list of things academics “should” do pushes us towards unmanageable workloads, particularly at the early stages of our careers. Holidays appear to be a strange concept. Funding agencies and universities alike insist on setting proposal deadlines on 4 January, encouraging work over the holiday period. One colleague sent me a paper on Christmas Eve requesting comments back by New Year’s Eve (my institution shuts down completely between the two). Recently, I have had several “something to read on your sun-lounger” emails. The next such one I receive will be filed in the recycling.

Read full article.

Too Many Options?


Ha, yes, I can get overloaded with options, so interesting piece of advice came into my mailbox recently from Marianne Cantwell:

Stop the overload. Stop kidding yourself that the solution to being confused about all the options in front of you is to get more of them. The moment someone says “hey have you thought of this completely new and unrelated path?” when you are already overwhelmed with options? Slap in your earplugs and go “la la, I can’t hear you!”. After all if you can’t see the wood for the trees, the answer isn’t to add more trees.

Read more from Free Range Humans, who recommends that you focus on the options in front of you, rather than than putting off making a decision whilst you wait for other options.

Good Reminder: Wider Picture


Talking about youth work, but feels a bit like where I get to far too often:

We are all working so hard at delivering our job that we rarely make enough time to read or think. This traps us in the here and now. We cope with crises as they hit us. We never have enough time or space to plan new work and manage our time better. We tend not to see the wider picture. We are responsive rather than pro-active.

It is difficult to develop strategies and plans without understanding the wider picture and how all its part relate to one another. Yet planning and working systematically is the only way we can become more effective and less stressed as workers. This is why we need to change the way we work and manage our boundaries and time more effectively even when it means saying ‘no’. It is one of the ways that we prevent being ‘kippered’.

Good advice…

Dangers of Part-Time Teaching? @timeshigher

Indeed, after many years of part-time teaching – it’s somewhat easier if you already work in the institution and so have those facilities available, but it’s hard work:

Part-time teachers are not getting the support they require from university departments, despite their growing importance within the academy.

Although around 40 per cent of staff in higher education work part-time, they tend not to receive the level of academic or administrative support supplied to their full-time peers, according to a paper delivered at the Society for Research into Higher Education’s annual conference.

Amanda Gilbert, lecturer in academic development at the Victoria University of Wellington, New Zealand, and Fran Beaton, senior lecturer in higher education and academic practice at the University of Kent, interviewed dozens of part-time lecturers for a book, Developing Effective Part-time Teachers in Higher Education: New Approaches to Professional Development, which was published in October.

Presenting a paper about their findings at the SRHE conference, held at the Celtic Manor Resort in Newport, South Wales, Dr Gilbert and Ms Beaton said that universities had to do more to ensure that part-time staff were treated equitably.

A lack of office space or administrative support was a frequent complaint among their interviewees, Ms Beaton told delegates on 13 December.

“Many people told us: ‘My car boot or bicycle basket is my office’,” she said. “Universities need to have a clear strategy for how part-time teachers are recruited and…where they will work.”

Read full story.

Promotion: Senior Fellow in Learning & Teaching

I have just received a letter confirming that as from 1st July I will be ‘Senior Fellow in Learning & Teaching’ at the University of Winchester, having proved my value. No change in job, but (good) change in salary.

The application I submitted is here. This has surprisingly posed me an interesting dilemma that I need to pray about/resolve in the next 24 hours …