Category: Development and Training

Training, education and ongoing professional development is very important to your ongoing success at MSU. This category highlights professional development news, views and opportunities.

An open book in front of a large stack of books.

A Middle Manager’s Book Review: “Trust and Inspire” by Stephen Covey

Published on by Chelsey Fether1 Comment

This is the first installment of a new series where I, a middle manager who happens to be an avid reader, review leadership books to share what I learned and whether I think they’re worth the read.

For context, I’m the communications manager in MSU Human Resources. I have the privilege of supporting the outstanding team that promotes the services provided by all of the talented teams within MSU HR. I love reading, and through leadership books, I hope to learn how to better support my already amazing team.

Stephen Covey’s “Trust and Inspire” was a great first choice. I knew it would, at least in part, affirm a belief I already held, that people don’t want to be managed, they want to be led. A good leader doesn’t try to confine or control their employees. They simply work to provide the environment and resources that help them reach their potential. “Trust and Inspire” provided all that and more, including the historical context explaining why it might be tempting to default to a controlling structure and the benefits of providing a more trusting and supportive environment.

Takeaway One: We’re past the Industrial Age, so let’s lead accordingly

The Industrial Revolution was one of the first times in history when we began to see the still common workplace structure of employees taking orders from the person in charge. Covey refers to this leadership style as “Command and Control.” Command and control leadership is built around compliance, efficiency, being transactional, and maintaining the status quo. In today’s workplace, innovation is not only desired but expected, meaning we can no longer operate under the “Command and Control” model and expect innovation from our employees.

Takeaway Two: People achieve more when they are trusted and inspired

Much of today’s workforce consists of knowledge and service-based work with access to instant and ever-changing information. We are more innovative, creative, and collaborative than ever, even with the expansion of remote work. Leaders can best adapt to these new conditions under the “Trust and Inspire” model, characterized by commitment, transformation, growth, collaboration, and inspiration.

An easy way to distinguish the Command and Control and the Trust and Inspire models of leadership is to consider the differences between motivation and inspiration. During the Industrial Revolution, workers were motivated by their paychecks and being able to provide for their families, but not much more. Today, people choose their careers for many reasons beyond just a paycheck. We seek inspiration from our work—to make a difference in the lives of others, be innovative, creative, and part of something bigger than ourselves. As leaders, retaining top talent often comes down to getting out of the way and letting our employees be inspired to do their best work.

Takeaway Three: It’s not about me

“People have greatness inside them… so my job as a leader is to unleash their potential, not control them.” I’ve always been more aligned with servant-style leadership, and this book was a great reminder that I’m on the right track. I have a lot to learn, but I’m confident in my team’s ability to do great work if I support an environment that maximizes their potential. That doesn’t come from micromanaging, but from offering support, encouragement, and stepping in when needed to help remove, or at least adjust, barriers that might prevent them from reaching their potential.

Was it worth the read? Yes!

Stephen Covey’s “Trust and Inspire” was a great book. I recommend it to all leaders, regardless of the formal title. The message is modern, relatable, and applicable to real-life work. While I initially listened to the audio version, the paperback includes great visual aids for referencing and annotating. Give it a read (or a listen) and tell me what you think!

Borrow this book or recommend my next one!

Is there a leadership book you want me to read and then write about? Or do you want to borrow this book from me? Let me know! Email me at fetherch@msu.edu.

Thanks for reading!

A red ship made out of paper leading other ships in a new direction.

Because we’ve always done it that way.

Published on by MSU Human ResourcesLeave a comment

Written by Sharri Margraves, EdD, SHRM-SCP, Director of HR Organization and Professional Development.

I really disliked some parts of being a supervisor in a new land. It’s hard—harder than most people admit. You inherit systems you didn’t design, relationships you didn’t form, and histories you don’t yet understand. You’re expected to bring fresh thinking and respect what already exists. No leader is hired to keep things the same. That tension shows up quickly in one familiar phrase: “Because we’ve always done it that way.” It’s frustrating when change needs to happen and it feels like inertia will never give way to momentum.

For many leaders, especially those new to an organization, this phrase can feel like a wall—talk to the hand. It can feel bad—an excuse, a form of resistance, or even a challenge to authority. Too often, it gets repeated outside the room as shorthand for “they don’t want to change.” When that happens, the phrase stops being a catchphrase to connect with others and starts casting staff in a negative light among peers, colleagues, and senior leaders.

Here’s the reframe: Because we’ve always done it that way (BWADITW) is a valid answer. It just isn’t a complete conversation.

“We’ve Always Done It That Way” Deserves Respect

When someone says “BWADITW,” they are often communicating more than just a habit and not just trying to get you to “leave well enough alone.” They may be signaling:

  • Historical constraints you haven’t seen yet
  • Past attempts at change that failed—or succeeded
  • Risk management in a regulated or high-stakes environment
  • Efficiency learned the hard way
  • Institutional memory that protects quality, safety, or trust
  • Contract or laws that must be followed

BWADITW usually reflects experience, not defiance.

Organizations don’t survive by accident. If something has been done the same way for a long time, it likely solved a real problem at some point. Generally, the leaders who came before you did the best they could with the situation and resources at hand. Treating BWADITW as dismissive—or reporting it as obstruction—erodes trust and undervalues the people who carried the organization forward before you arrived.

Strong leaders don’t shut this down; they lean in.

The Missed Opportunity: Not Asking the Next Questions

The gap of frustration isn’t that someone said, “Because we’ve always done it that way.”
The gap is stopping there. When leaders don’t ask follow-up questions, three things happen:

  1. Staff may feel dismissed and become less likely to share insights.
  2. Leaders miss operational intelligence that could accelerate improvement.
  3. Narratives form that position staff as resistant rather than knowledgeable.

BWADITW should be treated as an open door, not a closed one.

The Questions That Elevate Everyone

Here are a few simple, powerful follow-ups that increase collaboration and effectiveness:

  • Does this still work well today?
    Signals respect for the past while opening space for evaluation.
  • What works best about the current approach?
    Identifies strengths worth preserving.
  • Where does this process struggle?
    Invites honesty without blame.
  • If you could change one thing, what would it be?
    Empowers staff as contributors, not critics.
  • What do you think our stakeholders would value most here?
    Re-centers the conversation on purpose and impact.
  • What constraints should I understand before we consider changes?
    Demonstrates humility and systems thinking.

These questions do two things at once: They validate the work of those who have been there—and they create momentum for thoughtful improvement.

Quick Tips for Leaders When You Hear BWADITW

  • Pause your reaction. Annoyance is a signal to get curious.
  • Assume positive intent. Most people want the organization to succeed.
  • Document what you learn. Institutional knowledge is an asset.
  • Separate “always done” from “must be done.” Not everything old is sacred—but not everything new is better.
  • Share credit. When improvements happen, name the people whose insight made them possible.
  • Model how you talk about staff. How you describe these moments to others sets cultural norms.
  • Change causes people to be fearful—what if you eliminate their job?
  • Trust must be built over time. Building respectful cultures will help you get there faster.

Moving Forward Together

Honoring experience and driving change are not opposites. The most effective leaders do both—simultaneously. They recognize that progress doesn’t come from dismissing the past, but from building on it with intention. Remember the adage, slow is fast and small is big when thinking about improvements, aka “change”.

When leaders elevate their skill in these moments, they send a clear message:

  • Experience matters
  • Voices matter
  • Improvement is a shared responsibility

BWADITW isn’t the end of the conversation. For skilled leaders, it’s the beginning of a better one. Remember that all improvements involve change, but not all change causes improvement.

a group of three colleagues working together.

Fostering Excellence: Continuous Learning and Educational Assistance for MSU Support Staff

Published on by MSU Human ResourcesLeave a comment

Written by Sharri Margraves, EdD, SHRM-SCP, Director of HR Organization and Professional Development

Michigan State University stands as a beacon of educational excellence, not only for its students but also for its dedicated support staff. At the heart of MSU’s commitment to fostering a culture of growth and development is the twin approach of continuous learning and educational assistance benefits tailored for support staff.

Continuous learning is a cornerstone of personal and professional development, and MSU recognizes its transformative power. For support staff, engaging in ongoing education and using it on the job brings many benefits to the individual and helps create a dynamic and adaptable workforce that contributes significantly to the university’s success.

  • Career Development: Continuous learning helps open doors to career advancement opportunities. MSU support staff have access to many professional development opportunities, from workshops to specialized training sessions, allowing us to enhance our skills in preparation for future positions. According to Gallup, 41% of employees consider career development a very important aspect of job satisfaction.
  • Enhanced Job Performance: Staying current with industry trends and best practices is essential for optimal job performance. MSU’s commitment to continuous learning ensures that staff are equipped with the latest knowledge and skills, directly impacting their ability to excel in their roles and contribute to the university’s operational excellence. Individuals can chart their path using educational assistance or elevateU, the free on-demand source for technical and essential skill development and certification prep.
  • Increased Engagement: 70% of the variance in team engagement is determined solely by the manager, according to Gallup. Continuous learning fosters a sense of achievement and personal satisfaction with a person’s job, and while resources are always slim—supporting continuous learning is essential for supervisors. Staff who feel supported in their educational pursuits are more likely to experience higher engagement, leading to a positive work environment and a deepened commitment to MSU’s mission. Gallup finds that engaged employees have 78% less absenteeism, 63% less safety accidents, and a 10% increase in customer loyalty.
  • Adaptability to Change: Adaptability is a key attribute in the ever-evolving professional landscape. Continuous learning instills resilience and the ability to navigate change effectively. Those empowered to participate in ongoing education will be well-positioned to embrace new challenges and contribute to the university’s culture of innovation.

Educational Assistance Programs at MSU

MSU exemplifies its commitment to the educational journey of support staff through robust educational assistance programs designed to remove financial barriers to learning. Educational assistance benefits and eligibility are governed by an employee’s respective collective bargaining unit agreement. Non-union employees and Academic Specialists also have educational benefits available to them.

Educational assistance benefits are available to help achieve educational and career development goals. There are two different aspects of educational assistance: non-credit courses and credit courses.

  • Non-Credit Courses: Eligible employees can take programs offered by HR’s Organization and Professional Development or IT Services, non-credit programs, seminars, and conferences. Most staff employee groups have $800 or $900 available annually for non-credit programs. APA members can utilize this amount to pay for credit classes.
  • Credit courses: Eligible employees can take courses at MSU or a non-MSU accredited institution, provided it is located in the state of Michigan. MSU courses are eligible for and processed as a tuition waiver, while non-MSU courses are processed as a reimbursement. Institutions that are considered to be primarily online only (such as the University of Phoenix) or institutions that are not Michigan-based are ineligible.

Please review the Educational Assistance webpages and Educational Assistance Eligibility by Employee Group summary for more details about Educational Assistance programs, eligibility, and the available benefit coverage. For questions, contact the HR Solutions Center at SolutionsCenter@hr.msu.edu or 517-353-4434.

References

Gallup. (2024, November 18), “How to improve employee engagement in the workplace.” Gallup.com. https://www.gallup.com/workplace/285674/improve-employee-engagement-workplace.aspx

Juyumaya, J., Torres-Ochoa, C. and Rojas, G. (2024), “Boosting job performance: the impact of autonomy, engagement and age”, Revista de GestĂŁo, Vol. 31 No. 4, pp. 397-414. https://doi.org/10.1108/REGE-09-2023-0108

Celebrate Kindness in the Workplace

Published on by Abigail MillerLeave a comment

Acts of kindness always make an impact, no matter how small! Random Acts of Kindness day is recognized each year in February. This day reminds us of the power of compassion to bring people together, strengthen communities, and make the world a more positive and bright place. By making kindness a priority in the workplace and throughout the Spartan community, we can embrace the spirit of the day and continue spreading kindness every other day, too!

From holding the door open to recognizing a coworker’s hard work, there are countless ways to spread positivity through everyday actions. Below are a few ideas to add some kindness at work and encourage meaningful connections with one another.

  • Show Recognition: To recognize a coworker for their hard work, assistance, or value, give them a shout-out during a team meeting, or send them and/or their supervisor an email to share your experience. You could also nominate a colleague for a Spartan shout-out in the InsideMSU newsletter by filling out this form.
  • Check-in with your Co-workers: Between the increasing demands of work and home life, people are feeling more stressed than ever. Luckily, studies show there is a powerful antidote to stress: kindness. According to Forbes, “Kindness works because it helps people feel more connected with others, and it distracts them from their own problems. Happiness is significantly correlated with belonging and community—so it makes sense kindness would be a source of joy” (Forbes, 2023). Check-in with your co-workers to see how they’re doing and really listen to determine what small acts of kindness you can do to help brighten their day. Just the act of actively listening with your full attention can do wonders to show others you care and are there to help.
  • Support a New Employee: Starting a new position can be intimidating. Reach out to a new employee and offer your assistance as they navigate their new role. Your support will help them feel welcomed and more connected to the team.
  • Celebrate Success: Whether your team has just completed a challenging project or it’s a co-worker’s work anniversary, don’t let the moment pass without acknowledging the contribution and value of each team member.
  • Volunteer: Volunteer work is one of the best ways to promote kindness and positivity in the community. Join Spartans near and far on Give Green Day on March 10 to help current and future students. Find more volunteer opportunities with the Greater Lansing Food Bank, MSU Gardens, Office of Sustainability, MSU Center for Survivors, Spartans Serve, and more. Volunteering helps foster community, build social bonds, and address social challenges.
  • Create an Inclusive Environment: Build your cultural awareness and understanding to promote a sense of safety and belonging for all employees. Learn cultural awareness and inclusiveness skills through HR’s OPD courses, elevateU online learning opportunities, and University Health and Wellbeing events and training.

Together as Spartans, we can contribute to a better workplace and community by embracing the unity and positivity that prospers from kindness.

A women using her tablet.

Your Benefits: New Plan Year Checklist

Published on by MSU Human ResourcesLeave a comment

For benefits-eligible employees, the start of a new plan year is a great time to review all the MSU benefit options available to make sure you’re fully utilizing them throughout the year. The following list of tips and resources to consider will help you get the most out of your employee benefits:  

  1. Learn About Your New Caregiving Benefit: We recently implemented Cariloop, a new benefit that can assist with caregiving in all its many forms, whether that’s caring for children, a spouse, aging parents, and more. This benefit includes professional coaching (30 days of annual continuous support with the option to extend), caregiving tools, a trusted network of providers, and access to UrbanSitter.
  2. Schedule Wellness Check-ups: If you’re enrolled in an MSU health, dental, and/or vision plan, you’ve just entered a new plan year. Even though an annual check-up is usually recommended by doctors, many people miss out each year because they forget to schedule an appointment. Set your family up for success by scheduling an annual or wellness check-up now.  
  3. Prepare for Illness: Teladoc is an online medical care service that gives you 24/7 access to a health care professional via the web, phone, or mobile app in minutes. A doctor can even write you a prescription if necessary. Enroll in Teladoc now so you’re prepared when illness strikes.  Available to employees and their dependents who are enrolled in an MSU health plan.  
  4. Review Your Retirement Contributions: The IRS sets new retirement contribution limits each year, and SECURE Act 2.0 requirements have started, and the new Roth option is now available. Make sure you’re saving as much as you can by reviewing the 2026 IRS retirement contribution limits and SECURE Act 2.0 requirements and adjusting contributions if needed.  
  5. Note Flexible Spending Account (FSA) Deadlines: If you’re enrolled in an FSA for the 2025 and/or 2026 plan year, please note important deadlines and resources for utilizing your FSA funds.  
  6. Use Educational Assistance Funds: Support staff and academic specialist employees have access to educational assistance funds to use towards professional development opportunities. These funds reset each fall, so make sure you don’t miss out. If you’re looking for learning opportunities, we recommend checking out courses offered by HR’s Organization and Professional Development department.  
  7. Note Mental Health Resources: The MSU community offers a variety of mental health resources to employees and their dependents, along with the recently introduced free access to the Calm Health app.
  8. Schedule Vacation/Personal Paid Time Off (PTO): Taking time to rest and reset is important to maintain mental health. Make sure you’re using all your PTO by planning for the future and scheduling your time off in advance.  
  9. Utilize Employee Discounts: Visit the MSU Benefits Plus website for deals and discounts on everything from travel and experiences to electronics and toys.
  10. Review Voluntary Benefit Options: You may enroll in, change, or cancel auto, home, and pet insurance benefits at any time through the MSU Benefits Plus website.  Accident, critical illness, legal, and vision insurance only allow benefit changes during Open Enrollment in October.  
  11. Register for a Free Diabetes Management Program: If you or a dependent are living with diabetes, Livongo by Teladoc Health can help by providing free necessary medical supplies and optional coaching.  Employees or dependents enrolled in Medicare are not eligible (a similar program is available through Medicare).  
  12. Get a Second Medical Opinion: If you are facing a serious medical diagnosis, Teladoc Medical Experts can review your case and offer a second medical opinion from leading health care specialists. Coaching and online educational tools are also available.  Employees with mandated insurance under the Affordable Care Act are not eligible.  

We hope this list will help keep you on track as you plan how you and your family will use your employee benefits this year. You can learn more about all these benefit options on the HR website.

New Year, New Professional Development Courses

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As we step into 2026, it’s the perfect time to set your professional development goals—and we’ve got exciting opportunities to help you thrive this year. 

New or Updated Courses for 2026: 

  • Spartan Excellence Learning Series on January 27 and 28: Through a sequence of skill-building modules, participants will learn how to define problems, analyze processes, design improvements, and implement sustainable solutions. By integrating Lean methods within the broader Operational Excellence framework, the series helps create lasting practices that enhance efficiency, transparency, and the overall Spartan Experience.   
  • Travel Expense Report Processing on March 10: Learn the essentials of submitting accurate travel expense reports at MSU. This session will walk you through the required documentation, Concur tips, policy highlights, and best practices for timely reimbursement. 
  • Engaging and Empowering Teams on March 11: Leaders can learn evidence-based strategies to engage and empower employees, understand employees’ perspectives, and reflect on and assess your own supervisory practices. 
  • Mental Health First Aid on March 18: This evidence-based training that teaches participants how to recognize the signs and symptoms of a mental health crisis and help someone who may be experiencing one. 
  • Five Behaviors: Personal Development on April 16: Based on the book The Five Dysfunctions of a Team by Patrick Lencioni, this course helps individuals become better teammates. This program is for individual contributors. Using activities, videos, and discussion, participants learn the behaviors that will enable them to become better teammates. 

Upcoming Courses in January or February 

  • Crucial Influence  |  Virtual  |  January 27, 28, and 29  |  9 to 11:30 a.m. 
  • Getting Things Done  |  Virtual  |  February 10, 11, and 12 |  9 to 11:30 a.m. 

You can find all of HR Organization and Professional Development’s courses on the HR website. This is the perfect time to reflect on your goals and plan for the year ahead. What skills do you want to build? What challenges are you ready to tackle? With so many opportunities on the horizon, we’re here to help you make 2026 your most impactful year yet! 

Screenshots of calm health app on mobile devices

Introducing Calm Health: A New Mindfulness Resource for MSU Employees 

Published on by Abigail Miller1 Comment

MSU is committed to staff and faculty success, which includes helping employees and their families care for their mental, physical, and emotional well-being. We are excited to share that Calm Health, a mindfulness app designed to support mental and physical health, is now available at no cost to MSU employees and their dependents aged thirteen and older who are enrolled in an MSU health plan. Calm Health is designed to help you stress less, sleep better, and live more mindfully. 

What Does Calm Health Offer? 

Calm Health includes self-guided programs developed by psychologists to address specific mental health symptoms like anxiety and depression, physical health conditions like diabetes and cancer, and life stages like parenting, retirement, and menopause. Based on your goals and brief in-app screenings, you will receive personalized recommendations to support your health journey. Resources include: 

  • Sleep support to help you unwind  
  • Guided meditations 
  • Breathing exercises 
  • Calming music and soundscapes 
  • Mindfulness videos 
  • Daily self-guided activities  
  • Evidence-based clinical programs  

How Can You Access Calm Health?  

No credit card, payment information, or subscription needed! Calm Health is free to all MSU employees, and their dependents (age 13 +) enrolled in an MSU health plan. Start your Calm Health journey through any of these options: 

  1. Register Using the Direct Link: Register for Calm Health using this link. 
  1. Download the Calm Health App: Search the Calm Health app from the App Store and Google Play and use the access code: “BCBSMI” during the registration process. This code is not case sensitive. 
  1. Through Your Blue Cross Member Account: Login to your Blue Cross member account and click on Find Care. Scroll down to Find Behavioral Health Support and click on the Find Help button. Click on the Live and Work Well link. Scroll down to The Calm Health app and click on the Learn about Calm Health link. 

Building healthy daily habits that support your mental and physical wellbeing doesn’t have to be time consuming or costly, and Calm Health is the perfect first step. Explore Calm Health for yourself, choose tools that fit your lifestyle, and feel more mindful and balanced every day!  

overhead view of a person taking notes while working at a laptop.

Professional Goals and the Resources to Help You Reach Them

Published on by Abigail MillerLeave a comment

For many, the start of a new year brings a desire to set new goals – both professionally and personally. As you reflect on the past year, try to pinpoint areas you’d like to work on. Check out What’s Your Plan: Six Steps to Align Your Goals with What’s Important to You if you don’t know where to start. You’ll learn how creating a personal strategic plan can provide a “vision and structure for your professional life and an anchor for you to connect with during periods of change.”

Review the common work-related goals below to see if any resonate with you, and use the articles and learning opportunities provided by HR’s Organization and Professional Development (OPD) department to help you reach them.

As you think about what you want to work on in the coming year and beyond, consider tying them to your Performance Excellence goals (for support staff). For more information about how to set yourself up for success as you identify goals, check out this When SMART Meets HARD: Setting Goals that Matter article.

Two women smiling and laughing together.

Feeling Stressed? Consider Your Sphere of Influence.

Published on by MSU Human ResourcesLeave a comment

Ready or not, December is almost here! When you think about the remainder of the year, how do you feel? If thoughts of work deadlines, family get-togethers, or planning for the holidays and new year ahead have you feeling overwhelmed or anxious, you’re not alone. Thankfully, there are practices and resources we can utilize to help us center ourselves and approach this time of year with a healthier mindset. 

Consider Your Sphere of Influence 

We all know that allowing worry to grow uninhibited can lead to negative consequences, be it with our health, work performance, or relationships. So, why do we allow our minds to spend so much time in a state of worry?  In a previous blog post, Jennie Schaeffer, Director of MSU Faculty and Academic Staff Affairs, discussed how worry can seem very active — spending time in that mindset can feel like you are working on something productive — but in reality, you are burning through energy that could be better spent. 

When you notice yourself worrying about what might happen, stop and ask yourself, “What can I do about it now?” One way to visualize this is the Sphere of Influence. 

Three circles on top of each other. The inner circle is labeled "control," the middle circle is labeled "possible influence, but no control," and the outer circle is labeled "no control."

Within the Sphere, there are three areas: 

  • No Control: If there is absolutely nothing you can do to change or influence a situation, you can only assess whether you can learn from it, then let it go and refocus on something else. This would apply to things like the weather, supply chain issues this season, or flight cancellations. To reduce feelings of worry and improve your well-being, spend minimal time and energy regarding any matters that fall within this area of the sphere. 
  • Possible Influence but No Control: If there is a step you can take that may influence an outcome, person, or situation, determine what action you can take to maximize that influence, follow through, and then let it go. Resist the temptation to convince yourself that worrying about it means it is within your control. 
  • Control: If the issue you are wrestling with is completely within your control, then you have control over your decisions, attitude, and behavior. What action can you take that you’ve been putting off? What self-care practice can you initiate to support your well-being? When you practice shifting your focus and attention to what is within your control rather than allowing what is out of your control to consume your time and thoughts, feelings of helplessness and overwhelm decrease significantly. 

Make Yourself a Priority 

When asked why we don’t make our well-being a higher priority, the most common answer is: not enough time. Although we can’t add more hours to the day (No Control area of the Sphere of Influence), we can take actionable steps to better manage our time and carve out space to improve our overall wellness (Control area of the sphere). 

Here are a few ideas to help you focus your energy on areas you can control when it comes to your well-being this time of year. 

  • Schedule Downtime: Block downtime off on your Outlook calendar like you would for a meeting or other work engagement. 
  • Set Positive Boundaries: Check out the following articles as a starting point: 
  • Be Selective: Most of us have an extraordinary number of demands placed on us, and this time of year often brings even more. Before you commit to anything additional, give yourself a little time to consider: Do I really need to do this right now? 
  • Get Back to the Basics: Consider your current relationship with sleep, physical activity, and eating. What are one or two simple steps you could take to improve your physical health? Even something as small as not having your cell phone next to your bed at night or scheduling short blocks of time on your calendar to stretch at your desk can have a tremendous impact. Ensuring your basic physical needs are met helps ensure a solid foundation for all aspects of your well-being. 

Utilize Your Resources 

One major goal within MSU’s strategic plan is to support the “career development and well-being of staff and faculty at MSU, focusing on creating a best-in-class workplace culture and welcoming environment in which excellence and opportunity thrive.” From one-on-one counseling to self-paced learning opportunities, many resources are available to you as an MSU employee to improve your well-being and take care of yourself this year and beyond. Recommendations to get you started are listed below, along with contact information for specialists at MSU who can provide extra support. 

University Health and Wellbeing: Supports our university community with health and well-being equitably woven throughout all aspects of Spartan life. They offer a variety of resources for employees, including:

  • Employee Assistance Program (EAP): MSU employees or retirees and their benefits-eligible dependents have access to the EAP, which provides confidential counseling at no cost. To best fit your schedule, EAP offers both virtual and in-person appointments. 
  • Spartan Resilience Educational Webinars: These webinars transform counseling-based skill-building into accessible media formats. These offerings integrate resilience education into the everyday living, learning, and working spaces of the Spartan community.
  • Move More @ Work: An ongoing campaign facilitated by University Health and Wellbeing’s Health Promotion and Engagement office. Browse offerings, learn more about on-campus opportunities, and get moving more at work! 
  • Worklife Wellbeing: Check out the Worklife Wellbeing seminar options to see what you might want to learn more about.
  • Mindful State: An emerging university-wide, collaborative initiative to help Spartans learn the benefits of mindfulness and access resources to develop or strengthen their mindfulness practices.

elevateU Online Learning Platform: Free, self-paced resources including short videos, online courses, and books around a wide variety of topics. Highlighted topics include: 

HR’s Organization and Professional Development (OPD) Courses: Instructor-led courses offered by the friendly and knowledgeable OPD team. Course dates and times are updated throughout the year, so be sure to check back soon for updated course dates/times! Highlighted courses include (new dates/times coming soon):

Opening Image Credit: Centre for Aging Better Age-Positive Image Library. 

Dry erase board saying "Hello, my pronouns are"

International Pronouns Day

Published on by MSU Human ResourcesLeave a comment

This article was written in partnership with the Office for Inclusive Excellence and Impact. 

We celebrated International Pronouns Day this month! Using the correct pronouns respects each other’s identity and fosters inclusivity. Pronouns are used every day to communicate with one another in and out of the workplace, and often they are assigned based on preconceived perceptions. By educating about personal pronouns, we promote understanding and celebrate everyone’s intersecting identities. 

What is International Pronouns Day?  

International Pronouns Day seeks to make respecting, sharing, and educating about personal pronouns commonplace. This day raises the MSU community’s awareness to be gender inclusive and reminds us of the basic human dignity of appreciating and celebrating everyone’s multiple identities. As we explore the significance of this day, learn about how MSU is implementing changes to promote inclusivity to create a beneficial environment for all.

How can I contribute to a gender-inclusive environment?  

  • Be mindful of all sex, social gender, or gender identities and avoid perpetuating gender stereotypes.  
  • Voluntarily share your pronouns when introducing yourself to people or during meetings.  
  • Practice using a person’s pronouns when speaking or writing about them. 
  • You can include pronouns in your email signature or other digital communications.  

The MSU Gender and Sexuality Campus Center (GSCC) is here to provide you with answers to any questions you may have and with resources you may need! The center provides educational programs and resources to make MSU a more inclusive space for students, staff, and faculty. Learn more about the Gender and Sexuality Campus Center’s educational resources.  

What action is the university taking to advance gender inclusion?  

At MSU, we are committed to ensuring your identity is accurately represented and respected throughout our campus community, while maintaining privacy. Additionally, the Office for Inclusive Excellence and Impact, along with the Office of the Executive Vice President for Administration, has launched the self-service MySpartanIdentity Portal, allowing MSU community members to voluntarily manage their chosen identity information in compliance with university policies. 

Are there resources to explore this further?  

  • Learn more about pronouns, FAQs, and additional resources  
  • Glossary of definitions for gender and sexuality terms  
  • Resources for faculty, staff, and TAs.  

We look forward to continuing our work – together – to foster a culture that C.A.R.E.S (communication, appreciation, respect, empathy, and sensitivity).