at the College of Charleston North Campus & Lowcountry Graduate Center

Archive for the ‘News & Happenings’

Black Lives Matter

The University of Arizona has put together a great resource guide for discussing Ferguson, which is relevant for discussing the recent North Charleston police officer shooting case.

In this guide, in the section Framing the Issues, the authors suggest several databases which your university probably owns.

Access your library from the links on the right of this page, and check the titles in the alphabetical databases list, or as a title search in the main search box.

Some of the databases suggested include CQ Researcher, GenderWatch, JStor and the African American Experience. All great sources for examining and facilitating discussion.

15 Ways to Conquer Procrastination

It might be too late for this semester, but consider this great infographic to help you conquer your procrastination for next semester.

SOURCE: Entrepreneur,

Infographic, Procrastination Help

New font and dictionary for people with dyslexia

font created for dyslexics


Read more from the source:


Curate Content Visually

What are the most modern tools available to allow learners to sift, skim, and curate content? And to do so in ways that are personalized, flexible, and meet the increasingly visual standards of digital tools?

Seven Cutting Edge Tools To Curate Content 



10 Things You Didn’t Know Your Phone Could Do

source: Yahoo Screen, original from Business Insider



Ebola Resources

Ebola Resources for the Public

The U.S. Government Printing Office’s Catalog of U.S. Government Publications offers access to a variety of Federal Government information resources on Ebola.

A wide range of information from the U.S. Department of Health and Human Services is available, including facts about Ebola; various preparedness checklists for patients, hospitals, and healthcare coalitions; and a handout on “What you Need to Know About Ebola.”

GPO will continue to identify and add related Ebola resources from Federal agencies to the CGP as they become available.

Using Emotional Intelligence to Ace your Interview

A Lowcountry Graduate Center article by
Jannette Finch, MLIS, Librarian, College of Charleston North Campus and Lowcountry Graduate Center and
Charles O. Skipper, PhD, PE, PMP, Colonel, United States Marine Corps (Ret), Chairman, Department of Engineering Leadership and Program Management, The Citadel School of Engineering

Nervous about your interview?

The interview process allows you to show that you have the necessary competencies to perform the job. One typical question often asked is, “Tell me about a time you handled a difficult customer.”

Why do interviewers ask this question? Your answer reflects something about your Emotional Intelligence (EI). By asking this question and others like it, interviewers are using a technique known as “targeted behavioral event interviews” to assess your level of EI. [1]

Many studies assert that EI is essential in the workplace and defines effective leadership. Daniel Goleman, author of the 1995 best seller Emotional Intelligence, comments that, “without it, a person can have the best training in the world, an incisive, analytical mind, and an endless supply of smart ideas, but he still won’t make a great leader.” [2]

The good news is that you, the job candidate, can prepare to answer EI probing questions and can develop and grow the soft skills that define EI. You can train yourself to recognize the moods, emotions, and desires of yourself and your coworkers. You can learn how to manage Emotional Intelligence through self-regulation.

So what is Emotional Intelligence, and how do you reveal that you have it during a crucial job interview?

The seminal definition by Salovey and Mayer is “the subset of social intelligence that involves the ability to monitor one’s own and other’s feelings and emotions, to discriminate among them and to use this information to guide one’s thinking and actions.” [3]

In the Harvard Business Review Blog, Christina Bielaszka-DuVernay writes that although there are “multiple aspects to emotional intelligence, the three competencies below reveal a lot about a candidate.”

1. Self-awareness and self-regulation. The candidate understands their own needs and wishes and how these emotions affect behavior. They regulate their emotions so that any fear, anger, or anxiety they experience doesn’t spread to their colleagues or make them lose control.

2. Reading others and recognizing the impact of personal behavior on them. The candidate has well-developed emotional and social “radar” and can sense how their words and actions influence their colleagues.

3. The ability to learn from mistakes. They acknowledge their mistakes, reflect critically upon them, and learn from them. [4]

Before your interview, search for sample interview questions, learn to recognize what your interviewers are really asking, and then practice your answers. Your answers should be real examples from your life that show you have the self-awareness to read others, the ability to control your own emotional reactions, and that you possess the invaluable ability to learn from your mistakes.

Some great sample interview questions designed to reveal behaviors in competency areas such as collaboration, service orientation, resilience, courage and assertiveness, and many others are found in:

Lynn, A. B. (2008). The EQ Interview : Finding Employees with High Emotional Intelligence. New York: AMACOM/American Management Association.

Good Luck!


[1] Jacobs, R. L. (2001) Using human resource functions to enhance emotional intelligence. In C. Cherniss and D.  Goleman (Eds.), The emotionally intelligent workplace: How to select for, measure, and improve emotional intelligence in individuals, groups, and organizations (159-181). San Francisco: Jossey-Bass.

[2] Goleman, D. (2004). What makes a leader? Harvard Business Review Blog. Retrieved from

[3] Salovey, P. and Mayer, J. (1990). Emotional intelligence. Imagination, Cognition and Personality, 9, 185–211.

[4] Bielaszka-DuVernay, C. (2008). Hiring for emotional intelligence. Harvard Business Review Blog. Retrieved from


Personal Development & Career Exploration

This new non-credit course offered by the College of Charleston Academic Advising and Planning Center provides a focused classroom setting for students who seek:  Personal development – finding your PURPOSE Decision-making assistance for finding the appropriate major

This new non-credit course offered by the College of Charleston Academic Advising and Planning Center provides a focused classroom setting for students who seek:
Personal development – finding your PURPOSE
Decision-making assistance for finding the appropriate major

Yesware-free email tool for Gmail

Yesware is called “email for salespeople,” and tracks all sorts of handy things for you.
An article covering its features here:
Yesware link here

News About Our New Location


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