Social Media and HRD: Happy 15th Anniversary HRDR!

As a child, I loved getting mail from pen pals, summer camp friends, and relatives. As an adult, one of my favorite things to get in the mail is hard copies of academic journals I subscribe to, specifically Human Resource Development Review (HRDR).

HRDR is the conceptual and theoretical backbone of the Academy of HRD suite of journals. They publish exploratory conceptual models, integrative literature reviews, and papers on the construction of new theories in the field of HRD.

Thanks to HRDR, I had the honor of being the recipient of the “Think Theory, Think Social, Think HRDR” social media contest in 2016. I won the award by posting to various social media outlets during the 2016 AHRD Conference in Jacksonville and actively engaging with others about the conference, presentations, and HRD. This award allowed me to attend this year’s conference in San Antonio and build on the knowledge and relationships I started the year before.


Faculty and students from the George Washington University at the 2017 AHRD Conference

This year, I attended compelling presentations about global leadership, work-related flow in organizations, and human performance technology. I am inspired by the “relationships and rigor” I encountered in sessions, during breaks, and even after the day’s activities concluded. Being on Twitter also helped me spot our keynote speaker, Jennifer Brown, and introduce myself the evening before her talk.


Jennifer Brown’s Keynote Address

I encourage everyone, to the extent they are comfortable, to engage with the Academy and our journals over social media. Now, Human Resource Development International (HRDI) and Human Resource Development Quarterly (HRDQ) have joined HRDR on Twitter and post often about articles and events related to HRD and the Academy. Scholars and practitioners in our field such as Valerie Anderson, Jon Werner, Sarah Minnis, and Robert Yawson also often post about their diverse interests. HRDR is particularly good at posting “most-cited” articles from years past and articles that relate to current events.

There is no replacement for the experience of sitting at a scholarly conference presentation or engaging face-to-face with a colleague. That being said, connecting with people and content related to HRD and the Academy over social media has enriched my experience as a budding scholar in HRD, and I am grateful to HRDR for their leadership.

Happy 15th Anniversary, HRDR!

Controversies That Shaped the Field of Human Resource Development

The title of this post comes from a recent article by Darlene Russ-Eft at in the Association for Human Resource Development‘s (AHRD) journal Advances in Developing Human Resources, or “Advances” for short. I thought it was worth reflecting on the controversies that shaped the field of HRD because they tend to resurface throughout my reading and writing in the field. (As an aside, this issue of Advances as a whole serves as an excellent introduction to AHRD and the academic field of HRD.)

One controversy I want to bring attention to from Dr. Russ-Eft’s article is the nature of HRD. The topic of “What HRD Is, Now and Future” was discussed in the town hall forums of the AHRD conferences in 1995, 2002, 2003, 2008, and 2012 but seems to arise persistently in all kinds of articles, presentations, and books related to HRD. What does HRD mean? Is HRD the best title for this field? How should we go about thinking about and researching HRD?

At the George Washington University (GWU), the doctoral program is called Human and Organizational Learning. The main campus program emphasizes the three pillars of adult learning, organizational change, and leadership development. The Ashburn campus adds the fourth pillar of culture to the mix, while the main campus sees culture embedded in all three pillars. And the master’s program at GWU recently changed its name from HRD to Organizational Leadership and Learning.

I will not redo the efforts of Dr. Russ-Eft to summarize this controversy but I will offer a perspective on defining HRD based on the 2016 AHRD International Research Conference in Asia and Mena held in Ifrane, Morocco in October.


2016 AHRD International Conference in Asia and Mena. Photo: Dollaya Hemmapattawe

While many definitions abound in our field – and scholars like Dr. Monica Lee (2001) even argue against defining the field in general – a commonly cited definition is McLean & McLean’s (2001). They write,

“Human resource development is any process or activity that, either initially or over the long term, has the potential to develop adults’ work-based knowledge, expertise, productivity and satisfaction, whether for personal or group/team gain, or for the benefit of an organization, community, nation or, ultimately, the whole of humanity.”

In a paper presented at the 2016 AHRD International Conference in Asia and Mena, Dr. Greg Wang and colleagues reviewed existing definitions and theorized a comprehensive definition. This paper by Dr. Wang and colleagues is in press with Personnel Review (I’ve checked the journal multiple times and haven’t seen it published yet but it should be out soon). Until then, there is a draft available through Google Scholar.

Dr. Wang spoke passionately in his presentation refuting McLean and McLean’s (2001) definition and Lee (2001) not wanting to define HRD. Their paper proposed the following definition:

“Human resource development is a mechanism in shaping individual and group values and beliefs and skilling through learning-related activities to support the performance of the host-system.”

A couple interesting points: Wang et al. (in press) capture the “critical attributes” or “cores” of HRD, which they see as the idea of shaping, skilling, and host-system. Shaping refers to a sort of acculturation to the values of the host-system; skilling refers to the process of “learning/unlearning and tooling/retooling” by the host-system; and, the host-system itself refers to the organization, country, or even family that uses HRD for its decided purpose.

I will leave it up to you to read the paper judge whether you endorse their analysis.  Either way, I think this is a valuable contribution to the conversation (or controversy) and should be read in introductory courses and textbooks alongside the perspectives of Lee (2001), McLean and McLean (2001), and others.

From my standpoint, I appreciate its simplicity in describing what may be the bare-bones or “cores” of HRD. At the same time, this act of boiling down HRD to basic attributes makes me wonder about its usefulness in understanding the complexities and ever-evolving nature of those processes.

Movement is life. Running my first 50-miler.

December 19, 2016

This year I went from playing frisbee a couple times a week to running a 5o-mile race. Here’s the story along with a few reflections on the keys to discovering a love of running.

In January, I somewhat precariously decided to run a marathon as my New Year’s resolution. Knowing full well that resolutions of this kind rarely materialize, I thought now was as good a time as any to accomplish this goal. Little did I know that in that year I would end up running two marathons, two 50km races, and one 50-mile race.

I played ultimate frisbee in a league here in D.C. so I was in decent shape but couldn’t remember the last time I went out for a run. I hated running for the sake of running and preferred running as the byproduct of playing a sport like Ultimate.

IMG_1936.JPGA few weeks into January, my New Year’s resolution was beginning to fade into a fleeting desire. Then, my housemate mentioned he might be interested in running a marathon and we decided to train together. We did almost every single one of our training runs together. On May 1, his 27th birthday, we “put 26 behind us” and ran the Pittsburgh Marathon at the slow but steady time of 4:47.

During training, I picked up a dusty book about running that had been on my shelf for quite some time and decided to read it for some extra motivation. The book was Ultramarathon Man by Dean Karnazes. For those of you who know me, when I get into something, I can become engrossed in it. I went on to read Scott Jurek’s book Eat and Run and Rich Roll’s Finding Ultra. I gobbled up another half dozen books along with blogs, podcasts, and youtube videos about running. I transitioned to trails and ultrarunning, and on June 25 I ran my first 50km race: Hell Hath No Hurry.

One of the books I read was Relentless Forward Progress by Bryon Powell, which has training plans for ultras and I decided to use one to train for a 50-miler. While I hadn’t run much in the last 10 years, I was able to tap into the miles I ran in high school in track and cross-country. I began my training in Thailand and Myanmar in early July for the JFK 50-miler.

Then, just before my Comprehensive Exams for my doctoral program I ran the JFK 50-miler with a time of 9:47. Since then, I’ve taken the last month easy so my body can recover from a year of running, but I’ve already begun planning for next year with the Pittsburgh Marathon and the Oil Creek 100km race on my schedule for 2017. Anyone want to join me?

When I think back on it, the keys to discovering a love of running have been the following: IMG_0680.jpg

  • Having a training partner to help keep me accountable in the early days. Also great for conversations. Thanks, Trey!
  • Having a couple specific goal races in mind. What am I shooting for?
  • Learning about running. Reading books/blogs, listening to podcasts, watching videos.
  • Finding good shoes. I’m sure my housemates wouldn’t let me get by without adding something about shoes because I have tried a lot over this year, but the point is that finding a good pair of shoes that you enjoy running in is vital. For me, it’s the Altra Superiors and the Nike Terra Kiger 3s.
  • Running on trails. This is the biggest one for me. Nature, ups and downs, twists and turns–trails turn running into an adventure in the woods.
  • No headphones. This one is definitely not for everyone but I love being out alone in nature and becoming more mindful of my existence. I am able to connect with my body and my surroundings.

I am learning a lot from running. Here are two small lessons: Be outrageously patient. Above all, it seems, running takes patience. This was my mantra in my 50-mile race. I said it over and over. Patience has become a great source of joy for me. Movement is life. I heard this idea in a video of Bernd Heinrich on “Why We Run.” This idea has come to make a lot of sense the more I run. In many ways I agree that movement is life, and running is a wonderful way to move. Check it out:



Article Critique: Human Capital and Rates of Return: Brilliant Ideas or Ideological Dead Ends?

November 11, 2016

One of my professional memberships is to the Comparative and International Education Society (CIES), which publishes the Comparative Education Review journal. My interest in CIES stems from my research on higher education in Thailand and Southeast Asia. While international and comparative education is not directly related to my interests in human and organizational learning, I found this article to be more than relevant.

Klees, S. J. (2016). Human capital and rates of return: Brilliant ideas or ideological dead ends? Comparative Education Review60(4), 644-672.

Human capital theory and rate of return methodology have long been a dominant framework in comparative and international education and other fields. While there have been criticisms since its inception, it has been ubiquitous and widely accepted as an important mechanism for educational planning, evaluation, and policy making. In this article, I raise fundamental questions about the internal logic of this framework. In particular, I examine the problems with its two strands of empirical work, dealing with the impact of education on income and economic growth, as well as with its conceptual base. In conclusion, I briefly examine some alternatives to using a human capital framework for educational planning, evaluation, and policy making.

Klees, who was trained at Stanford and is currently at the University of Maryland, brings a voice that is nothing short of subversive to the widely accepted neoliberal paradigm on the value of education. He does a fine job setting up the arguments for the human capital approach that began with the likes of Becker and Schultz. He recognizes that the human capital approach played an important role in expanding access to education around the globe. However, Klees speaks to some of the chinks in the chain of the human capital approach summed up here as, “the meaninglessness of economists’ concept of efficiency, the fact that earnings do not reflect productivity, the fact that earnings are at best a partial measure of the benefits of education, and our inability to even get accurate estimates of the effects of education on earnings – taken together imply that the main empirical application of HCT [human capital theory], that is calculating the RORs [rates of return] to education, is fatally flawed” (p. 653-654).

This article functions as an indictment of the highly quantitative driven mentality that glosses over its own deficiencies that are now too glaring to ignore. For example, at one point Klees discusses the widespread use of regression to predict the value of education and how it fails to meet the assumptions necessary for regression analysis to be useful, i.e. that “all variables are included, measured correctly, and their functional interrelationships accurately specified” (Klees, 2016, p. 652). This can’t possibly be done well when considering the value of education in society.

Klees (2016) goes on to discuss the failure of connecting education directly to GNP and the conceptual failure of the human capital approach to capture the value of education outside of work.

He then discusses three alternatives: a human rights approach, which, let’s be honest, is not a friend to our economist friends; a human agency approach, which refers to the ability of people and groups to work towards change through social movements; and, the human capabilities approach. The last of these has been most appealing to me personally since reading Amartya Sen and Martha Nussbaum. To quote Nussbaum (2013), “The Capabilities Approach can be provisionally defined as an approach to comparative quality-of-life assessment and to theorizing about basic social justice…[it] is concerned with entrenched social injustice and inequality, equality, especially capability failures that are the result of discrimination nation or marginalization. It ascribes an urgent task to government and public policy-namely, to improve the quality of life for all people, as defined by their capabilities.” I think this approach is a strong contender for a replacement to HCT.

This article brings up a lot of philosophical arguments that I am sure my neoliberal friends will immediately want to repudiate. We would be wise to remember that Thomas Kuhn in his classic book on the structure of scientific revolutions points out that all paradigm shifts in science begin with subversive ideas to the norm. This, I believe, falls into that category, and it is my hope that we are on the path towards a paradigm shift in our understanding of the value of education in society.


Conference: Asia-MENA AHRD Conference 2016

8 November 2016

This weekend I returned from nine days in Morocco for the 2016 AHRD Conference in Asia and MENA. The conference itself was November 2-4 in Ifrane, Morocco, which is known as the Switzerland of Morocco. In the picture above (courtesy of Dollaya Hemmapattawe who is far left in the picture), a group of us with Thai connections (including Gary McLean who teaches often at NIDA in Bangkok) got together for a photo.

My adviser at the George Washington University (GWU), Dr. Maria Cseh, was the opening keynote speaker, so I was especially proud to be there. The conference was small with fewer than 100 people attending and about 40 participants, but I found the intimate setting relaxing, fun, and full of community. The downside, of course, was several of the presentations I wanted to attend were during my session on Thursday morning.


Photo courtesy of Dollaya Hemmapattawe

I presented a paper with Dollaya and Dr. Cseh on “Corporate Universities and Corporation-University Partnerships in Thailand: Complimenting Education in Learning, Leadership, and Change.” We looked at all the corporate universities in Thailand (quite a few have popped up in the last 10 years) as well as the partnership programs that many corporations are creating with universities. We then analyzed two programs in-depth, looking at how they incorporate elements of learning, leadership, and change, which are the pillars of human resource development (HRD). Based on our investigation, I believe corporate universities are complimenting traditional higher education in Thailand in important ways, although there are risks to quality.


Photo courtesy of Dollaya Hemmapattawe

Before the conference, I was fortunate to spend a few days in Fes, Morocco (about one hour from Ifrane. Morocco is a beautiful country with rich culture, and Fes is the perfect city to demonstrate that. I had a few big projects due during that time, including a book chapter on teacher education in Thailand, so when I wasn’t touring the medina (old city), I was writing and editing. Here is the view from the roof of my riad:

img_0353A riad is a traditional Moroccan  house in the old city. Riads have massive sunroofs that allow the sun to shine in the interior of the house. All the rooms face this open interior, which makes for a cozy place to spend time and enjoy coffee, fruit, and breads.

I hope to return to Morocco sometime with Khai so we can explore the Sahara and other parts of Morocco, like Marrakesh, which I didn’t have the chance to explore this time around. Wishing you all the best! Now, time to vote.



Article Critique: Learning to Lead: Foundations of Emerging Leader Identity Development

October 15, 2016

Yeager, K. L., & Callahan, J. L. (2016). Learning to lead: Foundations of emerging leader identity development. Advances in Developing Human Resources, 1523422316645510.

The Problem: Organizations face several challenges that stand poised to place a significant strain on the availability of qualified leaders. Flatter organization structures, the use of more teams, and impending retirements of the Baby Boomer generation mean that the field of human resource development (HRD) must be prepared to help organizations develop the next generation of leaders. Scholars and practitioners must ensure that leader development initiatives will effectively prepare the forthcoming leaders from among young adults.

The Solution: The focus of this study was to develop an understanding of how leadership experiences shape leader identity development. We offer a model that explains the dynamic, interactive process of leader identity development. Specifically, this model identifies the importance of relationships, leading by example, authenticity, and the motivation to lead for young adults.

The Stakeholders: HRD scholars and practitioners may use the findings in this study to target developmental initiatives for future leaders.

Yesterday, I spent time with Dr. Nisha Manikoth at George Washington University in the campus community center. She mentioned the importance of reflecting on learning and communicating that learning to others in accessible ways. Unfortunately (or fortunately), a small percentage of people read academic journal articles. In some ways, it’s up to those invested enough to spend time reading those articles to share compelling findings with others in our communities. This is what I’m trying–somewhat feebly–to do in these article critique blog posts.

Advances in Developing Human Resources, or Advances for short, is one of the four refereed research journals sponsored by the Academy of Human Resource Development (AHRD). This article was written by Katherine Yeager and Jamie Callahan, the latter of whom I met in Ireland at the UFHRD conference in 2015 and have since gotten to know better, which made me excited to read this article.

On to the article!

In this day and age, many employers expect candidates to have certain leadership qualities before entering the workforce. This reality inspired the researchers to look at young leaders (aged 18-20) to find out what kinds of experiences these young leaders had and how those experiences influenced their identities as leaders. This is a phenomenological study, which is a fancy way of saying that they conducted in-depth interviews to learn more about the lived experiences of the participants. They used a technique  (Seidman, 2006) of conducting three interviews with each participant to build rapport with the participants and really dive deeply into their experiences. I thought this technique was particularly justified considering the study.

What did they find?

The researchers found the experiences that most affected these young leaders’ identities were “developing relationships with others, leading by example, developing leader authenticity, and being motivated to lead” (p. 289).  The researchers created a nice model and expounded on these themes but I thought I would share what I found particularly interesting.

Firstly, young leaders learn to lead by observing the example of leaders in their communities. As they begin integrating these leadership qualities in their lives, the young leaders begin feeling like leaders and in turn are treated as leaders by others. It sounds obvious, but having relationships with leaders and emulating them leads to leader identity development.

They also found that leader authenticity was important to developing leader identity. The young leaders associated “integrity and character” with what it means to be a leader. The more they embodied those characteristics, the more their own identity as leaders emerged. The fact that we associate integrity and character with leadership may just be a cultural construction, but it’s my hunch that these qualities transcend culture in many ways. Think about the importance of integrity and character for developing relationships, trust, and cooperation all of which have been vital for the development and survival of our species.

There are many more interesting discussion points that emerge from this article, and I truly enjoyed reading it. I also thought it was interesting in that it looked at 18-20 year-olds since most HRD literature consists of older adults in the workforce. I wonder, as HRD continues to expand, if more leadership research will extend into earlier years of life.


Rest in peace, King Bhumibol

October 13, 2016

I woke up to the sad news of the death of His Majesty King Bhumibol Adulyadej of Thailand. I put my Thai flag in the front of my house to share with others our grief for his passing and to express my appreciation for his service to a country I love so deeply. I wanted to share a few words of gratitude for his life and work as well as a few quotes of his I have found inspirational for my work in education and human development.


Pictures and newspaper clippings at Auburn Hospital.

When I lived in Cambridge, I made a point to visit the place of his birth at Mt. Auburn Hospital. It was wonderful seeing his picture with newspaper clippings hung proudly in the hospital hallway.

It is impossible to overstate his impact on the lives of Thai people and the country as a whole. Many of the things I love about Thailand are linked to his work.

I wanted to share some of his own words about education and human development that have influenced my thinking.

First, here are some words about the importance of developing human potential and harmony: “Education means guiding and promoting persons to progress in learning, thinking, and performing according to their own ability. The ultimate aim should be for each individual to be able to make the best use of his or her potential, to benefit oneself and others in harmony and without conflict or harassment.”

Here are some of my favorite words of his that reflect the importance and power of lifelong learning: “Education concerns everyone, and not for a particular period, as a direct duty for a period. It is not so. From birth, one starts to learn. Growing up, one has to learn, up to higher education, as you are pursuing. We call it Udom Sueksa – full or complete education. But once you leave this institution and start working, you have to continue studying. Or you would not survive. Even those with doctoral degrees have to study further. Education is endless.”

He was a thoughtful, considerate, and brilliant man. If you want to read more, I encourage you to check out “King Bhumibol and His Enlightened Approach to Teaching.” I also recommend this biography: King Bhumibol Adulyadej: A Life’s Work.

During this time of mourning I am thinking of all my friends in Thailand. I wish you all peace and wisdom.

Rest in peace, King Bhimbol. Thank you for your service to Thailand.


A picture of Khai and me with King Bhumibol’s photo in the background

In the News: Cultivating Time

October 3, 2016

While not exactly “in the news,” I subscribe to Jennifer Garvey Berger‘s Cultivating Leadership blog and woke up this morning to see her new post on Cultivating Time.

A note of background, Berger is a leadership development adviser and coach who I met when she guest lectured in Bob Kegan’s Adult Development course at Harvard in 2012. At the time, her book Changing on the Job had just come out and was required reading for Kegan’s course. Berger was a student of Kegan before that and has integrated Constructive Developmental Theory into her life and work as a leadership and change consultant. She has a new book – Simple Habits for Complex Times: Powerful Practices for Leaders – but it has yet to move from my Amazon Cart.

Berger’s recent post on Cultivating Time discusses how we experience time and the difference between being linearly-time poor and experientially time-rich. With regard to Mihaly Csiksgentmihalyi’s concept of flow she writes, “many leadership theorists talk about the particular form of presence that best allows leadership to emerge—a full-bodied attention, a balcony perspective on what’s going on, a careful attentiveness to the present system and its behavior out of which a new and better future can be cultivated.” In this post, Berger encourages her readers to focus on cultivating presence and mindfulness with regards to our experiences so that we can become experientially time-rich.

She concludes by writing, “Poets and psychologists can write all they want about how life is short and we have to seize the day, but it is up to each of us to shift our relationship to our own time on the planet…I will fail at this, of course, in big and small ways each day, but I will be grateful nonetheless for the opportunity each dawn gives me to start again to be increasingly present in my life, so that it is not a rushed blur but an ever-changing painting of colorful moments of deep connection, each point on the page giving form and depth to the pointillist landscape of my life.”

How powerful is that last line. I love the image of making our lives “an ever-changing painting of colorful moments of deep connection.”

Berger’s work aligns well with my personal and professional interests in leadership, adult learning, and organizational change. I think anyone interested in Human Resource Development would be enriched by her work. I know I have.


Article Critique: Social Competence in Small Firms–Fostering Workplace Learning and Performance

October 1, 2016

Lans, T., Verhees, F., & Verstegen, J. (2016). Social competence in small firms–Fostering workplace learning and performance. Human Resource Development Quarterly, 27(3), 321-348.

Abstract: While it is widely accepted that social networks are key to small-firm success, detailed studies on the specific contribution of owner-managers’ social competence to learning and performance are scarce. In this article, the importance of owner-managers’ social competence was explored in a specific, innovative small-firm sector in the Netherlands: the agri-food sector. This was done by means of a qualitative (n = 13) and quantitative (n = 556) study. In the qualitative study, the two social competence domains most frequently cited and employed in entrepreneurial workplace learning practices were a social learning orientation and the ability to interact with strategic social partners. The quantitative study illustrated that social competence, overall, influences small-firm performance significantly. However, the relationships between social competence and small-firm performance seem to depend on the specific strategies that owner-managers pursue. In particular, this research supports the idea of social competence being an important driver of success for specific small-firm strategies and for the ongoing development of existing and new capabilities. As such, it underlines the importance of the capability-driven approach to HRD in the small-firm context. This, in turn, has implications for small-firm support programs.

My last blog post talked about the importance of being good consumers of research, and since I believe being a good consumer of research is mostly a skill that takes practice and refinement, here are some thoughts on this recent article from Human Resource Development Quarterly (HRDQ). I am doctoral student and aspiring academic in the field of HRD so I use the word “critique” lightly. Here are a few things I liked and some questions I have.

This article drew from two studies, one qualitative and one quantitative, to answer the research question. They did a good job of outlining the studies separately in the article but bringing them together in the discussion, limitations, and conclusion. The mixed-methods nature of this article made it particularly compelling.

In justifying the population for the study (Dutch agri-food sector), the authors did a great job of pointing out how the Netherlands is the “third-largest exporter of agricultural products in the world” and how there are “approximately 65,000 small firms that operate in the Netherlands under highly comparable conditions in terms of climate, laws and regulations, financial institutions, markets, and availability of labor and technology” (p. 323). This perfectly sets up the research question of “What is the specific influence of owner-managers’ social competence on small-firm workplace learning and performance in a clearly defined sector?” (p. 323). By the time I read this, I was impressed with how much the authors convinced me that the Dutch agri-food sector was not only a good population to answer the research question but the perfect context to conduct this study. This is a good reminder for me in future studies: justify the population and context of a study so well that readers think it is the best possible context imaginable.

One question I have regards the construct of social competence itself. The authors used the term social competence despite admitting “the subject of social dysfunction in early childhood dominates existing studies of social competence” (p. 322). This makes me wonder if social competence is the best construct considering the limited number of studies using social competence in the context of small-firms or HRD. That being said, there are a few studies that use social competence in this context and I liked the discussion later on the emergence of social competence from social capital theory.

Regarding the qualitative study, the researchers utilized critical incident technique (CIT) to shape the interviews and data, which makes sense in this study but I wonder if using CIT kept the researchers from understanding other parts of the story by going in more depth and with a more open-ended mindset. CIT ends up feeling more quantitative or post-positivist instead of what I think of when I think of the power of qualitative interviews.

In sum, I thought the conclusion of the paper was fascinating, i.e. that social competence of owner-managers influences learning and performance in these small firms. I agree with the authors’ recommendation of doing similar studies in different contexts and that social competence should be more of a consideration in small firms and HRD education.

Being Good Consumers of Research

September 24, 2016

If there is one common goal across graduate programs in the social sciences it is for students to become good consumers of research. Unfortunately, when it comes to reading academic articles, it seems like most of us graduate students  read the introduction, skip the methods/discussion/limitations, and go straight for the conclusion. Here are a few tips I think will help us all become better consumers of research.

  1. Read the whole article. This is hard to do when you have seven dense articles to read for your next class, but I don’t think we’ll ever be good consumers of research if we just read the introduction and conclusion. In fact, the more research I read, the less valuable I’ve found those sections. If written well, the article as a whole will give you a better sense of the strength of the analysis as well as highlight any weaknesses. It’s worth the time and struggle.
  2. Be curious. In a given article, there are plenty of rabbit holes that may be worth following. Take a few minutes while reading to look up the occasional reference, theory, instrument, or author that grabs your attention. This will help you make connections in the literature and aid in understanding. It can also be very pleasurable to look something up in Google Scholar and see what comes out of it. I’ve found some great papers and scholars this way that I likely wouldn’t have found otherwise.
  3. Take methods courses. The quality of any research paper is predicated on the quality of research methodology in answering the research question. Methods courses can be time-consuming, especially when you only have so many electives in a particular program but in my experience they have enriched my academic learning. Without at least a minimal understanding of research methodology, it is very hard to be a good consumer of research.That being said, methods courses aren’t the only place to learn these skills. Reviewing methodology and critiquing articles should be embedded in all academic courses.
  4. Read and critique journal articles that interest you. This is something I’ve stumbled into and would like to incorporate more in my blog. I get the hard copy of my favorite journals delivered to my house because I like to sit down and read them for pleasure on a lazy Saturday like today. With pencil in hand, I underline things I find compelling, questions I have, and things I want to come back to. Of course, this only works if it’s something I do because I want to do it instead of because I think I should, so I encourage you to find articles and journals that you would read for pleasure.
  5. Email the author(s) if you have a question. I have about a 33% response rate to blind emails I send out to scholars about their articles but it’s something that helps me stay engaged. I’ve found that authors are more responsive if I keep my emails short, include my question/comment up front, and mention any mutual connections I may have with the author or content. Putting a face (or in this case an email) to the name can help humanize scholars, and for a social person like me, it’s just more fun. My favorite thing at conferences is meeting scholars in person whose papers I’ve read and enjoyed.

I’m sure this list could go on, and I may have strayed somewhat from the original purpose of this blog post. Still, I hope you’ve enjoyed! Now, I’m off to critique an article I just read.

All the best,


(Featured image is of Gelman Library at the George Washington University by Dollaya Hemmapattawe)

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