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Wrong Sheila Curran?

Sheila J. Curran

Executive Director

Duke University

HQ Phone:  (919) 660-7700

Direct Phone: (919) ***-****direct phone

Email: s***@***.edu

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Duke University

100 Fuqua Drive Box 90120

Durham, North Carolina,27708

United States

Company Description

Duke University Medical Center News Office is a full-service news office available 24 hours a day, every day, to respond to inquiries from the media. We are dedicated to quickly respond to media requests and encourage you to call our office if you have questio... more

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Background Information

Employment History

President

Curran Career Consulting


Director of Career Services

Brown University


Chief Executive Officer and Chief Strategy Consultant

Curran Consulting Group


Assistant Vice President

Denison University


Writer and Contributor

MONEY-fax.com


Massachusetts Institute of Technology


Affiliations

Experience Inc

Board Member


Scholastic Recruits Inc

Member of Advisory Board


Eduventures Inc

Senior Advisor


Dartmouth College

Member


Taft Avenue Daycare Center

Founder


Staff Development Day

Founder


Cambridge-MIT Institute

Educational Advisor


Education

Qualification School


SSC Mother's School


spring

Princeton


value education

Philosophy Maharaja Sayajirao University


B.A.

Philosophy

HSC Mother's School


BA

English & American Literature

Brown University


BA with honors

Human Resources

Durham University


Cambridge , MA

Interactive Technology

Harvard University


MBA


PhD

Education Policy

University of Chicago


graduate degree

Education

London University


Web References(180 Total References)


Higher Education Archives - Curran Consulting Group

curranconsultinggroup.com [cached]

/0 Comments/in Career Trends, Higher Education/by Sheila Curran
/0 Comments/in Career Transformation, Career Trends, Higher Education, New Grads/by Sheila Curran /0 Comments/in Higher Education, Uncategorized/by Sheila Curran /0 Comments/in Higher Education, Job Search, Uncategorized/by Sheila Curran /0 Comments/in Higher Education, Job Search, Professionals/by Sheila Curran On January 7, 2014, from 11:30-12:30pm EST, Sheila Curran will present the opening keynote address for the InternBridge Career Services Online Conference: Career Deceptions:How We Are Failing Our College Grads, and What We Must Do About It. Use code word Curran for a 10% discount through the link www.internbridgecsc.com The brief presentation will be followed by an extensive discussion with the online audience. Information gathered by Sheila J. Curran, March, 2009, revised July, 2012 Source: Five Year Out Alumni Survey, Class of 2001, Duke University, March, 2007 (commissioned by Sheila Curran) /0 Comments/in Higher Education, Liberal Arts/by Sheila Curran Sheila Curran is a professional coach, specializing in academia. She holds the highest qualification in human resources, the SPHR, and is the former executive director of the Duke University Career Center. She held a similar position at Brown University before starting Curran Career Consulting in 2008. She can be contacted at curranoncareers@gmail.com. CONTACT: Sheila Curran (919) 599 6207 Sheila.curran@curranoncareers.com NEWS TIP: AS THE UNEMPLOYMENT RATE FOR COLLEGE GRADS DOUBLES, HIGHER EDUCATION NEEDS TO PAY MORE ATTENTION TO CAREER SERVICES Sheila Curran, a career strategy expert, who has directed career centers at Duke University and Brown University, believes the time has come to think creatively about linking college to career. She recommends an institution-wide approach to securing graduate success that takes full advantage of alumni and parents as career resources. Says Curran, "Exceptional career services can be a key asset that helps colleges and universities to differentiate themselves from their peers." In this slideshow, presented for the Boston College Career Summit on June 24, 2009, Sheila Curran makes the case that career services offices can be an extraordinary strategic advantage to their institutions, but only if they embrace change. Visitors to this site are invited to view and listen to the webinar slides and discussion on Revolutionizing Career Services: Meeting the Needs of Today's Students and Alumni, presented by Sheila Curran, and Laura Boothroyd, Managing Director of Consulting Services at Eduventures. In this article, Sheila Curran, President of Curran Career Consulting, and Steve Goldenberg, CEO of Interfolio, share a candid and provocative discussion on the future of career services in colleges and universities. Sheila: That's an interesting question, because in all the articles I've read about the impact of the economy on graduate hiring, I have only once seen reference to worried students flocking to career services. Sheila: Probably the first reason is that many fall career fairs-and even some held in the winter-were full. To students, employers at career fairs means available jobs. Sheila: Absolutely, but they'll need a completely different approach. Sheila: Actually, I'm calling for a revolution in the way business is done in career services. Sheila: Absolutely. Here's why. Sheila: It's possible, but it's not easy. Sheila: You're absolutely right. Sheila: You probably provide the best example, Steve. Sheila: In my new model, the careers office would still have just as many staff; they'd just be working on different tasks. So I'd say this to the career director: If your credentials person is a great performer, re-train her for one of the new roles. Sheila: Any good public relations firm will advise that when you have bad news, you need to talk about it before it hits the media. Sheila: No, although it's certainly essential to address the current needs of the class of 2009. Sheila: Yes, but the proactive approach must go way beyond setting expectations about how a student can get from college to a career they love. Sheila: Absolutely. Sheila: It means we recognize that the careers world is constantly changing, and that we need to adapt with it. Sheila: You're right. Sheila: The connection between a liberal arts degree and a career is definitely much less obvious when the subject matter of that degree is not the content of a person's career. Sheila: I start from a very strong viewpoint that most Careers offices can't get there from here. Sheila: I'm talking about mission "scope creep". Sheila: Absolutely, but the reality is that's not going to happen in this economy-unless, of course, you happen to be in a business school that wants to increase its standing in the rankings. Sheila: The key is that the Career Community would be made up of individuals with whom Careers staff already have, or are prepared to build, a relationship. Sheila: You're right, but it's worth shifting some staff responsibilities, or eliminating less useful programs, in order to facilitate relationships with volunteers and expand Careers staff knowledge. Sheila: Since the Career Community members would be volunteers, the only financial outlay would be for training and appreciation events. Sheila: You're right, but in a recent poll I conducted, almost two thirds of Alumni and Careers offices claimed to collaborate only occasionally or rarely. Sheila: The Careers office of the future needs to be a key player on the institutional stage. Sheila: The short answer is "no". Over the past thirty years, careers have changed out of all recognition and parental demands for an economic value to their tuition investment have increased to a fever pitch. Written for the First National Career Summit, hosted by Sheila Curran at Duke University, March, 2006 Appendix A and B are available by emailing Sheila Curran at curranoncareers@gmail.com. Teen Ink asked Duke University Career Center's Sheila J. Curran to give some expert advice. Here's what she had to say: Sheila Curran is the Fannie Mitchell Executive Director of the Duke University Career Center, where she has served as an academic advisor. She is the co-author of a book published in May, 2006, by Ten Speed Press, entitled Smart Moves for Liberal Arts Grads: Finding a Path to Your Perfect Career (www.smartmovesbook.com). Sheila regularly talks to students, parents and alumni about making the most of a college education from a career perspective, and writes a column titled "Curran on Careers" for BusinessWeek.com.


CreativeWell, Inc. 800.743.9182

www.creativewell.com [cached]

- Sheila Curran, Former Executive Director, Duke University Career Center
- Sheila Curran, Former Executive Director, Duke University Career Center - Sheila Curran, Former Executive Director, Duke University Career Center


Unemployment Archives - Curran Consulting Group

curranconsultinggroup.com [cached]

On January 7, 2014, from 11:30-12:30pm EST, Sheila Curran will present the opening keynote address for the InternBridge Career Services Online Conference: Career Deceptions:How We Are Failing Our College Grads, and What We Must Do About It.
Use code word Curran for a 10% discount through the link www.internbridgecsc.com The brief presentation will be followed by an extensive discussion with the online audience. Information gathered by Sheila J. Curran, March, 2009, revised July, 2012 Source: Five Year Out Alumni Survey, Class of 2001, Duke University, March, 2007 (commissioned by Sheila Curran) Sheila Curran is a professional coach, specializing in academia. She holds the highest qualification in human resources, the SPHR, and is the former executive director of the Duke University Career Center. She held a similar position at Brown University before starting Curran Career Consulting in 2008. She can?be contacted at curranoncareers@gmail.com. Sheila Curran, a career strategy expert, who has directed career centers at Duke University and Brown University, believes the time has come to think creatively about linking college to career. She recommends an institution-wide approach to securing graduate success that takes full advantage of alumni and parents as career resources. Says Curran, "Exceptional career services can be a key asset that helps colleges and universities to differentiate themselves from their peers." In this slideshow, presented for the Boston College Career Summit on June 24, 2009, Sheila Curran makes the case that career services offices can be an extraordinary strategic advantage to their institutions, but only if they embrace change. Visitors to this site are invited to view and listen to the webinar slides and discussion on Revolutionizing Career Services: Meeting the Needs of Today's Students and Alumni, presented by Sheila Curran, and Laura Boothroyd, Managing Director of Consulting Services at Eduventures. Sheila Curran talks with Sara Nordhoff of the Forte Foundation in a webinar titled Smart Moves for Your Career: Positioning Yourself for Success in a Down Economy, January 21, 2009. Sheila maintains that success in the job search is all about attitude, focus and strategy. Sheila: Well, Sara, there's no doubt that there are dark clouds on the employment horizon. Sheila: For those unfamiliar with the expression, the elephant in the room refers to something big that's in front of your eyes but no one talks about. Sheila: My strong advice is if you weren't seriously thinking about graduate school before the economy tanked, don't jump on that bandwagon now. Sheila: You're right, but I posed the question to a number of experts outside academia. Sheila: No, MBAs are completely different, because you almost always enter business school with several years of experience. Sheila: They're looking for KSA: Knowledge, skills and abilities. The good hiring manager, who's been trained to interview (which is not always the case), is going to compare the needs of her employer to your qualifications. Sheila: Right, but getting the job is going to require that you ALSO possess three other critical attributes: A great attitude, clear focus, and a well-thought-through job search strategy Sheila: I'm using attitude in the employment context to mean four things: if you want to succeed in this market, you have to be positive, pragmatic, prepared and persistent.


Career Transformation Archives - Curran Consulting Group

curranconsultinggroup.com [cached]

/0 Comments/in Career Transformation, Career Trends, Higher Education, New Grads/by Sheila Curran
Information gathered by Sheila J. Curran, March, 2009, revised July, 2012 Source: Five Year Out Alumni Survey, Class of 2001, Duke University, March, 2007 (commissioned by Sheila Curran) Sheila Curran is a professional coach, specializing in academia. She holds the highest qualification in human resources, the SPHR, and is the former executive director of the Duke University Career Center. She held a similar position at Brown University before starting Curran Career Consulting in 2008. She can?be contacted at curranoncareers@gmail.com. In this slideshow, presented for the Boston College Career Summit on June 24, 2009, Sheila Curran makes the case that career services offices can be an extraordinary strategic advantage to their institutions, but only if they embrace change. Visitors to this site are invited to view and listen to the webinar slides and discussion on Revolutionizing Career Services: Meeting the Needs of Today's Students and Alumni, presented by Sheila Curran, and Laura Boothroyd, Managing Director of Consulting Services at Eduventures. In this article, Sheila Curran, President of Curran Career Consulting, and Steve Goldenberg, CEO of Interfolio, share a candid and provocative discussion on the future of career services in colleges and universities. Sheila: That's an interesting question, because in all the articles I've read about the impact of the economy on graduate hiring, I have only once seen reference to worried students flocking to career services. Sheila: Probably the first reason is that many fall career fairs-and even some held in the winter-were full. To students, employers at career fairs means available jobs. Sheila: Absolutely, but they'll need a completely different approach. Sheila: Actually, I'm calling for a revolution in the way business is done in career services. Sheila: Absolutely. Here's why. Sheila: It's possible, but it's not easy. Sheila: You're absolutely right. Sheila: You probably provide the best example, Steve. Sheila: In my new model, the careers office would still have just as many staff; they'd just be working on different tasks. So I'd say this to the career director: If your credentials person is a great performer, re-train her for one of the new roles. Sheila: Any good public relations firm will advise that when you have bad news, you need to talk about it before it hits the media. Sheila: No, although it's certainly essential to address the current needs of the class of 2009. Sheila: Yes, but the proactive approach must go way beyond setting expectations about how a student can get from college to a career they love. Sheila: Absolutely. Sheila: It means we recognize that the careers world is constantly changing, and that we need to adapt with it. Sheila: You're right. Sheila: The connection between a liberal arts degree and a career is definitely much less obvious when the subject matter of that degree is not the content of a person's career. Sheila: I start from a very strong viewpoint that most Careers offices can't get there from here. Sheila: I'm talking about mission "scope creep". Sheila: Absolutely, but the reality is that's not going to happen in this economy-unless, of course, you happen to be in a business school that wants to increase its standing in the rankings. Sheila: The key is that the Career Community would be made up of individuals with whom Careers staff already have, or are prepared to build, a relationship. It would certainly be helpful to have Community members start providing service on a pilot basis, and it's important that students have the opportunity to rate their advice and assistance.?Steve: I imagine building a Career Community would be very time intensive for staff. Sheila: You're right, but it's worth shifting some staff responsibilities, or eliminating less useful programs, in order to facilitate relationships with volunteers and expand Careers staff knowledge. Sheila: Since the Career Community members would be volunteers, the only financial outlay would be for training and appreciation events. Sheila: You're right, but in a recent poll I conducted, almost two thirds of Alumni and Careers offices claimed to collaborate only occasionally or rarely. Sheila: The Careers office of the future needs to be a key player on the institutional stage. Sheila: The short answer is "no". Over the past thirty years, careers have changed out of all recognition and parental demands for an economic value to their tuition investment have increased to a fever pitch. We can no longer "tweak" an outdated model. It's time for revolution. Revolution in Career Services May 15, 2009 /0 Comments/in Career Transformation, Career Trends/by Sheila Curran In this article, Sheila Curran, President of Curran Career Consulting, and Steve Goldenberg, CEO of Interfolio, share a candid and provocative discussion on the future of career services in colleges and universities. Sheila: That's an interesting question, because in all the articles I've read about the impact of the economy on graduate hiring, I have only once seen reference to worried students flocking to career services. Sheila: Probably the first reason is that many fall career fairs-and even some held in the winter-were full. To students, employers at career fairs means available jobs. Sheila: Absolutely, but they'll need a completely different approach. Sheila: Actually, I'm calling for a revolution in the way business is done in career services. Sheila: Absolutely. Here's why. Sheila: It's possible, but it's not easy. Sheila: You're absolutely right. Sheila: You probably provide the best example, Steve. Sheila: In my new model, the careers office would still have just as many staff; they'd just be working on different tasks. So I'd say this to the career director: If your credentials person is a great performer, re-train her for one of the new roles. Sheila: Any good public relations firm will advise that when you have bad news, you need to talk about it before it hits the media. Sheila: No, although it's certainly essential to address the current needs of the class of 2009. Sheila: Yes, but the proactive approach must go way beyond setting expectations about how a student can get from college to a career they love. Sheila: Absolutely. Sheila: It means we recognize that the careers world is constantly changing, and that we need to adapt with it. Sheila: You're right. Sheila: The connection between a liberal arts degree and a career is definitely much less obvious when the subject matter of that degree is not the content of a person's career. Sheila: I start from a very strong viewpoint that most Careers offices can't get there from here. Sheila: I'm talking about mission "scope creep". Sheila: Absolutely, but the reality is that's not going to happen in this economy-unless, of course, you happen to be in a business school that wants to increase its standing in the rankings. Sheila: The key is that the Career Community would be made up of individuals with whom Careers staff already have, or are prepared to build, a relationship. It would certainly be helpful to have Community members start providing service on a pilot basis, and it's important that students have the opportunity to rate their advice and assistance.?Steve: I imagine building a Career Community would be very time intensive for staff. Sheila: You're right, but it's worth shifting some staff responsibilities, or eliminating less useful programs, in order to facilitate relationships with volunteers and expand Careers staff knowledge. Sheila: Since the Career Community members would be volunteers, the only financial outlay would be for training and appreciation events. Sheila: You're right, but in a recent poll I conducted, almost two thirds of Alumni and Careers offices claimed to collaborate only occasionally or rarely. Sheila: The Careers office of the future needs to be a key player on the institutional stage. Sheila: The short answer is "no". Over the past thirty years, careers have changed out of all recognition and parental demands for an economic value to their tuition investment have increased to a fever pitch.


Higher ED Data Archives - Curran Consulting Group

curranconsultinggroup.com [cached]

On January 7, 2014, from 11:30-12:30pm EST, Sheila Curran will present the opening keynote address for the InternBridge Career Services Online Conference: Career Deceptions:How We Are Failing Our College Grads, and What We Must Do About It.
Use code word Curran for a 10% discount through the link www.internbridgecsc.com The brief presentation will be followed by an extensive discussion with the online audience. Information gathered by Sheila J. Curran, March, 2009, revised July, 2012 Source: Five Year Out Alumni Survey, Class of 2001, Duke University, March, 2007 (commissioned by Sheila Curran) Sheila Curran is a professional coach, specializing in academia. She holds the highest qualification in human resources, the SPHR, and is the former executive director of the Duke University Career Center. She held a similar position at Brown University before starting Curran Career Consulting in 2008. She can?be contacted at curranoncareers@gmail.com. Sheila Curran, a career strategy expert, who has directed career centers at Duke University and Brown University, believes the time has come to think creatively about linking college to career. She recommends an institution-wide approach to securing graduate success that takes full advantage of alumni and parents as career resources. Says Curran, "Exceptional career services can be a key asset that helps colleges and universities to differentiate themselves from their peers." In this slideshow, presented for the Boston College Career Summit on June 24, 2009, Sheila Curran makes the case that career services offices can be an extraordinary strategic advantage to their institutions, but only if they embrace change. Visitors to this site are invited to view and listen to the webinar slides and discussion on Revolutionizing Career Services: Meeting the Needs of Today's Students and Alumni, presented by Sheila Curran, and Laura Boothroyd, Managing Director of Consulting Services at Eduventures. Sheila Curran talks with Sara Nordhoff of the Forte Foundation in a webinar titled Smart Moves for Your Career: Positioning Yourself for Success in a Down Economy, January 21, 2009. Sheila maintains that success in the job search is all about attitude, focus and strategy. Sheila: Well, Sara, there's no doubt that there are dark clouds on the employment horizon. Sheila: For those unfamiliar with the expression, the elephant in the room refers to something big that's in front of your eyes but no one talks about. Sheila: My strong advice is if you weren't seriously thinking about graduate school before the economy tanked, don't jump on that bandwagon now. Sheila: You're right, but I posed the question to a number of experts outside academia. Sheila: No, MBAs are completely different, because you almost always enter business school with several years of experience. Sheila: They're looking for KSA: Knowledge, skills and abilities. The good hiring manager, who's been trained to interview (which is not always the case), is going to compare the needs of her employer to your qualifications. Sheila: Right, but getting the job is going to require that you ALSO possess three other critical attributes: A great attitude, clear focus, and a well-thought-through job search strategy Sheila: I'm using attitude in the employment context to mean four things: if you want to succeed in this market, you have to be positive, pragmatic, prepared and persistent. Sheila: Funnily enough, the first strategy I'd employ is not putting yourself in a position where the chances of rejection are almost 100%. Let me give an example: A student came to work in my careers office, with the clear purpose of getting first access to any available business-related job openings. Sounds like a good idea. Unfortunately, he shot himself in the foot by applying indiscriminately online for any opening. He didn't get a job that way, and when he did hear back from an employer-pretty rare in itself-it was always a rejection. Sheila: I know of instances where students have gotten jobs through sites like Monster or Craig's List, but they tend to be lower level, commission sales, or technology jobs. Sheila: The number one reason is that it can get you a job. Sheila: OK, point #2, you need to have a pragmatic attitude. Sheila: It's certainly true that successful job hunters will spend an enormous amount of time preparing for the job search. Sheila: Yes I do. Sharon comes to mind. She's one of the women profiled in my book, Smart Moves for Liberal Arts Grads. Sharon was a buyer for a major retail chain, but she really wanted a job writing about the fashion industry. Here's where taking graduate classes really was the right decision. Because Sharon knew that she couldn't just move from retail to writing, even if she knew the field about which she wanted to write. So she signed up for an NYU evening journalism class. That was the first smart move. The second was to have her wits about her when she approached a woman on the subway as she was heading to class. She noticed the logo on the woman's jacket was for Newsday, one of New York's biggest papers. Sharon started a conversation about the woman's work, and then told the woman about her interest in getting into the business of writing about fashion. Fast forward, and Sharon got a gig writing online articles about fashion. Of course, she couldn't immediately give up her day job, but this chance meeting gave her the inside track to a new career. Sharon knew what she wanted to do, and she was prepared when luck appeared. Sheila: It's a short (up to thirty seconds) pitch for what you want to do. Sheila: Probably more frequently than you might think.


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