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Participants will register for the conference as one event. The concurrent sessions have a 300-person capacity, and will be first come, first serve.

Day 1 – Tuesday, May 11, 2021

8:30am – 8:50am
Morning Mindfulness & Wellness
9:00am – 9:30 am
Conference is open, explore site and visit the help desk
9:30am – 9:50am

Welcome CxUF!

Main Stage on the CxUF Conference site

9:50am – 10:15am
Your Conference Group Networking (YCG)
10:15am – 10:25am
10:25am – 11:15am

Let’s tell the real stories of how change happens

Main Stage, Opening Keynote Speaker

Ann Searight Christiano
Director, Center for Public Interest Communications
Clinical Professor, Public Relations Department, College of Journalism and Communications

The stories we tell are the culture we build. Stories that are informed by the science of great narrative are essential to shaping our organizational cultures. By telling inclusive, compelling stories, you can drive positive change in your organization and your community.

11:15am – 11:30am
11:30am – 12:00pm

Networking and Lunch

Meet with Your Conference Group (YCG)

12:00pm – 1:00pm

Concurrent Sessions

Effort Entanglements; The “How’s” and “Why’s” of Clearing Errors and Certifying Records
Chris Mullaney – Effort Analyst II, Cost Analysis

Sponsored ProgramsThis session will provide participants the opportunity to take a focused look at some of the most common errors encountered in the Effort reporting system. We will begin by discussing the various inputs that feed into the effort record and why certification is required. We will walk through practical examples of errors and difficulties routinely encountered in the certification process.

Upon completion of this session, attendees will be able to diagnose, and effectively remedy, errors in the effort system.

Prerequisites: Minimum introductory level understanding of, or exposure to, the Effort Module in PeopleSoft.
Level: Beginner & Intermediate

Managing COVID Testing at UF Health Pathology
Michael Joshi-GuskeDirector of Healthcare Administration, Pathology, Immunology & Laboratory Medicine

LeadershipThis presentation will showcase the tools and processes we used to develop testing, manage supply chains, expand lab operations, and build a network of laboratories to provide excellent service and support for UF Health and UF campuses. We will provide a behind the scenes look at what it took to perform hundreds of thousands of COVID-19 tests, from the laboratory’s perspective.

At the conclusion of this activity, participants will be able to identify the key aspects of UF Health’s lab response from the early days of COVID testing through the Spring Semester surge testing. Follow the journey from bringing up the first manual processed testing to the high throughput system developed to meet the needs of UF, UF Health, and the communities we serve.

Prerequisites: This is a story of perseverance and teamwork while facing growing demands and constantly changing constraints. Living through 2020 is prerequisite enough.
Level: Beginner

Top Ten Talks: Inspiring, Engaging, and Leading Each Other With Ten-Minute Presentations
Michael Amish – Associate Director of Talent Development, Talent Management, UF Advancement

Human ResourcesIn this case study, we will explore how the Talent Management team at UF Advancement (UF Foundation) responded to employee requests in their Employee Engagement Survey for more opportunities to engage, collaborate and share ideas across teams. The outcome was a new series of peer-education sessions, somewhere between Pecha Kucha and Ted Talks that showcased four, 10-minute talks from our employees on a wide range of inspirational topics that they had either personal or work-related experience and knowledge in. The strategizing, planning, developing, and delivering of these sessions resulted in an array of surprising outcomes that included communication enhancement, presentation skill development, team cross-collaboration, creative problem solving, and overall employee engagement.

Participants will be able to:

  1. Identify the problem that UF Advancement was attempting to solve
  2. Recognize how we approached this problem based on employee feedback
  3. Describe the outcomes of the solution
  4. Discover ways in which similar issues in their workplace could be approached after hearing this case study

Category: HR
Prerequisites: None
Level: Intermediate

From Financial Transactions to Financial Reporting – How the Pieces Come Together
Patrice LecomteAssociate Controller, General Accounting and Financial Reporting

James HouseAssistant Controller, General Accounting and Financial Reporting

Dennis NguyenAccountant III, General Accounting and Financial Reporting

Grace WilliamsAccountant III, General Accounting and Financial Reporting

FinanceEver wonder how the transactions you process in the department flow to the General Ledger and on to the University’s Annual Financial Report? Join us to get the big picture on how everything fits together into the final presentation of our financial information. We will present the flow of the financial information from the transactions to the General Ledger, the data warehouse, the monthly reports, and the University audited statements. We will explain what we look for during month and year end, share future improvements and the reasoning behind them, and provide insights into the key parts of the University’s Annual Financial Report.

Learning Objectives

  1. Recognize important requirements for financial transactions
  2. Identify common errors and discuss recommended solutions or best practices
  3. Summarize key aspects of month and year end closing and the University’s Annual Financial Report

Category: FINANCE
Prerequisites: familiarity with the Financial Module of myUFL
Level: Beginner & Intermediate

Applying Performance Measures to Your Work
Brandon TelgInstructional Designer & Trainer, UF HR Training & Organizational Development

Courtney MoonLearning and Organizational Development Specialist, UF HR Training & Organizational Development

Human ResourcesAn important element of Productivity & Performance is your ability to apply performance measures to your everyday work, not just for an annual review. This webinar will help you apply an organizational structure to your work, identify and write your goals using backwards design, and ultimately track and maintain your performance records over time.

Learning Objectives

  1. Apply an organizational structure to your work.
  2. Identify and Write your goals using backwards design.
  3. Track and maintain your performance records over time.

Prerequisites: None
Level: Beginner

1:00pm – 1:15pm
1:15pm – 2:45 pm

Concurrent Sessions

Leading for Resilience
Irma AlvarezLearning and Organizational Development Specialist, UF HR Training & Organizational Development

Carrie GeigerPrincipal, PK Yonge Developmental Research School

LeadershipOur capacity for resilience has been distinctly tested in 2020. As individuals, we have had to weather uncertainty and fear and adapted to demanding circumstances. As leaders, we have also had the added challenge of keeping our teams strong, well, and committed to achieving results.

This presentation is based on Dr. Kathryn McEwen’s Resilience at Work® model which focuses on sustainable and proactive behaviors for thriving professionally in our VUCA environments. Resilient leadership combines the 7 elements of individual resilience (living authentically, finding your calling, maintaining perspective, mastering stress, interacting cooperatively, staying healthy, and building networks) with those of team resilience (robust, resourceful, perseverance, self-care, capability, connected, alignment). Thus, it challenges leaders to address their own resilient practices as well as their role in creating a climate that recognizes the impact that each individual has on the overall team dynamic and performance while creating alignment for achievement.

At the conclusion of this session, participants will be able to articulate the importance of personal and teamwork resilience, recognize their components, and identify how these impacts the groups they lead. They will increase self-awareness for practicing and modeling resilience and identify ways to build and plan for resilience personally as well as for the teams they lead. At the end of the session, participants will have specific strategies for creating a climate to promote team cohesion and collective adaptability despite changes and setbacks and proactively prepare for future ones.

Prerequisites: None
Level: Intermediate

Strategic Doing: A Collaborative Approach to Strategic Planning and Action
Yulia StrekalovaAssistant Professor and Director of Educational Development, Clinical Translational Science Institute

Sponsored ProgramsStrategic Doing is a hands-on approach to strategy. Strategy is about answering two question: Where are we going? and How will we get there? In this session, participants will experience a simple (but not always easy) way of planning and acting to do more together.

Learning Objectives

  1. Explore strategies to develop trust and psychological safety in professional work environments
  2. Examine and experience steps in strategic collaboration
  3. Practice strategic peer collaboration and action planning techniques

Prerequisites: None
Level: Intermediate or Advanced

Sponsoring a Foreign National
Katie DavisonHuman Resources Specialist III, UF/IFAS Human Resources, Diversity & Inclusion

Human ResourcesSponsoring a foreign national on a work visa doesn’t need to induce anxiety.  We’ll walk through ways to make the visa process easier for you and the foreign national candidate.  You’ll be able to identify the different types of work sponsorship and how to get a successful case submitted.

At the conclusion of this dive, participants will be able to design their own procedures for hiring a foreign national needing visa sponsorship and organize a successful case submission that best fits the needs of their unit.  They will be able to identify potential issues and explain the visa process to all invested parties.

Prerequisites: Basic understanding of their unit’s recruitment procedure.
Level: Intermediate

“Touch it Once” – Staying Productive & Sane
Chloe CampbellGrants Accountant III, Contracts & Grants

GeneralIf you are someone who has an exploding inbox, doesn’t have enough hours in the day, and/or loses sleep over work– stop being frantic! Since implementing the “Touch It Once” task management method 5 years ago, I have never looked back.

The over-arching premise of this method is to complete tasks completely as they hit your desk. This sounds incredibly simplistic; however, how many times have you re-read an email or started working on something but then stopped because something else came up?

In this session, we will work together to hone in on strategies that can be applied immediately to boost productivity, ease anxiety, and make you a more helpful team member.

Learning Objectives

  1. Recall the basic tenets of the “Touch It Once” method
  2. Rank and organize competing work priorities
  3. Compare inbox organization methods
  4. Develop strategies to manage daily tasks and long-term projects

Category: GENERAL
Prerequisites: None
Level: Intermediate

Getting Your Head Around “White Privilege” and “White Fragility”
Trysh TravisAssociate Professor, Center for Gender, Sexualities, and Women’s Studies Research

Human ResourcesThe terms “white privilege” and “white fragility” are everywhere in the news these days. And, if we “keep it real,” we should acknowledge that both shape daily life at UF. This session, led by a historian of the 20th century US, offers a look at the origins and history of these terms; discusses how they are currently being used and why; and offers suggestions for how to work with the concepts behind them and the considerable energies they unleash in the workplace.

At the end of the session, participants will be able to

  1. Identify, describe, and explain the differences between “white privilege” and “white fragility”
  2. Situate these terms in the larger history of thinking about race and race relations in the contemporary US
  3. Begin to map out a plan for applying a new awareness of how whiteness works at UF to their workplace

Prerequisites: None
Level: Beginner

2:45pm – 3:45pm

Applying the Learning and Networking

Create your artifact with Your Conference Group (YCG)

3:45pm – 4:00pm

Closing Session

Main Stage

Day 2 – Wednesday, May 12, 2021

8:30am – 8:50am
Morning Mindfulness & Wellness
9:00am – 9:30am

Conference opens!

Explore the site, visit the poster session or the help desk.

9:00am – 9:30am

Poster Sessions

Reverifying Foreign National Visas
Katie DavisonHuman Resources Specialist III, UF/IFAS Human Resources, Diversity & Inclusion

Human ResourcesUF must remain in compliance with employment laws especially when it comes to foreign national employees.  We will explore employment eligibility and delve deeper into why it’s important to be proactive before work authorizations and visas expire.

At the conclusion of this session, participants will recognize gaps in their current processes for foreign national employment eligibility and be better able to develop better practices for their unit to ensure government compliance.


Becoming a Certified Research Administrator – A Departmental Administrator’s Perspective
Max WilliamsManager, Administrative Services, Ag & Bio Engineering/Program for Resource Efficient Communities/Water Institute

Sponsored ProgramsWith the advent of COVID-19, the number of proposals submitted by faculty and prepared by the department has increased dramatically. Obtaining your Certified Research Administrator (CRA) credential is a way to increase your knowledge base by providing compliant and clean proposals for submission. This will add value for both your Principal Investigators (PI) as well as DSP. Additionally, becoming a CRA will facilitate better award management because of your familiarity with federal and institutional rules and regulations. Finally, the CRA credential will provide a path to career advancement. This presentation will describe what the CRA process is, what it tests, as well as resources and techniques to study for the exam.

At the conclusion of this activity, the participant will be able to define what a Certified Research Administrator is, how to locate resources for study and assimilation, and how to design a plan for successfully taking the CRA exam.


Searching for an EduGator – Skillfully Navigating Faculty Recruitment
Mirela VasconcelosExecutive Assistant, College of Education, Dean’s Office

Leela KumaranResearch Coordinator II, School of Teaching & Learning, College of Education

Ellen YoungHR Generalist III, Dean’s Area- College of Education

Human ResourcesAn overview of the faculty search process – from position approval to onboarding – incorporating the College of Education’s best practices for engaging potential faculty hires.

At the conclusion of this activity, participants will be able to identify all required steps in the faculty search process.


Did Someone Say Free!? UF Surplus is At Your Department’s Service
Michael StringerOperations Manager, UF Surplus, Asset Management, F&A

Ryan ParrisAssistant Controller, Asset Management

FinanceDoes your department need equipment to conduct research or operate more effectively?  Does your department need to save money on purchasing equipment so those funds can be deployed in other areas of need within your department?  If so, join this session learn about how your department can claim the free equipment that the University has available.

Category: FINANCE

myInventory App is Changing the Way
Wade (Winfred)ClaytonManager Assets, Assets Management

Ryan ParrisAssistant Controller, Asset Management

FinanceCome learn about the new myInventory app that is changing how the University manages equipment and how your department can deploy this app to save time and effort.

Category: FINANCE

Effective Communication for Clinical and Nonclinical Faculty with Students: A Variable for Well-being Index Measurement in the Student Population and Professional Development for Faculty
Martin NogueraResearch Administrator, Anesthesiology

LeadershipCourses in effective communication skills are not typically part of the required coursework for both graduates and undergraduates. Once these individuals decide to pursue faculty level positions and are required to educate future generations of leaders, professionals, educators, scientists, and others, effective communication between them and the student population is imperative. It can be assumed that ineffective communication between faculty and student may negatively impact the well-being of individual students, the student population as a whole, and/or indirectly affect the well-being of others as well. Therefore, the need of a well-being index measurement to assess the effects of communication between faculty and student is essential in order to create an optimal learning environment that benefits all, mutually. This can also be used to create professional development course(s) specific to incoming faculty, current faculty, or those that may need to improve this type of skill.

At the conclusion of this activity, participants will be able to differentiate effective versus ineffective communication between faculty and student. The learner will be able to demonstrate effective communication skills with individuals who are learning and/or mentoring them and can be applied to both medical and/or non-medical environments.


9:30am – 9:45am

Welcome CxUF! Day 2

Main Stage on the CxUF Conference site

9:45am – 11:15am

Concurrent Sessions

Best Practices for Subaward Management
Alicia Martinez (Estrada) – Grants Accountant II, UF Research Contracts & Grants

Chloe CampbellGrants Accountant III, Contracts & Grants

Sponsored ProgramsTarget audience: This session is designed for those who assist research faculty and colleagues by managing and monitoring subawards.

This session covers key definitions and best practices involved in successful Post-Award subaward management from execution to close out, including subaward monitoring modifications and financial reports.

The session will cover best practices for Federal and Non-Federal Sponsors, domestic and foreign, and low- and high-risk subawards.

At the conclusion of this activity, participants will be able to:

  1. Recognize key definitions related to post-award subaward management
  2. Compare different subawards based on sponsor.
  3. Identify types of risk related to foreign and domestic subawards.

Prerequisites: Sponsor Programs, Color of Money, Cost Principles
Level: Intermediate

2+2=5 – How to Leverage Student Interns to Make the Impossible Happen
Emily MoranAssistant Controller, Controller’s Administration

Rachel VictoriaAdministrative Support Assistant III, Controller’s Administration

Brent GoodmanDirector, UF HR Classification & Compensation

Brandon SchlattererData Management Analyst I, Cost Analysis

Human ResourcesCome one! Come all!

The Controller’s Office interns are having a ball!

We are ready to share our stories of success,

and give you tips and pointers on ways to progress!

Starting your own internship program is possible.

After attending our presentation, you’ll be unstoppable!

Attend our session and hear from Emily Moran, Rachel Victoria, and their interns about the fabulous internship program at the UF Controller’s Office. During the presentation, we will share information on how to kick-start and manage a successful internship program as well as share first-hand experiences and tips. In our personal experience, operating an internship program has been mutually beneficial; the Controller’s Office has been able to accomplish more goals while student interns gain relevant professional experience. After hearing from both the supervisor and intern perspectives, we hope you’ll leave our session with more knowledge to start your own internship program!

Learning Objectives

  1. Define clear objectives and structures for an internship program to identify whether a department is a good candidate for student interns.
  2. Identify potential department/academic programs that relate to the internship objectives and establish relationships to promote the internship.
  3. Develop strategies to avoid common misconceptions and pitfalls of an internship program.
  4. Discuss internship perspectives with current student interns and identify feedback that can be leveraged in a new internship program.

Prerequisites: None
Level: Beginner

Maximizing Your ATS (Applicant Tracking System) to Build Inclusive Recruitment Strategies or Best Practices for Inclusive Hiring
Audrey Gainey – Director of Talent Acquisition and Onboarding, UFHR

Human ResourcesThis workshop will equip HR professionals, hiring authorities, and individuals who utilize the Applicant Tracking System with the knowledge and skills needed to leverage EEO reporting and source reporting to build inclusive recruiting strategies for colleges and units.

As the University of Florida demonstrates its value of diverse perspectives and research experiences, attracting and retaining top talent from underrepresented groups continues to remain a priority. Due to challenges associated with the lack of availability of top talent among underrepresented groups, it is paramount that selection and hiring processes include strategies and best practices that connect with, market to, and recruit diverse talent. This session will walk you through best practices found at every stage of the recruitment, selection, and hiring process and provide potential strategies and resources that support inclusive hiring.

Prerequisites: None
Level: Intermediate

Improving Your Personal Leadership Style: The Five Practices of Exemplary Leadership
Jack Causseaux, PhDDirector, Student Activities & Involvement/Brown Center for Leadership & Service

Taylor StokesAssistant Director, David & Wanda Brown Center for Leadership & Service, Student Activities & Involvement

LeadershipEveryone can learn to be a better leader. The Five Practices of Exemplary Leadership were developed by James Kouzes and Barry Posner. These research-based leadership practices were described in their bestselling book, The Leadership Challenge. This leadership development approach is a fan favorite among college students in our experience, but it is applicable to anyone that identifies as a leader. These five practices are simple to understand, yet they are profound in their impact on an organization and others.

Participants of this session will take a brief self-assessment of their leadership behaviors. We will then reflect and engage with our peers on how best to practice this leadership approach. In this fun and engaging session, learn how to better:

  1. model the way,
  2. inspire a shared vision,
  3. challenge the process,
  4. enable others to act, and
  5. encourage the heart within your organization.

Learning Objectives

  1. Participants will be able to practice the Five Practices of Exemplary Leadership as developed by James Kouzes and Barry Posner.
  2. Participants will be able to assess their strengths in the Five Practices of Exemplary Leadership.
  3. Participants will be able to identify ways to improve on their personal leadership style and leadership practices.

Prerequisites: None
Level: Beginner, Intermediate, Advanced

Creative Minds Think Alike – Integrating Technology and Process Improvements for Finance
Brian KuhlDirector of Tax Services, Payroll / Tax ServicesRuijun WanAccountant II, Office of the Controller

Daniel Gomez-PerryIT Professional I, General Accounting and Financial Reporting

FinanceOffice consumed by paper? Ordering ink for a physical “Approved” stamp? Frittering away time formatting Excel data? We were too! Join Finance & Accounting as we discuss technology tools, including OnBase, Teams, Forms, and Excel Macros to streamline your financial processes. Learn the strategies we used to implement these process improvements. We will discuss technology options, key considerations for use, and delve into the potential application for your financial processes.  We will share how OnBase and Microsoft Forms removed the need to collect financial data on paper, how Teams increased the efficiency of reviewing and approving financial documentation, and the ease with which Excel Macros can be leveraged to format, organize, and share financial data with the click of a button.

Learning Objectives

  1. Identify financial transactions with opportunities for improvement
  2. Assess potential technology solutions based on each process
  3. Determine key factors for successful implementation

Category: FINANCE
Prerequisites: familiar with common financial processes
Level: Beginner

11:15am – 11:30am
11:30am – 12:20pm

Lunch and Applying the Learning

Network and vote on the Your Conference Group (YCG) artifacts

12:30pm – 1:30pm

Concurrent Sessions

A Collaborative Effort: Talking to Various Stakeholders About Effort Reporting
Lacey RheaResearch Administration Manager, Physics

Sponsored ProgramsEffort coordinators must balance the interests and opinions of several stakeholders. Training sessions teach us definitions and how to use our systems, but what about how to talk about effort reporting? Conversations are a necessary component to any effort reporting process, especially if you’re responsible for improving attitudes or the process itself. This session is designed to prepare effort coordinators for various conversations they may encounter when discussing effort reporting, including a practical exercise to walk faculty through at the time of certification.

At the conclusion of this activity, participants will be able to:

  1. Identify various stakeholders in the effort reporting process
  2. Discuss effort reporting with those various stakeholders (i.e. tailor your discussion to fit your audience)
  3. Translate the effort reporting process for faculty in a practical way

Prerequisites: Basic knowledge of UF’s effort reporting process, ideal for effort coordinators who are also research administrators
Level: Intermediate

Significantly Serving in the Gator Nation
Jose AlvarezGraduate Student, Agricultural Education and Community, Leadership Development

Asley Pollas – Graduate Student, AEC- Leadership Development

LeadershipLeaders working within the human resource frame value the feelings and relationships of people and assume the organization must meet basic human needs through facilitation and empowerment (Bolman & Deal). This session will focus on servant leadership to lead the individuals that make up an organization and form meaningful relationships with them. Join us for an empowerment session where you will go through the steps of reflection, refinement, and rejuvenation.

Learning Objectives

  1. Apply the servant leadership theory to their field of work
  2. Assess current leadership practices by reflecting on one’s own understanding of self.
  3. Engage in critical dialogue through through-provoking questions
  4. Reflect on changes that can be made to one’s leadership style to increase employee engagement

Prerequisites: None, just come ready to have a fun session – be ready to share and engage with colleagues across campus
Level: Beginner

Searching for an EduGator – Skillfully Navigating Faculty Recruitment
Leela KumaranResearch Coordinator II, School of Teaching & Learning, College of Education

Mirela VasconcelosExecutive Assistant, College of Education, Dean’s Office

Ellen YoungExecutive Assistant, College of Education, Dean’s Office

Human ResourcesA detailed A-Z view of the faculty search process – from position approval to on-boarding – incorporating the College of Education’s best practices for engaging potential faculty hires. Document examples and samples will be shared during the session. Be prepared for “interesting” real-life anecdotes.

At the conclusion of this activity, participants will be able to:

  1. identify all required steps in the faculty search process
  2. effectively critique current recruitment practices
  3. identify areas for improvement
  4. create an operational model for their own unit.

Prerequisites: Color of Money Understanding; PCard Use; Basic UF Travel System Knowledge; Basic Scheduling
Level: Beginner, Intermediate, Advanced

We Work Hard for the Money: Factors That Affect Bi-Weekly Payroll
Linda SmithPayroll Manager, University Payroll Services

Kim AldersonAccountant III, Payroll Services

Megan BurnsedInterim Assistant Controller, University Payroll Services

FinanceNot to brag, but we are probably the most important department at the University because everyone works to get paid, and we make sure that happens! But what goes into making sure your direct deposit happens every other week? We will discuss factors that affect the bi-weekly payroll processes, including distributions, new hires, time & leave approvals, etc.  Learn how your payroll affects our bi-weekly payroll process, why we have the current deadlines (including accelerate pay periods) in place, and what exactly happens after all your time is approved to get a paycheck.  We will share resources, best practices, and tips & tricks to help your bi-weekly payroll run smoothly.

Learning Objectives

  1. Recognize the impact of departmental payroll processing on the bi-weekly payroll closing
  2. Identify resources and best practices to enable accurate and timely bi-weekly payroll processing
  3. Give examples of components that make up the bi-weekly payroll closing

Category: FINANCE
Prerequisites: None
Level: Beginner, Intermediate

A Year Drawing: Art-Based Approaches as Mindfulness Practices
Maria LeiteCoordinator of Assessment and Diversity Initiatives, College of Education – Dean’s Office

LeadershipBetween April and October (2020), I have collaborated with colleagues in the College of Education in developing mindfulness practices that initially addressed social connection in times of physical distancing. After the killings of George Floyd, Breonna Taylor, and many others victimized by police brutality last year, we’ve decided to shift the focus of the sessions to create a space for conversations and mindfulness meditation centered on racial healing. The sessions were intended to promote reflection on topics, concepts, and ideas that became crucial to the understanding of systemic racism and its direct impact on Black lives. In addition to expanding my knowledge of mindfulness meditation, I’ve also engaged in art-based activities as mindfulness practices. So, why not combine the two in a meditative drawing format? The purpose of this workshop is offering participants the opportunity to make time and space to reflect on professional goals and aspirations using mindfulness drawing as a tool to develop awareness and sense of purpose within a diverse workspace.

At the conclusion of this activity, participants will be able to:

  1. Identify roadblocks on professional development through intentional reflection.
  2. Perform mindfulness drawing activities as tools to improve awareness (of self and others) and develop a sense of purpose.
  3. Practice compassion with themselves and others through accepting vulnerability and avoiding judgement.

Prerequisites: Participants should have a white paper notepad (any size) and a micron pen or sharpie (or any other pen available to use). Color pencils are optional.
Level: Beginner

1:30pm – 1:40pm
1:40pm – 2:25pm

Making a Conscious Decision to Keep It Real

Main Stage, Closing Keynote Speaker

Mark S. Long, M.S.
Director, UF Innovate
UF Innovate | Incubation Services, UF Research

Learn to make conscious, solid decisions about your work, your life and your future to help you “keep it real” in all three! We’ll discuss important decisions, why you make them and how they affect you – so you can make positive, informed decisions about your direction in life.

2:30pm – 3:00pm

Closing Celebration

Main Stage