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Villanova Professor at the Forefront of Work to Tackle Quantum Threats

Securing Our Future Against Quantum Threats Security and privacy are values that everyone cherishes. No tech user wants their personal information getting into the wrong hands, which is why we have security measures in place to protect our private data: face ID to unlock our phones, two-factor authentication to log into banking apps and fingerprint technology to securely enter any system—from a computer to your front door. Encryption codes are used on each of these platforms to encode private data and allow only authorized users to access it. These measures are put in place to protect us, but new advancements in technology could soon challenge these secure systems that we have come to know and trust. Quantum computers are extraordinary machines capable of solving problems far beyond the scope of today’s standard computers. Although these computers are not commercially available, scientists harness their power for experimentation and data storage. Quantum computers excel in scientific development, but they may also prove to be a threat to existing technology that we use in our daily lives. Experts predict that by 2035, quantum computers could crack the very encryption codes that secure everyday transactions and data. Jiafeng Xie, PhD, associate professor of Electrical and Computer Engineering at Villanova University, is at the forefront of this battle, using his Security and Cryptography Lab to strengthen security measures against the threat of quantum computers. The Rise of Post-Quantum Cryptography Since quantum computer advancements are accelerating at an unprecedented pace, post-quantum cryptography (PQC) has emerged as a critical area of research and development. Scientists who study PQC are working to come up with new algorithms to encode our sensitive data, with a goal of being installed after quantum computers crack our current encryption systems. Without these new algorithms, once quantum computers break our current codes, sensitive data—whether personal, corporate or governmental—could be left vulnerable to malicious actors. The core problem of our current encryption system lies in the foundation of public-key cryptosystems. Public-key cryptography is a method of encryption where the user logs into a system using their own private “key”, and the back end of the system has a “key” as well. A “key” is a large numerical value that scrambles data so that it appears random. When a user logs in, their “key” can decrypt private information held by the public “key” in the system to ensure a secure login. This security method is safe right now, but these systems rely on mathematical principles that, while secure against classical computing attacks, are vulnerable to the immense processing power of quantum computers. At the heart of the vulnerability is Shor's algorithm, developed by MIT computer scientist Peter Shor in 1994. As Dr. Xie explained, “Shor invented an algorithm to solve prime factors of an integer that can supposedly run on a quantum computer. This algorithm, if run on a large-scale mature quantum computer, can easily solve all these existing cryptosystems' mathematical formulation, which is a problem." The realization of this potential threat has spurred an increased focus on the development of post-quantum cryptography over the past decade. The goal is clear: "We want to have some sort of cryptosystem that is resistant to quantum computer attacks," says Dr. Xie. In 2016, the National Institute of Standards and Technology (NIST) began the process of standardizing post-quantum cryptography. In July 2022, NIST selected four algorithms to continue on to the standardization process, where they are currently being tested for safety and security against quantum computers. The standardization process for these new algorithms is intensive, and two of the candidates that were announced for testing have already been broken during the process. Scientists are in a race against time to increase the diversity of their algorithms and come up with alternate options for standardization. The urgency of this shift to post-quantum cryptography is underscored by recent government action. The White House released a national security memo in 2022 stating that the U.S. government must transition to quantum-resistant algorithms by 2035. This directive emphasizes the critical nature of post-quantum cryptography in maintaining not just personal but national security. Villanova’s Security and Cryptography Lab Once a new algorithm is selected by NIST, it will need to be embedded into various platforms that need to be secured—this is where Dr. Xie’s Security and Cryptography Lab comes in. This lab is actively conducting research into how the newly selected algorithm can be implemented in the most effective and resourceful way. The lab team is working on developing techniques for this new algorithm so that it can be embedded into many different types of platforms, including credit cards and fingerprint technology. However, there are significant challenges in this process. As Dr. Xie explains, "Different platforms have different constraints. A chip-based credit card, for example, has limited space for embedding new encryption systems. If the implementation technique is too large, it simply won’t work.” Another arising issue from this research is security. During the application of this new algorithm, there's a risk of information or security leakage, so Dr. Xie is always on the lookout for developing security issues that could cause problems down the road. The Future of Post-Quantum Cryptography The implications of PQC are widespread and extend far beyond academic research. As Dr. Xie points out, "All existing cryptosystems, as long as they have some sort of function—for example, signing in or entering a password for login—all of these systems are vulnerable to quantum attacks." This vulnerability affects everything from banking systems to small-scale security measures like fingerprint door locks. The scope of this transition is massive, requiring updates to encrypted systems across all sectors of technology. His goal is to ensure that these new cryptographic systems are flexible enough to be applied to everything from small devices like credit cards and drones to large-scale infrastructure like data centers and military equipment. Although researchers are hard at work now, the future of post-quantum cryptography is not without uncertainties. Dr. Xie raises an important question: "When quantum computers become available, will the algorithms we develop today be broken?" While the newly developed algorithms will theoretically be secure, vulnerabilities can emerge when implementing any kind of new security system. These potential vulnerabilities highlight the importance of conducting this research now so that the new algorithms can go through intensive testing prior to being implemented. Despite these challenges, Dr. Xie emphasizes the importance of being prepared for this new reality. "Society as a whole needs to be prepared with this kind of knowledge,” he says. “A new era is coming. With our current security systems, we need to have revolutionized change. On the other hand, we should not be panicked. We just need continued support to do more related research in this field.” More extensive research is required to ensure that our privacy is protected as we enter a new era of quantum computing, but labs like the Security and Cryptography Lab at Villanova are a step in the right direction. Although the “years to quantum” clock is ticking down, researchers like Dr. Xie are well on their way to ensuring that our digital infrastructure remains secure in the face of evolving technological threats.

Life and Legacy of Lily Ledbetter

The life and legacy of Lily Ledbetter stand as a powerful testament to the ongoing fight for workplace equality and women's rights. As the face behind the landmark Ledbetter v. Goodyear Tire & Rubber Co. case and the namesake of the Lily Ledbetter Fair Pay Act, her story continues to resonate in today's battles for gender pay equity. This topic is especially relevant now as conversations around economic justice, corporate responsibility, and legislative change gain momentum across the globe. Ledbetter's fight highlights the enduring struggle for fair compensation and workplace equity, which remains a vital issue for the public. Key story angles that may interest a broad audience include: The impact of the Lily Ledbetter Fair Pay Act: Exploring how this legislation has shaped workplace policies and its continuing relevance in today's legal landscape. Gender pay equity today: Analyzing the wage gap across industries and efforts to close the divide, with data on current disparities. The personal and professional costs of discrimination: Investigating how pay inequality affects families, career progression, and long-term financial security, especially for women of color. The broader fight for workplace rights: Examining the ripple effects of the Ledbetter case on other forms of discrimination, such as race, age, and disability. Economic justice as a human rights issue: Connecting Ledbetter’s legacy to current global movements pushing for equal pay, labor rights, and anti-discrimination reforms. Corporate responsibility and transparency: Assessing how companies are addressing pay equity through transparency measures, audits, and policy shifts. Connect with an expert about the Life and Legacy of Lily Ledbetter: To search our full list of experts visit www.expertfile.com

ExpertSpotlight: A Brief History of Espionage

The world was watching with wonder this week as news stories poured in about exploding pagers and how the armed devices made their way around an international supply chain and into the hands (and pockets) of Hezbollah. Espionage, a practice as old as civilization itself, has shaped the course of history by influencing wars, international relations, and technological advancements. From ancient times to the digital age, espionage has played a crucial role in national security and global diplomacy. This topic remains highly relevant today as concerns over cybersecurity, state-sponsored hacking, and corporate espionage dominate public discourse. Journalists covering this topic will find a rich array of story angles, including historical perspectives and modern implications. Key sub-topics that may interest journalists and the public include: Evolution of Espionage Tactics: Examining how espionage methods have developed from traditional spying techniques to modern digital surveillance, cyber-espionage, and the use of AI in intelligence gathering. Espionage and International Relations: Investigating the role of espionage in shaping diplomatic relations and its influence on global politics, alliances, and rivalries. Cybersecurity and Digital Espionage: Exploring how espionage has evolved in the digital age, focusing on cyber threats, hacking incidents, and the growing importance of cybersecurity in national defense. Famous Spies and Spy Agencies: Delving into the history of iconic spies and intelligence agencies, from World War II's codebreakers to Cold War espionage, and how these figures shaped the geopolitical landscape. Ethical and Legal Considerations: Analyzing the ethical dilemmas and legal boundaries surrounding espionage, including the balance between national security and individual privacy. Espionage in Popular Culture: Looking at how espionage has been depicted in literature, film, and media, and how these portrayals reflect and shape public perceptions of intelligence work. As espionage continues to evolve alongside technological advancements, it remains a critical issue in discussions of national security, global power dynamics, and privacy. This historical overview provides journalists with an opportunity to explore the enduring relevance of espionage in shaping both the past and future. Connect with an expert about the History of espionage: To search our full list of experts visit www.expertfile.com

If You Hate University Rankings Here’s One You Might Like

If your university cares about fostering research and innovation and you haven’t heard of the PitchBook Startup Index, you might want to pay closer attention to this data. While it doesn't look like the PitchBook folks are aiming to be a big player in the world of academic rankings, their detailed tracking activity of startup investments, which includes deal size, school affiliation, and employees, gives us a window into how each institution is performing on startup activity. Why This Is a University Ranking We Can Trust It's Objective: These rankings are based on detailed startup data that PitchBook dutifully tracks as part of many paid services it provides for clients that include VC's, Private Equity Funds and government agencies. The investors who pay for access to the underlying data expect accuracy and there is a considerable amount of meta information available for tracking as startups raise money and hire employees. It's Simple: The PitchBook rankings are free of the typical complexity found in other rankings such as the US News & World Report. They simply use a few key metrics including the number of startup founders affiliated with new ventures created at each institution and how much investment capital they have raised. It's Revealing: Ranking this data as a Top 100 Index gives us a good comparative view of which Universities are doing a good job of creating an entrepreneurial environment that stimulates learning and research while attracting investment capital and creating high-value jobs. Universities Need to Tell the Story Behind this Data to Build Support for Their Research & Startups This data is followed closely by University Research and Tech Transfer Offices. However, it should also be actively used by other departments, such as University Marketing and Communications, Government Affairs, Enrolment and Fundraising/Development which need to build support with legislators, policymakers, funding agencies, donors, and corporate partners - and yes, new student prospects.  The relevance and accuracy of these rankings make this an important opportunity for you to tell your story and engage these audiences. "Promoting stories about your startups provides the perfect opportunity to demonstrate the relevance of your programs and narrow the gap between "town and gown." It's an opportunity to show how your faculty experts and researchers are nurturing innovation through startups to improve the lives of people in your local community and beyond." Did Your University Make the List?  If the answer is yes, congrats! We would be remiss if I didn't recognize our clients who made the Top 100.  Take a bow University of Florida, Vanderbilt University, University of Massachusetts, Michigan State University, University of California, Irvine and Rensselaer Polytechnic. Now it's time to get to work. As someone who has worked closely with startups and Universities over the past two decades, I see the immense value they create.  That's why I'm surprised whenever I see university marketing teams missing valuable opportunities for promoting their faculty and research through the lens of startup activities. The Benefits of Celebrating Startups Research on startups (Shenkoya, 2023) shows that key factors such as access to research funds, dedicated faculty, size of dedicated staff (academic and non-academic), access to practical entrepreneurship courses, and non-regular curriculum startup activities are key factors responsible for success of University startups.  However, proper funding for these programs in a challenging environment requires that Universities more effectively communicate the value they are delivering.  Here's where you can shine: Media: This is an obvious opportunity, especially with local outlets. It provides the perfect opportunity to demonstrate the relevance of your programs and narrow the gap between "town and gown." Show how these startups are looking to improve the lives of people in the community.  Corporate Partners: Startups are a natural focal point for conversations with industry partners, especially when you can speak to key market sectors and breakthrough research that faculty are focused on. Speak to how you are giving them more direct access to a pool of talented graduates. Also, don't forget to speak to programs you may be running in the areas of internships, mentorship programs, sponsored research, and curriculum development.  Don't forget that engaging in educational partnerships helps companies improve their CSR profile, which can enhance their public image and brand.  Also, explore how partners can financially support needed infrastructure improvements on the campus with funding for new facilities or new equipment. Students: Giving startups an opportunity to tell their stories and celebrate their achievements is one of the best ways to demonstrate how you are aligning your educational and entrepreneurship programs with industry needs.  And don't forget to include your corporate partners.  As employers, they are in the best position to show how you are preparing students for next-generation jobs. Show students how they will get direct exposure to the industry through programs you may be running, such as co-op terms, internships, and mentorships, and startup events such as boot camps and pitch competitions. Government: The data clearly shows that startups create high-value jobs and contribute to GDP growth.  But governments today need constant reassurance that the funds they put into education and research are generating impact.  You have to show the relevance of your startups by outlining how they are solving big societal problems that matter to voters. How are your startups leading socio-economic transformation for local communities and competing effectively on a global stage? Tips for Telling Your Startup Stories Focus on People Humanize your story by speaking directly to how founders and their teams are approaching key market and societal challenges.  Focus on important "origin story" elements such as their personal challenges or insights that led them to their first discovery.   Focus on notable collaborations they formed.  How were faculty members or alumni involved in helping with research and market development or industry relationships?   Create a story arc. Give your audience an appreciation for how hard startups are and the amount of uncertainty and risk they face in developing new innovations.  Startups are not an overnight success.  People are even more inspired by non-linear journeys that show the grit and determination that founders need to bring to their startups. Focus on Programs Always be thinking about how founders and their stories can help boost student enrolment by connecting their origin stories to specific experiences they had on the campus. Ask them how specific courses and programs prepared them for their entrepreneurial journey. Also ask them what other experiences such as campus mentorship programs, hackathons or pitch competitions helped them achieve specific breakthroughs and milestones. Focus on Photos & Videos  Startups provide a great opportunity to engage your audience visually.  Go beyond boring headshots, monolithic campus buildings, and staged stock images. Instead, use imagery that shows people creating new and exciting things together.  This is not a time to be shy about asking founders, faculty, and funders to get in the shot and be recognized for their contributions.  While you may think photo ops are overly promotional, they often help your partners communicate back to their constituency the importance of supporting your work. Walk the campus to get behind the scenes and show lab facilities, technology prototypes, and in-field work.   Partners Profile notable investors, faculty, foundations, government agencies, alumni and corporate partners who may have invested time, money and other resources that help validate the quality of the startups you are helping build.  Remember, startups are like a barn-raising, that involves a larger community.  Give these partners an opportunity to be visible part of the story and they will celebrate with you and amplify your message to reach a bigger, more engaged audience.  Proof Show evidence that the startups you are supporting are making a difference.  Use your startups as an opportunity to speak to the bigger picture of why your institution matters. Speak to how they are tackling bigger challenges in areas such as environment, healthcare, social justice, the economy, physical infrastructure, security, election integrity and social innovation.  Also make sure to demonstrate measurable impact in key areas such as: Total Addressable Market Job creation  Investment activities Industry Awards Partnerships Patents Customer /Revenue Milestones It's Your Time to Shine In an era where impact is increasingly measured by the ability to translate research into real-world applications, universities have a unique opportunity to show the value of their startup ecosystems. But you need to get the stories out beyond the campus.  Use your momentum to build a compelling narrative that makes your startups the heroes of your institution's story. 

Amid Detainees' Release, Putin Flaunts Power and Flouts Western Influence

On August 1, the United States, Russia, Germany and three other European nations engaged in an historic 24-person East-West prisoner exchange. The largest such swap since the end of the Cold War, the multi-country deal secured the release of three prominent American detainees: Wall Street Journal correspondent Evan Gershkovich, corporate security executive Paul Whelan and Radio Free Europe/Radio Liberty editor Alsu Kurmasheva. It also freed a dozen Russian opposition leaders, incarcerated in their native country for challenging Vladimir Putin and his authoritarian regime. Lynne Hartnett, PhD, is the chair of Villanova University’s Department of History and an expert on modern Russia, protest movements and dissidents in exile. Recently, she shared some insights on the Kremlin's decision to release the American and Russian prisoners—as well as the egotism, oppressive tendencies and political posturing that drove their detention. Q: The arrests and sentencings of Gershkovich, Whelan and Kurmasheva have been described as "outrageous," "a mockery of justice" and reflective of "a total disregard for basic freedoms." What prompted Putin and the Russian government to detain these individuals? Dr. Hartnett: For Putin, seizing Gershkovich, Whelan and Kurmasheva was a power play. They were pawns for him to use when he deemed it convenient. If they could be used in a prisoner swap, they would be. But if that time never arrived, their incarceration, suffering and even potential deaths were inconsequential to him. Their arrests were also a signal that, in Russia, Putin's authority is uncontested. These were American citizens, and around the world, a U.S. passport opens doors: It holds power; it provides access; and it affords its holder protection. But the arrests of Gershkovich, Whelan and Kurmasheva were Putin’s attempt to demonstrate the limits of American influence. They were meant as a signal that, in Russia, a U.S. passport becomes meaningless if it serves Putin to make it so. Q: In recent years, the Russian government has seemingly worked to rehabilitate the reputations of figures like Josef Stalin, who infamously used the Soviet Gulag to stifle opposition and criticism. Is Putin's use of detentions as a political cudgel similar? DH: The show trials of the Stalinist era are frequently referenced. However, it should be stressed that those were largely intended for domestic consumption. They were used to justify the Communist elites' repression of fellow citizens by broadcasting "evidence" that enemies lurked within. The trials of Americans like Gershkovich and Brittney Griner [a professional basketball player detained on smuggling charges] were designed to show the world, not just Russians, that Putin's regime would not be cowed—even if the person being tried had fame and a powerful enterprise, like the Wall Street Journal or the WNBA, supporting them. Q: The New York Times recently ran a piece on the Russian dissidents released, claiming "hopes are high [they] will breathe new life into a fragmented opposition force." What do you anticipate these political players' activism will look like in the coming years, especially in exile? DH: As in the Imperial and Soviet periods, Russian censorship prevents any news or opinions that are not the government's from coming to light. As Putin has dismantled political opposition in Russia and tightened his grip on any vestiges of civil society in the country, there is little hope that a powerful opposition movement can gain momentum without outside support. This is where the Russian dissidents living abroad come in. They will ensure that a vision for another type of Russia is articulated. At the end of the 19th and the beginning of the 20th centuries, political exiles smuggled illegal newspapers and journals into the Russian empire to instill hope in their compatriots, to give them some indication that a nation beyond the autocracy was achievable. This, in my opinion, is the role that Russian dissidents living in exile must have today. They must provide the vision. They must provide the hope. While they cannot change the system on their own—they need a movement en masse—the dissidents abroad are needed to demonstrate that a nation without Putin and his repressive regime is possible. This is certainly not an easy venture, and it will require extraordinary sacrifices to be made a reality. However, it may be the Russian people's only hope.

Could This Be the Ultimate Way to Showcase Your Experts?

Getting more media coverage is all about helping journalists find everything they need to get their stories out on deadline. Simple right? Well, that depends. Our research shows that most media relations and comms departments are significantly resource-constrained when it comes to pitching experts. And even when you are pitching it’s a challenge. Industry research shows that 97% of pitches fail to generate coverage. The secret is to publish content that draws in journalists in a way that helps them immediately understand (within seconds) how you can help them enhance their stories with your experts. What if there was a way to get all this done in minutes? Not days. Welcome to our latest Spotlight release, designed to help you organize your expert content in the most engaging ways possible. We’ve made enhancements in 5 key areas: Create a More Engaging Design that is Optimized for Mobile Your brand’s identity matters. Our new design ensures your Spotlight Posts reflect your unique style and voice. With bolder headers, enhanced logo placements, customizable fonts, and color schemes, you can create more visually stunning posts. And unlike a lot of other websites, your pages will be beautifully optimized for mobile—which is how most journalists will see your content. Tell a More Visual Story with Images Research from HubSpot indicates that content with relevant images gets 94% more views than content without. It’s time to get more visual. With our higher image resolution plus new editing tools like text wrap and captions, you can really make your images stand out. Plus we’ve helped solve the problem of sourcing images. We’ve now added access to thousands of royalty-free stock images for your posts - it’s all covered as part of your ExpertFile subscription. Make Your Experts Really Stand Out We’ve now made it even easier to display your experts more prominently with enhanced “expert callouts,” which are specially designed to engage journalists with the key information they are looking for. And our pagination features allow you to add content that sets your experts apart. Within seconds you can add videos and images or even stylized quotes from your previous media coverage. Leverage the Latest AI Tools for Faster Content Creation We’ve turbocharged our AI writing tools using OpenAI’s latest release. Enhance your content by generating innovative story ideas and draft posts with AI. This power is all conveniently built right into our editor to save you time. Save Time with Content Repurposing Creating high-quality content takes time and effort, and we want to help you get the most out of it. With our new publishing date feature, along with our current scheduling capabilities, it is easier than ever to make use of existing content effectively. This gives it a second life as part of your expertise marketing efforts while allowing you to better connect it to your experts to drive inquiries. Clone Your Posts for Even Faster Creation. Being able to leverage that perfectly crafted post going forward quickly and easily can help you jump on opportunities as they present themselves.  With cloning you can take the layout elements and simply updated the content to highlight new experts or areas of expertise that you wish to showcase. And that's not all… You’ll still enjoy all the current benefits of "Spotlight Posts," including distribution through expertfile.com, integration into expert profiles, full SEO compliance with advanced meta and schema data, and various options for adding this valuable content to your website. Ready to elevate your expertise marketing game? Dive into these new features and watch your content—and your experts—shine brighter than ever. Want to see it in action? Check out the sample we’ve shown here, which we generated with Milwaukee School of Engineering (MSOE) to feature their experts during the Republican National Convention. We can also set you up with a customized demo showing how all this can make your experts stand out. Let us know what you think! About ExpertFile ExpertFile is changing the way organizations tap into the power of their experts to drive valuable inquiries, accelerate revenue growth, and enhance their brand reputation. Used by leading corporate, higher education and healthcare clients worldwide, our award-winning platform helps teams structure, manage and promote their expert content while our search engine features experts on over 50,000+ topics. Download our "Guide to Expertise Marketing", book a demo and more here.

Decoding Hierarchies in Business: When is Having a Boss a Benefit for an Organization?

Most companies around the world have a leader, whether that title is a President, CEO, or Founder. There’s almost always someone at the very top of a corporate food chain, and from that position down, the company is structured hierarchically, with multiple levels of leadership supervising other employees. It’s a structure with which most people in the working world are familiar, and it dates back as long as one can remember. The word itself—leader—dates back to as far as the 12th Century and is derived from the Old English word “laedere,” or one who leads. But in 2001, a group of software engineers developed the Agile Workflow Methodology, a project development process that puts a priority on egalitarian teamwork and individual independence in searching for solutions. A number of businesses are trying to embrace a flatter internal structure, like the agile workflow. But is it necessarily the best way to develop business processes? That’s the question posed by researchers, including Goizueta Business School’s Özgecan Koçak, associate professor of organization and management, and fellow researchers Daniel A. Levinthal and Phanish Puranam in their recently published paper on organizational hierarchies. “Realistically, we don’t see a lot of non-hierarchical organizations,” says Koçak. “But there is actually a big push to have less hierarchy in organizations.” "Part of it is due to the demotivating effects of working in authoritarian workplaces. People don’t necessarily like to have a boss. We place value in being more egalitarian, more participatory." Özgecan Koçak, Associate Professor of Organization & Management “So there is some push to try and design organizations with flatter hierarchies. That is specifically so in the context of knowledge-based work, and especially in the context of discovery and search.” Decoding Organizational Dynamics While the idea of an egalitarian workplace is attractive to many people, Koçak and her colleagues wanted to know if, or when, hierarchies were actually beneficial to the health of organizations. They developed a computational agent-based model, or simulation, to explore the relationships between structures of influence and organizational adaptation. The groups in the simulation mimicked real business team structures and consisted of two types of teams. In the first type, one agent had influence over the beliefs of rest of the team. For the second type, no one individual had any influence over the beliefs of the team. The hierarchical team vs. the flat structured team. “When you do simulations, you want to make sure that your findings are robust to those kinds of things like the scale of the group, or the how fast the agents are learning and so forth,” says Koçak. "What’s innovative about this particular simulation is that all the agents are learning from their environment. They are learning through trial and error. They are trying out different alternatives and finding out their value." Özgecan Koçak Koçak is very clear that the hierarchies in the simulation are not exactly like hierarchies in a business organization. Every agent was purposefully made to be the same without any difference in wisdom or knowledge. “It’s really nothing like the kinds of hierarchies you would see in organizations where there is somebody who has a corner office, or somebody who is has a management title, or somebody’s making more than the others. In the simulation, it’s nothing to do with those distributional aspects or control, and nobody has the ability to control what others do in (the simulation). All control comes through influence of beliefs.” Speed vs. Optimal Solutions What they found in the simulation was that while both teams solved the same problems presented to them, they achieved different results at different speeds. "We find that hierarchical teams don’t necessarily find the best solution, but they find the good enough solution in the shorter term. So if you are looking at the really long term, crowds do better. The crowds where individuals are all learning separately, they find the best solution in the long run, even though they are not learning from each other." Özgecan Koçak For example, teams of scientists looking for cures or innovative treatments for diseases work best with a flat structure. Each individual works on their own timeline, with their own search methodologies. The team only comes together for status updates or to discuss their projects without necessarily getting influence or direction from colleagues. The long-term success of the result is more important in some cases than the speed at which they arrive to their conclusion. That won’t work for an organization that answers to a board of directors or shareholders. Such parties want to see rapid results that will quickly impact the bottom line of the company. This is why the agile methodology is not beneficial to large-scale corporations. Koçak says, “When you try to think about an entire organization, not just teams, it gets more complicated. If you have many people in an organization, you can’t have everybody just be on the same team. And then you have to worry about how to coordinate the efforts of multiple teams. "That’s the big question for scaling up agile. We know that the agile methodology works pretty well at the team level. However, when firms try to scale it up applied to the entire organization, then you have more coordination problems." Özgecan Koçak Özgecan Koçak (pronounced as ohz-gay-john ko-chuck) is associate professor of Organization & Management at Emory University’s Goizueta Business School. If you're looking to know more about this topic or connect with Özgecan for an interview - simply click on her icon today

Small Changes Can Save Lives: How a Police Officer’s First Words Can Transform Communities

Britt Nestor knew something needed to change. Nestor is a police officer in North Carolina. Unlike many in her field, who recite interview-ready responses about wanting to be a police officer since childhood, Nestor admits that her arrival to the field of law enforcement was a serendipitous one. Told by teachers to start rehearsing the line “do you want fries with that?” while in high school, Nestor went to college to prove them wrong—and even graduated with a 3.9 GPA solely to prove those same people wrong—but she had absolutely no idea what to do next. When a local police department offered to put her through the police academy, her first thought was, “absolutely not.” “And here I am,” says Nestor, 12 years into her career, working in Special Victims Investigations as an Internet Crimes Against Children detective. A Calling to Serve Community Brittany Nestor, New Blue Co-Founder and President Though she’d initially joined on a whim, Nestor stuck around and endured many growing pains, tasting some of the problematic elements of police culture firsthand. As a woman, there was particular pressure to prove herself; she resisted calling for back-up on dangerous calls for fear of being regarded as weak, and tried out for and joined the SWAT team to demonstrate her mettle. "It took time to realize I didn’t need to make the most arrests or get the most drugs and guns to be a good cop. What was important was recognizing that I was uniquely positioned and given opportunities every single shift to make a difference in people’s lives—that is what I wanted to focus on." Britt Nestor Nestor found she took great pleasure in interacting with different kinds of people all day. She’s deeply fond of her community, where she is also a youth basketball coach. One of her greatest joys is being on call or working an event and hearing someone hail her from the crowd by yelling, “hey, coach!” When she landed in the Juvenile Investigations Unit, Nestor truly felt she’d found her calling. Still, what she’d witnessed in her profession and in the news weighed on her. And she’s not alone; while there is continued debate on the urgency and extent of changes needed, 89% percent of people are in favor of police reform, according to a CBS/YouGov poll. A few weeks after George Floyd’s murder in 2020, Nestor’s colleague Andy Saunders called her and told her they had to do something. It felt like the tipping point. “I knew he was right. I needed to stop wishing and hoping police would do better and start making it happen.” Andy Saunders, New Blue Co-Founder and CEO That conversation was the spark that grew into New Blue. Founded in 2020, New Blue strives to reform the U.S. Criminal Justice system by uniting reform-minded police officers and community allies. The organization focuses on incubating crowd-sourced solutions from officers themselves, encouraging those in the field to speak up about what they think could improve relations between officers and the communities they serve. “Over the years I’ve had so many ideas—often addressing problems brought to light by community members—that could have made us better. But my voice was lost. I didn’t have much support from the police force standing behind me. This is where New Blue makes the difference; it’s the network of fellows, alumni, partners, mentors, and instructors I’d needed in the past.” Nestor and Saunders had valuable pieces of the puzzle as experienced law enforcement professionals, yet they knew they needed additional tools. What are the ethical guidelines around experimenting with new policing tactics? What does success look like, and how could they measure it? The Research Lens Over 400 miles away, another spark found kindling; like Nestor, Assistant Professor of Organization & Management Andrea Dittmann’s passion for making the world a better place is palpable. Also, like Nestor, it was an avid conversation with a colleague—Kyle Dobson—that helped bring a profound interest in police reform into focus. Dittmann, whose academic career began in psychology and statistics, came to this field by way of a burgeoning interest in the need for research-informed policy. Much of her research explores the ways in which socioeconomic disparities play out in the work environment, and—more broadly—how discrepancies of power shape dynamics in organizations of all kinds. When people imagine research in the business sector, law enforcement is unlikely to crop up in their mind. Indeed, Dittmann cites the fields of criminal justice and social work as being the traditional patrons of police research, both of which are more likely to examine the police force from the top down. Andrea Dittmann Dittmann, however, is a micro-oriented researcher, which means she assesses organizations from the bottom up; she examines the small, lesser-studied everyday habits that come to represent an organization’s values. “We have a social psychology bent; we tend to focus on individual processes, or interpersonal interactions,” says Dittmann. She regards her work and that of her colleagues as a complementary perspective to help build upon the literature already available. Where Dittmann has eyes on the infantry level experience of the battleground, other researchers are observing from a bird’s eye view. Together, these angles can help complete the picture. And while the “office” of a police officer may look very different from what most of us see every day, the police force is—at the end of the day—an organization: “Like all organizations, they have a unique culture and specific goals or tasks that their employees need to engage in on a day-to-day basis to be effective at their jobs,” says Dittmann. Theory Meets Practice Kyle Dobson, Postdoctoral Researcher at The University of Texas at Austin What Dittmann and Dobson needed next was a police department willing to work with them, a feat easier said than done. Enter Britt Nestor and New Blue. "Kyle and I could instantly tell we had met people with the same goals and approach to reforming policing from within." Andrea Dittmann Dittmann was not surprised by the time it took to get permission to work with active officers. “Initially, many officers were distrustful of researchers. Often what they’re seeing in the news are researchers coming in, telling them all the problems that they have, and leaving. We had to reassure them that we weren’t going to leave them high and dry. If we find a problem, we’re going to tell you about it, and we’ll work on building a solution with you. And of course, we don’t assume that we have all the answers, which is why we emphasize developing research ideas through embedding ourselves in police organizations through ride-alongs and interviews.” After observing the same officers over years, they’re able to build rapport in ways that permit open conversations. Dittmann and Dobson now have research running in many pockets across the country, including Atlanta, Baltimore, Chicago, Washington, D.C. and parts of Texas. The Rise of Community-Oriented Policing For many police departments across the nation, there is a strong push to build closer and better relationships with the communities they serve. This often translates to police officers being encouraged to engage with citizens informally and outside the context of enforcing the law. If police spent more time chatting with people at a public park or at a café, they’d have a better chance to build rapport and foster a collective sense of community caretaking—or so the thinking goes. Such work is often assigned to a particular unit within the police force. This is the fundamental principle behind community-oriented policing: a cop is part of the community, not outside or above it. This approach is not without controversy, as many would argue that the public is better served by police officers interacting with citizens less, not more. In light of the many high-profile instances of police brutality leaving names like Breonna Taylor and George Floyd echoing in the public’s ears, their reticence to support increased police-to-citizen interaction is understandable. “Sometimes when I discuss this research, people say, ‘I just don’t think that officers should approach community members at all, because that’s how things escalate.’ Kyle and I acknowledge that’s a very important debate and has its merits.” As micro-oriented researchers, however, Dittmann and Dobson forgo advocating for or dismissing broad policy. They begin with the environment handed to them and work backward. “The present and immediate reality is that there are officers on the street, and they’re having these interactions every day. So what can we do now to make those interactions go more smoothly? What constitutes a positive interaction with a police officer, and what does it look like in the field?” Good Intentions Gone Awry To find out, they pulled data through a variety of experiments, including live interactions, video studies and online experiments, relying heavily on observation of such police-to-citizen interactions. "What we wanted to do is observe the heterogeneity of police interactions and see if there’s anything that officers are already doing that seems to be working out in the field, and if we can ‘bottle that up’ and turn that into a scalable finding." Andrea Dittmann Dittmann and her colleagues quickly discovered a significant discrepancy between some police officers’ perceived outcome of their interactions with citizens and what those citizens reported to researchers post-interaction. “An officer would come back to us and they’d say it went great. Like, ‘I did what I was supposed to do, I made that really positive connection.’ And then we’d go to the community members, and we’d hear a very different story: ‘Why the heck did that officer just come up to me, I’m just trying to have a picnic in the park with my family, did I do something wrong?’” Community members reported feeling confused, harassed, or—at the worst end of the spectrum—threatened. The vast majority—around 75% of citizens—reported being anxious from the very beginning of the interaction. It’s not hard to imagine how an officer approaching you apropos of nothing may stir anxious thoughts: have I done something wrong? Is there trouble in the area? The situation put the cognitive burden on the citizen to figure out why they were being approached. The Transformational Potential of the “Transparency Statement” And yet, they also observed officers (“super star” police officers, as Dittmann refers to them) who seemed to be especially gifted at cultivating better responses from community members. What made the difference? “They would explain themselves right from the start and say something like, ‘Hey, I’m officer so-and-so. The reason I’m out here today is because I’m part of this new community policing unit. We’re trying to get to know the community and to better understand the issues that you’re facing.’ And that was the lightbulb moment for me and Kyle: the difference here is that some of these officers are explaining themselves very clearly, making their benevolent intention for the interaction known right from the start of the conversation.” Dittmann and her colleagues have coined this phenomenon the “transparency statement.” Using a tool called the Linguistic Inquiry & Word Count software and natural language processing tools, the research team was able to analyze transcripts of the conversations and tease out subconscious cues about the civilians’ emotional state, in addition to collecting surveys from them after the encounter. Some results jumped out quickly, like the fact that those people whose conversation with an officer began with a transparency statement had significantly longer conversations with them. The team also employed ambulatory physiological sensors, or sensors worn on the wrist that measure skin conductivity and, by proxy, sympathetic nervous system arousal. From this data, a pattern quickly emerged: citizens’ skin conductance levels piqued early after a transparency statement (while this can be a sign of stress, in this context researchers determined it to reflect “active engagement” in the conversation) and then recovered to baseline levels faster than in the control group, a pattern indicative of positive social interaction. Timing, too, is of the essence: according to the study, “many patrol officers typically made transparency statements only after trust had been compromised.” Stated simply, the interest police officers showed in them was “perceived as harassment” if context wasn’t provided first. Overall, the effect was profound: citizens who were greeted with the transparency statement were “less than half as likely to report threatened emotions.” In fact, according to the study, “twice as many community members reported feeling inspired by the end of the interaction.” What’s more, they found that civilians of color and those from lower socioeconomic backgrounds —who may reasonably be expected to have a lower baseline level of trust of law enforcement—“may profit more from greater transparency.” Talk, it turns out, is not so cheap after all. Corporate Offices, Clinics, and Classrooms The implications of this research may also extend beyond the particulars of the police force. The sticky dynamics that form between power discrepancies are replicated in many environments: the classroom, between teachers and students; the office, between managers and employees; even the clinic, between medical doctors and patients. In any of these cases, a person with authority—perceived or enforceable—may try to build relationships and ask well-meaning questions that make people anxious if misunderstood. Is my boss checking in on me because she’s disappointed in my performance? Is the doctor being nice because they’re preparing me for bad news? “We believe that, with calibration to the specific dynamics of different work environments, transparency statements could have the potential to ease tense conversations across power disparities in contexts beyond policing,” says Dittmann. More Research, Action, and Optimism What could this mean for policing down the road? Imagine a future where most of the community has a positive relationship with law enforcement and there is mutual trust. "I often heard from family and friends that they’d trust the police more ‘if they were all like you.’ I can hear myself saying, ‘There are lots of police just like me!’ and I truly believe that. I believe that so many officers love people and want to serve their communities—and I believe a lot of them struggle with the same things I do. They want to see our profession do better!" Britt Nestor “When I get a new case and I meet the survivor, and they’re old enough to talk with me, I always explain to them, ‘I work for you. How cool is that?’ And I truly believe this: I work for these kids and their families.” The implications run deep; a citizen may be more likely to reach out to police officers about issues in their community before they become larger problems. An officer who is not on edge may be less likely to react with force. Dittmann is quick to acknowledge that while the results of the transparency statement are very promising, they are just one piece of a very large story with a long and loaded history. Too many communities are under supported and overpoliced; it would be denying the gravity and complexity of the issue to suggest that there is any silver bullet solution, especially one so simple. More must be done to prevent the dynamics that lead to police violence to begin with. “There’s a common narrative in the media these days that it’s too late, there’s nothing that officers can do,” says Dittmann. Yet Dittmann places value on continued research, action and optimism. When a simple act on the intervention side of affairs has such profound implications, and is not expensive or difficult to implement, one can’t help but see potential. “Our next step now is to develop training on transparency statements, potentially for entire agencies,” says Dittmann. “If all the officers in the agency are interacting with transparency statements, then we see this bottom-up approach, with strong potential to scale. If every interaction you have with an officer in your community starts out with that transparency statement, and then goes smoothly, now we’re kind of getting to a place where we can hopefully talk about better relations, more trust in the community, at a higher, more holistic, level.” While the road ahead is long and uncertain, Dittmann’s optimism is boosted by one aspect of her findings: those community members who reported feeling inspired after speaking with police officers who made their benevolent intentions clear. "That was really powerful for me and Kyle. That’s what gets me out of bed in the morning. It’s worth trying to move the needle, even just a little bit." Andrea Dittmann Looking to know more?  Andrea Dittman is available to speak with media about this important research. Simply click on her icon now to arrange an interview today.

Approximately 4,200 degrees conferred during Georgia Southern’s 2024 Spring Commencement ceremonies

In May, approximately 4,200 graduates from Georgia Southern University’s Statesboro, Armstrong and Liberty campuses received associate, baccalaureate, masters, specialist and doctoral degrees in five Spring 2024 Commencement ceremonies. Georgia Southern President Kyle Marrero welcomed the graduates and their guests to the ceremonies, held at the Allen E. Paulson Stadium in Statesboro on May 7, 8 and 9, and at the EnMarket Arena in Savannah on May 11. “Graduates, I don’t need to tell you about your unique college journey, which has been challenging,” said Marrero to the crowds. “I am very proud of how, together, we have persevered allowing us to have a successful semester and today, our commencement ceremony. This graduation is a momentous occasion for Georgia Southern University, as well as for all of you. Today, you are part of history at Georgia Southern.” Speakers included: Mackenzie Anderson (’07), global director of Corporate Communications at Nike Alton M. Standifer, Ph.D. (’12, ’14), vice provost for Inclusive Excellence and chief of staff to the provost at the University of Georgia (UGA) Kim Greene, chairman, president and chief executive officer of Georgia Power Chris Ahearn (’09), director of research and trade development for the World Trade Center Savannah Candicee Childs, M.D., (’19) an emerging beacon of inspiration in the fields of medicine and literature. At present, she is a resident physician at Massachusetts General Hospital, the largest teaching hospital of Harvard Medical School, with a focus on child and adolescent psychiatry Anderson opened the graduation ceremonies in Statesboro, following a warm introduction from Marrero, who described her leadership role at Nike. “I’m sure you probably expected me to get up here and say something like, ‘Class of 2024, go out into the world and ‘Just Do It,’” Anderson mused. “But here’s the deal. I don’t have to tell you to just do it because you just did it. You did the impossible by making it through the pandemic. “Today you aren’t just graduating with a degree in whatever is written on your diploma. You’re also graduating with a degree in doing hard things. And today we celebrate you.” She continued, saying that earning a degree in “doing hard things” has no doubt been a challenge, but the graduates will soon find out that this is also their superpower. They produced their own playbook, as unique and rare as they are. How they use the playbook moving forward is up to them — to wit, be curious, be wrong while giving yourself permission to make mistakes, be humble and be persistent. “Launch into the world,” Anderson concluded. “And whether you land just across the street, across the country like me or somewhere around the world, remember where you came from. Today you are etching your name alongside a proud Eagle alumni network of more than 147,000 strong. “It is my honor to be the first to say, ‘Georgia Southern University graduating Class of 2024, welcome to the alumni family.'” Standifer shared his own story as a young man, undecided about going to college while he worked as a cashier. A regular customer, Mr. Paul, continuously asked Standifer about whether he’d attend college, until one day Standifer told him he was going to attend Georgia Southern University. With a wide grin, Mr. Paul congratulated him and handed him a $100 bill. Incredulous, Standifer asked why he’d given him such a large tip. Mr. Paul told him it wasn’t a tip. It was an investment, and he’d continue to mentor Standifer in the following years, and remain a profound influence in his life. “I want to encourage you all to think of the Mr. Paul’s in your life,” Standifer said. “Think of the people who have helped you get to today. And then when you leave here, make the conscious effort that you will be Mr. Paul for someone else.” In Savannah, Ahearn shared his journey of discovery in Georgia Southern’s classrooms where he explored Irish film, an introduction to the United Nations, abnormal psychology, Celtic identity and conflict, psychology and law, and gangs, drugs and criminal justice. “There’s a whole menu of choices for you and experiences for you to choose from to really help you discover who you are, where you fit, what drives you, what gets your creative juices flowing, and what options are out there when you graduate from these key interactions,” Ahearn said. Following, he pursued a master’s in international relations in Ireland that gave him a deeper perspective on how the world operates and how interconnected we all are. Ensuing professional roles in higher education, international networking and fundraising, culminated in his current role at World Trade Center, Savannah. From the stage, Ahearn stressed his key takeaways: network, stay in touch with your classmates, be authentic and perhaps, most importantly, travel. “Go outside your comfort zone,” he encouraged. “Try things you’d never try. Expand your horizons. This is your opportunity to learn about different cultures, to embrace the differences and similarities we share with our fellow global citizens and find common ground.” In closing: “Many of you may stay in the region to leave your impact as this community continues to expand,” Ahearn said. “There are plenty of great employment opportunities at your fingertips. Many of you will leave to follow your careers wherever they take you. But please know that you’re part of this institution’s history. You’ll always be an Eagle, and Georgia Southern will always welcome you home." Interested in learning more about Georgia Southern University? Contact Georgia Southern's Director of Communications Jennifer Wise at jwise@georgiasouthern.edu to arrange an interview today.

It's Pride Month - We have experts who can help with all your coverage.

Pride Month stands as a vital commemoration of the LGBTQ+ community's ongoing fight for equality, acceptance, and visibility. Rooted in the historic Stonewall Riots of 1969, Pride Month not only celebrates the progress made in LGBTQ+ rights but also highlights the persistent struggles faced by the community. This topic is newsworthy due to its significant social, cultural, and political implications, reflecting broader societal issues of human rights, diversity, and inclusion. Furthermore, Pride Month's impact on public discourse, policy changes, and cultural awareness underscores its relevance. Key story angles include: The Evolution of Pride: Tracing the history of Pride Month from the Stonewall Riots to its current global celebrations, and its role in shaping LGBTQ+ rights. Intersectionality in the LGBTQ+ Community: Exploring the experiences and challenges faced by LGBTQ+ individuals who belong to multiple marginalized groups. Policy and Legal Milestones: Reviewing significant legal and policy advancements in LGBTQ+ rights and the ongoing legislative battles. Corporate and Community Engagement: Analyzing how businesses and local communities are participating in Pride Month, including corporate responsibility and support for LGBTQ+ causes. Media Representation: Investigating the portrayal of LGBTQ+ individuals in media and entertainment, and its impact on public perception and acceptance. Mental Health and Well-being: Discussing the mental health challenges within the LGBTQ+ community and the resources available to support them. Connect with an Expert about the History of Pride Month: Margaret Galvan Assistant Professor · University of Florida Genny Beemyn Director of The Stonewall Center · University of Massachusetts Amherst Melanie Wilcox, PhD Assistant Professor and Researcher · Department of Psychological Sciences, the Institute of Public and Preventive Health, and the Department of Psychiatry · Augusta University Emily Fisher Professor · Loyola Marymount University Ryan J. Watson, Ph.D. Ryan J. Watson, Ph.D. Assistant Professor of Human Development and Family Studies · University of Connecticut To search our full list of experts visit www.expertfile.com Photo credit: Sara Rampazzo