Tag Archives: featured

Lots of Changes

If you follow our FWC Commission meetings, you are probably aware of the high level of change we are undergoing right now as an agency. Long-time commissioner (and former chair) Brian Yablonski is leaving FWC to join the Property and Environmental Research Center in Bozeman, Montana. Commissioner Yablonski served for 14 years on the Commission and became a strong advocate for science-based decision making and an ardent supporter of FWC/FWRI. This creates a vacant commission position that will be filled in the near future. We also had two new Commissioners appointed: Sonya Rood from St. Augustine who replaces Liesa Priddy, and Gary Nicklaus, who replaces Ron Bergeron. If that’s not enough for you, our Executive Director, Nick Wiley has left FWC to take a position with Ducks Unlimited. At the last Commission meeting Eric Sutton, our former Assistant Executive Director, was appointed new FWC Executive Director. Shortly thereafter, Thomas Eason, former Director of our Division of Habitat Species and Conservation, was selected as the new FWC Assistant Executive Director. Eric and Thomas’ selection maintains a strong thread of continuity as we transition to new leadership. They are both accomplished biologists and leaders who understand and appreciate the value of science-based resource management.

I know that so many changes happening at once tend to create a bit of uncertainty, if not anxiety. This form of anxiety is so common that an entire industry has developed dedicated to managing organizational change. While everyone deals with change in their own way, I would like to offer a few thoughts on the topic. Anxiety related to organizational change usually has two components: 1) how the changes might affect someone personally and 2) how the changes might affect the organization itself.

At the individual level, people often are concerned about how organizational change might affect their professional (or personal) well-being. There is an increasing body of evidence (and associated cottage industries springing up) that well-being, or happiness in general, is much more dependent on how the individual reacts to a situation rather than external factors associated with the situation itself. Fundamentally, the resiliency factor that allows people to deal with change effectively is self-awareness. In turn, self-awareness is a cornerstone of emotional intelligence, a set of behavioral attributes that refers to how one recognizes and manages their emotions and forms productive interpersonal relationships. The connection between self-awareness and happiness has spawned a “mindfulness” industry that focuses on helping people free their mind, become more self-aware and improve their well-being. This is far from a new concept. While we associate meditation or similar exercises with Buddhism and Hinduism, every major religion includes elements related to self-awareness and managing one’s emotions and behavior. It is not always easy to do, but when faced with uncertainty or change, focusing inward rather than outward is often the most productive first step.

Much like individual response to change depends on one’s outlook, at the organizational level the effect of change often depends on the organizational culture. There is a huge body of literature associated with organizational culture and even tools for assessing organizational culture. Much of the research into organizational culture settles into a characterization based on shared values, common assumptions and approaches to doing work. One of the more useful constructs is illustrated in the figure at left. This diagram characterizes organizations based on two axes: stability vs. flexibility in work approaches and internal vs. external focus of the organization. In this framework, FWC clearly falls out with the clan organizational culture archetype. This type of culture is representative of a family-style work environment where decision making is collaborative and teamwork is fundamental to work operations. The internal focus refers to a culture that emphasizes internal integration and unity vs. an external approach focused on rivalry and differentiation. Some basic assumptions in the clan organizational culture are that workload can best be managed through teamwork and employee development and that the role of leadership is to empower employees. Promotion of this type of organizational culture has been cited as a major factor in Japanese industrial success post World War II and was adopted by many American firms decades later. Turnover of a few positions, even among leadership, is less likely to dramatically change culture in our type of organization than a more hierarchical agency. It is clear to me that the new leaders in FWC appreciate and embrace our culture, and that they will be looking for all our help to find ways to strengthen it.

Finally, it is important to keep in mind that change will often catch us off guard despite our best attempts to prepare for it. According to legend, the Greek playwright Aeschylus, ironically known as the father of tragedy for his dramatic works, was reportedly killed by a tortoise dropped by an eagle who mistook the playwright’s bald head for a rock. This untimely end occurred while Aeschylus purposefully spent most of his time outdoors after an oracle told him he would be killed by a falling object.

Filming in the Field

By Jessica Prakke

Here are our top FIVE tips to remember when filming in the field:

  1. Follow safety protocol. Wear your PFD while on a moving vessel. Wear close-toed shoes when in the lab, etc. One of the main reasons our office can’t use a video clip is if someone is not following these protocols while being filmed.

    This is an example of what not to do. The vessel is moving and no one is wearing their PFD. These staff members identities have been blurred under the communications protection program.
  2. Wear an FWC shirt. We want people to identify you with FWC and this is an easy way of doing that, especially when we are working with other organizations who are heavily branded.
  3. Don’t be afraid to ask to start over. The beauty of filming is that anything can be edited. Sometimes when someone screws up they have a tendency to get in their head. Take a minute and a breath, and simply try again.

    All staff members wearing their FWC shirts during a manatee release, an event that can attract news outlets.
  4. Dress for the camera. Avoid wearing white because it reflects too much light. If possible, take off your sunglasses for an interview.Don’t wear any copyright or branded logos (ex. sports teams).
  5. Assume the camera is always rolling. This especially applies when news outlets are involved. As a representative of FWC you don’t want to be caught in your own words.

Upland Habitat Celebrates 20-Year Anniversary

By Kent Williges

It’s hard to believe, but 2018 will mark the 20th year of existence for the Upland Habitat Research & Monitoring Program! Quite a few evolutionary changes have occurred over the span of 2 decades.

The program had its origins back in 1998 as the brainchild of Nick Wiley, former executive director of FWC, and was funded by the Conservation and Recreation Lands (CARL) trust fund, the precursor of the Land Acquisition Trust Fund (LATF). Prior to agency reorganization, the program at the time was housed in the old Bureau of Wildlife Management, the predecessor of the Wildlife Habitat Management Section (WHM), and was created specifically to use applied research to address management issues within the agency’s Wildlife Management Area (WMA) system.

Over the years, the program has been known by a few different names including the Adaptive Management Section, and the Plant Monitoring Section before the current title was acquired after the agency reorganized in 2004. However, Upland Habitat continues to be closely allied with WHM, and conducts research within the WMA system to develop best management practices for upland plant communities that can be used by land managers across the state. The advantage of working on specific WMAs is that the manager can often see the experimental results immediately, and has a pretty good idea of what is working without having to wait to read about it later in a report. Past research has included monitoring the effects of grazing on upland plant communities, evaluating mechanical vegetation control methods for managing scrub and flatwoods, and helping to develop the agency’s Objective’s Based Vegetation Monitoring (OBVM) program, an adaptive management program that is ongoing to this day.

In 2004, Upland Habitat was moved to the FWRI during the agency-wide reorganization . Itwas placed within the Ecosystem Assessment and Research Section, first under the direction of Jennifer Wheaton and currently led by Dr. Amber Whittle, where it continues to grow and expand. The program was relatively small back in 1998 consisting of only three biologists– Kent Williges, current program leader, is the only original employee remaining. The program continues to grow post-merger, and currently consists of nine full time biologists headquartered at the Wildlife Research Laboratory in Gainesville.

Upland Habitat continues to focus research on all things related to botany. In that way,  they have been able to establish a niche within the agency. Staff handle many requests for plant identification throughout the year from both WMA staff and the general public. They often determine the seed viability of native seed mixes for planting on WHM ground cover restoration projects. Current research for WHM funded by the LATF includes investigating methods for control of cabbage palm in wet flatwoods, comparing chemical control methods for hardwood reduction in upland plant communities, and monitoring the effects of mechanical control methods on ephemeral ponds associated with the flatwoods salamander. In addition, Upland Habitat has evaluated and provided management recommendations for WHM ground cover restoration projects for the past 13 years.

The classic skull and crossed ‘Liatris’ logo of the Upland Habitat Research & Monitoring Program will sport a new bandana throughout 2018, commemorating the 20-year anniversary.

Quantifying habitat characteristics has also become the Upland Habitat program’s specialty. Scientists are currently measuring structural attribute characteristics of wildlife habitat, and monitoring their response to management treatments for 2 endangered species including the Sanibel Island Rice Rat, and the flatwoods salamander.  These projects are funded by the Aquatic Habitat Restoration and Enhancement Section, and a Cooperative State Wildlife Grant, respectively. They are also investigating pollinators in both native, and restored plant communities as part of a cooperative project with the University of Florida.

The next 20 years will undoubtedly present many new challenges for Florida’s land managers as the population continues to increase with seemingly no end in sight. Upland Habitat will continue to utilize applied research to address upland plant community (and some wetlands) management issues within an ever-expanding urban landscape for the benefit of all of Florida’s habitat, wildlife and people.