I found this stimulating discussion started by @BenPatrickWill on the weekend. “If you (hypothetically) had 15 mins to address your university senior managers about the future of edtech, and it was your best chance to bring in some critical perspectives, what would you highlight?” If you’re a leader, and you ever wondered… (Or if you ever wondered what you’d say if you were trapped in a lift with them)
Class discussions can be a lottery – one day everyone is excited and engaged and the next, you struggle to extract one-word responses. Jay Howard shares some invaluable practical advice in this piece that draws on 30 years of research. Some top tips – put the work back onto the learners, ask more complex questions that support creativity, encourage students to call out great ideas from their peers.
The fact that I thought twice about sharing this piece, which is fairly inoffensive in itself, says something about the politics around this in Higher Education. Institutions do, of course, offer a range of services and specialists that provide support to academics in teaching and ed tech – this is part of the work that I do and this is my community. This article asks the questions that I’ve been hearing a lot recently – are we doing enough and where do we go next?
One of the areas where pedagogy/andragogy and technology enhanced learning veers dramatically away from K-12 learning is when it comes to large classes. The PHELC21 symposium was held in June and the full proceedings are now available. This collection of papers includes work on engagement, course redesign, problem-based learning at scale and drawing classes.
Of all the theses that I’ve read recently, this one has been the most valuable – for several reasons. Chiefly, it fills a gap in several areas of the literature around edvisors relating to edvisor perceptions of how they are supported by their institutions (and the support they need), the impact of having faculty/college based and centrally based edvisor units, faculty autonomy/academic freedom, the pedagogical and design frameworks used by edvisors and the ways that organisational structures and reporting lines impact edvisor effectiveness.
Which is a lot.
I’ve had two opposing reactions to this – panic about how I will now find something new to say and appreciation that when I put my ideas out there, I can at least say “well Uibelhoer thinks so too”. (Honestly I’m not that worried and it has been fantastic to see how universal some of the challenges and possible solutions are)
A few other things that I’ve liked – just the clean readability of the thing. Uibelhoer doesn’t tie himself up in linguistic knots trying to sound clever, he simply tells the story in engaging, clear and direct language that moves the ideas forward and progressively builds a compelling case for them.
Personally there were a number of helpful new ideas and theories that I will be able to draw on and use to expand my thinking. I haven’t really given much consideration to faculty autonomy/academic freedom, there’s some nice stuff on collaboration and Collaboration Theory, and there’s also some valuable ideas on the impact of organisational structures, which draws on a thesis from Drysdale (2018) that I also have sitting in my to-read pile.
One other thing that I do need to flag is that there is a stellar overview in the lit review of the various pedagogical approaches in the last century and how they are applied in instructional design. From Behaviorism to Connectivism and beyond, this is something that I will highly recommend to anyone looking for a crash course in educational theory and its practical application.
There are a handful of areas where we have different perspectives – most significantly would be that where I see three distinct (though overlapping) edvisor type roles, the approach in the U.S. seems to be more of instructional designers as kind of a one stop shop for everything these people conventionally do. He does touch on specialisations though and the whole thing has got me wondering whether it is madness trying to foster understanding of 3 separate roles when we have problems doing it with just one.
I’ve glossed over the body of this thesis, which is a case study of development and delivery of pedagogical PD to academics in an institution. As a topic, I suspect this is stronger than my own because it starts from something that seems fairly straightforward but allows for wide exploration of many factors that shape this work and the people that do it. I’ve had an internal resistance to case studies for some reason (which I’ve been rethinking in recent months), possibly because it feels too small for the ideas that I’m trying to bring together. More thinking to do on this I’d say.
One final thought – I do think it would be great to have a global network of the edvisors (and academics) doing research on edvisors. This partially feels like one of those procrastinatory rabbit-hole ideas that I have in place of doing actual work but it’s at the very least something for the backburner.
While I’m still letting the sociomaterial stew simmer in the back of my mind, it seems like a good time to dig in to something that feels slightly more practical (not to mention incredibly relevant to my day to day work).
This paper is about the first stage of research in a major Australian project looking at the use of (and attitudes towards) ePortfolios in Higher education business schools. As someone working in a business school and advocating the use of ePortfolios, it is unsurprisingly of some interest. Now that we’ve had a real live semester of ePortfolios actually being used in teaching – rather than speculated upon – it’s particularly nice to be able to come to this with something more than a theoretical viewpoint. (I’ll freely admit that it was used only in two subjects and in one, the lecturer only picked up the tool in week 6 of a 13 week semester, but what they’ve already learned and the success that they have had has been incredibly encouraging)
As you might expect, the paper dives into a detailed explanation of the context of using ePortfolios in Higher Ed – it notably hasn’t been as commonly used in business disciplines, something that the authors attribute in part to the diversity of kinds of disciplines in this field. Some (e.g. accounting) have distinct pathways with clearly articulated accreditation leading to specific careers while others contribute more generally to a student’s ability to work in ‘business’. The authors suggest that professions including medicine, law, engineering, teaching and architecture might be more suited to tools and practices supporting the collection of evidence that can be used in external accreditation processes and this might be why ePortfolios have been reported on less frequently in business. All the same, they argue that there are still many compelling reasons that ePortfolios should be used in business schools.
This paper focuses particularly on attitudes towards ePortfolios amongst academic leaders in business schools – Associate Deans (Education/ Teaching & learning), program/course directors and subject/course/unit conveners. (It does seem that survey responses from teachers were also accepted though the details on this are a little hazy).
A lot of reasons (excuses?) are given for why ePortfolios aren’t being used widely which align with those that I’ve come across commonly in the literature (and day to day practice) about the use/non-use of ed. tech in general. Seeing these has helped me to reframe my research question – though I still need to run this by my supervisors – to How can (and do?) Education (or TELT?) Advisors help universities overcome barriers to adopting TELT practices? (Previously – How can Higher Education better support TELT practices?). This is no small thing for me, as it feels like I’m narrowing the focus of the research to something more achievable and personally meaningful.
Anyway, there are a few points of particular interest that this paper covers – reasons for using ePortfolios in business ed., perceived strengths amongst management and the beginnings of a framework for effective implementation of ePortfolios in this space.
Reasons to use ePortfolios
The use of ePortfolios across Higher Ed. is tied very closely to the development of professional capabilities (a.k.a competencies) and employability skills. I’d suggest that the technology can do more than this in terms of offering new opportunities for content management, creation and publishing that might finally enable us to move beyond linear text heavy essays into student construction of richer resources that more adequately reflect the world that we now live in. That said, the portfolio has been a vital tool for demonstrating one’s skills to prospective employers for centuries and the ePortfolio is simply the latest iteration of this.
The authors identify a common set of professional capabilities that universities aspire to equip students with via threshold learning outcomes and program and graduate attributes. ( I think we include something about being a global citizen and thought leader but the rest all seem fairly common and laudable)
1. Professional judgement: Use knowledge and skills to solve novel business challenges.
2. Problem solving: Use knowledge and skills to identify and solve common business problems.
3. Communication: Demonstrate oral, written and visual communication skills appropriate to the needs of different business stakeholders.
4. Teamwork: Demonstrate skills in working collaboratively with colleagues in undertaking complex and varied work tasks.
5. Leadership: Demonstrate skills in constructively influencing the work of colleagues individually and in teams towards mutually agreed goals.
6. Digital literacy: Use knowledge and skills in ICT to frame, analyse and report on business problems and their solutions.
7. Self-management: Demonstrate skills in self-initiative, self-motivation and self-directed learning in business studies and practices.
8. Creativity and innovation: Demonstrate the capacity to generate new ideas to meet customer needs, and in the understanding of how good ideas become marketable products.
9. Entrepreneurship: Appreciate how new businesses are created, grow and adapt to changing market conditions.
10. Social responsibility: Develop a critical awareness of businesses’ obligations to the societies within which they operate, and to those parties who directly contribute to their viability.
11. Cultural awareness: Demonstrate knowledge and skills in working effectively with cultural diversity as related to global and international business practices.
12. Sustainability as applied to business organisations: Develop a critical awareness of businesses’ need to evolve and adapt to the imperatives of an economically, environmentally and socially sustainable world in the service of future generations.
13. Ethics: Develop a personally meaningful set of values to guide professional practice which reflect honesty, fairness, respectfulness, loyalty, composure and competence. (p.5-6)
The academic leaders were asked which of these they rated as most important and which they were most satisfied with the current development of in their students. Communication and problem solving were rated as most important with entrepreneurship at the end of that list. (Accountants tended to rate creativity and innovation lower than others). In terms of how well they think their colleges/schools are doing, academic leaders felt most confident about problem solving, digital literacy and communication and least about leadership and creativity/innovation. (However, confidence in the teaching of all 13 capabiliities ranged from 2.53/5 to 1.68/5, so across the board, there’s work to be done in this space)
There’s also an interesting breakdown of the pedagogical approaches that academic leaders in business colleges saw as being valuable in supporting these varying capabilities – I’m not sure if they were provided with a set list because the choices seem limited. Exams are nowhere to be seen though, which I find heartening.
1. Problem solving: Ranked in order of decreasing importance, respondents indicated: 1. Case studies; 2. Projects; 3. Work-placement; and 4. Simulations, might be effective ways to assess a student’s ability to solve problems.
2. Communication: Case studies, projects, presentations and written work appear to be the most favoured ways to assess a student’s ability to communicate.
3. Teamwork: Group projects and work placements appear to be the most favoured ways to assess a student’s ability to work in a team.
4. Leadership: Projects appear to be the most favoured ways to assess a student’s ability to lead a team.
5. Digital literacy: Projects, simulations and assignments appear to be the most favoured ways to assess a student’s digital literacy.
6. Self-management: Projects and work placements appear to be the most favoured ways to assess a student’s ability to self-manage.
7. Creativity and innovation: Projects appears to be the most favoured way to assess a student’s creativity and innovation.
8. Entrepreneurship: Projects perhaps within a business context appears to be the most favoured way to assess a student’s entrepreneurial skills.
9. Social responsibility: Projects and Case studies appear to be the most favoured ways to assess a student’s sense of social responsibility.
10. Cultural awareness: International study and work tours appear to be the most favoured ways to assess a student’s cultural awareness.
11. Business Sustainability: Case studies, work placements and projects appear to be the most favoured ways to assess a student’s understanding of sustainability in a business context.
12. Professional judgement: Case studies, work placements and simulations appear to be the most favoured ways to assess a student’s professional judgement skills.
13. Ethics: Case studies and projects (p.9-10)
The perceived drivers of the implementation of ePortfolios offers some interesting insights into the value that academic leaders ascribe to ePortfolios and perhaps some selling points to stress when having the discussion about using them. (I have to admit at this point though that I’ve noticed that a lot of research seems to centre around people’s perceptions of things rather than the concrete realities of them. Maybe this is just the nature of education as a social science and there is certainly value in understanding why people make the decisions that they do in this space but just because people feel a certain way about a tool or a practice doesn’t necessarily make it so. Unless we are also looking at what is needed to shift perceptions, I’m not altogether sure what we hope to achieve by simply cataloguing them.)
The best reasons seen for using ePortfolios included “Improve student reflective learning”, “Enhance Student work placement experience”, “allow students to better demonstrate the achieve of learning outcomes to others” and “improve student understanding of learning outcomes.” (p. 11) Considered least important was “the imperative to use technology given the nature of the institution, i.e. mission, vision etc” (p.11) – which I’m fairly ok with and I’m also pretty happy that a teaching and learning goal was most highly valued. (But are people saying this because it seems like the right thing to say?)
In examining which kinds of support were most useful when using ePortfolios (and I suspect any other ed. tech), there was no clear preference for any of the following:
guidance on the purpose of the ePortfolio; guidance on how to use the ePortfolio; a workshop alongside to support the ePortfolio process; tutor/mentor support; IT helpdesk support for the learner; and support for producing media files. (p.12)
At least this seems like a solid checklist for developing a support plan and an implementation strategy.
The paper draws a few implications from the survey results as well as the existing literature, these align pretty well with my own feelings about ePortfolios and unfortunately they tend to make implementation projects harder, because taking a whole of program/degree approach to the use of ePortfolios in a siloed institution tends to get put quickly into the ‘too-hard basket’.
Housego and Parker (2009) and Woodley and Sims (2011), reflecting on their respective investigations, conclude that ideally ePortfolios should be integrated appropriately into the whole curriculum. With this in mind, ePortfolio implementation for assessing professional capabilities can be seen in the context of: whole-of-program-based curriculum designs; the major disciplinary studies allowing specialisation in business degrees; key areas of the curriculum dealing with work-integrated learning (WIL) (see Papadopoulos, Taylor, Fallshaw, & Zanko, 2011), foundational core and capstone studies, and those dealing directly with managerial capabilities like intrapersonal and interpersonal intelligence. (p.14)
I do note with some interest though that perhaps my college’s biggest success story with ePortfolios came in a fairly reflective unit related to management (post-grad), which aligns well with the final line of the paragraph.
The final section of the paper and perhaps the one that gives me the most to unpack (and which also excites me the most about the future work of this team) is a preliminary guidance framework for the implementation of ePortfolios in undergraduate business programs.
This is absolutely something that I’m going to take to the powers that be at my institution to explore further. All in all this is a rich paper and I greatly look forward to future reports from this project.
Woodley, C., & Sims, R. (2011). EPortfolios, professional development and employability: some student perceptions. Campus-Wide Information Systems, 28(3), 164–174. https://doi.org/10.1108/10650741111145698
Holt, D. M., McGuigan, N., Kavanagh, M., Leitch, S., Ngo, L., Salzman, S., Watty, K., & McKay, J. (2016). Academic leaders’ perspectives on adopting ePortfolios for developing and assessing professional capabilities in Australian business education. Australasian Journal of Educational Technology, 32(5). https://ajet.org.au/index.php/AJET/article/view/2666
Housego, S., & Parker, N. (2009). Positioning ePortfolios in an integrated curriculum. Education + Training, 51(5/6), 408–421. https://doi.org/10.1108/00400910910987219
Papadopoulos, T., Taylor, T., Fallshaw, E., & Zanko, M. (2011). Engaging industry: Embedding professional learning in the business curriculum final report. Sydney: Australian Learning and Teaching Council.
This is a big post because it is about a journal article that covers some of the core issues of my thesis in progress. I’ve spent far longer looking over, dissecting and running off on a dozen tangents with it than I had expected. My highlights and scrawled notes are testament to that.
In a nutshell, King and Boyatt attribute the success (or otherwise) of adoption of e-learning in their university to three key factors. Institutional infrastructure, teacher attitudes and knowledge and perceived student expectations. This seems like a reasonable argument to make and they back it up with some fairly compelling arguments that I’ll expand on and provide my own responses to shortly.
They use this to generate a proposed action plan which includes a coherent and detailed university level e-learning strategy – which includes adequate resourcing for technological and pedagogical support, academic development training, leadership, guidance, flexibility and local autonomy. Everything that they propose seems reasonable and sane yet (sadly) quite optimistic and ambitious. From their bios, I think that the authors aren’t teachers themselves but education advisors like myself but the perspective put forward in the article is very clearly from an academic’s perspective. (Well, 48 academics from a range of discplines, ages and years of teaching experience.) All the same, there were more than a few occasions when I read the paper and thought – “well it’s fine to suggest communities of practice (or whatever) but even when we do set them up, nobody comes more than once or twice”.
I guess the main difference between this paper and my line of thinking in my research is that I want to know what gets in the way, and I didn’t get enough of that here. I also found myself thinking a few times that this kind of research needs to avoid falling into the trap of forgetting that teaching is only one (often de-prioritised, depending on the uni culture) part of an academic’s practice and we need to factor in the impact that their research and service obligations have on their ability to find time to do this extra training. To be completely fair though, the authors did recognise and note this later in the paper, as well as the fact that the section on perceived student expectations was only that – perceptions – and not necessarily a true representation of what students think or want. So they propose extending the study to include students and the university leadership, which seems pretty solid to me and helps to strengthen my personal view that this is probably a thing I’ll need to do when I start my own research. (I’m still in proposal/literature review/exploration swampland for now). To this I would probably add the affordances of the technology itself and also the Education Advisor/Support staff that can and would help drive much of this.
This paper sparked a number of ideas for me but perhaps the most striking was the question of what are the real or main reasons for implementing e-learning and TELT? Is it simply because it can offer the students a richer and more flexible learning experience or is it because it makes a teacher’s life easier or brings some prestige to a university (e.g. MOOCs) or (in the worst and wrongest case) is perceived as a cost-saving measure. There is no reason that it can’t be all of these things (and more) and that makes a lot of sense but some of the quotes from teachers in the article do indicate that they are more motivated to adopt new tools and teaching approaches if they can see an immediate, basically cost-free benefit to themselves. Again, I’m not unsympathetic to this – everyone is busy and if you’re under pressure to output research above all else, it’s perfectly human to do this. But it speaks volumes firstly about the larger cultural questions that we must factor in to explorations of this nature and secondly about the strategic approaches that we might want to take in achieving the best buy in.
From here, I’ll include the notes that I took that go into more specifics and also include some quotes. They’re a little dot pointy but I think still valuable. This is most definitely a paper worth checking out though and I have found it incredibly useful, even if I was occasionally frustrated by the lack of practical detail about successfully implementing the strategies.
“In addition, the results suggest that underpinning staff motivation to adopt e-learning is their broader interest in teaching and learning. This implies a bigger challenge for the institution, balancing the priorities of research and teaching, which may require much more detailed exploration” (p.1278)
Glad to see this acknowledged.
This paper focuses on Adoption. What are the other two phases in the Ako paper?
Initiation (a.k.a adoption), Implementation and Institutionalisation
Getting people to start using something is a good start but without a long term plan and support structure, it’s easy for a project to collapse. The more projects collapse, the more dubious people will be when a new one comes along.
Feel like there are significant contradictions in this paper – need for central direction/strategy as well as academic autonomy. Providing people with a menu of options is good and makes sense but that makes for huge and disparate strategy.
The three core influencing factors identified. (How well are they defined?)
Institutional infrastructure
Definition:
Includes: institutional strategy, sufficient resources (to do what?), guidance for effective implementation.
Question of academic development training is framed with limited understanding of the practicalities of implementation. Assumption that more resources can simply be found and allocated with no reciprocal responsibilities to participate.
Support needs identified:
Exploration of available tools and the development of the skills to use them
Creating resources/activities and piloting them
Developing student skills in using the tools
Engaging with students in synchronous and asynchronous activities
Monitoring and updating resources
Unclear over what time frame this support is envisioned. Presumably it should be ongoing, which would necessitate a reconsideration of current support practices.
“Participants suggested the need for a more coordinated approach. A starting point for this would be consideration of how available technologies might be effectively integrated with existing pedagogic practices and systems” (p.1275)
Issues basically boil down to leadership and time/resourcing. Teachers seem to want a lot in this space – “participants in this study reported the lack of a coherent institutional-wide approach offering the guidance, resources and recognition necessary to encourage and support staff.” At the same time, they expect “ongoing consultation and collaboration with staff to ensure a more coherent approach to meet institutional needs” (both p.1277).
If you want leadership but you also want to drive the process, what do you see leadership as providing? I do sympathise, this largely looks more like a reaction to not feeling adequately consulted with however my experience with many consultation attempts in this space is that very few people actually contribute or engage. (This could possibly be a good question to ask – phrased gently – what actions have you taken to participate in existing consultation and collaboration processes in ed tech)
“A further barrier to institutional adoption was the piecemeal approach to availability of technologies across the institution. Participants reported the need for a more coordinated approach to provision of technologies and their integration with existing systems and practices” (p.1277)
Probably right, clashes with their other requests for an approach that reflects the different disciplinary needs in the uni. How do we marry the two? How much flexibility is reasonable to ask of teachers?
Staff attitudes and skills
Definition:
Is this where “culture” lives?
Includes:
“including their skills and confidence in using the technology” (p.1275)
“A key step for broadening engagement is supporting staff to recognise the affordances of technology and how it might help them to maintain a high-quality learning experience for their students.
[teacher quote] There’s a lot of resistance to technology but if you can demonstrate something that’s going to reduce amount of time or genuinely going to make life easier then fine” (p.1275)
Want to know more about the tech can do – a question here is, for who. Making teaching easier or making learning better? Quote suggests the former.
What about their knowledge of ePedagogy? (I need to see what is in the Goodyear paper about competencies for teachers using eLearning. Be interesting to compare that to the Training Packages relating to eLearning too)
A big question I have, particularly when considering attitudes relating to insecurity and not knowing things – which some people will be reluctant to admit and instead find other excuses/reasons for avoiding Ed Tech (”it’s clunky” etc) – is how we can get past these and uncover peoples’ real reasons. It seems like a lot of this research is content to take what teachers say at face value and I suspect that this means that the genuine underlying issues are seldom addressed or resolved. There are also times when the attitudes can lead to poor behaviour – rudeness or abruptly dropping out of a discussion. (Most teachers are fine but it is a question of professionalism and entitlement, which can come back to culture)
In terms of addressing staff confidence, scaffolded academic dev training, with clear indicators of progress, might be valuable here. (Smart evidence – STELLAR eportfolios – Core competencies for e-teaching and some elective/specialisation units? This is basically rebuilding academic development at the ANU from the ground up)
“The findings highlighted the importance of a pedagogic-driven approach to implementation that supports staff in recognising the potential of technology to add value to students’ learning experiences. While staff recognised that support was available centrally, they suggested that it needed to be more closely tailored to the specific needs of staff and extended to include online guidance at point of need and communities of practice that facilitated sharing between colleagues” (p.1278)
These seems to strengthen the case for college/school level teams. I am well aware that teachers tend not to engage with academic development activities and resources outside their discipline area – which I think is partially tribal because the Bennett literature suggests that there are actually few differences in teaching design approaches from discipline to discipline. This seems like a good area for further investigation. What kind of research has been conducted into effectiveness (or desire for) centralised Academic Dev units vs those at a college level?
Perceived student expectations
Definition: Students expect their online learning world to match the rest of their online experiences.
“One student expectation reported was the availability of digital resources accessible anytime and anywhere: participants suggested that students expected to access all course materials online including resources used as part of face-to-face sessions and supplementary resources necessary to complete assignments.” (p.1276)
Seems like there are a lot of (admittedly informed) assumptions be made of what students actually want by the teachers in this section. Maybe it is reasonable to say that everyone wants everything to be easier. But when does it become too much easier? When they don’t need to learn how to research?
Student need to learn how to e-Learn
“These findings suggest that for successful implementation of e-learning, students need to be supported to develop realistic expectations, an understanding of the implications of learning with technology and skills for engaging in these new ways of learning and make the most out of the opportunities that they present” (p.1277)
Interestingly phrased outcome – DO students need to learn more about the challenges of teaching and/or the mechanisms behind it? Is this just about teachers avoiding responsibilities? It sounds a bit like being expected to study physics or road-building before going for a drive.
“However students confidence with online tools and resources was perceived to vary and the finding suggest that students need to be supported to develop skills to engage effectively with the opportunities that e-learning affords…
It is not clear whether this is an accurate portrayal of student views or whether staff attributed their own views to the students. It would be valuable to ascertain whether this perception is a true representation by repeating the study with students.” (p.1278)
Again, nice work by the authors in catching the difference between student perspectives and teacher assumptions. I guess the important part is that whether the students hold the views or not, the teachers believe they do and this motivates them to use the technology.
Students don’t want to lose F2F experiences and they don’t want eLearning forced upon them when it seems like a cost-cutting measure. They do want (and expect) resources to be available online.
Outcomes
Proposed elearning strategy
“Reflecting on the factors that influenced the adoption of e-learning, participants suggested the need for an institutional strategy that :
Defines e-learning
Provides a rationale for its use
Sets clear expectations for staff and students
Models the use of innovative teaching methods
Provides frameworks for implementation that recognise different disciplinary contexts
Demonstrates institutional investment for the development of e-learning
Offers staff appropriate support to develop their skills and understanding” (p.1277)
I’d add an additional item – Offers staff appropriate support to develop and deliver resources and learning activities in TELT systems.
I have a lot of questions about this strategy – what kinds of expectations are we talking about? Is this about the practical realities of implementing and supporting tools/systems which recognises limits to their affordances? Modelling the use of innovative teaching practices – just because something is new doesn’t mean that it is good. I’d avoid this term in favour of best practice and/or emerging. Is modelling really a valid part of a strategy or would it be more about including modelling/showcasing as one of the activities that will achieve the goals. The goals, incidentally, aren’t even referred to. (Other than the rationale but I suspect that isn’t the intent of that item)
Overall I think this strategy is an ok start but I would prefer a more holistic model that also factors in other areas of the academics responsibilities in research and service. The use of “e-learning” here is problematic and largely undefined. There’s just an assumption that everyone knows what it is and takes a common view. (Which is why TELT is perhaps a better term – though I still need to spend some time explaining what I – and the literature – see TELT as)
Support:
Face to face support complemented by online guidance (in what form?)
Facilitated CoPs to support academics sharing their experiences. (Can we anonymise these?? – visible only to teachers (not even exec). If one of our problems is that people don’t like to admit that they don’t know something, let them do it without people knowing. )
Wider marketing of support services in this space to academics. (I don’t buy this – I think that teachers get over marketed to now by all sections of the university and I’ve sent out a lot of info about training and support opportunities that get no response at all)
Faculty or departmental e-learning champion (Is that me or does it need to be an academic? Should we put the entire focus onto one person or have a community. Maybe a community with identifiable (and searchable) areas of expertise
Big question – how many people use the support that is currently available and why/why not?
My questions and ideas about the paper:
Demographics of the sample reasonably well spread – even genders, every faculty, wide distribution of age and teaching experience as well as use of TELT. No mention of whether any of the participants are casual staff members, which seems an important factor.
It’s fine to look at teaching practices but teaching doesn’t exist in a vacuum for academics. They also have research and service responsibilities and I think it would be valuable to factor the importance of these things in the research. The fact that nobody mentions them – or time constraints – suggests that they weren’t part of the focus group or interview discussions.
My overall take on this – the authors expand on previous work by Hardaker and Singh 2011 by adding student expectations to the mix. I’d think there is also a need to consider the affordances of existing technology (and pedagogy?) and perhaps also a more holistic view of the other pressure factors impacting teachers and the university.
“The findings highlighted the importance of a pedagogic-driven approach to implementation that supports staff in recognising the potential of technology to add value to students’ learning experiences.” (p.1278)
There are a lot of reasons that TELT is actually implemented in unis and while this might be the claim as the highest priority, I would be surprised if it made the top 5. Making life easier for the uni and for teachers, compliance, cost-cutting, prestige/keeping-up-with-the-Joneses and canny vendors all seem quite influential in this space as well. Understanding how the decisions driving TELT implementations are made seems really important.
King, E., & Boyatt, R. (2015). Exploring factors that influence adoption of e-learning within higher education: Factors that influence adoption of e-learning. British Journal of Educational Technology, 46(6), 1272–1280. https://doi.org/10.1111/bjet.12195
I shared some thoughts and summarised some of the discussions tied to the issues we face in supporting and driving institutional change, working with organisational culture and our role as professional staff experts in education design and technology.
There’s still much to talk about. Technology and what we need it to do, practical solutions both in place and under consideration / on the wishlist, further questions and a few stray ideas that were generated along the way.
Technology:
Unsurprisingly, technology was a significant part of our conversation about what we can do in the education support/design/tech realm to help shape the future of our institutions. The core ideas that came up included what we are using it for and how we sell and instill confidence in it in our clients – teachers, students and the executive.
The ubiquity and variety of educational technologies means that they can be employed in all areas of the teaching and learning experience. It’s not just being able to watch a recording of the lecture you missed or to take a formative online quiz; it’s signing up for a course, finding your way to class, joining a Spanish conversation group, checking for plagiarism, sharing notes, keeping an eye on at-risk students and so much more.
It’s a fine distinction but Ed Tech is bigger than just “teaching and learning” – it’s also about supporting the job of being a teacher or a learner. I pointed out that the recent “What works and why?” report from the OLT here in Australia gives a strong indication that the tools most highly valued by students are the ones that they can use to organise their studies.
Amber Thomas highlighted that “…better pedagogy isn’t the only quality driver. Students expect convenience and flexibility from their courses” and went on to state that “We need to use digital approaches to support extra-curricular opportunities and richer personal tracking. Our “TEL” tools can enable faster feedback loops and personalised notifications”
Even this is just the tip of the iceberg – it’s not just tools for replicating or improving analog practices – the technology that we support and the work we do offers opportunities for new practices. In some ways this links back closely to the other themes that have emerged – how we can shape the culture of the organisation and how we ensure that we are part of the conversation. A shift in pedagogical approaches and philosophies is a much larger thing that determining the best LMS to use. (But at its best, a shift to a new tool can be a great foot in the door to discussing new pedagogical approaches)
“It is reimagining the pedagogy and understanding the ‘new’ possibilities digital technologies offer to the learning experience where the core issue is” (Caroline Kuhn)
Lesley Gourlay made a compelling argument for us to not throw out the baby with the bathwater when it comes to technology by automatically assuming that tech is good and “analogue” practices are bad. (I’d like to assume that any decent Ed Designer/Tech knows this but it bears repeating and I’m sure we’ve all encountered “thought leaders” with this take on things).
“we can find ourselves collapsing into a form of ‘digital dualism’ which assumes a clear binary between digital and analogue / print-based practices (?)…I would argue there are two problems with this. First, that it suggests educational and social practice can be unproblematically categorised as one or the other of these, where from a sociomaterial perspective I would contend that the material / embodied, the print-based / verbal and the digital are in constant and complex interplay. Secondly, there perhaps is a related risk of falling into a ‘digital = student-centred, inherently better for all purposes’, versus ‘non-digital = retrograde, teacher-centred, indicative of resistance, in need of remediation’.” (Lesley Gourlay)
Another very common theme in the technology realm was the absolute importance of having reliable technology (as well as the right technology.)
“Make technology not failing* a priority. All technology fails sometime, but it fails too often in HE institutions. Cash registers in supermarkets almost never fail, because that would be way too much of a risk.” (Sonia Grussendorf)
When it comes to how technology is selected for the institution, a number of people picked up on the the tension between having it selected centrally vs by lecturers.
“Decentralize – allow staff to make their own technology (software and hardware) choices” (Peter Bryant)
Infrastructure is also important in supporting technologies (Alex Chapman)
Personally I think that there must be a happy medium. There are a lot of practical reasons that major tools and systems need to be selected, implemented, managed and supported centrally – integration with other systems, economies of scale, security, user experience, accessibility etc. At the same time we also have to ensure that we are best meeting the needs of students and academics in a host of different disciplines. and are able to support innovation and agility. (When it comes to the selection of any tool I think that there still needs to be a process in place to ensure that the tool meets the needs identified – including those of various institutional stakeholders – and can be implemented and supported properly.)
Finally, Andrew Dixon framed his VC elevator pitch in terms of a list of clear goals describing the student experience with technology which I found to be an effective way of crafting a compelling narrative (or set of narratives) for a busy VC. Here are the first few:
They will never lose wifi signal on campus – their wifi will roam seemlessly with them
They will have digital access to lecture notes before the lectures, so that they can annotate them during the lecture.
They will also write down the time at which difficult sub-topics are explained in the lecture so that they can listen again to the captured lecture and compare it with their notes. (Andrew Dixon)
Some practical solutions
Scattered liberally amongst the discussions were descriptions of practical measures that people and institutions are putting in place. I’ll largely let what people said stand on its own – in some cases I’ve added my thoughts in italics afterwards. (Some of the solutions I think were a little more tongue in cheek – part of the fun of the discussion – but I’ll leave it to you to determine which)
Culture / organisation
Our legal team is developing a risk matrix for IT/compliance issues (me)
(We should identify our work) “not just as teaching enhancement but as core digital service delivery” (Amber Thomas)
“we should pitch ‘exposure therapy’ – come up with a whole programme that immerses teaching staff in educational technology, deny them the choice of “I want to do it the old fashioned way” so that they will realise the potential that technologies can have…” (Sonja Grussendorf)
“Lets look at recommendations from all “strategy development” consultations, do a map of the recommendations and see which ones always surface and are never tackled properly.” (Sheila MacNeill)
“Could this vision be something like this: a serendipitous hub of local, participatory, and interdisciplinary teaching and learning, a place of on-going, life-long engagement, where teaching and learning is tailored and curated according to the needs of users, local AND global, actual AND virtual, all underscored by data and analytics?” (Rainer Usselman)
“…build digital spaces to expand our reach and change the physical set up of our learning spaces to empower use of technology…enable more collaborative activities between disciplines” (Silke Lange)
“we need a centralised unit to support the transition and the evolution and persistence of the digital practice – putting the frontliners into forefront of the decision making. This unit requires champions throughout the institutions so that this is truly a peer-led initiative, and a flow of new blood through secondments. A unit that is actively engaging with practitioners and the strategic level of the university” (Peter Bryant)
In terms of metrics – “shift the focus from measuring contact time to more diverse evaluations of student engagement and student experience” (Silke Lange)
“Is there a metric that measures teaching excellence?… Should it be designed in such a way as to minimise gaming? … should we design metrics that are helpful and allow tools to be developed that support teaching quality enhancement?” (David Kernohan) How do we define or measure teaching excellence?
“the other thing that we need to emphasise about learning analytics is that if it produces actionable insights then the point is to act on the insights” (Amber Thomas) – this needs to be built into the plan for collecting and dealing with the data.
Talking about the NSS (National student survey) – “One approach is to build feel-good factor and explain use of NSS to students. Students need to be supported in order to provide qualitative feedback” (David Kernohan) (I’d suggest that feedback from students can be helpful but it needs to be weighted – I’ve seen FB posts from students discussing spite ratings)
“We should use the same metrics that the NSS will use at a more granular levels at the university to allow a more agile intervention to address any issues and learn from best practices. We need to allow flexibility for people to make changes during the year based on previous NSS” (Peter Bryant)
“Institutional structures need to be agile enough to facilitate action in real time on insights gained from data” (Rainer Usselmann) – in real time? What kind of action? What kind of insights? Seems optimistic
“Institutions need at the very least pockets of innovation /labs / discursive skunk works that have licence to fail, where it is safe to fail” (Rainer Usselmann)
“Teachers need more space to innovate their pedagogy and fail in safety” (Silke Lange)
“Is it unfair (or even unethical) to not give students the best possible learning experience that we can?…even if it was a matter of a control group receiving business-as-usual teaching while a test group got the new-and-improved model, aren’t we underserving the control group?” (me)
“I can share two examples from my own experiences
An institution who wanted to shift all their UG programmes from 3 year to 4 year degrees and to deliver an American style degree experience (UniMelb in the mid 2000s)
An institution who wanted to ensure that all degree programmes delivered employability outcomes and graduate attributes at a teaching, learning and assessment level
So those resulted in;
a) curriculum change
b) teaching practice change
c) assessment change
d) marketing change ” (Peter Bryant)
“One practical option that I’m thinking about is adjusting the types of research that academics can be permitted to do in their career path to include research into their own teaching practices. Action research.” (Me) I flagged this with our Associate Dean Education yesterday and was very happy to hear that she is currently working on a paper for an education focussed journal in her discipline and sees great value in supporting this activity in the college.
“I think policy is but one of the pillars that can reinforce organisational behaviour” (Peter Bryant)- yes, part of a carrot/stick approach, and sometimes we do need the stick. Peter also mentions budgets and strategies, I’d wonder if they don’t change behaviour but more support change already embarked upon.
Technology
“let’s court rich people and get some endowments. We can name the service accordingly: “kingmoneybags.universityhandle.ac.uk”. We do it with buildings, why not with services?” (Sonia Grussendorf) – selling naming rights for TELT systems just like buildings – intriguing
We need solid processes for evaluating and implementing Ed Tech and new practices (me)
Pedagogical
“Could creating more ‘tailored’ learning experiences, which better fit the specific needs and learning styles of each individual learner be part of the new pedagogic paradigm?” (Rainer Usselman) (big question though around how this might be supported in terms of workload
“At Coventry, we may be piloting designing your own degree” (Sylvester Arnab)
“The challenge comes in designing the modules so as to minimise prerequisites, or make them explicit in certain recommended pathways” (Christopher Fryer)
I went on to suggest that digital badges and tools such as MyCourseMap might help to support this model. Sylvester noted that he is aware that “these learning experiences, paths, patterns, plans have to be validated somehow” Learner convenience over pedagogy – or is it part of pedagogy in line with adult learning principles of self-efficacy and motivation. In a design your own degree course, how do we ensure that learners don’t just choose the easiest subjects – how do we avoid the trap of having learners think they know enough to choose wisely?
“digital might be able to help with time-shifting slots to increase flexibility with more distributed collaboration, flipped teaching, online assessment” (George Roberts)
“At UCL we are in the midst of an institution-wide pedagogic redesign through the Connected Curriculum. This is our framework for research-based education which will see every student engaging in research and enquiry from the very start of their programme until they graduate (and beyond). More at http://www.ucl.ac.uk/teaching-learning/connected-curriculum
The connected bit involves students making connections with each other, with researchers, beyond modules and programmes, across years of study, across different disciplines, with alumni, employers, and showcase their work to the wider world…
There is strong top-down support, but also a middle-out approach with faculties having CC fellows on part time secondments to plan how introduce and embed the CC in their discipline.
From a TEL perspective we need to provide a digital infrastructure to support all of this connectivity – big project just getting going. Requirements gathering has been challenging… And we’re also running workshops to help programme and module teams to design curricula that support research-based and connected learning.” (Fiona Strawbridge) – liking this a lot, embedding practice. What relationship do these fellows have with lecturers?
“I am imagining that my research, personal learning environment would fit perfect with this approach as I am thinking the PLE as a toolbox to do research. There is also a potential there to engage student in open practice, etc.” Caroline Kuhn
“There may be a “metapedagogy” around the use of the VLE as a proxy for knowledge management systems in some broad fields of employment: consultancy, financial services, engineering…” (George Roberts) (which I’d tie to employability)
“We need to challenge the traditional model of teaching, namely didactic delivery of knowledge. The ways in which our learning spaces are currently designed -neat rows, whiteboard at front, affords specific behaviours in staff and students. At the moment virtual learning spaces replicate existing practices, rather than enabling a transformative learning experience. The way forward is to encourage a curricula founded on enquiry-based learning that utilise the digital space as professional practitioners would be expected to” (Silke Lange) – maybe but none of this describes where or how lecturers learn these new teaching skills. Do we need to figure out an evolutionary timeline to get to this place, where every year or semester, lecturers have to take one further step, add one new practice?
“Do not impose a pedagogy. Get rid of the curricula. Empower students to explore and to interact with one another. The role of the teacher is as expert, navigator, orienteer, editor, curator and contextualisor of the subject. Use heuristic, problem-based learning that is open and collaborative. Teach students why they need to learn” (Christopher Fryer)
This is but a cherry-picked selection of the ideas and actions that people raised in this hack but I think it gives a sense of some of the common themes that emerged and of the passion that people feel for our work in supporting innovation and good practices in our institutions. I jotted down a number of stray ideas for further action in my own workplace as well as broader areas to investigate in the pursuit of my own research.
As always, the biggest question for me is that of how we move the ideas from the screen into practice.
Further questions
How are we defining pedagogical improvements – is it just strictly about teaching and learning principles (i.e. cognition, transfer etc) or is it broader – is the act of being a learner/teacher a part of this (and thus the “job” of being these people which includes a broader suite of tools) (me)
What if we can show how learning design/UX principles lead to better written papers by academics? – more value to them (secondary benefits) (me)
“how much extra resource is required to make really good use of technology, and where do we expect that resource to come from?” (Andrew Dixon)
Where will I put external factors like the TEF / NSS into my research? Is it still part of the organisation/institution? Because there are factors outside the institution like this that need to be considered – govt initiatives / laws / ???
Are MOOCs for recruitment? Marketing? (MOOCeting?)
“How do we demonstrate what we do will position the organisation more effectively? How do we make sure we stay in the conversation and not be relegated to simply providing services aligned with other people’s strategies” (arguably the latter is part of our job)
“How do we embed technology and innovative pedagogical practices within the strategic plans and processes at our institutions?” (Peter Bryant)
Further research
Psychology of academia and relationships between academic and professional staff. (Executive tends to come from academia)
“A useful way to categorise IT is according to benefits realisation. For each service offered, a benefits map should articulate why we are providing the service and how it benefits the university.” (See https://en.wikipedia.org/wiki/Benefits_realisation_management ) (Andrew Dixon)
Leadership and getting things done / implementing change, organisational change
How is organisational (particularly university) culture defined, formed and shaped?
Actor-network theory
Design research
Some ideas this generated for me
Instead of tech tool based workshops – or in addition at least – perhaps some learning theme based seminars/debates (with mini-presentations). Assessment / Deeper learning / Activities / Reflection
Innovation – can be an off-putting / scary term for academics with little faith in their own skills but it’s the buzzword of the day for leadership. How can we address this conflict? How can we even define innovation within the college?
What if we bring academics into a teaching and learning / Ed tech/design support team?
Telling the story of what we need by describing what it looks like and how students/academics use it in scenario / case study format offers a more engaging narrative
What is the role of professional bodies (E.g. unions like the NTEU) in these discussions?
Are well-off, “prestigious” universities the best places to try to innovate? Is there less of a driving urge, no pressing threat to survival? Perhaps this isn’t the best way to frame it – a better question to ask might be – if we’re so great, what should other universities be learning from us to improve their own practices? (And then, would we want to share that knowledge with our competitors)
“I was thinking about the power that could lie behind a social bookmarking tool when doing a dissertation, not only to be able to store and clasify a resource but also to share it with a group of likeminded researcher and also to see what other have found about the same topic.” (Caroline Kuhn) – kind of like sharing annotated bibliographies?
Bigger push for constructive alignment
I need to talk more about teaching and learning concepts in the college to be seen as the person that knows about it
In conclusion
I’d really like to thank the organisers of the Digital is not the future Hack for their efforts in bringing this all together and all of the people that participated and shared so many wonderful and varied perspectives and ideas. Conversation is still happening over there from what I can see and it’s well worth taking a look.
One of the best things about my research and being part of a community of practice of education technologists/designers is that there are a lot of overlaps. While I’d hate to jump the gun, I think it’s pretty safe to say that harnessing the group wisdom of this community is going to be a core recommendation when it comes to looking for ways to better support Tech Enhanced Learning and Teaching practices in higher education.
So why not start now?
There’s a lively and active community of Ed Techs online (as you’d hope) and arguably we’re bad at our jobs if we’re not part of it. I saw an online “hack” event mentioned a couple of weeks ago – the “Digital is not the future – Hacking the institution from the inside” discussion/workshop/something and joined up.
There’s a homepage (that I only just discovered) and a Twitter hashtag #futurehappens (that I also wish I’d noticed) and then a Loomio discussion forum thing that most of the online action has been occurring in.
Just a side note on Loomio as a tool – some of the advanced functionality (voting stuff) seems promising but the basics are a little poor. Following a discussion thread is quite difficult when you get separate displays for new posts that only include most of the topic heading and don’t preview the new response. (Either on screen or in the email digest). Biographical information about participants was also scant.
All the same, the discussions muddled along and there were some very interesting and thoughtful chats about a range of issues that I’ll hopefully do justice to here.
It’s a joint event organised by the London School of Economics (LSE) and the University of Arts, London (UAL) but open to all. Unsurprisingly then, most participants seem to be from the UK, so discussions were a little staggered. There was also an f2f event that generated a sudden surge of slightly decontextualised posts but there was still quite of bit of interest to come from that (for an outsider)
The “hack” – I have to use inverted commas because I feel silly using the term with a straight face but all power to the organisers and it’s their baby – was intended to examine the common issues Higher Ed institutions face in innovating teaching and learning practices, with a specific focus on technology.
The guiding principles are:
Rule 1: We are teaching and learning focused *and* institutionally committed Rule 2: What we talk about here is institutionally/nationally agnostic Rule 3: You are in the room with the decision makers. What we decide is critical to the future of our institutions. You are the institution Rule 4: Despite the chatter, all the tech ‘works’ – the digital is here, we are digital institutions. Digital is not the innovation. Rule 5: We are here to build not smash Rule 6: You moan (rehearse systemic reasons why you can’t effect change – see Rule 3), you get no beer (wine, juice, love, peace, etc)
We have chosen 5 common scenarios which are often the catalyst for change in institutions. As we noted above, you are in the room with the new VC and you have 100 words in each of the scenarios below to effectively position what we do as a core part of the institution. Why is this going to make our institutional more successful/deliver the objectives/save my (the VCs) job? How do we demonstrate what we do will position the organisation effectively? How do we make sure we stay in the conversation and not be relegated to simply providing services aligned with other people’s strategies?
The scenarios on offer are below – they seemed to fall by the wayside fairly quickly as the conversation evolved but they did spark a range of different discussions.
Scenario 1
Strategic review of the institution and budget planning for 2020 Scenario 2
Institutional restructure because of a new VC Scenario 3
Undertaking of an institution wide pedagogical redesign Scenario 4
Responding to and implementing TEF Scenario 5
Institutional response to poor NSS/student experience results
(It was assumed knowledge that TEF is the upcoming UK govt Teaching Excellence Framework – new quality standards – and the NSS is the National Student Survey – student satisfaction feedback largely.)
Discussions centred around what we as Ed. Designers/Techs need to do to “change the discourse and empower people like us to actively shape teaching and learning at our institutions”. Apart from the ubiquitous “more time and more money” issue that HE executives hear from everyone, several common themes emerged across the scenarios and other posts. Thoughts about university culture, our role as experts and technology consistently came to the fore. Within these could be found specific issues that need to be addressed and a number of practical (and impractical) solutions that are either in train or worth considering.
On top of this, I found a few questions worthy of further investigation as well as broader topics to pursue in my own PhD research.
I’m going to split this into a few posts because there was a lot of ground covered. This post will look at some of the common issues that were identified and the from there I will expand on some of the practical solutions that are being implemented or considered, additional questions that this event raised for me and a few other random ideas that it sparked.
Issues identified
There was broad consensus that we are in the midst of a period of potentially profound change in education due to the affordances offered by ICT and society’s evolving relationship with information and knowledge creation. As Education designers/technologists/consultants, many of us sit fairly low in the university decision making scheme of things but our day to day contact with lecturers and students (and emerging pedagogy and technology) give us a unique perspective on how things are and how they might/should be.
Ed Tech is being taken up in universities but we commonly see it used to replicate or at best augment long-standing practices in teaching and learning. Maybe this is an acceptable use but it is often a source of frustration to our “tribe” when we see opportunities to do so much more in evolving pedagogy.
Peter Bryant described it as “The problem of potential. The problem of resistance and acceptance” and went on to ask “what are the key messages, tools and strategies that put the digital in the heart of the conversation and not as a freak show, an uncritical duplication of institutional norms or a fringe activity of the tech savvy?”
So the most pressing issue – and the purpose of the hack itself – is what we can do (and how) to support and drive the change needed in our institutions. Change in our approach to the use of technology enhanced learning and teaching practices and perhaps even to our pedagogy itself.
Others disagreed that a pedagogical shift was always the answer. “I’m not sure what is broken about university teaching that needs fixing by improved pedagogy… however the economy, therefore the job market is broken I think… when I think about what my tools can do to support that situation, the answers feel different to the pedagogical lens” (Amber Thomas)
The very nature of how we define pedagogy arose tangentially a number of times – is it purely about practices related to the cognitive and knowledge building aspects of teaching and learning or might we extend it to include the ‘job’ of being a student or teacher? The logistical aspects of studying – accessing data, communication, administrivia and the other things that technology can be particularly helpful in making more convenient. I noted the recent OLT paper – What works and why? – that found that students and teachers valued these kinds of tools highly. Even if these activities aren’t the text-book definition of pedagogy, they are a key aspect of teaching and learning support and I’d argue that we should give them equal consideration.
Several other big-picture issues were identified – none with simple solutions but all things that must be taken into consideration if we hope to be a part of meaningful change.
The sheer practicality of institution wide change, with the many different needs of the various disciplines necessitates some customised solutions.
The purpose of universities and university education – tensions between the role of the university in facilitating research to extend human knowledge and the desire of many students to gain the skills and knowledge necessary for a career.
The very nature of teaching and learning work can and is changing – this needs to be acknowledged and accommodated. New skills are needed to create content and experiences and to make effective use of the host of new tools on offer. Students have changing expectations of access to information and their lecturers’ time, created by the reality of our networked world. These are particularly pointy issues when we consider the rise of casualisation in the employment of tutors and lecturers and the limits on the work that they are paid to do.
Three key themes emerged consistently across all of the discussion posts in terms of how we education support types (we really do need a better umbrella term) can be successful in the process of helping to drive change and innovation in our institutions. Institutional culture, our role as “experts” and technology. I’ll look at culture and expertise for now.
Culture
It was pretty well universally acknowledged that, more than policy or procedure or resourcing, the culture of the institution is at the heart of any successful innovations. Culture itself was a fairly broad set of topics though and these ranged across traditional/entrenched teaching and learning practices, how risk-averse or flexible/adaptable an institution is, how hierarchical it is and to what extent the ‘higher-ups’ are willing to listen to those on the ground, willingness to test assumptions, aspirational goals and strategy and change fatigue.
Some of the ideas and questions to emerge included:
How do we change the discourse from service (or tech support) to pedagogy?
“The real issue is that money, trust, support, connectedness and strategy all emanate from the top” (Peter Bryant)
“the prerequisite for change is an organisational culture that is discursive, open and honest. And there needs to be consensus about the centrality of user experience.” (Rainer Usselmann)
“We need to review our decision making models and empower agility through more experimentation” (Silke Lange) – My take on this – probably true but perhaps not the right thing to say to the executive presumably, with the implication that they’re currently making poor decisions. Perhaps we can frame this more in terms of a commitment to continuous improvement, then we might be able to remove the sense of judgement about current practices and decision makers?
“we will reduce the gap between the VC and our students… the VC will engage with students in the design of the organisation so it reflects their needs. This can filter down to encourage students and staff to co-design courses and structures, with two way communication” (Steve Rowett)
“In the private (start-up) sector, change is all you know. Iterate, pivot or perservere before you run out of money.That is the ‘Lean Start-up’ mantra… create a culture and climate where it is expected and ingrained behaviour then you constantly test assumptions and hypotheses” (Rainer Usselman)
“Theoretical and practical evidence is important for creating rationale and narratives to justify the strategy” (Peter Bryant) – I agree, we need to use a research-led approach to speak to senior academic execs
While change and continuous improvement is important, in many places it has come to be almost synonymous with management. And not always good management – sometimes just management for the sake of appearing to be doing things. It’s also not just about internal management – changes in government and government policy or discipline practices can all necessitate change.
One poster described how change fatigued lecturers came to respond to an ongoing stream of innovations relating to teaching and learning practice coming down from on-high.
I don’t think anyone will be surprised to hear that staff got very good at re-describing their existing, successful practice in whatever the language of the week was.
Culture is arguably the hardest thing to change in an organisation because there are so many different perspectives of it held by so many different stakeholders. The culture is essentially the philosophy of the place and it will shape the kinds of policy that determine willingness to accept risk, open communication, transparency and reflection – some of the things needed to truly cultivate change.
Experts
Our status (as education designers/technologists/support with expertise) in the institution and the extent to which we are listened to (and heard) was seen as another major factor in our ability to support and drive innovation.
There were two key debates in this theme: how we define/describe ourselves and what we do and how we should best work with academics and the university.
Several people noted the difference between education designers and education technologists.
“Educational developers cannot be ignorant of educational technologies any more than Learning Technologists can be ignorant of basic HE issues (feedback, assessment, teaching practices, course design, curriculum development etc).”
Perhaps it says something about my personal philosophy or the fact that I’ve always worked in small multi-skilled teams but the idea that one might be able to responsibly recommend and support tools without an understanding of teaching and learning practice seems unthinkable. This was part of a much larger discussion of whether we should even be talking in terms of eLearning any more or just trying to normalise it so that it is all just teaching and learning. Valid points were made on both sides
“Any organisational distinction between Learning & Teaching and eLearning / Learning Technology is monstrous. Our goal should be to make eLearning so ubiquitous that as a word it becomes obsolete.” (SonJa Grussendorf)
” I also think that naming something, creating a new category, serves a political end, making it visible in a way that it might not be otherwise.” (Martin Oliver)
“it delineates a work area, an approach, a mindset even…Learning technology is not a separate, secondary consideration, or it shouldn’t be, or most strongly: it shouldn’t be optional.” (Sonja Grussendorf)
There was also an interesting point made that virtually nobody talks about e-commerce any more, it’s just a normal (and sometimes expected) way of doing business now.
For me, the most important thing is the perception of the people that I am working with directly – the lecturers. While there is a core of early adopters and envelope pushers who like to know that they have someone that speaks their language and will entertain their more “out-there” ideas when it comes to ed tech and teaching practices, many more just want to go about the business of teaching with the new learning tools that we have available.
As the Education Innovation Office or as a learning technologist, I’m kind of the helpdesk guy for the LMS and other things. Neither of these sets of people necessarily think of me in terms of broader educational design (that might or might not be enhanced with Ed Tech). So I’ve been thinking a lot lately about rebranding to something more like Education Support or Education Excellence. (I’ve heard whispers of a Teaching Eminence project in the wind – though I haven’t yet been involved in any discussions)
But here’s the kicker – education technology and innovation isn’t just about better teaching and learning. For the college or the university, it’s an opportunity to demonstrate that yes, we are keeping up with the Joneses, we are progressive, we are thought leaders. We do have projects that can be used to excite our prospective students, industry partners, alumni, government and benefactors. So on this level, keeping “innovation” or “technology” in a title is far more important. So, pragmatically, if it can help me to further the work that I’m doing by being connected to the “exciting” parts of university activity, it would seem crazy not to.
There was some debate about whether our role is to push, lead or guide new practice. I think this was largely centred on differences of opinion on approaches to working with academics. As I’ve mentioned, my personal approach is about understanding their specific teaching needs (removing technology from the conversation where possible) and recommending the best solutions (tech and pedagogic). Other people felt that as the local “experts”, we have a responsibility to push new innovations for the good for the organisation.
“Personally I’m not shy about having at least some expertise and if our places of work claim to be educational institutions then we have a right to attempt to make that the case… It’s part of our responsibility to challenge expectations and improve practices as well” (David White)
“we should pitch ‘exposure therapy’ – come up with a whole programme that immerses teaching staff in educational technology, deny them the choice of “I want to do it the old fashioned way” so that they will realise the potential that technologies can have in changing not only, say, the speed and convenience of delivery of materials (dropbox model), but can actually change their teaching practice.” (Sonja Grussendorf)
I do have a handful of personal Ed tech hobby horses that the College hasn’t yet taken an interest in (digital badges, ePortfolios, gamification) that I have advocated with minimal success and I have to concede that I think this is largely because I didn’t link these effectively enough to teaching and learning needs. Other participants held similar views.
Don’t force people to use the lift – convince them of the advantages, or better still let their colleagues convince them. (Andrew Dixon)
A final thought that these discussions triggered in me – though I didn’t particularly raise it on the board – came from the elephant in the room that while we might be the “experts” – or at least have expertise worth heeding – we are here having this discussion because we feel that our advice isn’t always listened to.
Is this possibly due to an academic / professional staff divide? Universities exist for research and teaching and these are the things most highly valued – understandably. Nobody will deny that a university couldn’t function in the day to day without the work of professional staff but perhaps there is a hierarchy/class system in which some opinions inherently carry less weight. Not all opinions, of course – academics will gladly accept the advice of the HR person about their leave allocation or the IT person in setting up their computer – but when we move into the territory of teaching and learning, scholarship if you like, perhaps there is an almost unconscious disconnect occurring.
I don’t say this with any particular judgement and I don’t even know if it’s true – my PhD supervisor was aghast when I suggested it to her – but everyone has unconscious biases and maybe this is one of them.
Just a thought anyway but I’d really like to hear your thoughts on this or anything else that I’ve covered in this post.
Next time, on Screenface.net – the role of technology in shaping change and some practical ideas for action.
Part of me thinks it’s a really dumb idea to try to identify a hierarchy for digital badges and particular to try to name them. Because the people out there that don’t get badges are often the same kinds of people that get fixated on names for things and let the names blind them to the function or purpose of the thing. (This is why we start getting things called micro-credentials and nano-degrees. Personally I would’ve called them chazzwozzers but that’s just me)
Maybe hierarchy isn’t even the right term – taxonomy could work just as well but I do actually believe that some badges have greater value than others – determined by the depth and rigour of their metadata and their credibility with an audience. (Which isn’t to say that some educators mightn’t find classroom/gamified badges far more valuable in their own practice).
In the discussions that I’ve seen of digital badges, advocates tend to focus on the kinds of badges that suit their own needs. Quite understandable of course but it does feel as though this might be slowing down progress by setting up distracting side-debates about what a valid badge even is.
Here is a quick overview of the badge types that I have come across so far. If I’ve missed something, please let me know.
Level 1 – Accredited
Accredited badges recognise the attainment of specific skills and/or knowledge that has the highest level of accountability. The required elements of these skills are identified in fine detail, multiple auditable assessments are conducted (and ideally reviewed) and supporting evidence of the badge recipient’s skill/knowledge is readily available.
I work in the Vocational Education and Training (VET) sector in Australia, where every single qualification offered is built on a competency based education framework. Each qualification is comprised of at least 8 different Units of Competency, which are generally broken down into 4 or 5 elements that describe highly specific job skills.
VET is a national system meaning that a person undertaking a Certificate Level 4 in Hairdressing is required to demonstrate the same competence in a specific set of skills anywhere in the country. The system is very tightly regulated and the standards for evidence of competence are high. Obviously, other education sectors have similarly high standards attached to their formal qualifications.
Tying the attainment of a Level 1 badge to an existing accredited education/training program seems like a no-brainer really. The question of trust in the badge is addressed by incorporating the rigour applied to the attainment of the existing qualification and having a very clearly defined set of achieved skills/knowledge offers the badge reader clarity about the badge earner’s abilities.
E.G. A badge for Apply graduated haircut structures could easily be awarded to a hairdressing apprentice on completion of that Unit of Competency in the Certificate III in Hairdressing. It would include the full details of the Unit of Competency in the badge metadata, which could also include a link to evidence (photos/video/teacher reports) in the learner’s ePortfolio.
I use a VET example because that’s what I know best (and because it seems a natural fit for badges) but obviously, any unit in a formal qualification would work just as well
I’ve been using Moodle for 3-4 years now but as a big part of my job is to train our teachers in it, it seemed wise to sign up for the new Teaching with Moodle MOOC being offered by Moodle.
It’s run by Mary Cooch (@moodlefairy) and her deep knowledge of the tool and the pedagogical approaches that work with it are on display from the get go.
This MOOC is aimed at beginner users but I have to admit I still picked up some handy tips – the ability to show one topic/section per page – and there is already a rich bank of posts and questions on the discussion board about user experiences around the world.
Teaching with Moodle only started on Sunday this week so there is plenty of time to get up to speed. I was able to whip through the activities and resources for the week in a bit over an hour. As with all MOOCs, it does suffer from the overwhelming weight of numbers in some of the discussions (1500+ introduction posts) but this is a minor quibble.
Some sound ideas about common mistakes that teachers can make when they start teaching online. Trying to hold on too tightly to control seems to be the main issue – that and neglecting your learners.
