Archive for the 'learning' Category

Notes from Physical and Virtual Learning spaces

Yesterday I attended the IBM/Melbourne Uni Virtual and Physical Learning Spaces public forum, which was also broadcast live in Secondlife. During Professor William (Bill) J. Mitchell’s keynote speech, he discussed the Stata student street project - a purpose built public space with free wifi (there is free wifi throughout MIT), designed for informal and open collaborative meetings. He spoke of the evolution of architecture, the shifting roles of libraries as a source of information and as a meeting place, influence of ubiquitous computing on public spaces & architecture,  and the walls of authority that are tumbling down through the rise of emerging backchannels like Twitter.

Student Street at MIT - image originally uploaded by MIT

There was plenty of other interesting content throughout the day as each working party presented their findings, and attendees were given the opportunity to discuss further during Breakout sessions.

The Architectural Determinism party discussed opportunities for the creation of policies to create comfortable, safe ergonomic spaces with free wifi for students to collaborate. For instance, the potential to convert existing public spaces and university gardens to include powerpoints and tables, so that students no longer need to balance precariously against sculptures, juggling their laptops, multiple phones and sandwiches while trying to collaborate.

The Fragmentation and Recombination working party talked about “seamfulness” and the creation of “beautiful seams” so that fragmentation of Learning Management Systems, devices, storage and access could be exploited. I’ve been thinking about this a bit lately; how we instinctively try to recombine and integrate or create a “home” for things but how there is something quite wonderful about the fragmentation of the web. I really liked this idea of seamfullness. The questions raised yesterday included “which seams are important? Who should manage it?”

Our Segmentation and Integration working party highlighed events as a common theme in the creation of communities and the importance of enablement, purpose and resource.

Community Engagement was an interesting theme, with the discussion around physical icons in public spaces (for instance artwork, water fountains etc) as memorable and formative in the development of community spaces.

The Control working party posed questions around the shift of power from staff to students, the growing need for staff to develop facilitation skills, informal spaces on campus, and the diminishing role of the uni in the social dimension of the “university experience”.

The concept of “Bazaars” as an exchange of ideas, swapping and linkages was put forward by the Teaching and Learning boundaries working party, and I believe it raised some interesting discussion during the breakout session!

Overall, there were some great observations and insights from all participants. Emerging themes that I noted from the event:

  • Enablement of individuals to use technology, to collaborate, to create communities
  • Respect of the voice of the student and different learning styles
  • Information literacy and the growing role it plays in the life of students and teachers
  • Interdependency between physical and virtual learning spaces
  • Life long learners and knowledge workers. Developing a culture of learning, not just courses and content.

It was also nice to meet up with Keith De La Rue in person for the first time (not just on Twitter). Keith tweeted his own notes live from the conference.

Work at learning: virtual wanderlust

Michele Martin asks “how do you keep up the motivation to keep learning? Sometimes it seems so much easier to sink into just getting things done - learning can seem like one more complication. How do you keep challenging yourself to learn? What do you do if you hit a sort of learning lull?

Introducing social media into my personal development planning has made a huge difference to my learning journey. Two things in particular stand out to me as practical steps to take, if you want to increase your thirst for learning at work. And it begins with stepping outside of your comfort zone.

1. Connect. Make connections with people who inspire you. Think about the things you want to learn. Get to know your colleagues, introduce yourself to peers and subject matter experts around the world and learn more about your company or industry. With a little encouragement, you may even find yourself making the mind shift from “this is how it is” to “this is where it’s at”.

2. Participate. Step out and share your ideas,  have confidence and work on something that has tangible results. Consider your conversations, blogs you could read, extra-curricular projects (like this one!), online communities and other more informal learning approaches. Consider how you can contribute. What ideas or knowledge can you share? Which skills would you like to sharpen?

image originally uploaded by law keven on Flickr

image originally uploaded by law keven on Flickr

Think about the possibilities. You could be part of something GREAT. If you plan your learning activities to include some more informal learning approaches, you can improve your chances of creating a more relevant, enjoyable, personal and interesting journey of learning.  You might even meet some pretty amazing people along the way.

It’s probably a matter of attitude - about making a decision to work at learning. Jump in. Step out. Drift a little in the things you enjoy. Get caught in the virtual wanderlust.

This post is my response to the theme for  Working/Learning Carnival “Work at learning; learning at work”.

Collaborating on informal learning spaces

You may have seen me mention some rewarding projects I have been able to contribute to since becoming more involved in social media. Here’s one example - a working party on virtual and physical spaces for informal learning with Melbourne Uni. I’ll be contributing to the first collaborative meeting tomorrow around segmentation - creating and optimising informal learning spaces for individual (personal) and wide (generic) segments.

Anyway…this is what the project is all about.


It is not enough to build a university around the specialized needs of its academic programs; it also needs a collection of distinct gathering places that catalyze interaction and bring the campus to life -Wallsjasper, 2008

The project on Virtual and Physical Learning Spaces is a collaboration between IBM and The University of Melbourne and is investigating informal learning environments that are critical to the role and life of the University.

Alongside the University’s formal teaching spaces and buildings are informal spaces – inside, outside and virtual – that are often open to the public and support a range of learning activities, from individual study and informal group-work to socio-cultural activities such as exhibitions, cultural and community events. These activities are intrinsic to staff and student experiences at the University and are vital to the University’s role as a public education institution.

In December 2007, the project’s working group came together to consider a central question:
How can virtual and physical spaces be designed, integrated, used and understood to better support informal learning?

A Think Tank, comprising key university staff and senior IBM personnel, identified six ‘critical issues’ that should be considered in the project. These issues provide the foundation for reflection and discussion over the coming months of the project and are:

  • Architectural Determinism
  • Fragmentation and Recombination
  • Segmentation and Integration
  • Community Engagement
  • Teaching and Learning Boundaries
  • Control

In November, each Working Party will be invited to present at a Public Forum on Informal Learning Places jointly hosted by IBM and The University of Melbourne. It is expected the ideas presented in the Public Forum could be used by different communities in the own practices and endeavours.

Making connections. Making a difference.

It’s been great to connect with web industry people again AND have opportunities to contribute to some exciting projects, thanks to social media. Part time working mums - like me - don’t always get to attend special industry shindigs (like we did back in ‘96.) But we can engage in the online conversation without having to call the babysitter! Here’s a few examples of how social media has made a difference to me.

1. The meeting of minds. Over the last year I have met up with some great folks through Twitter including Stephen Collins, Matt Moore, Brad Kasell, Michael Specht and Shane Goldberg (note to self..must meet with some great women Tweeple too!). I don’t spend all my time on Twitter, I don’t read every Tweet and some days I don’t read it at all. I use it sometimes at whim, sometimes strategically by dipping in on the web, my iPod or phone. But somehow through this seemingly odd interaction of shared status updates - and in some cases through blogging, we were able to have relaxed, conversation rich meetings when we met up in person. We have also been able to help each other to make sense of emerging technology trends.

2. Personal development. I’ve mentioned before how much I appreciate my mentors. Although none of them live in Australia, we know each other well through our blogs (also behind the firewall) and through other networks like Twitter, Facebook, etc. We use social media to communicate and they have all given me some great opportunities to develop my skills. I doubt I would ever have made the connection with them if it wasn’t for blogging.

3. Opportunities to make a difference. Blogging here on Wonderwebby has also helped me develop confidence in writing and practice my writing style. It meant that when Gavin Heaton (another person I follow on Twitter) announced the new Age of Conversation collaborative book on his blog, I didn’t hesitate in raising my hand to contribute. The best part - all the proceeds to go the Variety Childrens’ Charity.

The Age of Conversation 2 book cover

The Age of Conversation 2 book cover

Those three things are important to me at work - connecting, developing and contributing. How has social media helped you in your career?

Life oriented Personal Learning Environments

Back in February I wrote a post about Personal Learning Environments. Michele Martin responded with this great comment.

“In the 21st Century I think it’s really critical that we all have a well thought-out career plan that’s based on an assessment of our personal strengths and passions, a marketing plan that includes a blog and an online portfolio for selling our personal brand, and a personal learning environment for continuous professional development. These are the things that keep us nimble and adaptable and I think that they serve both us and our employers much better”

You can read more on how Michele created her own PLE over on her blog. I’ve been wondering about the (perhaps undervalued) potential for PLEs together with ePortfolios (and even lifelogging) to integrate web2.0 with existing workplace learning and personal development planning. I’m dreaming up a way to have an ambient PLE/ePortfolio utility or system to help me achieve my goals. I’m thinking of something that aligns my personal objectives with my actual learning and collaboration activity. Ideally I’d like an integrated life based learning model - a virtual coaching application perhaps. My mind buzzes with the possibilities. And while I’m still learning- I’m definitely going to keep watching this space with interest.

A teamwork lesson in 1 2 3 4


A bunch of teenagers. Four colours. A song and a little determination. One take.Upload.

the original by Feist 1234

The Digital Narrative and the Lightning Bug

Martin Jorgensen is a man with a passion for narrative. With a background in writing and IT, he is currently studying to be a teacher and saw a gap in the use of web resources for story writing in the classroom. So, he set up self-funded website Lightning Bug to help young adults engage with story writing , which now attracts 40 to 800 visitors per day. He is hoping to launch “The Digital Narrative” in September this year - a website dedicated to writing using digital media.

“Young adults are growing up younger and faster with more expected of them each day. Understanding how to write a good story is an extremely effective way to express a point of view. Young adults writing stories become empowered; they deserve to be and should be heard.

The quote by Carlos Fuentes ‘writing is a struggle against silence’ comes close to describing my inspiration for creating Lightning Bug and Digital Narrative. Through my study and work in education and professional writing, I’ve developed a strong interest in engaging young adults in story writing. It’s something I believe in as an educator, as a parent, and as writer.”

I know Martin through his remarkable wife Penni. We met through our involvement in an Australian web community for mothers in 2002. But that’s another story.

Training Spiel

Imagine this - it’s your first interview about all this social virtual worlds and learning business and you are working from home. Suddenly - just minutes before the call - a storm hits and your house is blacked out. You have no web access. No chat access to the IBM Communications representative. No lights. You scramble through the dark to find the only (non digital) telephone that works. You find your elbow tangled up in the phone cord in the rush. The wind howls. You’re alone. The phone rings. “Hello?”

Actually, the interview itself was pleasant. I can’t recall what on earth I jabbered about in the dark, but it must have been something like this..

“You can’t just take a course and dump it into a virtual world,” according to Tragas. Instead, whole new frameworks for learning need to be developed. IBM already hosts training applications, including induction courses for new employees in India, China and Brazil, on its islands in Linden Labs’ Second Life. The expert who is actually training the new staff can be located anywhere in IBM’s network, says Tragas…

According to Tragas virtual training is particularly attractive to organisations with a widely spread workforce, where the cost of bringing together employees and expert trainers in a single venue for a period of time can be prohibitively expensive and environmentally unfriendly. More organisations therefore are exploring virtual alternatives, not just for the savings, but because of their immersive and engaging nature. This is also making virtual worlds an interesting approach for scenario planning.

Read more in the Information Age article “Fast Learners” by Beverley Head

wonderwebby

Living Learning

Thanks to Matt Moore, I was reading this research on the concept of life based learning; that learning for work is not restricted to learning at work . Although the research was published in August 2006, it creates a nice framework for the application of social media and virtual worlds for a networked, passion based learning experience.

“The premise underpinning life based learning is that all learning is interrelated, so it is not easy to separate learning at work from the other types of learning adults do. Learning is a multi-dimensional experience and we engage in a lot of learning other than professional development. Much of this ‘extra-curricular’ learning influences our thinking and our work practices.

Through life based learning, we acknowledge multiple sources of learning that open up opportunities for developing our capability. The challenge is how to recognise, capture, support and utilise this more open-ended approach for the benefit of both the individual and the organisation.”

work based learning

Life based: learning as an integrated and interconnected ecology

The key characteristics of life based learning are that it:

  1. Emphasises capability development
  2. Promotes a strength based orientation to learning
  3. Recognises multiple sources of learning
  4. Balances integrity and utility
  5. Shifts responsibility for learning to the individual
  6. Shifts the role of organisations to that of enabler
  7. Acknowledges that contradictions are strengths
  8. Invests in developing the whole person
  9. Acknowledges human dispositions as critical
  10. Appreciates that change is qualitatively different.

The research also discussed values to support life based learning. Consider the impact of these values to the implementation of online social networking.

“The research identified a set of values that are emerging as fundamental to living and working in the Knowledge Era, values that need to be reclaimed in the workplace. Significant amongst these values are:
for the self:
– trustworthiness, honesty, integrity, engagement, selflessness, equanimity
with others:
– generosity, collaboration, humility, openness, tolerance
• together as a group:
– taking responsibility instead of blaming others
– planning and implementing wisely
– being positive and looking beyond the immediate impact
– balancing personal and work needs
– being supported in taking risks
– supporting community”

Portable Learning

 

knowledge network sign of the times

Have you thought about the need for portable (virtual) learning portfolios?

People are moving more frequently from job to job, within a company or between them, in the same city or moving to the other side of the globe. Employers not considering how employees can transfer their knowledge and continue their personal learning and development between jobs and companies, are failing to meet the real needs of their employees personal development. This restricts the potential influence of new knowledge, social knowledge networks and innovation into the company culture.

Productivity remains stable, performance remains stable, enthusiasm remains…well, stable. But introduce new approaches to knowledge sharing and tools for portable learning and the whole status quo could change.

Learning in the workplace is reshaping from company driven “training”, to something more dynamic, learner oriented and portable. For instance, blogging, social bookmarking, Twitter, forums, virtual worlds…the list goes on. I wonder how many organisations are considering the implications of the need for learner driven, portable learning portfolios. Could this be a small clue in creating passionate workers?

For instance, this week Michele Martin (in her wonderful blog) wrote:

I don’t care who you’re working for–we’re all independent contractors in a global economy and we have a responsibility to ourselves and our families to always remember that.”

Michele also pointed to a couple of other blogger’s pearls recently, such as Ian Delaney’s post summing up the Learning 2.0 report from the CIM (Chartered Institute of Marketing) to be released later this month.

“Employers also tend to confuse training and learning. Training gets done to you. Learning is something an individual does themselves. Companies tend to think of training as their responsibility, rather than learning. They also think (62% of them - HROs - do) that “done to” training is the most effective way to deliver education for the job, according to survey results.”…

He goes on to say” Individuals need to do more to take the initiative, since they’re ultimately in it for themselves. Their own preferred learning styles might mean that the current provision their company offers is utterly useless.

She also pointed to 21 year old Amir Ahmad who wrote a great post on free personal development

“Self-education is the ultimate form of personal-development because at its essence, personal development is about the intake of information that has the power to positively alter your behavior and way of thinking.

    The best part about self-education is that you are in control.”…

    “A personal learning environment (PLE) is a system of free web-based services that helps learners manage and take control of their own learning. It includes support for managing content and communicating with others learning the same thing you are. A PLE can put the process of self-education on steroids. It makes it fun and increases productivity.

    One important thing to keep in mind is that PLE’s are not e-learning systems. E-learning systems are neither controlled nor managed by you. They are instruments teachers use to exercise their control over you and decide what and how you should learn.

    Is your learning driven by the organisation you work for? Or do you live the life of a passionate learner, ready to learn and share knowledge in each appropriate moment using the right tools and networks? And does your organisation support a portable learning environment with access to a clever infrastructure of technology, information and social computing tools to help you add to your portable learning portfolio?

    Help to keep the knowledge “with yourself”, not “to yourself”!

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    View Jasmin Tragas's profile on LinkedIn
    Disclaimer: the postings on this site are my own and don’t necessarily represent IBM’s positions, strategies or opinions.

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