Wave: Bye Bye

Google not doing the Wave anymore:


Learning Leaders Fieldbook by The Masie Center

Here’s a neat resource for educators aspiring to grow and make an impact in their communities. The page includes links to the field book in PDF format, and podcasts from each of the featured learning leaders describing what it’s like to be in their role, how they see the function of their role and of learning in their organization, and the interesting story of the path they each followed to become the learning leader they are now. I was pleased to find that my friend, Martha Soehren, was one of the leaders featured. Congratulations, Martha!

Check it out: http://www.masie.com/fieldbook

The Top 50 Proprietary Programs that Drive You Crazy — and Their Open Source Alternatives | WHDb

Here’s another one for my fellow educators doing it on a shoestring:

The following fifty proprietary programs are listed in no particular order within broad categories along with their open source alternatives. In some cases you could probably write your own book on frustrations with the proprietary programs shown here. In other cases, you’ll discover that the open source alternative isn’t quite up to snuff yet. And, in other cases still, you’ll learn that some proprietary programs are real gems, but that the open source advocate can replace those gems with equally shiny objects from the open source repertoire.

via The Top 50 Proprietary Programs that Drive You Crazy — and Their Open Source Alternatives | WHDb.

New Term – Collagogy: The Art of Enabling Social Learning

Inevitably this was coming, but I like that it’s been coined, because it’s real, whether folks are ready for it or not:

“There are some key differences between how people learn from one another in groups versus how they learn in a traditional classroom situations. Therefore, the strategies that we use to enable learning in groups should be different than they are as traditional teachers or trainers. A new term that might capture this idea is: collagogy. Collagogy is the art of enabling social collaborative or networked learning. “Coll” is a Latin prefix, meaning “with” or “together” common derivative of com- or con-; and “-agogy” is a Greek suffix, meaning “leading, guiding, stimulating, bringing, taking, or promoting.” Combined, the word means leading, guiding, stimulating, etc. together. Think of a similar word – collaborate – which means, “to labor together”. Pedagogy is Greek for “child-leading”, and andragogy is Greek for “man-leading”. Following this format, collagogy could be described as “group-leading”.The details of what collagogy entails will require more thought and will be the premise of future blogs. For now, the basic set of strategies includes:

  • Providing an environment for social/networked/collaborative learning
  • Ensuring that learners have the knowledge and skills necessary to access and use the social learning environment and process effectively
  • Leading the culture change to embrace and employ social learning regularly
  • Designing learning solutions that maximize the social learning process
  • Encouraging informal, as-needed, just-in-time learning
  • Monitoring the social learning environment, communities, and transactions

Originally, I thought collagogy would just apply to adults and that it would be an expansion of Malcolm Knowles’ adult learning principles he called andragogy, but after reviewing the trends in both K-12 and higher education fields, I now believe that collagogy can apply to both children and adults.”

via CorpU » Blog Archive » Collagogy: The Art of Enabling Social Learning.

Instructional Technology Journals & Magazines

Instructional Design & Technology Connections: Instructional Technology Journals & Magazines.

Five Worst No-No’s | Leading With Kindness

Five Worst No-No’s [against Effective Leadership]
Monday, August 11th, 2008 at 3:48 pm

Entirely too many former co-workers still existing in environment that oozes one (or more) of these deadly workplace sins:

5. Micromanage
If you’ve done your homework and hired the right people, there should be no need to micromanage them. Give them direction, set challenging but realistic goals and keep them well motivated. By telling employees exactly what to do you destroy any motivation they might have to think for themselves and make valuable contributions.

4. Fail to Follow Through
Setting directions and providing goals are primary tools of a great leader, but if you don’t follow through, employees quickly learn to ignore what you have to say. Provide a few simple clearly communicated directions and then return to the subject within a reasonable period of time. Employees will quickly learn that you mean what you say.

3. Keep Secrets
Be as open and honest as possible with your employees. Poor leaders often use secrecy as a way to wield power. However, the less employees know the less able they are to act effectively. In addition, secrecy creates resentment and fosters gossip within the ranks. Google maintains an intranet that has information on all company strategies and current projects. The risk of secrets leaking out is less than productivity gained be everyone working together.

2. Play Favorites
Employees need an even playing field. They need to feel that if they work hard and excel at what they do they will be able to rise up in the ranks. Too often family ties or friendships bias leaders. Employees begin to spend more time and thought currying favor. Both those being favored and those out of favor will be less motivated to work hard. And remember, a perception of favoritism is almost as bad as favoritism itself.

1. Deceive Employees
One small lie can have profound effects within an organization. Once employees believe a leader is willing to lie, they have no basis to distinguish fact from fiction. And it often doesn’t matter who the lie is directed towards. Often leaders will lie to clients or authorities and keep employees as co-conspirators. But if leaders are willing to lie to clients, employees realize these same leaders are probably willing to lie to them in other circumstances

Full article at http://www.wliw.org/leadingwithkindness/essays/five-worst-no-nos/56/

Empathic Leadership

I read a very interesting editorial today about shoes, and empathic leadership, written by Norm K of CLO Magazine.

In it, he reflects on all the footwear idioms we use in our western culture, particularly the one that references “walking in someone else’s shoes.” He then continues on to relate that to how learning leaders and the business world at large would do well to approach their practices with more empathy — for the client, the employee and the business — if they wish to increase their bottom lines and make their work more productive, effective and appealing:

cover of current issue of CLO MagazineChief Learning Officer Magazine, July 2009 issue
Editor’s letter, pg. 4
[digital version]

I wonder if any of our leaders out there are reading this, or thinking along these lines… or if folks have forgotten that brighter times are ahead — and we better be ready.



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