Thanks to technological advances, never in history have we been expected to cope with such rapid change. For companies that are sensitive to what their customers want and need, business goals are changing in real-time.
Sometimes it can feel like you are experiencing an all-out assault on who you are, who you aspire to be, and what you contribute to an organization. In many cases, because your role is evolving right before your eyes, you may not even know what it will look like when the dust settles. The good news is, just because the evolution of your current role is out of your control does not mean that where you are headed is out of your control. If you have done your homework and you know the characteristics of your ideal role and workplace, you have a clear target. Now you just need to determine what action(s) you need to take to get there.
Many people feel helpless and consequently dis-empowered when experiencing major organizational change. However, the impact of any change on you, depends on you. In order to determine WIIFM, consider all aspects of your current role (the good, the bad, and the ugly). Then ask yourself the following 3 questions:
- How will the change impact my current role?
- How will the change impact my future goals?
- As I think about potential personal consequences, am I inspired to take action?
While you may never understand all of the desired business outcomes related to a specific change, the key to a successful outcome for you, depends on you taking action. Initially, this may just mean that you are inspired to pay more attention to thought leaders in your industry and ask more questions in order to better understand the reason(s) for the change. The action(s) that you choose to take are not as important as the fact that you choose to take action. If you are simply reacting to the changing environment and not being proactive on any level, don’t be surprised when you feel increasingly dis-empowered.
Organizational change encompasses a variety of interactions: new ways of collaborating with colleagues, adoption of new technology systems, modification of job descriptions, introduction of new products or services, as well as expansion to new markets. Your personal experience of organizational change can range from: frightening, exciting, overwhelming, and inspiring. Initially, you may feel helpless and convinced that your voice is not important, but that simply is not true.
Your personal experience of a change is what matters most in organizational change. You may have had very little to do with the decision to make the change, but the decision you make about your role in the change is critical, for both you and the organization. Whether you make a conscious or unconscious decision, you contribute to the success or failure of change. We’ve all heard: “it’s not personal, it’s business.” If business is not personal, I don’t know what is!
I am excited about exploring a new MOOC I discovered via Stephen Downes OLDaily blog. The concept and structure (or lack of structure) is extremely unique so at this point I am not even going to attempt to describe it. Check it out for yourself. I’ll be sharing my experiences as I go along! Let me know if you decide to join the headless!
In his blog, Courses or Learning Episodes, Steve Wheeler, provided much food for thought. The instructional design course that I facilitate online does not have as a goal course completion by all students. The goal is simply to provide a source of just in time learning experiences presented in a context that encourages learners to recognize the importance of remaining conscious of overarching goals; goals that far transcend any specific subject.
An essential question is how do we design learning experiences with the ultimate goal of progressively requiring less and less directed learning or structure from course facilitators? I think most teachers enter the field with the goal of helping students to discover and strengthen their voice by encouraging them to exercise their voice. However, along the way that goal becomes greatly over shadowed as we attempt to adhere to program and course guidelines that unnaturally restrict learning experiences by discipline or subject as opposed to teaching holistically. Of course teaching holistically demands collaboration and transparency, 2 things that are often challenging to implement regardless of the learning environment.
I think conversations related to education reform efforts should be more about identifying and exploiting the unique value different learning environments provide which support the design of authentic learning experiences. Thankfully, the options for how we present lessons is virtually endless. However, if the students are not engaged and actively interacting with the course materials; they are just that: course materials. Learning can only be exhibited as a result of the interaction.
Trying to manage a personal and professional online presence has become a bit of nightmare! I’m all over the place (i.e. linkedin, Twitter, Facebook, Google+, personal blog, personal website, course Facebook page, course Google Group, and various learning management system communication platforms).
For one reason or another, I need them all! Each platform has different pros and cons! Not only that, I am targeting different audiences on the platforms so the message is not the same! I’ve got to find a better way to streamline my online communications. At this point, I’m beginning to confuse myself!
Anybody got any tips for teachers on successfully managing your online presence?
Is it just my imagination or is the bread crumb trail missing from the Desire2Learn navigation screen? I find it to be helpful to be able to select a back arrow and go back to the page I just came from! Now I seem to have to use the Content Map. If I find it a bit confusing, students probably will too!
I recently launched a course on instructional design based on the ADDIE and UBD instructional design models. The course has been setup on several sites so that I can evaluate the designer tools offered in each learning environment. I am experimenting with the tools of 3 different learning management systems: Moodle, Blackboard, and Desire2Learn. It has been interesting to observe how drastically the look and feel of the course changes from platform to platform. I also setup the course in Udemy. Udemy offers a wide variety of online courses including The ABCs of Instructional Design, facilitated by yours truly. I think I just about have the course organized the way I want it. It’s amazing how different a course that you have been designing for years looks when you start seeing it through the eyes of new students!
I am still trying to get my bearings because the MOOC assignments are hosted in several different learning environments. Sometimes when I am asked to respond to a discussion post or blog, I’m not sure which environment I am supposed to be working in. Today I have spent some time working in the practice area setting up course units using the Moodle “book” resource. So far, I think I am going to like this format. I generally use the “page” resource to setup up overview pages, but this can tend to result in a long string of Unit tasks and I want to find an alternative. Sometimes seeing too much information at one time can be overwhelming for students. The book format will allow me to focus their attention on the topic at hand.
So far so good! I just started the self-paced course and I find it to be interesting as well as challenging! Being introduced to many new tools and the Moodle platform is a bit overwhelming at times! Of course, I just have to remind myself to slow down and remember it’s self-paced. The Moodle MOOC includes 3 components that I strive to include in my course design: self-reflection, active learning, and social engagement!