Category Archives: emotion

Thoughts on: Reconceptualising academic work as professional practice: implications for academic development (Boud & Brew, 2013)

I’ve been really struggling to process my thoughts on this paper for the last week. I’ll read a few pages, furiously scribbling notes all over it, and then need to step away to deal with my responses to it.

Now this isn’t particularly uncommon for me as it helps me feel that I’m part of a discourse and I try to create action items for future followup, particularly with citations. It often also feels like the most convenient place to jot down other ideas, like the spectrum of edvisor practices that I’ve started on the bottom of page two there. But I think I’ve probably written more on this paper than most because while I agree with most of the broad principles, the lack of understanding that it demonstrates of the practices of academic development and the capacity of academic developers to effect significant change in the institution undercuts much of what it has to say. Which surprises and disappoints me, particularly because I’ve spoken to one of the authors on several occasions and have great respect for his other work and I’ve read many of the other author’s papers and hold her in similar esteem. She has also, according to her bio, worked as an academic developer and co-edited the academic journal that this paper appears in, which makes it even harder to understand some of the misperceptions of this kind of work.

Which leads me to question my own perceptions. Am I overly defensive about what feels like an attack of the competence and professionalism of my colleagues and I? Is the environment that I work in uniquely different and my attitudes towards the development of academics that far out of the norm suggested by this paper? Perhaps most importantly am I taking this too personally and is my emotional response out of proportion to the ideas in the paper?

I suspect that part of my frustration is that the paper begins by talking about something which sounds like academic development but which ends up being a call for a complete revision of all aspects of academic practice and an implication that academic developers should really do something about that.

Assuming that academic development or academic developers are even actually necessary in the first place. There are a couple of telling remarks that, to me at least, strongly imply that academic development is a cynical exercise by university management to impose training on an academic staff that doesn’t need it – they did a PhD after all – in the interests of ensuring compliance with organisational policy and being seen to do something.

Or to put it another way (emphasis mine):

The development of academics is based on the notion that institutions need to provide opportunities for their academic employees to develop across a range of roles. Any initial training (e.g. through undertaking a PhD) is not sufficient for them to be able to meet the complex and increasing demands of the modern academy. Their development is an essentially pragmatic enterprise aimed at making an impact on academics and their work, prompted by perceptions that change is needed. This change has been stimulated variously by: varying needs and a greater diversity of students, external policy initiatives, accountability pressures and organisational desires to be seen to attend to the development of personnel. (p.208)

“Varying needs” almost seems to be used as a get-out-of-jail free card for those apparently rare instances where an academic might benefit from some additional training to be able to meet their responsibilities in teaching, research, service and potentially management.

There’s another section where the authors discuss the challenges of academic development. It’s close to a page long – 4 solid paragraphs, 22 lengthy sentences – yet it lacks a single citation to support any of the assertions that the authors make. The main argument made is that academic developers (and their units) don’t provide academics with the development that will help them because the developers are beholden to the agendas of the institution. The same institution, I should mention, that is governed at an executive level by senior academics who presumably have a deep understanding of academic practices.

Like most forms of education and training, academic development is continually at risk from what might be termed ‘provider-capture’, that is, it becomes driven by the needs of the providers and those who sponsor them, rather than the needs of beneficiaries’ (p. 210)

The main objection that the authors appear to have is that the institution takes a simplistic approach to training – because, reasons? – that implies that academics don’t already know everything that they need to.

…academic development has a tendency to adopt a deficit model. It assumes that the professionals subject to provision lack something that needs to be remedied; their awareness needs to be raised and new skills and knowledge made available. The assumption underpinning this is that without intervention, the deficit will not be addressed and academics not developed. (p.210)

Correct me if I’m wrong but I suspect that this is precisely the attitude that lies at the heart of the teaching practices of many academics. The students need knowledge/skills/experience in the discipline and its practices and the teacher will help them to attain this. Is the implication that academics deserve to be developed better than their students? Does it suggest a deficit in the pedagogical knowledge of academics? I would argue that this description undervalues the sophistication of work done by both academics and academic developers. Which the authors hypothetically note but then immediately discount based upon…? (Emphasis mine)

Such a characteristation, many developers would protest, does not represent what they do. They would argue that they are assiduous in consulting those affected by what they do, they collect good data on the performance of programmes and they adjust what they do in the light of feedback…they include opportunities for academics to address issues in their own teaching, to research their students’ learning and to engage in critical reflection on their practice. Developers undoubtedly cultivate high levels of skill in communicating and articulating their activities for such a demanding group. Nevertheless they are positioned within their institutions to do what is required of them by their organisation, not by those they claim to serve.  (p.210-211)

It’s hard to go past “those affected by what they do” as an indicator of the attitudes towards academic developers. I’d also make the point that I’ve come across few institutions with a comprehensive, practical strategy on teaching and learning and it generally falls on academic developers to use their extensive professional knowledge and experience to offer the best advice and support available in the absence of this.

The other significant point that I feel that the authors have completely missed – again perhaps surprisingly given their experience – is that, in my experience at least, academic professional development is almost never mandated and simply getting academics to attend PD is a task unto itself. The authors must certainly be aware of this, having written a recent paper (2017) that I found invaluable about academic responses to institutional initiatives. (Spoiler alert, it’s like herding sleeping cats). Academic developers are painfully aware of this – imagine spending days preparing a workshop or seminar only to have two attendees – and this if nothing else necessitates design of PD activities that are as relevant and attractive to academics as possible. I won’t dispute that the further away academic development teams are from academics – e.g. centralised teams – the harder it can be to do this and the more generic content becomes but even these areas have a deeper understanding of academics and their needs than is implied. (And I still have more to say about the practical realities of delivering PD that can wait for now)

Now that we’ve gotten past that – and it was something that I evidently needed to say – we start to get to the nub of what the authors would prefer instead of this ‘deficit model’.

The authors draw on Schatzki’s (2001) work in Social Practice theory, which is an area that I’ve spent some time looking at and which I see the value of. My introduction came through the work of Shove et al (2012) who present a slightly different perspective, a more streamlined one perhaps, but fundamentally the same. Where Shove et al identify three major elements to practice – meaning, materials and competences, Schatzki is a little more granular and includes elements such as emotions/moods, projects, tasks and ends. Arguably these could sit in the three elements of Shove et al but there might be something in looking more deeply at emotions/moods particularly. Maybe I’ll end up taking a Shovezki based approach to practice theory.

At the risk of oversimplifying it, from what I can see practice theory necessitates taking a more holistic perspective of being an academic and recognising that the different practices in the bundle of practices (or is it a complex – one or the other) that make up “being an academic” all occur in a specific context involving the practitioner, time, space and the larger meaning around what is being done. These sub-practices – such as teaching, research, service – can be in competition with each other and it is necessary to factor them in when providing PD training that relates to any other of them. Now this is an avenue of thinking that I’ve been pursuing myself, so obviously I’m pretty happy with this part of the paper. When we look at why an academic doesn’t undertake an activity to enhance their teaching, the current research rarely seems to answer – ‘well it was partially because they had to put together an application for research funding and that took priority’. This much I appreciate in the paper.

Where I think the paper runs into trouble though is that it makes a case for a slightly hazy approach to re-seeing academics practices as a whole, taking into consideration the following six factors that shape them:

  1. Embodiment – “It is the whole person who engages in practice, not just their intellect or skills… Desires, emotions and values are ever present and cannot be separated out” (p.212)

  2. Material mediation – “Practice is undertaking in conjunction with material arrangements. These may include objects such as raw materials, resources, artefacts and tools, physical connections, communication tools, organisms and material circumstances (Kemmis, 2009). These materials can both limit and enable particular practices” (p.212)

  3. Relationality – “Practice occurs in relation to others who practice, and in relation to the unique features a particular practitioner brings to a situation. Practice is thus embedded in sets of dynamic social interactions, connections, arrangements, and relationships” (p.212)

  4. Situatedness – This I’d call context – “…in particular settings, in time, in language… shaped by mediating conditions…” that “may include cultures, discourses, social and political structures, and material conditions in which a practice is situated” (p.213)

  5. Emergence – “Practices evolve over time and over contexts: new challenges require new ways of practising” (p.213)

  6. Co-construction – “Practices are co-constructed with others. That is, the meaning given to practice is the meaning that those involved give it” (p.213)

In my personal experience, I don’t believe that many academics give their practices, particularly teaching, anywhere near this level of reflection. It’s probably fair to say that few academic developers would either, at least not consciously. The authors believe that using this new practice frame

“…moves academic development from a focus on individuals and learning needs to academic practice and practice needs; from what academics need to know to what they do to enact their work” (p.213-214)

Maybe it’s just my professional background but I think that I pretty well always frame learning objectives in terms of the tangible things that they need to be able to do. On the other hand, my experience with academics is largely that many of their learning outcomes for their students begin with “understand x” or “appreciate the concept of y”. It’s not my job to be a discipline expert and I have no doubt that these are important learning outcomes to the academics – and I might still be misinterpreting how the authors are thinking about practices and learning design.

They go on to make an important point about the value of situated learning in professional development – conducting it in the space where the teacher teaches rather than in a removed seminar room in a building that they never otherwise visit. This makes me think that it would be valuable to have a simulated workspace for our students to learn in and I’ll give that some more thought but the logistics seem challenging at the moment as we undergo massive redevelopment. (This also acts as a pretty significant barrier to providing situated professional development, as teaching spaces are occupied from 8am to 9pm every day).

There’s an additional idea about the format of assessment conducted by ADs and what more beneficial alternatives might be considered.

“Learning is driven by, for example, by encountering new groups of students with different needs and expectations, or by working with a new issue not previously identified. Success in learning is judged by how successfully the practice with the new group or new issue is undertaken, not by how much is learnt by the individuals involved that could be tested by formal assessment practices” (p.214)

I completely support this approach to learning but I cannot see how it could ever be implemented with current staffing levels. If we’re going to think seriously about practices in an holistic way, perhaps a wider view needs to be taken that encompasses all of the participants in co-construction of the practice. This is probably where I think that this paper falls down heaviest – there seems to be a wilful blindness to ability to enact these new approaches. I also don’t see any academics ever moving to this kind of approach in their own teaching for the exact same reason.

This brings me to my larger challenge with this paper – from here (and perhaps in ignoring the logistical issues of situated learning in teaching spaces), there seems to be an expectation that it is up to academic developers and/or their units to make a lot of these significant changes happen. I can only imagine that this comes from the openly held perception that ADs are tools of ‘university management’ – which I will stress yet again is made up of academics – and that ADs are able to use these connections to management to effect major changes in the institution. I’m just going to quote briefly some of these proposed changes because I think it is self-evident how absurd that would be to expect ADs to implement any of them.

We suggest that a practice perspective would thus place greater emphasis on the development of academics:

…

(2) as fostering learning conducive work, where ‘normal’ academic work practices are reconfigured to ensure that they foster practice development; (p.214)

And this

“Working with individual academics to meet institutional imperatives, for example, curriculum reform, comes up against various stumbling blocks where academics complain that they are overworked, that there is too much to take on and that their colleagues are not supportive of what they are trying to do. Practice development means working with how that group juggles various aspects of their role and their attitudes and beliefs in relation to that. It is about how the group interacts in pursuing its practice, how and where interpersonal relationships are take account of the being of its members, how power and authority are negotiated, whose ideas are listened to and taken up and whose are denied” (P.215)

So, I’ll change the entire culture of academia and then after lunch… I know that sounds cynical but if the VC can’t enact that kind of a mindset shift…

I don’t disagree with any of these changes by the way but even in my relatively short time in the H.E. sector I have had it made painfully clear to me that the expertise of professional staff is basically never considered in these processes, so this paper is wildly misdirected.

The paper wraps up with a few more achievable suggestions that I think ADs have known for a long time already and try to enact when possible. Offering training or advice about something (e.g the grading system in the LMS) is going to be more valuable in some temporal contexts (weeks of semester) than others, learning more about academics and their particular practice needs – again, generally teaching as I suspect there is hierarchy of things that academics never want to have their knowledge questioned on – discipline knowledge, research skills, teaching and then technology. I might look into how often academics go to research training after they finish PhDs. I suspect it will be rarely – but I don’t know. (I should probably know that)

The authors also suggest that ADs might take a project based approach, a consultancy one or a reflective one to their development work and I would consider that communities of practice probably sit well with the latter.

Ultimately, while I am broadly supportive of many of the approaches and the more holistic viewpoint put forward in this paper, expecting ADs to implement many of the larger changes seems to demonstrate a lack of awareness of the powerlessness of people in these kinds of roles. What is proposed would largely require a significant cultural shift and to be driven from the top. Of course, the latter paper by Brew, Boud et al (2017) shows the utter folly of expecting that to succeed.

 

 

 

Research update #24: The community

I mentioned recently that I’d come across some interesting anthropological research suggesting that the key reason that academics rarely innovate their teaching is fear of looking foolish in front of their students. There was a whole thing about it in the Times Higher Education at the time and it sparked some interesting discussion in the TEL edvisors SIG forums. Media being media of course, it was far from the whole story and the researcher – Lauren Herckis – was able to help correct the story a week later.

Anyway, one of my favourite parts of the PhD (thanks once more Pat Thomson) is the peek through the door it offers me to the global community of scholars. (That reads far more pretentiously than is intended). But if I wasn’t working on mine and found this work to be particularly pertinent, I probably wouldn’t have reached out to the author to ask if there is a paper or book or something that this research came from. (As the THE article was remarkably vague on that). Turns out that it’s a work in progress but Lauren was happy to share what they’ve done so far, making the point that the later stages of the research and data analysis are still in train.

I have no illusions that all academics are as generous with their time and work but on the whole, those that I have reached out to that are working in my field have helped me to feel as though I’m part of something bigger. Maybe as a PhD student rather than a rival researcher in competition for research funding it might be different but I haven’t had that sense – it’s really felt more like sharing an interest that perhaps not that many others do.

I’ll probably write something more about the paper in progress shortly – after checking I’m not travelling too far into spoiler town or whatever the academic equivalent is – but I’ve already found it interesting in framing the discussions that I’ve had at work and in trying to better understand some of the (sometimes unfathomable) resistance I encounter to new ideas about teaching and learning. The difference between the ways that attitudes in early career vs senior academics relating the value of teaching overall has particularly given me a lot to ponder.

Random PhD tips – the early years

One of the things that I’m finding with this study is that there is a wealth of advice out there and it still feels vaguely productive to pore over that instead of pressing on with actual “work”.

Here are some scattered tips and things that I’ve read and been told in no particular order.

The PhD is essentially a research apprenticeship. While one of the stated goals is to make a contribution to the scholarship, a large part of it is about demonstrating that you are able to competently carry out research and use it to build a solid argument. It doesn’t have to be massive or incredibly sophisticated – indeed, there’s a respect paper (yet to read but it’s on the list) titled “It’s a PhD, not a Nobel Prize” by Mullins and Kiley (2002).

In the early stage of your research, it’s all about the reading. You don’t know what you don’t know yet or where the literature will take you so it’s just about reading, reading and more reading. Everyone has said to enjoy this phase because you generally never get to be this indulgent again. (I’m happy with this advice but I also want to make sure that I make the most of the reading that I do so I’ve been fiddling around the edges looking for ways to capture the information, quotes, ideas and further reading to be found in it – partially in a bibliographic/citation tool (Zotero) and partially in blogging about it)

How to read is also a thing. Given the ridiculous amount of material out there, reading cover to cover isn’t going to get it done. I’ve repeated had it suggested to skim the abstract, the introduction and the conclusion, references and if this seems relevant, dip into the methodology. Then decide whether to proceed. This part I’m finding harder, as I’m yet to feel confident that I can make this judgement but I’m sure it will come with time. It seems sensible to put a little more trust into readings recommended by my supervisors and clever colleagues and so far, so good.

Building some solid organisational systems is a no brainer. This is something that I particularly enjoy – probably more than the work part that actually comes after it. Working out categories and folders and backups is great but I’ll have to press on pretty soon.

Emotional resilience is a pretty common theme in the advice literature. It’s a long, draining process requiring us to put our ideas and intellect on display to the world and there will inevitably be some tough feedback. There’s also a lot of talk about imposter syndrome – the fear that people will realise that we aren’t are smart as we make out. (I initially typed smark there, so I’m not sure what that says). This seems reasonably healthy to me – kind of the inverse of the Dunning Kruger effect.

I’ve already felt fairly conscious of the fact that many of my peers seem to be using more theoretical (dare I say jargony) terms in their writing and I wonder if I am judged for not doing this. (I have a political thing about “plain English” and accessible language but I do understand that there are some terms and concepts that are far more effectively communicated in “jargon”). At the moment, I feel that the best thing for me to do is to use the language that best enables me to share my thoughts. (I have found a glossary tool that I’ve added to this blog and will be populating at some point that adds mouse-over definitions for terms in the text. One of my favourite things about reading on the Kindle is being able to highlight words for an instant defintiion. The Trowler book that I’ve been banging on about has a nice linked glossary section at the back, that has helped me to get across concepts like ontology and epistemology, endogenous and etic, among others)

Communicating early and often is also a key theme in the advice so far – as a fairly self-reliant person this is certainly something that I’ll need to work on but I definitely see the value. Many hands etc etc. In the past I’ve liked/needed to thrash an idea out in my head to come up with some kind of solution that I was willing to share with others but I just don’t think this is going to cut it this time around.

Being open to ideas from seemingly unrelated areas is another great piece of advice. A lot of these have come from Inger “Thesis Whisperer” Mewburn’s blog and “How to Tame your PhD” book, I must add. Going to talks by other researchers might lead to any number of brain waves as you extrapolate their ideas to your context.

I’m not super close to the writing stage yet but like the idea of setting time limits to get certain things done. Avoiding that whole “work expands to fill the time available to it” trap. I’ve long been an advocate of Pomodoro technique (the hardest part is starting the timer) and I understand the notion of “the perfect is the enemy of the good/done”. All of this writing will go through umpteen drafts, so it doesn’t have to be good the first (or the fifth) time, it just has to be written.

Talking to people about what you’re doing and what you’re planning (particularly supervisors) can be an effective way to add some deadline and social pressure to do the work. (I’m still trying to work out exactly what I need to be doing yet – it seems like just reading is too easy)

There are a lot of people around that want to help us to succeed and are willing to help – there is research training, library skills training, communities of practice and reams of published advice. For all of this, I am particularly grateful. Thanks.

Gaming the 1979 Iranian Revolution

It’s been a little while since I wrote about games here but it is still a keen interest of mine – particularly those with an educational angle.

A review on Eurogamer.net for 1979 Revolution popped up in my Twitter stream and immediately caught my eye. What we have hear appears to be a thoughtful, nuanced look at the 1979 revolution that overthrew the (U.S. installed) Shah of Iran and replaced him with Ayatollah Khomeini and an Islamic theocracy.

Told from the perspective of a young photographer, the game appears to be influenced by the recent Telltale Games style, with a strong narrative, dialogue choices (with ongoing consequences) and QuickTime events in action sequences. (A little bit like a Choose-Your-Own-Adventure book if you’re not familiar with TellTale’s work)

Built into the story are opportunities (requirements?) to take photos at specific times that are recreations of actual photos taken of events during the revolution. Players can use these to dip further into the history of the time.

From an educational standpoint, these kinds of games tick a lot of boxes for me. There’s interactivity, there’s a narrative that gives the learner emotional experiences and there is decision making and the opportunity to fail.

Even though I’ve been trying to keep clear of games, I think I might have to take a further look at this.

Inspired by Alda

ticket for alan alda talk

Easily one of my favourite things about working at a university is the rich range of speakers that come to share ideas with us. This week alone we have presentations for International Women’s Day and lectures on vote buying in Indonesia, Public Private Partnerships in infrastructure, Poverty alleviation in Brazil and Argentina, the Paris Climate Talks, the 2016 Defence White paper and exploring fertility of Aboriginal and Torres Strait Islander Australians.

Last night we also had Alan Alda talking about science communication. He was amazing.

This isn’t something that I knew about him before but this is a long standing passion of his. He is the co-founder of the Alan Alda Center for Communicating Science at Stony Brook University and hosted a tv series – Scientific American Frontiers – interviewing scientists around the world for more than a decade.

Funnily enough, I suspect that like many of the 1300+ people in the audience, that wasn’t my primary reason for going to the talk. (Though it did seem interesting in itself). Whether for his performances as Hawkeye in M*A*S*H, Sen. Arnold Vinick in The West Wing or most recently Pete in Louis CK’s Horace and Pete, Alda is an astounding actor and communicator and has won over many fans in his long career.

While Alda spoke directly about science communication, it was clear to me that everything he said could just as easily be applied to teaching practice, particularly in higher ed where there can be a tendency to get caught up in highly complex and dry technical language. (Which isn’t to say that this isn’t needed or that academics and scholars don’t need common specific terminology to communicate sophisticated content, more that particularly when introducing new concepts, it can be helpful to think about other cognitive processes that aid in learning)

In a nutshell, what I took away from the presentation was:

  • It’s ok to use plain English to explain concepts that the audience (student) isn’t familiar with
  • People retain information far better when it is attached to an emotion that they have experienced in receiving it.
  • Presenting your information as a narrative with a degree of showmanship will enhance engagement.
  • When you know too much about something, it can be easy to forget how to see it from the perspective of a novice (and adjust your explanation accordingly)

Alda illustrated all of these core ideas with stories and demonstrations that were exciting (a desperate rush for emergency surgery in Chile), disgusting (children thrown in a river in medieval times to ensure that public events stayed in public memory), amusing (an exercise in getting the audience to guess a song by having someone tap it out on the lectern) and truly sad (doomed lovers doing a heartbeat experiment)

Much of what he had to say resonated deeply with many ideas related to cognition and learning over the years that have sparked my interest in scenarios, game based learning and gamification. While he didn’t drill down into which researcher showed what, there is a wealth of research out there that has demonstrated the value of the emotional and personal connections that presenters/scientists/teachers can add to their teaching practices to make them resonate more with an audience.

When asked which areas of science have the biggest problems with this, he made the point that what the anti-vaccination campaigners on their side  (as far as persuasion goes) is the emotion and the intimacy of their personal stories. No idea how to counter this but I think he’s right.

There was also an additional point raised (timely on International Women’s Day) about how women in science sometimes feel that they have to present a more dispassionate and impersonal face to their audiences to avoid the stereotypes of “emotional” women. Again, no solutions but an interesting point.

The Q&A component of the talk was filmed and here it is