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.
Given that people are at the heart of implementing and supporting TELT practices in Higher Education, I’ve been investigating the kinds of people involved.
At the first level of the taxonomy, universities employ academic and professional staff. Whitchurch (2008) makes a solid case that, while these people generally work in their own domains, there are people who work across these boundaries in different ways – third space professionals. For the sake of simplicity however, and also because the three papers that I read focus almost entirely on ‘administrative’ professional staff, I’m just going to examine the key differences and some of the sources of tension between these two groups.
The first thing I noticed after reading all three papers was the small ways in which the writers’ personalities, assumptions and perspectives creep through. In some ways, they reflect the larger issues at hand, occupying a spectrum from begrudging acceptance of the need to take professional staff more seriously within set parameters to good-natured concern at the disregard of them to simmering disquiet at the routine slights experienced (mixed in with a distaste for the Neoliberalism that has been a part of many recent changes in Higher Ed. and exacerbated these divisions)
Collectively they all seem to arrive at more or less the same destination – that greater understanding is needed about the roles and values of professional staff and academics and that more needs to be done to foster better collaboration. The differences in how they get there and what they believe is needed to help this to happen (and why) are illustrative of the issues themselves.
McInnis and Dobson were (and are) academics and Szekeres was a professional administrative staff member – also working on her doctorate at the time. Their respective positions in their universities offer additional insights into different attitudes in different departments – McInnis working as an Associate Professor in a school and Dobson holding a role tied to the executive.
The three papers were written in a reasonably narrow window of time – 1998 to 2004 – when Australian universities were still coming to terms with major shifts to the sector introduced by John Dawkins (Federal minister responsible for Higher Education) in the mid to late ’80s. These heralded a more market driven and corporate managerialist mindset in public institutions. (More on this shortly)
The language used in all of these papers is interesting in itself, the now commonly used “professional staff” terminology is nowhere to be seen, the terms of the day were administrative staff, general staff or non-academic staff. Being academia, these terms were also picked apart for their own implied meanings and values – with “non-academic” given special attention for seeking to define people by what they aren’t.
Dobson particularly is very mindful of this, titling his paper “Them and Us – General and Non-General staff in Higher Education”, turning the tables on the usual academic / non-academic binary. He comments that
“the tendency to describe general staff in this negative way is a strange trait in the current climate of inclusiveness promoted fairly generally by universities, but in particular by universities’ acceptance of equity and affirmative action principles” (p.203)
Dobson and Szekeres’ papers are largely based around a review of the current literature (including government and university reports, letters to H.E. publications and novels) as well as informal notes from conversations with colleagues overseas. McInnis takes a different approach, comparing the results of two surveys of attitudes conducted of academics and administrative staff (at a management level).
All agree that there are a number of differences and tensions between academic and professional staff and recognise that professional staff are massively underrepresented in discussions and publications relating to Higher Education.
(I’m curious to see whether this is still the case – I imagine it is, based on my own experiences – and have flagged it for further research). At this point I need to mention that I was initially looking more for writing about Education Support Professionals and the nature of their relationships with academics but there is scant reference to this role in any of these papers. McInnis mentions that
“Professional administrators are reshaping academic work by virtue of their increasingly pivotal roles in such areas as course management and delivery” (p.168)
but the emphasis here is much more on people working in non-teaching areas of the university, or as Szekeres more comprehensively puts it
“their focus is about either supporting the work of academic staff, dealing with students on non-academic matters or working in an administrative function such as finance, human resources, marketing, public relations, business development, student administration, academic administration, library, information technology, capital or property” (p.8)
Even though in these papers we are looking at people working in “non-academic” areas, I think there is still much to be learned from exploring the broader relationships between academics and professionals as it is often people working in professional roles that are charged with supporting and initiating TELT practices in Higher Ed. Putting aside the boundary crossing tendencies of this relationship and the complications that arise from stepping onto teaching and learning ‘turf’, there are many other moving parts to be considered and these three papers offer valuable insights into other facets of this relationship, particularly university culture.
The virtual absence of professional staff in the literature discussing people working in Higher Education is recognised by all three authors here. Szekere’s paper title – “The Invisible Workers” – is a pointed reminder of this and even in the defining documents of the time (Dawkins’ Green and White papers) Dobson notes that
“general staff were scarcely considered during the writing of the Green Paper. In fact there are only three paragraphs devoted to the subject” (p.204)
This lack of presence in literature (of all kinds) discussing Higher Ed illustrates one of the interesting contradictions of the relationship between professionals and academics – the work and expertise of professionals is misunderstood and considered trivial but they also represent a threat to the status quo (of academic values) in terms of the change that they represent and they are felt (by academics) to hold too much power. Maybe the hope is that by not talking about them, they will just go away or maybe academics simply have a blind spot to people not in their ‘tribe’. (Neither of those are points raised by any of the authors)
Szekeres raises another factor in discussing invisibility, that of gender, pointing out that
“while women make up the majority of general staff, they are disproportionately in the lower-level positions” (p.8)
Again, I’d hope that more recent research will show that this has changed but I won’t be surprised if it hasn’t. Dobson discusses a study carried out by UWA on “The Position of Women General Staff at the University of Western Australia” that aimed to
“identify any cultural or structural impediments within the University which might work against the aspirations of women and propose strategies to address these. (UWA, Executive Summary, P.1)” (p.206)
It found that
“the issue of gender was less of a barrier to their aspirations than the fact that they were members of the general staff” (p.206)
This is not at all to say that there aren’t issues faced specifically by professional women in Higher Ed, simply that the professional/academic divide is a significant one.
At the heart of the divide lies the aforementioned culture of corporate managerialism. This ties in to new practices, changes to decision making structures and moves toward greater accountability and efficiency that can come into conflict with the established ‘academic values’, university culture and autonomy that make Higher Education a distinct sector.
Szekeres describes the rise of this culture of corporate managerialism particularly well:
‘As pressure increases on governments to account for the expenditure of public funds, they respond either by privatising government institutions or by increasing the reporting requirements of those few public institutions left…
In many texts, this increase of surveillance and privatisation is characterised as a neoliberal agenda. It exhibits itself through public institutions remodeling themselves along commercial lines and falls into a general discourse, corporate managerialism. This discourse has a number of elements including: an increase in managerial control (managerialism); competing with each other in the marketplace (marketization); being under greater scrutiny while having greater devolved responsibility (audit); and generally modelling their structures and operations on corporate organisations (corporatisation)” (p.9)
This kind of change can’t occur without at least perceived winners and losers. McInnis’ discussion of the two attitude surveys of academics and administrative staff, taken relatively early in the process of these changes, gives us an indication of some of the points of contention.
56% of admins felt that academics are not sufficiently accountable for their worktime (p.167)
“A mere 12% of academics thought their research productivity had increased as a result of formal appraisal processes, and 57% clearly thought not” (p.167)
“41% of administrators believing that quality assurance mechanisms would ensure genuine improvement to the higher education system as against 19% of academics” (p.167)
67% of academics (vs 52% of admins) felt that “universities are of little value to society if they are not autonomous” (p.166)
Much of McInnis’ paper revolves around the impact these changes have on the “core values” (p.170) of the academy, going so far as to conclude that
“Efficiency and effectiveness, productivity and performance, accountability and supervision are typically the preoccupation of administrators. It may be argued that the growth in specialist support staff and administrators such as experts in marketing, counselling and strategic planning has amounted to a subtle process of ‘colonisation’ of higher education. The experts are assumed to bring with them market and individualistic values with no particular allegiance to the higher-order goals of the academic world” (p.171)
I find it interesting that these core values and higher-order goals are never explicitly stated – presumably as an academic you just ‘get’ them but autonomy seems to sit firmly at the core.
(This shouldn’t be taken to suggest that I believe that Higher Education and research should be treated as businesses in place of of noncommercial exploration, investigation and creativity, it’s more that the underlying assumptions that “non-academics” exist only in a soulless world of spreadsheets seems narrow minded and perhaps a little arrogant.)
McInnis makes his most explicit statement of this in his conclusion:
“where once administrative staff were considered powerless functionaries, they now increasingly assume high-profile technical and specialist roles that impinge directly on academic autonomy and control of the core activities of teaching and research” (p.170)
Looking at power reveals another significant source of tension in the academic/professional staff binary – rightly or wrongly. It’s hardly a new thing however.
Szekeres observes that
“Lee and Bowen (1971) found that academics tended to confound the lives of administrators but at the same time they vastly over-estimated the power that administrators had” (p.19)
A key point that often seems to be missed is that while professional / administrative staff are often responsible for implementing changes seen as less desirable by academics, these have almost always come from the university executive – Deans, Vice Chancellors and the like – who are invariably academics. Dobson notes that
“too few staff (particularly academic staff) understand or appreciate the reality of university authority structures. The ills which have befallen universities in recent times have frequently been seen by the academic staff as the fault of ‘the administration’. The difference between ‘administration’ and ‘governance’ seems to be lost on many members of the academic staff. That there is an ‘attitude problem’ toward the role of general staff among some in the academic ranks in exemplified by the following quote from Cullen (1988):
“There is a great deal of talent in the academic staff of higher education institutions. How they manage the systems which surround them and still find time to make a contribution to academic programs is a minor miracle… there is an old adage that administration is too important to be left to the administrators. It seems to me that this is certainly true of the sorts of reforms [in the Green and White Papers] we now need to discuss (p.154)” “ (p.208 of Dobson)
Academics can be even more scathing of former academics in the university executive levels than of professional / administrative staff. Szekeres found a quote in a Academia Nuts, a satirical novel about university life by Michael Wilding describing them thusly:
“they are not even trained administrators, they are not even professional managers. They are the Judases of the profession (2002, p.202)” (p.14)
So perhaps it is as much a matter of expressing frustration at anybody who gets in the way and being unable to sort the ‘functionaries’ from the ‘Judases’.
In practical terms however, the perception of a shift in power to professional staff may be over estimated. Three quotes from the comments sections of the survey of administrative staff reviewed by McInnis are revealing.
“in order for an opinion to be accepted it seems it must be sanctioned by an academic – this is very frustrating for general staff who are experts in their field” (p.168)
“the current concept of ‘general’ or ‘administrative’ staff inherently denies that we have specialist skills or subject expertise” (p.168)
“there is little recognition that there are highly qualified and experienced professionals in areas of support expertise which the University now needs and that they may well be better able to manage these tasks better than an academic; the assumption that an academic specialisation in a field makes a practising expert e.g. in marketing; or that computing support needs ultimately to be managed by an academic (Director of unit)” (p.168-9)
On the Professional staff side, by far the most significant issue reported (repeatedly) was the lack of respect or appreciation for their work from academic staff. According to McInnis
“only 28% of administrators agreed that ‘the relationship between academic and general staff is generally very positive’ and 36% expressed dissatisfaction with the appreciation their roles by academic staff” (p.167)
The under-representation of professional staff in publications about Higher Education, could be seen as another symptom of this and even the authors of these papers that appear more sympathetic to their plight sometimes pay more ‘backhanded compliments’
“It is probably fair to say that most general staff both ‘know their place’ and realise that their role is not the ‘main game’, but perhaps some academic staff haven’t caught up with the fact that a professional general staff does much to support and to enhance the student experience at university” (Dobson, p.209)
As I mentioned at the beginning of this post, the three authors generally all come to the same conclusions, recognising that there is no option to put the genie of recent Higher Education reform back in the bottle and that more understanding and effective collaboration is needed between academic and professional staff.
With Szekeres’ attention being primarily on the representation of professional staff in current literature relating to Higher Education, she feels that much more effort needs to be put into telling and understanding “the stories of administrative staff” (p. 20).
She is fairly scathing of current representations
“much of the writing about universities which has emanated from the academic community has displayed erroneous perceptions. Many of these writers have been dismissive of administrative staff and their roles in the institution or have ignored them altogether. When provided at all, many of the constructions of academic staff demonstrate false impressions of what administrators actually do, the nature of their work and their relationship to the organisation” (p.20)
McInnis, on the other hand, makes it clear in his conclusion that he believes that this needs to done with an emphasis on the traditional values of academia
“the extent to which administrative staff support core values is crucial to the preservation of university autonomy” (p.170)
and
“the key question is how to support and sustain the transformation of universities while acknowledging and accommodating the basic sentiments and work practices of academics considered central to the idea of the university as a community of learners” (p.171)
Dobson ends with an appeal for understanding from academic staff that unfortunately somewhat downplays professional staff concerns about being being disrespected and unappreciated but which broadly calls for unity
“Should general staff be worried by the attitudes of some academic staff members? Probably not, because they will have found that there are also many rude people among the senior general staff. However, this does not change the fact that there is a need for a greater understanding by academic staff that the changes in higher education have been difficult for general staff too” (p. 210)
Many of these issues I’d have to put into the university-culture basket (the “too-hard basket”?) because there are a lot of long established and entrenched attitudes and expectations that are unlikely to change quickly. Speaking openly about them, sharing stories and viewpoints and increasing understanding at least seems like a useful first step.
The other day as I was reading and frustratedly scribbling notes all over this paper, I took a moment to tweet about it.
I was about 2/3s of the way through and finding the honest and accurate but inherently contradictory takes on how things seem to work (culture) and how things can and should and sometimes do work well (best practice) in higher ed. utterly maddening.
Having taken a break for the day and come back to finish it – including the actual, tangible but perhaps far too brief case studies of success stories – I think I get it. I also think that much of my frustration with the paper comes from some of my own current experiences of attempting to navigate (and perhaps refine) organisational operations and structures. (In my own, quite small, domain)
In a nutshell, the authors describe a model of distributed leadership that offers an opportunity to make more effective use of the diverse sets of expertise in Higher Education, both from academic and professional staff. This approach could act as a remedy – or at least a symptom reliever – for some of the major changes to have occurred in the sector over the last twenty to thirty years. These include:
“an increase in managerial control (managerialism); an increase in competition (marketisation); increased scrutiny alongside greater devolved responsibility (audit); and a remodelling of structures and operations on corporate organisations (corporatisation) (Szekeres, 2004)” (p.67)
A lot of this paper is spent on discussing ideal and preferred models for collaboration and what I felt was just common workplace decency and respect – consultation, supporting collegiality, contextual awareness etc – which seemed to be presented as a radical new way forward in a space where conventionally people (generally academics) prefer to nest away from the world in their silos and microsilos.
The paper offers a comprehensive overview of leadership in higher education and current research into this area – it appears to have been an area with a recognised need for improvement for many years and a number of studies and research projects have been undertaken. The fact that the paper concludes that much more work remains to be done in terms of actually embedding the proposed practices is revealing and suggests that university culture is a tough nut to crack and perhaps also that the current approaches taken and mooted may need to be refined.
The greatest value in this paper for my current research is as a source of promising leads for other people that have been investigating the academic/professional staff divide, however as I progress towards looking more for over-arching strategies to supporting TELT practices in Higher Ed., the approaches to leadership may become more useful.
Some general ideas of interest in the paper:
Understanding and responding to the varied contextual needs of the organisation is vital
This paper argues that for universities to build sustainable leadership, a new, more participative and collaborative approach to leadership is needed that acknowledges the individual autonomy that underpins creative and innovative thinking (p.68)
Differences between academic and professional (or ‘non-academic’ to use a not-at-all loaded term) staff are a key factor in collaborations
…much of this is deeply rooted in cultural, structural and power differences in the source of authority (for professional staff based on their work role, while for academics it is based on their discipline) as well as differences in perceptions about working in collaboration between the more individualistic academics and the more collaborative administrative staff (p.68)
The project report findings found that Distributed Leadership (in line with UK theoretical research)
consists of five dimensions – context; culture; change; relationships; and activity (p.71)
It achieved
Accommodation of the academic culture of autonomy was achieved by encouraging participants to self-select for the project based on their interest and expertise rather than their formal leadership positions (p.71)
Relationships between the parties in the collaboration are highlighted and supported by
the involvement of people on the basis of their expertise; the establishment of systematic processes; the provision of professional development to encourage shared or distributed leadership, the resourcing of collaborative activities and working conditions to support individual participation (p.72)
Most significantly for me, the four successful projects that were run at the heart of this research are all described in terms of their teaching and learning objectives
RMIT: to provide effective maintenance of existing teaching spaces and to advise on future teaching spaces
ACU: to build and operate an effective approach to online learning that was both technically capable and pedagogically anchored
Macquarie: focus on leading assessment
UoW: implement change to assessment practice (p.73)
This may seem like a minor thing but it is probably the source of my greatest personal frustration in the HE workplace at the moment and sits at the core of the thinking that I am trying to reframe in the way that we support TELT. Our language and activities centre heavily on maintaining and providing access to “enterprise education technologies” and it’s nice to see that looking at things from a teaching and learning perspective is demonstrated to be successful.
There has been a minor flurry of activity in the local edublogosphere (it’s a word) with three widely applauded posts from Martin Weller, Mark Smithers and David Jones about the problems with university ICT teams. (I guess more precisely it is the problems with university ICT policies and practices but tomato/tomato)
And look, to be honest these are probably some things that I’ve said myself on many occasions and I know I have heard them from my Ed Tech colleagues just as often. My main problem with the posts is that I think that significant parts of the arguments come very much from the perspective of the academic in an ideal world and dismiss the day to day practicalities of the organisation.
Martin and Mark both approach the issues through the prism of the following seven complaints.
Security is used rather the same way Governments use terrorism – as a means of controlling things and removing freedoms
Increasingly academics have no control over their machines, and cannot install or trial new software
Even basic tasks are often highly frustrating and time consuming
Support has been centralised so there is no local advice or help
Senior IT managers have been brought in from other sectors with little understanding of the university culture
Increasingly academics are circumventing official systems to buy their own machines, or host their own services, often in their own time and at their own expense
There is little room for experimenting with tools beyond the VLE
Right off the bat I noticed that the first two and the final two are variations on a theme – ‘I, as an academic, can’t do whatever I want, whenever I want within the university ICT system’.
Ok, sure, it’s not that simple and they make some particularly valid and important points about the drive for innovation, the need to be able to try something and fail (particularly in the pursuit of knowledge) and breakdowns in organisational communication. Martin stresses that “it is about how universities have created the environment where academics and IT are now in a rather dysfunctional relationship”.
Mark expand on the points raised by Martin and offers a few concrete examples of policies and practices that cause frustration and David goes on to introduce a little bit of theory that supports the value of individualised solutions in innovation.
I absolutely agree that a service provision unit such as an ICT team should do as much as possible to meet the needs of its users. A few questions leap to mind at this point:
Who are the users?
How do they prioritise the competing needs of users?
How do we untangle needs vs wants?
Who pays for it?
Who supports it?
What other factors constrain the I.T. teams?
Universities exist for research and education – so academics are clearly at the heart of the purpose of the institution. All three writers acknowledge that there are legitimate security concerns that must be addressed but there seems to be a disconnect between the things that impact the university and those that impact the lecturer. It’s someone else’s problem.
In my role as a education technologist, I sit at the intersection of all of these groups and I have seen two specific issues in the last year that are very much the lecturer’s problem when it comes to implementing new technologies. One relates to the risk of privacy breaches of student data (which can be as minimal as their email address), particularly when using online services hosted overseas. Under Australian law, for every breach, the person that signed up for the service directly – often the lecturer – is liable for a $300,000+ fine and the university is up for $1m+. For each breach. (So 100 students = $30m fine for the lecturer alone)
The second issue falls under competition and consumer law – third line forcing. In a nutshell, a service provider (the university) can’t mandate the use of services provided by a third party. In English, if you put a link to a Pearson quiz into the LMS and make it 20% of the grade, you’re breaking the law. Allowing students an alternative makes this acceptable and this is why we can’t make any textbook mandatory – just highly highly recommended.
These are important not just for the financial and reputational well-being of the university and the academic but for the rights of the students. It’s not sexy but its important.
As a former senior manager of a university IT team, I was a little surprised that Mark downplayed these kinds of things – although I guess they are more legalistic, even though the relate directly to tech. (Also, different countries, different laws etc etc)
To cover some of the other questions briefly:
I’ve had a few academics come to me to help them implement projects tied to specific tools that sales reps have gotten them excited about. Because sales reps are approaching academics more and more and they aren’t always the most reliable people for identifying whether their product meets the academics T&L needs. So the first thing that I do is rewind the conversation to the desired teaching and learning outcomes and then review the best options. Academics are human and are just as susceptible to the charms of a sales rep as anyone else. Sometimes the Ed Techs and ICT teams have the bigger picture perspective needed.
University and College/Faculty ICT teams don’t just sit around waiting to say no to people. There’s ongoing support to manage and scheduled projects/upgrades to implement. This is all tightly budgeted for and these people are generally always working on something. So when a new projects come up, time and money has to be found to support them. Even then, it’s rarely just a matter of installing a piece of software and moving on – how does it play with the rest of the system? Does it need to connect to other parts of the system?, does it require other things (e.g. a particular version of Java) to work?, if the uni system is updated and the software isn’t, will it collapse (and vice versa)?, what if some part of it isn’t working – who is responsible for trying to fix that? More confident academics might feel competent enough to take that responsibility on but many more will just assume that this is the role of the ICT team. Who trains the students in how to use it – what if they have problems and need support? None of these things necessarily need to be a barrier to implementing something new but I feel that they have been downplayed or ignored in the other posts.
The last thing that I want to do is to paint a picture that nothing new can or should be done and I think there are a number of areas where there is common ground.
The needs of teaching and learning, academics and students should be a high priority in university organisational culture and reflected in ICT team activity wherever possible.
The needs and responsibilities of the organisations should be better understood and appreciated by academics and students.
More effective communication and greater transparency of systems and processes will help both of these things. User Experience needs to be a bigger part of the design too.
We work in a holistic, learning ecosystem where everything is connected and we can be far more effective by using these connections and the expertise that we all possess, both academic and professional staff.
Innovation is a key part of developing knowledge and failure is an unavoidable consequence sometimes. We should still strive to reduce the risk of failure wherever we can though by drawing on the collective knowledge available.
New processes should be explored for supporting innovation so that the best potential tools and pedagogical approaches can be used and risks minimised. They should be evidence based as far as possible but have the flexibility to allow for trail blazers. The potential impact of new tools and pedagogical approaches (in terms of transferablility, contribution to scholarship?) has to be a factor. A “beyond-the-pilot” mindframe is also needed for these kinds of projects, so that after successful testing there can be a clear pathway and resourcing for a move into a wider, production environment.
Flexibility is important in terms of what environments and tools are available for teaching and learning (and research – see even here I must admit that this has barely been on my radar) but there needs to be agreement and acceptance of what can and can’t be supported.
None of this is particularly “sexy” – it doesn’t lead to big flashy announceables or bragging rights at high level conferences and dinners but I think it is important for us all to work together more effectively and with greater understanding. There are always going to be all kinds of personalities in our organisations and some will be less helpful than others for no good reason but I still have to believe that the vast majority of us work in tertiary education because we believe in it.
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.
I mentioned a couple of weeks ago that I’ve embarked on some sort of ramshackle process of evaluating what we’re doing in terms of Ed. Tech and design with some of my fellow Ed Techs and Designers in the colleges and central team. This is with a view to finding ways to work together better, build relationships and ultimately make some recommendations to the high ups that may or not be acted upon. (At the very least I’m optimistic that people on the ground will communicate and collaborate better and with a renewed clarity)
In some ways, we’re racing the clock, as our VC has started his consultation tour as the first part of his review/reform/something process. Best case scenario is that we’ll be able to feed our findings/opinions/fervent wishes into his process and change might be kickstarted. Worst case is – well, let’s not think about that. Something with dragons and ice zombies or something.
So we had our second discussion today and were able to successfully identify six core themes with some attendant issues and questions to press on with for more in-depth investigation. The goal is to try to come up with something tangible for each theme every two weeks, through a combination of online and in person discussions. This will ideally give us a greater sense of what we’re about (I hate to use the term mission statement but perhaps something less aethereal) which will inform some revised terms of reference for our lower level parts of the ed. tech governance structure. (This is where I’m expecting the greatest resistance but who knows.)
These are the themes that we have arrived at. (If you feel that we’ve missed something or over-estimated the importance of something, please feel free to leave a comment.)
Is it eLearning, blended learning, technology enhanced learning (and teaching), online learning or just plain old teaching and learning? Why? Are we about education innovation or education support? (It’s not simply about the language either – this can be quite political).
What are we ultimately trying to achieve for the learners, the academics, the university, etc?
Are there a set of key principles that guide us?
How do we define, encourage and support best practices in teaching and learning? (And in other areas?) How can we best serve teachers and learners? Is it strictly about the cognitive, pedagogical aspects of teaching and learning or do other factors need to come in to the training and advice that we offer including accessibility, equity and pastoral care?
What can we do as humble (yet expert) professional support staff to be listened to? How do we take a more substantive role in the decision making processes that directly affect us?
What can we do between our various colleges and teams to work together more effectively and share our skills and knowledge? How can we support wider dissemination of ideas in the university and in the wider education design/technology community?
What can we do to build better relationships between the colleges and central teams and to increase understanding of each other’s needs and obligations? Can we simplify the decision making process to streamline approvals for changes and new initiatives?
How can we make the elements of the existing governance structure work more effectively together and better utilise the resources available?
These are some sensitively phrased questions and ideas to get started – this process is going to be complicated by virtue of the range of different stakeholders with competing priorities and differences of opinion will be inevitable. My hope is that by keeping focus on the mutual benefits – and sticking to the discussion topics – progress will be made.
This is the padlet in progress – you should be able to add things but not change them.
(I should mention that some of the themes were inspired/expanded by the discussions in the “Digital is not the future” hack – particularly the question of expertise)
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.
