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Edtech companies: inspiring or conspiring?

As I attend an increasing number of conferences, I’m becoming more and more aware of differences in approach taken by educational technology-related companies. Broadly-speaking, they can be represented on a continuum from ‘conspiring’ to ‘inspiring’ (place each on the left or the right depending on your political preferences).

To my mind, there’s three ways in which an edtech company can be inspiring:

  1. Develop a product or way of learning that changes the parameters of the debate
  2. Model effective practices with a demonstrable commitment to pedagogy
  3. Solve a genuine learning problem

The first type can usually only be done by someone as large as Google, someone with the money, time and resources to either invent or mainstream something that changes conversations about learning and teaching.

I’ve already written about how I believe BrainPOP! to be an example of the second type; their product, whilst great, isn’t as important as their approach to how they do business.

The third type, solving a genuine learning problem (not a pseudo-problem or manufactured crisis) is important. Let me attempt to explain the subtle difference between conspiring and inspiring:

  • If you’re providing a way to make examinations faster and cheaper without adding any value to the process, then you’re conspiring.
  • If your business model is predicated upon an ‘average teacher’ or lecturer who is hostile to technology, then you’re conspiring.
  • If you uncritically apply the latest fad, buzzword or way of describing your product to what you’re offering, then you’re conspiring.

Involving yourself and your company in the above means conspiring to rob students of authentic and valuable educational experiences. You’re conspiring, at the end of the day, to enrich yourself and your colleagues at the expense of learners.

How, then, can edtech companies, inspire?

  • By making more intuitive something (educationally-valuable) that was previously difficult, awkward or tricky.
  • By helping engage learners through pedagogically-sound processes and not just shiny toys and impressive graphics.
  • By treating teachers as professionals who care about educational experiences without castigating them for not necessarily jumping on the latest bandwagon.

The Inspiring/Conspiring continuum, then, is my new method of judging edtech companies. I’ve seen some of both at the conference I’m currently attending, and I’ll be avoiding BETT 2011 (based on past experience) due to too much of a focus at the wrong end of the continuum.

As I explained to Gavin Cooney, CEO of Learnosity, after BETT 2008 I was fairly convinced that their offering, a method of recording students for language learning, was in the ‘conspiring’ camp. I couldn’t see how they were adding value. Now that I’ve actually seen what they do, I’m more convinced to place them in the other camp. It can be subtle, as it’s often one of emphasis, but anything that allows learners of a compulsory foreign language to enjoy what they’re doing, pseudocontext to be avoided through real-world learning, and teachers to have access to intuitive technology, is OK by me. 🙂

Google Wave: now with added usefulness.

Background

Remember the hype just before and during the launch of Google Wave on 30 September 2009? It was going to be revolutionary, change the way we work forever, and oh! to have an invite…

And then reality hit home. What can you actually do with it?

It was all a bit… meh. 🙁

Growing maturity

Google certainly does love the ‘release early, release often’ mantra. That means, of course, that its offerings tend to get better as time goes on. And this is certainly true of Google Wave.

As you can see from the screenshot above, when you go to create a new wave you are given 6 templates from which to choose. Below is the ‘Task tracking’ option:

When you throw the extensions into the mix, you’ve got a very powerful collaborative tool. The iFrame gadget, in particular, is an extremely valuable option. I can imagine, for example, distributed teams using Google Wave for meetings. They’d use the meeting or brainstorm template, add the ‘Yes/No/Maybe’ gadget and the ‘Map’ gadget to organise a face-to-face meetup. There’s also several gadgets to turn Google Wave into the liveblogging app to end all liveblogging apps:

I’m going to be recommending Google Wave for meetings, project management and more over the next few weeks/months – both at work and for ‘extra-curricular’ activities. I’ll also be purchasing The Complete Guide to Google Wave by Gina Trapani’s, of Lifehacker fame. The book’s also freely available to read online – probably for a limited period only. 😀

Are YOU using Google Wave? What for?

Surviving the matrix: 5 common leadership pitfalls and how to avoid them.

The Matrix

by Jamie Zawinski (Wikimedia Commons)

Jo Owen, in his excellent How to Lead: what you actually need to do to manage, lead and succeed has a wonderfully concise and vivid section on the ‘pitfalls of survival’ for leaders. This post outlines these and gives some advice as to how to avoid them. 🙂

Owen calls the middle management of an organization ‘the matrix’. It can be an uncomfortable and difficult place from which to emerge, he says. The five most common pitfalls of survival are:

  1. The expert in the matrix
  2. The cave dweller
  3. The politician
  4. The boy scout
  5. The autocrat

expert

The expert in the matrix

The expert in the matrix has been promoted because of their technical competency. On becoming a leader they are out of their comfort zone and therefore lean on their exceptional technical skills. They are likely to demand almost impossibly high standards from their subordinates leading to friction and discontent.

cave_dweller

The cave dweller

Cave dwellers try to avoid the matrix as much as possible by hiding in their ‘cave’ of pseudo-certainty. In an attempt to recreate the security they felt lower down the organization they become more territorial and less valuable to the organization. These, says Owen, are likely to be the first to go in any organizational ‘rationalisation’.

Machiavelli

The politician

Coming across as rather too enthusiastic about ‘learning the dark arts of the matrix,’ the politician works hard to cultivate a power network. They are constantly on the lookout for new initiatives and seek a position in relation to them. Politicians seek to be close enough to projects to be able to claim a stake in them if successful whilst being able to distance themselves from projects that fail or are discredited. After a while politicians are seen for their true colours and are ignored.

Scout emblem

The boy scout

The opposite to the politician is the boy scout. They think that by working hard and delivering results they will automatically receive recognition and promotion. In practice, however, they got ‘lost in the matrix.’ Boy scouts need to stake their claim and show that they are leading and delivering.

autocrat

The autocrat

Autocrats act as if they are already higher than they actually are in the organizational hierarchy. Whilst they talk about the importance of being a team player, in reality they are chiefly concerned with people being loyal to them. If they perform well, autocrats can succeed and are promoted. If not, they become irritating and a burden to their colleagues.

winding_path

The path through the matrix

So how do middle managers be successful in and/or find their way out of the matrix? Owen believes this comes back to the ‘three and a half Ps’ that he outlines at the start of the book:

  1. People – focus not only on those you have direct formal control but those ou can motivate and coach. These widens your circle of influence.
  2. Professional – model the values needed as a senior leader. One of the best ways to do this, believes Owen, is to chair meetings well.
  3. Positive – being positive is especially important in the middle of the matrix. Treat ambiguity and change as opportunity instead of risk. Learn how to deal with conflict in your particular context and you will be successful.
  4. Performance (the half-P) – you need a ‘claim to fame’ to emerge from the matrix. Show that you can deliver exceptional results out of ambiguity and complexity. Actively take on challenge.

Conclusion

I really liked this section of Owen’s book In fact, the whole thing is becoming invaluable to me as I step up from being a an ‘expert in the matrix’ (and ‘boy scout’ at times) to, hopefully, becoming an effectively and successful senior leader! 😀

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