Category: facilitation

Social Artists, Connecting the Dots and Steve

Last week while I was on the road, in response to the Tweets and two online events for #change11, I received a wonderful email from one of my online friends, Steve Crandall (aka “imaginary friends” which means we have not yet met F2F) which warmed the cockles of my heart…some real life stories about “social artists” which was. One of the core ideas I hoped to chew on this week with the good folks of #change11. (If you are lost about the meaning of #change 11, look here and here.) Steve wrote:

Hi Nancy

I was looking at your video conference on social artistry. The role of the listener/synthesizer is very important. We had one in an inventor’s circle at Bell Labs – of the four of us was one person who rarely offered the new core ideas, but rather would listen to the three of us hash things out for an hour quietly and then say ‘let me see if I understand this”   he was enormously broad and connections none of us had imagined would surface giving new directions. He also had rich connections to other people where he served in a similar role. He was far and away the most important guy in our group. I should note that he was older and his background was *extremely* diverse.

It reminded me of an old notion that Bonnie Nardi and I had on the “library gene” — the folks who navigate content for the rest of us. We measured it for music and found they were about as common as numbers people talk about for literature. There was speculation that perhaps this type of person exists to curate social graphs as well as technical graphs — I’m certain they exist. I know one at Pixar who is spectacular. In theory a group leader should have some of these skills – in practice I think they are rare (at least natively perhaps people can learn)

best

Steve

I immediately wrote him back before I headed, yet again, to the airport and asked if I could share his email alnd if he might join us for our second session on friday at 9am PDT. Here’s what he wrote:

Feel free to post Nancy

I don’t know my schedule on Friday – I may be traveling – but I can offer more detail if you like. I’m very interested in this class of person.

Early on in my Bell Labs career I spent some time working with the silicon production people at the Western Electric Allentown PA Works. A dingy place that was built in WWII, but was the leading edge of AT&T’s electronic production at the time. The silicon process was had a lot of black magic and art in it. People roughy understood it, but there was a considerable amount of tuning and local knowledge – small changes often led to expensive disasters. There was a guy who was technically a process manager, but his unconventional habit of walking around and asking everyone deep questions was allowed as he had the respect of people. He would bring together very disparate people (that’s how I got involved – I was giving a talk at Murray HIll in NJ that he visited and he thought I needed to look at something in Allentown – it wasn’t a problem for them, but he wanted to plant seeds and involve people who might be useful in the future. Unofficially he was known as “the major of Allentown”. He successfully tied about 25 groups of technologists together. I’m still astounded at his curiosity and connections.

The phrase “connect the dots” means a lot to me. We generally think of it in idea space, but it is clearly present in other areas I think SSTEM only education is a mistake as it focuses too much, bu that is a different subject. I don’t know if you saw it, but here is a general post on this type of person (although it doesn’t get into the social graph navigators and librarian gene people)

http://tingilinde.typepad.com/omenti/2011/08/polymaths-connect-the-dots.html

You know, Steve is a “connect the dots” sorta guy. Yes, a social artist! More on social artists in the next few days as I continue to synthesize what I learned last week from the MOOC Change11.

P.S. Edit on Tuesday — you might enjoy Steve’s second and very thoughtful blog, Omenti.

Today’s before and after #Change11 MOOC Slides

I’m working on getting the chat – which was SUPER rich, but in the mean time, here are the “before and after” slides of our conversation for #Change11. We used the white board a lot!

It was really a stream of consciousness hour — not a presentation at all, where we played around with change (what, who), multiple-membership (the heaven and hell of many places/people to learn with and from) and the roles of “social artist” and “transversal.”

I confess full blown jet lag non-linearity. When I have the recording link, I’ll edit this post and put it in. To those present, what did you walk away with (beyond, perhaps, a headache!) 🙂

#Change11 MOOC Session – October 31

View more presentations from Nancy White

via #Change11 MOOC Session – October 31.

Small Group Creation Ideas

I believe in treating adults as adults. That doesn’t mean I, as a facilitator, cannot be inspired by techniques teachers use with children in their classrooms, right?

Here are a few inspirations from Karen Moler of FlamingoFabulous in 2nd Grade. Facilitators, be inspired! And see if any of Karen’s challenges show up for you working with adults!

Here is a tool I use in my classroom to “randomly” partner my students up for activities. I love giving students the opportunity to choose their own partners but there are always a few who just can’t work together well but insist on doing it anyway. I also pass out cards and find the match to find their partner from time to time. But sometimes you need a quick way to ensure that your students are paired up academically or according to behavior. Soooo…. I created the partner wheel.

via Flamingo Fabulous in Second Grade: More Behavior Management and Freebie!.

And more http://flamingofabulous.blogspot.com/search/label/Behavior

Usually, I have the “turn to your elbow buddy” or use the partner wheel approach to finding thinking partners, but I wanted another mode for finding good thinking partners so I made this variation of  Paula Rutherford’s Feathered Friends or Clock Buddies. Students will take their paper around the classroom and ask classmate’s to be their thinking partners for specific days. So if Johnny wanted to be partners with Sally, and they both had their Monday box available, Johnny would write Sally’s name on his paper and Sally would write Johnny’s name on her paper. It would go like this until everyone has every box filled. If it is done right, there should be no overlaps or duplicates. From then on, all I have to do is say, “Today children, I’d like you to sit with your Friday thinking partner on the carpet.”

Monday Video: Conformity

Via Howard Rheingold, Face the Rear: An Illustration of Social Influence rings true like a bell. I love playing with “elevator etiquette” by not standing the way the group is. Last month at eLearning Africa in Dar es Salaam, our hotel had one elevator out, and tons of people moving in and out of their rooms on the same schedule. Yup, crowded elevators. I was on the 7th floor of my 13 floor hotel and each morning as I sought to descend, the door would open showing me a packed elevator. Overpacked according to standards here at home. Body to body. But everyone seemed quite comfortable, if hot. But I had to switch my tactics (because the lights were burnt out on the stairs, so that was a tricky option as well.) I hit the up button, got on as the car was going up in the morning and rode down 13 to 1 on the ever filling car. In the back. In the corner. Watching — you guessed it — how people behaved. How they accommodated a suitcase. What Africans did vs colleagues from Europe or North America. So when I saw this video, I was hooked. Watch the video. Then one more comment at the end…

When I think of group dynamics both face to face and online, there is this dynamic of conformity. It is stronger in some cultural contexts and in my experience, stronger F2F. But it also exists online — despite all the talk that people act with less inhibitions online. Some people do. Not everyone. 😉

And for my US friends, Happy Fourth of July!

7 Minute Segments & Experts

CC Some rights reserved by Mundoo on Flickr

I’m not a big fan of “training” — it feels like something we do “unto” others. But something from this Fast Company article on training at Google caught my eye. I’ve highlighted the bit…

Once a quarter, the company tosses a larger training at the staff, called SalesPro, which takes a deep dive into one particular strategic issue, like display advertising or the mobile business. The soup-to-nuts program takes about six hours, but rather than delivering it all in one fell swoop, or even through a series of hour-long, do-it-yourself modules, Google breaks the information into bite-sized chunks lasting no more than seven minutes each, so agents can download and peruse them at their desks, on their commutes, even on their cell phones while watching Little League or waiting in line at airport security.Online games help agents dial in their knowledge. Leaderboards foster friendly competition. And quizzes following each training make sure the agents are absorbing the new information.“This is a new, complicated, and very fast-moving market,” Dennis Woodside, who took over as President, Americas, in 2009 when Tim Armstrong jumped ship to become CEO of AOL, tells Fast Company. “The challenge is: How do you get a comprehensive overview in a short period of time?”Google’s new tack is a far cry from the traditional methods of corporate training, that of corralling staffers into classrooms or having them click through tedious online modules.

via Training Secrets From Inside The Googleplex | Fast Company.

I’ve been doing a lot of online events and I’ve been trying to break things down more or less in seven minute segments to try and alternate information delivery with more intentional group interaction (shared whiteboarding, polls, chat, etc) If nothing else, it is a good reminder for me to shut up for a bit! It seems to help quite a bit in my experience.

Now here is another interesting segment on the Google efforts that resonates

“People learn best from experts,” Newhouse says, “but they learn best from experts who are not droning on and on.” The secret to the Product Spotlights, she says, is that rather than relying on product managers to dream up a course, the moderator simply guides them to the aspects of the product most relevant to the sales staff. Woodside says the new training method probably costs about the same as the old approach. Its more investment, he says, than cost.

I’d replace the word “expert” with “practitioners.” And really work hard to help those practitioners know/see/feel/hear how important their knowledge is to others. One of the things that always amazes me is how often people think what they know isn’t valuable to others. Most often it is. (Funny, there are also a few who think they are the center of the universe. And they probably aren’t!)