At this years Alt-C session I went along to a session presented by James Clay entitled ‘Do you love books or do you love reading?’. James demonstrated several e-book readers and went on to speculate on the potential of e-books in education.

It was the first time I have actually got my hands on an e-book reader and I liked it! So when Amazon updated the Kindle I got myself one. Now the kindle, despite the neat leather covers which try to make it look like a book, is not the same thing. If you like the appearance of your book collection on your shelf it is going to do nothing for you. But if on the other hand you like reading the Kindle is brilliant, especially if you travel a lot.

I can see the e-book revolutionising education. Readers are already relatively cheap and will only fall in price. they are highly portable and e-paper can be read in bright sunlight. e-Books could be another step in taking learning outside the classroom.

If open educatio0nal resources were provided in an e-book format we could provide learners with most of the materials they need to follow a course. However, I have two provisos. The up-market Kindle comes with free G3 connectivity. However, ignoring the rather difficult to use Webkeit browser, Ok if you have nothing else but not really7 a great browsing experience, the only thing the Kindle connects to is the Amazon store. To get other materials onto the kindle you have link it up to a computer. And although it will display PDFs they do not always seem to be formatted right for the Kindle. I am still messing with this and would be grateful to hear from others’ experiences. I also must have a go at converting documents into e-Pub and transferring these ot the Kindle. Amazon will convert PDF, word and Open Office documents and put them on your Kindle, but they charge for that service.

The third issue of course is Digital Rights Management. It is not as easy to give away or share an Amazon e-book as it is a traditional paper copy.

My second reservation is that merely making documents available returns us back to passive consumption of learning materials,. But there seems plenty of potential for more interactive reading, as has been shown by a number of iPad apps.

My feeling is that the e-Book is here to stay. And I also think it may transform education. But we need to think through the pedagogic process and potential of using e-Books and need to experiment with standards and formats.

I love books. But I love reading even more! What do you think?

Here is the second part as promised of my post “From Current to Emerging Technologies for Learning”. In this part I raise the issues for the training of teachers.

Moving from a technical to a socio-technical approach

Although research has often focused on the impact of new technologies per se on teaching and learning it may be that it is the socio technical developments that will have more impact on education in the longer term. In a more diverse landscape of learning opportunities, there are different options for how to develop curricula and institutional arrangements. However, this implies a need for all members of the education community to develop understandings of the potential of such socio technical change and increased creativity to explore such potential. How should initial teacher training and Continuing Professional Development be designed to develop such understandings and practice? How can we design programmes that allow a focus on innovation in process, rather than a reliance of prescribed outcomes?

Overcoming the initiative fatigue

Education has been subject to a long series of reforms over the past ten years, with new initiatives and targets being released on a regular basis. Teacher complain of ‘initiative fatigue’.How can we respond creatively to socio-technical change and promote novel approaches to curriculum, to assessment, to the workforce and governance, as well as to pedagogy whilst promoting confidence and security in the LLL workforce? What does this imply for institutional management? Is it possible to we bring together Continuing Professional Development with continuing development of curricula and pedagogic processes?

Valuing and promoting creativity

Creativity and and the willingness to explore, model and experiment with new pedagogic approaches may be seen as critical to developing the effective use of technologies for teaching  and learning. How can we foster such competences within ITT and CPD? Do we need more flexible Initial teacher training programmes to allow the development of such creativity? How can we measure, value and recognise creativity? Do present teacher training programmes allow sufficient spaces for exploring new pedagogic approaches and if not how could these be developed?

Promoting an informed debate about educational futures and involving trainee teachers in that debate

The development of new pedagogic approaches and more creativity is predicated on an informed debate of educational futures and educational values. Do present teacher training programmes support such an informed debate? What should the contribution of teacher trainers and student teachers be to such a debate? How can we ensure their voices are heard?

This is the first of a two part blog looking at future and emergent technologies and their implications for learning and teaching and the training of teachers. In this part we look at emergent technologies, in the second we will examine a number of key issues arising from these trends.

Technologies are rapidly evolving and although there is evidence to suggest education lags behind in its adoption of new technologies for teaching and learning  emerging technologies will inevitably impact on education.

This raises a whole series of issues, including how we can train teachers for the emerging technologies they will use in the future rather than those technologies presently in common use. Furthermore, as new technologies are implemented in work processes, this will change curricula demands. We have already commented on changing ideas of digital literacy and the possible impact on pedagogy and student expectations.

The emergence of new technologies cannot be separated from wider issues impacting on education and training. The present economic crisis is leading to new demands in terms of education and at the same time is likely to lead to financial restrictions for institutions.

Emergent technologies also have implications for future infrastructure requirements and may be expected to impact on institutional organisation.

Rather than focus on technology alone, it is more useful to examine the possible social effects of technologies – the socio-technical trends.

Given the fast changing evolution of technologies there is difficulty in predicting future trends and developments within the education sector. This is exacerbated by an increasing tendency to appropriate technologies developed for other purposes for teaching and learning, rather than develop bespoke educational technology. There are many possible future trends and in the literature review accompanying this study we provide an extensive overview. Here we mention but a few.

Each year since 2003, the New Media Consortium, in conjunction with the Educause Learning Initiative, has published an annual report 2002 identifying and describing emerging technologies “likely to have a large impact on teaching, learning, or creative inquiry on college and university campuses within the next five years.”

In the 2010 report (Johnson, Levine, Smith, and Stone, 2010) they identify four trends as key drivers of technology adoptions for the period 2010 to 2015:

• The abundance of resources and relationships made easily accessible via the Internet is increasingly challenging us to revisit our roles as educators in sense-making, coaching, and credentialing.
• People expect to be able to work, learn, and study whenever and wherever they want to.
• The technologies we use are increasingly cloud-based, and our notions of IT support are decentralized.
• The work of students is increasingly seen as collaborative by nature, and there is more cross campus collaboration between departments.

As well as trends they also report on key challenges:

• The role of the academy — and the way we prepare students for their future lives — is changing.
• New scholarly forms of authoring, publishing, and researching continue to emerge but appropriate metrics for evaluating them increasingly and far too often lag behind.
• Digital media literacy continues its rise in importance as a key skill in every discipline and profession.
• Institutions increasingly focus more narrowly on key goals, as a result of shrinking budgets in the present economic climate.

They look at three adoption horizons for new technologies in education “that indicate likely time frames for their entrance into mainstream use for teaching, learning, or creative inquiry.”

On their near term for the next twelve months are are mobile computing and open content.

They predict that in the next two to three years out, we will begin to see widespread adoptions of electronic books and simple augmented reality.

In the longer term future, set at four to five years away for widespread adoption are gesture-based computing and visual data analysis.

Steve Wheeler (2010) says we are moving from Web 1 where the web connects information web 1 to social software connecting people with Web 2 and to the semantic web connecting knowledge with Web 3. He predicts the metaweb will connect intelligence in what he names as ‘Web x’.

The technologies which will enable this include

• distributed cloud computing
• extended smart mobile technology
• collaborative, intelligent filtering
• 3D visualisation and interaction (Wheeler, 2010)

In this vision learning content is not as important as knowing where or who to connect to to find it. Such a move is facilitated by the growing trend towards federated repositories of Open Educational Resources (OERs), which can be freely reused and re-purposed.

A further trend, in part based on these emergent technologies, is the possible move away from Virtual Learning Environments (VLEs) towards Personal Learning Environments (PLEs). PLEs are made-up of a collection of loosely coupled tools, including Web 2.0 technologies, used for working, learning, reflection and collaboration with others. PLEs can be seen as the spaces in which people interact and communicate and whose ultimate result is learning and the development of collective know-how (Attwell, 2010). A PLE can use social software for informal learning which is learner driven, problem-based and motivated by interest – not as a process triggered by a single learning provider, but as a continuing activity.

It is notable that predictions of emergent trends for education tend to be more focused towards schools and higher education. There is limited analysis of their potential impact in vocational education. In reality, emerging, socio-technical developments could be mobilised to create widely divergent education systems.

Ceri Facer (2009) says “The developments in remote interactions and in disaggregation of content from institution; the rise of the personal ‘cloud‘; the diagnostic potential of genetic and neuro-science; the ageing population; all of these, when combined with different social, political and cultural values lead to very different pedagogies, curriculum, institutional arrangements and cultural dispositions towards learners.”
Facer (ibid) suggests that “the coming two decades may see a significant shift away from the equation of ‘learning‘ with ‘educational institutions‘ that emerged with industrialisation, toward a more mixed, diverse and complex learning landscape which sees formal and informal learning taking place across a wide range of different sites and institutions.”

Facer (ibid) says that rather than try to develop a single blueprint for dealing with change we should rather develop a resilient education system based on diversity to deal with the different challenges of an uncertain future. But such diversity “will emerge only if educators, researchers and communities are empowered to develop localised or novel responses to socio-technical change – including developing new approaches to curriculum, to assessment, to the workforce and governance, as well as to pedagogy.”

This approach, if adopted, would have major implications for the training of teachers in the use of new technologies for teaching and learning. Firstly it means a move towards an understanding of the social impact of technologies and of socio-technical developments, rather than a focus on technology per se.
Secondly it places a high value on creativity and and willingness to explore, model and experiment with new pedagogic approaches. In this respect competences cannot be based on prescribed outcomes but rather in innovation in process. Furthermore it implies a movement towards creativity and innovation in the training of teachers and trainers and freedom to develop more localised and novel responses to the socio technical change, rather than a standardised curricula response.

The approach also is predicated on an informed debate of educational futures and educational values. Teachers and trainee teachers need to be part of that debate.

References

Facer, K. (2009) Beyond Current Horizons: for DCSFBristol: Futurelab www.beyondcurrenthorizons.org.uk

Johnson, L., Levine, A., Smith, R., & Stone, S. (2010). The Horizon Report. Austin, Texas: The New Media Consortium.

Wheeler, S. (2010). Web 3.0: The Way Forward? http://steve-wheeler.blogspot.com/2010/07/web-30-way-forward.html.

Together with Jenny Hughes, I have been looking at models and practices in Continuing Professional Development for Teachers in using technologies for teaching and learning. Although our work was mainly focused on the UK, we also examined practices in other countries including Germany and Canada, We were also looking mainly at vocational and adult education, rather than general schools or universities, although I suspect most of the findings would also apply in these contexts. This is our summary of the key factors critical to effective Continuing Professional Development in this area

Peer learning / skill sharing

Teachers who have more experience are given structured opportunities to share with those who have less and there are no hierarchical divisions between ‘experts’ and ‘non-experts’. Most importantly, this sharing process is valued and legitimated. This depends on the institution having a strong sense of community and a shared ethos of peer learning. This has to be built rather than imposed.

Small group learning

As noted above, there has been a trend away from mass ‘Inset’ sessions towards group work as a valid form of CPD activity. Groups may be based around skill levels, different software interests, subject specialities or different target groups (e.g Women returners, Special Educational Needs etc).  There were many positive reports on the effectiveness of this approach as a vehicle for discussing practice and planning new approaches.

Informal learning

Informal leaning may be more important than formal courses.

“Informal conversations are vital, as is dedicated time to allow teachers to talk together and plan for new approaches in terms of their use of ICT in learning and teaching.” (Daly, Pachler and Pelletier, 2009)

Informal learning, by definition, cannot be planned but can be facilitated by creating time and space for networking, inclusive leadership styles, democratic staff relationships and the development of staff as a learning community.

Clear links between CPD and practice

The additional benefits of using ICT must be very clear. CPD activities have to be immediately relevant to the individual teacher and applicable in the classroom.

As teachers become more familiar with the technology, there is an increasing demand for subject specialist CPD, an area which is not well developed and frequently not a priority. It is also likely to be one in which there is least in-house expertise available.

A sound pedagogic base and reflexivity

There should be a shared of understanding of how learning occurs, how it can be planned and facilitated and what constitutes effective teaching and learning.  This may be stating the obvious but there criticisms of some commercial providers who were perceived as having a different baseline.

The design of the ICT CPD should incorporate effective use of ICT for learning. That is, it should practice what it preaches. Teachers need to experience and participate in e-learning activities as part of their professional development.

“The incorporation of group work, collaborative problem-solving, independent thinking, articulation of thought and creative presentation of ideas are examples of the ways in which teachers’ CPD might focus on pedagogy, with a view to how technologies can support these processes.”  (Daly, Pachler and Pelletier, 2009).

Leadership

A clear vision for ICT CPD focused on pedagogy and teacher development was seen as a prime factor by staff and providers.

If the overall objectives and a coherent strategy are in place this can help avoid or overcome operational problems of time and funding.  Effective leaders can build capacity by maximising the range of expertise that staff already have and drawing them together as part of a co-ordinated approach to CPD. This could include, for example,  identifying excellent practitioners who use creative approaches in the classroom (using traditional pedagogies), staff with ICT skills, staff with experience of facilitating peer learning groups, staff with staff training and communication skills.

Working with newly qualified and trainee teachers

New teachers, particularly younger ones, may be able to make a valuable contribution to the ICT CPD of established staff and this should not be over-looked.

Ownership of equipment

Teachers and lecturers need to feel that they can ‘play’ with their own kit in order to develop familiarity and confidence , that they can use it for learning outside working hours and that they can customise it in a way which reflects their particular needs. This was a big issue for teachers but often at odds with institutional policy despite the fact that the preparedness of teachers to use their own time for learning actually saves money!

Time useage

Teachers resented time wasted on a lot of formal CPD, especially if it was not directly related to classroom practice, but valued time they could spend with colleagues to generate ideas and plan activities that could be implemented in the classroom.

“It has been shown that teachers need regular time during the standard working week in order to discuss Teaching and Learning. They need both knowledge of the research base and continuing ‘structured opportunities for new learning, practice, reflection and adjustment’  (Coffield, 2008)

Involvement of non-teaching staff

Senior management felt that this was important but perceived as less so by teachers.

Use of mentors or learning coaches

Apprenticeship and support are very important for in-service teachers in acquiring knowledge and adopting innovatory approaches in their classrooms.

Observation of practice

According to Daly, Pachler and Pelletier (2009), watching colleagues use ICT in the classroom was seen by the majority of teachers as one of the most valuable forms of CPD. However, very few had had the opportunity to do so.  Another strategy which was popular was chance to observe and work with external experts who visit classrooms to teach CPD by working with students.

Networks and communities of practice

Kirsti Ala-Mutka et al (2008) recognise the usefulness of social software in ICT CPD. They argue that establishing and participating in teacher networks and following innovative practice development in the field is a crucial part of effective CPD

“Initial and in-service teacher training should disseminate insights and best practices with new innovative approaches, encouraging teachers to experiment with digital and media technologies and to reflect on the learning impacts of their own teaching practices.”

The use of E-portfolios as a tool in ICT CPD

Enochsson, and Rizza (2009) recommend that all teachers develop an e-portfolio to support, record and reflect  their CPD. This serves three purposes. Firstly, it encourages teachers to use ICT regularly and systematically to support learning. Secondly, they will understand the potential of using e-portfolios with their students and will have first hand experiences of the issues, problems and benefits they offer. Thirdly, it will serve as a model to encourage student teachers to use ICT during their ITT.

References

Ala-Mutka, K., Punie, Y., & Redecker, C. (2008). ICT for Learning, Innovation and Creativity. Seville: IPTS.

Coffield, F. (2008). Just suppose teaching and learning became the first priority.London: Learning and Skills Network.

Daly, C., Pachler, N., & Pelletier, C. (2009). Continuing Professional Development in ICT for teachers. London: WLE Centre, Institute of Education, University of London.

Enochsson, A., & Rizza, C. (2009). ICT in Initial Teacher Training: Research Review (38). OECD Publishing.

I am writing a report on new pedagogic approaches to the use of technology for teaching and learning. In particular I am looking at three key issues:

The report is divided into a number of different sections. And at the end of each section I am attempting to identify a series of ‘highlighted issues’ requiring more attention, thinking or action. I will publish the entire report when it is finished. But in a short series of posts this week, I will publish the highlighted issues in the hope of gaining feedback from the wider community.

The first section deals with how young people (and teachers) are using technology for teaching and learning. It also looks at new and extended definitions of digital literacy.

Here are the issues I have identified as coming out of that section:

Should learners or schools determine the adoption of particular technologies for teaching and learning?

There has been concern expressed that educational institutions are failing to meet the expectations and practices of learners in their use of technology for teaching and learning. Equally, some research has pointed to the requirement to use technologies and forms of communication and expression that may lay outside learners’ everyday practice and experience. To what extent should educational practice change to adopt to the expectations and practice of learners in terms of technology? And to what extent is it appropriate for educational institutions to recommend or make compulsory the use of particular technologies.

The changing contexts of learning and the social context of literacies.

Research evidence suggests that computers and mobile devices are being used for information seeking, communication and knowledge acquisition in different domains and contexts, including in the home, in the community and in work. How should educational institutions react to these different contexts for learning and how can informal learning and learning outside the institution be linked to educational programmes and courses?

Learners’ experience

Instead of a digital divide based on generation, research suggests a far more complex picture, with wide variations in skills, interest and practice in the uses of technology even by younger people. Access to technology and to Internet connectivity would also appear to remain a critical issue. How can educational institutions and teachers manage these different levels of expectation and experience and at the same time ensure a minimum level of digital literacy for all learners.

Managing myths

The continuing dissemination of myths and moral panics around the adoption and use of practice around new technologies is disturbing? How can we ensure teachers (and teacher trainers and managers) have access to timely and accurate research around these issues?

Digital literacies for teachers

Research is leading to wider ideas of digital literacy. How can we ensure that teachers themselves are digitally literate and that Initial Teacher Training and Continuing Professional Development is based on these ideas, rather than the older and more restricted digital skills agenda?

I moaned on twitter this evening about the intrusive advertising now showing on Slideshare. Fairly obviously, Slideshare are trying to persuade people to sign up for the recently introduced Premium Accounts. The end of free is in sight with many social software providers turning to premium account models in an attempt to monetize services (or at least pay for bandwidth). And of course this was bound to happen. Whilst in the initial days of Web 2.0, service providers could make money on advertising by poaching advertising budgets from print publications, there has to be a point where advertising money runs out, especially in a recessions.

But this provides a big challenge for using technology for teaching and learning. the last two years has been a period of great innovation, with an increasing focus on pedagogy, rather than technology per se. That in turn has been facilitated by teachers (and learners) being able to themselves choose what applications to use, free from institutional diktat be it by managers, accountants or systems administrators. whilst the cost of premium accounts is generally low (although interestingly not for high bandwidth applications such as video streaming), teachers and learners are going to be forced to decide which of the many available services they wish to subscribe to. And most teachers do not have access to a budget for applications. So does power return to the managers? Will we be forced back to the Learning Management Systems and Virtual Learning Platforms so beloved of systems admins.

In a series of tweets Scott Wilson suggested “we need a new post-web-2.0 strategy” and that “open source and the open web are going to be at the heart of it, and new partnerships with IT departments.” He pointed out that “IT departments are under pressure to cut costs and outsource services; this is a key leverage point and educational technologists may be able to help.”

Scott Leslie joined in the discussion, suggesting that my original tweet fearing a move from the free use of social software by teachers to managerial and IT administrator control “is a false dichotomy that confuses ‘Agency’ with ‘Autonomy’ – there’s a role for system-wide/inst….” He suggested “provisioned systems to replace the “free” ones, but done in ways that maximize learner/teacher agency and choice.” And as an example of such a strategy Carlos Santos proposed the SAPO Campus model. Scott Wilson agreed with Scott Leslie saying “also work on ensuring centrally managed platforms are extensible and flexible for adding new edu tools and apps (even sharepoint!).”

An interesting discussion and one that urgently needs to be taken forward. I wonder if this could be continued as part of the #PLENK2010 course?

I have written several posts on the potential of linked data for learning. One of the problems though, is that most of the discussions around linked data are very techy and for educationalists can be difficult to understand. Very welcome, therefore is a new briefing paper entitled ‘The Semantic Web, Linked and Open Data‘, (PDF download) written by Sheila Campbell and Lorna MacNeill and published by Cetis. Lorna says on her blog: “This briefing paper provides a high level overview of key concepts relating to the Semantic Web, semantic technologies, linked and open data; along with references to relevant examples and standards. The briefing is intended to provide a starting point for those within the teaching and learning community who may have come across the concept of semantic technologies and the Semantic Web but who do not regard themselves as experts and wish to learn more.” The paper is very good in making the techy stuff accessible to a non techy audience and has some very useful examples.

The paper explains the background to linked data.

To make the Semantic Web or Web of Data a reality, it is necessary to have a large volume of data available on the Web in a standard, reachable and manageable format. In addition the relationships among data also need to be made available. This collection of interrelated data on the Web can also be referred to as Linked Data. Linked Data lies at the heart of the Semantic Web: large scale integration of, and reasoning on, data on the Web.”
W3C, http://www.w3.org/standards/semanticweb/data

There is currently considerable ambiguity as to the exact nature of Linked Data. The debate primarily centres around whether Linked Data must adhere to the four principles outlined in Tim Berners-Lee’s “Linked Data Design Issues”, and in particular whether use of RDF and SPARQL is mandatory. Some argue that RDF is integral to Linked Data, others suggest that while it may be desirable, use of RDF is optional rather than mandatory.

Some reserve the capitalised term Linked Data for data that is based on RDF and SPARQL, preferring lower case “linked data”, or “linkable data”, for data that uses other technologies. There is currently no definitive practice.

The paper goes on to quote the the recent JISC publication entitled “Linked Data Horizon Scan”  by Paul Miller:

Whilst the exact wording of these statements has changed slightly since first expressed in 2006, and there remains
some doubt as to the strength of the requirement for specific standards, the acronyms mask a simple yet powerful set
of behaviours;

• Name objects and resources, unambiguously;
• Make use of the structure of the web;
• Make it easy to discover information about the named object or resource;
• If you know about related objects or resources, link to them too.

There is much to gain in embracing the philosophy behind these rules, separately to adopting the standards and specifications required to realise their full potential.

I wrote in a previous post that there was a welcome move at the Advanced Learning Technologies Conference in Nottingham this year, away from a focus on technologies towards looking at social and pedagogic issues connected with Technology Enhanced Learning. One session that epitomised this change was ‘New bottles, old wine? A debate on the ethics of educational interventions in popular digital technologies.’

As the abstract for the session pointed out such spaces are outside the control and rules of educational institutions and allow “places and modes that people can inhabit, where communities can form and disband, where ideas, images and information can be produced, stored, shared, tagged, discussed, transmitted and consumed and where diverse expectations have developed about language, humour, posture, taste, fashion, etiquette and behaviour.”

The speakers took different stances towards these issues. Writing before the session Steve Wheeler gave a précis of what the speakers would cover.

Frances Bell will identify private/public as complex reflexive student practice in personal and education use of social media, e.g. Youtube (Lange, 2007) and explore the role of the educator in students’ ethical development.
Andy Black will expose the issues relating to the transnational use of technologies approaches where users will have access to very different levels of technology and even if technology used is the same or similar the way it is deployed is culturally different. The concept is that these differences will decline or morph over time to become transnational & transcultural, resulting in usage that is woven into a global cultural thread.
Mark Childs will raise some of the ethical issues that influence creating learning activities in immersive virtual worlds and offer viewpoints to be debated on the potential responses to students’ unease concerning the experience, cultures and perceptions of virtual worlds, the appropriate balance between authenticity and pseudonymity in virtual worlds and the responsibilities of teachers with respect to protecting those within virtual worlds from the impact of our teaching within them.
Karl Royle will argue that the ethical considerations of gaming are inherently bounded and regulated by the inherent rules of ‘the game’ and that as such are disposed to self regulation, and are about trying to do good or at least minimise harm in achieving a win state.
John Traxler will argue that the universal experience of mobility and connectedness in our societies is leading to transient, ephemeral and overlapping communities each with its own ethics; there are no longer grand narratives of ethics, only partial and local expressions of values and preferences. It’s new wine, new bottles, new drinkers
Steve Wheeler will take a cognitive stance to the issue of ethics in emerging digital environment research. He will hold that users interact and represent themselves in different ways depending on environment and context, switching between identities. Steve will argue that new technologies and tools present new affordances and expectations, and therefore require new approaches.

All very good. these are issues that urgently need exploring. Yet I did not feel the session really lived up to its potential – maybe because the topic is so important and so broad. Perhaps only Karl Royle moved towards exploring new territory, at least for me.

One of the difficulties, I think, is in relating immediate practices and controversies, for example the ongoing arguments over Facebook’s ownership and permissions regime, to wider social and ethical issues.

What might those issues be? Power and control has to be near the top of any list. How is the use of digital technologies changing, reinforcing or breaking down traditional power structures and relationship in education?  And how is the use of digital technologies impacting on traditional class biases in education? More fundamentally, how does our uses of technology impact on rights to education? Do people have a universal right? If so, can we subvert technology to provide universal technology. And of course there are many ethical issues around who provides education – should the state have a duty to provide free or affordable education? Should it have a monopoly on such provision? Should private social software providers be regulated? If so by who? And who makes up the rules and in whose interests?

What of the implications for knowledge development, knowledge structures and knowledge sharing. Surely one of the biggest ethical issues today is attempts to privatise knowledge through copyright legislation.

These are just a few … feel free to add your ideas in the comments. I know the speakers at this inaugural session are planning to take the debate on the road and look forward to the next iteration. But I still wonder how to approach the whole issue of ethics and how to link up day to day practices and issues with larger societal concerns.

I talked in previous posts about our work with the European Conference on Educational Research to ‘amplify’ the conference, recently held in Vienna. This involved setting up various social media channels including a Twitter stream and a iTunesU page, producing a series of video interviews with conveners of the different networks which organise ECER and b9radcasting three live radio shows from the conference.

We also undertook to stream four keynote speeches, run in two parallel sessions as well as the opening. Easy, I thought. Like many of you I have live streamed from different events, pointing a camera or even a MacBook at the speaker and linking in to  uStream or Justin.tv or one of the other social video platforms. It turned out not to be so simple.

We were working with a community not generally used to social media. And quite simply, the idea of pointing them to a platform advertising poker, acne treatments didn’t seem a good idea. Plus we had an issue with the reliability and quality of the free services. Livestream looked a better idea especially though their premium accounts. This allows you to have your own channel and remove the adverts.but a single channel on Livestream costs 350 dollars a month, with twelve months billing in advance. And we needed two channels. Back to the drawing board. We discovered that Ustream has set up another service called Watershed and indeed for a time were tempted by this. Watershed offers per view payments, but the prices are relatively high. And the terms and conditions of service for the monthly or annual contracts was impenetrable. No problem, we thought, we will ring them and clarify the conditions. Then we discovered there was no telephone number on their site. All you cold do was ask questions on a bulletin board, largely filled with complaints about the service and the total lack of technical support.

OK – so that didn’t seem such a good idea. Last resort – ask a friend. I twittered out for anyone with ideas of a service we could use. And somewhat to my surprise, no-one could come up with a solution, other than the services we had already looked at.

Back to searching on the Internet. Of course there are many companies offering professional streaming services but they all seem geared towards corporate or media organisations, not towards education or for relatively low numbers of live viewers.

I finally stumbled on a web site from a Canadian company called NetroMedia. Their prices were not clear but they said that for one off events you could fill in a query form. So I did, not with any great hope. To my surprise about half an hour later, I had an email reply asking for more details about the event I wished to stream. And to my even greater surprise, some forty minutes after returning this a person rang me. Yes, a real live person!!!

She calculated how much bandwidth we would need and offered us a service for 100 Canadian dollars, plus 20 dollars for unlimited technical support. (Note that if you buy into this or a similar service, it is important to buy sufficient bandwidth in advance, extra bandwidth per view is relatively expensive). Woo, away we go. Even better some twenty minutes after paying them, Darren, the technical support man rung us. This was very helpful, because although the set up is relatively simple, we required two video streams going out simultaneously, and that required a little fiddling.

NetroMedia do not offer a portal for streams. Instead they provide a streaming service and you embed a Flash video player in your own web site. This suited us just fine. The up stream was encoded through the free Adobe Flash Media Encoder, which worked well on both a PC and a Mac. The only thing I would like is to have more direction control over what we were streaming – e.g to be able to switch between a feed from the data projector and the video but I am sure we can work out how to do that. I am very happy with the quality of the streaming (you can view the recordings by clicking on read more on each of the channels on the ECER video streaming web page) although we were helped in this regard by the kind loan from Helsinki University of two very good video cameras.

Of course, if you are working in a University or large organisation, you may be able to run your own streaming server.But such an investment is beyond Pontydysgu, or I guess many small organisations. Yet video streaming is going to be an important part of Amplifying future events. And we need a reliable and reasonable quality of service.  I would certainly go to Netromedia again. But I also wonder if there is some way we could collectively organise resources for streaming in the educational technology community to both share know-how and expertise and infrastructure.

The introduction of technology Enhanced Learning into institutions or the workplace implies change. This can be difficult to manage. senior and middle managers complain of resistance by staff to change. Many teachers I talk to would like to use more technology for tecahing and learning, but are frustrated by what they see as organisational inertia or the lack of management backing for change.

My colleague Jenny Hughes, has recently written a chapter called ‘Introducing e-Learning – getting started’ to be published in a forthcoming e-book series. The chapter looks at practical steps to introducing e-learning from the position of a senior manager, a junior manager and classroom teacher. As ever we would be grateful for your feedback on this first draft. Does it make sense to you?.

Introducing e-learning – getting started

If you want to introduce e-learning methods into your organisation the way you go about it will be largely determined by the position you hold. We have considered how you may approach it firstly as a senior manager (e.g Head of HRD or a VET school principal) then as a middle manager (e.g a training officer or section leader) and finally as a classroom teacher or trainer.

Senior manager

Before you even consider introducing e-learning, ask yourself why you are doing it – what problem are you trying to solve with it and what do you want to achieve?  Just as important, how will you know that it has been achieved? What are your targets? Over what time period?  Change needs to be measurable.  ‘Introducing e-learning’ is just not specific enough! Do you want to install a complete learning management system including computerized student / trainee tracking, a repository of materials and course content or would you be happy if a handful of creative teachers or trainers got together and started experimenting with social software tools?

• Consult early and consult often – if you force change on people, problems normally arise.  You need to ask yourself which groups of people will be affected by your planned changes and involve them as early as possible. Check that these people agree with it, or at least understand the need for change and have a chance to decide how the change will be managed and to be involved in the planning and implementation. Use face-to-face communications wherever possible.
• Try to see the picture from the perspective of each group and ask yourself how they are likely to react. For example, older staff may feel threatened and have no interest in adopting new technologies.  The staff who teach IT often consider that e-learning is really under their remit and resent the involvement of other staff in their ‘territory’.   Another very sensitive group will be your IT technicians. They can make or break your plans by claiming they ‘cannot support’ this or that and raising all sorts of security issues and other obstacles.
• Although you may be enthusiastic about e-learning try not to be too zealous – this is not sustainable in the long term. The idea is to convey your enthusiasm and stimulate theirs rather than hard selling e-learning. If you do, people will nod their acceptance then completely disregard it thinking this is yet another of those initiatives that will go away in time. Change is usually unsettling, so the manager, logically, needs to be a settling influence not someone who wants to fire people up with his own passion thinking this will motivate them.

• Think carefully about the time frame. If you think that you need to introduce e-learning quickly, probe the reasons – is the urgency real? Will the effects of agreeing a more sensible time-frame really be more disastrous than presiding over a disastrous change? Quick change prevents proper consultation and involvement, which leads to difficulties that take time to resolve.
• Think about the scale. Are you going for a top down approach which may be standard across the institution and include a Learning Management System and a Learning Content Management System? Or are you going to stimulate small scale explorations in the classroom with a few interested teachers and try to grow e-learning organically?
• Avoid expressions like ‘mindset change’, and ‘changing people’s mindsets’ or ‘changing attitudes’, because this language often indicates a tendency towards imposed or enforced change and it implies strongly that the organization believes that its people currently have the ‘wrong’ mindset.
• Workshops, rather than mass presentations, are very useful processes to develop collective understanding, approaches, policies, methods, systems, ideas, etc.
• Staff surveys are a helpful way to repair damage and mistrust among staff – provided you allow people to complete them anonymously, and provided you publish and act on the findings.
• You cannot easily impose change – people and teams need to be empowered to find their own solutions and responses, with facilitation and support from managers. Management and leadership style and behaviour are more important than policy and sophisticated implementation  processes and. Employees need to be able to trust the organization.
• Lead by example – set up a Facebook group as part of the consultation process, use a page on the organization website to keep people up to date with planned changes, use different media to communicate with staff, make a podcast of your key messages and publish it on YouTube

John Kotter, a professor at Harvard Business School has designed the following eight step model, which we think is really useful so we have included it in full.

• Increase urgency – inspire people to move, make objectives real and relevant.
• Build the guiding team – get the right people in place with the right emotional commitment, and the right mix of skills and levels.
• Get the vision right – get the team to establish a simple vision and strategy, focus on emotional and creative aspects necessary to drive service and efficiency.
• Communicate for buy-in – Involve as many people as possible, communicate the essentials, simply, and to appeal and respond to people’s needs. De-clutter communications – make technology work for you rather than against.
• Empower action – Remove obstacles, enable constructive feedback and lots of support from leaders – reward and recognise progress and achievements.
• Create short-term wins – Set aims that are easy to achieve – in bite-size chunks. Manageable numbers of initiatives. Finish current stages before starting new ones.
• Don’t let up – Foster and encourage determination and persistence – ongoing change – encourage ongoing progress reporting – highlight achieved and future milestones.
• Make change stick – Reinforce the value of successful change via recruitment, promotion, new change leaders. Weave change into culture.

Middle managers

As a middle manager, in some ways you are in the most difficult position if you want to introduce e-learning methods in your classrooms or workplace as you have to convince both those above you and below you. Convincing senior managers is usually fairly easy to start with if you present them with some concrete benefits of using e-learning in a specific context and tell them that in the first instance it will not cost anything. For example, telling management that you are going to get your first year building apprentices to set up a wiki around new materials or record their work experience on a blog and that there are no cost implications is very unthreatening whereas announcing that you are going to introduce e-learning across your department is going to raise all sorts of concerns.

The important thing is that once you have done something, share the success stories with your senior managers – get them to listen to the podcast your apprentices made or invite then to join your engineering students’ Facebook group.  This reassures them they made the right decision in allowing you to get on with it and actively engages them in the process. It is then much easier asking for extra money for a vid cam to improve on the audio podcasting than it would have been without any concrete outcomes.

A lot depends on how familiar your senior managers are with e-learning technologies and pedagogies and whether they are promoting it, indifferent or actively against the ideas.

If they are lacking in knowledge, one of your jobs is to educate them and the best way of doing this is to do some small scale stuff (such as the things suggested above) and show them the results. Make a clear, simple but well produced slide presentation explaining what you want to do and the benefits it will bring. Don’t send it to them as an email attachment – upload it to Slideshare and send them the link. In this way you are ‘training’ your managers in the use of e-learning –  don’t miss an opportunity!

If you do need extra resources, set out a clear proposal showing what is capital cost (such as hardware) and what is recurring revenue cost (such as broadband connection). Make sure you cost in EVERYTHING (see list above) – there is nothing designed to infuriate senior management as much as a proposal that is deliberately under-costed to increase its chances of approval then to find out after implementation has started there are extra costs which, if not met, waste the rest of the investment. Of course, this is true of any proposal but investment in e-learning seems particularly prone to escalating and ‘hidden’ costs.

When it comes to dealing with the people below you, the same rules apply as those set out for senior managers. To these we would add one or two specific ideas.

• Begin with a grass roots approach
• Start where you have most chance of success. – Find out who in your section or department is interested in e-learning or is confident about using ICT. Encourage and ‘grow’ these people and make sure you reward them in some way. (This could be a few hours non-contact time to develop some e-learning materials or chance to go to a training course, conference or visit. )
• Talk about the successes at staff meetings.  Most people will see e-learning as yet more work for which there is no payback – you have to motivate them in some way.
• Find a vocal group of beta testers
• Don’t set strict rules – encourage exploration and experiment
• Create opportunities for staff to look at e-learning being used effectively. This could be visits to other VET schools or training centres, (real or on-line), YouTube videos or practical training sessions – the best are those where they leave with e-learning ideas or materials or other products that they can use immediately in their classroom or work place.
• Encourage staff to join in on-line forums or open meetings about e-learning. If they are not confident to start with, it is perfectly OK to ‘lurk’ in the background occasionally. www.pontydysgu.org is a good site for finding out about on-line events for trainers

• Hold informal training sessions and encourage the use of microblogging as a back channel during training
• Constantly monitor feedback and make changes as needed
• Communicate the stories behind e-learning e.g How did social software start? What made Twitter happen? Will Facebook survive?

Teachers / trainers

If you are an individual teacher or trainer it can be very daunting trying to introduce e-learning into your teaching if you are working in an organisation where there is no experience or culture of e-learning. You cannot change this easily from your position. The best way of influencing things is to just try something out in your own classroom. You are definitely better starting off with some simple web 2.0 based activities as these have no cost implications. Choose this activity carefully – think of any objections that could be raised, however ridiculous. For example –

A Facebook group? – Facebook is banned or even firewalled because staff and trainees waste too much time on it.

A skype video interview between a group of apprentices and a skilled craftsman? – IT support section will not let you access Skype, (which uses a different port, which they will have closed and will not open for ‘security reasons’)

Sharing bookmarks using del.icio.us ? – the students will use it to share porn sites.

An audio podcast may be a good start if you have enough computers with built in mics and speakers or access to a mic and a recording device like an i-pod. Setting up a group wiki around a particular theme is also difficult to object to. Another possibility is to get trainees blogging (For detailed instructions on how to do all this, look at the Taccle handbook)

If you are lucky, you may find that your managers are just glad that someone is interested and give you the freedom to operate. There are very few who will actively prevent you as long as it does not cost them time or money, although you may find that some other staff have a negative attitude.

From this base you can gradually build up a small informal group of like-minded teachers to share ideas or swap materials.  A group of teachers will also have more influence. Make sure any positive outcomes are disseminated, preferably show casing trainees’ work.

One good way of doing this is to print out a list of guest log-ins and passwords to anything you are working on (e.g a wiki) or the url to web pages where your trainees are publishing work. Add a brief explanation and stick it on the wall as well as routinely sending it by email to other staff in your section ‘for information’. This has the double benefit of keeping what you are doing transparent and also makes some people curious enough to click on the hyperlink.

Invite other teachers along to your classroom when you know you will be using e-learning or invite them to drop in to your group meetings.

You will also need to introduce the idea of e-learning to your trainees.  Although many of the younger students will need no convincing, it can be difficult with older workers who may have a very fixed idea of what constitutes ‘training’ or ‘learning’.  Make sure that the first time you introduce a new application to a group that you allow enough time to explain how the technology works and time for them to familiarize themselves with it using a ‘test’ example before you start. For example…”let’s all try setting up a wiki about things to do with Christmas  / the World Cup / the best pubs in …” before you get onto the serious stuff.