Thursday, July 11, 2013

Live Art, Killer Content, and Speed Dating at Blackboard #BbWorld13?

Live Art by America's Got Talent Finalist,
David Garibaldi Opened Day Two


Video via George Hoffman

Jay Bhatt, Ray Henderson, and Katie Blot Delivered the Keynote.

Breakout Sessions Ensued

And

Blackboard's #BbWorld13 VIP Bloggers Speed Dated ;)

More Details to Follow...

Meanwhile, Here's the nitty-gritty, Twitterized 'Storify'
version of Day Two at Blackboard #BbWorld13.

Catch You Later, I have a Keynote to Attend...


Wednesday, July 10, 2013

I Tweet Therefore I Am, at Blackboard #BbWorld13: Day One

     I prefer micro-blogging over web logging, which is probably why I left blogging the first time in, oh around, 2005? Hello, MySpace! I left that platform, oh around 2007. Left there for Facebook. (Still there.) In walks Twitter, and oh, how I love thee! The beauty of the tweet? It's straight forward. You don't have the time to hang on my every painstakingly contrived word here. Instead, you can catch the nitty-gritty version on the go via Twitter. Isn't that what you really want now?


    So how does a girl who prefers the 'Tweet', who'd rather be limited to 140 characters to make a point, win a blogger VIP contest? Especially one as prestigious and important as Blackboard's BbWorld? I tweet my point. It's real-time, it's what 21st century learners want, it's interactive and engaging. We want our news, and we want it now. With Twitter and the #BbWorld13 hashtag we get exactly that. Naku Mayo asked me how one gets to be a VIP Blogger anyway, my answer was, "I Tweet. I Tweet a lot, and it worked for me."

    Without further adieu, here's my nitty-gritty, Twitterized 'Storify' version of
Opening Day at Blackboard 2013.


A PhD, 3 Instructional Designers, an EdTech Specialist, and ME!


     Our moment has arrived! And this isn't just any Ed Tech Conference, it is The Premiere Educational Technology Conference! So what do the six of us have to do with BbWorld? We are your 2013 VIP Bloggers here to divide, conquer, and...no really, we are here to bring BbWorld 2013 to you, those unable to attend, and highlight key points for those who do! Join us virtually as we 'tweet,' like,' 'share,' blog,' and we might even throw in a '+1' or two (pun intended).

Use the hashtag #BbWorld13
The absolute, next best thing to being here on:
We are 21 minutes away. See you there!

Also, visit the VIP Blogs - for summaries of our unique point of views.

Shayla S. Burroughs

Tuesday, July 2, 2013

Learning Styles: Love 'Em or Leave 'Em?

And, what to do if you love 'em...

     Although learning styles theory is a widely used and accepted practice in education, one need not look far to find a multitude of research disputing its validity and reliability. While proponents pledge allegiance to it, opponents claim improper evidence, inadequate design, and an insufficient hypothesis. I am a proponent of learning styles as a prompt for inspiration, a tool for engagement, and a basis for education. I believe in ‘engaging, inspiring, and educating interactively’ (online or anywhere). And, I have experienced its effectiveness as both teacher and learner.

Image: ProProfs.com

     Learning (and teaching) styles indicate a preference of one style over others. While we cannot possibly accommodate every individual’s preference in every action or component, we can take steps to ensure variety and avoid exclusion. The best way I can fathom accomplishing this feat is by ‘flipping the classroom’.
First, put the lectures online. Doc form, video form, podcast form, include a links page, and post them on a platform that allows social sharing and interacting. This way each student can choose how he/she prefers to learn.

     Day One--Have each student complete a learning style inventory. Cover how each learning style can benefit from which form of lecture presentation. Keep in mind, this is the same lecture presented in many various forms.

     Then design in-class work based on the lectures to accommodate each style. Remember, we aren’t coming up with 20-30 different activities, just 4-6. Let each student decide which one he or she prefers to participate in.

     Present assessments online, in similar formats, where questions are written; in video or podcast form; and presented through links. Classroom management could prove a less daunting task, since students have some input as to how they learn, and teachers become facilitators of interaction, rather than deliverers of material.
Completing and assessing the learning style inventory gives students an insight into self--who doesn't enjoy that?...Engage. Allowing students a choice tailored to his/her self-assessed learning style--who wouldn't prefer a say-so here?...Inspire. Flipping the classroom to encourage interaction--worth a shot, right?...Educate. I say, why not? What say ye?

Learning Styles: Love 'em or Leave 'em?
And, if you love 'em, and implement them, how do you go about it?

Tuesday, June 18, 2013

Why Use Technology in Education?

     My how this topic trends often on various social media platforms!

     
   First, let’s start with a little opposition.

Shayla's Top Four (Not-Good-Enough) Reasons for Using Technology in Education:

1] Because “it’s cool and the popular kids teachers are using it.”
2] Because someone insists.
3] Because “it’s there.”
4] Just to use technology in education

     Now, let’s list:

Four Really Good Reasons Why We Should Use Technology in Education
1] Facilitate active engagement
2] Meet specific and varying learning needs
3] Facilitate collaborative problem solving
4] Provide authentic learning environments

     Then, let’s make this often misunderstood point:
Teachers sharing their content via technology does not constitute technology integration, but teachers’ interactive use of technology “to improve learning, productivity, and performance” does.

     Remaining points:

Computer use and the Internet add new values to the educational situation by increasing technological literacy and fostering 21st century skills.

     Should we avoid dependence on computers in our educational system? Have we avoided dependence in our careers and everyday lives? I have not. Suffice to say, I am not alone. Fortunately, not every lesson, nor assignment, requires the use of technology. Therefore, to do so would be overkill. Avoidance is not the answer. Balance is key.

     Is there an end-point to the usefulness of emerging technology? Innovation knows no limits; Seems to be no end in sight.

     What fears or uncertainties do you have? Hmm…back to too much dependency on technology, maybe? Ha! Enough to avoid it? For me the answer is "No way!" I am having the ‘techie’ time of my life! 

     How about you?

Sunday, June 9, 2013

A Humanistic Approach to Education

Those of you who attended my webinar in April,
could have likely guessed this about me…

I do  hereby, solemnly affirm that I believe:

Students can be trusted to find their own goals and should be given choices as to what and how to learn. 
     I am not suggesting we let them learn how to shop on eBay, when the course is in foreign language. However, if shopping on eBay is a student’s passion, and he or she wishes to describe that passion to his or her peers in Spanish. I am all about it! Let’s engage and inspire, before we educate.

Helping students feel good about themselves is just as important as the academic skills they are taught.
     Imparted knowledge is worthless if the student has little to no self-esteem.  How can we expect them to demonstrate the acquired skills effectively, much less prosper and flourish in society without a foundation of self-worth. Let’s educate confident people.

School learning should involve the total development of the person.
     We can overload a database with information, but in the end, all we have is a full computer. Let’s educate people instead of filling vessels.
Fostering social and emotional development is just as important as the development of academic skills.
     Fostering social and emotional development is MORE IMPORTANT than the development of academic skills!!! I have friends who are academic geniuses, but take them out of the formal learning environment and they behave like awkward children. Let’s educate whole people, okay people?
 
Significant learning only takes place when the subject matter is perceived by the student as having relevance in his/her life and when personal meaning can be attributed to it.

     YES! Of all the learning I have participated in thus far, ONLY that which was relevant that affected me, or I could apply, personally remains with me today. Of a lifetime, I only recall two rote memorizations: The 50 U.S. states in alphabetical order, and my ABC’s. Want to know the only reason I remember those two? It is because I sang them. End of story. Let us make it personal, make it relevant, and then we can "Engage, Inspire, and Educate."



Are you Engaging, Inspiring, and Educating  in all that you do?
Please share your thoughts, tips, and experiences, because I value your point of view.



Tuesday, May 21, 2013

How I Won the Blackboard BbWorld13 VIP Blogger Contest


Yes, it started with a Tweet:




Which lead to this:




Make your voice heard to the entire edTech community. 


Be an "official" BbWorld blogger, and we'll link our social network to yours.
Plus: enter to be a VIP Blogger for free registration!



And what started with a Tweet, ended with a Tweet:



That is how I won the Blackboard, BbWorld13 VIP Blogger Contest.
More to Come! Let the games the blogging begin...

Sunday, May 12, 2013

Too Many Tabs

     Okay, okay! I admit it. I have a problem. I keep entirely
too many tabs open at once.


And, I need help! At this very moment, I have 27 tabs open in Google Chrome and  23 open in Firefox. Wondering if you suffer from 'too-many-tabs-open-itis' too? 


Here are The Warning Signs:

Clue #1: Your Browser...



Clue #2: Windows prompts...



Clue #3: You...



    Luckily, I just downloaded TooManyTabs, an add-on for both Firefox and
Google Chrome. Hopefully, I'm cured. Please comment me with your
'too-many-tabs-open-itis' stories, and let me know what's working for you.

Friday, May 10, 2013

Blackboard will want Me to be a BbWorld VIP Blogger.


     If you’re like me, you despise hearing how disengaging online learning can be. Thankfully, Thomas L. Russell compiled 355 comprehensive research reports documenting no significant difference. Furthermore, Dr. Michael Schmoker visited 1500 classrooms and found only 15% engaged 50% or more of those students.

Still feel online interactions are less engaging?

Tell the couple finally f-2-f
after meeting online 5 years ago.


Tell the 14.5,000,000 Americans who would rather
work online from home, 34,000,000 who do,



Tell me, a Graduate Student, 
completing my degree entirely online.



Blackboard ensures that I am able to
engage, inspire, & educate interactively online every time.

Wednesday, May 8, 2013

Teaching In The 21st Century



"Some big ideas around 21st century skills and teaching with technology. Originally created as a summary of the ASB Unplugged Conference in Mumbai, India 2010. Compiles thoughts from leaders in tech education and explores the big topics of conversation around what the 21st century classroom looks like. Filmed from an original prezi presentation ahttp://prezi.com/gx6ycgphlszm/
(Apologies for a couple typos - they are corrected in the original Prezi link)"

Sunday, April 28, 2013

Learni.st: Oh How I Love Thee!

     Here is a module I created for a course in interactive technology. I try all the tools and apps....Especially the social ones. None compare to Thee, my Beloved, Learni.st. How do I love Thee? Let me count the ways...


1. I Love Your Interactivity.
* You Let Us Learn From One Another.
2. I Love How You Are Social.
* Anyone Can Like, Share, Follow, and Post Because of You.
3. I Love Your Limitlessness.
* All Content and All Things Multi-Media are Share-able/Embed-able.
4. I Love Your New Customization Option.
* You Allow Me to Filter Content to People/Topics I Care Most About.
5. I Love How Good You Make Me Look.
* Really! Grockit Thought of Everything When They Created You.
6. I Love How Easy You Make it to Sign Up, Add a Learn Board, Post Learnings.
* Anyone Can Do it and Should!



     Learni.st is Pinterest with substance, Facebook for the intellectually curious, and Twitter without limits. Tell me, who could ask for anything more? Please find and follow me on Learni.st here. I have learn boards on the following topics:



Tuesday, March 19, 2013

Call it What You Will...

I call it Tech 2.0!

 I am often asked about my grad school major and specialization. Each time, I have to follow with a description of interactive technology. To me, interactive technology is self explanatory. But maybe that's just me. Within my description I explain the program's basis, how individuals interact through technology, and I always reference various social media and web 2.0 tools.
Image Source: Suite101.com

     Many incorrectly interchange these terms, however social media ≠ web 2.0. My 'Cliff Notes' comparison:  Social Media = platforms or applications in which digital social exchange takes place. Web 2.0 = web-based tools used for content creation and collaboration, which also possess social sharing capabilities. The two are similar, but not equal. For instance I can produce a spreadsheet using the web 2.0 tool Google Docs, share it on the social media site Twitter, and voilĂ ! Interactive technology, see what I mean? To me it's Tech 2.0: Sharing through technology, and it is now!

Monday, March 11, 2013

Online Learning and Development: A Plan for the 90%


A Plan for the 90%

    With supervisors and employees alike, you will find varied responses to learning. Some individuals are intellectually curious and a few are outright self-improvement junkies, but many lack the desire to learn anything much less follow up, and follow through afterward. This is where the 90% gets lost. Therefore, we need a plan.

     This is the get on board plan. Lack of supervisory support is often the cause for improper conditions to apply new skills and limited opportunity to practice them. The first step is to overcome this early by making certain the content is relevant. Relevant content ensures time spent training is valued NOT resented. The second step is to require the supervisors to attend your training first. Hold them to the same standards as their employees, this in no trial run. The third step is to hold them equally responsible for their employees follow up and follow through. This third step requires an action plan.

    The action plan consists of five steps. It utilizes technology, encourages feedback, and provides instances for practice as part of the ongoing learning process. Simply by having an action plan, we set the tone that learning is part of the job description.

    The first step is to have employees locate the follow up home page. Here links to manuals, data, FAQs , and best practices are all accessible. This helps avoid the 90%. If they do forget, they can find it.

Image Source: ConcentricSky 
    The second step is for employees to summarize what they learned for the other employees. A great way to do this is on a blog, like this one! They can also leave comments for one another, leave feedback for the instructor, and read (and hopefully remember) what others have learned.

    The third step in the action plan is to assign the employees a follow up peer. This should be someone who attended the training at the same time but preferable from a different location or department. The follow up peer is someone the employees can collaborate on best practices and compare their progress with. One way to do this is through a wiki. Action plans linked via Google docs share the most current information here.

    The fourth step is to assess progress through simulations of real-life incidents. For organizations without their own simulation modules, Second Life offers a platform for this. If this is an impossible feat, a second option is real-life case studies. The case studies are not as effective for practice as the simulations. However, they can still be engaging through collaboration on a wiki, and they are certainly better than no practice at all.

     The fifth step is for employees to take their supervisors back through the experience using all the technology and information they have gathered and shared. What better way to solidify the employees’ learning than allowing them to teach it to another. The supervisor benefits from hearing the information again and from new perspectives. The supervisor will then assess and determine when the employees are ready for the next course or if the plan of action needs repeating.

     Forget the difficulty. Find the opportunity. Now is the time for online education. When we engage employees and satisfy supervisors with relevant content...when we save money for companies, shrink the 90% and grow organizations by doing so...then we have something 'to show for it'. So, what are we waiting for?

Sunday, March 10, 2013

Online Learning and Development: Opportunity for Improvement

Opportunity for Improvement

Image source: www.mindquilt.com
     In a Wall Street Journal article entitled So Much Money, So Little to Show For It, Dr. Eduardo Salas explains why corporate training programs often fail despite the money, time, and effort invested. American companies spent $156 Billion on employee learning in 2011. Unfortunately those employees only retained 10% of what they learned. Without distinction, one can assume the statistics apply to face-to-face and online delivery combined, but what are the implications of this for online learning?

     The negative implication for online learning is the likelihood to blame the venue for the outcome. After all, it is an easy out. No one wants to assume blame when companies lose money, especially in the hundreds of billions of dollars range. Furthermore, how many employees hold themselves accountable for the 90% of the content they forgot? A few may, but many would not. So all could agree the blame must lie in the fact that the training occurred online. We must not allow this. When companies look to online learning as a cost-saving alternative to the travel, lodging, and various expenses involved in face-to-face venues, our challenge is to turn this possible negative implication into a positive one. Now, how do we do it?

     To quote Einstein, “In the middle of difficulty lies opportunity.” Since online course development and instruction already requires additional planning and effort, why not incorporate Dr. Salas’ advice? Analyzing the need and setting the stage, as well as assessing and reinforcing the learning, all promote positive outcomes. These components blended with engaging, meaningful content transform the learning experience. When this transformation occurs, we need these outcomes to be specific and measurable. That way everyone knows what success looks like, and when it arrives. Then with the proper follow up, the employees retain more, the company spends less, success occurs, and we have something to ‘show for it’.

This is our opportunity. This is how to do online learning.