Too Much Ed Tech Too Frequently?

The following is an RSS Feed Reader snip from the Educational Technology and Mobile Learning (http://www.educatorstechnology.com/) site encompassing but the past six days.

Your school just might be well enough funded to have implemented 1 to 1 classrooms or maybe just a legacy computer lab or two, or maybe tablet carts or four or five static tablets assigned to each classroom. Many might still be saddled with ancient slow and cumbersome desktops. (Aside note: I remember a time [the late 80's] when I lugged my "portable" 30-pound computer with two 5-1/4" floppy disk drives back and forth to work daily using a luggage carrier.) Surely whatever devices on campus, all have access to the Internet and every faculty member has a laptop, notebook or tablet device. No? Whatever the case someone or someones has the explicit, or worse, the implicit task of vetting new educational apps, websites, browser add-ons, templates, ed tech tools, hardware, and all  stuff ed tech. Considering that these 60 some educational technology "things" above are from only one website, we can be assured that every six days produces many, many more, probably thousands. Who vets, recommends, budgets and buys ed tech stuff at your institution? Is it the administrators, the teachers, the IT guys, the education-technology integrator/coordinator, the cleaning crew? Who or what group would ever even have the time to visit each website and blog then look up and read a summary about each new thing. Does anyone even care that new and fabulous ed tech stuff, eminently capable of propelling students forward by at least two grades, goes on the market every day? What criteria is used? Do the teacher-users and student-user have input to decisions?ed tech tools, hardware, and all stuff ed tech. Considering that these 60 some educational technology "things" above are from only one website, we can be assured that every six days produces many, many more, probably thousands. Who vets, recommends, budgets and buys ed tech stuff at your institution? Is it the administrators, the teachers, the IT guys, the education-technology integrator/coordinator, the cleaning crew? Who or what group would ever even have the time to visit each website and blog then look up and read a summary about each new thing. Does anyone even care that new and fabulous ed tech stuff, eminently capable of propelling students forward by at least two grades, goes on the market every day? What criteria is used? Do the teacher-users and student-user have input to decisions?

Resume Bombs

This blog at Curmugucation (Peter Greene) is aimed at the Common Core in education but as well applies to many fields.

Blended Learning: Is Rhode Island's Future the Future in Education?

An excellent discussion of blended learning in Rhode Island here.

Highlights:

To be successful, experts agree, a blended learning program needs to have a clearly articulated vision from its educational leadership, the right technological tools and an in-depth professional development program for teachers.

...a growing need for more and better “curation” of the best ed-tech tools, programs and approaches. That way, teachers wouldn’t have to spend hours experimenting and trying to keep up with the exploding marketplace for blended learning, and could focus more on their students.

Blended learning can provide teachers with crucial feedback that enables them to intervene with greater precision and effectiveness and customize learning for their students.

Technology is just a tool for teaching and learning, not an end unto itself. Learning can be messy. Not all learning is linear and students have different needs and ways of communicating what they can do and what they don’t know. There is no technological substitute for the judgment of a good teacher.

Technology also can’t replace an educational vision. What are your goals? Are you trying to close achievement gaps? Are you emphasizing project-based learning? Are you trying to develop entrepreneurs? How are you using technology to help achieve those goals?

Right now, any teacher who is running blended learning well is managing a huge workload. The work is not sustainable for all, and many of our current classroom teachers can’t or won’t put in the hours necessary to run their classroom this way, especially if they don’t see tangible benefits to doing so.

State and district leaders must figure out ways to mobilize and organize collaboratively so that we can source both content and assessments with and for classroom teachers. Ed-tech products can be partners in this work, but ultimately the system must have local buy-in and local ownership if it’s going to stick.

It’s not enough to promote the expansion of blended classrooms; we must also equip teachers with the proper tools to make their systems manageable.

We need our building leaders to be driving blended learning change, which requires that superintendents take time-consuming administrative tasks off their plates so that principals can devote more energy to the shift to blended learning.

We also have to do a better job gathering data on how well these technologies are actually working.

The Changed Roles of the School/District Tech Director/Manager

Ten years ago, the guy in charge of IT had a relatively non-collaborative and straightforward job. Broadly we were responsible for the traditional management functions of planning, organizing, leading and controlling. Specifically we oversaw the procurement, installation and repair of hardware and software, the network and servers. We seldom interfaced with faculty and staff other than to take direction, respond to service requests or request funding. Given the hundreds of tasks involved in successfully performing those functions, we were busy and, if we were lucky enough to have them, our staffs were busy.

The truth has changed. What we do less of and what we do more of, more or less cancels each other out. We still are very, very busy. In most institutions, we are well beyond integrating technology into our classrooms (provisioning with operable computers and interactive whiteboards). A major change, the main goal of the modern IT director/manager, is to facilitate (read "manage") the successful integration of technology into the curriculum, instructional units, lesson plans and learning activities. The ideal approach is through coaching/mentoring, professional development and learning communities. A great discussion about these approaches is at the Center for Public Education website. I couldn't say it better but I will emphasize that we're not talking about traditional workshop-based professional development, which as been shown by numerous studies to be ineffective. Please read the article.

Other affective truths are the changes (I hesitate to use "advancements"--I'll wait for validated results) in educational technology, the students, and pedagogies including:  the shift toward mobile technologies; cloud computing (SaaS -software as a service; PaaS-platform as a service; and IaaS-infrastructure as a service); all students are now "digital natives", many being technologically sophisticated; open source software; the need to ensure that students remain familiar with technologies that they might be using after school; learning management systems (LMS) (e.g. Moodle); online courses (MOOC); staying ahead of the available apps and software to support each content area; one-on-one computing in the classroom; bring your own device (BYOD); the flipped classroom; blended learning; learning partnerships; game enhanced learning; project-based learning; peer teaching; brain-based learning; differentiated instruction; just-in-time teaching; deep learning (whatever that is); etc.

Educational technology changes are accompanied by fear and operational and resource problems: privacy, security, safety, available band width, available funding, qualified technicians, committed administrators and board members, and push back to name a few. The technology manager/director must become an expert in change management and an integral part of the change planning and execution team. As technology becomes more infused into administrative and management functions, the curriculum, instructional units, lesson plans and learning activities, the more involved the educational technologist should be.

What are the desirable personal and professional characteristics of a good manager/supervisor?

A good manager is a manager in the traditional sense:  performs the planning, organizing, staffing, directing, and controlling functions in an acceptable and safe manner.  However, an “excellent” manager is a manager and an excellent leader.  Successful leaders are creative visionaries who develop and pursue goals, objectives and values in a collaborative, communicative, transparent, motivational and cooperative manner while demonstrating that they sincerely care about and respect the stakeholders.  An excellent leader realizes that mission accomplishment and valuing and taking care of people are not a zero sum game but are interdependent.  Leaders can readily extrapolate operational objectives from strategic missions and goals and facilitate accomplishment.  Being visionaries, leaders are not afraid to take calculated risks.  A good manager is reactive; an excellent manager is proactive.  Manager-leaders are experts in their field, lead by example, are team players as well as team leaders and are capable of applying differing leadership styles depending on the nature and urgency of the situation.

TPACK

I became interested in the TPACK model before it became popular outside the elevated level of "higher education". It was then called TCPK but the acronym opened into the same terms rearranged, Technological, Pedagogical and Content Knowledge. with, what is obvious now-a-days, the center of the "framework" representing the intersection of the three knowledges as the ideal. The founding professors derived the framework from their work with faculty in higher education with the intent to broaden teacher preparation curricula. The concept naturally lends itself to teaching and learning at all levels and some would say has placed a significant burden on the already practicing K-12 bunch.

The question that keeps coming to mind is one regarding what pedagogical knowledge is. According to Koehler (one of the architects of the framework), pedagogical knowledge can be defined as "a generic form of knowledge that is involved in all issues of student learning, classroom management, lesson plan development and implementation, and student evaluation. It includes knowledge about techniques or methods to be used in the classroom; the nature of the target audience; and strategies for evaluating student understanding. A teacher with deep pedagogical knowledge understands how students construct knowledge and acquire skills; develop habits of mind and positive dispositions towards learning." Does it not seem then that an educator with some depth of pedagogical knowledge would inherently possess sufficient technological and content knowledge? Why the need to remove technological and content knowledge from pedagogical knowledge? I can only surmise that framework assumes a less broad definition of pedagogical knowledge than that defined by Koehler. I find other definitions to be even broader to the point of nebulousness but none narrower.

I conclude that then the essence and value of the TPACK is that teachers need to know how to teach, know about what they are teaching and know about technologies applicable to the subject matter being taught. But knowledge is passive. What is missing is instruction and guidance as to how to put it all together to the benefit of the learning experience. Since the first letter in the framework represents technological knowledge one would think that teachers should start with the available technologies and work these then into the subject matter and pedagogy. This is how we integrated technology into the classroom during 2000's and it proved not to be very successful. Execution must begin with planning and the planning must begin with the learning goals and activities in the content area and then the teacher selects the digital tools from available resources consistent with her/his methods and style that will best help the teacher and students meet the learning goals.

Basic Functions of Management/Leadership

This is basically for my own edification and reminder reference as I have found that, over a very long career in diverse industries, these principles still hold. These are management tasks that must be performed to a more or lesser degree in all organizations. How a manager accomplishes the tasks is in the realm of management theory, a body of study and knowledge that continually evolves. The most recent trend in management theory seems to be a combination of customer/employee oriented factors involving coordination, communication and collaboration at the core (not unlike recent education trends) - mostly common sense. The race to develop adopted catch-phases that sell books might be more the driving force behind the theories than is the advancement of theory and practices. Some examples from recent books: "radical management"; "connected and engaged organization"; The Power of Pull; The Elastic Enterprise; "new management paradigm"; The Connected Company; and many others. This for another blog?

•  Planning (operational [tactical] and strategic):
  
  
  
  • Define where the organization is, identify a future ideal state then map how the company will move toward that future state.
  
  
  •  Outcomes:
    
    
    
    1. Ideal organizational vision, identity, culture, personality.
    
    
    2. Anticipated external environment (economy, government, etc.).
    
    
    3. Tactics and strategies.
    
    
    4. Timetable.
    
    
    5. Mission, goals and objectives.
    
    
    6. Resources needed.
    
    
    7. Marketing plan.
    
    
    
    
  
  
  
  


•  Organizing:
  
  
  
  • Organize resources (human and material) to accomplish mission, goals and objectives.
  
  
  • Outcomes:
    
    
    
    1. Organizational chart.
       
       
       
       1. Spans of control.
       
       
       2. Chain of command.
       
       
       3. Lines of authority.
       
       
       
       
    
    
    2. Departmentalization.
    
    
    3. Position descriptions.
       
       
       
       1. Duties and responsibilities.
       
       
       2. Detailed tasks, conditions and standards.
       
       
       3. Position authority.
       
       
       4. Delegation of authority to include hiring, firing, supervising, disciplining, ordering, purchasing, compensatory time, etc.
       
       
       
       
    
    
    4. Policies, processes, procedures, systems and rules.
    
    
    
    
  
  
  
  


• Leading (Directing) toward mission, goal, objective and task achievement:
  
  
  
  • Decision making
  
  
  • Motivating
  
  
  • Rewarding
  
  
  • Disciplining
  
  
  • Compensating
  
  
  • Communicating/informing
  
  
  • Supervising
  
  
  • Supporting
  
  
  • Training, educating and orienting
  
  
  • Evaluating
  
  
  • Consistency
  
  
  
  


•  Staffing:
  
  
  
  • Position analysis
  
  
  • Human resource inventory
  
  
  • Identification of position skills, knowledges and abilities
  
  
  • Recruiting
  
  
  • Testing and interviewing
  
  
  • Hiring, promoting, transferring, adjusting pay, terminating
  
  
  • Training, educating and orienting
  
  
  • Evaluating
  
  
  • Consistency
  
  
  
  


• Controlling:
  
  
  
  • Assigning, evaluating, and regulating resources on an ongoing basis to accomplish the organization's goals:
    
    
    
    1. Measuring performance against position descriptions and standards.
    
    
    2. Evaluating and measuring compliance and progress with and regulating plans, policies, processes, procedures, systems, rules, regulations, ordinances, laws, project drawings, specifications and other contract documents and budgets.
    
    
    3. Ensuring that organizational activities are consistent, effective and efficient.
    
    
    4. Soliciting customer, vendor and employee feedback.
    
    
    5. Making necessary changes and taking corrective actions as needed in response to outcomes of the first four principles above.
    
    
    6. Managing change.