Learning and Performance, Professional Development, Training & Development

Twitter to Enhance Learning & Performance

Twitter provides the opportunity to have micro-conversations in 140 characters or less. This social media platform has been repurposed by a number of educators for workplace learning. Twitter is not the only form of professional development available and you do not have to tweet to learn.  That being said, an increasing number of educators have repurposed and remixed Twitter for work learning and performance. You would be surprised what 140 characters can do to create community and interaction online. A number of grassroots initiatives have developed for educators to consider Twitter as part of their professional development plans for informal learning, scholarly development, and shared practices. For me, the last seven years spent on Twitter has been invaluable. This platform continues to provide an open, informal learning space to collaborate and banter with a community of educators. Thanks for that, Larry.

Twitter Bird in the Lattice

Flickr photo c/o Brian Kopp

Twitter is really the “water-cooler” for educators to share news, post reports/trends, read the news, review research, ask questions, gather information, and curate knowledge. Educators are increasingly expressing ideas and links to relevant websites, videos, articles, images, etc. related the workforce.  This commentary and resources were shared for my own learners and other training participants who want to “get started” with workplace learning and performance – so I welcome your shared suggestions for helpful Twitter resources and tips in the comments below.

The Twitter Basics:

Hashtags & Backchannels

GotHashtag

Hashtag: A symbol used in Twitter messages, the # symbol, used to identify keywords or topics in a Tweet. The hashtag was an organic creation by Twitter users as a way to categorize Twitter messages and link keywords posted on Twitter. Besides a current event or pop culture reference, Twitter has been an essential part of the conference tool kit to support sharing on the backchannel. You no longer have to be in-person to engage in the workshops, presented talks, or round table discussions via the live experience. There’s now a full stream of activity created around single hashtags for professional development and workplace learning events.

Here are just a few Hashtags to SEARCH and Follow:  

  • #AcWri (academic writing)
  • #highered
  • #digped
  • #edtech and #onlinelearning
  • #phdchat and #gradchat and #SAdoc
  • #Open and #OER and #openaccess
  • #acadv (academic advising)
  • #StudentAffairs and #sachat
  • And MORE!
  • P.D. hashtags related to your field and conferences, e.g. 2015 Education and Ed Tech Conferences [Psssst… you can add to it if  I’m missing any!]

What Is a Twitter Chat and How to Make the Most of ItTwitter chats are threaded discussions using a hashtag to dialogue about a specific subject.Twitter chats are linked conversations via a single hashtag that participants can search, follow, and include in their own Tweet as they respond during the Twitter chat time. Twitter chats are similar to online chats, forums, or discussion boards; however, they are often synchronous and active during a designated date and time. The hashtag for many chats continues past the “live” event on Twitter for others who want to share and engage. Some Twitter chats guide the discussion or have open topics central theme, while others Twitter chats are moderated in a structured question-response format. E.g. Edu Chat Calendar http://bit.ly/educhatcalendar and the Twitter Directory from IHE. 

Other Twitter Tips & Resources:

Higher Education, Professional Development, Training & Development

#SAreads: Students, Ethics, and Online Engagement @ #ACPA15 the #ACPATrendingNow Session TODAY!

Join Courtney O’Connell and myself in a round table discussion about online student behavior in higher education during the #ACPATrendingNow Session (TODAY at 12:30-1:30 pm in the Marketplace):

SAreads #ACPATrendingNow Session @ #ACPA15#SAreads: Students, Ethics and Online Engagement

campus book launch ad.003

An excerpt from the What Happens on Campus Stays on YouTube book on cyberbullying:

cyberbullyingCyberbullying is defined as teasing, insulting or making fun of another person online. The intent is often to soil the target’s reputation. If you are a cyberbully, STOP! Your bullying could be the byproduct of social anxiety or low self-esteem and it is important that you seek help. Educators, friends, parents and counselors are increasingly aware of the signs of cyberbullying and will eventually confront you.

Cyberbullying is often considered a criminal offense and offline bullying laws apply to online behavior.

  • Cyberbullies leave digital fingerprints and often are easier to prosecute than traditional bullies who do not leave as much incriminating evidence.
  • Bullying can ultimately lead to a victim’s suicide. Victims of cyberbullying are twice as likely to commit suicide as those who have not had a cyberbullying experience.
  • 1 in 4 teens report that they have experienced repeated bullying via their cell or on the internet
  • Over half of all teens that use social media have witnessed outright bullying online, and an astounding 95 percent of teens who witness bullying on social media have ignored the behavior
  • We all must serve as upstanders and not bystanders to cyberbullying.
  • Colleges and universities have their own rules and procedures for dealing with cyber-bullying, cyber-harassment, and cyber-stalking. If you know something that is occurring, tell a faculty or staff member. They can help and give you options.
  • Being harassed or bullied online can be mentally draining. Reach out to others to help you process through it. The counseling services on your campus can also help.

Also in a recent study on cyberbystanders, nearly 70% of respondents who noticed the cyberbullying and who didn’t respond directly to the abuser gave bad marks to the chat monitor and/or didn’t recommend use of the chat room – both of which were classified as indirect intervention. This is happening at your institution and this is an important issue that WE NEED TO TALK ABOUT NOW! 

Sneak Peak of the Book (Preview Copy Only!)

More #ACPATrendingNow Sessions to participate in TODAY from 12:30-1:30 pm (in the Marketplace).

Becoming a Leader in Professional Associations – Facilitated by Cissy Petty
Hate Speech and First Amendment Rights – Facilitated by Kathy Adams Riester
Implications of Systemic Oppression – Facilitated by Tori Svoboda
Working with Undocumented Students – Facilitated by Ray Plaza
Personal Mental Health as Professionals  – Facilitated by Kalie Mason
Media Scrutiny of Higher Education – Facilitated by Gretchen Metzelaars
Supporting Veteran Students – Facilitated by Monica Christensen
Athletes as Students – Facilitated by Markesha Henderson (U West GA)
Title IX and Transgender Protection – Facilitated by Finn Schneider
Reclaiming Language as Means of Peaceful Protest – Facilitated by Dan Sym

HRD, Training, Training & Development

Does HR Influence Organizational Culture? #AHRD2015

Does the human resources (HR) function influence organizational culture?

To review all four roles of Ulrich’s (1997) HR function model –  administrative expert, employee champion, change agent, and strategic partner – our 2015 AHRD abstract presents the results from our literature search to identify scholarly publications from 1997 until 2014.

ulrichs-matrix

In human resource development (HRD) research, organizational culture is “limited to the rational managerial perspective on culture, employees and organization” (Plakhotnik & Rocco, 2005, p. 97). The HR function impacts organizational culture, that is, the set of beliefs, values, assumptions, and perceptions that influence organization members; however a comprehensive review of the research further identified HOW organizational culture has been impacted by HR. This has also taken into consideration human resource management (HRM) and organizational development (OD), as strategic partners with HRD in discussing the HR function.

Copyright © 2015 Mariya Gavrilova Aguilar, A. Esther Joshua-Gojer, Denise R. Philpot, & Laura A. Pasquini

The critical importance of utilizing the HR function towards organizational culture influence, identified two key themes:

  • The role of the Human Resources function is evolving.
    • Performance is influenced by employees’ perceptions & interpretations of their organization
    • HRD can support change, changing organizational culture, connecting with organizational stakeholders, and approaches/strategies
    • OD activities focus on changing or improving organizational culture; limited research done how these activities actually impact organizational culture
  • The HR Function is a Change Agent.
    • A direct link between HR and social common structures such as climate and culture
    • Organizational effectiveness depends on its culture;  developed by various HRD measures incorporated in everyday organizational life

Implications for HRD and Practice

Organizational culture is positively affected by the HR function, specifically in the areas of recruitment, selection, training, development, performance appraisal, progressive discipline, and organizational diversity, and inclusion. This means that HRD scholars and practitioners will need to consider  to secure and develop talented employees through effective organization implementations and interventions. For the HR function to best support organizational culture, it will need to align its practices with the strategic organizational goals and develop innovative approaches.

References

Plakhotnik, M. S., & Rocco, T. S. (2005). Organizational culture: A literature review of the AHRD 1994-2005. Proceedings of the 2005 AHRD International Research Conference in the Americas. Miami, FL.

Ulrich, D. (1997). Human resource champions: The next agenda for adding value and delivering results. Boston, MA: Harvard Business Review Press.

Professional Development, Training & Development

The 2015 #et4online Conference Preview

#et4online bannerThe Online Learning Consortium (formerly Sloan Consortium), MERLOT, and our Emerging Technologies steering committee wanted to give you a sneak peak of what lies ahead at #et4online, so we hung out to share details about the upcoming conference being held April 22-24, 2015 in Dallas, Texas.

Who attends #et4online? (you might ask)

Who attends #et4online

Image c/o @brocansky

6 Reasons Why You Should Join Us for #et4online

Or hear what the #et4online Steering Committee Members have to say in today’s Google+ Hangout ON AIR (recorded):
Michelle Pacansky-Brock Conference Chair – @brocansky
Jason Rhode, Assistant Conference Chair – @jasonrhode
Jane Moore, MERLOT Program Chair – @janepmoore
Laura Pasquini, OLC Program Chair – @laurapasquini

Here are just a few of the MANY highlights for the #et4online program that we shared:

Interested in attending (virtual or on site)? Register TODAY! Early bird pricing ends on February 25, 2015. I hope to welcome a few of you to Dallas in April. Do you have questions about the conference or program? Want to know great places to find BBQ in Dallas? Want to get involved and volunteer? You know where to find me. I’d be happy to answer any/all questions. Hope to see you soon!

Professional Development, Training & Development

Are you going to #blend14? Join the Unconference session (#unblend14) & More in the Rocky Mountains!

The @SloanConsortium 2014 Blended Learning Conference and Workshop (a.k.a. #blend14) is less than a month away! I am excited to be attending and facilitating a workshop in the rocky mountains (Denver, CO) this July.  As blended learning models for curriculum and program development increase in post-secondary education, learners and instructors are being more invested in different mode and models for education. Last year, I found the mix of programs, discussions, and people at #blend13 very refreshing.  If you have interests in design, development, or research in hybrid and blending learning environments than this might just be the conference and workshop for you!

blend14 banner

For those you who ARE attending #blend14, let me entice you to join in the UN-conference session.  This year, I will be helping to host the Blended Unconference (#unblend14) with Jessica Knott (@jlknott) and Patrice T (@Profpatrice). Unconferences are great opportunities to interact, discussion, and dig into topics that YOU are most interested in. As an a-typical session, the unconference is guided by participants who attend, and are flexible to the needs and wants of the group. It will be YOU who takes control of the agenda, content, and conversation. We will help by providing a basic infrastructure to keep things organized and moving, but this is the opportunity to really make the conference YOUR OWN. Typically unconference sessions introduce a topic or issue, and discussion, debate and ideas ensue.

Should I Attend the Unconference?

Yes!  Well, we think so. If you answer yes to any of the following, the unconference session is JUST for you:

  • Do you sometimes find yourself thinking “I wish they had covered X,Y, Z more deeply” in regular conference sessions?
  • Do you wish you had the chance to ask further questions or expand upon session content?
  • Are you looking for ways to get involved & meet others at #blend14?
  • Did someone ask the perfect question during your presentation & now you want to talk to them further?
  • Do you like interacting with colleagues to expand on ideas, share techniques, debate current trends, or collaborate on research?

Come to the Unconference Sessions on July 9:

  • 1:30 PM – Gather in the Unconference room and review the topics and votes; select top topics
  • 1:45 – 2:45 PM- Break into groups and discuss the top three topics.
  • 2:45 – 3:00 PM – Short break
  • 3:00 – 3:15 PM – Reconvene and revisit the topics and votes
  • 3:15 to 4:15 PM – Break into groups and discuss the next three highest voted topics. (Again, the individuals who submitted the topics will facilitate each of these three groups, with a scribe assigned for note-taking and organizational purposes.)

SIGN UP and submit YOUR UNCONFERENCE TOPIC for #unblend14:

Check out and VOTE ON the current Unconference Topics on Ideascale:

About the Sloan Community on IdeascaleA few ideas to vote onIn other #blend14 news, I will be a “Chef” in the “Technology Test Kitchen.” This NEW addition to the conference will provide participants an opportunity to gain hands-on experience with different tools and technologies they want to use back on campus. Bring your own device (BYOD), and let’s getting developing with audio and/or video, collaborative platforms, communication tools, or presentation resources that YOU want to learn more about.

Are you planning to be in Denver for #blend14? Want to learn more about the #unblend14 Unconference or Test Kitchen? Drop me a line. 🙂

Training & Development

Social Media to Support Your Organization

Last week I was invited to participate in the Southlake Chamber of Commerce’s UNT Professional Develop Fridays. I wrapped up the series by discussing how to effectively plan and organize social media resources for to build a community for businesses and organizations in the city.

This workshop focussed on strategies and practical applications of how social media platforms can be utilized to enhance organizations, with regards to:

  • Effective communication and marketing methods
  • Customer engagement and community development
  • Development of a communication strategy to support organizational goals
  • Implementation of social media tools to enhance goods & services

We discussed how their organizations in Southlake could “get social” (Twitter notes from the session: #SocialSouthlake) by connecting business strategies to broader communication plans and community management ideas.

Discussion points from this workshop included:

  • Be an active participant in social media platforms – explore before you plan
  • Set goals that are realistic with social media – pick 1-3 platforms to start with and use them well.
  • Map out a strategic plan for social media implementation (see worksheet) connected with your business plan.
  • Research your community and partners in the industry – get to know your audience and others participating in your potential community
  • Consider methods that build and growth your community offline and online
  • Designate a community manager, or a few to lead your development and planning
  • Identify champions from your community, i.e. individuals who are active participants from within the community, who will support your social media implementation and growth
  • Plan content directly connected to your purpose and mission
  • Effective methods to measure and track progress related to goals

 

Additional resources from this session can be found here: http://bit.ly/SocialSouthlake

Thanks for the invite @Southlake_CC … be sure to keep it social. 🙂