Wednesday, 24 December 2008
One observation is that this of course isn't a team at all but a group as although each student aims to complete and pass their individual assignment, they do not have a common aim or common task to complete as a team.
As the "leader" I supplied the task ( the assignment) and resources to complete it in the form of learning materials, but some individual interpretation of that task was permitted.
Participation in any group activities was therefore entirely voluntary: there were neither rewards offered nor sanctions imposed for not participating.
The only performance management activity undertaken by me was to monitor who was participating in the Discussion Boards and wiki, but the criteria for assessing participation - or team efectiveness - were not transparent.
Individuals were not directly superivised unless they requested a coaching or tutorial session, though I did write to those who appeared not to be participating to check they were able to access everything OK.
I guess that on the one hand my leadership style could be described as laissez faire - I allowed them to work in whatever way they appeared to choose (but without enquiring as to what actually did suit them best...). On the other hand, I tell myself, I am simply treating them as adults who are responsible for their own learning.....
The results then are interesting:
Over half of the group achieved a very good or excellent mark for their assignment. The majority of these were also actively participatory in Discussion Board, Wiki, chat room and tutorials. One could conclude that participation, self-awareness, organisational skills and high achievement orientation went together.
Curiously though, about 1/3 of this "very good - excellent group" had had no contact with me or with one another. They displayed all the same levels of self awareness, application, and achievement orientation without ever having functioned as part of a learning "team". Clearly these were highly self motivated and required little direction to keep them on track - perhaps these are the ideal Virtual Team members?
Of the half of the group in the satisfactory or good range of results, most made little attempt to participate in group work beyond introducing themselves initially: variously they were afflicted by technical difficulties and onerous work demands. Some however missed out important sections of the brief - but by not asking for at least a personal tutorial, they did nothing to help themselves, which was a missed opportunity.
And then there were a couple who appeared not to have particpated at all in the module; did not refer to any of the learning materials or recommended reading resources and did not offer any reflection, but nonetheless submitted a half decent offering albeit working entirely to their own brief.
I can now reflect on this and think of ways in which I could improve the learning experience (and my leadership role) - say by offering marks for Discussion Board participation and wiki contribution to enhance motivation and clarifying the criteria by which performance will be assessed.
However, the really fascinating thing for me is that these results have a lot of parallels in work "teams" - especially where a "hands off " leadership style is being employed and the purpose or overall aim is neither fully articulated or regularly measured.
For a start there is the social crew (they are never alone!) who organise birthday lunches, send one another funny emails and turn up to every team meeting, but nonethless work really hard to further the group's overall aim, which is something they believe in fervently.
Those lone stars who rarely interact but whose work output is high and whose contribution is original, creative, and occasionally pays great dividends for the wider organisation.
The worker bees who attend for the contracted hours and ususally come up with the goods but give team meetings a wide berth, suspecting them to be "soft and fluffy claptrap". Most likely to be flustered by technology or overwhelmed by the amount of paper on their desks (or under it, behind it, etc)
The most worrying of course is the maverick who ignores any direction from the centre, shares nothing with colleagues (information is power afterall!) works only to further their (largely personal) ends, and keeps just enough this side of the "law" to avoid sanctions.... a very difficult one for any leader to manage.
If you recognise anyone here, please believe me, this blog is not based on any actual person, either living or dead.....
Tuesday, 23 December 2008
- Overload: the more people you follow the more tweets you receive and it is essential to get them into some sort of order: I use Tweetdeck which allows me to put followers into groups and track messages just meant for me. I also switch off @replies. I guess I may miss things, but I’ll just trust the Twitterverse to come up with what I need…
- Spammers, scammers, wannabe pornstars and other scuzzy types – but hey you can ignore them and block them
- It’s addictive. Switch off from time to time…..
- Anxiety when Tweets are not replied to – what does it mean???????
- It all gets a bit self regarding at times…
@hallymk1 the debate about twitter groups rages on http://tinyurl.com/5l9elh 2:22 PM Dec 11th from Netvibes in reply to HallyMk1
Tweeple I follow and why….
Craig552uk: he works at DMU, his avatar is a cute kitten, he blogs about paper cutting and computer code and he’s witty: my friend WeaverMiles “introduced” me via the DMU Twitter group
AJCann: microbiologist at Leicester University, blogs about e-learning and education – occasionally grumpy and ranting, always interesting
Ken Thompson – probably the biggest single Twitter influence on the Virtual Leadership programme and my blog postings. Great website rich in resources at http://www.bioteams.com/
Sarah Horrigan – edublogger works at Nottingham Trent University; unaffected, self effacing, sensible and good natured blogging *sighs* (with relief and delight)
C4LPT – I followed Jane Hart’s blog and 25 Tools Ning Community before I followed this Twitter microblog. Always up to the minute and full of juicy titbits.
Timbuckteeth: edublogger, wrote some interesting stuff about use of wikis which has influenced my thinking about next year’s course
Redstarvip – punchy, unpredicatable, provoking.
CajunTechie – misleadingly named techie (he lives in Oklahoma) – we met via Seesmic: unofficial social networking and techie mentor (whilst I reciprocate with tips about salsa)
HallyMk1 – all round great guy, mentor in all things e-learning, works at
DMU, edublogger of note, social networking advocate and YouTube vlogger
Sfpeaky – my boss. Nuff said.
Things I have discovered through Twitter:
Discovering random stuff on Twitter is one of the best things about it: not a week goes by (barely a day) when I don’t come across some really useful, bizarre, amusing or just plain random stuff
1. #mewhensmall day: 22nd Dec 2008, someone set up this hashtag and spread the word that we should change our avatars to baby pics. I loved it and joined in:
2. RT gracias a @redstarvip: http://tinyurl.com/547owy UN's New Year's Resolutions 1:36 PM Dec 9th from web
3. now we know what Twitter is for http://tinyurl.com/6f7e94 2:26 PM Dec 8th from web (study on procrastination)
4. Thanks to @redstarvip: http://www.stuffwhitepeoplelike.com/ - very funny and also slightly disturbing 1:59 PM Dec 8th from web
5. experimenting with twittercal http://twittercal.com/ 1:06 PM Oct 14th from Netvibes
Juicy “e-learning” learning: My Top Ten (in no particular order)
This is why I really stay with Twitter: it is full of e-learning gems form the multitude of educational bloggers who inhabit the Twitterverse. This has been so useful for me in my own blogging, development of my module on Virtual Teams and as a PGCE student:
1. RT @TheTransitioner: Great resources on Building community with Ning. A slideshare, voicethread and more.. http://is.gd/cYhc about 16 hours ago from TweetDeck
2. RT @HallyMk1: "Social needs induce users to jump tech hurdles" http://bit.ly/YcWx [everyday in every way I find something cool on Twitter] 6:15 PM Dec 17th from TweetDeck
3. the trouble is I am always finding something new and interesting:
http://tinyurl.com/5wcgg6 courtesy of @c4lptnews 10:18 AM Dec 9th from web
4. @tsurutsuru thanks for the follow and this great link! retweeting here... http://tinyurl.com/3tup8m 4:07 PM Nov 29th from web in reply to tsurutsuru (collaborative learning study)
5. @redstarvip this is what's exciting me right now http://tinyurl.com/5fatbk 9:52 AM Nov 26th from Netvibes in reply to redstarvip (M Wesch on Youtube)
6. this is very interesting:
http://tinyurl.com/yq4oyp 10:37 AM Aug 14th from Netvibes (also M Wesch)
7. @timbuckteeth and anyone else forgive my typing: that should have been http://tinyurl.com/6febe4 for the wiki post 4:04 PM Nov 21st from Netvibes in reply to timbuckteeth (stages of wiki development for e-learning)
8. Howard Rheingold video on vlogging, seesmic video in education [from Seesmic.com]
http://blip.tv/file/1342237 10:16 AM Oct 23rd from Netvibes
9. enjoying this wiki I discovered about creativity in HE....
http://tinyurl.com/4m3a7n 2:20 PM Oct 9th from Netvibes
10. RT @sfpeaky you might find this interesting from @HallyMk1Horizon Report 2008: http://net.educause.edu/ir/library/pdf/CSD5320.pdf 7:50 AM Dec 10th from TweetDeck
Other useful things to Tweet about
Work related: keeping my boss informed.
It was my boss who introduced me to Twitter as a way of keeping in touch because I work out of the office a lot. It lets him know what I am working on and we can pass each other little messages about current commitments and ideas. It’s a good social tool too: we can’t “bump into” one another if we are not in the same physical space, but we can virtually when reading one another’s posts. We have tried to interest other members of the team, but not had much success there….
@sfpeaky RT @markhawker: "Our NHS, Our Future" online follow-up from Lord Darzi's Next Stage Review(s) http://tinyurl.com/64ow4p 10:25 AM Dec 16th from TweetDeck in reply to sfpeaky
@sfpeaky Here's a thought- a step on from Ning community maybe? http://tinyurl.com/5fsfvv 4:31 PM Oct 31st from Netvibes in reply to sfpeaky
@sfpeaky,@tesstrace reviewing Bb for FLM next year with Euan, completing on line induction, writing oD leads newsletter, sorting out cohorts 2:20 PM Aug 7th from Netvibes in reply to sfpeaky
Blatant self promotion:
I admit to using Twitter to get interest in my blog, to get feedback, to promote the module I am teaching. To feed my need for recognition- Discovery is the new cocaine: http://tinyurl.com/3nhgqs
just posted: virtual team module reflections http://tinyurl.com/46a48v 10:10 AM Dec 19th from TweetDeck
e-learning programme for leadership: celebrating the first year in operation! http://is.gd/4fe5 1:12 PM Oct 17th from TwitKit
posting wiki assessment criteria and self and peer assessment guidance: students response to new form of assessment is very enthusiatic! 12:25 PM Oct 19th from Netvibes
pleased I finished the article what I wrote (sic) about web 2.0 in leadership development. 12:47 PM Oct 10th from Netvibes
making a Jing screencast about my students' first wiki!! http://tinyurl.com/3fs53f
http://tinyurl.com/6yx5wz my entry on the Top Ten tools for e-learning. 10:12 AM Sep 5th from Netvibes
@sfpeaky yes and added myself to elearning professionals Twitter directory: time to get serioso..... http://tinyurl.com/3spjzc 6:14 PM Oct 20th from web in reply to sfpeaky
Passing on the stuff I have learned/found elsewhere:
@stujohnson those twitter tips I promised: http://tinyurl.com/5oxbfm and http://tinyurl.com/4legxe 3:19 PM Nov 27th from Netvibes in reply to stujohnson
http://tinyurl.com/3zx299 BT adoption of social media. 2:02 PM Sep 27th from Netvibes
posted by one of my students: http://tinyurl.com/6qt5um 10:08 AM Sep 10th from Netvibes
this is am-aaaa-zing!!!!! http://www.eyejot.com/ 5:04 PM Sep
Chatting to friends
About the weather, news, traffic alerts, my social life, listening to music (http://www.blip.fm/) , sharing photos (http://www.twitpic.com/) , making jokes, posting videos…….
My first post:
discovering twitter, writing a newsletter for MHSC providers, proofing an e-earning programme that goes live in 2 months! HAVING LUNCH : 0 12:51 PM Jun 25th from web
My last post:
Thanks to everyone for the follows, and for letting me follow you …..
and here’s to a Happy New Year!
Friday, 19 December 2008
image by Nick in exsilio
Marking assignments could be a chore but I feel as if I am witnessing the results of some very interesting action research projects and listening in on some very thoughtful and at times profound reflections on what it is to be part of a dispersed or virtual team.
First conclusion I come to is that working remotely is nothing new in the NHS and certainly not in Scotland. In particular Community Health practioners of all disciplines have long been used to working away from base and their managers have had to be creative about managing such teams even before the advent of mobile phones.
Secondly, for such teams, mobile technology doesn't get much better than a mobile phone (Blackberry if you are lucky) and access to collaborative spaces like blogs and wikis is a pipe dream when you are constantly out on the road. Text messaging is essential for quick updates and social networking. (See also Ken Thompson on Bio Teaming: http://tinyurl.com/39fmts )
Thirdly, building Trust is the foundation stone for all virtual teams. Without Trust communication breaks down, messages get misinterpreted and more mistrust abounds... a vicious cycle.With trust, teams become more creative and more productive, and the leader trusts them more, and the team trusts in the leader more: a virtuous cycle. And what builds trust? Communication.......
Fourth - communication requires structure: netiquette is helpful and aids clarity, regular messages from the leader to all the team maintain a sense of belonging and being kept in the loop, having a place to find and deposit information for and by the team is helpful (a shared drive, a wiki, an intranet space - some sort of virtual noticeboard)
Fifth - training is needed to ensure everyone communicates in the best way for the team. Students came up with some intriguing ideas - putting a Christmas e-card on a shared drive to see who could access it; organising a Chritmas social event via the team wiki; getting the team to design and manage the induction of a new team member so s/he could get quickly immersed in the team norms.
I have also paused to reflect on my own experiencing of managing a virtual learning group - specifically one set within the Scottish NHS.
Technology is difficult and unstable: not everyone is able to access the Wimba classroom we set up so remote sessions of the normal classroom style were not a great success. Not everyone has webcam, headset and mic.
However chat on Blackboard worked well: it could equally be Skype or MSN chat. OK it was like herding cats at times, but the students enjoyed the "meeting" space and it added a much needed social dimension to the module. We covered topics related to the assignment and students shared ideas with one another about team building, developing trust and improving communications.
To inject a bit more of a personal element into the process I set up a video introduction (early in this blog) and used Jing from time to time to teach about the technological aspects of the course. These were well received. I think on reflection that podcasting would really add something here. Regular updates on key topics could be posted so that students could access them in their own time - again mostly out of work time so that NHS firewalls don't block media.
I have also since discovered - and gained access to - a community space within the NHS Scotland e-library where a discussion board and document sharing space could be set up specifically for this programme. This could provide the answer to the firewall problem and would leave students with a legacy - a space where graduates could continue to meet after the end of the programme and which they could colonise for their own work teams' use, instead of having to try and set up their own wiki with all the attendant access issues. I think there is an important learning here about using the avialable technology and what is already familiar!
My own e-learning coach asked me to think about what more I could do in terms of "teaching" on this module.....
I am not keen to lecture - with Wimba or podcast - and the evidence suggests that the learning materials on Blackboard are well accessed and provide a sound basis from which students can tackle the assignment.
Providing a space where they can discuss their responses to that material seems to me to be the key - but instead of the activities we currently have, I think the discussion boards would be better used in
- getting students to read articles and present their responses,
- setting up small groups to work together on short focused tasks
- presenting short case studies or issues for discussion in the style of an action learning set
I also think a social networking element is needed: one comment that struck me is that virtual teams lack a space where they can bump into one another for a quick chat. Something like Twitter might be the answer here, if, once again, people can be persuaded to try it or can find their way around the technological problems of accessing it.ah well - back to the marking now!
Friday, 12 December 2008
The important words are right at the end - better support for mobile messaging! Hallelujah!
Monday, 8 December 2008
Sunday, 7 December 2008
I will also be removing all module members from the authors list: you can still read and comment, but I am preparing for the blog's new role beyond FLM.
At De Montfort we are putting together a number of "bite sized" modules for work based learning in SMEs (that's small/medium enterprises) and there's been quite a bit of interest in this module for preparing managers and team leaders for "remote" working: not surprisingly in an age when people are more and more concerned at both the econmics and the environmental damage of ceaseless travel - to, from and around work.
I shall continue to post items of interest and would appreciate your feedback, comments and contributions.
Thursday, 4 December 2008
Tuesday, 25 November 2008
And then, you glance randomly at a Twitter posting, and a whole new world of insight opens up.
Well that's kind of a snapshot of what I was going through at various stages of yesterday evening. I found this video so exciting, I postponed watching Spooks....
Be warned: it is long, but if you are at all fascinated by the phenomenon that is YouTube,wonder where all this blogging and vlogging is taking us, or are simply curious to know what your kids are up to - persevere....
Wednesday, 19 November 2008
I have been sent this link: http://www.cipd.co.uk/helpingpeoplelearn/_cchng.htm
which shows how a number of companies are developing coaching within their organisations. I thought it might be helpful....
Monday, 17 November 2008
Signal strength varied and so one person never really succeeded in joining us, one only heard intermittently and a third had only chat facility though she could hear and see the screen: the other three managed to have conversations chiefly about the assignment criteria, how to develop a wiki and latterly about developing trust in teams.
In the last instance, the team members (including the one who could only add chat input) gave some good ideas to the person with the issue - so that it became a bit of an "action learning" session.
The issue was a central one to the module: development of trust in a virtual/dispersed team: especially where there are ancient and deep rooted tribal differences.
Feedback was very positive - I felt there was real learning and sharing: the voice and webcam helps to create a more grounded kind of contact than just chat. And that's what students said too."Like being with someone in the classroom"
Great fun, very useful, will definitely do it again!
So if you still don't know what it is, now's the time to find out... about twitter
Saturday, 15 November 2008
The point is one I take to heart - we cannot wait around for the technology or the firewalls to catch up with our need to connect: we have to use available technology, make the links that we can and get cracking!
I am planning to set up a Grou.ps site for my team which spans a number of faculties, so we can share our professional profiles, register our interests, share documents, chat about common interests, work on projects together and find out who is available for delivering new programmes to coporate clients. Sharing links to some key websites would also be a great idea.
I am a big fan of Grou.ps : it actually does provide the simple, single site that Scott Leslie fears we may not be able to lay our hands on yet, and one or two of you have already started to discover how handy it can be for your own group communication needs - for those who haven't yet, explore!!
Thursday, 13 November 2008
On line conference - social networking and learning
I am currently "attending" a conference hosted by Leicester University. It involves a face to face event in January but prior to that there are both synchronous (on line "live" ) sessions and asynchronous ones (discussion forums, podcasts, videos etc).
Today I particpated in a forum discussion about the usefulness of podcasting and was directed to view/hear a few examples. I also watched a recording of a Wimba classroom session where a lecturer facilitated a small group discussion about different on line media in education.
Next week I will be being trained in the basics of Second Life (that's my "avatar" above...) and attending a small group session on line all about mobile learning.
The conference is making me aware of how much scope there is for developing models of e-learning that are not constrained by Blackboard and which give greater freedom to the learner to pick and choose modules/activities.
Friday, 31 October 2008
I think this might be something I try out with my team. We are attempting to set up a cross faculty network of "talent" we can draw on to develop learning programmes for clients. I have started to set up a Ning community, but it has limitations. With this I could envisage everyone having a Linked In profile detailing their CVs, and using something like Huddle to collaborate on tenders and programme design....hmmm!! Sounds promising!!
Wednesday, 22 October 2008
Tuesday, 21 October 2008
Self managed teams are a different kettle of fish to the remotely managed team - but sometimes, in the absence of a leader on a day to day basis, self management is the only option.
There is an interesting interview/video included which discusses some of the themes relevant to the performance management section of the programme: avoiding micro managing, trusting the team to manage situations effectively.
Paul Tesluk talks about taking time to get to know team members, to coach them and respect their individual contributions, role modelling by the leader.....everything you have been talking about in the discussion boards really
Wednesday, 15 October 2008
NLab Social Networks Conference 2008 - Ken Thompson from IOCT on Vimeo.
He explains his thinking about bio-teams, plays some good games! and poses some thought-provoking questions.
What if your work team played like a football team? Would they be better or worse? Is working in your team as exciting? (for football team substitute any high functioning group of your choice.... Ocean's 11???).
Ken gives a live demonstration of how social networks can be a used as a collective brain using simple text messaging techniques. His central theme is about collective leadership - no one leader has all the answers all the time. He also suggests that short messaging creates dynamic, mobile teams whereas we are locked into "document culture".
I'd add "discuss", but only in the chat room, I guess!
Tuesday, 14 October 2008
I think the author make some good points about clarity and trust, busy-ness and perceived value.... what has emerged for me is that I like blogging and use this space to add richness to the learning materials we started with; but it doesn't lend itself to a place for discussion. Blackboard and the wiki do that.
If by setting up this blog I have found a repository for my own reflections and maybe taught one or two people how to use them for their own purposes, than I am happy enough with that.
I note that comments are becoming fewer on here... so I will do a belt and braces and post on Bb too......
Tuesday, 7 October 2008
Sunday, 5 October 2008
Wednesday, 1 October 2008
This doesn't, however, refer specifically to issues of taste and decency.
I had cause recently to delete a posting from this site because I felt it was bit "near the knuckle" (although pretty funny I admit). I was operating from my own sense of what is and isn't OK, but I didn't discuss this with the group. Maybe I should have?
What do you thtink should be included in a set of "netiquette" guidelines for the blog, wiki and discussion boards?
Tuesday, 30 September 2008
Saturday, 27 September 2008
interesting parallels between BT and NHS, I thought.....
(and I got this from the DMU Pathfinder blog)
(again I have to thank Ken Thompson for bringing this to my attention)
One of the issues that seems to get everyone exercised is the sense of equity of contribution.
My own view is that some people are more temperamentally suited to group working and love the chat and on-line socialising, others need the peace and quiet of an evening's study alone with their pdf's.....I also know that whilst some people get off to a quick start and make lots of useful contributions, others are facing technical, personal and work issues that prevent them gaining access to the various media.
Secondly, in the same article , was an interesting point about "compensation": if some group members are especially quiet, others seem to work harder to make sure the job gets done. Indeed it can seem as if some people are dominating the discussions, whilst others are not saying enough.
and finally, I resonated with the point it made about blurring of boundaries between work and home - another facet of "compensation"
The study provided evidence of how teleworking stimulates greater consciousness about the relationship between work in the workplace and work at home.
Research Group members were conspicuously concerned that people might presume they were not working properly (becoming “invisible” to the rest of the organisation), indeed to the point of over-compensating.
The diaries they kept showed that they consistently worked longer hours (on average by more than one hour) when teleworking.
Friday, 19 September 2008
Thursday, 18 September 2008
A big difference this year is that enrolments all happened by post, rather than on the induction day - so this week we were able to sign people into their DMU email accounts, get them up and running on Athens and Blackboard and give them a head start with the programme's distance learning elements.
The Scots are very warm and welcoming - and its just as well because the weather was atrocious! I saw some sunshine on the horizon, very briefly at dawn on the third day.... then it started raining, again! Thank goodness I came home to warmer weather today - I have been chilled to the bone.
Next week Linda and Kerry are off to Aberdeen to repeat the exercise with students from Grampion, then I am back in Edinburgh and Glasgow the following week.....I will be taking my winter coat and a pair of wellies this time.
For me, as I mostly only ever get to talk to students on the phone, blackboard or by email, its great to meet some of our distance learning students face to face.
Research on e-learning points to the importance of having some sort of face to face event to kick things off - and this is equally true of virtual teams.
Monday, 15 September 2008
If you are looking for Office compatible software - for free - try: Open Office
Or genuine MS Office 2007 very cheap Software4students
(It's all legal too!)
Monday, 8 September 2008
Saturday, 6 September 2008
"I had thought we would use the wiki for collaborative work on documents/projects where called on by the activities in the learning materials. However, I see this is now taking off as a great networking site in its own right and the ability to add photos and videos etc makes it more fun. A disadvantage is that not everyone can access or edit whilst at work.....
I envisioned the blog being used for: longer reflections on the materials, interesting articles and websites; sharing videos; responses to activities that specifically asked you to post your reflections on the blog. Again - not everyone can access form work: currently this is the least used site though I am not sure why. Any comments?
Blackboard is still the main place for course information, announcements, discussion about the materials and problems. It seems that everyone can access this from work but one or two have difficulties with their broadband connection from home. I see this as the "official" place to meet. What do you think? "
This is an important discussion point: new teams coming together have to quickly establish norms - especially for communication, to ensure that everyone is included and important messages don't get lost. In communicating with a dispersed team it is perhaps doubly important to get some clarity early on about communication channels.
But how good are we at doing this in "conventional" teams?
Email distribution lists aren't perfect; people are invited to meetings they don't need to attend, others aren't invited who should be part of the decision making, conversations happen behind closed doors that affect our jobs.....Sorting out our communication protocols is important work that is often overlooked. So it's good that we are addressing this as a "team"!!
Thursday, 4 September 2008
I got this on Twitter from Ken Thompson who runs the bio teams site.....
could be useful to remember for those of you wanting to set up your own sites at work:
- invest time in reaching your readers, not money on the tech kit
- have someone looking after the site who knows what they are doing
- make sure you have agreed the right measures of success
Monday, 1 September 2008
It lists some interesting web sites and articles. It occurs to me too that Face Book itself can be a great tool for keeping in touch with a group. It's certainly worth exploring the technology - and who knows - having some fun too?
Here's an interesting website it lists (if you can't access the FB page)
Tuesday, 26 August 2008
Monday, 11 August 2008
I can see this having great potential for virtual teams - to teach one another how to do things on screen - and share what they are doing!
I have used this to train admin staff in how to use Blackboard and my team on how to set up a personal homepage.....
Can anyone see potential in this technology for their own virtual teams? Why not have a go at creating a "Jing" and sharing it with the rest of the cohort?
Sunday, 10 August 2008
Having a blog or wiki alongside these, plus a Facebook group, and running several searches for new learning material each day means that by the end of the week I have too much to read, to many things to remember to log onto, too many listings in my Favourites - and if, as I do, we move from office to home PC or log on with a wireless laptop whilst sipping a latte in Caffe Nero - then how do we keep track of everything?
A recent discovery for me is the personal homepage such as this one by Netvibes. (see also Pageflakes)
How could these be useful for more than just personal learning and collecting together all our bits and pieces? Well, it is possible to create a public face for your page, so that others can keep track of things the group is working on : this for example is a Pageflake for DMU's elearning community
This stuff is all free too - open source, accessible anywhere, no fancy software requirements.... and needs no more technological skill than it takes to post an email or attach a file.