Results-only

Here are some of the things I learned via Twitter this past week.

“Education is a self-organizing system, where learning is an emergent phenomenon” Sugata Mitra’s TED Talk [email protected]

@openworld “When peer learning meets “results-only work environments” (#ROWE), a breakaway era will begin”

What Girl Scouts have to say about going ROWE. via @caliandjody

In the year and a half since my organization migrated to a Results-Only Work Environment (ROWE), I have talked about our experience extensively. My enthusiastic descriptions of ROWE excite most people, and although I believe that it is an inherently exciting concept, there are people who respond to it with a strong sense of indifference. I have connected this sense of indifference to three potential foundational thoughts: ROWE is too different (shifting to ROWE is so radical that fear supersedes excitement); ROWE is not different at all (been there, done that); or ROWE appears to be not applicable (hint: ROWE is applicable to everyone).

You can’t motivate students, but you can kill what motivation they have. via @bhsprincipal

Motivation – at least intrinsic motivation — is something to be supported, or if necessary revived.  It’s not something we can instill in students by acting on them in a certain way.  You can tap their motivation, in other words, but you can’t “motivate them.”  And if you think this distinction is merely semantic, then I’m afraid we disagree.

On the other hand, what teachers clearly have the ability to do with respect to students’ motivation is kill it. That’s not just a theoretical possibility; it’s taking place right this minute in too many classrooms to count.

@KevinDJones – Baby Boomers vs. Digital Natives – Let the Debate … End

This goes back to my study a few years ago when this notion of the generational divide was starting.  I did some ethnographic research on Enterprise 2.0 adoption for a class I was taking and I was surprised to find that adoption didn’t work by age (which is what I was told).  And now we are finding this more and more.

neuro-science provides new metaphor for organizational reform via @bduperrin

One easily sees benefits of being able to put the PFC [prefrontal cortex] to work: adapt to any situation without chains or barriers, benefit from our total intelligence in any circumstance. Human beings who can do this are very few – as mentioned above, our brains have not yet reached this development level. One can train and improve though, this is some of what we learn to facilitate in neuro-psychology.

JND: Taming complexity through design: modularization, mapping, conceptual models. via @captic

We are faced with an apparent paradox, but don’t worry: good design will see us through. People want the extra power that increased features bring to a product, but they intensely dislike the complexity that results. Is this a paradox? Not necessarily. Complexity can be managed.

Once we recognize that the real issue is to devise things that are understandable, we are halfway toward the solution. Good design can rescue us. How do we manage complexity? We use a number of simple design rules. For example, consider how three simple principles can transform an unruly cluster of confusing features into a structured, understandable experience: modularization, mapping, conceptual models. There are numerous other important design principles, but these will make the point.

Link to original post

Leave a Reply