#EDU16 – Open Badges Update and the IMS Global Open Badges Extensions in Education Project

img_0992Session Description: Participants will be updated on recent developments with Open Badges Infrastructure and Standards involving the Badge Alliance, IMS Global, the Mozilla Foundation, and Collective Shift/Project LRNG and given the opportunity to ask questions about the future of the Open Badges specification. Also discuss the goals of the Microcredentials/Badges Constituency Group and the Open Badges Extensions in Education (OBEE) Project. Explore examples of open badge programs and platforms embracing these new badge extensions and learn how employers are recruiting and hiring students and “upskilling” current employees based on the innovative badge program deployed by the Colorado Community College System. Hear from Credly, a digital credential platform provider, about new ways universities, associations, and training providers are aligning outcomes to employer needs.

Speakers:

 

Brenda Perea

Instructional Design Project Manager,Colorado Community College System

Mark Leuba

Vice President, Product Management, IMS Global Learning Consortium

Anthony Newman

Manager of Informatics, Purdue University

Jonathan Finkelstein

CEO,Credly, LLC

Notes:

  • IMS is going to play a more central role in open badges.
  • OBEE = Open Badges for Extensions for Education
    • Focus on the employer as the primary badge consumer
    • Refine badge contents using standard extensions
    • Provide IMS certification of compliance
    • The new extensions: accreditation, assessment, and endorsement.
    • Issuer Accreditation Extension
      • Provides a reference to a single or multiple accreditation bodies
    • Assessment Extension
      • What was required to earn the badge
  • An OBEE Badge contains an endorsement, accreditation, or an assessment (2 of 3 are required)
  • Purdue University – Anthony Newman
    • Purdue created Passport
    • Participation and Skill Badges
    • Curricular Badges – EDCI 270: Intro to Ed Tech and Computing
    • Research Project with Marcy Towns for Chemistry – This was put in place to save money on Pipettes because they were spending 6,000 per year on replacements.  Badges were used to ensure that students knew how to use the pipettes.  (Published in Journal of Chemistry).
  • Colorado Community College System – Brenda Perea
    • Award badges for competencies for employers.
    • Technical Math has a variety of industry driven badge competencies delivered through a MOOC.
    • Machining Level badges are aligned to NIMS standards. Students are earning badges through demonstrating competencies. Employers are starting to look beyond a degree and looking to hire based on competencies.
    • Engineering graphics badges is another group of competencies that were developed by Metropolitan State University working with businesses.
    • New badges work is happening with: CyberSecurity NICE standards, ASE and AWS standards, STEM competencies, 21st Century Skills, Workforce Leadership, Healthcare IT standards, Agri-Business, Gunsmithing…
  • Credly – Jonathan Finkelstein
    • Digital credentials improve on traditional offerings
      • Transparency, added data (eg. user submitted “proof” of skills), security, trackability
    • Brandman University is an example of issuing badges in bundles.
    • IBM tracks sales performance through badges. Using monthly score cards.
    • American Institute of CPAs is using badges for significant achievements.
    • Deakin University is issuing badges for MOOC achievements.

#EDU16 – Quiet: How to Harness the Strengths of Introverts to Change How We Work, Lead, and Innovate

img_0970Session Description: One of the central challenges of any business is to bring out the best in its employees. Yet when it comes to introverts—who make up a third to a half of the workforce—our leadership strategy mainly consists of asking them to act like extroverts. This is a serious waste of talent and energy. In an enlightening, relatable, and practical talk, Susan Cain will show us that introverts think and work in ways that are crucial to the survival of today’s organizations. How can you structure your organization so that the best ideas—rather than those of the most vocal and assertive people—dominate? How do introverts’ and extroverts’ different personalities cause them to solve problems and evaluate risk differently? What do introverts know about creativity that the rest of us should learn? Drawing on her original research and the latest in neuroscience and psychology, Cain will radically change your view of the best way to develop leaders, manage teams, make smart hires, and stimulate innovation.

Outcome: Increase awareness of and make better choices about how you manage the talent on your team in three areas: engagement, innovation, and leadership

Speaker:

Susan Cain @susancain
Chief Revolutionary and Co-Founder, Palomar Institute of Cosmetology

The Quiet Revolution

The Power of Introverts TED Talk

https://embed.ted.com/talks/susan_cain_the_power_of_introverts

Notes:

  • Temperament matters = we need both introverts and extroverts and that leads to the quiet revolution.
  • Rethink Personality – Harness the power of the introverted 3rd of the population
  • Rethink Creativity – Solitude matters
  • Rethink Leadership – The most charismatic person in not necessary the best leader
  • How do you feel after 2 hours at a fun party? Introducing the metaphor of the battery, extroverts are charged by social situations and introverts are drained.  We are wired differently.
  • Introverts do better with less background noise based on research.  If we want people doing their best work we have to provide the opportunity to determine the extras that are coming at them.
  • Audience poll, introverts about 70% and extraverts at about 30%.
  • Introverts is not equal to shyness… shy is the fear of social judgement.
  • Introverts tend to do better in spotting the “5 differences” between 2 photos.
  • Introverts and extroverts pair well together – together they are greater than the sum of their 2 parts.
  • The New Groupthink – Creativity emerges and everything is a product of collaboration. Yet Susan calls for a greater balance in the area of collaboration and solitude.
  • A balance of extrovert… in the sharing of ideas, but introverted enough to withstand solitude to engage in creativity.
  • We are social beings and if we want to be original we have to spend time alone.
  • Individuals that brainstorm by themselves come up with more and better ideas. The best ideas is do individually brainstorm first and then come together to group brainstorm.
  • In a typical meeting 3 people do 70% of the talking.
  • The issue of conformity. We are all all conforming by nature.  The Asch Experiment:

  • If we want to get really good ideas and want to make good decisions we have to be willing to give ourselves the solitude we need to come up with our ideas.
  • How can we run meetings more effectively:
    • Introverts, speak up EARLY as the earlier suggestions often become an anchor.
    • Introverts, don’t curb your enthusiasm! Express this in an outward way.
    • Extroverts, you can curb your enthusiasm a little – be aware of how much you are talking in a meeting and allow others to speak up.
    • Extroverts, engage introverts 1 on 1 and give them advance notice to prep.
    • Take a look at the “Candor” http://usecandor.com/ app for brainstorming.
  • Rethink Leadership
    • Introverts by their nature dive deep into a smaller number of topics. They have a service in those passion areas, building networks and relationships, and by the nature of the work become leaders.
  • Rethink Networking
    • Can you really meet everyone at the conference?
    • Instead of networking find the kindred spirits. You will end up with people you really love, and these are the people you are going to serve and they will serve you.
  • Step outside of your comfort zone. But do it strategically. Extroverts, you need to lock yourself in a room in solitude to think. Introverts need to get out and engage. The goal is to advance relationships. It’s not about being uncomfortable in the service of an idea for short moments and then come back to your comfortable place.
  • Groom an “unlikely’ leader. Help them draw on their natural talents. Ask them where do you want to be in 3 years…
  • Quiet Ambassadors LinkedIn group was formed in 2016
  • Know what’s in YOUR suitcase. What do you take with you wherever you go. What are the things that really matter to you.

May you have the courage to speak softly.