Learning to Learn. Finding communities and have ideas about what they want to do now.
Teaching others how to be creative and how they think learning happens.
Connected learning is about:
- Excitement
- Engagement
- Interest
- Passion
Education normally starts with the outcomes, goals, and standards that need to be achieved.
In the video it is mentioned that the CORE questions should be around what is the experience you want your learners to have? (engagement)
A lot of focus should be on the learners emotional responses and their identity. We shouldn't be more focused on outcomes we should be focused on the learner.
No matter where you are spaces are filled with people. People in groups that could help contribute to learning.
But we do need to ask ourselves who is responsible for the learning?
We want to learners to be curious, engaged citizens.
The ladies in the video also discuss peer support and developing interests of the learners.
Some questions to think about:
- How can we use social connections with people who want to learn together?
- How can we deliver content more effectively using digital resources?
- What do we need to hone in on specifically, and focus on in learning?
Principles that we should focus on surrounding learning are:
- Connectedness
- Expertise is widely distributed
- Learning is a working progress (always)
Why Connected Learning?
- Based on seeing, hearing and doing.
- Meaningful and relevant.
How might you promote equity within each of the six aspects of Connected Learning?
1) Interest-powered: Based around own inquiry's, student agency = engaged, creative and productive learners.
2) Production-centred: creating valued learning.
3) Peer-supported: Collaboration, participation, contribution, formative feedback
4) Shared purpose: provocation and real life problem solving - authentic learning
5) Academically orientated: Collaboration, problem solving, authentic learning, relationships and interests.
6) Openly networked: Linking school, home and community (Flipped learning).
If we were to promote equity I would approach this using inquiry based learning that involves authentic real life problem solving in provocations that learners connect with.
Being innovative in engagement with links to school and home - digital engagements/paper based.
Sites to use where you can create icons and info graphics
www.piktochart.com Piktochart
www.easel.ly Easelly
Sites to use where you can create icons and info graphics
www.piktochart.com Piktochart
www.easel.ly Easelly
- Constructionism - making stuff'
- Constructivism - making stuff with digitalism
- Connectivism - Connecting digitally
Networked Learning
- Neural networks in our brain
- Connecting things by talking, seeing and doing
- Using mobile devices & social media
Learning through external social spaces, joining concepts together.
Kotter's 8 Steps of Change
1) Create a sense of urgency around the needs of change (identify crises and opportunities).
2) Get together a powerful coalition of people - building a guiding team.
3) Create a vision for change and explain the values - strategies.
4) Keep communicating your vision - share it.
5) Remove any obstacles in your path - recognise and reward people for making change happen.
6) Creating and celebrating short-term wins
7) Building on gains - sustain change.
8) Anchor the change - embed the change in culture.
In reality, even successful change efforts are messy and full of surprises. But just as a relatively simple vision is needed to guide people through a major change, so a vision of the change process can reduce the error rate. And fewer errors can spell the difference between success and failure (Kotter, 1995).
2) Get together a powerful coalition of people - building a guiding team.
3) Create a vision for change and explain the values - strategies.
4) Keep communicating your vision - share it.
5) Remove any obstacles in your path - recognise and reward people for making change happen.
6) Creating and celebrating short-term wins
7) Building on gains - sustain change.
8) Anchor the change - embed the change in culture.
In reality, even successful change efforts are messy and full of surprises. But just as a relatively simple vision is needed to guide people through a major change, so a vision of the change process can reduce the error rate. And fewer errors can spell the difference between success and failure (Kotter, 1995).
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