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Desired meeting results (sample)

 

Desired Meeting Results Framework

Why are we having this meeting (the purpose)
DMR (specific, measurable, nouns instead of verbs)
How (agenda – links every item to a DMR)

Here is my stab at applying the above framework to a meeting I am having on Tuesday.

Why: To advance the work of the BMLSc program review and renewal initiative

DMR:

By the end of this meeting, we will have
1. Program-level learning outcomes that we are ready to send out to graduates, course leads, and section leads for their feedback

2.
a) Feedback to CH on the draft surveys so that she can prepare a revised version
b) A date selected by when the revised surveys will be ready

3.
a) Decision about who will craft a draft of the text that will accompany the surveys
b) A date selected by when the draft text will be ready

4. A meeting date to discuss a plan for the next 6-12 months (we may or may not get to this)

Agenda:
1. As a group, review the PLOs on the Google doc and make further edits.
2. Amanda and Isabeau to provide feedback to CH on the 2 draft surveys. If helpful, we can all spend time revising the surveys using the survey tool. Decide by when CH can have next version to share.
3. Discuss who should craft the email that will accompany the surveys and make a decision. Agree on when that survey will be sent out.
4. Determine a meeting time during which we (who?) will create a long-term (6-12 months) plan that can be presented to Andrea H before the end of July.

Predicting: 5 key messages from “Small Teaching”

I recently read “Small teaching: Everyday lessons from the science of learning,” an excellent book1 by Dr. James Lang. To help me remember what I read and as a way of sharing some key messages from the book with a broader audience, I have decided to write some blog posts on select concepts. The first post was about retrieval practice and this second one is about predicting.

“Making predictions about material that you wish to learn increases your ability to understand that material and retrieve it later” (Lang, p.43)

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1) When students take time (even just a few seconds) to make predictions about material they are about to learn, it increases their retention (or the memorization of facts) and comprehension (or the use of those facts in other contexts).

2) Even when the prediction the student makes is incorrect, it can increase subsequent retention. However, as Lang cautions, learners “have to receive fairly immediate feedback on the accuracy of their predictions or pretest answers if we don’t want those wrong answers to leave a deeper impression than the correct ones” (p.52). Providing fast feedback to students is essential in all prediction activities.

3) Prediction has a positive effect on retention and application of knowledge for the following reasons:

a) prediction helps implant new facts more strongly into the brain’s network of connections (and this promotes the activation of new facts in diverse contexts). “Prediction helps lay a foundation for richer, more connected knowing.” (Lang, 2016, p.49)

b) prediction activities can help students identify gaps in their knowledge.

c) prediction activities (and pretests) give students a better understanding of what the final assessment may consist of and this might help improve their study preparation.

4) As the instructor, you should speak with your students about why you are asking them to make predictions and/or take pretests on material they haven’t learned yet. By doing so, they will understand the ‘power of prediction’ and won’t feel you are being unfair.

5) Prediction questions should be at the conceptual level. In other words do not ask questions that are ultra-specific and that require students to draw on precise prior knowledge. Lang reminds us: “Predictions work because they require students to draw up whatever knowledge they might have that will assist them in making their prediction.” (p.59)

To learn more, see the Faculty Focus post titled: Learning on the Edge: Classroom Activities to Promote Deep Learning by James Lang.

Reference: Lang, J. (2016). Small teaching: Everyday lessons from the science of learning. San Francisco, CA: Jossey Bass.

Photo credit: Motion blur by Frank Monnerjahn  flic.kr/p/4Ny6Md

Retrieval practice: 5 key messages from “Small Teaching”

I recently read “Small teaching: Everyday lessons from the science of learning,” an excellent book1 by Dr. James Lang. To help me remember what I read and as a way of sharing some key messages from the book with a broader audience, I have decided to write some blog posts on select concepts. This first post is about retrieval practice (see here for an entire site created by Dr. Agarwal and devoted to the topic).

“The more times any of us practice remembering something we are trying to learn, the more firmly we lodge it in our memories for the long term.” (Lang, 2016, p.20)

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5 Key Messages about Retrieval Practice from Small Teaching

  1. Students’ learning is enhanced when students are given opportunities to practice remembering.
  2. Give students multiple chances to practice remembering (i.e., frequency matters).
  3. As you design and select retrieval practices to give your students, make sure they are aligned with the high-stakes assessments you will be giving during the course. For example, if your students’ final exam (accounting for a significant portion of their marks) involves multiple choice questions (MCQs), make sure you give in-class retrieval practices that allow students to practice MCQs.
  4. When possible, use retrieval practices that involve writing and not only on oral practice. The former enhances learning and also means that everyone has to participate.
  5. If you are asking a retrieval question during class, remind your students not to look for an answer in their notes or textbook. When students draw information from their brain, this helps their long-term retention.

For more information on the science of learning and a host of ideas on how to implement small teaching, get the book!

You can also read posts on small teaching by James Lang here:

Footnote 1. Why do I think this book is excellent? Because:

  • This book is well written (key ideas are clearly communicated; his writing is tight and accessible; he makes good use of story telling, plus he manages to weave in humour).
  • Research based. Lang draws on relevant research studies to make a case for why the concepts he writes about matter to teaching and learning.
  • Loads of practical ideas.

Reference: Lang, J. (2016). Small teaching: Everyday lessons from the science of learning. San Francisco, CA: Jossey Bass.

Photo credit: Ben Francis, Creative Commons. https://flic.kr/p/8vLYT5

Helpful coaching questions

Eagle

I recently listened to an excellent conversation between Michael Bungay Stanier and David Stachowiak on the Coaching for Leaders podcast. The theme of the episode was “These coaching questions get results” and, at the end, Michael invited listeners to reflect on how they might use the information. I’m taking him up on the invitation.

As you might know from reading some of my previous posts, I am keenly interested in exploring the ‘helping role’ of educational developers.  Michael talked about coaching as helping people learn versus teaching them. I liked that distinction. I recognize, however, that as an educational developer, I do both; yet, when in ‘coaching’ mode, I need to remind myself where to focus.

Bungay Stanier also talked about the power of questions and the importance of asking good questions (remember to wait, he reminds us). These are some questions I especially liked and will use/continue using:

  • “what is on your mind?”
    • I like this one because it leaves the response open and doesn’t assume the conversation is going to be focussed on topic A/problem B.
  • “and what else?”
    • I like this question because it allows the conversation partners to go deeper, but doesn’t assume a particular direction

And I chuckled when Bungay Stanier said :

A statement that starts with “Have you considered….?” is really just ‘advice disguised as a question’!

Yikes! That is one change I’m going to make!

Finally, he suggested incorporating the following into a coaching conversation:

  • What was most valuable about our conversation?

I haven’t been using that question when I coach/help because I feel some discomfort about doing so (mainly around worrying that I’m looking for compliments). But others have used it ‘on me’ and I’ve typically appreciated the opportunity to reflect on–and solidify–what has been most useful. I’m going to try it out.

 

Educational developer skills, knowledge and competencies

Lavender Field (Beauty of Simplicity)
Over the past few days, I have re-read a few texts that address the skills, knowledge and competencies of educational developers. (The texts are listed at the bottom of this page).

Rather than re-hash the details here (and because I can’t reproduce the useful [copyrighted] visuals), I want to point you to specific sections of these resources as they are useful for helping educational developers articulate, assess and reflect on the skills, knowledge and competencies that we bring to our work.

To see figures that visually depict competencies of entry-level, senior and director-level educational developers, go to pages 19, 20 and 21 of the McDonald, Kenny, Kustra, Dawson, Iqbal, Borin, & Chan (2016) publication (similar visuals are in the Dawson et al. paper).

For example, a look at Figure 3.2 on p.20 of the Educational Developer’s Portfolio Guide (McDonald et al., 2016) shows:

Senior Educational Developer: Competencies

Educator, Course Design, Instructional Strategies, Program Development Strategies, Educational Strategies

Senior Educational Developer: Skills, Abilities and Knowledge

Interpersonal skills, Conflict Resolution, Mediation, Diplomacy, Trust, Listening, Empathy, Educational Leadership, Self Reflection, Peer Mentor/Coach, Model, Consultation, Formal Education in Pedagogy, Organizational Behaviour, Literacy

(I am highlighting the senior level because this is where I position myself)

Want to rate/assess your own skills, knowledge and attributes? –> Go to Appendix C (pages 67 and 68) of the Educational Developer’s Portfolio.

To read more about skills, knowledge, competencies and threshold concepts in educational development, see:

And though I haven’t written directly about Dr. Julie Timmerman’s work in this post, her paper is excellent and well worth the read:

  • Timmermans, J. (2014).  Identifying threshold concepts in the careers of educational developers.  International Journal for Academic Development, 19, 305-371. doi:10.1080/1360144X.2014.895731