Week 6 Reflection

I can’t say enough about this Web 2.0 experience over the last few weeks. After overcoming that timid feeling from lack of familiarity and a great deal of anxiety about the course load plus being given the “permission to play”, I finally relaxed and began to enjoy the journey. In addition to learning new tools, finding new resources and interacting with a great group of people, I am inspired to continue my learning experience and to share what I have learned by through blog authorship, as well as the creation and sharing content through video, voice threads , slideshare, etc. The opportunity to develop and share produsage projects and view content developed by other class members only enhanced the skills and confidence gained in the use of Web 2.0 tools. As this semester closes, I realize that I already have a pretty good professional network and that as a member of this class, I am increasing the size of that network exponentially through interaction with my learning peers. It has been a learning pleasure to have traveled this journey and one that I look forward to continuing.

Ready for the SCUBA Gear

I am so amazed that this short six-week journey has led me from being timid about getting my toes in the water of the Web 2.0 world to a desire to put on the scuba gear and stay immersed in the deep for a while to explore and understand all there is available. I realize it is impossible to ever fully experience all the Web 2.0 tools available, but I now have the ability to be selective, to confidently use those that fit my needs and to share my knowledge and skills with others in my growing professional learning network.

I am still overwhelmed by the vast array of tools and hope to continue improving my swimming skills so that I can share with colleagues and friends in ways that inspire the growth of knowledge and personal empowerment to create and disperse valuable information. 

So now, I'm swimming with the fishes!

Workplace Engagement and Performance

As members of an online class, we have all experienced learning at a distance, but how working at a distance? How about managing a remote team of employees in a collaborative project? How do you keep them motivated and engaged in the process? Well, it is much like the process of developing and maintaining a professional learning network. There has to be a need and an inspiration for participation. According to Michael Brenner in an article in the July issue of Training and Development, key principles that are essential for building and sustaining any productive, highly engaged team (especially those who are remotely connected) are

• inner work life that is positive drives performance.
• progress that feeds competence, confidence and capability drives inner work life.
• work must be meaningful and contribute value.
• small wins matter.
• catalysts such as clear goals, allowing autonomy, proving resources, time and help facilitate the work itself.
• nourishers through respect, recognition, encouragement, emotional support and affiliation build human connection.
• managers make the biggest difference through their behavior and attitude.

As I review these principles, they serve as a reminder that learning, work and play have similar factors that drive the desire to be involved with and successful in each of them.