• Share
  • Email
  • Embed
  • Like
  • Save
  • Private Content

Loading…

Flash Player 9 (or above) is needed to view presentations.
We have detected that you do not have it on your computer. To install it, go here.

Like this presentation? Why not share!

Week 2.1 Using The Social Web For Social Change - October Intensive Saturday (#bgimgt566sx)

on

  • 2,651 views

Presentation at the October Intensive on Saturday for the BGI (Bainbridge Graduate Institute) course "Using the Social Web for Social Change". Topics included Thank You and Appreciation, Opening ...

Presentation at the October Intensive on Saturday for the BGI (Bainbridge Graduate Institute) course "Using the Social Web for Social Change". Topics included Thank You and Appreciation, Opening Circle, The Firehose & The Iceberg, Community Agreement for Class, Alignment with Other Classes, Review of Weeks 1 & 2, The Online vs Offline Life, The Drexler / Sibbet Team Performance Model, Time Place Model, Four Kinds of Privacy, Questioning the Online Life.

Statistics

Views

Total Views
2,651
Views on SlideShare
2,625
Embed Views
26

Actions

Likes
4
Downloads
0
Comments
0

6 Embeds 26

http://faoa.org 14
http://blog.javier-carrete.com 5
http://www.slideshare.net 3
http://javiercarrete.blogspot.com 2
http://flavors.me 1
http://blogold-javiercarrete.blogspot.com 1

Accessibility

Categories

Upload Details

Uploaded via as Adobe PDF

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

    Week 2.1 Using The Social Web For Social Change - October Intensive Saturday (#bgimgt566sx) Week 2.1 Using The Social Web For Social Change - October Intensive Saturday (#bgimgt566sx) Presentation Transcript

    • Saturday Intensive The Online vs. Offline Life Etiquette, Exposure, Privacy, Barriers Saturday, October 3rd, Room 105
    • Thank You & Appreciation
    • Planning the Day Caleb Bushner’s Google Profile message: “I wake up every morning determined both to change the world and have one hell of a good time. Sometimes this makes planning the day a little Caleb difficult.” Bushner – EB White
    • October Intensive: Saturday Opening Circle The Firehose & The Iceberg Community Agreement for Class Alignment with Other Classes Agenda Review of Weeks 1 & 2 The Online vs Offline Life Team Performance Model Time Place Model Four Kinds of Privacy Questioning the Online Life About Sunday
    • Briefly tell us: Why are you motivated Opening Circle to increase your roles & participation online?
    • Some Quick Questions How many have seen my presentation on Community by the Numbers or Dunbar Number (online or offline)? How well do you know each other? How many are Sage? Pine? How many people have been in a team with someone else here?
    • The Firehose & the Iceberg
    • Assignments & Relevance “I guess I haven't fine tuned my personal filters. They are seeing everything as relevant at this point and my brain is rapidly trying to compartmentalize all this critical information.” Julie Mihalisin
    • The Firehose “In the morning, I got it. No mistake we are getting firehosed with information. Brilliant. Drown them in an impossible number of readings and things that will ‘encourage’ the students to convert to Google Reader sooner rather than later. (Duh!). I am convinced... Carol Schreitmueller ...I need more information than I am getting, and I need to be able to find and the retrieve it. Then read and assimilate it. Got the point. I need more info, not less, to do what I do in the business world. Filter or Die! I need this course, these tools, this experience. Tomorrow is another day. Looking forward to it!”
    • The Firehose This is a survey course – there is no way in 80 hours to teach it all You choose where to go deep, but you may exceed your 80 hours if you do We will teach some online time management techniques, but it is still up to you to manage your time “Perfection is the enemy of the good” “Ship early and often”
    • The Iceberg I teach just the tip of the iceberg There is far more knowledge out there than we can ever absorb We live in exponential times: Every year more and more information is being generated, and it is doubling faster every year. It is estimated that 40 exabytes (4.0 x 10^19) of unique new information will be generated worldwide this year. That is more then in the previous 5,000 years. However, we can learn to manage it
    • Scan Focus Act Remember Scan Focus Act Learn to be brutal with your reading. Don’t read anything that you don’t think is interesting. Scan first, then read.
    • Time Expections & Grades Personal Learning Journals 1/2 to 1 hour a week, 10% grade BGI Guide 1-2 hours a week, 30% grade Social Change Project 24-32 hours 20% complete, 10% group, 10% quality Course Participation 2 hours per week, 20% grade
    • Time Expections & Grades I understand the pressure you are under I am putting the same pressure on myself I am doing my own Personal Learning Journal I will be blogging several times a week I will be doing my own Creative Change Project
    • Time Expections & Grades 5 of you haven’t posted a Personal Learning Journal Entry, 6 of you have less then three social bookmarks Remember: “Perfection is the enemy of the good” & “Ship early and often”
    • Time Expections & Grades 5 of you haven’t posted a Personal Learning Journal Entry, 6 of you have less then three social bookmarks Remember: “Perfection is the enemy of the good” & “Ship early and often” Your team members are going to depend on you in November. If you fail them, I will fail you
    • Time Expectations & Grades 5 of you haven’t posted a Personal Learning Journal Entry, 6 of you have less then three social bookmarks Remember: “Perfection is the enemy of the good” & “Ship early and often” Your team members are going to depend on you in November. If you fail them, I will fail you If this isn’t going to work for you, the last chance to change out of course is October 8th, but you should let staff know sooner
    • Community Agreements
    • You have learned about Community community agreements in Agreements other classes. We will create an agreement for our class. Round 1 of The Braid: Each group should share experiences that they like and don’t like about class etiquette And come up with a list of common issues Scribe create a Shared Artifact 10 minutes (1 minute per person, 5 minutes talk)
    • Now go to your Round 2 Community Braid table: Agreements Report out the common issues from previous Braid, each participant should share top issues from their table Think about what community agreements we should have Consider issues of online use during intensives, use of backchannels, chat during Elluminate, blog comment etiquette, etc.
    • Scribes should report Community out to all class. Agreements Final discussion and list of our community agreements and our culture of etiquette.
    • Alignment with Other Courses
    • Alignment with Other Courses This course is also a synthesis course You will be using all you have learned so far at BGI And everything you are learning now That is why I am participating in your other classes: So that I can share in the Shared Language you are learning elsewhere Integrate those thoughts and ideas when appropriate for this course Leverage the time that you are spending in other courses
    • Alignment with Other Courses Opening Circle The Economy of Circle 180 min. = 50 sec/voice How do you convey who you are? Creativity & Right Livelihood Community Agreements Creativity Journals Leadership Personal Development Letters to self Visual representation of your timeline at bgi / river of life
    • Alignment with Other Courses Enlightened Marketing Ethics (Murphy) Non-malfeasance knowingly do no harm Non-deception do not misrepresent or deceive Protect the vulnerable not just children or elderly Distributive justice systems with consequences that create fair trade Stewardship social duties to the common good
    • Scan Review of Weeks 1 & 2 Focus Act
    • Review of Weeks 1 & 2 Shared Language & Shared Artifacts
    • Remember the conversation Shared Language yesterday in on “The Modern & Artifacts Marketing Process”? There was some discussion about lack of iteration in the model. That is a classic example how a Shared Language is created. If we had created a new model, that would be a Shared Artifact, which would have been powerful. In our course, we need to create these Shared Artifacts.
    • Review of Weeks 1 & 2 Shared Language & Shared Artifacts What are some of the other Shared Language that we have created? Any Artifacts?
    • Review of Weeks 1 & 2 Shared Language & Shared Artifacts What are some of the other Shared Language that we have created? Any Artifacts? Social Bookmarking
    • Delicious http://delicious.com/network/bgiedu/bundle:Students
    • Wordle of BGIedu http://delicious.com/network/bgiedu/bundle:Students Student’s DeliciousTags
    • Review of Weeks 1 & 2 Shared Language & Shared Artifacts What are some of the other Shared Language that we have created? Any Artifacts? Social Bookmarking Google Reader
    • Google Reader Trends http://www.google.com/reader/view/#trends-page
    • Review of Weeks 1 & 2 Shared Language & Shared Artifacts What are some of the other Shared Language that we have created? Any Artifacts? Social Bookmarking Google Reader Personal Learning Journals
    • Information Abundance “What has happened here? We have shifted from a paradigm where information was once scarce, and therefore often hoarded, to one where information is fluid and without borders. The implications are profound.” ... Bonnie J Wallace “The Australian Aborigines have a saying: The more you know, the less you need. I like to think of this as I enter into this world of fluid information sharing.”
    • America Centric “Facebook, Twitter, blogs, all allow us to "be with friends, all the time". We want that! we are social creatures. I fell in love with social networking today because of that. I realized I look on Facebook to see what my friend in Philly is up to, what my Italian amiche are doing. Social web allows that to Elyn happen.” Heyn
    • The Rest of the World “As change agents, why are we discounting the millions of people who haven't embraced technology or managed to keep up with it? Shouldn't we be courting them? Why do we continue to use keywords that are immediately slandered by special interests rather than look for Julie new ways to have conversations? Do we actually Mihalisin believe that because Facebook is so popular we can't design something better?”
    • The Rest of the World “co-create: The word has taken on a technicolor kaleidoscope multidimensional shift for me as I reflect on the key concepts thus far. There is a vast opportunity to simultaneously grow individual personal brand along with the evolving culture and brand of bgi that each of us continue to co-create.” Mauri Parks
    • The Rest of the World “One of the major driving forces in my life is joy. I want lasting and long-term joy for myself and everyone. If you look at all the things that go into joy: humor, health, community, environment, etc. you get to the need for a more simple and sustainable life for humans on this planet. Melissa Therefore, I will often focus on happiness as the Dingman outcome of sustainability efforts.”
    • The Online vs Offline Life “The lines are blurring”
    • Some More Shared Language Team Performance Model Orientation, Trust Building, Goal Clarification, Commitment, Implementation, High Performance, Renewal Time Place Model Same-Time/Same-Place, Same-Time/ Different-Place, Different-Time/ Different Place, Different-Time/Same Place
    • Some More Shared Language Four Kinds of Privacy Defensive, Human-Rights, Personal, Contextual
    • Drexler/Sibbet 1. TM 7. Orientation WHY Team Performance Renewal WHY am I here? 2. model 6. continue? Trust Hig h Building Performance WHO WOW! are you? 3. 5. Goal Clari cation Implementation WHAT WHO does WHAT, are we doing?? WHEN, WHERE? 4. Commitment HOW will we do it? CREATING S USTAINING Drexler/Sibbet http://www.grove.com/site/ourwk_gm_tp.html Team Performance Model
    • Orientation WHY When team are forming, everyone wonders WHY they are there, what their potential is and whether others 1. will accept them. People need some Orientation kind of answer to continue. WHY am I here?
    • Trust Building WHO Next, people want to know WHO they will work with – their 2. expectations, agendas and Trust competencies. Sharing builds trust and a free exchange among team Building members. WHO are you?
    • Goal Clarification WHAT The more concrete work of the team begins with clarity about team 3. goals, basic assumptions and vision. Goal Terms and definitions come to the fore. WHAT are the priorities? Clari cation WHAT are we doing??
    • Commitment HOW At some point discussions need to end and decisions must be made 4. about HOW resources, time, staff – Commitment all the bottom line constraints – will be managed. Agreed roles are key. HOW will we do it?
    • Implementation WHAT, WHEN, WHERE Teams turn the corner when they begin to sequence work and settle 5. on WHO does WHAT, WHEN, and WHERE in action. Timing and Imp lementation scheduling dominate this stage. WHO does WHAT, WHEN, WHERE?
    • High Performance WOW! When methods are mastered, a team can begin to change its goals and flexibly respond to the environment. 6. The team say can say WOW! and Hig h surpass expectations. Performance WOW!
    • Renewal WHY Teams are dynamic. People get tired; members change. People wonder WHY continue? It's time to harvest 7. learning and prepare for a new cycle Renewal of action. WHY continue?
    • Orientation » Trust Building What keeps someone from moving forward? Disorientation 1. Orientation Uncertainty WHY Fear am I here? What is required to move to Trust 2. Trust Building? Building Purpose WHO are you? Team Identity Membership
    • Trust Building » Goal Clarification What keeps someone from moving forward? 2. Caution Trust Mistrust Building WHO Facade are you? What is required to move to Goal 3. Goal Clarification? Clari cation WHAT Mutual Regard are we doing?? Forthrightness Reliability
    • Goal Clarification » Commitment What keeps someone from moving forward? 3. Goal Dependence Clari cation Resistance WHAT are we doing?? What is required to move to Commitment? 4. Commitment Assigned roles HOW Allocated resources will we do it? Decisions made
    • Commitment » Implementation What keeps someone from moving forward? 5. Conflict/confusion Imp lementation Nonalignment WHO does WHAT, WHEN, WHERE? Missed deadlines 4. What is required to move to Commitment Implementation? HOW Clear process will we do it? Alignment Disciplined execution
    • Implementation » High Performance What keeps someone from moving forward? Overload 6. Hig h Disharmony Performance WOW! What is required to move to High Performance? 5. Spontaneous interaction Imp lementation WHO does WHAT, Synergy WHEN, WHERE? Surpassing results
    • High Performance » Renewal What keeps someone from moving forward? Boredom 7. Renewal Burnout WHY What is required to move to continue? Renewal? 6. Recognition & celebration Hig h Performance Change Mastery WOW! Staying power
    • Drexler/Sibbet Resolved Team Performance Resolved TM Recognition & P urpose celebration 1. C hange mastery 7. T eam Identit y model Orientation Membershi p S taying power Renewal Resolved WHY S pontaneous interaction WHY am I here? Resolved S ynergy continue? Mutual regard S urpassing results Forthrightness 2. Reliability 6. Unresolved Unresolved Trust Resolved Resolved Disorientation Hig h B oredom Building E xplicit assumptions Clear processes B urnout Uncertainty Clear, integrated Alignment Performance F ear WHO goals Discipl ined WOW! Unreso lved are you? S hared vision execution Unresolved C aution 3. Overload Mis trus t 5. Goal Disharmony F acade Resolv ed Implementation Clari cation Assigned roles Unreso lved WHO does WHAT, Apathy WHAT Allocated S kepticism are we doing?? resources WHEN, WHE R E? Unresolved Irrelevant Decisio ns ma de C on ict/confus ion competition Nonalignment Unreso lved 4. Missed dealines Dependence Commitment Resistance HOW will we do it? CREATING S USTAINING Drexler/Sibbet http://www.grove.com/site/ourwk_gm_tp.html Team Performance Model
    • Same Time Different Time Same Same Place Different Place Place Different Same Time Different Place Different Place Different Time Same Different Time Time Place Model
    • Graffiti, Same Face-to-Face Posting Board Intensive Place Different Elluminate, Moodle, Chat, IM Email Same Different Time Time Place Model
    • Drexler/Sibbet 1. TM 7. Orientation Team Performance Renewal WHY e WHY model ac continue? Pl am I here? e m Sa 2. e 6. im Trust eT Hig h Building m Performance Sa WHO WOW! are you? Sa m 3. eT 5. e Goal lac im Implementation tP e Clari cation Sa en WHAT WHO does WHAT, m er e iff Pla are we doing?? WHEN, WHERE? D ce e im tT 4. Sa en m Commitment er eT iff im HOW D e Di will we do it? ffe re ntP lac e CREATING S USTAINING Team Performance & http://www.educ.msu.edu/epfp/photos/mvu/website/ Time Place Model images/team_performance.gif
    • Stages of Team Development: Forming, Storming, Norming, Performing* performance time Same Time Same Place Different Time Different Place Same Time Different Place * Bruce Tuckman, 1965
    • Hackman’s Conditions for Team Effectiveness Supportive Organizational Context Te a m Eff Co ec tiv mp e ne e elli ss tur ng norms uc Str autonomy •product acceptable team size clear Dir to client ec ng feedback challenging tio bli n •team grows in capability a meaningful work consequential En •individual members learn responsibility accountability Real Team J. Richard Hackman, Leading Teams: Setting the stage Expert Coaching for Great performances. Harvard Business School Press, 2002
    • Hackman’s Conditions for Team Effectiveness Supportive Organizational Context 2. Trust Building Te WHO a m Eff Co are you? ec tiv mp e ne e elli ss 7. tur 1. 4. Renewal ng norms uc Orientation Commitment WHY Str autonomy •product acceptable Dir WHY HOW continue? am I here? team size clear will we do it? to client ec ng feedback challenging tio bli n •team grows in capability a meaningful work consequential En •individual members 5. learn Imp lementation responsibility WHO does WHAT, 6. accountability WHEN, WHERE? Hig h Performance 3. Real Team WOW! Goal Clari cation WHAT are we doing?? J. Richard Hackman, Leading Teams: Setting the stage Expert Coaching for Great performances. Harvard Business School Press, 2002
    • Four Kinds of Privacy
    • Four Kinds of Privacy Defensive Privacy “2007: The number of US adult victims of identity fraud 8.4 million in 2007. Total one year fraud amount $49.3 billion in 2007. The mean fraud amount per fraud victim $5,720 in 2007. The mean resolution time 25 hours per victim in 2007” – Privacy Law Center
    • Four Kinds of Privacy Human-Rights Privacy “These registration systems and the related identity cards played an important role in the apprehension of Dutch Jews and Gypsies prior to their eventual deportation to the death camps. Dutch Jews had the highest death rate (73 percent) of Jews residing in any occupied western European country--far higher than the death rate among the Jewish population of Belgium (40 percent) and France (25 percent), for example.” – “Dark Side of Numbers” Seltzer & Anderson
    • Four Kinds of Privacy Personal Privacy “They:The makers of the Constitution: conferred, as against the government, the right to be let alone – the most comprehensive of rights and the right most valued by civilized men." – Supreme Court Justice Louis D. Brandeis (1928) “I am a technological activist. I have a political agenda. I am in favor of basic human rights: to free speech, to use any information and technology, to purchase and use recreational drugs, to enjoy and purchase so-called 'vices', to be free of intruders, and to privacy.” – Bram Cohen, creator of BitTorrent (1999)
    • Four Kinds of Privacy Contextual Privacy “Ickiness is the guttural reaction that makes you cringe, scrunch your nose or gasp ‘ick’ simply because there’s something slightly off, something disconcerting, something not socially right about an interaction.” – danah boyd (2004)
    • Questioning the Online Life
    • Value of Virtual Life? “Friends and I have had some debate about the value of a virtual life. The main points that have been raised in the conversations I had this week can be summed up as follows: 1. The virtual world allows for us to connect and share information remotely and this is a positive outcome, Ryan human relationships are incredibly important. Brown 2. On the other hand this virtual world occasionally leads to people losing touch with their real lives, which is a negative outcome leading to poor mental and physical health.”
    • Creators & Change Agents You are all Creators “Publication is a self-invasion of privacy.” – Marshal McLuhan You all all Change Agents “In exchange for power, influence, command and a place in history, a president gives up the bulk of his privacy.” – Roger Mudd What are you willing to risk to affect change?
    • Write down: One thing you like about Take a Panel the online life One thing you don’t One reason why you are motivated to express yourself online One thing that blocks you needlessly from fully participating online What is your worst case scenario?
    • Round 3 of The Braid: Round 3 of Share with your table Braid what you feel open to talk about from your list And come up with a list of common issues The scribe should create a Shared Artifact 10 minutes (1 minute per person, 5 minutes talk)
    • Now go to your Round 4 Round 4 of Braid table: Braid Report out the common issues from previous Braid, each participant should share top issues from their table. Consider the following quotes:
    • “Publication is a self-invasion Round 4 of of privacy.” Braid – Marshall McLuhan “In exchange for power, influence, command and a place in history, a president gives up the bulk of his privacy.” – Roger Mudd “You already have zero privacy – get over it” – Scott McNeally “I restore myself alone. A career is born in public — talent in privacy.” – Marilyn Monroe
    • (if time, Round 5 Braid) Braid Report Out Scribes should report out to all class. Final discussion of issues
    • About Sunday
    • Sunday 9:15 Topics: Personal Brand Think about the strengths and passions you learned from CRL and LDP Kickoff: BGI Guides Think about what topic you wish to have as your “beat” as a BGI Guide. You have a two-month commitment to topic Same as Marketing topic?
    • Questions? Feedback? ChristopherA@LifeWithAlacrity.com NO Elluminate Monday! Next is Elluminate Session C October 12, 2009: 7pm PT