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

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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.

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  • 1. Saturday Intensive The Online vs. Offline Life Etiquette, Exposure, Privacy, Barriers Saturday, October 3rd, Room 105
  • 2. ThankYou & Appreciation
  • 3. 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 difficult.” – EB White Caleb Bushner
  • 4. October Intensive: Saturday Opening Circle The Firehose & The Iceberg Community Agreement for Class Alignment with Other Classes 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 Agenda
  • 5. Opening Circle Briefly tell us: Why are you motivated to increase your roles & participation online?
  • 6. 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?
  • 7. The Firehose & the Iceberg
  • 8. 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
  • 9. 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... ...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!” Carol Schreitmueller
  • 10. 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”
  • 11. 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
  • 12. 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.
  • 13. 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
  • 14. 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
  • 15. 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”
  • 16. 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
  • 17. 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
  • 18. Community Agreements
  • 19. Community Agreements You have learned about community agreements in 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)
  • 20. Community Agreements Now go to your Round 2 Braid table: 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.
  • 21. Community Agreements Scribes should report out to all class. Final discussion and list of our community agreements and our culture of etiquette.
  • 22. Alignment with Other Courses
  • 23. 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
  • 24. 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
  • 25. 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
  • 26. Review of Weeks 1 & 2 Scan Focus Act
  • 27. Review of Weeks 1 & 2 Shared Language & Shared Artifacts
  • 28. Shared Language & Artifacts Remember the conversation yesterday in on “The Modern 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.
  • 29. Review of Weeks 1 & 2 Shared Language & Shared Artifacts What are some of the other Shared Language that we have created? Any Artifacts?
  • 30. 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
  • 31. Delicious http://delicious.com/network/bgiedu/bundle:Students
  • 32. Wordle of BGIedu Student’s DeliciousTags http://delicious.com/network/bgiedu/bundle:Students
  • 33. 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
  • 34. Google Reader Trends http://www.google.com/reader/view/#trends-page
  • 35. 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
  • 36. 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.” ... “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.” Bonnie J Wallace
  • 37. 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 happen.” Elyn Heyn
  • 38. 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 new ways to have conversations? Do we actually believe that because Facebook is so popular we can't design something better?” Julie Mihalisin
  • 39. 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
  • 40. 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. Therefore, I will often focus on happiness as the outcome of sustainability efforts.” Melissa Dingman
  • 41. The Online vs Offline Life “The lines are blurring”
  • 42. 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
  • 43. Some More Shared Language Four Kinds of Privacy Defensive, Human-Rights, Personal, Contextual
  • 44. CREATING S USTAINING 1. Orientation WHY am I here? 2. Trust Building WHO are you? 3. Goal Clarification WHAT are we doing?? 5. Implementation WHO does WHAT, WHEN, WHERE? 7. Renewal WHY continue? model TM Team Performance Drexler/Sibbet 4. Commitment HOW will we do it? 6. Hig h Performance WOW! Drexler/Sibbet Team Performance Model http://www.grove.com/site/ourwk_gm_tp.html
  • 45. 1. Orientation WHY am I here? Orientation WHY When team are forming, everyone wonders WHY they are there, what their potential is and whether others will accept them. People need some kind of answer to continue.
  • 46. 2. Trust Building WHO are you? Trust Building WHO Next, people want to know WHO they will work with – their expectations, agendas and competencies. Sharing builds trust and a free exchange among team members.
  • 47. 3. Goal Clarification WHAT are we doing?? Goal Clarification WHAT The more concrete work of the team begins with clarity about team goals, basic assumptions and vision. Terms and definitions come to the fore. WHAT are the priorities?
  • 48. 4. Commitment HOW will we do it? Commitment HOW At some point discussions need to end and decisions must be made about HOW resources, time, staff – all the bottom line constraints – will be managed.Agreed roles are key.
  • 49. 5. Implementation WHO does WHAT, WHEN, WHERE? Implementation WHAT, WHEN, WHERE Teams turn the corner when they begin to sequence work and settle on WHO does WHAT, WHEN, and WHERE in action.Timing and scheduling dominate this stage.
  • 50. 6. Hig h Performance WOW! High Performance WOW! When methods are mastered, a team can begin to change its goals and flexibly respond to the environment. The team say can say WOW! and surpass expectations.
  • 51. 7. Renewal WHY continue? Renewal WHY Teams are dynamic. People get tired; members change. People wonder WHY continue? It's time to harvest learning and prepare for a new cycle of action.
  • 52. 1. Orientation WHY am I here? 2. Trust Building WHO are you? Orientation »Trust Building What keeps someone from moving forward? Disorientation Uncertainty Fear What is required to move to Trust Building? Purpose Team Identity Membership
  • 53. 2. Trust Building WHO are you? Goal Clarification WHAT are we doing?? 3. Trust Building » Goal Clarification What keeps someone from moving forward? Caution Mistrust Facade What is required to move to Goal Clarification? Mutual Regard Forthrightness Reliability
  • 54. 3. Goal Clarification WHAT are we doing?? 4. Commitment HOW will we do it? Goal Clarification » Commitment What keeps someone from moving forward? Dependence Resistance What is required to move to Commitment? Assigned roles Allocated resources Decisions made
  • 55. 5. Implementation WHO does WHAT, WHEN, WHERE? 4. Commitment HOW will we do it? Commitment » Implementation What keeps someone from moving forward? Conflict/confusion Nonalignment Missed deadlines What is required to move to Implementation? Clear process Alignment Disciplined execution
  • 56. 5. Implementation WHO does WHAT, WHEN, WHERE? 6. Hig h Performance WOW! Implementation » High Performance What keeps someone from moving forward? Overload Disharmony What is required to move to High Performance? Spontaneous interaction Synergy Surpassing results
  • 57. 7. Renewal WHY continue? 6. Hig h Performance WOW! High Performance » Renewal What keeps someone from moving forward? Boredom Burnout What is required to move to Renewal? Recognition & celebration Change Mastery Staying power
  • 58. CREATING S USTAINING 1. Orientation WHY am I here? 2. Trust Building WHO are you? 3. Goal Clarification WHAT are we doing?? 5. Implementation WHO does WHAT, WHEN, WHE R E? 7. Renewal WHY continue? Resolved Purpose Team Identit y Membershi p Unresolved Disorientation Uncertainty Fear Resolved Mutual regard Forthrightness Reliability Unreso lved Caution Mistrust Facade Unreso lved Apathy S kepticism Irrelevant competition Unreso lved Dependence Resistance Resolved E xplicit assumptions Clear, integrated goals S hared vision Resolv ed Assigned roles Allocated resources Decisio ns ma de Resolved Clear processes Alignment Discipl ined execution Resolved S pontaneous interaction S ynergy S urpassing results Resolved Recognition & celebration Change mastery S taying power Unresolved Overload Disharmony Unresolved Conflict/confusion Nonalignment Missed dealines model TM Team Performance Drexler/Sibbet 4. Commitment HOW will we do it? 6. Hig h Performance WOW! Unresolved Boredom Burnout Drexler/Sibbet Team Performance Model http://www.grove.com/site/ourwk_gm_tp.html
  • 59. Time Place Model Same Time Place DifferentSame Different SameTime Same Place Different Place DifferentTime SameTime Different Place DifferentTime Different Place
  • 60. Time Place Model Same Time Place DifferentSame Different Face-to-Face Intensive Moodle, Email Graffiti, Posting Board Elluminate, Chat, IM
  • 61. CREATING S USTAINING 1. Orientation WHY am I here? 2. Trust Building WHO are you? 3. Goal Clarification WHAT are we doing?? 5. Implementation WHO does WHAT, WHEN, WHERE? 7. Renewal WHY continue? model TM Team Performance Drexler/Sibbet 4. Commitment HOW will we do it? 6. Hig h Performance WOW! Team Performance & Time Place Model http://www.educ.msu.edu/epfp/photos/mvu/website/ images/team_performance.gif Sam eTim e Sam e Place Sam eTim e Different Place D ifferentTim e D ifferentPlace Sam eTim e Sam e Place
  • 62. Stages of Team Development: Forming, Storming, Norming, Performing* time performance * Bruce Tuckman, 1965 Same Time Same Place Same Time Different Place Different Time Different Place
  • 63. Supportive Organizational Context Expert Coaching Real Team CompellingDirection •product acceptable to client •team grows in capability •individual members learn Hackman’s Conditions for Team Effectiveness Team Effectiveness clear challenging consequential responsibility accountability norms autonomy team size feedback meaningful work J. Richard Hackman, Leading Teams: Setting the stage for Great performances. Harvard Business School Press, 2002 EnablingStructure
  • 64. Supportive Organizational Context Expert Coaching Real Team CompellingDirection •product acceptable to client •team grows in capability •individual members learn Hackman’s Conditions for Team Effectiveness Team Effectiveness clear challenging consequential responsibility accountability norms autonomy team size feedback meaningful work 2. Trust Building WHO are you? J. Richard Hackman, Leading Teams: Setting the stage for Great performances. Harvard Business School Press, 2002 1. Orientation WHY am I here? 3. Goal Clarification WHAT are we doing?? EnablingStructure 4. Commitment HOW will we do it? 5. Implementation WHO does WHAT, WHEN, WHERE? 6. Hig h Performance WOW! 7. Renewal WHY continue?
  • 65. Four Kinds of Privacy
  • 66. 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
  • 67. 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
  • 68. 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)
  • 69. 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)
  • 70. Questioning the Online Life
  • 71. 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, human relationships are incredibly important. 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.” Ryan Brown
  • 72. 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?
  • 73. Take a Panel Write down: One thing you like about 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?
  • 74. Round 3 of Braid Round 3 of The Braid: Share with your table 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)
  • 75. Round 4 of Braid Now go to your Round 4 Braid table: Report out the common issues from previous Braid, each participant should share top issues from their table. Consider the following quotes:
  • 76. Round 4 of Braid “Publication is a self-invasion of privacy.” – 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
  • 77. Braid Report Out (if time, Round 5 Braid) Scribes should report out to all class. Final discussion of issues
  • 78. About Sunday
  • 79. 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?
  • 80. Questions? Feedback? ChristopherA@LifeWithAlacrity.com NO Elluminate Monday! Next is Elluminate Session C October 12, 2009: 7pm PT

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