Elon Musk – Innovator

A very interesting video – an interview that Elon Musk gave to Chinese TV, In it he talks about many things; handling risk, increasing the odds of a successful new business and his plans for SpaceX and Tesla.

For me, the most interesting parts come towards the end of the interview – firstly, his concerns that standard school wasn’t giving his five children what they needed as preparation for life (so he launched a school) and his core philosophy behind all that he does – “Am I being useful?”

There’s also a very valuable and important lesson for today’s young in there – cooking the meal may be the part that you really enjoy, the part that you want to do and that gives you pleasure. However, the kitchen still has to be cleaned up and there’s no getting away from those tasks. You can’t have one without the other.

When You’re at the Top, Reform !!

Over the last 5-6 years we’ve been hearing lots about the education system of Finland, because it’s been the standout country, as the only one outside the Far East to consistently rank in the top 5 of country performances for students taking the PISA examinations worldwide.

Educators from many countries, both from private and public sectors have flooded to Finland to see what they do different and what others might learn from them to improve their own education systems. Books have been written on the subject and miles of newsprint.

So, when the world is beating a path to your door to learn whatever they can from you, what do you do next?

Well, if your’re the leading thinkers shaping the education system of the country – you change it, driven by dissatisfaction about whether your current education system and approach is effectively preparing young people for the Twenty First Century.

The changes they’re introducing are quite radical and very interesting – a big shift away from teaching ‘subjects’ towards thematic learning with a cross-curricular approach. The expectations are that teachers will develop skills across subject boundaries and will collaborate with their colleagues.

There’s going to be lots of curiosity about whether they can make these changes and retain their strong showing in the international comparative assessments.

Independent UK Article – Finland Schools

Sir Ken’s New Book

The educator’s educator has a new book out – another to go on to my ‘To Read’ list.

This is an informative interview with Sir Ken where, amongst other things he talks extensively about ‘standardisation’, favouring personalization and a move away from trying to treat pupils as data points and to get the rampant ‘testing’ machine under control.

Edweek – Q & A with Sir Ken Robinson

He also has some very interesting things to say about dismantling the hierarchy of subjects within education, particularly giving due importance to vocational learning. This was an ironic one for me to hear as it mirrored a conversation with a parent just yesterday.

In the interview, he also touches upon issues such as teacher selection and training.

Well worth a listen – and I’m sure will inspire some like me to look out for the new book.

The Future of College

There’s a saying that’s sometimes used by self-help gurus and management/ leadership experts that says that there’s not much point in climbing to the top of the ladder, only to find that the ladder’s leaning against the wrong wall!

Well, the same could well be applied to the process of education. To many students (and parents) today, their focus as far as outcomes from school education is simple – the best possible scores/ results that enables the best college or university admission. In India this leads to bizarre circumstances where the cut-offs for admissions in some colleges can exceed 100% (Ok, yes, work that one out). When parents see this happening to today’s school pass-outs, they tend to figure that they must double up on their efforts to drive and extract maximum score performance from their child with increased pressure on academic performance (never mind whether we’re really giving thought to the ‘how’ of great academic achievement – that’s an article for another day).

However, what if, by the time your child leaves school the college or university as we know it today no longer exists? If that is a serious possibility then might it cause parents to re-evaluate what their child really needs from their school education.

Here’s a fascinating article from Fast Company that explores changes that are already happening in further Education right now and there’s no question if these continue, then college will look very different for the children studying in schools today.

Fast Company – This is the Future of College

As I read this I had a few thoughts. Firstly, I suspect strongly that there’s still a lot of scope for more innovation that we haven’t started to see yet. Secondly, the pressure for these innovations and changes is already coming, especially from industry and employers who have started making very clear how they are not prepared to accept a further education system that turns out too few candidates with the skills and competencies that employers need and require.

Finally, if college is going to change so drastically, what kind of ‘different ladder’ are students going to need from school? How will their schooling need to be different? I’d love to get views of parents, fellow educators and even students. Whatever, the answers, it’s clear to me it won’t be about chasing another 0.1% on board results.

Disruptive Innovation

I’ve really enjoyed reading Clayton Christensen’s books on disruptive innovation, especially “Disrupting Class” in which he explored the forces that may well bring big changes in the field of education;

Clayton Christensen – Disrupting Class

What is key to understand is that disruption doesn’t happen to bad companies or systems particularly. Rather, it’s a product of the fact that there are built in reasons why success breeds a mindset and a tendency to look only at incrementalism and ‘safe’ innovation. Major changes/ innovations aren’t seen as a big threat – until it’s too late.

I’ve recently come across this great short animated video that explains the concept really well:

12 Manage – Video – Disruptive Innovation
(Click on the link to open the page and view the video)

Getting the Right People ‘On The Bus’

There is no doubt that schools are a ‘people business’. Management and leaders can have the most amazing ideas and vision for what they want their school to be, but if they don’t get the right ‘people on the bus’, then that’s a forlorn hope. Of course, once those people are on the bus, there are vital factors related to how they are inducted, trained, lead, motivated and incentivized – I can save those aspects for another day. Here, I want to focus on how people are selected to join a school’s team.

However, I have been concerned for a long time that way too many schools treat their recruitment processes too cavalierly. I’ve seen too much evidence of those who see it as more important to ‘get a body’ to fill a vacancy quickly, rather than developing the right pipeline to bring in the talent needed to fulfil the school’s vision. Interviews that last little more than 10 minutes are commonplace. Where schools do invest significant time in the recruitment process, I’m not at all sure that time is well used. For example, if a school espouses a philosophy based upon differentiation, personalized learning and the importance of the teacher’s relationship with students (understanding their individual needs), then what purpose is really served by demo lessons where the teacher candidate is asked to prepare a lesson, come in to school and deliver it to a room full of students they’ve never met before? The key word in that sentence is probably ‘deliver’ as the demo lesson is a throwback to days when teachers did essentially ‘deliver’ lessons. The fact that they might ask students to engage, take questions and answers and engage in two way dialogue isn’t really the answer. All too often, the most self-confident and assured students will engage and the ones who can’t answer the questions will be avoided by the candidate teacher (because they may make him/ her look bad).

Many years ago, when I was graduating from college, I went through selection processes with a number of organisations. Two in particular stand out. In one case, there was a preliminary interview. Then, I was informed that I had been short-listed for inclusion in a selection weekend. I went, along with around 40 other people, to a hotel in the city where the organisation had its Head Office. We all checked in on the Friday evening. Then, for 48 hours we were basically ‘under the microscope’. We had a variety of activities to participate in, completed psychometric profiles and various interviews or discussions where we were often asked to explain the thinking behind how we had acted/ decisions we had made in the various exercises. Assessment didn’t stop in the evenings in the bar or the restaurant! To me, here was an organisation whose recruitment process was clearly part and parcel with their ‘brand’. It sent a very clear message that having the right people in their teams really mattered. Also, although it wasn’t discussed, it must have provided a wealth of information to the Company to plan the development and professional progress of individuals after they joined.

many might say that the route taken by that company was incredibly expensive. However, there’s now ample evidence that the financial costs, not to mention all the other costs, of wrong hiring decisions can be enormous. In the bigger sense, can you really proclaim that you’re a ‘people business’ and that your team are the deliverers of excellence for your organisation – and then be so arbitrary in their selection?

Sometimes, I believe we need to be ready to take lessons and ideas from wherever we can find them. So, I was interested to read this article in which ideas are shared by a senior figure in the IT field – someone who contributed a lot to the success of Hulu and is now with Flipboard. The aspect I found most interesting was the use of data to manage the recruitment ‘pipeline’. Yes, we have some different issues influencing what we do in education and when we need to onboard new teachers etc. but i still believe we can learn from others;

Fast Company – hiring Formula for Finding the Right People

I would be interested to know from others;
a) What do you believe we should be looking for when selecting new teachers in a school – our criteria?
b) How best might we test for/ explore whether the teacher candidate meets the criteria?

Learning to Love Learning

I’ve long been a fan of Dan Pink’s writing, so had already made a mental note a couple of weeks ago that he had a new book out that needed to be added to my ‘To be read’ list. So I was even happier when I came across this article that highlights that education gets its due attention in the book.

Mindshift Article – Dan Pink: How Teachers Can Sell Love of Learning

As someone who drifted through a large part of my own school education disengaged, the issue of engagement is one that has motivated me over many years. Also, I’ve long held the view that our school systems are way too driven by external motivation. At times it really seems like both teachers and parents believe that, left to their own choices, children couldn’t possibly be curious or motivated to learn ‘the right stuff’, so there’s no choice but to coerce them along the way with various combinations of sticks and carrots. To many, the only thing to differentiate progressive child-centric more nurturing education is more of the latter and less ‘stick’.

When I see a child for whom the highlight of their day was a star written on the back of their hand, or a smiley sticker, it doesn’t fill me with joy. Rather, it makes me fearful that schools continue to produce ‘pleasers’, young people trained in the ways of blind obedience, compliance and conformity – I don’t believe this is how leaders are made, or creative thinkers. That a few of these still manage to emerge from the system is despite and not because of. We need to be developing our education systems in ways that actually develop genuine personalisation, linking learning for the individual pupil to their real world, to things that interest them and in which they will be naturally engaged and motivated to learn.

We have a long road ahead, but it’s a fascinating challenge.

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