The online meeting world is making actors out of us all. The exaggerated wave, the huge body guffaw, the overstated surprise face. It’s all part of communicating. In most meetings we need to stay on mute so that the noise isn’t too cacophonic. So we need to deploy an exaggerated body shape to send a message. It will be interesting returning to face to face meetings to see if the new behaviours remain.
I’m pretty much used to the lockdown life. The still life. I enjoy depending on my own resources and focussing on personal, private interests that energise me. My years in remote indigenous communities without TV, newspapers, before the internet, and in some instances, without power have entrenched an internal strength – and preference. It’s inevitable that writing, reading and thinking are my prime activities. Other are more artistic with inward expressions. Even in my childhood, we were an insular family who rejected most extended family and friend invites. No school friends were invited around because my Father had a home
I’ll have to admit that my best managers have been those that displayed humility. There was no sense of arrogance or superiority in their engagement with me or my colleagues. And the same applies to teachers. Humility isn’t easy. It’s a swallowing of pride. Having a sense of always learning. There are many times questions arise and the answers appear easy. By being humble the learner can better learn through exploring. Independently. Arriving at the answer themselves. Humility means always being in awe. Jeff Goldblum always seems to be in awe. He’s always amazed at stuff – his whole body
Many an IT update is best explained with a video explainer.
I very much avoid endorsing the ‘chalk and talk’, ‘stand up the front’ classroom model of sharing the information. But it’s hard to avoid when I present a change or an update. I know the users rarely absorb the new information in this format. They need true learning support. And it’s normally in the form of a job aid, or a helpdesk. But it is nearly impossible to avoid the initial presentation mode. And at the same time we know that this is not training, and hardly learning. This all about outlining the scope. “Ladies and gentlemen, we have made
My gang, my tribe, my squad. I’d never really thought about how important they are, but now with Lockdown and WFH, they emerge as probably my most important asset. I’ve tried building communities online through the usual suspects (Facebook, Twitter, Instagram). It’s so hard to keep everyone’s attention. They really are artificial communities. Not a lot in common, except a polite shared admiration of some food photo. Hardly the same. I doubt if any need I have will be answered with any ‘real’ response. Except maybe with the clicking of an emoji. However, when you build a work team around
Our team at work had to change their work tasks because of the change in environment. So they were redeployed to another temporary role. There was still a need for their original workflow to be actioned, so they in turn were backfilled by another less knowledgable team that had capacity. What then needed to happen was for that new incoming team be shown how to action some of the tasks. The best form of learning was to do two things: Create a chat channel which the new team members could use to respond to questions on the fly, and Create
Post-Workshop Surveys are often unintentionally intended to ensure that everyone was happy with the workshop and generally had a beneficial day. Organisers probably expect one or two suggestions of improvement, but after all the effort they put into the event, they expect the positive to well outweigh the negative. In fact, if there is any trending below ‘Well Done’, it’s human to feel a bit deflated. After all, you’ve tried your best, and really you are offering either what was asked of you, or what your experience has told you. That’s why Surveys are often called Happy Sheets. Often, they