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Pure Peer-to-Peer Learning: Toward Peeragogy | DMLcentral

Pure Peer-to-Peer Learning:  Toward Peeragogy | DMLcentral | Agile Learning | Scoop.it

"If we do this right, I'll learn more about facilitating others to self-organize learning."


Toward Peeragogy: the transformative power of high-end, peer-to-peer, global learning via the internet and social media.


From the author of a UC-Berkley post:


I've been invited to deliver the 2011 Regents' Lecture at University of California, Berkeley. I intend to expand the paragogy universe by instigating a peer-created guide to pure peer-to-peer learning. I'm calling it "peeragogy."


While "paragogy" is more etymologically correct, "peeragogy" is self-explanatory.


In my lecture, I'll explain the evolution of my own pedagogy and reveal some of what I've discovered in the world of online self-organized learning. Then I will invite volunteers to join me in a two week hybrid of face-to-face seminars and online discussion.


Can we self-organize our research, discover, summarize, and prioritize what is known through theory and practice, then propose, argue, and share a tentative resource guide for peeragogical groups?


In theory, those who use our guide to pursue their own explorations can edit the guide to reflect new learning.


It's not exactly a matter of making my own role of teacher obsolete. If we do this right, I'll learn more about facilitating others to self-organize learning.


This is the last in a very popular series. The previous three posts are: D.I.Y.U.: An Experiment, Pop Up U, and Learning Reimagined: Participatory, Peer, Global, Online.

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Scooped by Deb Nystrom, REVELN
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Talent is irrelevant and so 1971... What makes for a talented group and innovative result?

Talent is irrelevant and so 1971...  What makes for a talented group and innovative result? | Agile Learning | Scoop.it

At least, the author admits, talent is less relevant TODAY in this blog post:


  • Less work is being done by individuals and more work is being done by groups
   
  • Nobel prizes are increasingly awarded to multiple individuals, research papers increasingly cite numerous individuals
   
  • Inside our organizations more projects and objectives are anchored to groups of people. 
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   ...our three most wasted assets inside the organization are knowledge, perspectives and heuristics…inside a persons brain, the mash-up of their identity and experience.
    
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Excerpts:
    

Individual ability / competence / talent are one variable among many in the equation. Putting a group of talented individuals at a table together does not make a talented group.

   

Relational skills, communication skills, empathy, flexibility…all of these are part of the equation as well.  And so is diversity.

   

Very likely our three most wasted assets inside the organization are knowledge, perspectives and heuristics…the stuff inside a persons brain, the mash-up of their identity and experience.

   

When you bring a group together to do serious work, the bigger your aggregate collection of knowledge, perspectives and heuristics is, the more likely you are to have access to the tools necessary to generate an optimal result and the less likely you are to be limited and compromised by shared blind spots.

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