(1) Change…(part 2)
There are times when we identify a need for a new different idea, new plans or a situation of change. This requires accept that we need to move from the comfort place and accepted ideas to another threshold. If we were working in a group of people, this requires communicating the benefits of change to gain the necessary consesus and cooperation to move forward.
The complexity of global change reproduces its characteristic at the learning scenarios. So, learners, facilitors, professors, coachers, we can experience change in many ways. We move from:
1. Linear learning to interactive learning with hypermedia (links + multimedia).
2. Instruction to the construction of learning and knowledge discovery.
3. Learning focused on the expert teacher by learning focused on the learner.
4. Absorb the content and knowledge to learning how to learn and how to navigate.
5. Learning to learn personalized to mass socialized learning.
6. Learning bored by inactivity learning fun and challenging.
7. Learning that defines the teacher as a transmitter to learn who has the teacher as a facilitator.
8. Learning by interacting only with materials,by interacting with other people networked learning synchronously and asynchronously. (Don Tapscott, 1998)
The issues above are common areas in which many of us, who are connected to learning, had experienced and were moved to make a change. This involve a process of change from the individual to the organization itself. That requires to integrate the technological culture and communications, to a new way of thinking the learning and teaching and, of course, our personal competences, attitudes, perspectives, cognitive and technical skills.
I think that people do not identify their own projects as “change” because they are acting on their aspirations to get something done. That is the reason why groups that innovate successfully, seek their own ideas, encourage different experiments and initiate new projects.
How could we motivate each person so that we could match global issues to that person´s individual interest?
So, how do we get people to buy into the need for a change?
How to involve people to become part of a change?
(1) Stephen Downes ´s article “Patterns of change”