Building on my last post on culture change I want to look at how providing recognition for staff will increase the uptake of TEL and strengthen the cultural change.
If someone gets recognition/praise/esteem for something they have done they are dramatically more likely to do something similar. Similarly others that see them get this recognition are more likely to try doing something similar
Internal recognition – you should by now have a group of staff that you have done a significant amount of work with. You can provide them with some recognition by writing up what they have done as case studies (and surfacing the case studies on your website/VLE etc) and asking them to speak at any conferences that you organise.
Similarly you might wish to nominate some of them for Teaching and Learning awards if your organisation has such awards (interestingly at Bristol for the past 2 years every single person receiving an award has been someone that has done work with the TEL team – although the awards were frequently for something else they had done).
If you ever have the opportunity mention the work staff have done to their management. Although it is outside of your control, informing areas about staff who are making a change increases the chance they will be praised for that work and may even lead to them being allocated time to do further work in this area.
Mention their names to others that are planning similar work (“we did this with Dr X last year, have a talk to her I am sure she would be happy to give you some advice”).
Of course you can do the traditional things and name check people if you present to external conferences, you might even want to co-publish a research paper on some of the work you have done with staff if you have the academic background.
However there is a more immediate form of external recognition available – blogs, social media and communities
Now there are advantages to being a connected educator, and I hope that by the time you are considering external recognition you have already been encouraging your staff to blog. If your staff are engaging and connecting via a PLN (personal learning network) then they will be sharing what they do – and the first time they get a like/+1/comment they will get a little rush of endorphins because someone likes what they are doing. The more they do it the more they will get. You as a TEL team can jump start the process by providing/directing staff to communities to share with so that they have an immediate audience and don’t have to start out sharing with emptyness
Actually this is an area that TEL staff have very little influence over, the decision to make TEL part of your professional practice is either
- an individual’s decision (“I want to teach well, I believe integrating technology into my practice makes my teaching better, thus using technology is part of my job“)
- Or an Organisational decision (“This University believes in good teaching and believes effective use of technology encourages good teaching. So we will discuss TEL in recruitment, promotion and annual review. Thus using technology is part of everybody’s job“)
What TEL staff can do is make sure the support structure is in place so that when those decisions are made they are a concrete change rather than just an optimistic expression of intent.