Mobile Social Media Goes Even More to Video

video on phone

The web went mobile years ago. Video went mobile with smartphones. Social media went mobile soon after. And next social media went video crazy.

Facebook and Instagram (which it owns) have launched a separate app called IGTV. This is an app for watching long-form, vertical video from Instagram creators. It is a video hub, but it is not for episodic, TV-like content.

But Facebook is interested in that kind of content.

With Facebook's 8 billion daily video views per day, Facebook doesn't want text - which is still a huge part of the Facebook experience - to dominate.  They are moving towards an even more video-oriented site.

They started by introducing a new Watch section to a small group of US users. The new platform differs from  IGTV which targets Instagram’s younger audience. That audience is made up of a lot of Generation Z who were NOT brought up on TV. Instagram says "We've learned that younger audiences are spending more time with amateur content creators and less time with professionals." 

Instagram is supposed to be meeting with online creators hoping to lure them into the new video platform. They are looking for things like 10 minute vlogs, not extended programs. On IGTV, creators are the channels.

instagram-press.com/blog/2018/06/20/welcome-to-igtv/

newsroom.fb.com/news/2017/08/introducing-watch-a-new-platform-for-shows-on-facebook/

Blockchain on Campus

blockchainBlockchain is sometimes described as a secure public ledger. I wrote last year about blockchain and its possible uses on campus, but I have not seen evidence of its application on the campuses I have visited. Of course, it is possible it is being used behind the scenes since this is a technology that would not be evident to end-users.

I read an article about Oral Roberts University's recent conference intended to educate and persuade schools to learn about the technology,test it out and collaborate. Their CIO, Michael Mathews, believes blockchain will be as important to transforming education as the Internet was and early adopters will benefit the most.

The first blockchain was theorized by Satoshi Nakamoto in 2008 and applied the following year as a key component of the digital currency Bitcoin. That connection to the alternative currency that has a still unclear reputation may have influenced some to associate blockchain with had some negative of that rep rub off on it. In fact, it is a technology that adds levels of trust, authentication and recordkeeping. As a public ledger of transactions, it uses a peer-to-peer network (another idea that picked up a bad rep through pirating software and music) to build a decentralized, distributed database. (A more detailed definition here.) Block chain offers an unalterable (for now, at least), public record (that can be made only semi-public) of digital transactions.

Though financial transaction are blockchain's main uses, for a school, the immediate applications would likely be student application processing, transcript evaluations and articulation agreements. 

The conference program may be correct that blockchain is not only the future business model of supply chain, but may be applied to a large education value chain.

This post first appeared on LinkedIn

Aligning Learning and Key Performance Indicators

focusAlign your training with KPIs. This is not a mantra I hear in education. A KPI is a Key Performance Indicator, which is a measurable value that demonstrates how effectively an organization (most commonly a company it seems) is achieving key objectives.

KPIs are used to evaluate success at reaching targets. Businesses talk a lot about the Return on Investment (ROI) and they are usually talking about dollars and cents. But in educational training and professional development, the ROI probably can't be measured in dollars.

Still, the process may be similar.

Define which metrics are most important to you. These become your key performance indicators. You need to know exactly what you're going to use to judge performance. 

If you want to increase enrollment in a major or program, that provides an easy metric. If a professor want to increase attendance in her classroom, that is also easily measured.

When I work with faculty designing courses, many professors stumble on setting objectives versus goals. The simple difference is that a goal is a description of a destination, and an objective is a measure of the progress that is needed to get to the destination. In this context goals are the long term outcomes.

Teachers will sometimes tell you objectives that are not measurable. For example, to want students to "have an appreciation of modern poetry" may be an admirable goal for a poetry courses, but how do you measure that? 

For an objective to be effective it must be clear, measurable and have a time element. For instance, that objective of increasing class attendance by 10 percent by the end of the semester is clear, measurable and has that time element.

Of course, after you determine those objectives, the real difficult part begins - figuring out how to reach that objective.

Professional Ghosting

ghostIf you are familiar with the term "ghosting," it probably refers to the the practice of ending a personal relationship with someone by suddenly and without explanation withdrawing from all communication. It is often used in social media contexts. Lately, I have seen it used in the context of work situations.

Professional ghosting isn't about Ghostbusters. In a similar way, it could be the co-worker who just doesn't respond to an email, but you know they are at work and reading emails. But a newer usage to me is in reference to a situation like interviewing for a position.

You interviewed, sent a thank-you note after your interview to the main contact, then sent a follow-up note  so that it was clear you were still interested in the position - but you're getting ghosted. No response.

In office politics, there are different ways to deal with being ghosted when someone on a team isn't responding to communications about a project or when you ask for volunteers to take on a task.

In teaching online, I have had to deal with students who ghost me. They seem to drop out and stop responding to emails, messages within the LMS and comments on posts. I will try my best to communicate 1:1, even using a phone number when it is available. I find some students seem to react more from fear and hide from faculty, deliberately not responding because they don't want to confront whatever the issue(s) are in the course.

In classroom or workplace, ignoring your requests, inquiries and feedback is serious. If you are the supervisor/faculty, ghosting will having consequences. If you are the person being ghosted by a supervisor, the practice is not only confusing and frustrating but could affect your job.


The term ghosting has been around since about 20111. The term "ghostbusting" is when you force someone to reply.

"Marleying" (as in the character Marley from Dickens' A Christmas Carol) is when an ex gets in touch with you at Christmas out of nowhere.

“Caspering” (from the comic book friendly ghost) s a friendly alternative to ghosting when, instead of ignoring someone, you’re honest about how you feel, and let them down gently before disappearing from their lives.

The Psychology of Ghosting 

 

 

You Don't Need a College Degree: New Edition

graduateThe argument that a college degree is or isn't the path to a job surfaces regularly. Many studies show that having a degree ultimately leads to greater earnings in a lifetime, and colleges love to see that research out there. But in the past few decades, you find more stories in the news about people succeeding in the workplace without degrees.

This year, I am seeing two trends: more vocational training in high schools, and companies not requiring degrees for some jobs that once did require a degree.

An article on wsj.com discusses the direct ties between some big companies and local high schools to prepare students for jobs. Volkswagen is working with schools in Tennessee to modernize their engineering programs. Tesla is partnering with Nevada schools on an advanced manufacturing curriculum. Fisheries in Louisiana have created courses for students to train for jobs in “sustainability.”

There have long been high school career education programs, and the U.S.. has had specialized vocational schools for a century, but this is a shift. The idea that not all students need a degree (and especially not a liberal-arts degree) in order to get a good job is gaining strength through relationships and changes with employers.

The outlier examples of the billionaires like Bill Gates and Mark Zuckerberg who never finished college are anomalies. Students - and parents - were not convinced that skipping college was the right path. When I was an undergrad back in the 1970s, we all knew that with good grades from a decent college in almost anything you could get some kind of job. I had art history friends who ended up in banking, education majors who went into publishing etc. It was an early enough time in computers that you could get in on the ground floor of that area without a degree. I knew people who got training in network administration at post-secondary vocational schools and did very well.

But there was also a time a bit later when if you wanted a job at Google you had better have a degree, and really a doctorate from Stanford. That is less true today.

The job-search site Glassdoor compiledlist of 15 top employers that have said they no longer require applicants to have a college degree that includes companies like Google, Apple and IBM. 

These companies are not saying they don't want any college graduates and this doesn't apply to all their positions, but it does apply to many more than before. Passing on college degree requirements for some positions is probably a reaction in part to the tight labor market and mounting concerns surrounding student debt.

For example, Apple is considering and hiring people without degrees for positions such as Genius (in their stores), Design Verification Engineer, Engineering Project Manager, iPhone Buyer, Apple Technical Specialist, AppleCare at Home Team Manager, Apple TV Product Design Internship, Business Traveler Specialist, and Part Time Reseller Specialist.

Google lists these positions as open to non-graduates: Product Manager, Recruiter, Software Engineer, Product Marketing Manager, Research Scientist, Mechanical Engineer, Developer Relations Intern, UX Engineer, SAP Cloud Consultant, Administrative Business Partner.

Do these companies penalize someone with a computer science or marketing degree who applies? That would be foolish. But they do seriously consider people without degrees who would not have made the first round of interviews ten years ago.

Threats to the college degree in the past 30 years have been many: tuition costs, online learning, MOOCs, and OER have all been viewed as things that would take down the traditional degree and perhaps the traditional college itself. We would have Education 2.0 as we had Web 2.0. Still, students still apply, take courses, study, party, attend sporting events and graduate. But do they get jobs in their field of study? Sometimes. Do they discover when they get a job that much of those 120 credits seem to play no constructive role in their work? Sometimes.