I am completely aware that what I am doing for assessment in this training module is situation specific. In another workplace, tests and quizzes, might be appropriate. Likewise, a rubric similar to the example from Arizona, or even one more traditionally classroom shaped might be appropriate. The hard question is do I have the skills and the language to do that work too?
In response to Owen’s comment about the value of rubrics particularly for those performing at the lower end of the skill set, motivation and self-discipline. I understand in both the classroom and the workplace, since I have awarded failing grades and terminated employees. Additionally, I will be challenging my staff to do more with rubrics in relation to workplace performance. The obvious benefit is greater consistency in evaluation. However, an important and often understated benefit is getting unspoken expectations articulated. In a multi-generational, multi-cultural, and variable skill/experience workplace unspoken expectations are unfair and the cause of stress.
This segues into why I am emphasizing “learning logs” in this module. I am concurrently teaching the module on professional demeanor that I designed last semester. Using the forums as a “learning log” is working well in this situation. “Working well” means, employees are engaging with me and with each other and most of the feedback is gentle and cheerful. Admittedly some of the topical posting is answers that “I want to hear.” However, we have created a venue where we can have a conversation about the kind of workplace we want to create and inhabit and the student employees are part of that. Accordingly, their membership in the team is greater and their accountability is higher too. We evaluate their performance in the workplace. Sometimes that results in progressive discipline and ends in termination. Most frequently, it involves coaching for improvement and recognition of solid performances. Sometimes it results in encouragement to apply for supervisory openings.
We had some confusion and some resistance to participation in this training module from a handful of employees at the outset. I choose to handle it in the workplace and through the chain-of-command. I spoke with my library coordinators (the direct supervisors of the student staff). I asked about how they presented the training to these new hires? It was here that we encountered an ambiguity two had made very clear explanations of expectations; one had been vague and open-ended. That supervisor met in person with each employee and re-explained the expectations. She also encouraged them to talk with me directly. I have had three conversations. Time management has been a recurrent concern. One person expressed concern about discomfort with one of the assignments. I have learned several lessons: one is about cognitive load, second is about framing some flexibility into the assignments, third is about the students’ unfamiliarity with online learning environments. Two of my library coordinators were uncommitted, at the outset, to this form of training. This showed in their direct reports initial participation. However, as my staff has joined the conversation their misgivings have been allayed.
In this context approaching the conversation as “learning logs” is working. As I mentioned, I liked looking at the postings in terms of clarity, analysis, relevance, and self-reflection. However, I do not see the value of adding the matrix of low, medium and high quality at least in terms of individual postings in the online venue. I think each library coordinator is following along and is getting a sense of that for themselves and their direct reports. Training is one column in our employee evaluation and this adds information to that column, however, non-participation speaks more loudly, and will ultimately influence our decision to not rehire an employee.
Hi Bob,
I’m glad you did this. I wouldn’t have ever thought of doing a web tour, but it was a great idea. There were no distractions and it was very natural sounding like you were just sitting next to another person and walking around the gallup site. My favorite part was at the very end when you said, ‘you know your strengths are, we are doing this so we can discover them’. I think that was a really powerful concept to bring out and a great note to end on. I would love to side chat some time about how much time you are able to spend on strengths training for your team and find out what activities are working for you. How much individual work do you get in before you jump into the team stuff? Stuff like that:)
Kim, I’m certainly willing to talk about this further. I will say that our program to create a library wide student employee career path was interrupted and broken. I have a project for this Spring and Summer to redo that work. While I am optimistic about this new opportunity I am also frustrated that we are doing this work anew again, rather than being further along. So, I am just now introducing the emphasis on strengths to our entire staff, not just, student employees. I think an important value it introduces is looking at the good in our co-workers rather then their weaknesses. It is a timely roll-out as it fits well with our new President’s values.
Hi Bob, I found the content of your screencast very interesting. We do not always think about our strengths (and if you are like me you think more of weaknesses because they are more noticeable, I think). What I also liked about your screencast is that you have shared found resources simultaneously with delivering course content and sharing your own experience like with taking StrengthTests. It really put things in perspective for me and eased a fear that I might potentially fail these tests (if that makes sense).
The background noise was distracting though ? If you are looking for a good screencasting free piece of software I highly recommend http://www.screencast-o-matic.com/. There is a web-based version and an app you can download to your computer. It gives you some editing capabilities (even with free account) connects directly to your YouTube account, allows you to download your video on your computer in mp4 format, which you can also bring into video-editing software where you can clean up extraneous noise a little. I swear by it.
Tatiana, thanks for the recommendation. I was annoyed with both Jing and Screencastify because they produce files that are not editable. I’ll look at Screencast-o-matic.
When we first started strengths our department of 3 staff and 2 student employees all did it. I think it helped the student employees to have all of using the same language. I know it helped me as a supervisor get to know what motivates each member of my time. I was not able to edit using keynote and quicktime. I was glad it was a short assignment because I just had to keep starting over.
Lots of good stuff here, Bob. Nice job on the web tour and I agree with Kim and Tatiana’s comments about the presentation and the content.
I thought your screen cast was great and I liked how you led us through your thinking and some of the results. You had a reflective quality, which is often hard to project. As soon as we turn on the record button, it often becomes hard to continue to think…we tend to switch over into narration mode.
Too bad the audio on the clip was a bit weak. I’m wearing headphones and I struggled to hear the first portion until you turned it up. (But I’m sure you’re aware of that)…
How long does it take to assess one’s strengths? Is it an arduous survey that then reveals some sort of strength scores based on how you respond to various questions? Or is it more self-assessment based? Curious.
On the subject of various screencasting solutions… I’d throw out another vote for Quicktime. I know the updated mac client allows for easy screen video capture, and I believe the PC one does as well. And it is free. I’ve had some luck with screen-cast-o-matic as well… but it can be a bit twitchy with java requirements and so on. Lastly, my new favorite is ScreenFlow. If you do much video editing, the screen capture tool within screen flow is a wonderful professional level tool also.
On the windows side of the room, there’s http://www.screenpresso.com also… seems like they’re putting some effort into this as well.
-owen