Profile: Leslie Marshall
The Centre for Teaching and Learning is thrilled to welcome Leslie Marshall as a permanent member of the team. Leslie began his new role as Learning and Development Consultant on September 2 after working on contract as Curriculum Development Specialist.
Leslie, a native of Scotland, has been part of the Mohawk family for almost 20 years. He joined the college in 1997 as a professor in Medical Radiation Sciences. After 12 years in the role, Leslie took on various secondment appointments, supporting his fellow faculty members both as Faculty Development and Curriculum Development Specialist.
As a Facilitator and Planning Team member, Leslie is deeply involved in the College Educators Development Program (CEDP) and has developed a number of Professional Development workshops for Mohawk. He has an MSc in Lifelong Learning and holds research interests into the working identities of both educators and students.
We sat down with Leslie to discuss what he has learned about teaching over the years and how he hopes to use this experience to support his fellow faculty members:
Q. What is one thing most people don’t know about you?
As a teenager, I dropped out of university after a year and was fortunate enough to find my way into a two-year program in radiography. It wasn’t until ten years later, after becoming a clinical teacher that I started a degree again. I’ve been involved in both sides of education - learner and teacher, ever since.
Q. What is the most important advice you were ever given when you started out teaching?
“Don’t Panic!” sticks out. Actually, the best advice I received as a new teacher was that the first year is just about getting through each class and each day. You quickly discover that knowing about a subject on a professional level is quite different to being able to teach the subject, you will feel overwhelmed at times but it gets better.
Q. What lesson did you have to learn the hard way in your tenure as a Faculty member?
Managing expectations is huge; be very explicit about what you expect from students and what students can expect from you.
Q. What are you most excited about in your new role as Learning and Development Consultant
Being able to meet with program faculty across all the campuses to find out about what Professional Development, and Teaching and Learning mean to them; and to begin building a range of PD offerings and activities that meets their needs.
Q. What can you help new and seasoned Faculty with?
My own skills are in curriculum, assessment and active learning. I’m in this role as faculty member and I will be working with other faculty on a peer-to-peer basis. I don’t pretend to be an expert in everything; there is a wealth of knowledge skill and expertise in teaching and learning in our college. Our faculty members are doing new, creative things in teaching, learning and assessment all the time. I see part of my role as to build connections to help share that knowledge with our wider college community, to enrich the quality of teaching and learning for faculty and, ultimately for students.
October 3rd, 2014
People often talk about the difference between college and university, mainly discussing the difference in hands-on learning. After years of student and work experience at the university level, I have had the opportunity as an Instructional Designer in the CTL to see firsthand what Mohawk is doing right. This doesn’t mean that universities aren’t doing great things because they are! It’s just exciting to see these principles executed in the college environment with a high degree of competency.
You Learn We Grow
Authentic Learning Experiences
Authentic experience is dynamic and engages multiple senses as it “aims to demonstrate the knowledge and skill within a real setting and allow the learner to make connections between the school setting and the demands of the broader communities” (Mantei & Kervin, 2009, p. 4). The balance between applied theoretical and applied learning varies from program to program with some having significantly more ‘hands-on’ and other more ‘theory.’ While theory plays an integral role in student learning, the combination of theory and authentic learning experiences provides a unique opportunity for learning, understanding, and application.
The Educational Support Program
The Educational Support Program (ESP) here at Mohawk is a prime example of the perfect blending of theory and authentic learning. Years ago, the program was mainly theory based, as are a lot of institutional programs. For example, my undergraduate teaching and education program was mainly theory based with placements until the later years. While theory and in-class learning still play a critical role in student learning, in the ESP, the students are carefully and methodically scaffolded into community placements starting in semester one. Karen Falls, a professor for the ESP, shares that students in semester one are paired with CICE students (great co-blending of programs if I might add) to experience educational support in an authentic, yet secure environment. This provides instructors with the ability to able to pop in and out and provide guidance along the way. In the next three semesters, the students experience three different types of placements in the community. They must work in an elementary school classroom, a high-school classroom, and a specialized classroom, which all offer unique experiences to develop their ES skill-set.
A Rich Student Experience
This opportunity aligns well with Jonassen, Mayes, and McAleese (1992) learning continuum where students’ experience unique introductory, advanced and expert learning phases (as cited in Keppell et al., 2002, p. 2). The students in ESP experience introductory learning through classroom learning, advanced learning through first semester CICE preparatory placement, and expert learning through authentic community placements. Combined, the theory matched with the authentic learning opportunities provide for a rich student experience that equally prepares them for the workforce.
Here are Mohawk, we strive to be great and FutureReady. The ESP, and many other programs here, do just that as our graduates are ripe with experience when they leave the college doors.
Alp, A. (2013). How to successful integrate technology into the 21st century classroom – part 1: Web tools. Retrieved from http://aysinalp.edublogs.org/about/
Keppell, M., Kan, K., Messer, L. B., & Bione, H. (2002). Proceedings from ASCILITE 2002: Authentic learning interactions: Myth or reality? Auckland: New Zealand.
Mantei, J. & Kervin, L. K. (2009). Proceedings from National Conference for Teachers of English and Literacy: “Authentic” learning experiences: what does this mean and where is the literacy learning? Hobart, Tasmania: Australia.
Lauren Soluk - Centre for Teaching and Learning
September 25th, 2014
Another September and a new academic year begins. A good time to revisit some ways to make that first class effective.
Incorporating the objectives listed in this article from Carnegie Melon University are a sure way to start the class off on the right foot.
The first class meeting should serve at least two basic purposes:
• To clarify all reasonable questions students might have relative to the course objectives, as well as your expectations for their performance in class. As students leave the first meeting, they should believe in your competence to teach the course, be able to predict the nature of your instruction, and know what you will require of them.
• To give you an understanding of who is taking your course and what their expectations are.
These two basic purposes expand into a set of eight concrete objectives:
1. Orchestrate positive first impressions
2. Introduce yourself effectively
3. Clarify learning objectives and expectations
4. Help students learn about each other
5. Set the tone for the course
6. Collect baseline data on students’ knowledge and motivation
7. Whet students’ appetite for course content
8. Inform students of course requirements
To read more about each of the eight concrete objectives, click here.
What are your strategies for that first day?
September 2nd, 2014
In the third of her blog posts on Enabling Virtual Learners by Design Jennifer Hofmann expands on the subject of collaboration in online learning, and how we can make online learning a collaborative experience.
“The Learning & Development community has realized that simply using technology to create training isn’t enough. Instead, we need to design virtual and blended programs that encourage participants to collaborate. That’s all well and good, but what is online collaboration really? Why is it important? How do we achieve it? “
In try to answer this question, she identifies a clear goal for online collaboration.
“When collaborating online, using asynchronous and synchronous online tools, participant groups should be able to get results (solve problems, create project plans, design projects, and so forth) that are better than the results they would have gotten working individually.
Participants can collaborate and help one another reach learning goals in a variety of ways, both synchronous and asynchronous. They provide feedback, answer questions, and work as a distributed group.”
Fundamentally, Hoffman states, we want participants to collaborate for two reasons:
Collaboration to achieve participant engagement.
- Using collaboration to encourage participants to learn is always necessary. When participants know that they’ll need to be able demonstrate what they’ve learned, they tend to stay more engaged. Interaction must include collaborative exercises that ask participants to do more than simply click on a poll answer or raise a hand.
Collaboration to support learning outcomes.
- Although all programs should offer some of level of collaboration in order to keep participants engaged, you also may need to create collaborative exercises that support the actual learning goals. This is necessary because online programs often focus on teaching people collaborative skills, such as project management, team building, problem solving and interpersonal skills. These skills are performed in a collaborative social context, so interactions and exercises need to be designed to support the ultimate collaborative goal.
Three Levels of Collaboration
Hoffman identifies three levels of collaboration: Cooperation, Coordination, and True Collaboration.
Exercises that are cooperative in nature largely support individual learning goals, and participants tend to be concerned with the results of their personal assessments. If participants are asked to provide feedback or help someone else, they will–as long as it doesn’t affect their personal performance.
Coordination occurs when participants start to work together as a group to achieve a common goal. They plan and assign tasks, create deadlines, and deliver a common product (presentation, report, set of answers, and so forth). Although individuals are still concerned with their own performance and assessment, they’re willing to work with a group when it supports their personal goals. If one group member starts to fall behind or fails to support the overall group effort, individuals within that group may decide to strike out on their own to ensure personal success.
When the success of the group is paramount and all individuals must contribute to that success, you have true collaboration. No group member can be left behind and everyone within the group will do whatever it takes to reach the common goal. This is a very altruistic form of interaction and strongly supports collaboration as a learning outcome.
Collaborative approaches are learner-centered and support the concept that learning is a process rather than an event. There is a hope that once participants become accustomed to collaborating, online, they may start to incorporate more collaborative techniques into their daily interactions. It’s conceivable that participants in online programs may continue to assist each other long after the initial learning experience; ultimately, creating a learning community.
The full blog post with examples of each can be found HERE.
August 26th, 2014
In the second of her blog posts on Enabling Virtual Learners by Design Jennifer Hofmann discusses what she considers to be the ‘Secret Sauce’ of virtual learning, and offers definitions of the key ingredients.
Hofmann considers that the ’secret sauce’ of the virtual classroom comes down to convincing participants to be fully present and engaged. But what are the ingredients of that secret sauce? The three keys she identifies are “Engagement”, “Interaction”, and “Collaboration”.
As these terms are often used interchangeably, she offers clear definitions in an effort to distinguish the three concepts, and create some guidelines as to when they should be applied.
Engagement is defined by Merriam-Webster as emotional involvement or commitment. When a participant is engaged, that participant wants to be involved in the event; he or she wants to hear what you have to say and wants to meet the objectives of the program. Interaction and collaboration are the engagement techniques used to ensure this success.
Interaction is communication between participants, trainers, and technology. The purpose of interaction in a virtual classroom is to keep the program moving, make sure participants are paying attention, and to clarify misunderstandings.
In the virtual classroom, interaction can be accomplished in many ways, including polling, web scavenger hunts, and Q&A sessions.
These types of interactive activities don’t include PRACTICE of a new skill or APPLICATION of new knowledge. They simply confirm KNOWLEDGE.
Collaboration builds on baseline information, and is one of the factors that, in my opinion, moves and event from being a presentation to being true training.
The purpose of collaboration in a virtual classroom is to ensure participants achieve the desired level of content mastery while working with other participants.
Collaboration is exemplified by the PRACTICE of new skills and APPLICATION of knowledge by the participants. We can achieve collaboration in a virtual setting by using breakout rooms, share whiteboards, and facilitated discussions. Generally, collaboration can best be achieved with small groups and supplemental participant materials to support the learning process.
The full post can be found HERE and we will be following the rest of the series over the next few weeks.
August 18th, 2014
Managing online presence is often a challenge for faculty. Which social media platforms should I use? Who should I “friend” or connect with? How much personal information am I releasing (or is escaping)? Some teachers have a huge online presence on Facebook, Linkedin, twitter etc,, while some are reluctant to even put a basic profile on eLearn.
A useful social media tool for the experienced and novice alike is About.Me.
About.me allows you to easily create a one page online “calling card” with photos, biographical information and links to other social media.
My page is here
The benefit of an About.me page is that users are able to create a one-page summary with a large sized photograph about who you are and how to contact you through social media, a website, and email. This provides a simple access point to your online identity that is beautifully displayed on a computer and mobile devices. This free service also allows you to easily measure and track different page metrics, like number of visitors and who views your page.
Setup is fairly quick and easy with About.me. Upon arriving at the website, you will first be asked to enter your full name and email address. Once you fill out the necessary information, choose “Create Your Page,” and then get started with customization.
- Click and drag your biography to a prominent place on the page
- Edit your page to include a custom background
- Add and connect your active social networks and fully complete your biography and contact information along with website links
One of the great features is the ability to Explore Pages and connect with other users in your field, you can compliment other users and tweet about their page for social engagement and create lists of connections and people who interest you.
Be sure to thank others who compliment your About.me page.
For experienced social media butterflies, it provides a single portal for visitors to see all your networks and can act as a gateway to an ePortfolio. For the novice it’s easy to create a professional looking stand-alone page that you can share in an email signature or an embedded link.
And did I mention it’s free?
Check it out at https://about.me/
Leslie Marshall CTL
May 28th, 2014
It’s springtime, and college faculty’s naturally turn to thoughts of… PD.
In her Faculty Focus Blog Maryellen Weimer discusses the effectiveness of PD activities and workshops and how we can do better.
The research we looked at then did not give workshops very high marks. If teachers changed, they did so right after the event, but soon reverted to their old ways of doing things
A lot of workshops (mine included) have a kind of revival service feel to them. The faculty who are there care deeply about teaching; those who need to be revived don’t usually show up. So, the audience isn’t all that difficult to convert. If you’ve got an idea they think might be good, especially if it addresses a problem that concerns them, they write it down or key it in, often nodding with gusto and then following up with questions on the details. Give them five or six concrete ideas and they become true believers, whole new teachers who leave the session determined to lead new and better lives in the classroom. But it’s the staying power of workshop experiences that give me pause.
She suggests faculty take time for reflection, to “interrogate their practices” and ask “How?” “What?” and “Why?” questions. For some, that can happen in an organized workshop, but…
there are some of us who just don’t learn very well in those kinds of settings. Give me a quiet space, some good articles, time to write, and a chance to share ideas with my best colleagues—I’ll opt for that almost every time.
So; how ever you want to do it; find some time to think, to question, and to rejuvenate.
Read the full article at: http://www.facultyfocus.com/articles/teaching-professor-blog/making-professional-development-days/#sthash.P9h3O6A1.dpuf
Leslie Marshall ~ CTL
May 21st, 2014
A post in the blog Insynctraining.com by Jennifer Hofman raises an interesting question
With so much content and technology readily available, why don’t people seem to be learning more? And (why) are so many people being forced to learn online at (metaphorical) gunpoint?
Her first point is It’s NOT about the Technology
In the first of a six part series that will examine how to design effective virtual learning environments Hofman outlines five elements critical to learner success.
Although organizations are spending money on technology, they’re rarely investing in resources that create effective learning environments. They’re treating virtual training and blended learning implementations as technology initiatives rather than change initiatives.
We need to find ways to make learners feel that the investment is worthwhile. One way to accomplish this is by ensuring that some critical concepts are contemplated during the design of a program, not as an afterthought once a program has already been implemented.
The five elements are:
- Motivation to learn built into the program
Why do we need to be more concerned about motivating online learners than traditional learners? Because often, online learning comes with a stigma that’s totally unmotivating. Learners often feel that they’re being cheated out of an instructor, that online learning isn’t real learning, and that having to learn at their desk is more trouble then it’s worth…
- Opportunities to collaborate and interact.
How can virtual training and blended learning be collaborative? You can create collaboration by finding ways to bring learners together in some kind of social interaction or get groups to work together to solve problems…
- A blend of delivery methods designed to maximize the learning outcome
When it comes to designing training, one size does NOT fit all. In other words, we can’t rely on just one technology to provide total treatment for a learning program…
- A physical environment conducive to learning.
Critical to a learner’s success is a physical learning environment that includes usable technology, accessible support, and an area conducive to full participation during live lessons, as well as concentration/focus during self-directed activities.The proper implementation and management of technology is critical to the success of all learning initiatives…
- Facilitators and managers that believe in and support the blended learning experience
Adoption of educational technologies isn’t just new to our learner audience, it is often a new experience for the people facilitating the process…
The full blog post can be found HERE and the CTL blog will be following this thought-provoking series as it appears.
Leslie Marshall - Centre for Teaching & Learning
April 29th, 2014
An interesting infographic from Mashable and Presta Electronics shows the prevalence of technology on US colleges.
Main points are:
- More than 90% use email to communicate with professors and 73% say they cannot study without technology.
- Seven in 10 take notes on keyboards instead of paper, virtually all students who own an ereader read textbooks on it and most use digital tools when preparing a presentation.
- Community college students are less digitally connected than students at four-year schools, but more and more people are making the Internet their education gateway.
- Twelve million students take at least one class online today — in five years, that number is projected to exceed 22 million. By 2014, analysts say, more than 3.5 million students will take all of their classes online.
- In 2009 students in the US spent $13 Billion on technology.
You Can view the infrographic HERE
Leslie Marshall CTL
April 11th, 2014
Members of your ePortfolio teams were lucky enough to attend McMaster’s day-long exploration of its Learning Portfolio initiative. There were many interesting aspects – a panel of faculty, spotlight on how it used out of the Student Success office, panel of employers, and a student showcase. I think capturing the experiences will take two posts. For this first one, I will concentrate on connections to Mohawk’s ePortfolio project from the keynote speaker, Dr. Randy Bass, an impressive educator and scholar from Georgetown University. I will lay out a few of his interesting statements and pose some questions. Let’s start a conversation around his spotlights by using the “Comments” section.
New division of labor: How computers are creating the next job market posits that there will be three kinds of work in the future:
1. solving unstructured problems
2. working with new information
3. carrying out non-routine, manual tasks
Meeting current vocational standards likely prepares students for the third type of work. However, to meet the first two kinds of work will require the skills better aligned to our Institutional Learning Outcomes. Do you agree that the ILOs appear to be a better embodiment of attributes and skills required to meet the unknown careers of the future or are there other initiatives that capture the future better? Perhaps an even better question might pose, what kind of education is required for these conditions?
Dr. Bass also challenged that the real tension in teaching and learning today is not f2f versus online, but integration versus disintegration. Stopping to consider how many companies and people are now in the “learning business” drove this idea. Consider the number of companies promising to improve retention, boost engagement, and solidify satisfaction. Most of them did not exist a few, short years ago; the “learning business” was primarily in the hands of educators.
DISINTEGRATIVE = granular; measurable e.g. outcomes, competencies
INTEGRATIVE = holistic and coherent
Dr. Bass and his like-minded colleagues see definite changes and challenges when the locus of knowledge moves from disintegrative to integrative. The locus moves from skills, abilities, and competencies to those of dispositions and character traits such as empathy, grit | resilience, curiosity, risk taking. What likely jumps out is that these dispositions or character traits cannot be taught as skill can. Instead, opportunities need to be provided that cultivate character and grow these positive dispositions. How do you see this changing how we educate our students? If this move of the locus of knowledge is more than a positive hypothesis, what things need to happen within our educational structures?
I promise part two post on our eP Day will include information actually on ePortfolios! There was a plethora of wonderful, eP-specific information shared among the panels and participants.
March 31st, 2014