Custardfactory :: Vox Blog

L2-010 | Action Inquiry - approved or not approved

nobody@vox.com(custardfactory) — Tue, 06 Nov 2007 08:53:11 +0000

I am waiting for my AI to be approved by my LF. I am going back over the checklist Anthony posted in Plone.

How can I build a strengths-based team?

Discussion on Action Inquiry

by Anthony Russell last modified October 02, 2007 06:18 PM

Welcome to our dialogue on Action Inquiry.

I welcome questions on all aspects of Action Inquiry but perhaps I should begin with a checklist to help you focus on your topic - your research question.

1.    Is there a clear problem being addressed?
2.    Is this expressed clearly in the research question?
3.    Is the problem within the locus of control of the researcher?
4.    Is there a clear change/action in the proposal?
5.    Is the proposed action future oriented?
6.    Is the researcher engaging the participants in the research process?
7.    Are ethical considerations clearly identified?
8.    Will the data collected be qualitative in nature?
9.    Will the data collected enable the researcher to evaluate their action to inform planning for subsequent cycles?
10.    Is there a domain/s of subject literature identified to be accessed?
11.    Does the proposal have the potential to allow for sufficient depth of analysis to meet the levelness required by the assessment criteria?
12.    Does the proposal have the potential to allow for sufficient reflection on personal practice to meet the levelness required by the assessment criteria?
13.    Are there explicit cycles to the work

That said - What is your first question on Action Inquiry...?

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L2-009 | Building a team

nobody@vox.com(custardfactory) — Mon, 05 Nov 2007 22:57:00 +0000

We started in earnest today on the BV project.

VW and KH had to work together for the first time. Following my briefing of the outcomes and principles we would follow to get the job done we worked separately on different parts of a report.

The finished report was printed and bound for GPA before the end of the day. VW and I presented it to GPA.

From including all our names on the cover, to actually completing integral parts of the report that formed its sum, this felt like a job well done.

I felt strong when:

1. The report presented looked the part i.e. outstanding layout
2. The content was a collaborative effort
3. The content was considered and clear
4. The content showed skill in different disciplines i.e. Gantt charting (mpp)
5. The report met the outcome we had agreed as a team i.e. identifying the gaps in the knowledge of the wider working party and starting to highlight how we would respond to meet the project targets

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L2-008 | Action Inquiry

nobody@vox.com(custardfactory) — Mon, 05 Nov 2007 22:45:58 +0000

My Action Inquiry proposal is based around building Strengths-based teams in my work setting.

KH and I have now completed the online questionnaire and I will ask the rest of the team leaders to log on and take the test.

A positive side of working with a relatively fresh team (new members of staff) means that working practice is not too entrenched. This is the only certainty with this proposal, I have no idea how the balance of the team will react to completed the questionnaire.

Cycle 2 would include individuals sharing their top 5 themes.

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L2-007 | Workplace Advocate | building the relationship

nobody@vox.com(custardfactory) — Mon, 05 Nov 2007 22:36:34 +0000

I am pleased with the WA relationship I have started.

I feel strong because:

1. BS is sharing real incidents of his working practice with me
2. BS is using different language to describe the critical incidents I am sharing - this assists in my understanding
3. BS has agreed to give me a weekly slot of 30 minutes

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L2-006 | Workplace Advocate

nobody@vox.com(custardfactory) — Mon, 08 Oct 2007 21:18:58 +0100

I asked BS to be my key workplace advocate. I also asked JB to provide support as a workplace advocate.

I felt strong when BS agreed the following:

weekly 30 minute meeting
willing to advise as a critical friend

We discussed the ethical considerations of this workplace relationship and agreed that we could be open and honest about our work practice.

I also felt strong when BS shared with me, unprompted, a critical incident of his own:

having made a remark regarding the level of difficulty of a particular subject of learning
the subject leader had spent more than 60 minutes discussing the remark with the HOF
BS then received a detailed email from the HOF outlined that the subject leader was 'upset'
BS then wrote a lengthy email in reply to the subject leader
BS reflected that he thought colleagues would understand that 'spirit' that the comment was made in

BS also reflected on another critical incident:

a member of his team with a particular strength in IT was sharing a enhancement to a system with BS
he made a remark along the lines of "we can deal with that later"
BS observed a change in body language of the team member
BS felt at the time that this change indicated that the remark had not been received well
BS then followed up, he said, with an unrelated question in person at another time
and dropped in to the conversation a follow up remark about the incident
BS said he did this to build a bridge and to bring the working practice back to the way it was

BS also shared that he had gotten a thicker skin as time had progressed for him in his role (I am estimating that this must now be approximately 12 years). BS remarked that his current motto is "Don't beat yourself up".

Following up from my previous post regarding the use of the word 'Don't' this might be rewritten as
Dwell on the strengths and achievements of your work practice. I felt strong when ...

{Instructions in Plone}
Workplace Advocates
Hopefully you have identified someone to act as a workplace advocate. This is a person who is familiar with your work and aspirations, someone who will be willing to advise you as a critical friend. It could be your line manager but this is not necessary. The choice is yours.

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L2 | Finding Time | 005

nobody@vox.com(custardfactory) — Sat, 15 Sep 2007 11:41:52 +0100

Study actions

bitesize chunks
little and often - daily?
frequently check the module spec

Blue Song, Mint Royale
My choice of YouTube egg-timer
2 minutes and 54 seconds

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L2 | Can you protest too much? | 003

nobody@vox.com(custardfactory) — Tue, 04 Sep 2007 21:22:21 +0100

"The lady doth protest too much, methinks."

Hamlet (III, ii, 239)

My recent non-fiction reading has highlighted a trend for replacing negatives with positives. This change in practice is recommended across thought, word and deed.

My ear, and eye for that matter, has now become quite attuned to this way of thinking.

I try to stop myself from saying "I don't want to offend", or "I don't wish to criticise you but ...". When I have met with colleagues I have heard statements like this, generally they are said just before someone launches into a personal attack, or at least a verbal side swipe.

It would seem to be perceived wisdom that we tune out the don't and instead you hear "I want to offend you ...".

A colleague recently suggested I change "Don't Panic" to "Stay Calm" on a written piece. The change in the printed word, asking for calmness, actually asked the reader to do what we wanted them to, rather than them not seeing the word "don't" and evoking a sense of panic. On reflection I see this change as a good one. I will look out for more opportunities to make similar changes.

During a meeting this week I was told by a colleague "I haven't called this meeting to discuss only this item". We then proceeded to spend a large proportion of the time available discussing that same issue. I picked up on this straight away.

My reaction, in thought, to the statement was that the meeting had indeed been called to discuss this one issue. Following the meeting, my action was to follow up with e-mails and bundle of papers to colleagues.

Actions

1. reflect on the level of resources I used on responding to the meeting action. Was the level of response appropriate?
2. find the missing 5th theme - still on the missing list
3. complete registration for Y2

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L2 | Strengths Finder | 002

nobody@vox.com(custardfactory) — Sun, 02 Sep 2007 11:48:34 +0100

The start of the new academic year, both at work and with my own research gives me an ideal opportunity to reflect on my work practice.

I am intended to apply the Strength Finder principles to make a change in my work practice.

Using the online assessment that is available to readers of Now, Discover Your Strengths I was provided with the following theme names:

Command
Discipline
Focus
Ideation
<fifth theme>

There are 34 themes in total.

A new version of the online assessment was launched with Strengths Finder 2.0

Actions
1. I am going to find the missing fifth theme!
2. Reflect on my strengths
3. Reflect on the strenghts of my team and apply strengths principles to 'active' interviewing and professional review

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L2 | Getting back into study mode | 001

nobody@vox.com(custardfactory) — Sat, 01 Sep 2007 14:07:32 +0100

I am getting my resources together for the start of year two.

After reflecting on the journey I took last year, my continued research in level 2 (L2) has the potential to provide me with interesting insights into my work practice.

I have scanned the reading list for L2 and I have refreshed my bookmarks for online resources.

Although my work practice involves me in the classroom only infrequently I continue to find the descriptions of education based action research engaging. The following shared slideshow describes one such piece of research.

www.slideshare.net

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Positive Impact Questions

nobody@vox.com(custardfactory) — Sun, 22 Jul 2007 15:41:12 +0100

1.	I have helped someone in the last 24 hours.

2.	I am an exceptionally courteous person.

3.	I like being around positive people.

4.	I have praised someone in the last 24 hours.

5.	I have developed a knack for making other people feel good.

6.	I am more productive when I am around positive people.

7.	In the last 24 hours, I have told someone that I cared about her or him.

8.	I make it a point to become acquainted with people wherever I go.

9.	When I receive recognition, it makes me want to give recognition to someone else.

10.	In the last week, I have listened to someone talk through his or her goals and ambitions.

11.	I make unhappy people laugh.

12.	I make it a point to call each of my associates by the name she or he likes to be called.

13.	I notice what my colleagues do at a level of excellence.

14.	I always smile at the people I meet.

15.	I feel good about giving praise whenever I see good behavior.

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