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Sunday, December 31, 2006

Saturday, December 23, 2006

wiki as a tool for teaching

by Kwami Ahiabenu,II
I have used wiki in the past as the tool for teaching
basically providing space for my students to do collaborative writing
the key here is to give them a practical experience about how the tool works
the free tool I use is called http://pbwiki.com/ peanut butter, is that not very sweet
this tool enable you to create a wiki within a second, with option for people to contribute to it by providing them with a password
you have the option to upgrade to a premium option if you are ready and willing to pay for it
basically you get a ad free wiki among others
in recent time, pbwiki just added a page for educators http://pbwiki.com/edu.html
using this feature you can create a cool online tool for teaching and learning by getting your syllabus online and empowering students with a tool to collaborate online with their instructors

I am looking forward to make use wiki in my next class

Friday, December 22, 2006

YOU TUBE

YouTube is a popular free video sharing Web site which lets users upload, view, and share video clips.
Founded in February 2005 by three employees of PayPal, the San Bruno-based service utilizes Adobe Flash technology to display video.
Manage to post some videos online using You Tube recently very easy
hope to do more projects with You Tube and use it in teaching as well
www.youtube.com

Tuesday, December 12, 2006

Online Resource :Knowledge Management for Development

Knowledge Management for Development (KM4Dev) is a community of international development practitioners who are interested in knowledge management and knowledge sharing issues and approaches.

Visit the site at http://www.km4dev.org

KM4Dev community is found at http://www.dgroups.org/groups/km4dev

Friday, December 08, 2006

KM Concept today : After Action Review

An After Action Review(AAR) provides an opportunity for a thorough assessment after a project, programme or a major activity with the main focus on discovering what happened and why among all team players.

We can group AARs into three types: formal, informal and personal.
Usually formal, AAR process has four steps:
  • Step 1. Planning
  • Step 2. Preparing
  • Step 3. Conducting
  • Step 4. Following up (using AAR results)

STEP ONE :PLANNING

1. Undertake a preparatory meeting as soon as possible.

2. List and send out invitation to key team members involved.

STEP TWO : PREPARING

3. Appoint a facilitator and ensure all the resources for the AAR are made available.

STEP THREE : CONDUCTING

4. Create the right climate

5. Revisit the objectives and key deliverables of the project

6. Use questioning : ‘what went well?’. Find out why, and exchange knowledge about what we have learnt for the future

6. Use questioning : ‘what could have gone better?’. Find out what the problems, issues and challenges were, and exchange information and knowledge about what we have learnt for the future

7. Team members contribution work: ensure that every team member contribute by hearing them out

8. Record every team member input

STEP FOUR : FOLLOW UP

9. Follow up by using the AAR results.

Tuesday, December 05, 2006

what is appreciative inquiry

Appreciative Inquiry is the strive to search and find the best in in people, their organizations, and their environment with focus on what is relevant to them at any point in time.
According to wikipedia :
n Organizational development (OD), Appreciative Inquiry (AI) is a process for engaging people across the system in renewal, change and focused performance. The basic idea is to build organizations around what works, rather than trying to fix what doesn't. A proven benefit of the approach is its reliance on the acknowledgement of contribution at the individual level, which leads to trust and organizational alignment. Since the method creates meaning by drawing from stories of concrete successes and lends itself to cross-industrial social activities, it is enjoyable and natural to many managers, who are thought to be naturally social people focused on the bottom line.

Appreciative Inquiry was developed by David Cooperrider of Case Western Reserve University. It is now a commonly accepted practice in the evaluation of organizational development strategy and implementation of organizational effectiveness tactics.

Appreciative Inquiry utilizes a 4-stage process focusing on:

  1. DISCOVER: The identification of organizational processes that work well.
  2. DREAM: The envisioning of processes that would work well in the future.
  3. DESIGN: Planning and prioritizing processes that would work well.
  4. DESTINY (or DELIVER): The implementation (execution) of the proposed design.
http://en.wikipedia.org/wiki/Appreciative_Inquiry


found other links about appreciative Inquiry at

1. what is appreciative Inquiry
http://appreciativeinquiry.case.edu/intro/whatisai.cfm
2. portal on appreciative Inquiry http://appreciativeinquiry.case.edu/