Michelle Khare Is Serious Business
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- Опубліковано 22 вер 2024
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Michelle Khare
/ michellekhare
/ michellekhare
Dave Wiskus
/ dwiskus
Producer
Graham Haerther
Eric Hamilton Schneider
Camera
Michael Wuerth
Editor
Viki Lewis
Manni Simon
Executive Assistant
Tara Folio
Thank you dave for these videos. These are incredibly underrated and really hope people find these podcasts.
I am a teacher at a university of applied sciences and we have tried the soft approach to guiding the group work, but students didn't respond very well to it. The common reaction was to try to figure out what we, the teachers, wanted the answer to be. I do have a feeling that perhaps that group of students had had a negative experience somewhere and were unable to trust teachers in the way we wanted them to.
I'm sure you have heard this before, but I have found that for this approach to work, you have to be CRYSTAL clear about what you are evaluating them on, and it is especially helpful to provide a point-by-point rubric to them with absolutely no ambiguity regarding how they will be scored (really this is best practice regardless of how you organize the assignment.
Particularly, if you want students to get more creative with their solutions, give them points for more unique approaches to the problem: you could even play a variant of "never have I ever" where teams accrue credit for the number of viable concepts they can come up with that no other groups come up with. Importantly, don't tie the credits to a clear grade, because studies suggest that incentives with concrete rewards often hinder the creativity of participants: instead, get creative and reward the winning team with something more abstract like the option to choose a location for a future class period or some kind of dubious secondhand trophy that they can share for the rest of the semester. This activity can act as a springboard for projects or just a mental flexibility exercise.
Again, the most important thing is to be purposeful and transparent with how you reward specific behaviors and work, and you should find that, over time, your students should become more comfortable with trying unique things.
Oh! And maybe most importantly, try to highlight and celebrate as many failures (experimentally speaking, and only so long as they are exhibiting the right methods and trying new things). There is too much emphasis placed on groundbreaking discoveries without recognizing the billions of contributing studies that precede those to eliminate the ineffective solutions.
26:15 "Lead from the heart" - As an entreprenur who has run his own companies for... 20ish years... I LOVE this sentiment as its I think how I personally lead my teams. Now that my company has been acquired, I did wonder if my leadership style makes sense coming from a 12 people company to a 3000 people one but yeah... Lead from the heart, Michelle!
28:00 "Great leader, worst manager you'll ever have" nails it on the head - great sentence Dave :D Feel similar.
Love you guys :D
I genuinely feel uncanny from enjoying NDA so much.
As an average UA-cam viewer I find these talks so interesting. I probably wouldn't a few years ago and I always kinda force myself to start watching an episode.
But when I start... man it's so captivating.
Suggestion for future guest(s): Nick Calandra/Yahtzee Croshaw and the Second Wind team. Another bunch of creators taking ownership of their own content, would be a great follow up to the Sam Reich/Dropout episode. Loving these conversations!
Yeah, you should let people go their own way. What you can do with that is have your own alumnis. Keep in touch with them and maybe even have events for them, when there's enough of them.
You can also look at it as them going somewhere else to learn something. There's always the possibility that they'll return and if you keep in touch with them, there's a strong possibility of that.
Iiiintersting. When you're talking about group projects, you're talking about the difference between running a group as a business and running a group as a collaborative process based on individual skills and interests where they can feel a sense of ownership of their contribution to the project. Most digital creators who become production companies that then hire, build a brand and then define their image and voice. So, the "right person for the job" is going to be someone who can either adapt to the voice or enhance it in some way. It's the same thing with any studio subsidiary, especially someone who works in news broadcasting or creative services and marketing. So sure, delegating roles is going to be of the mind of a business manager, whereas collaboration is going to be of the mind of an empathetic creator. I see more collaborative processes in independent filmmaking, which is why I seek that out, and then as production companies get bigger, they transition into role delegation via employment. A healthy company is going to have a balance.
I might be that one person who actually loved my group projects through school and uni. I also experienced an education that was almost entirely devoid of exams, but instead every single subject had a central group project. And to Michelle's point, I actually was taught intentionally, several times, how to best work in a group! Because, as my educational institutions pointed out, everything I do for my entire working life will be done in a group. And through that, I therefore have learnt an arsenal of techniques and approaches to tackle groups.
And because of it, I love to work in a group, and I think I work well in a group. I was also that one person in the group who did everything themselves where occasionally freeloaders tagged along, but it has also given me a huge swath of skills and experiences to apply to absolutely any role or discipline I face, and it has made me better for it.
Nice
Black on black on black on black.... On black