{"id":695,"date":"2016-03-20T10:37:53","date_gmt":"2016-03-20T10:37:53","guid":{"rendered":"https:\/\/marendeepwell.wordpress.com\/?p=695"},"modified":"2016-03-20T10:37:53","modified_gmt":"2016-03-20T10:37:53","slug":"sharing-my-approach-to-leadership-as-an-open-practice","status":"publish","type":"post","link":"https:\/\/marendeepwell.com\/?p=695","title":{"rendered":"Sharing my approach to leadership as an open practice"},"content":{"rendered":"

\"photo<\/a>It’s been nearly a year since I wrote my first post<\/a> on leadership as an open practice, inspired by the 2015 OER conference<\/a>. So in this post I want to reflect on how my experiment is going, what progress I have made and what’s next.<\/p>\n

Where it all began…<\/strong>
\nIn April last year, I wrote<\/a> : “I\u2019d like to try and adopt open practice in my role and connect with others who do the same. Like teachers, researchers or developers who share their practice and resources openly, I\u2019ll try to follow their example. To make my work, which is mostly about leadership, governance and management in Learning Technology, an open practice.”<\/p>\n

Putting the experiment to the test<\/strong>
\nSince then, I took part in the #rhizo15<\/a> course\/community and the #blimage<\/a> challenge, I have shared a number of conference presentations<\/a> and blog posts about CPD<\/a>, policy<\/a> and current issues. I have been building and sharing my CMALT<\/a> portfolio (specialist area: leadership as an open practice) and reflected on different aspects of\u00a0open practice<\/a>. \u00a0This blog has become a really helpful tool for engaging with different aspects of the work I do, share my thoughts and reflect openly. It’s certainly prompted me to do more thinking in the open and has resulted in many conversations and comments that have been helpful and stimulating (thank you!). It’s also motivated me to engage with others’ blogs and outlets, reading and commenting or contributing in turn. Sharing the template for how I built my CMALT portfolio with Google Apps<\/a> is another example of this approach in action. My original aim was to share, connect and engage more openly and I think that aspect of my open practice has definitely developed.<\/p>\n

Difficult aspects of leadership as an open practice<\/strong>
\nAlthough\u00a0it has been hugely rewarding,\u00a0leadership as an open practice has also been quite challenging. While I have certainly started to find more like-minded professionals in similar roles there have been many more false leads, e.g. blogs that are more marketing than sharing, open-sounding practice that leads to pay-walls and a definite reluctance to connect beyond networking for fear of loosing some sense of being ahead, of having the edge over others in leadership roles. At times when political or economic turmoil threatens funding or jobs open\u00a0practice seems to become a lot more difficult and far less popular for people in similar roles to mine.<\/p>\n

It has also been difficult at times to manage different aspects of my practice when my ‘day job’ as a CEO comes into contact with other work I do. When I contribute to a discussion or a twitter chat I try and make it clear whether I am representing the organisation I work for or whether I am participating in a less formal capacity, but it’s not always easy to make these distinctions. On the other hand\u00a0there are real advantages to having the chance to get involved with research or practice in a more hands on way and it helps me be better at the work\u00a0I do as a CEO.<\/p>\n

With managing different identities also comes being a woman and a leader in Learning Technology and this is probably where my experiment has delivered the most rewarding examples and connections. Through a wealth of media I have become more familiar with the work other women do to drive forward technology in learning and teaching, from writers and IT Directors to CEOs and teachers both younger or\u00a0more experienced than me. While in my \u00a0experiences day to day there is still a long way to go to achieve equality for women decision makers in government, industry or funding bodies my growing network makes me feel hopeful.<\/p>\n

Take away’s<\/strong>
\nSo, one year on, what are my take away’s from this experiment in leadership as an open practice? Here goes:<\/p>\n

    \n
  1. Will I continue?<\/strong> Yes! It’s been such a rewarding experience, stimulating and challenging that I will definitely keep going;<\/li>\n
  2. What’s the best bit?<\/strong> The freedom that an open approach help me establish, the prompts to follow whatever I was curious about and the generous feedback from peers;<\/li>\n
  3. What’s the worst bit?<\/strong> For me at times lack of peers in comparable job roles who are interested in open practice;<\/li>\n
  4. What’s next?<\/strong> On a practical front, more #rhizo16 this year, some opportunities to speak at events or contribute to other projects, making more of an effort to communicate and connect with others… and hopefully to become better at leadership as an open practice.<\/li>\n<\/ol>\n

    Your thoughts?<\/strong>
    \nOver the past year I have had many comments\/conversations prompted by blog posts or tweets and it’s been extremely helpful. So if you have any comments or feedback on my approach to leadership as an open practice or your own experience, share it below or tweet me @marendeepwell.<\/p>\n","protected":false},"excerpt":{"rendered":"

    It’s been nearly a year since I wrote my first post on leadership as an open practice, inspired by the 2015 OER conference. So in this post I want to reflect on how my experiment is going, what progress I have made and what’s next. Where it all began… In April last year, I wrote : “I\u2019d like to try and adopt open practice in my role and connect with others who do the same.…<\/p>\n

    Read moreSharing my approach to leadership as an open practice<\/span><\/a><\/div>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_crdt_document":"","_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[10,15,16,21,22,25,28],"tags":[31,32,42],"class_list":["post-695","post","type-post","status-publish","format-standard","hentry","category-cpd","category-leadership","category-learning-technology","category-open-practice","category-policy-2","category-staff-development","category-things-i-like","tag-blimage","tag-cmalt","tag-rhizo15","entry"],"jetpack_featured_media_url":"","jetpack_sharing_enabled":true,"jetpack_shortlink":"https:\/\/wp.me\/p7wa4N-bd","_links":{"self":[{"href":"https:\/\/marendeepwell.com\/index.php?rest_route=\/wp\/v2\/posts\/695","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/marendeepwell.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/marendeepwell.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/marendeepwell.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/marendeepwell.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=695"}],"version-history":[{"count":0,"href":"https:\/\/marendeepwell.com\/index.php?rest_route=\/wp\/v2\/posts\/695\/revisions"}],"wp:attachment":[{"href":"https:\/\/marendeepwell.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=695"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/marendeepwell.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=695"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/marendeepwell.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=695"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}