EDC 668 Portfolio Projects

RESUME CV:

FAVORITE TECHNOLOGIES:

Pandytown FaceBook Group
www.pandytown.com
www.vimeo.com

668 Change Vodcast

RESOURCES:

http://www.surdna.org/

http://us.camfed.org/site/PageServer?pagename=home_index&cvridirect=true

http://www.participantmedia.com/social_action.php

http://www.aolnews.com/philanthropy

• 668 WIKI

1. Identify opportunity for change and those participating in the project. Post to wiki. Due: 5/17

• I will redesign the website for www.pandytown.com, a community off the Bay Islands of Honduras in hopes to build collaborative momentum for upcoming humanitarian endeavors.  The current website is a static Wordpress blog that will be transformed into a video-centric, collaborative forum for change.  The participants will be composed of a cross-cultural collaboration between indigenous Bay Islanders, philanthropists, students, and concerned individuals.

1. Write a one-page summary of the opportunity for change and the impact it will have on the setting within which it will take place. Post to wiki. Due: 5/24

• The Change Project: My desire is to use technology to strengthen collaboration among core members of the Pandytown Project, a global, humanitarian endeavor physically located in Roatan, Honduras.  Presently, I would like to transform the static website–www.pandytown.com, into an interactive, video blogging network.  Assuming engaging content can be created, this “social broadcast” would strengthen our collaboration across a geographically dispersed community of practice and help expand our constituency through diverse communication technologies (i.e. exchanged text, photos, & webisodes).

• The ChallengeAlthough we are “not required to actually attempt to implement the change in our setting” I spent three days fine tuning a PHP Wordpress Video blog template to “foster, enable, inspire, implement and manage this change.”  Since the old website was also built on a Wordpress platform the existing blogs were archived and are still accessible.  This was fortunate because this work represents our initial history as an emerging online community.  However, now that a better technology for change is successfully in place, I will move into the second stage of our design process.

• Understanding the Learning Context.
  
• Specifically, what is our mission and objectives?  How do I know?  Do our members agree?  How can this online forum communicate our vision to others?  During the last week, I have conducted numerous film interviews in an attempt to answer these questions.  Using a phenomenological approach to analyzing the recorded data, I believe our group objectives echo what Daniel Pink states in Drive.  People desire autonomy, mastery and purpose in their work.  Our humanitarian endeavors in Roatan are no exception.  Here is one example of how my interview analysis reflects these truths: Data Analysis 638D from Pepperdine Malt on Vimeo.
• In closing, this Change Project compliments my Action Research.  The building of this video blog can be seen as further evolution of my second cycle.  However, now that the new website is in place, the real challenge begins.  I must plan, act and reflect on the group content, structure and learning.  I already know, “Who is involved and/or affected by the change?” –the core members of the Pandytown Project are.  But now we must utilize this platform to involve and affect many others if we hope to succeed in our endeavors.  Specifically, how will this interactive forum help accomplish these goals:
  1. Finish construction on the fresh water well
  2. Usher and steward new learning technologies for the Pandytown Youth Center
  3. Empower local women through sustainable micro-enterprise.

  I look forward to exploring how this Change Project can generate new opportunities for learning, growth, and leadership for the Pandytown Community and its global constituency.

Evaluate the learning context of the change. What learning will need to take place and by whom? How will you address the learning needs and challenges? Post summary (in any clear format- perhaps bulleted, mind-mapped, scheduled, outlined, etc) to wiki. Due: 5/31

• As I work to introduce digital tools and spread the Bay Islanders story it is clear that we must not only equip the townships with technology but coach interested members on best practices in using it.  The following areas indicate the learning needs and challenges.  Much of the learning is self-determined after simple encouragement and brief one-on-one instruction:

1. Film/video
2. Music production
3. Social networking
4. Blogs
5. Youtube/Vimeo

Identify the resources needs for the change. Make list of resources that includes description, value to the project and approximate cost (this list will include people). Post to wiki. Due: 6/7

• The resources involve small investments from a large pool of human capital.  This is the way Invisible Children became such an effective movement for social change in Uganda.  It doesn’t take much.  Just a consolidated awareness.  As Margaret Mead says, “A small group of thoughtful people could change the world. Indeed, it’s the only thing that ever has.”  Otherwise the cost of servers/web site hosting and such is not extravagant.  I would however, like to save a couple thousand to actually travel to Roatan at the end of July.

Craft an initial timeline & project plan for to leading and implementing the change. Post project plan/timeline to wiki. Due: 6/21

• June	July	August
  Have all online resources in place	Personally travel to Roatan to gather more filmed data and build on established relationships.	Prepare for closing ceremony for raffle.
  Send first two humanitarian teams	Sell tickets for fundraiser.  Should raise at least $5,000 by end of month	Finish freshwater well project and have technology in place at Pandytown Youth Center

Taken from Future of Management:

Challenge 1 – Creating a democracy of ideas
Challenge 2 – Amplifying human imagination
Challenge 3 – Dynamically reallocating resources
Challenge 4 – Aggregating collective wisdom
Challenge 5 – Minimizing the drag of old mental models
Challenge 6 – Giving everyone a chance to opt in

Rules for Innovative Management/Leadership

1. To solve a systemic problem, you need to understand its systemic roots
2. At least initially, it’s easier, and safer, to supplement an existing management process than supplant it (Run the new in parallel with the old)
3. Commit to revolutionary goals, but take evolutionary steps
4. Be clear about the performance metrics your innovation is designed to improve
5. Start by experimenting in your “own back yard” where the political risks are the lowest
6. Whenever possible rely on volunteers
7. Diffuse potential objections by keeping experiments fun and informal
8. Iterate: Experiment, learn, experiment, learn
9. Don’t give up, innovators are persistent

For the first time since the dawning of the industrial age, the only way to
build a company that’s fit for the future is to build one that’s fit for human
beings as well. This is your opportunity – to build a 21st century
management model that truly elicits, honors, and cherishes human
initiative, creativity, and passion – these tender, essential ingredients for
business success in this new millennium.
Gary Hamel, 2007