LAMSIGD04aR04bP01ZL-Jefferson4b_smlGiven how little I update this blog, it may surprise you to learn that I am the man entrusted with keeping the IATEFL Leadership and Management SIG website up to date.  Well, in the not too distant past it has been relaunched, and I’m actually, amazingly, keeping it up to date.  So I thought I would give you a bit of a guided tour because there’s lot of useful stuff for the LTO Manager that can be found there if you know where to look.


So, the home page is at which will take you to a page that looks something like the one on the left, though the pictures may be different. At the moment we’ve got photos from our most recent event in Izmir in May.

You’ll notice a series of headers at the top which take your further into the site and reveal some of the exciting content contained therein…

I’ll highlight a couple of these, skipping over some of the less interesting ones such as the “Committee” page where you get to see pictures of me and the rest of the reprobates professionals who make up the committee.

Under Community you can find links to our new LinkedIn group which has already started generating discussions on LTO management questions. If you’re a LinkedIn member, go here to sign up for the group. You can also find pictures form recent events – not only the Izmir conference, but the PCE at the last IATEFL conference in Liverpool.

Under Events, there is information about our upcoming events – next year’s PCE on “Creating a culture of resilience and preventing burn out” in Harrogate for example is listed here.  There are also reviews and links to posts and blogs about past events, as well as a list of Webinars that IATEFL is organising.  We (LAMSIG) will also be organising some webinars, so watch this space.

scoopitPossibly of greatest interest are the links found under Resources.  Here you will find a link to our new ScoopIt page of links, which may be of interest to language teaching managers.  This page, updated very regularly includes lots of links (currently as I write this there are 162) all of which are possibly interesting – some are specifically related to ELT management, while others are more general, but still I think relevant to us.

Below that on the drop down menu is a page entitled “Archived articles” which is a collection of 46 (46!) articles that have appeared at one time or another in the LAMSIG (or ELTMSIG as was) magazine.  This is a hugely useful resource for everyone, I’d say, so please dig in and find things that may be of use to you.

articlesarchiveSo, hope that is of value to you, and hope you get involved with the site and LAMSIG in general.  We’re always open to ideas suggestions, requests, articles, links, ideas, proposals, and so on and so forth.  There is also a twitter account for the SIG : @IATEFL_LAMSIG  and even a facebook page (though to be perfectly honest I’m not quite sure what to do with that – any suggestions gratefully received).

Inertia or caution?

Apologies for taking so long to write a second post!

One of the first suggestions I received on a topic to write about on here came from Nik Peachey:

How do we educate or encourage our managers / administrators to become better educated about what the web can do and the real issues and potential surrounding its use?

Nik’s question was mirrored a little in Karenne’s post here.  I’m going to rewrite Nik’s question slightly (as we trainers are always told not to do, of course), and ask how we can encourage managers to become better educated about technology in general.  And also to think about what considerations managers might have in thinking about technological solutions.

The first problem of course, is the dizzying pace at which the technological revolution is moving – each week seems to bring an innovation in classroom technology, online learning or some other area that managers (and teachers) need to be aware of and make decisions over.  As in many areas of life, inertia is easier (though rarely the best policy in the long run).

Then of course there is the financial aspect.  To equip a school with interactive whiteboards (IWBs) and train everyone to use them involves no small capital outlay.  Similarly running online courses, while not necessarily involving a great amount of up-front expenditure, often seems to have a very low margin (and frequently such courses are run at a loss, based on the vague assumption that this is the way of the future and even if it costs in the short term it will pay off in the long term).

And, then there’s the much talked about digital native/digital immigrant divide.  Most managers are almost certainly digital immigrants (I could write small programmes in BASIC when I was 15, but I don’t really think that puts me in the digital native category – my kids, on the other hand, seem to be fluent).  Give it ten years or so and there will be a different story here, but for now, it’s what we have to work with.

The ADKAR model of change management suggests that managers of people in an organisation which is engaged in change need to take care of 5 things – Awareness (are people aware of the need for the change?); Desire (do people actually want to make the change?); Knowledge (do people have the necessary training to perform the new tasks that are necessary under the change?); Ability (are people able to implement the change?); and Reinforcement (are they continually supported?).  But let’s turn this model on its head a little and look at it from the perspective of changing the  manager’s approach in the case of technological innovation in language teaching and learning.

Are managers aware of the need for this change?  Increasingly, I believe, they are.   Or at least they know that things are changing in the way teaching and learning are supported by technology, and that at some point there is a nettle that needs to be grasped. (It certainly comes up very often when I talk to managers of language teaching organisations).  They might feel that being at the cutting edge in their specific market would give them a competitive advantage even if they were still to be entirely convinced of the benefits of the innovation from a pedagogical standpoint.  After all, it’s pretty rare these days to find a language school that doesn’t have its own website, so it’s not a fear of technology per se.

Do they want it?  Less so, I suspect. Or at least the uncertainty and faddishness of technological solutions can and will cause doubts.  With so many options, so many possibilities and a limited amount of resources to devote to whatever decision is taken (and with IT as a sector in itself being so seemingly hit and miss – for every silicon valley success story there seem to be ten failures), it’s understandable if managers tend to adopt a wait-and-see policy.  While large well resourced organisations like the British Council can devote time and money on trying out all the possibilities and learning from their mistakes and successes, this is simply not an option for smaller language schools.  Waiting to see which approaches are going to be the necessary and long-standing ones (both pedagogically and for the marketplace) is on some levels a sensible and thoughtful approach.  And there’s no shame in being part of the early or late majority rather than an innovator – especially when it’s not just a personal decision, but one which impacts the organisation, and, by association, all the people in it.  [Plus, of course, I am writing this at a time when language schools are suffering financially from the current global downturn.  Just, possibly, as the current wave of pedagogical/technological tools is starting to break over us.  And one of the big ironies about all this of course, is that it’s better to change things when things are going well, and not as a reaction to a crisis, but much more difficult to convince people of the need when everything’s seemingly going well]

Without the awareness and desire, then, there is unlikely to be any sudden shift in the way things are done.

Michael Fullan has identified a number of reasons why educational innovations fail, and I think this can be tied into the same process as we have looked at above.  Among others he cites:

  • Believing that complex problems can be solved quickly
  • Adopting innovations which have only symbolic benefit
  • Responding too quickly to fads
  • Misunderstanding resistance as an attempt to block, rather than as indicating a need for help and support
  • Allowing pockets of success to fail through lack of support

By way of conclusion, I’d like to focus on that fourth one, though I think all 5 have a relevance to this debate (and a couple of them I have already touched upon here).   There is, I think, a tendency to assume that managers are seemingly attempting to block innovation, or are just against change.  And while this may be true in a few cases, in many cases I believe it is in fact a need for help and support and advice.  What, I submit, is less helpful is ridiculing cautious managers as luddites and stick-in-the-muds.

And where will this help and support and advice come from?  Good managers will be reading and studying the literature on educational innovations, which will be part of the driving force, and on top of this I believe much of the impetus will come from teachers.  Teachers are increasingly realising that to engage with their learners they need to do so with and through new technology.  This needs to be transmitted to managers, who, sadly but inevitably, often have little direct contact with the learners as learners.  And reading a few customer satisfaction surveys does not have the impact of conversations with enthusiastic teachers.

I hope this does not come across as passing the buck.  The good manager will be very aware of the issues and research and potential of the web and of other technologies.  But taking that step into the unknown and making a policy decision which is going to have far-reaching consequences can be a daunting thing to do.  Perhaps this is where managers become leaders.

Finally, a story which I was told while training on the International Diploma in Language Teaching Management.  Some years ago, a large language teaching organisation made a decision, in consultation with its teachers and students, to replace the video cassette recorders and tape players in all the classrooms with DVD players which could also be used to play CDs.  Money was set aside for this task, which was a fairly expensive undertaking, and during the summer break, all the classrooms were changed over to the new, very flash and beautiful machines.  The teachers were delighted and they knew the students would be impressed. It wasn’t until the first day of the new term, that everyone suddenly realised that there was a slight problem.  The staffroom resources, of course, were unchanged.  Teachers had access to lots of cassettes and videos from various different coursebooks and supplementary materials, but nothing to play them on.  And, of course, no CDs or DVDs.