In chapter 4 of The Connected Educator, learners will understand how important is to build a collaborative culture by sharing certain values, norms, and beliefs with other educators. By building relationships, there will be a change that is effective in the long run. A change in culture is "reculturing." In this type of collaboration, "...stakeholders are involved in studying how to change the culture" (pg 58).
The very first thing to keep in mind in having an effective collaboration is putting relationships first. Nussaum-Beach explains, "Fostering, nurturing, and maintaining positive, congenial relationships is the first step toward building collaborating cultures- in your school and in a more global connected learning community" (pg 59). Having a congenial relationship means being polite and friendly with others and cooperating. And then collegiality is a belief that no one is smarter than the other and everyone can give contribution to a practice. Even though people may encounter issues and disagreements, this all goes for the cause. As a future physician, I will want to work with and hear out people of different beliefs. It may or may not change my perspective, but it's important for individuals to be open to different cultures. One day, someone's belief may save another's life. Practices and techniques are always evolving. Using ancient methods or even newer ones should be an open idea for researchers to explore. Knowledge should not be limited.
Another aspect to understand is to establish trust with other colleagues. How can one build relationships without trust? It's not possible. "Another educator agreed: 'In my experience, trust takes a long time to build; it relies on someone doing the right thing many times over.' Yet another added,' Trust depends on what the person says he/she will do, and then them doing it. It is more related to actions than time'" (pg 61). There are different ways to earn one's trust, but it's important to repeatedly do the right thing. One flaw could potentially bring down one's trust. And depending on how deep the trust or how bad the harm, one wrong doing could break a person's trust for a long time or it will be hard to gain it back again. If I made an online med student friend and one day talked badly of him/her months later, that could hurt that person, the communtity and myself and I may not be able to build another relationship for a long time. Good communication is very important and being patient with others will open doors to bettering a relationship.
In the future of learning, professionals who have a shared vision drive forward to an effective transformation. A community creating something new together is important in creating a collaborative culture. "The advantages of involving others in creating a vision are a greater degree of commitment, engagement, and diversity of thought, all attributes of healthy learning organizations" (pg 66). With individuals each putting in their daily effort in improving the connected learning comunity, more can be achieved and effective change is made possible. When working in the hospital as a physician, it is important that everyone puts in every ounce of commitment and passion to their job otherwise, we could lose a life or increase health risks. I imagine that more can be achieved when contributing in the online community and cracking down more methods of research and treatments. Questions to ask stakeholders can be an example as this, "'What are our guiding principles for how we should operate and work together'" (pg 66). This kind of question will direct professionals to the first step in sharing a vision.
Lastly, one aspect that learners must know are the stages of collaboration and online global connections. They go as follows: forming, storming, norming, and performing (pg 66-67). The beginning of collaborating begins with "forming." This is when members get to know one another and showing congeniality. Next is "storming." In this stage, individuals begin to disagree with one another when it is time for self-directed learning and collective construction of knowledge. After that follows "norming." Here, members begin to accept norms and accepted behaviors and operate efficiently when they know a deadline is near. Last but not least, comes "performing." This is when groups move from congeniality to collegiately. As explained before, members contribute to practice without the belief that one is "better" or "smarter" than others. The best stage as a future physician falls under performing. Individuals must put aside any disagreements or messy situations and form a deep learnng process.
What cultural beliefs have you transformed for the betterment of your career/relationships?
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