Leave Blues II

Day 3.  Thought it started ok, maybe it did, but sometimes I’m not sure.  I’m not the only one.  My oppo has that sinking feeling too.  If we bring something positive to the boss it may result in a corronary as all we seem to do is tell him things aren’t quite going to plan.  It’ll get better……………………..   won’t it?

Partnering

We have a partnering set up with Flagship Training limited.  It works on a simple principle.  Flagship sells our spare capacity, our name and reputation and in return we get a third of the profits which helps fill an ever increasing funding void that the RN faces.  I should also point that Flagship also provide services at less cost than would be incurred if a matlow was doing the job.  In all it should be a mutually beneficial arrangement and for the most part it is.  In marketing terms the product is wholly saleable.  The RN reputation is second to none,  our training effective and the infrastructure in place is well established.  We offer a very marketable commodity.  

However there are views that says we are taken for a ride.  That the reputation of the RN is being tarnished.   Or the other side which says we are doing very well out the partnership.  Now isn’t the time but I’ll expand on both as we journey through schooliedom.

Leave Blues

First day back after leave………  the job is back to being shit.  The outlook is shit with shit aspects……..  it’ll get better, slowly.  But for the minute its shit.

Inbound Good Idea, Brace, Brace, Brace…….

And so it begins.  Any good snap ambush commences with the identification of a good killing ground.  Depending on the intended victim of the GI a killing ground can range from the corridor outside the bosses office, over lunch in the wardroom or, if the recipient has been really unlucky their own office.  The GI has little basis of use, other than to glorify someones resume and highlight their climb over those around them.  The GI has apparent utility in that it takes a long time to achieve and therefore must be useful.  It also has the added bonus of being “fire and forget”.  We must be careful here to separate the GI from the Long Screw Driver as they are similar in methodology, can be mistaken for management and are devastating against morale.  The two however differ in that the fire and forget variant is often forgotten, whereas the Screw driver will be followed up by a longer one and a universal adjusting tool for added effect.

A Case for Education…..

We are standing on the edge of major change in the way we deliver training and education across defence.  And no cynics I’m not talking the great white elephant that is DTR.  I’m talking of the advent of Virtual Learning environments and targeted, quality elearning.  The real snag I see is that those tasked with carrying out the change are still in the era of the whiteboard and dodgy powerpoint.  A phrase used by a friend in the field referred to digital natives, digital immigrants and digital Pygmies.  Let me explain as they did to me .

The natives are our target audience, they are the ipod generation, used to 24hr connectivity, at home with Wikki, blog and google technologies.  They have learned in collaboration with their peers and while they have no idea how to use a dictionary, but thats no issue as they know where the spell check function is and can access more information in just a few seconds than most immigrants could in a minute or a pigmy could achieve in a library for a week. 

The Immigrants remember being taught on the BBC micro and have launched themselves with pride and gusto into the facebook revolution.   Unfortunately for the natives however,  they are the ones attempting to implement the changes to training at the grassroots level.  This change will have huge implications to the future training an the careers of those we’re training. 

Even more of a problem is that those directing the so called projects have even less of a clue of this digital revolution.  They are the Pigmy’s and while they speak knowledgeably of wikkis and blogs,  I doubt they’ve used one in anger. 

I make the case that we, the immigrants don’t know enough of the technology to either implement the bidding of the Pygmies or argue cohesively against more braided and ambitious seniors in our midst.  Not only do we not understand the capabilities or requirements of the systems available, we have insufficient experience in the basics of instructional design within this new environment.  Its not difficult to achieve these things but we need exposure and time to grasp, reflect and analyse our findings.  Ah, the same things we ask of our students on a variety of subjects.   But the pace of change is frightening. 

 For more on the digital native argument see below.

www.marcprensky.com/writing/Prensky%20-%20Digital%20Natives,%20Digital%20Immigrants%20-%20Part1.pdf

We’re Culling you……… but the future’s bright.

Its strange.  We had a conference at which we were told, even with the greatest of spin and positive perspective, that we, as a specialisation were under threat.  Our numbers would be cut, the requirement reduced fora variety of reasons, DTR and a shrinking Navy being the senior motives.  But, the specialisation as a whole was safe.  Hurrah for us.  But experience isn’t bearing out the sentiment of reduction.  There are Schoolies looking to jump ship, for what ever their reasons, but they aren’t leaving or leaving quickly.  The majority of the twelve month notice period being served and a return of service requiring honouring.  That said the Cdr’s of the branch are walking out the door.  Surely good news for those below, but who knows.  Ask the appointer and he’ll tell you we’re in demand.  Newjobs are inbound and the expected cuts from DTR haven’t been nearly as deep as expected.  So where are we……..   No idea, but the future is bright.