Back in March 2024 I attended Wonkhe’s Secret Life of Students at the Shaw Theatre in London. There was a range of interesting sessions, and for some I made some sketch notes.
I did attempt to do a sketchnote on one of the sessions, but it didn’t come together.
Looking over the programme I am not even sure which session this was for!
My sketch notes are really for me, rather than other people. The process of sketching allows me to digest for myself what is been talked about and demonstrated. The sketch note provides me with a mechanism that provides a process for my interpretation of what is being said and what I understand from the talk. The process of sketching engages me in the talk in ways in which note taking does for others or conversing on social media.
Now in this session, I really couldn’t bring together what was being said in a sketch. There were odd words and phrases, which I noted in my sketch.
Does this mean it was a poor presentation? Well of course not, presentations at conferences are not delivered so I could draw a fancy sketchnote! However the talk didn’t work for me.
Back in March 2024 I attended Wonkhe’s Secret Life of Students at the Shaw Theatre in London. There was a range of interesting sessions, and for some I made some sketch notes.
I attended the session What do we know about what’s shaping how students spend their time?
The latest and most powerful insights on the student condition from Wonkhe and Cibyl’s Belong student survey platform and from across the HE sector.
There was a lot of things in there, about sleep, travel time, working, and time travelling to work.
Of course time isn’t everything, space is important too. Time and space go together. Some interesting commentary about students (who don’t live on campus) needing space on campus to rest or even sleep.
Is UK higher education really the world’s third most expensive way of getting a degree – and if it is, what might the alternatives look like?
One of the key questions that arises from different operating models, are higher education institutions prepared to change, and are they only going to change because they are forced to.
There’s a history of attempts to drive efficiency by sharing services – and precious little evidence of success.
When I started my work in this space, I came to similar conclusions that were in this article. However I do think just because that was the way things were, doesn’t mean that there isn’t opportunities in the future.
Did some analysis of various reports, articles, and links in relation to Optimising Operations and Data. I did a similar analysis of various reports, articles, and links in relation to Intelligent Campus.
I started the planning various reports in relation to Optimising Operations and Data.
I had a meeting about a proposed Intelligent Campus maturity framework.
I did some more field research on the Intelligent Campus.
Back in March 2024 I attended Wonkhe’s Secret Life of Students at the Shaw Theatre in London. There was a range of interesting sessions, and for some I made some sketch notes.
The session which kicked off the conference was What do we know about the conditions that help students thrive?
The latest and most powerful insights on the student condition from Wonkhe and Cibyl’s Belong student survey platform and from across the HE sector.
For many students, university can be a stressful experience, as they worry about money, the cost of living, working, as well as studying and assessment.
A busy start to the week, I was attending HESCA 24 at the University of Loughborough. HESCA is the Higher Education Smart Card Association, primarily a membership organisation for vendors in the smart card and access card space.
There were some interesting talks and presentations. Some were from universities and others were from vendors. As the presentations were about fifteen minutes long, I didn’t make any sketch notes.
I was talking at the final session of the conference talking about the holistic approach to building a smart campus. Got some nice feedback from the session.
This week we also had our Senior Education and Student Experience Group Meeting. As a well as our usual what’s on your agenda discussion, we also looked at what the big challenge is for higher education and discussed two of the future visions I have been writing. Some interesting thoughts and commentary came out from that.
I had an initial discussion meeting with another university about a possible stakeholder workshop. I was also contacted by a colleague in Jisc about a different university for a conversation, who is also interested in this space. There is a lot of interest and demand in this area from universities across the UK.
I continued my work on optimising operations and data, undertaking further analysis of various reports, articles, and links. I did a similar thing with my work on the intelligent campus.
We had a team meeting, though meeting isn’t really the operative word here, much more a structured conversation and chat.
I was in the office on Friday which was quite busy, for a Friday, usually it is quite quiet.
I attended the Digital Elevation Model review meeting with colleagues from the FE side of Jisc.
I was away for the whole week, travelling to London and Edinburgh. On Monday I headed up to London and went to the Fetter Lane office for some meetings.
Tuesday I was off to WONKHE’s Secret Life of the Student Event. This is the third time I have attended the event. This is very much an event, more so a conference, and WONKHE certainly know how to create an engaging show. There was lots of interesting presentations, one feature of the event I liked was how they added a student voice for five minutes in between sessions.
This isn’t the most interactive conference I’ve attended, no workshop sessions, and usually very limited time for questions. However, I still thought it was an excellent conference. Others do as well, as even by the final session, most people are still there. It’s very popular as well, as they were packed out.
After the end of this conference, it was a walk over to Kings Cross (walking next to St Pancras) for a train to Edinburgh. I was quite impressed with the speed of the train, taking just four hours and twenty minutes from platform to platform.
I was up in Edinburgh for the UCISA Leadership Conference. Like the Secret Life this is my third time I have attended. The first conference was in Manchester. I said back then.
I wasn’t sure what to expect, but I kind of expected that this would be a highly technical conference, about how technology can deliver transformation and I can say that what I experienced was not what I was expecting.
Last year in Liverpool, I thought it was a good conference, I wrote back then.
I did enjoy the conference, not sure if I enjoyed it as much as the previous year, but it was still an excellent conference.
This year, I did enjoy the conference, however I didn’t feel it was as good and as useful as the conferences in Manchester and Liverpool. At the previous conferences I felt there was a good focus on leadership and strategy. This year in Edinburgh, I felt the focus had moved to the technology, notably AI.
Now I realise that I am not the target market for this conference, and they may have been responding to feedback from their core market. I may attend next year, but then again, I might not.
I flew home from Edinburgh.
This week I also had a preliminary planning meeting for Smart Campus workshop I am running in the next month or so.
I was working in the Bristol office for a few days this week and a couple of days working from home.
Spent some time preparing for next week, when I will be in London, Edinburgh and then early the following week I will be in Loughborough. Will be spending a fair amount of time travelling and staying in hotels as a result.
I wrote a blog post about transformation following attending the UUK event the week before. In Transformation and all that I look at transformation and how digital and technology can now enable that transformation.
As we discuss and talk about digital transformation, it becomes apparent very quickly that digital transformation is not about digital causing transformation. It’s not as though if you invest in digital and online technologies that therefore you will be (magically) transformed.
It was very much a reflection on a post I had written two years ago.
Here we are two years later and re-reading the blog post, much of what I wrote still stands up. In some cases the technology has moved forward already.
I developed and imagined another vision for my work on optimising operations and data. This vision was on secession, a vision in which departments secede from the university hierarchy and form their own institution.
University departments already had some element of autonomy, so it wasn’t too long before some departments decided to secede from the university and form their own “university” to take back control. These departments wanted to have more power over the recruitment of students and staff. They were able to outsource administrative and professional services to subsidiary service companies that delivered services to a large number of these autonomous departments. With the wealth of empty office space across major cities, it was relatively easy to procure space, combined with online provision, and hybrid home working, the costs of running a department of a university, divorced from the university itself, could be minimised. The use of shared services across these small independent universities enabled them to focus on research, learning and teaching.
I also developed one on the outsourced university.
It was seen as easy to outsource much of the domestic functions of the university, but it became apparent to many senior managers that they could outsource much of their professional services as well. It wasn’t too long before some enterprising universities realised that they could outsource their teaching as well. This would enable them to bring in dedicated subject experts for teaching on undergraduate programmes as and when needed.
I’ve enjoyed writing these and will be interesting to see what happens when I share them with some senior colleagues in a few weeks.
I saw that UPP Foundation launched Student Futures II, New threats to student futures. In 2021, with the world still in the grip of the Covid-19 pandemic, the UPP Foundation convened the Student Futures Commission to understand how the pandemic was affecting students and what universities could do to help them get back on track. Two years on, the UPP Foundation launched Student Futures II, with new research from Cibyl and Public First assessing the sector’s progress.
The cost of learning crisis is creating new threats to students’ futures
Worryingly, students who took part in focus groups for the Commission report a further gap between what they imagined university would be like and what they have actually experienced, with international students in particular feeling short-changed. There is a general sense of apathy, a loss of agency, and high levels of reported loneliness – and with many universities at or close to the end of their financial tether, the solution of delivering “more support for students” is well past being reasonable or sustainable.
Not long ago I received an email from a colleague who keeps watch on business intelligence vendors and rates their products. She was puzzled that a particular product that I happen to like did not support pie charts, a feature that she assumed was basic and indispensable. Be- cause of previous discussions between us, when I pointed out ineffective graphing practices that are popular in many BI products, she wondered if there might also be a problem with pie charts. Could this vendor’s omission of pie charts be intentional and justified? I explained that this was indeed the case, and praised the vendor’s design team for their good sense.
I was supporting a colleague on the management of our Dovetail licences. We use Dovetail to analyse data. I used it myself this week to analyse the UK Higher Education Financial Sustainability Report in relation to the project I am working on in optimising data and operations. I also used Dovetail to review some of the data and insights we have on the intelligent campus.
I gave a briefing (with a PowerPoint) about my work on optimising operations and data.
Updated our CRM with conversations I had last week.
As we discuss and talk about digital transformation, it becomes apparent very quickly that digital transformation is not about digital causing transformation. It’s not as though if you invest in digital and online technologies that therefore you will be (magically) transformed.
When discussed digital transformation, it is probably best explored as transformation which is enabled by digital technologies.
I have written before about this, two years ago I published a blog post, called Thinking about digital transformation which I used to discuss and reflect on my then thinking about digital transformation.
Well, I have been thinking about what we understand mean by digital transformation and in some discussions, I have been using different kinds of explanations to explore what I see and understand digital transformation is.
In the post I draw out that merely making something digital, doesn’t mean you have transformation. The example I used was about the authorisation of leave.
When you start to think about this digitalised process, using a bespoke system, over spreadsheets or pieces of paper, you may think of this as transformative. However, when you did deeper, there is still that same old authorisation process there.
I concluded…
The digitalisation of the HR system only becomes transformative when you actually look at and transform the processes and the thinking behind those processes. You need to transform the process; the digital HR system enables that transformation. Simply digitalising your HR system results in less benefits than if you transform the organisation and use digital technologies to support that process of transformation.
Here we are two years later and re-reading the blog post, much of what I wrote still stands up. In some cases the technology has moved forward already.
I wrote…
Now looking further forward, could you use artificial intelligence (AI) to learn from leave request, rejections and authorisations to have a better idea of when there are potential pinch points…
There was this Gartner article on AI in HR which was published last year.
AI will have an effect on the work conducted by the HR function, across the employee life cycle. This impact includes HR operations and service delivery, recruiting, learning and development, and talent management. In a first step, AI will lead to new sets of employee expectations about how employees interact with HR and HR technologies. Over time, this shift will lead to rethinking the purpose and structure of individual HR roles and teams.
I also mentioned the cultural challenges that existed.
When I first started asking this question a few years back, I was quite surprised by the resistance to the idea of a system or an individual self-authorising leave, and it got to the point where often the discussion would just fall down. Culturally people (okay managers) were struggling with the concept that they no longer had the power to authorise leave or not.
We need to apply all the innovation, creativity and business acumen across the sector and beyond and grasp the nettle to find solutions to the big questions.
In one session it was clear that the technological or digital solutions were there already, what was holding back the transformation was the cultural and people issues.
In the past we may have wanted to transform, but we didn’t have the necessary tools to make that happen. Today we have the tools, the question is, do we have the will?
I was in London towards the end of the week. I was attending UUK’s Survive or thrive? Grasping the financial sustainability challenge event.
Universities are critical to society – whether that’s developing the skills our economy needs, boosting regions, driving social mobility or discovering the next scientific or innovation breakthrough. We are at a critical turning point, however. In 2021-22, one in four UK universities reported an operating deficit. UUK’s policy and advocacy work is focussed on securing more sustainable funding for higher education across the UK but we also need to act for ourselves. We need to apply all the innovation, creativity and business acumen across the sector and beyond and grasp the nettle to find solutions to the big questions.
This conference will cover urgent topics such as:
How can we innovate and find new ways of operating – through different organisational models, creative use of digital, online and AI tools? What might hold us back?
Should we challenge the status quo and how? High quality, high touch, high-cost teaching to student ratio? The overall student offering? Geographic footprints in the UK and beyond?
When you need to transform a university, what are your options and how do you do it?
How do policy and regulation inhibit innovation and what can we do about it?
This was probably one of the best events I have attended in recent months, though, I think the main reason for that was how much of it was aligned to the work I am currently doing at Jisc.
The programme was excellent, with both keynotes, panel sessions and effective workshops. I also had a fair few ad hoc informal discussions with colleagues. There was a large number of senior managers, including vice-chancellors at the event.
Attended Jisc’s Evidence and Research Advisory Group. I actually attended this meeting whilst going for a walk. It was quite late in the day, so though I was working from home, the house by that time was quite busy. I knew I had minimal input to contribute, so rather than annoy the house, I went for a walk, which was quieter than the house, well the road I walked along was quite noisy.
Had my regular one to one.
As well as writing various visions for my work on optimising operations and data, I am also looking for exemplars of current practice. As with a lot of my work, I planned out the structure and content of the exemplars, as well as identifying possible case studies for the exemplars.
As part of Learning & Teaching Reimagined, we constructed some simple scenarios, across the spectrum of digitally enhanced teaching and learning. I want to do something similar with optimising operations and data. These would show the impact on students, academic staff, and professional services as you travel down a road of optimising operations and data.
I have been working on a series of visions about how universities could be working differently in the future. The aim of the visions is not to predict a future, but to provide an insight into a possible view of what that future could look like and think about how these impact on your current position and thinking. We did something similar for Learning and Teaching Reimagined, and though I wasn’t personally credited with the authorship of some of the visions, I did create and write the visions. I tested them out with a few people and got the reaction I wanted as well as stimulating an interesting discussion.
One of those visions was about organisations merging. Coincidently in the news this week was the news that City, University of London and St George’s, University of London have agreed a merger – the new institution will be called City St George’s, University of London and commence operations from 1 August, “though full integration will take longer.” Current City president Anthony Finkelstein will lead the combined institution.
There has been much talk about the four day week, in the Guardian this week was an article on how some firms have made their four day week trials permanent.
Most of the UK companies that took part in the world’s biggest ever four-day working week trial have made the policy permanent, research shows.
Reports from more than half the pilot organisations said that the trial, in which staff worked 100% of their output in 80% of their time, had a positive impact.
For 82% this included positive effects on staff wellbeing, 50% found it reduced staff turnover, while 32% said it improved job recruitment. Nearly half (46%) said working and productivity improved.
How can learning analytics – data systems that help understand student engagement and learning – be used to identify students who may be at risk of withdrawing from their studies, or failing their courses, and what interventions work to re-engage students in their studies?
The key findings from the report were:
Neither HEP found a measurable difference in post-intervention engagement rating between at-risk students who received an email followed by a support phone call and at-risk students who received only the email.
Neither HEP found any significant impact of the additional support call on the likelihood of a student generating additional at-risk alerts.
Qualitative feedback indicated that students welcomed the intervention. For some, the phone call was appreciated as a means of breaking down barriers between themselves and the institution and stimulating their re-engagement with learning. For others, the email alone was cited as a sufficient motivator to re-engage with learning.
A new study from TASO seeks to judge “what works” in the use of learning analytics for student support, exploring whether students identified by engagement data as being “at risk” were better supported by email and phone contact or email alone. Large cohorts of students at two providers, Sheffield Hallam University and Nottingham Trent University, were divided into two random groups. In both cases, it was found that an additional support call created no measurable difference in at-risk students’ subsequent engagement and no appreciable change in the likelihood of the student generating subsequent alerts.
It will be crucial to robustly test the impact of any wellbeing interventions that analytics systems may trigger.
As many people already well known, the environmental costs of generative AI is soaring, and that also being kept mostly secret. In Nature is an article about the impact AI will have on energy systems.
Last month, OpenAI chief executive Sam Altman finally admitted what researchers have been saying for years — that the artificial intelligence (AI) industry is heading for an energy crisis. It’s an unusual admission. At the World Economic Forum’s annual meeting in Davos, Switzerland, Altman warned that the next wave of generative AI systems will consume vastly more power than expected, and that energy systems will struggle to cope.
Spent some time planning out Senior Education and Student Experience Group meeting for March.
Wrote a briefing update on the work I have been doing on the optimisation of operations and data work.
Had an interesting and informative conversation with a college about their smart campus aspirations.
Spent time planning next steps of my Intelligent Campus work.
Planning a meeting with an university for a follow up workshop on their smart campus planning, after successful workshop in January and their request for a 1-2 day cross university workshop.
Worked on creating and planning blog ideas in the personalisation space. Also worked on creating and planning senior management primer ideas in the personalisation space, and some use case ideas.
Spent time planning out ideas for Spaces events over the next 12 months.
Noted that this worknote represents five years of undertaking worknotes for the blog.
news and views on e-learning, TEL and learning stuff in general…
