Up and Down the Ladder of Abstraction

A mental model that I frequently use is the Ladder of Abstraction. It was developed by the American linguist S. I. Hayakawa in his 1939 book Language in Action.

The model describes varying levels of abstraction (up) and concreteness (down) and helps describe our language and thoughts.

The higher up the ladder you are the more abstract the idea, language or thought is. The lower you are on the ladder the more concrete the idea, language or thought is.

You can also think about the ladder as scaling out (abstracting) and scaling back in (concrete). I often use the language:

Let’s zoom out for second. Why is this connected to other projects?

OR

What does this look like in the classroom? Zoom back into the day to day experience for me.

And of course there is a parallel to the ideas of theory Vs experience.

It is helpful to note that different types of questions or interactions move dialogue up or down the ladder.

Screenshot 2018 02 03 at 4.08.31 PM

Let’s look at some simple examples based on developmental work in schools. The first few illustrate how you can use the ladder as a way to think about problem solving. You can also use the 5 Whys mental model here.

*Remember that the ideas illustrated on the ladders below would each emerge during discussion and dialogue. Each idea might unfold as different questions are posed and pondered on.

The blue example below is simple enough to see it is a not a behaviour issue but a communication issue perhaps.

PGS Inspiring Me 1

The green example suggests the link between report writing and staff wellbeing. It not just an assessment issue but something that might have a negative impact on health.

PGS Inspiring Me 2

Yellow and purple below are slightly different as they might illustrate a more general use of the ladder. Not necessarily to understand the problem, as above, but to broaden our understanding of an idea.

When we ladder down into the concrete and back up into the abstract concept we have a much more rounded sense of the idea. This makes communication much more successful as you work both ends of the ladder.

Be mindful of which end you spend time in the most when working with your ideas or with your teams. Try and strike a balance.

PGS Inspiring Me 3

PGS Inspiring Me 4

The Ladder of Abstraction is commonly used as a model for interviewing and I have used this many times  during the design thinking process. As this piece from the dschool illustrates.

Often times abstract statements are more meaningful but not as directly actionable, and the opposite is true of more specific statements. That is why you ask ‘why?’ often during interviews – in order to get toward more meaningful feelings from users rather than specific likes and dislikes, and surface layer answers.

So it is great model for your design toolkit.

Take a look at these further thinking prompts to help you move in an agile way on the ladder, by Andrew Dlugan on the Six Minutes site. A great post that is well worth a read.

Moving Down the Ladder

  1. Embrace the phrase “For example…” .
    Provide real-world tangible examples for your theories and ideas.
  2. Use sensory language.
    Help your audience see, touch, hear, taste, and smell.
  3. Be specific.
    Provide ample details.
  4. Tell stories and anecdotes.
    Stories add emotion and realism to any theory.
  5. Cite datastatistics, and case studies.
    They offer support for your theories.
  6. Feature photographs and props.
    Remember that all words are a higher level of abstraction compared to the real thing. Use the real thing.
  7. Have a strong call-to-action.
    Show your audience how to put your message into practice.
  8. Answer “How?” questions.
    Questions like “How does this work?” force you to more concrete explanations.

Moving Up the Ladder

  1. Answer “Why is this important?
    Give the deeper meaning behind the concrete facts and data.
  2. Provide the big picture.
    Explain the context and orient your audience.
  3. Reveal patterns and relationships.
    Help your audience see how the ideas connect — both to other ideas and their lives.
  4. Draw diagrams.
    Help your audience form mental models of processes, objects, etc.
  5. Use appropriate charts.
    Go beyond pure data to show trends.
  6. Reveal the lesson.
    Follow every story or case study with the key insights.
  7. Draw inferences.
    Apply sound logic to generalize from particular cases.
  8. Summarize into principles and guidelines.
    Help the audience learn from your experience by providing principles they can use.
  9. Appeal to shared ideals.
    Draw connections between your message and the ideals held by your audience, such as justice, truth, liberty, or freedom.

Let me know how you get on with this little model, a worthy addition to your toolkit. This is a core activity for me, something I keep coming back to again and again.

Emerging leaders often find this difficult as they have to step out of just thinking about their own classroom.

I firmly believe that the capacity to move up and down the Ladder of Abstraction is a key skill for any leader.

Some further reading:

Method 19 of 100: Laddering Questions | Designing the User Experience as Autodesk

How/Why Laddering | The K12 Lab Wiki | dschool 

Abstraction Laddering: Clearly Define the Problem | Autodesk 

The Ladder of Abstraction and the Public Speaker | Six Minutes 

5 Provocations to Improve Your Strategic Planning

Strategy has been a key area of my work over the last 12 months. Planning and developing it, reviewing and critiquing it. I know this year will be the same. I stumbled upon the work of Freek Vermeulen on strategy and I want to share a few key provocations with you that resonated with me.

Your organisation’s strategy might be called something different – in education, these are typically

  • School Improvement Plans
  • Annual Improvement Plans
  • Strategic Improvement Plans

You get the idea. Anything that is laying out goals, actions and strategies for the future of your school or organisation is ripe for this critique.

If you are one of my school partners, watch out! We will be using these provocations and ideas to explore your plans for 2018 and beyond.

Freek Vermeulen has 5 provocations for critiquing strategy documents, or as he puts it:

Let me present you with five such common excuses for a strategy or, put differently, five examples of why the things on the PowerPoint are not strategy.

Are you really making choices?

Straight of the bat, this is my favourite of the five. It forces us to carefully consider what it is we are choosing as a result of the strategy. Or do your plans just include everything? “We are focusing on everything”, means you are focusing on nothing.

I enjoy the fact that strategy is seen by Vermeulen as a choice about what to do, and what not to do. Of course, this reminds me of the Pareto Principle and how we should know what has the highest impact. I am looking forward to having conversations with teams about what they have chosen not to do!

Or do you just stick to what you were doing anyway…?

An extension of not making choices is that you write a strategic plan that just describes what you are already doing. The mental model of Path Dependency is a good one to learn about here because it refers to a bias towards past events.

We have issues about letting go of past programmes and we tend to collect and compress new ideas. When previous commitments have been made we err on the side of historical preference. This means that strategy documents, like the ones you have where you work, just describe what is already happening.

more often than not, strategies adapted to what you were doing anyway results in some vague, amorphous statement that would have been better off in a beginners’ class on esoteric poetry, because it is meaningless and does not imply any real choice.

Your choices have no relationship with value creation (you’re in “The Matrix”)

Again the emphasis here on high value or high impact strategies. Everything you are choosing to implement needs to be closely related to the change you desire.

In schools this is all about improving the learning experience for students, ultimately improving learning. If an idea or programme does not relate to creating value why are we doing it?

Without a proper rationalisation of why your choices are going to help you create value, I cannot call it a strategy.

You mistake objectives for strategy

This is a really common issue that makes reading organisation-wide plans and documentation quite a challenge. Put simply an objective or goal describes a future state you are aiming for. A strategy is how you will get there.

Objectives typically have something that you can measure. You might use SMART goals to help craft them effectively. Objectives should be

  • Specific
  • Measurable
  • Achievable
  • Realistic
  • Time-bound

An example objective from my business this year is:

3 new long term partnerships in Melbourne / VIC by the end of 2018.

You can see it is quite specific and time-bound, despite it being a long period of time it is realistic and achievable (I hope!)

One of my strategies for how I might achieve this is to:

Speak at local events

Pretty straight forward. But surprisingly we often get all these things muddled.

You need an idea and a rationale – a strategy – of how you are going to achieve all this. Without it, they [objectives] are an aspiration, but certainly not a strategy.

Nobody knows about it

Who normally writes your strategic improvement plan? Who checks and critiques it? Normally this group can be quite small – typically the leadership team, plus outside consultants, might craft the plan.

But what good is a great strategic plan if nobody in the organisation knows about it!? What goes hand in hand with the imperative to make a strategic plan accessible is the language used. Too verbose or nuanced and it becomes a barrier for others to access.

This is a nice example from Oakleigh State School who have created an infographic for their plan – and I can imagine that this makes it much more accessible to a wider audience.

Screenshot 2018 02 01 at 2.37.28 PM

I always remember strategic plans just being a box to tick when I first started experiencing them as a subject coordinator. If they are accessible and written in an open jargon free way they should be actively used throughout your work. They shouldn’t just be a box to tick or to fill a folder.

Ultimately this is about changing something and how your strategy impacts on the day to day behaviour of those in your organisation. I will leave you with this final provocation from Freek Vermeulen about this:

A strategy is only really a strategy if people in the organisation alter their behaviour as a result of it.

There you go five great provocations to help you improve your strategic planning

Strategy

#28daysofwriting

Photo by rawpixel.com on Unsplash

Responsive Leadership – leading from the back to the front

 

I recently stumbled upon a new label for the behaviours we associate with leadership. In this short clip Nipun Mehta explains a “different paradigm of leadership, which he calls “laddership””.

After rolling the idea around a little I thought I would share some thoughts on how it relates to my experience of leadership and development in schools and beyond.

Laddership refers to the role of the leader. The ladder being like the leader. So that others may climb rungs we might create and reach new heights above us. It reminds me of servant leadership.

This way of thinking is placed in contrast to the “lead from the front” type of ideology, that some might consider to be a traditional leadership paradigm.

In education we can be lulled into thinking that leadership only occurs at the upper echelons of a school administration or in those roles with “leader” in them. The career path is set out in front of many aspiring young leaders and it often only looks like a pyramid. This reflects the typical paradigm of a hierarchy in schools and school systems.

My teaching experience was similar. I was tapped on the shoulder for middle leadership within my first year out of university and the steps up were pretty clear. Maybe you have been presented with a similar direction: “If you want to be a leader follow this traditional path.”

The idea of a ladder for others to progress sits well with me. I now know that such an idea is relevant to anyone aspiring to lead. There are different ways to lead, and many different paths to help others rise above you. Education needs to offer more paths through leadership and not just those that point upwards.

Ultimately we need to put energy into redefining leadership in schools so that more educators understand the impact they can have on others.

I started a blog that shared my ideas, my thinking and my classroom experiences. That helped me understand the impact I could have on others. I realised I could lead in a different way – fast forward a decade and I still keep that idea at the heart of my work. I am leading by creating the conditions for others to progress and develop. It might not say Principal or Headteacher on the office door (I don’t actually have an office door) but I know my work is leadership.

Leadership can be defined in multiple ways depending on the sector or domain it sits within. But also defining leadership within a sector has great contextual dependency too. Education is no different.

The leadership that needs to be shown in the emergency services during the bushfire seasons, here in Australia, is very different to the leadership needed at a K-12 school to develop an innovative culture.

In our attempts to seek out the fundemental truths about leadership perhaps we polarise our thinking too much. We might covet the entrepreneurial mindset in schools and look to business for ideas on development, but we should never forego the intimate understanding of the educational context we work in. Cookie cutters are not a leadership tool.

When we setup Laddership Vs Leadership and suggest a shifting of paradigms, or systems of thought, we create these false dichotomies. So although the idea of creating ladders resonates, I think it is unrealistic to set up competing concepts in this way – a choice we have to make, a move we have to make.

In the Design of Business Roger Martin explains a series of ideas related to design thinking and leadership, for example: exploration Vs exploitation; analysis Vs intuition; originality Vs mastery. You can see the others in the image I have added. But the choice is not “either or”. Creative problem solving requires a range and mixture of different thinking modes at different times. It reminds me to consider the balance of different types of thinking rather than such polarised choices.

Design Thinking.005

Adaptive and responsive leadership perhaps describes this best. In certain situations in schools a “lead from the front” style of leadership is the most appropriate. When there is high urgency for change or important processes that need to be modelled and established. Or when we are attempting to shift ingrained habits and behaviours to something different, maybe “follow me” works best.

That same leadership approach should adapt and respond to the context it is in. As Nipun Mehta explains, shifting to the back and allowing others to push ahead and lead the way. Developmental work in schools often needs people to buy in and have ownership. These are good opportunities for intentional and thoughtful design leadership. The best possible conditions for progress and development are (co)created.

When I am working with teams I am attempting to create these conditions. I use a range of protocols that help establish the expectations for the time together. One of them is about how we each need to take responsibility to balance our participation in the session.

Step up and step back is a protocol about session participation but it also has a strong likeness to the idea of responsive leadership. You don’t have to make a solitary choice, you don’t need to operate under a fixed ideaology. Adapt, change and respond to what is in front of you. Increase your awareness of this balancing act.

Nelson Mandela refers to a balance:

It is better to lead from behind and to put others in front, especially when you celebrate victory when nice things occur. You take the front line when there is danger. Then people will appreciate your leadership.

I have presented similar ideas in the past about teaching and learning. Perhaps the true art of leadership is in the complex balancing act between these paradigms. It is not in the extremes.

  • Strike a balance
  • Respond and adapt to what is in front of you
  • Step up and step back
  • Leverage your empathy

The leaders I work with every week wrestle with the tension and complexity of real situations. These constantly demand both the subtle art of nudging others to move ahead, with pointing the direction and inviting others to follow.

In my experience leadership is as much about creating the conditions for others to develop as it is helping to direct that progress.

Photo by Daryan Shamkhali

Prising Open the Housing of the Pedagogical Clock

Go and find a copy of your class or weekly timetable and put it side by side with your school’s pedagogical statement. Your school’s pedagogical statement might be part of a teaching and learning model. Or perhaps it is communicated in a different form. Either way place it alongside the details of your timetable. Now consider these questions:

  • How does your timetable influence the learning experience?
  • How has the design of learning changed to suit the demands of the timetable?
  • How is your school timetable cast from your pedagogical values?
  • Which came first your timetable or your definition of learning at the school?
  • Is your class timetable the real school wide pedagogical statement?

The last one is a provocation I share with lots of leadership teams I work with. It helps us consider the influence of time, and our organisation of it, on the learning experience.

In seeking the ideal conditions for learning, our stewardship of time resources is critical in terms of the daily learner experience. However many of these conditions have not changed in line with our thinking.

These hegemonic constructs[footnote] Thanks to Terry Byers for the “hegemonic” reference below [/footnote] have simply lingered as part of the school experience.

The basic grammar of schooling, like the shape of classrooms, has remained remarkably stable over the decades. Little has changed in the ways that schools divide time and space, classify students and allocate them to classrooms, splinter knowledge into ‘subjects’ and award grades and ‘credits’ as evidence of learning. [footnote]Hofstetter, Rita, and Bernard Schneuwly. “Changes in Mass Schooling:‘school Form’and ‘grammar of Schooling’as Reagents.” European Educational Research Journal 12.2 (2013): 166-175.[/footnote]

Whilst I would contend that more recently there has been a bigger shift in terms of assessment, evidence of learning and learning spaces, there is not enough consistency of change. Most notably the sacrosanctity of the school timetable.

In a recent article from MindShift, Diana Laufenberg, the executive director of Inquiry Schools, explained that, “Our schedule is a function of what we’re trying to create”.  Diana goes on to suggest,

Changing the master schedule, while difficult, is a major signal to everyone connected to the school that pedagogy is shifting. “If we don’t match our minutes to our mission, [teachers are] not going to shift.”

https://ww2.kqed.org/mindshift/2016/10/24/why-a-schools-master-schedule-is-a-powerful-enabler-of-change/

There is a palpable logic to the need to grapple with the time resources ideal for pedagogy change. All too often we want the pedagogy change, we want the experience of learning to shift, but a key resource structure is left untouched.

Alongside highlighting the work of Diana Laufenberg, the article also shared the story of Jerry Smith, the Principal at Luella High School in Atlanta. They are an example of a school grappling with new models of thinking, learning and time.

It soon became clear that one of the biggest obstacles to instructional changes of the sort Smith and his team were trying to engineer was the school schedule itself.

Existing scheduling software isn’t designed to handle the priorities Smith wanted and would “break the pedagogical model” if relied upon to do the scheduling.

I would be the first to recognise the intricacies and complexities of organising hundreds, if not thousands, of learners across a school’s campus. But these software packages have an in built pedagogical bias. They might seem inert, but the lines of code will bring a certain bias to how people might learn and behave.

We shouldn’t offshore our school’s pedagogical identity to a software company.

Smith and Laufenberg point out the difficulty of changing the schedule to suit the needs of the learning experience a school is trying to uphold. When technology intervenes we have the opportunity for greater efficiency from the process of timetabling learning. This releases us to put our energy and time elsewhere. However we have to strike a balance.

When we prise open the housing of the pedagogical clock a little more we see that the use of timetables is a balance between Validity and Reliability. Roger Martin explains that

Reliability seeks to produce consistent, predictable outcomes by utilizing a system that is restricted to the use of objective data. Validity, on the other hand, seeks to produce outcomes that meet the desired objective, even if the system employed can’t produce a consistent, predictable outcome.[footnote]“Validity – Roger Martin.” https://rogerlmartin.com/docs/default-source/Articles/business-design/rotman_winter_05_validity_vs_reliability. Accessed 10 Dec. 2016.[/footnote]

Importantly Martin explains that in order to develop a reliable system, in our case a schedule, we have to drop variables that might lead to different experiences. Perhaps in this instance the variables are the individual preferences of every learner in the community. When and where they want to learn, and for how long.

There are some universal truths about learning that would influence contemporary timetable design. However developing a valid timetable for one learner may be different to another. Multiply that by hundreds and the ostensibly increased effort surpasses the perceived validity.

When we say personalised learning the ideal would be a valid timetable for all learners. In most cases though we attempt to find a balance between reliably moving humans around and offering a valid experience for everyone.

Validity and reliability anchor down opposite ends of a spectrum that defines how systems are conceived and solutions are framed.

At secondary or high school level there is little conclusive research evidence about the extension of lesson length or block scheduling[footnote]DICKSON, Kelly, et al. What is the effect of block scheduling on academic achievement? A systematic review. No. 1802R. Technical report, 2010.[/footnote]. But of course it is not simply about changing the block of time, that alone changes little.

The pedagogical change, the new teaching opportunities that open up are the key drivers here. For example, longer sessions with students so that a greater volume of ongoing feedback can be provided to more students – not just those you can manage in the time.

The Education Endowment Foundation (here is the Australian equivalent) offers a useful summary of the evidence regarding secondary block scheduling. Their questions to consider are worth noting too when exploring timetable development.

  1. Timetabling changes alone are not sufficient to improve learning.
  2. Teachers need to alter the way that they teach, and should plan and organise different kinds of learning activities to obtain benefits.
  3. Have timetabling changes been matched to curriculum goals and teaching and learning objectives (such as longer lessons for science experiments)?
  4. Have you considered how longer lessons may provide opportunities for other promising approaches, such as improving the amount of feedback that students get from the teacher or from each other?

What we might ascertain from these prompts is that time is a key enabler for different kinds of learning. Used carefully the schedule can become the function of the learning experience as Diana Laufenberg previously mentioned.

Let’s change the clocks for a moment and look at this from a slightly different perspective. As soon as I read the MindShift piece I thought about the importance of challenging assumptions about how school time is organised. My reflections also focused on how this chimes with the ideal conditions for creative and critical thinking.

In “Flow and the psychology of discovery and invention”[footnote]Csikszentmihalyi, Mihaly. “Flow and the psychology of discovery and invention.” New York: Harper Collins (1996).[/footnote], Mihaly Csikszentmihalyi suggests,

The only way to stay creative is to organize time, space, and activity to our advantage. It means developing schedules to protect our time and avoid distraction, arranging our immediate surroundings to increase concentration, cutting out meaningless chores that soak up psychic energy, and devoting the energy thus saved to what we really care about.

More than 8 years ago I began a long period of Literacy learning with my Year 5 class. The learning centred on using the PC based adventure game Myst 3 as a narrative and inspiration for our own descriptive writing. Once pairs of students were freely exploring the game and stumbling on ever more inventive puzzles, time certainly stood still or moved at an unusual pace.

The problem solving and narrative element of the game, alongside our own creative writing tasks provided a clear purpose for the students. I was able to ensure we had longer sessions, free from distractions and interruptions to work in and with the game.

I also allowed the work to be extended over a few weeks. This allowed the overall arc of learning to progress at an ideal pace for critical and creative thinking.

I vividly recall the buzz as students shared what they had learned or discovered in the game with each other. Fully immersed.

Emerging from the Myst: Being inspired and making a start

In one of my favourite books Conceptual Blockbusting[footnote] Adams, James L., Conceptual Blockbusting, W.W.Norton & Company.13, (1976)[/footnote], James Adams outlines a range of emotional blocks to the creative process. Behaviours and habits that can stultify our efforts, and it would seem many are directly related to the organisation of time.

  1. A fear to make mistakes, to fail, to risk.
  2. Preference for judging ideas rather than generating them.
  3. No tolerance for ambiguity or chaos.
  4. A lack of challenge – not engaging enough.
  5. Excessive zeal – too much speed, pace and haste.
  6. An inability to relax and to incubate ideas.

Just take a moment to read those through again, consider at each turn the influence of time on why these often occur.

The overall endeavour we face is how much change we can handle. Regarding timetables in schools, how do we challenge the edges of what is deemed acceptable? How do we ensure stability whilst designing a high value personal learning experience?

Crucially as school leaders we need to question the dominance of certain ideas or norms and how they have exerted influence, over decades, on the accepted design of learning. The organisation of time might just be one of the most important barriers to pedagogical change.

School Is Not a Metaphor for Life

School should not simply be a metaphor for life. Our students in our schools today deserve a learning experience that values the contribution they can make to the world around them now.

I have always subscribed to this model or definition of the role of school in our society. It may not be a new one, but it is not something you would call commonplace. More frequently experiences in school are metaphors for the “real” experience a student might have. We present to our peers as opposed to the audience who needs to hear our ideas. We encourage creative ideas but never network those ideas out of the room. This needs to change.

School should not simply be a metaphor for life.

I am grateful to David Hawley who recently put some words around a similar sentiment.

If we were to do something that really mattered to ourselves, our classrooms, our schools, and our community, the potential for impact would be at once local and global. Start finding ways to engage students in understanding real-world problems, and then support them in solving those problems. Every student should experience the joy that comes with being a unique and positive force in the world.

Again the idea of a new education standard comes to mind, a truthful realistic opportunity, not just brochure-ware or tokenistic gestures of student-centredness. After all,

Humanity cannot wait for students to graduate.

It is always encouraging isn’t it when you discover your own thinking articulated in someone else’s words. David Hawley references a crucial new definition of what a learning portfolio could be, something in line with parameters referencing: experience, change, influence, creative contribution and social impact.

We need to give students in every school, at every age, real agency and authentic opportunities to make a difference in this volatile, unpredictable, complex, and ambiguous world. With this in mind, we cannot be satisfied only with students learning about the world and developing deep conceptual understanding of multiple disciplines. We need young people building an ever-expanding portfolio of skills and experiences of things that they have done, created, and contributed to – things that matter to them, to others, and to the world we share.

These concepts excite me the most about the future of learning and the re-definition of “school”. I am not sure we can wait much longer. Even Dewey knew this to be true:

Education is not preparation for life; education is life itself.