How do you get your team on the same page, positioned with the right roles and responsibilities and enthusiatic about making things happen? This is what make a great galvaniser and we talk this week with Julia, one of the best at this on our team. We also explore what we can do to connect ourselves with the right people and form our own ‘tribe, ‘ and Paul shows us the teaching potential for Apple’s new ‘Freeform’ app that has been released with the latest IOS and MacOS updates.
Here are the links or resources that we’ve mentioned today:
1. Working Genius
2. Freeform App Download
3. Freeform App News – Apple
Sidenote: Paul does a great demo on what you can do with the new Freeform app and we know that it’s great to SEE it in action. Check out the youtube link to the podcast here to see that demo in action and share it with people you know who would get value from that.
We post every week and would love to have you keep up with us. If you know someone who would get value from these episodes, hit the share button and let them know. Lastly, if you have questions or anything to share with us, email us at team@usingtechnologybetter.com or follow us on Instagram at @usingtechnologybetter or on youtube.com/@utb
We’d love to hear from you! See you next week.
Chapters:
Podcast Transcript Podcast Below
Bex Rose: 0:00
who you surround yourself as who you become. So who you surround yourself as who you become. And they mentioned that the the five people that you spend the most amount of time with is who you become and, and this resonated for me because I think back to my teenage years mark and probably the people I surrounded myself with, I did become and that probably wasn’t such a good little girl that my mom hopes me to be the better mindset podcast.
Mark Herring: 0:32
Welcome to the better mindset episode three, I’m Mark. And I’m Bex. And this podcast is a series of conversations that help to seek up better leaders, and teachers, and to better use your tech for education. On today’s episode, Bex has a framework for connecting with your perfect tribe. We explore the dark out of galvanizing and how you can better leverage this skill to make it better at your school. And Porsche is a brilliant new iPad and Mac tool to help you plan, assess and present with your students. All right, making waves you’ve got one for us today. Bix.
Bex Rose: 1:07
I do know, this is one that resonated. I listened to it on a podcast the other day. And I was thinking actually, this is something that I really want to share with all our people too. And it’s around who you surround yourself is who you become. So you surround yourself as who you become. And they mentioned that the five people that you spend the most amount of time with is who you become. And, and this resonated for me because I think back to my teenage years’ mark, and probably the people I surrounded myself with, I did become and that probably wasn’t such a good little girl that my mom hopes me to be. And so I started thinking about over my time who I’ve surrounded myself with, and where I’ve got in my career, and in my life, I guess and it really resonated with me has is it something you can relate to?
Mark Herring: 2:07
Yeah, absolutely. Like I had, I had some amazing, I guess role models as friends, you know, growing up so through my late teens and early adult life. You know, I was really blessed actually with some incredible people. But you know, there were times when you’re hanging out with people you realize, actually, no, this isn’t, this isn’t the type of person that you know, like, like I connect with or resonate with. But there’s a saying that I remember from my teams, if you want to soar with the Eagles don’t hang out with turkeys.
Bex Rose: 2:35
I love it. That’s a good one. So yeah, so this is something that I’m really, I’m really thinking about and 20 toys this year 2023. And this is a really neat framework to really keep in mind when you’re deciding who the best people to spend time with. So Yeah, so the acronym is watched watch. So w is when you’re surrounding yourself with the same that with people, you tend to adopt the same words we adapt, we even mimic word patterns that you’re around. So if you think about it, like I’ve noticed this with my daughter starting at intermediate, and all of a sudden she’s saying all these words I like him, they came from a data which has all their friends here, I can see they’re all saying the same words. So think about the kinds of words you’re saying. And that might even be the type of language as well, you know, like, I tend to use really slang type words when I’m with like, you know, my friends that are we just chill and that kind of thing. But when I’m obviously with people at work, I try and sound really intelligent and use bigger words and the same sort of thing because we’re all using big words or acronyms. So w is word so we adapt with the word. So this is kind of keeping in mind how you adapt to people. A is action. So we do the same thing. So eating exercise, drinking. So for example, I was talking about this with one of my best friends yesterday and talking, because she loves hearing about this kind of stuff as well. And we were saying her and I, we can have a drink together. But we can we also meet at the gym every day. And we always know like, if we’re going out for lunch, I know that it will be something that’s healthy, because that’s how we are together. And that’s the kind of that’s the kind of people that we want to be around each other. And then you know, like if you think of back when I was flatting like I never really used to have like McDonald’s and all that kind of stuff. But my flatmates didn’t say you eat McDonald’s all the time. So you kind of just adapt to the people that you’re around. So thinking about those kinds of actions. So choosing the people that have actions that relate to what you want, how you want to be. T is thoughts. So we mirror thinking, and we think in the same way about ourselves as others think about us. So you don’t want to be around people that are constantly trying to one up you. You don’t want to be around people that they It may be, you know, make you don’t you don’t feel. And I’ve definitely been in the situation before they they don’t make you feel how you want to be felt. You surround yourself with people who think that you’re awesome, and that you’re going to do well in your life. And you’re going to be like cheerleaders. Right? Um, yeah, so that’s thought so and that might even be may even be spiritual thoughts. It may even be bigger, bigger thoughts as well. So surrounding yourself people that align with the way you want to think.
Mark Herring: 5:33
See, you intuitively know too, don’t you? So I was just thinking about the thoughts thing, you know, like, subconsciously, we know what other people think about us. And so that sort of makes me think about that a lot. But then, yeah, then how we how we think about other people that that is very difficult to kind of cover up and think so it does sort of make me reflect on the kinds of things that I’m projecting and influencing others worth so that there’s some food for thought there.
Bex Rose: 6:03
Yeah, cool. So C is character. So this is about your integrity. So disingenuous. If you’re surrounding yourself with disingenuous type people, that’s more likely to have impact on your standard. Yeah. Okay, do you want to dig deeper into that one? So here you go.
Mark Herring: 6:27
Yeah, it’s kind of like the people that hold you to a higher standard, you know, and they’ll call you out if they see, you know, pattern behavior, or see you saying something that might not kind of resonate with your values or that sort of thing. And if you’re with people who don’t have your kind of sense of character, or the character that you’d like to, to grow in, and you have the same values around them, that’s going to really start to erode who you are in your behaviors, I think you get away with a lot more with people who don’t have that kind of sense of high value.
Bex Rose: 6:56
Yeah, and I also made an active decision a few years ago, not to surround myself, people with people who can always was so judgmental, and all our conversations were just around other people and just kind of like slandering them. And it doesn’t make me it didn’t never made me feel good. And I made a really active decision to sort of take myself out of being around those people more often. So that’s the character that I didn’t agree with, I didn’t want to be the person that was just bringing people down. Like, that just didn’t feel good. So cool. And the last one is habits. And that’s something that we’ve spoken about before. So you kind of adopt other people’s habits as well. So same routines and habits that surround us. And and when I was mixing, talked about habits, and the last making waves, those people help you keep accountable as well. And I’m gonna go back to my friend again, like, this morning. Heck, no, did I want to wake up, it was I’m so tired, and I didn’t want to get up for the gym. And but I knew that my habit was, you know, my accountability partner is my friend, Kylie. And so she was there, and I knew she’d be there. And so that was, you know, surrounding myself with with someone who’s got similar habits or want to achieve things, goals, like I do, and it worked. And it was great. And I had a great time. So yeah, surrounding yourself by people who are going to enable the habits that you want to have in your life.
Mark Herring: 8:30
Yeah, and I think, you know, looking at at the start of a new school year of, or if it’s the start of a new semester, in the classroom space, I mean, when I was a classroom, I would deliberately try and hang out a lot more with those classroom, teachers, colleagues that I knew, had the kind of teaching style that I really admired, or they just had had, you know, maybe there was something that they exhibited, that was wasn’t a strength of mine, I remember I taught next to a teacher once. And I just learned so much from her about how she related to the kids and how much she built that relationship with them. And, you know, she really saw them as little little people, which wasn’t, wasn’t part of my kind of paradigm or mindset and how I saw things. And so I remember making a lot of conscious decisions to try and hang out with her as much as possible, because she was so incredible. And then in the leadership space to, you know, we often think about wanting to be mentored by other leaders or hanging out with other leaders in a structured way, but just getting in the same room, going to visit their school, you know, going if you know that there’s a certain leader that’s going to be at some event or something, you know, just trying to do as much as you can to kind of be there. Just sort of tag around and get to know them or, you know, connect with them in some way. I think, like, we think that these types of things happen by accident, but I think you can actually be a little bit more intentional about seeking out the type of leaders that you want to be like and be become. I think you can be a little bit more thoughtful about that, can’t you?
Bex Rose: 9:54
And that’s why I really like professional learning groups like our certified Leader program because you’re around people All who are driven and motivated and excited and want to be in the same space as you. And that just it, it just empowers you to be the same kind of person. So I want to I want to be doing that, because look how much joy they get. And you know, that kind of thing. So our certified Leader Program is really good for that. So yeah, so that’s the framework. So w words, a actions, T thoughts, C character, H habits, have a think about the people that you want to surround yourself with in 2023, to achieve those goals.
Mark Herring: 10:37
All right guest on the show for this episode is Julia. Julia is our marketing lead. And that’s a very important role on the team. And we’re super excited to have this conversation with you around galvanizing because we know that that’s one of your strengths, and it’s definitely one of your superpowers. And so do you want to tell us about what marketing lead means the types of things that you’re doing in a company? What’s your role? With us?
Julia Anderson: 10:58
Yeah, absolutely. Well, first of all, thanks for having me. Super excited to be here. feel very honored to be first guest. That’s pretty cool. And yeah, so a little bit of background, studied marketing, at university, went straight into some marketing at local government level, then switched into a digital marketing agency did some stuff, just wrangling 30 businesses at a time and working with them about around their marketing and in digital advertising, which was great. And then came across to Using Technology Better and started out as a one man band, it was just myself. There was there was no team at that point. But very quickly realized, if we were going to do what we wanted to do and serve, serve the the education industry the way we wanted to, we needed a team to do it. So slowly, slowly, we started onboarding, some team members in marketing, I’ve got five now that I work closely with in the marketing team. And yeah, it’s been, it’s been quite the ride.
Mark Herring: 12:03
So yeah, it’s definitely has been a ride. And it’s been one of those things, that, you know, the numbers in our company are just continuing to grow. And what that growth comes from real challenges. And one of the things that I think, you know, Beck’s we’ve seen as a real importance for how the team works together as it grows, is this whole concept of working genius, and I’d like I’ll just explain that for for listeners, who may not have come across that working model before because really, that links to the main thing that I want to quiz you about is find out a lot more about galvanizing and the role that that can play in our schools. But working genius is a series of six different geniuses that everybody has at least to have. And the model from Patrick Lencioni, talks about how there are things that we are naturally gifted at, we have the ability to do and give us energy and joy. And we’re just, you know, effect really effective in those geniuses. It also talks about to frustrations, which we won’t go into. But we know that one of your superpowers, or your genius as a galvanizing. And that’s something that I’ve definitely seen, in the way that you operate and the way that you work with the team, not only within the marketing team, but across the team. And so I’m like, super excited to find out some of the some of the tips and skills that you’ve sort of learned along the way. And the things about it, that really can make a difference when we’re working in teams. So could you just tell us, like, from a marketing, you’re coming at it from a marketing perspective, obviously, in our company, but you know, people listening are working in schools, they’re either in leadership or they’re teaching, yeah, would be the importance for them and their context to be able to galvanize, and you could maybe even just explain a little bit about what that is.
Julia Anderson: 13:43
Yeah, absolutely. Well, slight backstory for you. So in that, in that period that I just talked about before, I did take a year to go and do my diploma of education. And I did my in business studies, because I love to business and I want to teach around that. So business, commerce and geography. And, and when I came out, I did my practical, you know, five weeks in a school and another five weeks later, and quickly realized that my passion was definitely in marketing and, and that in the classroom, you know, wasn’t going to be an area that I could succeed in. So but so, so knowing that I did get to spend time in a school and, and also just with the big galvanizing. For me, I thought about this a lot over the last few weeks when you first asked me about coming on the show. And for me, I think it really, it goes right, right back to being Yes, even a young kid. My heart was always around, including people and making people felt felt like they were welcomed and on board. And so I think, you know, going into youth leadership as a young young lasts around 1314 15 around that age. I was I was responsible for the games I was responsible for doing everyone up, it was just obvious, it was just such an obvious part of who I was and how, how I enjoyed being around people. And then coming into a, you know, a team of one to begin with, like, it was really, you know, just myself and, but then working, you know, with UTP. And going across cross functional cross departments, it really became, you know, galvanizing everybody, regardless of where they sat in the business, because at the end of the day, I do my team, and I galvanize my team. But there’s, you know, there’s also operations, there’s also finance, there’s also sales, there’s also the trainers. So there’s, there’s, it becomes cross functional, that galvanizing. And it’s not just about my area of focus. And I think that that can translate into schools and into into that leadership and departments of especially secondary, where you’ve got your faculties or departments of learning, and then and then knowing that that galvanizing piece works just not just for you and your internal team, but also across departments. And, and so in terms of like what galvanizing means. To me. It’s, it’s, it’s rallying everybody up. And it’s, it’s, it’s allowing everybody to understand why we’re doing something. And I think that’s a key piece. Because if, if, really, for galvanizing at the end of the day, you just want to reaction, because I think the hardest part about galvanizing is when you just met with nothing. If you’re met with silence, it’s just absolute pain. But if, but if even if you’re met with a caution or concern about your idea that you’re trying to get everybody on board with, you can work with that you’re like, okay, cool. Let’s talk this through. And you know, you can either you can see what they’re saying, or you can sometimes get them on board, because you can approach it in a different way. So, yeah, it’s for me, it’s working with people galvanizing. Really, it’s, that comes down to what it is, it’s and getting them on board for where you’re going, and what the what the vision is.
Mark Herring: 17:11
Yeah, I think you’re right. It’s a real cheerleading role, isn’t it? It’s one of those things that you just really need to inspire people and communicate and get them on board. And I think for a lot of the schools that we work in, often they engage with us to be able to come in and help them with, you know, driving change, or, you know, improving teach practice. One of the things that we often hear Beck’s is that, you know, they’ve tried something before, or we’ve had some PD and it didn’t really land. And the missing piece that you often hear people talk about is the fact that they didn’t really get everybody on board, or they didn’t understand the context and the why. And that’s one of the huge things that people miss, isn’t it? And I think that’s one of the critical factors of galvanizing. That’s one of the things that I’ve seen you do so well. So when you come into a meeting, and you’re explaining the what’s behind what’s, you know, what you actually want people to go away and do. Like that’s galvanizing. But there’s also a huge why behind it as well. Are they there things that you do when you’re going into a meeting that you’re you’re thinking you’ve actually got that top of mind? Is that a huge sort of priority in your head to understand that, make sure that people understand the context?
Julia Anderson: 18:15
Yeah, absolutely. And that’s, that’s been a work on for me in a learning for me as well, because often, my galvanizing failed, because I didn’t have that piece. the why behind it. And more than anything, it was, I think, of late I would say in the last two to three years, it’s not just about understanding the Y myself, but understanding how to how to articulate the Y in a way that the your your peers need to hear it to be able to get on board. And obviously, you know, reflecting it in a way that makes sense to them. And what they’re focusing on focuses on. So just part of my other genius is the enablement. And so galvanizing enablement, that kind of for me goes hand in hand, because the next piece of the puzzle that I’m always thinking of is, I need to inspire and I need to make sure people are on board and they want this and then I need to make sure they can do it. So what do they need to be able to do what they need to do? And so understanding the why and then understanding like how to excite someone based on what who that person is. And that comes down to understanding people and giving people time and listening to them.
Bex Rose: 19:30
I think you just touched on something there, Julia that I was going to mention was that what you also do really well to I guess enable your galvanizing is that you know, people in our company really well. And it’s the same as if you’re in a and so that means you’ve got that established relationship and trust so that when you’re going to galvanize something and you’re explaining your why people go well, we believe Julia and we believe what she wants to do because we trust her and we know that she’s got her heart in the right place and we know But she’s you know, we’re doing this for a reason. And that’s the why. And I think translating that into a school context. And I think back to leadership that I’ve been in, where you’ve given this whole, like maybe the strategic plan, you’re given the strategic plan, and this is what we’re doing for the year, those generally that kind of approach falls flat on its face, and they could galvanize it to the cow comes home, but they haven’t actually told them, the why they haven’t built that trust with the staff to be able to get on board and be key stakeholders in that, that change of whatever description it is. And so the galvanizing may get that that radio silence that you were talking about before. So yeah, I think those key factors that you’re really also those you really possess, as well really contribute to your success with your galvanizing?
Julia Anderson: 20:52
Yeah, I think that, ultimately, the why of a company or of a school has to be met with the why of the individual. finding out why, you know, as an individual, What’s your why, you know, what are you trying to achieve? What is it that you’re hoping to, you know, give to the world or give to the school? Once you can find out that, then you take the why, or the vision of the school or the organization, and you marry them? Because they’re going to marry? You know, they’re going to be the, they’re going to be the same thing. It’s just about getting the perspective, right. For the individual.
Bex Rose: 21:33
Yeah, the dots lined up. And that takes time to know everyone’s why, but it’s so worth it. It’s so worth that time and the understanding, because that’s when you’ll start to see traction.
Julia Anderson: 21:44
Yeah. And some people I, you know, some of my conversations, like you said, it takes time because sometimes they don’t know their why yet, or they’re feeling lost on their why. And so having that conversation allows them to start digging deep into why am I doing this? What is it, you know, that’s driving me and
Bex Rose: 22:04
directly relates to our coaching Mark doesn’t add that growth part
Mark Herring: 22:07
100%? Yeah. Yeah. When I was a youth worker, before I became a teacher, I remember my director saying to me, because there was something that I didn’t do, I’ve often talked about this, when we when we talk about, you know, the why, and the whole reason for needing a vision around something. But he said to me, Mike, you have worked out pretty quickly that you’re the kind of person that won’t just just won’t do something, unless you understand the why behind it. That was the first time I’d ever heard the importance of why I don’t know if Simon Sinek was even around in those days, because we’re talking like, you know, mid 90s Here, for those of you who want to age me, but but that, that, that’s so important, because what you’re saying, you know, the fact that everybody’s got a different Why is so true, because for me, like I know, in our company, there are some people who are driven by numbers, you know, they’re chasing, you know, and for some teachers that may be about achievement, they may be somebody who really loves to see student achievement numbers rise, I’m but I’m, I’m a little bit different than that I’m not so much data driven, you know, much more about impact and, you know, emotion and what drove me in the classroom when I was a teacher was the fact that the kids would leave happy at the end of the day. Now, obviously, I didn’t get that, right. But if a leader was to come to me and say, Hey, we’re doing this, because we’re gonna see X amount of improvement in maths, I’m like, you’ve lost me, you know? And so that’s really big. Are there situations where you’ve realized that you’ve hit the mark with people and you haven’t? Because of that difference?
Julia Anderson: 23:33
Yeah, absolutely. I think there’s a, you know, there’s been even a 2022 project that UTB where we, you know, we were galvanized, and we thought we had everyone on the boat, we thought we were going to, you know, it was going to be great guns, and then, you know, the project launched and it wasn’t great guns, and we didn’t have everyone on the vote. That was a real reflection period. For myself, and actually, a general manager is really good with galvanizing as well. And, and so I’ve learned a lot from from him as well, in terms of just understanding, you know, what, what it means to get people on the boat and, and a learning that came out of that, for me was was not just assuming that we had people on the boat, but I think sometimes you have to go back multiple times throughout a project and make sure we still have someone on the boat. Are you still, you know, is still on board for this? Are you still across it? Do you still understand why we’re doing it? Are you excited for it? I think the hardest thing and galvanizing and this would be true in any industry is some there are some people where they’re not high or or like emote high emotion, or they’re not animated, whereas usually galvanizes quite animated and we’re quite, you know, like our face is up and down. And we’re very like all over the all over the show when it comes to animation. And some people aren’t So, as you galvanising sometimes I think I don’t, I’m not getting anything from someone because they’re just given me nothing, no reaction. No. You know, like, yeah, that sounds awesome. Or like, even if I got a No, hell no, like, at least I can work with that, like I was sort of saying before. So I think that there’s definitely been experiences lately where you are galvanizing, but we’ve missed it, or I’ve missed it. And, and I think the takeaway that I that allowed for that was just to make sure that that check in was happening more regular. And actually, you need, you need everyone on the boat, this is a thing, because even just having one person not on the boat, that one person actually has more impact than, you know, if you had 10 people, if if if one was off, they have more impact on the other nine that are potentially on the boat or trying to be on the boat. Because the minute that one person can seed any doubt into a vision or into it into a goal, it’s very easy to, you know, one foot off the boat. So that that for me was a learning curve, too. So you really, you need to make sure you can get a team on the boat, and really have the buy in.
Mark Herring: 26:14
So being aware, do you think of where people are at and how bored and people are? Yeah. Is that quite a critical skill?
Julia Anderson: 26:22
It is. It’s individual conversations, because you won’t get it in a group conversation. I think that that that definitely rang true for me, we’d be on a group call and and you think you’ve got everyone saying, okay, cool. We understand we’re on yep, that’s what’s happening. And I imagine that would happen in staff rooms quite a bit, you know, there’s, there’s a vision or a message posted and in the staff room, and, you know, in most cases, you walk away thinking you saw the nods. Yeah, I think we’ve got most people on, everyone’s on board, we’re going to do it. And I don’t think unless you have individual conversations, and and not only ask them, you know, if they’re on board, or they but ask them, what is it? What does it mean for them? Like, what is that vision in reality? Because if they can’t articulate it, they probably haven’t got it?
Mark Herring: 27:12
Yeah, that’s super cool. Great advice. And I think that that’s the sort of thing that that comes naturally for some people and is a little bit tricky to ascertain, you know, like, there are some leaders and I’m thinking of some leaders out there who maybe aren’t so good at reading a room, or maybe they’re not great at inspiring vision or the you know, what, not every leader is a great communicator, effectively, like there are other areas of strength that they have, what would you say to those people who know that galvanizing is either isn’t the genius, or they’ve tried it, and it’s fallen flat, and they need to improve it? What would you suggest to that person? Do they go and find somebody else to be able to do that part of the change process?
Julia Anderson: 27:53
Yeah, I think so I think all of the geniuses like, you know, some of those competencies as well. But I do think that to really, to really, to really galvanize. Well, it has to be something you enjoy doing. And, and some and a lot of people don’t enjoy it. They just don’t want to have to rally people up, or they don’t want to have to excite people because it’s, it’s, it is an exhausting thing, if it’s not your genius, so I get energy from energizing other people. That’s how I get my energy. But, but I know people in the company that if they were to do that they’d be so drained by the end of it. So yeah, I think if you can identify someone on the team that can that can really understand what the vision is or what the strategic plan is. And then go off and meet with them, you know, with the staff individually and get to know them and then and then galvanize them. If you have someone on the team that can do that. I would definitely recommend using their strength.
Mark Herring: 28:59
Yeah, it’s the same that I heard a while ago, you know, you as a leader, one of the best things that you can do is lead from your strength and team your weaknesses. So the things that you’re not good at, you know, you should be finding people who can gather around and support you on that, because that’s how you’re going to, you know, be much more effective in that process. Well, I’m good to know today we’ve got Paul, our resident APLs. Trainer, who’s based on the sunny Sunshine Coast. Good to have you, Paul. You’re gonna tell us about freeform today, probably something that a lot of teachers don’t know too much about, but it’s something new. So looking forward to finding out about it.
Paul Hamilton: 29:35
Yes, so mark freeform has just come out with iOS 16.2. So it’s the latest one. And it’s also available on Mac too, which you might not know which is on venture a 13.1. So you just need your device completely up to date for you to have access and it will download automatically mark. Oh, so what I’m going to do, yep, so what I’m going to do is I’ll give you a quick demo So let’s jump into freeform just on iPad, we’ll give this a go. And you can see there, it looks a little bit like some other kind of online whiteboards that you might know it kind of looks a little bit like a jam board, or it’s kind of got all those boards together, which is pretty cool. And we basically just create a board. So I’ll show you some of the boards that I’ve got. But just to let you know, this works really well on iPad, because it makes use of Apple Pencil. So if your love your sketchnoting, or if you like to kind of really incorporate design into your elements, this is where it really shines because it kind of works beautifully with Apple Pencil. So if I start a new one, this is just a new board there. And I get my iPad or and my Apple pencil ready here, you can see down the bottom, it’s got 100%. One of the cool things about this is it’s a little bit like the numbers app. So if I just draw on, let me just draw here, Mark with my pen. It’s got that beautiful, let me make it a bit bigger, so you can see. So when I’m sketching, it’s got that beautiful infinite canvas that just goes on forever. So got that really lovely element that it’ll keep expanding. So for teachers, let me get back because I’ve made a really big mess here. So if I’m a teacher, and I’m doing some writing, and I’m doing some, let’s just say I’m doing some sketch sketchnoting here, and I kind of doing my brainstorming in my arrows, it can keep increasing as I go along. And so I’ve got that beautiful infinite canvas. Does that make sense?
Mark Herring: 31:42
Oh, yeah, which is really slick.
Paul Hamilton: 31:45
And then you can start to bring in your multimedia guys. So at the top here, you’ve got all your different elements. So I can actually bring in a scan, my photos, my videos, I might be doing some artwork that I can bring in my sketch here, which is really nice. And I can kind of position that. And this is new for Apple, because what it actually is, is a collaborative area. So Apple haven’t done this before, where I can actually share and bring in the different kinds of elements with my sharing. And I can actually bring in other people in my students that are in kind of my apple classroom or my other accounts going forward, which is really, really nice. And so the multimedia up here is brilliant guys. So we’ve got things like videos, that we might actually kind of play in there, I might be working on a multimedia video with my kids in iMovie. And so I’ve got that beautiful kind of video element that plays directly in there as well, which is really nice. I’ve got my sketches. And I can even bring in some files. So if I’ve got some files that I’m working on, for example, say, I’ve scanned or I’m using augmented reality on Apple, I can actually bring in those files into my one kind of online whiteboard, if you like in regard to going forward, which is super nice. Hey, in regards to doing that sketching
Mark Herring: 33:09
100%. And I know that a lot of people will be listening to this. So they probably won’t be seeing all the amazing stuff that you’re doing on the screen. But that whole idea is a teacher of being able to construct a learning journey over a period of time. You know, like I remember when I was in the classroom teacher, I would have lots of scrapbooks. And we’d have to turn the page and this is what we did yesterday, and this is what we’re going to do tomorrow. But this you can really construct a whole platform because as you zoom pinch in and out, the canvas just keeps getting bigger or smaller. And you can just structure everything, you know, like a whole term worth of an inquiry or a learning journey. And one term right. On one page. Yeah, Canvas.
Paul Hamilton: 33:43
Absolutely, Mark. And I think we’re I think where it really shines is Apple haven’t done this kind of collaborative having up to 15 people or students in the one kind of book and, and sketchnoting together. So for your project based learning and your collaboration kind of opportunities in the classroom. That’s where it’s going to really shine is that taking it from from, say, a keynote. And I might actually just post in there my keynote and actually update that file within that kind of online whiteboard. And we can kind of work and write notes give feedback. We’ve also people can’t see this. But we’ve got things like sticky notes at the top, we’ve got multimedia, we’ve got all sorts of files that we can bring into the one kind of area which is super cool. And you also can’t see this, but I’ve been playing with this guy. So you’re always good to look at things from a different perspective. But one of the things that it’s got, it’s got that infinite canvas but it’s also got that beautiful zoom mark so backs and mark when you actually bring in an image what I’ve done here is I’ve actually just pasted some little images inside and look at the detail of that. It goes right up. So you can bring in those beautiful, kind of, you know, the Zoom book, I’m not sure if you’re aware there’s a beautiful book called Zoom that picture book Look where it goes within a picture within a picture. And it kind of zooms and creates different narratives. And so what we could do with this is have these little hill hidden visual stories within something because you can zoom in and explore, explore a picture, or some artwork that you can’t really do with other software. If you tried to do this with other, it would just pixelate, right, it, it actually look really blurry. You can see there, the actual detail of the things that I’m pasting is really high and specific and detailed, which is really nice.
Bex Rose: 35:35
Yeah, so I’m just going, Oh, my gosh, you could do it for group collaboration, you could do it. And, oh, my brain is going crazy with all the ways you could do that. So that’s a writing list there for you all the group collaboration of different language and adjectives. And then I was thinking with the other option that was thinking about mass collaboration, having a task and everyone began to collaborate, come in a group situation, and having that right there in front of them. And seeing others because that’s working from others, you know, ideas and perspectives is always a really neat way to teach. And, gosh, what a great tool. This is awesome.
Paul Hamilton: 36:13
And so Bex, the other thing I was thinking about as I’m playing with it, too, is you know, in Jamboard, you can create your own backgrounds. So you could have like a black line master or a graphic organizer as a background, and kids can post intersections. Now it doesn’t have a change background in freeform, but what you can do is lock the image. So I could bring in a little a positive negative interesting facts or, you know, some different graphic organizers. Just lock it, and then the kids could post in the different sections. And because you’ve got an infinite canvas, you could really jump into some different areas mark. So if you had your working genius, you could have all of them and have students posting what they think they are. And really expand out almost like a flowchart, really kind of look at the the journey as you saw the journey of it, because it’s so infinite.
Mark Herring: 37:04
So it becomes a really good evidence capturing reflective tool so that students can be capturing evidence of the mastery that they’re working on or the different phases of a project. And then they’re able to share that because that makes me think that this could be a really good presentation tool to you know, so instead of doing all of your mapping and your evidence collection, and then having to create a keynote to go away and present, you can actually just present right from here, because you’re pinching and zooming with two fingers, showing what you want to see on a screen. And in real time, you could be standing at the front with us and our projector or TV behind you, that would be a fantastic tool.
Paul Hamilton: 37:35
And sometimes jamboards or slides, you kind of lose the last slide. So you lose that automatic what the feedback was on that slide. Because you’re jumping onto a new one with this, you could just have an arrow that goes into that next feedback. So it shows that journey without losing the screen. And that instant memory recall of what that last feedback was. I think that’s really beneficial. It’s almost like that old do you remember Prezi? That old presentation mode that kept zooming elements?
Mark Herring: 38:06
Yeah, the one that used to make me feel a little bit nauseous. Yeah.
Paul Hamilton: 38:10
Without the nausea. I kind of like that. Yeah. Yeah.
Mark Herring: 38:15
Yeah. That’s so good. Oh, thanks, Paul. So the key thing is to make sure that you’ve got your operating system, whether on a Mac or on an iPad up to date. Make sure that that’s the latest size venture and you said what was the other opera?
Paul Hamilton: 38:26
Ventura 13.1, which is just come out in the last week, and iPad os 16.2. And what it’ll do is it’ll download automatically, almost like your calendar or Apple Mail. It’s kinda, it comes with it. Does that make sense? So?
Mark Herring: 38:44
Yeah.
Paul Hamilton: 38:46
Yeah. Yeah. Which is cool.
Mark Herring: 38:48
Fantastic. Yep. Great. Well, if we’re on summer break at the moment, which is likely that for a lot of people listening to this, this, this is the perfect time to be able to have an explorer and a bit of a toto and the New Zealand letter today. Oh, word for having a play. So perfect. Thanks for jumping on board and sharing that. That’s fantastic. Thanks, BEX.
Paul Hamilton: 39:03
Thanks, man.
Mark Herring: 39:04
Thanks. Well, that’s a wrap on Episode three Bex.
Bex Rose: 39:10
Yeah, it was great to hear how galvanizing can really impact on both success of a project and company but also enhance culture, something that we’re all looking at working in enhancing at this time of year. Oh, Paul is such a word an apple, and it’s actually worth following him on Instagram, if that if you’re that way inclined to his handlers apps by Paul Hamilton. He’s always got awesome stuff showing on there. And take this time to really think about who you want to surround yourself with this year to maximize your growth and success and 2023 100%.
Mark Herring: 39:45
If you’re after some links or resources that we’ve mentioned today, have a look on the show notes. We’ll make a real effort to provide some links for you to be able to go deeper on some of the things that we’ve talked about today. So definitely check out the show notes for that and make sure that you’re subscribed we posting it Every week or that’s our aim and we’d love to have you keep up with the episodes that are coming out this year. If you know someone who’d get value with these episodes would definitely be keen for you to share hit that share button and let them know as well and spread the word. And lastly, if you have any questions or anything to share with us, email us at team at using technology better.com We’d love to hear from you. See you all next week.
Bex Rose: 40:20
See ya
