Supposedly for the better which is why the initiative is called Positive Psychology to sound inspirational. But citing back to Abraham Maslow and Carl Rodgers’ work as foundational makes this push about more than instilling good work habits and hope. This Organizational Development (OD) push, that Appreciative Inquiry from the last post and systems thinking a la the higher profile Peter Senge and Otto Scharmer are an intrinsic part of, plans to act on the theory that human beings can be changed for the better. Globally but especially the US.
And it fully intends to try using the Global Quest for Educational Excellence and all those poorly understood international tests like PISA and TIMSS as the drivers of change. While you are thinking it’s about finally getting more knowledgeable students who are better at reading or math, these taxpayer funded visionaries have figured out how to also use Positive Behavior Interventions and Positive School Climate Executive Orders and data collection around Student Growth to drive continuous improvement toward “inspiring and shared moral purposes.” How very communitarian.
Apparently all the hyping about closing the Achievement Gap is just a ruse. Instead, the US CCSSI is part of a global attempt at “establishing the new and eclipsing the old in human systems.” So exciting that it really was italicized just like that in the 2010 Framework document I am describing today. Coupled to a 2012 book by two Boston College professors called The Global Fourth Way laying out what really makes for a high performing school system. Hint: it’s not what you know but what you feel and are willing to do about it. Supposedly equitable outcomes for ALL students and Deweyan Quality Learning that changes the Whole Personality are just the thing that will “produce the economic and social outcomes that are essential for economic dynamism, social cohesion, and democratic ways of life.”
And before you get excited about the economic dynamism aspect during this Great Recession you should know it is premised on the idea that “going green might well become the biggest business opportunity of the twenty-first century.” Or not as all those bankruptcies from ventures like Fisker and Solyndra that got tax dollars in the 2009 Stimulus Act should show.
So once again the education component that is the real Common Core implementation is tied into a political and social upheaval that is not being advertised and an economic vision that shows no likelihood of working. No matter how many AI Summits like “Green City on a Blue Lake” cities like Cleveland hold envisioning a new green future and an extension of relatedness that will somehow save the Inner Cities and economic blight. The vision, that has Positive Psychology architect, Marty Seligman of UPenn (save Philly somehow please!) and David Cooperrider (a Taos Institute founder and Case Western, in Cleveland, prof), reportedly giving speeches to lots of famous companies, the US Army and Navy and the US Environmental Agency (no wonder it now plans with systems thinking), and the UN Global Compact among others around 2010, is called Innovation-inspired Positive Organization Development. Or IPOD as they call it to create an “economy and ecology of strengths.”
I wonder if they put their IPOD speeches on an IPad? Sorry. That IPOD Framework even mentioned that there was a “recent business leaders meeting at the UN to collaboratively design the future.” I guess it’s not collusion when it is for a good cause like Sustainability and preserving current markets. Which we should all keep in mind every time you hear “Business needs the Common Core or 21st Century Skills or Career Pathways.” This is SO not about what is best for our individual futures. In fact that’s why you keep hearing all these references to organizations. According to IPOD’s vision, organizations like schools and businesses are to become:
“institutions that serve to bring our highest human strengths into the world in a magnified way…They exist to serve a life-enriching purpose, and accomplish things no individual set of strengths can accomplish alone.”
Oh, I don’t know about that. An individual mind can be quite intrepid which is truthfully the whole problem with the old transmission of knowledge curriculum. It’s the real reason it must be jettisoned in the 21st century. None of these people want herd-defying individuals figuring things out without authorization or creating world-altering technology breakthroughs without permission. So they take Uncle Karl’s human development theory and give it a new disguise that sounds inspiring. http://www.invisibleserfscollar.com/who-knew-karl-marx-had-a-human-development-model-or-that-it-fit-our-facts-so-well/ .
The IPOD approach to change then is to be “collaborative [like group projects and Communities of Learners], educational based on experiential learning [hands on projects! service learning for credit!], dialogical [Courtney Cazden’s discourse classroom community], and contextually conditioned upon inquiry [just like a good IB Learner!] into the relevant content and process of a human system.”
No wonder we keep hearing a requirement for relevance and a link to real world problems. You get the IPOD, Fourth Way, vision implemented without having to mention it or get approval. Thus the IPOD framework says the “DNA pulsating through” it can be described by three essential features:
1. That special spirit of inquiry [they do love italics for emphasis] that seeks “to learn, experiment, seek feedback and build shared understanding through dialogue and open exploration of things that may never have been collectively explored.” How expensive and unproductive if simply based on the feelings of deliberately created Know-Nothings. Next.
2. The collaborative design of the future. Now this impossibility is based on the very accurate observation that “people build their commitment to change in direct proportion to the degree that they are actively engaged in designing the change.” Which is why you are unlikely to get the PTA President or members of your local School Council to listen to you when you point out, for example, that Spence Rogers’ own books cite Mao as a good example of leadership and that makes him a poor choice for teacher professional development.
The collaboration also primes all participants for the “assumed centrality of interdependence in organizational life” to force recognition that it is “the quality of the relationships, the processes–how the relationships give or deplete life” that make a human system work. No wonder relationships are one of the new 3 R’s along with Relevance and the imaginative Rigor [think of that Spirit of Inquiry above as what Rigor is really about].
3. A positive view of the human being. Now this is the age old question that has kept philosophers speculating for centuries. You will be glad to know that IPOD comes down on the side not supported by history. IPOD has not only “proclaimed a belief in people” from its “infancy.” It goes on to [this is a little long but it is a vision worth quoting in full. Maslow to Marx with the behavioral sciences thrown in to boot]
“Insofar as we might discover the conditions that help bring out the best in life–for example, Abraham Maslow’s studies into peak experiences–then we might well be able to apply this knowledge in our institutions. Drawing from the entire mosaic of the social sciences–from anthropology, sociology, psychology, political science, and biology and more–OD would be unique in not only propagating a collaborative, inquiry-driven approach to change but would be centered on advancing the developmental potentials of the human being. [And you thought I was being sarcastic about Uncle Karl or his 20th century leading advocate Erik Erikson and why they matter to CCSSI] Instead of being woven at random, like an afterthought design into our economic and organizational fabric, human development would be at the center. Lines would radiate out from the human dimension to all the others–the economic, technological, strategic, structural, political, etc.”
That would be truly all-encompassing and people focusing on who owns the means of production are not keying in on what parts of Marx’s vision are back for a 21st Century run. The framework also mentions the good prof Csik as a key component of this positive psychology vision http://www.invisibleserfscollar.com/excellence-means-education-putting-what-we-feel-wish-for-and-think-in-harmony/ . Why look, excellence just like the Fourth Way. What a coincidence. Not. But it also notes that for a new OD as described here to “truly emerge, it would need a new human science knowledge base.”
Well, guess what? All that data being thrown off –measuring Student Growth or soft skills or attitudes, values, and beliefs and continuous improvement in PBIS or PATHS and other “mental health first aid” or social and emotional learning curricula as we see from CASEL– is just what OD needs to be its “human science knowledge base.” No wonder ICT vendors are so excited. No wonder the accreditors now require its collection. And the US federal government by requiring teacher evals based on “multiple measures of Student Growth.”
Should it trouble us that the World Economic Forum just put out a report on creating the 21st century economy around ICT and Big Data? Coincidences surely abound these days.