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Helping Educators Thrive while Teaching Online, so They Can Help Students Develop Their Potentials and Promote Resilience and Lifelong Learning in Their Communities

Dr. Bethanie Hansen 

Strategic Educational Leader and Coach

#78: Simplify Your Online Teaching with a Learning Framework

#78: Simplify Your Online Teaching with a Learning Framework

Simplify Your Online Teaching with Learning Frameworks

This content first appeared at APUEdge.com.

Teaching online and developing online courses can be an overwhelming process without limits. Frameworks can keep these processes clear and reduce stress for the online educator. In this episode, APU professor Dr. Bethanie Hansen shares frameworks that help online educators provide quality learning experiences for their students, include a variety of approaches and strategies, and reduce stress through a structured approach.

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Read the Transcript:

Dr. Bethanie Hansen: This podcast is for educators, academics and parents who know that online teaching can be challenging, but it can also be rewarding, engaging, and fun. Welcome to the Online Teaching Lounge. I’m your host, Dr. Bethanie Hansen, and I’ll be your guide for online teaching tips, topics and strategies. Walk with me into the Online Teaching Lounge.

Welcome to the Online Teaching Lounge. I’m Bethanie Hansen, your host. And I’m here to talk to you today about how to simplify your online teaching.

You know when you’re writing a course, preparing to teach a course, or thinking about that class you’re going to prepare, it can be very complex. There is so much we could include that we want to teach our students, and there are of course many ways to approach designing a class or planning what you’re going to teach. How do you make those decisions?

One of the ways you can make the decisions about what you’ll include in the course, what you’ll teach your students, and what you can expect them to do and be learning in the class as well as what they can demonstrate afterward, is to use a framework.

One of the frameworks I really like that I want to start out with sharing with you today is Bloom’s taxonomy. If you’re not familiar with Bloom’s taxonomy, this is a framework that allows you to use different skill levels. Originally it was designed by some graduate students and Bloom, who put together this taxonomy as a framework to create banks of test questions with specific objectives to share. Those original three domains in Bloom’s taxonomy were the cognitive, psychomotor, and affective domains.

The cognitive domain is the one that we think about the most. What kind of thinking skills we need to be able to do in our courses there. There were six levels from the low to the high side of ordered thinking; that has been revised in 2001 and updated, and we’ve got several different areas.

So that the lowest level of Bloom’s taxonomy is remembering. This would be your basic factual recall where students are going to true or false, multiple-choice. They’re just going to regurgitate information and they are remembering what they learned basically.

The second level of Bloom’s taxonomy is understanding. In this level students actually determine the meaning of what they’re learning. It could be something oral, written, or graphic. And so in all these different modalities they are demonstrating some kind of understanding. Putting the pieces together. Connecting the dots.

The third level is applying. And in applying, students are going to carry out a procedure. Perhaps the use of evaluative tool to check off whether or not something can be used, something is going to be played out in a scenario, we are going to role-play, something like that. Applying can be a lot of fun and gets you away from the basic low-level factual thinking.

The fourth level is analyzing. When you’re analyzing, you can break the material down into little parts. Detect how the parts relate to each other and to an overall structure or purpose. Analyzing is definitely a higher order skill and analyzing is what we do in so many career fields. So this level is important to reach in our teaching.

The fifth level is evaluating. Students can make judgment based on criteria or standards.

And lastly is creating. This is of course the highest order. The students are to put things together to form something new. A complete whole. Or make something original. We love this in the various fields that we teach. When we’re creating or having students create something new it’s also more original. It’s not going to be as likely to hit the plagiarism spectrum. So things that hit the creating level of thinking are especially good.

Now when you’re writing your class and you are thinking about what you teach and how you teach it, Bloom’s taxonomy is a framework you can use from the beginning to the end of the course. When I say that, I’m suggesting that early in the course you hit those lower levels of thinking: remembering and understanding.

If you think about having students demonstrate remembering and demonstrate understanding, even open-book tests are helpful. Open book, small grade, low consequence, or low-stake quizzes can be especially effective to the remembering phase of learning. This is basic. If students cannot remember what they’re learning, they are not going to get very far.

Now once you get a little further into the course, applying and analyzing can happen more regularly because we’ve got the basic understanding down. And now we can move to the next level of thinking. And then of course, as you move into the higher levels of the subject matter and later in the courses, you’re going to have opportunities for evaluating and creating a lot more often. These are good things to remember when you’re thinking about designing a course or teaching specific content.

By the time you’re done with the course, if you look at your course learning outcomes and the way they hit Bloom’s taxonomy, some examples might be that at the basic level students will identify certain concepts, they might analyze the outcomes of certain historical situations, they might design a controlled experiment or design a case study. In this case, they are now creating. That is something we do very late in the course. They might present. They might share their research. They might collect and analyze the research. They might describe and discuss and synthesize the theories of various ideas.

If you’ll take a look at Bloom’s taxonomy it will help you to have a basic starting point for the different levels of knowledge. Learning. And can also help you make your discussions a little deeper.

Some faculty have real trouble designing forum discussions at first, because it seems that we want to stick to that factual or understanding level. The more you can add applying, analyzing, evaluating, and creating, the more you’re going to have opportunities to get your students to think more deeply and demonstrate that they’re connecting the dots in higher ways.

The Yale Center for Teaching and Learning offers us several suggestions for using Bloom’s taxonomy. First, they suggest using it to write the intended learning outcomes for your class and for your assignments. This also works especially well if you’re using the backwards design technique. Secondly you can use Bloom’s taxonomy to design the activities and assessments. This will help you align things to your intended learning outcomes. Third, you can consider additional taxonomies that will help you develop learning at various levels. You might consider, they recommend, Marzano’s taxonomy and there’s also Krathwhol’s. I’ve got a link in the podcast transcript notes for the Bloom’s taxonomy download that Yale shares with the world, so check it out.

Student-Centric and Process-Oriented Frameworks

Now, aside from Bloom’s and other taxonomies that help you to think about the different levels of thinking that will be required of students, there are different kinds of teaching and learning frameworks. These are research-informed models that help you either design your course or consider learning goals and how you’ll layout the class and teach it.

Some of these models are really focused on the student. They are student-centric. They help you to create motivating and inclusive environments and integrate all kinds of assessment into the learning process along the way. One of those I’ve mentioned already is backwards design. If you are going to use the backwards design framework, this was made popular by Wiggins and McTeague in their book Understanding by Design (2005), the backward design process is three main parts.

First, you’re going to decide what you want students to do at the end of the class, or we call this “identify desired results.” Second, you’ll design the assessments. You will determine what evidence will really show that they have learned this. And only after these two things have been completed, then you’re going to back up and plan the learning experiences they will need to have to get there and the instruction you’ll need to provide as the instructor. This is the kind of learning that I like to guide, backwards design. I like to start with the end goals and then determine what kinds of activities will help students get to those goals. It’s also what I wrote about in my book “Teaching Music Appreciation Online,” which I hope you’ll check out.

There’s also another method which is called integrated course design, Integrated course design was developed by LD Fink in 2003, and it’s a sort of expanded backwards design. It is sort of an expanded backwards design framework that has a little bit more detail specific to higher ed. The main feature of integrated course design is that it’s a simultaneous planning strategy.

You don’t have to sequentially start at the end and move backwards. You can think about environmental and contextual factors as well. This means first, think of your situation and then you’re going to look at the integration between learning goals, feedback, and assessment, and teaching and learning activities, and you’re going to keep moving between those until you’ve planned the course.

Part of the methodology is that it is simultaneous so it sort of a holistic approach for those of you who really like to think big-picture. It also guides you through a 12-step process to create outline your learning outcomes, the activities, rubrics, assessments, and the syllabus, in light of whatever context you’re in and the challenges you might be facing.

A third framework you might consider is 5E. This model was developed by a biological sciences curriculum study in 2001. This is an interesting model that seems to go round and round, and it’s about “engage, explore, explain, elaborate, evaluate.” And evaluate is really happening all along the way during the engage section, the explorer section, the explain section, and the elaborate section. At the end of the class students are going to assess their own understanding and the instructor might also evaluate the learners on key skills or concepts.

This model is super good if you’re interested in scaffolding and prioritizing student learning rather than just what you believe needs to be taught. It’s got a lot of flexibility and it’s an interesting one to check out.

Another framework for learning is accelerated learning cycle developed by Alastair Smith in 1996. And, a lot like the 5E model, it can be used to structure single class sessions. So accelerated learning comes from Gardner’s theory of multiple intelligences and it builds classrooms that acknowledge prior knowledge and learning habits.

This model is based on stages. You create the safe, welcoming environment. You build on the background knowledge of your learners to create a bigger context, and you describe what’s intended to be learned. Then you give some new information or content, facilitate an activity, enable discussion or a demonstration, or some kind engagement, and then you review and reinforce the information. So of course you do that for single classes and you can also think about it on the big scale of how the whole class is set up.

Another framework you might consider is called universal design for learning (UDL). This was developed in the 1990s as a model for meeting the needs of all learners, diverse learners of all kinds, and it can be applied to a course or a single class session, just as the accelerated learning cycle as well. So UDL operates under three principles.

The first one is the “why” of learning. You provide multiple means of engagement. And then the “what” of learning. You provide multiple means of representation. And lastly the “how” of learning, which is that you provide multiple means of action and expression.

The idea is that you’re going to be engaging different parts of the brain. Engagement, the representation, and the action and expression each hit these three different big chunks of the brain. They’re going to help people engage fully, deeply, and really reach people that think in different ways, learn in different ways, need visual, auditory, and all those different modalities, and designed to be flexible so that depending on the learner there are choices where you can balance the needs of the learner and give appropriate challenge and support.

Where to Start with Teaching and Learning Frameworks

One of the tips that I have for you today as we wrap up this discussion about learning frameworks is that using a framework can make planning your online teaching a lot easier. When you use a framework, that helps you to keep things within limits. It gives you structure for what you’re doing, and it helps you stop getting overwhelmed by all that you could do. I’ve seen some brilliant instructors design entire classes with one modality and one approach, missing a high number of learners. If we use a framework, we are more likely to integrate various approaches, because the framework suggests them. (See, for example, Frameworks for Digital Information Literacy.)

One of the bonuses of doing this is that using a framework is going to help make sure you don’t miss a lot of students. It’s also going to help you consider relevance. Some of these frameworks work for some subjects and styles, and some work better for others.

As you’re looking over frameworks and thinking about which one might suit you, consider which one really does suit the subject matter. This is not a one-size-fits-all experience. Then, create a course alignment map. As you design a map of what you’d like to teach, what you would like to assess, what students need to learn, what their prior knowledge is, it’s going to suggest to you perhaps one of these frameworks might fit a little bit better. It’s also going to give you insight into the variety that you need to include, both in terms of what and how you’re teaching, and also the different levels of thinking from Bloom’s taxonomy and other taxonomies I’ve mentioned.

Lastly, think about inventorying your practices. We can get stuck in teaching and learning through one channel or one avenue. The more we broaden our practices to include a lot of different approaches, the more we really are going to meet students needs in the best ways possible. So think about not only how you can use frameworks and taxonomies in planning your course to make it a simpler, less overwhelming project, but also how you can inventory yourself and what you’re bringing to that teaching. There’s always room to grow. But when you create an inventory for your own teaching and course design, you can just target one thing at a time and keep your own development simple as well.

Thank you for being with me today. I hope you consider using a teaching and learning framework, or taxonomy at the very least, in your teaching, and I wish you all the best this coming week in your online teaching.

This is Dr. Bethanie Hansen, your host for the Online Teaching Lounge Podcast. To share comments and requests for future episodes, please visit bethaniehansen.com/request. Best wishes this coming week in your online teaching journey.

#48: How to Build Community with Online Faculty Teams

#48: How to Build Community with Online Faculty Teams

This content first appeared at APUEdge.com. 

Online faculty often feel disconnected from the institution and fellow faculty members. In this episode, Dr. Bethanie Hansen provides tips and strategies for building community among faculty members to help them feel connected, informed and engaged. Learn how department leaders can focus on building relationships through consistent weekly messages, interactive team meetings, one-on-one time, peer mentoring and coaching opportunities, collaboration sites, and much more.

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Read the Transcript:

Dr. Bethanie Hansen: This podcast is for educators, academics and parents who know that online teaching can be challenging, but it can also be rewarding, engaging, and fun. Welcome to The Online Teaching Lounge. I’m your host, Dr. Bethanie Hansen and I’ll be your guide for online teaching tips, topics and strategies. Walk with me into the Online Teaching Lounge.

Welcome to the podcast. Thank you for joining me today to talk about building community with online faculty teams. You can employ a variety of strategies to build community with your online faculty and work to really create a sense of being there.

Online education, as we know, is very distance-oriented and it can tend to make us feel very disconnected, especially if we’re not normally comfortable teaching online. Even if we are, that sense of distance can grow and grow, and prevent us from feeling connected to the institutions we work for and the people with whom we work.

In this podcast today, I’ll be talking with you about how to communicate clearly and consistently to keep your faculty informed, and how to build community so they get to know each other and build camaraderie and rapport and feel a lot of support.

Strategies to Build Faculty Community

So let’s jump in. As I mentioned, there are many strategies you can employ to build community with your online faculty. If you are a faculty lead, a faculty mentor, maybe a department chair, or a director of some kind at an academic institution, chances are you either mentor, guide, support, or even supervise faculty who teach online.

Communication

It’s really important to communicate clearly, effectively and consistently to keep your faculty informed and connected to your department. In online education, quality teaching and learning is part of student retention, student success, and student satisfaction.

Of course, because teaching online is so solitary and in many places, asynchronous, our online faculty who teach alone are often disconnected from the institution and they may be physically distant from the home campus as well.

In the institution where I teach and also manage online faculty teams, many of these people that I’ve hired, supervised, coached, and worked with live all over the country. We may have never met face-to-face. In fact, I hired them all virtually and we worked together virtually as well. Building community with your online faculty members can really help them have reasons to feel invested, be part of the team, and be a significant contributor to student success long-term.

And now, as you’re thinking about this process of connecting with your faculty, connecting with faculty individually, in groups, and together as a team allows you to model expectations and empower your faculty to more fully drive their teaching quality and their overall teaching experience. This can also help your faculty really enjoy what they’re doing as teachers, as instructors, and feel that they’re making a difference and having an impact with their students.

If you’re wondering what steps you can take to build community with your online instructors, I’d like to suggest that you will need to be developing a set of online specific strategies to build community with your faculty who might be teaching at more than one institution or across the country. Maybe they’re working at home while someone else is working at home who normally would be leaving to go to the office. Perhaps they’re even homeschooling children at the present time.

For them, time is at an all-time premium. They might feel disconnected due to this remote work, as I’ve mentioned several times already, and their geographic separation from you and the rest of the team can prevent real connections.

Focus on Relationship-Building

But you can build community by developing solid relationships. If you make relationship building your goal with remote faculty, you can succeed. Consider this question, what can you do to make your faculty feel like part of the team, part of your department, and part of the entire institution? Maybe consider providing weekly electronic communications specific to your team and your department’s needs.

One example to build relationships through these electronic messages is something I like to call The Monday Message. This could be a newsletter with announcements or faculty information, updates and teaching reminders. Or one faculty member called it a “Mid-Week Missive” sent on Wednesdays. Another person I know sent them out as “Friday Funnies.” These started with humor and proceeded with news.

Consider Sending Weekly Updates and Information

When I was first hired as a director, my Dean asked me how I would bring together our diverse group of 150 faculty, most of whom were part-time, and they were located all over the country. My first thought was that I would send a weekly message with all my news and updates and information all at once.

Some of the things that related to me personally, my leadership goals, and other things really came together in that weekly message every single a week. As I started to do this, faculty responded very well. In fact, they started looking forward to “The Monday Message” as their definitive source of information about the entire department and what I cared about as their faculty manager.

You might think you want your messages to come out at different times of the week or sporadically, organically, et cetera, but I’ve found that this approach of being consistent really helps. Inconsistency makes faculty wonder when they’re going to hear from you next and they don’t always know where to find the information they need.

For these reasons, I suggest selecting a day and time that you’d like to send that message. Make it regular, make it predictable and dependable and your faculty will benefit from the community you can provide in that message.

One year, I included a spotlight section as well, which I’ll mention again in just a couple of minutes to highlight individual faculty. Another example you might consider to build relationships is to host and record monthly virtual faculty meetings to keep everyone informed and included.

Some examples of interactive and engaging virtual faculty meeting ideas could include using video. You could ask faculty to do the same. Invite faculty who manage a course or lead a course to make a slide and present it at the faculty meeting to share updates is also a great strategy.

Celebrate Achievements

Whether it’s at a faculty meeting or through email or other means, it’s a great idea to celebrate achievements. Ask your faculty to send these to you in advance and talk about them during the meeting. You can highlight high-performing faculty based on some performance standard you might have at your institution. You can recognize those who have presented recently at a conference or published something. Or maybe a student gave you a comment about positive things a faculty member has recently done. Either way, celebrating achievements has a lot of power, especially remotely. You can also celebrate small successes like readiness preparations, engagement increases, or other things that are achieved in the department itself.

It could even be creative and fun to host remote celebrations during your meetings. For example, if a faculty member has a child born that month, perhaps you might mail out a little confetti and ask people to toss it during the meeting as part of that celebration. Faculty also love to receive electronic happy grams. For example, when faculty all prepare their courses on time, you can send out a message to the entire team to thank them and let them know about the win.

Create a Faculty Spotlight

Now, whether you use these in your weekly messages or in your virtual faculty meetings, I really like the idea of using a faculty spotlight in working with your online faculty. When I started doing these about six years ago, I solicited my faculty in advance so they could feel special and have the time to prepare what I would write about them.

My faculty spotlights consisted of a photo that the faculty member provided to me, something they would be happy sharing, and also some things about that faculty member, like what they enjoy most about their online teaching, what their favorite class to teach is, where they have traveled, what their hobbies are.

We tried to personalize this for each person so we could build connections and actually get to know some of these other people that we might never see face to face. It’s also important to include both full-time and part-time faculty to truly build a real community.

This is especially important for your adjunct faculty and part-timers because they really don’t know others in the department. They need the same kind of connection to their colleagues and this helps them understand who their colleagues are, who they can go to with questions. Highlight your full-timers as well as your part-timers and it will bring everyone together.

Offer Voluntary Service Opportunities

Another way to build relationships is to offer voluntary service opportunities like serving on committees, peer coaching, and brief curriculum content reviews. These can go on faculty members’ vitaes or resumes and really enhance them professionally, as well as giving them the opportunity to influence courses that are developed.

Develop Collaboration Sites

You can develop collaboration sites where faculty members can share their practices, as well as collaborating on this curriculum I’ve mentioned. Ask questions to colleagues teaching the same subject or courses and learn about curriculum updates, or post errors in the courses and then have them repaired.

Collaboration sites are a great way for all of these ideas to come together. In my teams, we have used a space in the learning management systems set aside for the team. We’ve also used online collaboration tools and Microsoft Office 365 email groups for this. Each one was effective in its own way. I also recommend using photos and videos whenever possible to create identity and presence.

There is an unspoken sort of stigma about sharing photos or personal details with others you work with entirely online. Faculty might really hesitate to do this. They might have serious concerns about it. Work to develop identity and community in non-threatening ways, but also be sensitive that some faculty may have this tendency to feel this way.

Through all of these methods, your collaboration, promotion, your monthly faculty meetings, your emails, your celebrations, and all these ways of getting connected, take the opportunity to communicate.

Highlight and focus on the mission and vision you have for your team and the mission and vision of your institution. Be positive and set the tone upfront for your leadership and management of your faculty by focusing on one of the university’s mission points each time you meet. All of the vision points can come through. You can also make connections to real-life contexts, students’ stories, and the big picture regularly. And be sure to communicate consistently and clearly.

Now, when you have faculty meetings, your tools can be updated regularly and other resources you have, like collaborations sites or the site the university stores all of the team information, these can also be regularly updated.

Schedule Monthly Meetings

Monthly meetings would then, of course, be held monthly. Faculty really love to be part of all of these things when they have the time and when they can contribute something. So let your faculty know in advance so they can arrange their schedules to be there. Record them for all the part-timers if these are meetings who really cannot attend live, or full-timers who may be on vacation and send those links out so they can view them remotely and be up-to-date on your policies and procedures and announcements.

If you have additional opportunities for your faculty to get together, to collaborate, be sure to communicate these regularly just as if you were with a live team. Even if you send out a weekly message, you might have an intermittent message here and there in between with a update about one specific thing. Maybe it’s a training webinar, a teaching and learning opportunity, or other kinds of professional developments you’d like to recommend. Be sure to send things out in a timely manner and your team will learn to trust you and connect with each other as well.

Coaching and Peer Mentoring

One other idea about helping your faculty really connect online is coaching and peer mentoring. Coaching can focus on connecting people, but also giving them the space to teach each other. Faculty coaching might be faculty led with follow-up actions to get together and just to review each other’s teaching.

When you’re hiring new faculty, consider providing one-on-one coaching to review specific faculty approaches at your institution or recommendations and just get to know each other. You can conduct this by phone in a live webinar presentation, like in Zoom or some other kind of virtual platform.

You might do this yourself or bring on other faculty members to begin building that community right away. You can ask and answer questions with your new faculty members so they’re clear on exactly what your department or your institution emphasizes, and so that they can share any concerns or questions right up front.

Connect Your Faculty with Other Departments

Additional ideas you might consider using with your faculty could involve bringing in different departments to meet with them. These could of course be done during virtual faculty meetings or they could be prerecorded and sent out or used in the email communications.

One group I really love to include is the library team. They can talk to your faculty about specific questions, resources available, ways to cite things, what kind of writing help might be available in the library, and other things specific to where you work.

By doing this, we generate a lot more resources for faculty. We give them a lot of strength and support and better communication with different departments. Faculty feel more connected and have a greater sense of community with the big university identity as well through having these special guests.

You might consider having someone from the assessment team or the accreditation team speak with them. You might invite your Dean or other school officials to the meetings to bring their own insights and perspectives.

The more you do this, the more faculty feel like they’re really part of the institution. They feel validated, valued, and supported. They also show up and help each other and really connect with each other because they have such a network of support and a lot of people to interact with.

Another idea in terms of coaching faculty could be developing a short series of personalized messages, like e-coaching messages, to guide your instructors through different strategies or different approaches.

Share Teaching Strategies

You might consider sharing different methods of providing quality online grading feedback. Perhaps some faculty are not sure what this could look like or should look like to give students enough information. You could model how to produce this feedback, especially on written assignments and the ways that might be most valuable to students. You can do it in an attachment, in a video, in a screencast, or in a live meeting where some collaboration can occur online.

Online faculty always love to see each other’s ideas about using different types of questioning strategies or discussion strategies, interaction and engagement methods for forum discussions. And tips about sending out welcome messages or announcements or various types of wrap-up and summary activities. If you can enlist your faculty members to help each other with messages or give each other shared tutorials to help their peers, this builds community because they can see each other. They also feel less pressured to perform just for you and can really see each other’s ideas and start to come up with more innovation and more creativity.

This is a great way for the whole group to support each other with teaching excellence and also to aim for the best ways to support their students. If you develop and schedule regular methods for them to coach each other and for you to support them through your own coaching, this will refresh everyone by bringing in new ideas on a pretty regular basis.

To help your online faculty most, you might consider formalized methods of sharing these strategies. Perhaps there is an annual online conference in your department or some kind of share space, as I’ve mentioned before. When you share student testimonials, pictures, screencasts, screen clips, some positive comments from student, and of course, survey or evaluation feedback, this can really support positive and effective teaching and learning online.

It’s very common for a lot of observers to stop into online classrooms and faculty who are used to teaching in live universities or institutions might really be surprised at this, if someone pops into their class and observes. If this is going to happen, be sure to let them know upfront who these people might be, whether it’s some kind of peer observer or an academic support team member so they’re prepared when an observation might occur.

Be Available for Faculty to Meet with You

For checking in one-on-one with your faculty, I can suggest providing a calendar. Maybe you use a Setmore or TimeTrade or Calendly scheduler to give faculty opportunities to get on your schedule at their own convenience. You might set up times in 15-, 30- or 45-minute increments so that faculty are able to connect with you and speak whenever they need to. This will give you an opportunity to visit with faculty about their questions and give them guidance on whatever they’re seeking, and also just to connect from time to time.

It’s really helpful to be approachable and available to your faculty, especially if you’re a lead, a director, a chair, or in some kind of role like that where faculty are looking to you for support and guidance.

One way to provide this support if you don’t want to do individual appointments or even to enhance that is to provide a weekly office hour when any instructor can stop by and just check in. It’s nice when your faculty have a place to go to just connect and be heard. And when you can post that office hour so that it’s available to everyone and they can find the link, it makes it even easier.

And lastly, you might consider scheduling one-on-one small group or large-group sessions where faculty can share these practices, review course setup procedures, or conduct observations, or just talk about what they’re thinking and feeling right now. It’s helpful to arrange space and time where others can feel heard and seen, and really get back in touch with each other and with you.

Providing Faculty Support Contributes to Strong Performance

In closing, when you plan and consistently find ways to connect your faculty to each other and connect with them yourself, you’re going to help your faculty be supported and build a great sense of community throughout your entire department and support your team well.

These strategies can really help faculty members take more initiative and positively influence each other, giving everyone a more connected and positive experience when teaching online. Especially if online teaching is new to them, this is essential and critical to their success.

Thanks for being with me today to talk about building community with online faculty. I hope you’ve found these ideas valuable and enhancing your practice. Please stop by bethaniehansen.com/request anytime you’d like to share your feedback, or perhaps suggest a strategy that we can include in this podcast to support each other when we’re working and teaching online. And with that, I wish you all the best in your online teaching this coming week.