I must admit, I love being the sage on the stage. I love sharing “war stories” from my old managerial life as much as I love sharing evidence-based insights from the latest research articles. It not only boosts my ego, but it is probably one of the only parts of my job that actually fits the image of a professor that I had when I decided to go down the scholarly path. And it doesn’t threaten me at all that students are googling during class and sometimes challenge me with that fingertip-based knowledge. I am not all-knowing, and they are aware of that, and so if they find a truthier truth out there, let’s discuss it in this open forum. Bring it on, Google!
However, the article states that in an online (or hybrid) course, “your role is now more of a content curator—the one who prunes and trains the branches that extend from your expertise out into the world.” As you can probably guess after reading my first paragraph, this threatens my identity more than a little bit. As I’ve thought about how I will design my course, though, I’ve come to realize that I can still inject plenty of my sage-ness into the course, albeit in different forms. I’m already thinking about the tone I’ll use in podcasts or webcasts. And I’m thinking about how, with some of the dryer aspects of the course delivered online (in as exciting of a format as possible), I will be able to distill my sage-ness into almost 100% pure Klotz-based wisdom during the in-class portions of the course.
I’m sounding a bit more egotistical than I’d like (those in COB are probably saying, “nah, this sounds like typical Anthony”), but I am glad that the article called my attention to this potential pitfall. It’s about student engagement and knowledge transfer, not you, Anthony. I need to challenge myself not to simply attempt to transfer the self-proclaimed “magic” of my lectures to a digital world, but to seek out new, different, and *gulp* better ways to connect my students to HR Management. Challenge accepted!