This was an article I wrote for a statewide science publication. It never got published so I thought...

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This might be a good poster to place in your classroomThe original link

As Quincy Jones once remarked, "I’ve always thought that a big laugh is a really loud noise from the soul saying, "Ain’t that the truth." That said, Edu-fun Friday is a series devoted to adding some humor to the lives of teachers who visit this blog. Even though it’s summer, there’s still nothing better than ending the week on a positive note! Plus, do we have some of the best topics to provide us with some comic relief or what? You have to admit—the kid does have a point! I don’t know about you, but I haven’t touched a piece of chalk in years! Two thumbs up for cartoonist Randy Glasbergen for sharing all of his edtech humor!

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In an article by Farhad Manjoo in the New York Times reports on Google's efforts to improve diversity. This is a compendable effort. I was struck that while Google was utilizing scientists to devise the content of a diversity training program, it didn't seem to be utilizing research on the learning-to-performance process at all. It could be that Manjoo left it out of the article, or it could be that Google is missing the boat. Here's my commentary: Dear Farhad, Either this article is missing vital information--or Google, while perhaps using research on unconscious biases, is completely failing to utilize research-based best practices in learning-to-performance design. Ask almost any thought leader in the training-and-development field and they'll tell you that training by itself is extremely unlikely to substantially change behavior on its own, without additional supports. By the way, the anecdotes cited for the success of Google's 90-minute training program are not persuasive. It's easy to find some anecdotes that support one's claims. Scientists call this "confirmation bias." Believe it or not, there is a burgeoning science around what successful learning-to-performance solutions look like. This article, unfortunately, encourages the false notion that training programs alone will be successful in producing behavior change.