Book “The Alliance” and Lessons for Learning Organzations

Personal branding and Tours of Duty? Can learning organizations learn lessons from the book The Alliance: Managing Talent in the Networked Age, which calls for a bold, new blueprint of conducting business?

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We realize that lifetime employment in one organization is a thing of the past, especially considering the average U. S. worker median tenure in a current job to be 4.4 years, a trend which is perhaps silently influenced by the invisible “second economy.”

But, whatScreen Shot 2014-07-20 at 2.23.39 PM would happen in learning organizations if we capitalize on a bold, new blueprint of conducting business? Imagine the shift of hierarchical power play giving way to Tours of Duty, networking, and branding based on the mutual benefit of employer and employee? Those are a few founding principles found in the book The Alliance: Managing Talent in the Networked Age by Reid Hoffman, co-founder and chairman of LInkedin, Ben Casnocha, entrepreneur and author, and Chris Yeh, writer and investor.

While organizations cannot innovate if everyone acts as a free agent, the authors contend there is another pattern to growth (Check out their slideshow here.): “Stop thinking of employees as families or free agents” but, rather, regard them as “allies on a Tour of Duty.” The relationship between employee and employer is based on how each can add value to the other, thus, building trust. In this symbiotic relationship, the individual, while building personal brand, focuses on the organization’s success, while the organization increases the individual’s market value.

While the authors admit that the phrase “Tour of Duty” may have military implications and it isn’t a perfect analogy, there is a shared characteristic: “honorably accomplishing a specific, finite mission…with a realistic time horizon.”

Because roles and responsibilities vary, the authors outline three Tours of Duty: Rotational; Foundational; and Transformational. (For more information on the Tours of Duty, click here.) “The tour of duty approach relieves the pressure on you [organization or business] and your employees alike because it builds trust incrementally. Everyone commits in smaller steps and the relationship deepens as each side proves itself.”

The agreement between employee and employer within each Tour of Duty sets out specific growth goals for each. One example: “Over the next 18 months you will develop excellent negotiation skills.”  (Avoiding vagueness, such as gaining “valuable experience,” is key.)

But, what is one important turnkey in this model? The authors acknowledge the benefit of honest conversation and ask a potential employee: What do you want to do once you leave employment here?

There. The elephant in the room is acknowledged and provides the basis for building the symbiotic relationship of trust and success for both parties through Tours of Duty, building value of the organization and the independent individual.

And, even when an employee leaves the organization, the value continues as networks and “know how” remain within reach of the organization, which is able to tap into the web of connections it helped the individual create. (The alumni always stay in touch.)

Wow. I wonder how this upfront frankness about career goals and schools helping their employees grow to transform an organization would pan out. While there are numerous reasons teachers leave the classroom, would these honest conversations help stem the tide of 38% of teachers quitting because of dissatisfaction with administration or the 14% who leave after one year? Are industrial-style schools and slow-moving bureaucracies ready for this truthful conversation with themselves and others, including teachers, students, and parents?

There are some transformational movements taking hold, such as the Center for Teaching Quality’s work on building a new brand of teacher leadership through teacherpreneurs, and Connected Educators Month, to strengthen teacher learning networks and the connections the authors believe valuable. But, wouldn’t it be worthwhile to incubate ideas using this new approach to acknowledge and nurture talent in the networked age? Aren’t there implications not only for teachers but students as well?

I’m game for a discussion. Are you? Interested in a book study? Let’s connect! 

Running the Digital River of Learning with You,

Emily

Always Learning from Librarians (or is it Databrarians?)

I always learn from librarians: masters of organization, jugglers of information, and searchers of the new.

As noted in the October 17, 2013 Library Journal, the Databrarian is emerging, expanding the traditional role to include new titles and responsibilities such as emerging technologies specialist, user experience designer, digital content management, digital learning librarian, and social media manager.

There is no doubt that databriarins were in full swing at the International Society for Technology in Education (ISTE) this year at the Digital Age Library Playground. (Presenter email addresses and Twitter names are listed! So, you can reach out to them, as I have been doing.)

Sessions ranged from flipping and coding to creating Makerspaces and generating QR Codes; these databriarians were a whirl of action and learning.

The session GeniusCon asked a question of students: If you could change one thing about your school, what would *YOU* do?

Co-founders of GeniusCon Matthew Winner (@MatthewWinner) and Sherry Gick (@libraryfanatic) presented on “how kids from K to college shared their big ideas and how their genius is changing the world.” Matthew and Sherry shared their GeniusCon story – “an event in which students from around the world shared their big ideas to affect social change,” according to The Digital Shift. Wow! More schools should be doing this!

Learn more about GeniusCon in the School Library Journal article With “GeniusCon” Project, Students Connect and Problem Solve and follow their hashtag #geniuscon on Twitter.

What have you learned from librarians? Do you have a databrarian in your school?

Badges to Micro-credentials

In the 2012 New York Times article Show Me Your Badge, Kevin Carey, director of the education policy program at the New America Foundation, outlined the emergence of digital badges and their role in recognizing skills and accomplishments beyond college degrees and certifications.

This year the Badges Alliance was launched at the Summit to Reconnect Learning. The Open Badges Alliance is “…Built upon the groundbreaking Open Badges work initiated by Mozilla and the MacArthur Foundation, and framed on a constellation model of Working Groups, the members of the Badge Alliance aim to foster and grow the open badges ecosystem in an intelligent, distributed, and sustainable way.” (I recently joined the Badge Alliance and look forward to participating in this groundbreaking work.)

But, what is the impact on K12 educators? Leave it to the forward-thinking folks at Digital Promise to take the lead in micro-credentials. Similar to Open Badges, the micro-credential provides rigor and is based on competencies as teachers build personalized learning portfolios of artifacts and reflections, providing “market worth” of mastery learning and accomplishments.

Last April, the Center for Teaching Quality invited me and other teacher leaders to submit work to Digital Promise in early rounds of discussion outlining micro-credentials. Renee Moore,  in Mississippi, and I, in Florida, partnered on our submission of a collaborative study of Letter from Birmingham Jail that she and I undertook with our students last year. (I learned quite a bit during the submission process, including providing more focus on student reflections during and after learning.)

At the International Society for Technology in Education conference in Atlanta earlier this month, Digital Promise officially opened up applications for its 2014 summer micro-credentialing pilot. According to Digital Promise, “Once earned, teachers can display their micro-credentials as digital badges. Each digital badge is embedded with metadata that identifies who issued the micro-credential, the date it was earned, and the artifacts submitted to earn it.”

Does this emerging professional development strategy appeal to you? Are you interested in earning micro-credentials?

#ISTE2014 Takeaway Two: Use of Time and Space

Energy. Ideas. Flexibility. Openness. Learning. Sharing. These are only a few words to capture the International Society for Technology in Education (ISTE) conference experience. It is important to note that the focus of #ISTE2014 was not on technology, digital tools, and gadgets but on the larger picture of relevant education topics – opening opportunities for students to learn without the restrictions of straight rows of desks. This is the second in a series of posts on #ISTE2014 takeaways.

For schools to become (or remain) relevant to today’s learning, the use of time (schedules) and space (classrooms, media centers, hallways, lunchrooms, grounds) must be viewed with a different lens, a fresh perspective. And, so it was at #ISTE2014 as reflected in this roundup of sessions provided by Sylvia Martinez of how space is morphing to fit the needs of collaborative pedagogy and student-centered curricula – think Maker Spaces and Learning Commons. For example, take Revere High School in Massachusetts; the 1:1 iPad school adopted flipped learning and revamped library space for a Learning Commons, complete with a Genius Bar, where students earn internship credits for helping others.

While an advocate for collaborative learning spaces for some time, I continue to learn how schools are using “space and time” in new ways for interdisciplinary applications. Check out Bob Pearlman’s examples of innovation labs, maker spaces, and learning commons, along with fab labs, weCreate, and other redefining-learning efforts. These examples, including revamped media centers and classrooms, speak to the collapse of the traditional, industrial age use of time and space in providing a more visionary and relevant curriculum supporting student empowerment.

  1. Shattuck-St. Mary’s School weCREATE Center, Faribault, MN
  2. Innovation Lab @Ross School, East Hampton, NY
  3. The Nueva School – Innovation Lab, Hillsborough, CA
  4. Quest Academy Innovation Lab, Palatine, IL
  5. Cushing Academy Innovation Lab, Ashburnham, MA
  6. Mount Vernon Presbyterian School, Atlanta, GA
  7. The Innovation Lab of Newton Public Schools, Newton, MA
  8. Thompson School District Innovation Lab, Loveland, CO
  9. Da Vinci High School Innovation Lab, Los Angeles, CA
  10. Mary Institute and Saint Louis Country Day School (MICDS) STEM Center, St. Louis, MO
  11. MC² STEM High School FABLAB, Cleveland, Ohio
  12. Westtown Science Center, Westtown, PA
  13. The Idea Lab @ Gunn Library, Gunn High School, Palo Alto, CA

Look for further posts on examining the importance of redesigning a school’s use of time and space. Until then, what are you doing in your schools to revamp time and space for learning?

#ISTE2014 Takeaway One: Maker Movement

Energy. Ideas. Flexibility. Openness. Learning. Sharing. These are only a few words to capture the International Society for Technology in Education (ISTE) conference experience. It is important to note that the focus of #ISTE2014 was not on technology, digital tools, and gadgets but on the larger picture of relevant education topics – opening opportunities for students to learn without the restrictions of straight rows of desks. This is the first in a series of posts on #ISTE2014 takeaways.

Maker Movement

I’ve been keeping an eye on the Maker Movement over the past few years, and #ISTE2014 had a fair share of sessions on the topic. This roundup, provided by Sylvia Martinez, reflects how the Maker Movement was showcased throughout #ISTE2014, including Gary Stager’s session Invent to Learn: Making, Tinkering, and Engineering in the Classroom. The room was packed, but I made it in to witness Gary’s energetic and passionate session to put kids back into the center of learning by “making.” He made the case of Schooling vs. Making and showcased Sylvia’s Super-Awesome Maker Show. Gary’s notes can be found here.

I look forward to reading Gary and Sylvia’s book Invent to Learn, which is on my desk, along with David and Norma Thornburg and Sara Armstrong’s book 3D Printing in the Classroom.

Meanwhile, you can find a wonderful book review of Invent to Learn by Kevin Hodgson at Middleweb.com.

For further resources, checkout ASCD’s Project Ideas, Videos, and Other “Making” Resources from the June 2014 Education Update feature, “If You Build It: Thinking with the Maker Mind-Set.” 

Are you undertaking a Maker Faire or undertaking the “Maker Movement” in your school or community? Please share!

Emergent Leadership for Learning Organizations

The conversation over at EdTechWomen on leadership sparked a reflection as to what characteristics are needed to be a leader, not a manager.

During my career as an educator, I have led professional development with a keen eye on servant leadership. Teacher voice and input is critical and often overlooked in traditional hierarchical organizations, which must give way for DIY learning and the push of market demand in an ever-increasing learning landscape of choice. In interviews with Tom Friedman and Adam Bryant, Laszlo Bock, the senior vice president of people operations for Google, noted several characteristics that are very important in emergent leadership, which is critical in the hyper-connected, morphing world of learning:

Stepping In & Out of Leadership
Bock observes, “’What we [Google] care about is, when faced with a problem and you’re a member of a team, do you, at the appropriate time, step in and lead. And just as critically, do you step back and stop leading, do you let someone else?’” The ability to step in and lead but also step back, letting others lead is key for we tap into the energies and thinking of others to tackle a problem, design new programs, or re-imagine what is possible.

Humility: Relinquishing Power
Bock believes humility is essential for learning by relinquishing power “’to step back and embrace the better ideas of others.’”

Consistency, Fairness, Predictability
Another key characteristic Bock cites is consistency: “’We found that, for leaders, it’s important that people know you are consistent and fair in how you think about making decisions and that there’s an element of predictability. If a leader is consistent, people on their teams experience tremendous freedom, because then they know that within certain parameters, they can do whatever they want. If your manager is all over the place, you’re never going to know what you can do, and you’re going to experience it as very restrictive.’” Being a leader is quite different than being a manager, and consistency, fairness, and predictability in leadership is an imperative to avoid the restrictive environment Bock mentions and critical for shepherding creativity and freedom to develop effective “moving forward” strategies for any organization, including schools. If team members are not sure of a leader’s (or manager’s) behavior on any given day, “moving forward” strategies are either stifled or never realized out of fear of backlash.

What do you think of these emergent leadership characteristics? Are learning organizations ready for them? Does your organization embrace emergent leadership?

EdTechWomen: What is Leadership?

EdTechWomen (ETW) has announced their speakers for the #ISTE2014 dinner event, an exciting lineup: Sheryl Nussbaum-Beach, CEO of Powerful Learning Practice, and Matt Wallaert, behavioral scientist at Microsoft. In preparation for the event, ETW has asked attendees to share their thoughts on leadership.

Their statements are powerful and provide reflection on our beliefs about leadership.

Making Decisions, Providing Guidance

Theresa Quilici, Library Media Specialist at Rome Middle School – “Good leaders are passionate, energetic, and knowledgeable of current trends. They listen to stakeholders, view issues from multiple sides, and then make decisions that guide their teams toward success.”

Providing and Accepting Timely Feedback

Martha Fairley, Director of Instructional Technology and Connect Online Learning at Eagle’s Landing Christian Academy – “Good leaders give timely feedback and create an atmosphere that welcomes feedback. Flexibility accompanied by the ability to regroup and move forward is a must of every good leader.”

No Dictating, Taking People Down, or Fear Tactics

Wendy Drexler, Chief Innovation Officer of ISTE – “A good leader listens carefully, respects the ideas of others, and uses her experience to build others up rather than dictate or take people down. I judge my success by the success of those I touch. Of course, integrity, courage, calculated risk taking, and dedication also go a long way.”

Elana Leoni, Director of Social Media Strategy and Marketing at Edutopia – “The best leaders are those that inspire and motivate without fear tactics.”

On Motivation and Inspiration

Andrea Anderson, Manager of Integration and Customer Support at Atomic Learning – “A good leader does not simply take a group forward but helps to blaze the path by inspiration and motivation to help others achieve greatness.”

Anyone Can Be a Leader (title ≠ leadership)

Jill Thompson, Personalized Learning Program Manager in Charlotte Mecklenburg Schools – “My motto is ‘You don’t have to be in a leadership position, to be a leader.’ Leadership to me is influencing others to take on challenges and help them produce solutions.”

Elana Leoni, Director of Social Media Strategy and Marketing at Edutopia – “Leadership is a choice — not a rank. The best leaders are those that inspire and motivate without fear tactics.”

Beyond “The Normal” – Beyond the Comfortable

Michelle Cordy, Teacher and Applied Research at the Thames Valley District School Board – “Leadership is having the courage to say, think and do things that are outside the realm of what is happening and what is normal. It’s about acting a little differently to try and dent the world a little. A good leader makes their actions and rationale visible to others and invites others on the journey.

I look forward to learning more from others at the #ISTE2014 EdTechWomen event. What is leadership to you? How do you define leadership?

 

Teacherpreneurs Mentor Edupunks: 2030 – What’s at the End of the Telescope?

 Note: This post is the final in the nine-part series Teacherpreneurs Mentor Edupunks: Convergence Reshapes Teacher Preparation for Today and the Future and written in the vein of peering into Teaching 2030. Click here to read the previous post on Open Ed, Equity, and the College Debt Bubble.

In the previous post, the impact of the college debt bubble on educational options was discussed, and it is the college debt bubble, coupled with the sense of betrayal, which Anya Kamenetz describes, that will push young people, including our nation’s future teachers, toward quality open-education. It will be these edupunks who hack their own education, create their own crowdsourced learning playlists, and undertake apprenticeships mentored by teacherpreneurs in local-to-global contexts.

In DoItYourself University, Kamenetz interviewed Dr. Judy Baker, who manages distance learning at Foothill College in Los Altos Hills, California, a residential community of Silicon Valley, and shared her idea of what the future may hold:

The way I see it, higher education, ten, twenty years from now is going to look very different. It won’t be the brick and mortar and the semester and a course in this and a course in that. It’s going to be more outcomes based and skill based, project based. You don’t have to take these sixty courses or whatever it is to be a journalist. Someone will identify your gaps and then you address the gaps, in whatever way is possible. And that may mean taking a course from New Zealand, being in a discussion forum with people in Canada, an internship in Mexico with Habitat for Humanity. You just need to get the knowledge and skills whatever way you can and then test out or present a portfolio. And when you add it all up, a few years later, you actually are ready to be a good journalist. (p. 133)

Dr. Baker has imagined what the future of teaching and learning might be. And, we, teacherpreneurs, have begun to do the same as we have examined only a few of the converging points that are changing traditional teacher preparation and exploring imagined possibilities. From crowdsourced, open education to economic innovations and cultural shifts, one thing we do know is that by 2030 traditional teacher preparation content, context, and delivery will not survive but must, as Wiley wrote, “evolve to reflect basic changes in their broader societal contexts” – to remix and mashup to create fresh forms. We don’t exactly know what those fresh forms may be, and it will be messy and confusing along the way as we “learn, unlearn, and relearn.”

But, what is important to note is that in a participatory culture supported by open education, those who will become teachers in 2030 will do more than react to their own learning, they will shape it. And, it will be teacherpreneurs who shepherd their learning and propel the teaching profession forward.

 

Teacherpreneurs Mentor Edupunks: Open Ed, Equity, & the College Debt Bubble

 Note: This post is the eighth in the nine-part series Teacherpreneurs Mentor Edupunks: Convergence Reshapes Teacher Preparation for Today and the Future and written in the vein of peering into Teaching 2030. Click here to read the previous post on OER, Open Teachers, and the Learning Architect.

The disaggregation of learning is escalating, providing the Open Teacher, the Learning Architect, and other teacherpreneurs an even broader canvass of possibilities, challenging traditional preparation programs to prepare teacher candidates to participate in and lead online learning and Massively Open Online Courses (MOOCs), which are gaining traction, as several “elite” higher education institutions have partnered with the hosting service provider Coursers, including The University of Virginia, John Hopkins University, Stanford University, Princeton University, and Duke University. According to Coursers, they have enrolled 680,000 students, mostly from other countries. Coursers outlined their pedagogical foundation, which includes active learning, peer assistance, and mastery learning. And, the company has further plans to use the platform to augment face-to-face instruction with its partner institutions, akin to the flipped learning model.

This past spring, MIT and Harvard announced a joint venture called edX, which will offer online courses at no cost and where participants can earn a certificate of mastery. edX also welcomes other universities to offer courses through edX.

Harvard President Drew Faust said:

“edX gives Harvard and MIT an unprecedented opportunity to dramatically extend our collective reach by conducting groundbreaking research into effective education and by extending online access to quality higher education. Harvard and MIT will use these new technologies and the research they will make possible to lead the direction of online learning in a way that benefits our students, our peers, and people across the nation and the globe.”

George Siemens, associate Director of Athabasca University’s Technology Enhanced Knowledge Research institute and an early pioneer in MOOC design and delivery, observed, ‘”It’s a natural progression of the Internet influencing and impacting what we thought was a pretty stable field,” he said. “But all it takes is six months of pretty surprising announcements in terms of open-course initiatives, and all of a sudden you can start to picture that education seems to be at the threshold of a very dramatic change.”‘

After investigating what MOOCs will and won’t do, it will be interesting to see how teacher preparation programs transition to their use, if they do. And, surely they will in some fashion. Skepticism surrounds the rise of MOOCs, including how the experience will translate into “real learning” gains for students. Thus, with the upsurge in learning badges and other non-traditional methods documenting content mastery in online and MOOC environments making some folks uneasy, it came as no surprise that Udacity, another MOOC provider, partnered with Pearson in providing “4000 testing centers in more than 170 countries” for those who took Udacity courses. There is a “nominal fee” to take the assessments, which will be multiple choice and short answer.

Equity – the watchword in this democratization of learning via MOOCs and other yet-to-come environments –  is something on which to keep an eye. Martin Snyder, senior associate general secretary at the American Association of University Professors, said “the organization has principles in place asserting that faculty must have control over the constitution of the curriculum and the delivery, structure and assessment of a course.” He also observed:

If this kind of a system takes off, you might have a situation where the very wealthy students go to a campus to interact with real professors, while the rest of the world takes online courses… what appears to be a democratization process might be more aristocratic than democratic.

MOOCs are not relegated to higher education. Google has offered its first MOOC this summer, Power Searching with Google, and, at last count, has over 100,000 registered, according to EdSurge Newsletter 074. Also, educator Verena Roberts’ offers the MOOC “#DigiFoot12: Learn about tracking your digital footprint by using social and digital media, create and develop your PLN, tweet your learning, see what students are already doing with social media, chat about cyberbullying, and learn how to network and connect in your own way.”

These courses are open to everyone, where a teacher provides an experience for learners pursuing passions and the “want-and-need-to-know” emerging model of things to come. Today’s MOOCs will transform by 2030, growing more sophisticated and transforming teacher preparation supported by the future morphing of today’s Hive Learning Networks and the emergence of learning regions.

Open access to quality education could not have come at a better time as student debt is escalating. When learning is open and free, cultural and economic shifts happen. Akin to the housing bubble, the college debt bubble is upon us, pushing traditional education institutions to rethink the way things have always been done. And, it is not lost on university presidents. The Chronicle of Higher Education reported on a joint poll conducted with Pew Research Center that the “rising costs test families’ faith, while 1 in 3 presidents see academe on wrong road.”

Peter Thiel, “co-founder of PayPal and a legendary investor, has a long history of identifying bubbles …and believes that higher education fills all the criteria for a bubble: tuition costs are too high, debt loads are too onerous, and there is mounting evidence that the rewards are over-rated. Add to this the fact that politicians are doing everything they can to expand the supply of higher education (reasoning that the “jobs of the future” require college degrees), much as they did everything that they could to expand the supply of “affordable” housing, and it is hard to see how we can escape disaster.

Further, Anya Kamenetz, author of Generation Debt and DoItYourself University: Edupunks, Edupreneurs, and the Coming Transformation of Higher Education and who wrote about the college debt bubble eight years ago in the Village Voice, now acknowledges that young people are finally fighting back. In her Huffington Post article Generation Debt at the Barricades, she writes:

It took half a generation and a global economic meltdown, but now they finally are. Occupy Wall Street is Generation Debt at the barricades, on blogs, Twitter and Tumblr, expressing their deep sense of betrayal. At the heart of that betrayal, the one issue that comes up over and over again is student debt.

Teacherpreneurs Mentor Edupunks: OER, Open Teacher, & the Learning Architect

 Note: This post is the seventh in the nine-part series Teacherpreneurs Mentor Edupunks: Convergence Reshapes Teacher Preparation for Today and the Future and written in the vein of peering into Teaching 2030. Click here to read the previous post on Learning Ecosystems, Geographic Imprints, and Localnomics.

The emergence of crowdsourcing learning advances the role of the Open Teacher, a teacherpreneur who participates in and leads networked learning, shaking-up higher ed’s ivy tower. One of the earliest renditions of the Open Teacher was MIT’s 2001 announcement of OpenCourseWare, and other universities followed. In 2006, University of California Berkeley announced that courses would be provided via Apple’s iTunesU. Since then, hundreds of higher ed institutions deliver content using iTunesU, including Harvard, Princeton, and Yale, and YouTube EDU also serves as a platform. Other early adopters of open source and the use of Open Education Resources (OER) in education include OER Glue, which hosts content from a number of higher education institutions, such as Notre Dame and MIT; Open CourseWare Consortium, whose global “members have published materials from more than 13,000 courses in 20 languages, available through the Consortium’s web site”; Connexions, out of Rice University, offers “more than 17,000 learning objects or modules in its repository and over 1000 collections (textbooks, journal articles, etc.) are used by over 2 million people per month“; the Open Educational Resources Commons, where teachers and learners can choose from over 36,000 openly licensed and free-to-use resources; and the Learning Registry, where the educational community can publish and retrieve OER resources. Further, K12 and State Departments of Education have learning channels as well in iTunesU and YouTube. And, TED’s new initiative TEDeD will magnify excellent teaching.

Today, relevant and meaningful teacher preparation programs include guiding teacher candidates in leveraging OER and other open content to construct and deliver a learning experience – a merger of curriculum content, pedagogy, assessment, and learning management – using various digital tools. To meet learner objectives, teachers become Learning Architects as they create games, podcasts, 3D video maps, online assessments, and collaborative spaces where learning takes place. The Learning Architect, one ideation of the teacherpreneur, leverages the power of digital tools to capture content, distribute modules of experience, engage learners, and assess student performance. In 2030, it will be commonplace for teacher edupunks to learn from leaders in the field – teacherpreneurs – how to bundle learning for customized, passion-based learning.

What are your thoughts? How will teacher preparation programs include OER for the Open Teacher and Learning Architect?