Open badges: they are so tantalizing to so many people, so full of possibility. They appear to offer so many solutions to so many different problems. They encourage us to look at old problems with new eyes. And precisely because of their dynamism, their precious novelty, we occasionally find ourselves overwhelmed with the hope that they’ll solve all of the problems. Everything.
This, my friends, this is precisely what’s at issue with introducing badges to our current social structure: recognizing that there are problems with existing acknowledgement and recognition systems. Problems that have not been adequately addressed. We need to crack that nut wide open as we begin to figure out how badges might change the game. We need to figure out what works and what’s worth saving in this new badge world. We need to look hard at the wicked problems that they might at least influence.
The issues most often raised about badges—accessibility, injustice, value, meaning, and rigor—are not necessarily about badges themselves but instead are rooted in wicked problems, the larger systemic social, political, and economic issues that surround learning and recognition. When viewed from this perspective, it’s obvious that badges are not a panacea. So, let’s be realistic in our discussions about the ability of badges to solve all issues of access, fairness, and equity: nothing so far has solved those issues and badges alone won’t do it, either. This is a known known; let’s not waste time arguing this point. Instead, let’s wrestle mightily with the all-too-familiar feeling of impotence when discussing any possible inroad to wicked problems. Because discuss them we must.
On the plus side of this discussion, here’s a tiny sample of what badges can do. They can provide markers of social and professional possibilities, they can acknowledge varying degrees of expertise in social skills, they can indicate job skills compatibility, they can evidence a variety of important learning experiences including capturing prior learning, they can demonstrate continued professional engagement, they can represent vastly different company and brand values, and perhaps most importantly, they can provide important and meaningful personal insight.
So for now, while we’re building this ecosystem together, let’s hold tight to that thing with feathers—our sense of hope, our sense of possibility—for when seeking change, particularly systemic change, odd though it may feel and sound to outsiders, optimism is a feature not a bug.
If you’re reading this and nodding your head, you might also appreciate this related post from Badge Alliance Executive Director, Erin Knight: More Beefs
Much more soon. carla [at] badgealliance [dot] org