MoodleNet/Contributing: Difference between revisions
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== Contributing to the MoodleNet project == | == Contributing to the MoodleNet project == | ||
To add (from [http://dougbelshaw.com/blog/2017/03/09/build-architecture-participation this post]): | |||
# A clear mission – why does this project exist? what is it setting out to achieve? | |||
# An invitation to participate – do you have an unambiguous call to action? | |||
# Easy onboarding – are there small, simple tasks/activities that new volunteers can begin with? | |||
# A modular approach – do volunteers have to commit to helping with everything, or is there a way which they can use their knowledge, skills, and interests to contribute to part of the project? | |||
# Strong leadership – do the people in control of the project embody the mission? do they have the respect of volunteers? have they got the capacity to make the project a success? | |||
# Ways of working openly and transparently – does the project have secret areas, or is everything out in the open? (this post may be useful) | |||
# Backchannels and watercoolers – are there ‘social’ spaces for members of the project to interact over and above those focused on project aims? | |||
# Celebration of milestones – does the project recognise the efforts and input of volunteers? | |||
In addition, consider (from Greg McVerry's comments): | |||
* Recruitment Events. Organizations need to actively plan and seek out contributors. Just labeling something “first bug” is not the way to engage the new people. | |||
* Leadership and Learning Opportunities: Think about the value add for a contributor. What are you offering to them beyond mission alignment? | |||
* Digestible Workflow: Beyond simply working in the open is your timetable, roadmap, and how you work easily digestible? | |||
* Transition Planning: Do you have a “handhsake”plan for contributors when either a staff member who guided them leaves or a project is sunsetted? | |||
Revision as of 09:22, 5 June 2018
Contributing to the MoodleNet project
To add (from this post):
- A clear mission – why does this project exist? what is it setting out to achieve?
- An invitation to participate – do you have an unambiguous call to action?
- Easy onboarding – are there small, simple tasks/activities that new volunteers can begin with?
- A modular approach – do volunteers have to commit to helping with everything, or is there a way which they can use their knowledge, skills, and interests to contribute to part of the project?
- Strong leadership – do the people in control of the project embody the mission? do they have the respect of volunteers? have they got the capacity to make the project a success?
- Ways of working openly and transparently – does the project have secret areas, or is everything out in the open? (this post may be useful)
- Backchannels and watercoolers – are there ‘social’ spaces for members of the project to interact over and above those focused on project aims?
- Celebration of milestones – does the project recognise the efforts and input of volunteers?
In addition, consider (from Greg McVerry's comments):
- Recruitment Events. Organizations need to actively plan and seek out contributors. Just labeling something “first bug” is not the way to engage the new people.
- Leadership and Learning Opportunities: Think about the value add for a contributor. What are you offering to them beyond mission alignment?
- Digestible Workflow: Beyond simply working in the open is your timetable, roadmap, and how you work easily digestible?
- Transition Planning: Do you have a “handhsake”plan for contributors when either a staff member who guided them leaves or a project is sunsetted?
