Category: creative spaces

  • Rebelling together against the myth of the lone creative genius: how arts-based pedagogies enhanced community learning

    Rebelling together against the myth of the lone creative genius: how arts-based pedagogies enhanced community learning

    by Katherine Friend and Aisling Walters

    When we write about creativity, we often refer to the work of geniuses; [distancing] ordinary members of society from the act of creativity by reinforcing a perception that they could never be creative themselves (Dymoke, 2020: 80).

    Digital story by Kate Shpota

    The state of creativity

    The damage wrought by the stereotype of a creative as an isolated genius seems likely to increase within the current context of the UK school system, where an overloaded curriculum and assessment driven pedagogies dominate. The 2023 State of Creativity report notes that creativity has been ‘all but expunged from the school curriculum in England’.  Educators across schools and departments in HEIs are attempting to resist the current educational practice which promotes students as consumers and centres our students as active producers in their own learning. Yet, as education policy from primary through to higher education continues not only to cut its emphasis on the humanities and creativity,  but also eliminate arts and humanities departments altogether, higher education runs a profound risk of further alienating students from the benefits of creative thinking and artistic practice.

    Our undergraduates, being educationalists, use sociological and psychological lenses to understand the social and cultural landscape affecting both classroom learning and community education more broadly. Nevertheless, despite education being at the intersection of many academic disciplines (Sociology, English, Philosophy, History to name a few), students are often reluctant to incorporate alternative approaches into their learning and even less so into their assessments.

    Fear and discomfort

    As educators, we ask students to embrace discomfort when learning different theoretical approaches or understanding alternative viewpoints. But often, we do not ask them to embrace discomfort in operating outside of the neoliberal HE system, a ‘results driven quantification [which] directs learning’ (Kulz, 2017 p. 55). Within this context, learning focuses on the product (the assessable outcome), rather than the process (the learning journey). Thus, it is unsurprising that our undergraduates initially baulked at the idea of an assessment that incorporated a creative element, preferring essays and multiple-choice exams instead. Hunter & Frawley (2023) define arts-based pedagogy (ABP) as a process by which students can observe and reflect on an art form to link different disciplines, thus encouraging students to lean into uncomfortable subject matter and explore their place within in the wider world. To build more dynamic and critically analytical students, we had to simultaneously encourage an ABP approach so they would understand their academic and theoretical course content more fully while scaffolding their learning through a series of creative activities designed to engage students with different forms of learning and reflection. By incorporating cultural visits, mentorship, and creative assessments into the module, art enhanced subject teaching while encouraging students to think more deeply about their own practice (Fleming, 2012). Yet, incorporating practice was not enough, we were faced with the question: how do educationalists ask students to engage with their vulnerabilities around creative practice (the belief and the engrained fear that they cannot do art or are not good at art) and lead them to an understanding that vulnerability itself can be beneficial?

    Perhaps, the most basic answer came by asking ourselves, are we, as academics, scared of implementing creative pedagogies because we are scared of showing our own vulnerabilities? What if we as educators fail at a task and our students see? What would happen if we became vulnerable alongside our students? Jordan (2010) argues that when vulnerability is met with criticism, we disengage as a self-preservation tactic. For Brown, acknowledging our insecurities offers a means of understanding ourselves, developing shame resilience and acting authentically. In our session, our vulnerability as lecturers was tested when engaging with textile art, specifically a battle with crochet. Our students saw educators who were not secure or competent in a task. This resulted in a small amount of mockery, but also empathy and offers of support. By stepping out of our comfort zone and embracing a pedagogy of discomfort (Boler 1999), we encouraged our students to challenge themselves. Romney and Holland (2023) refer to this as a ‘paradox of vulnerability’: by overcoming our own reluctance to be vulnerable with our learners we create connections and a sense of trust. We should add that the session explored women’s textile art as activism and the outcome, a piece of textile art, symbolically woven together by students and staff—all female.

    Collective textile piece

    Importance of community and connection

    Once we examined theoretical and personal aspects of discomfort and vulnerability, to support and enhance our focus on creative practice, we drew on local cultural partnerships. The incorporation of cultural visits, mentorship from resident artists, and creative exercises enriched our subject teaching while simultaneously encouraging students to think more deeply about their own practice (Fleming, 2012). It also built an alliance between social scientists and colleagues in arts and humanities disciplines, capitalising on their expertise and years of honing ABP. Nottingham is a city where the legend of Robin Hood, outlaws, and rebellion intersect with vibrant cultural community. But many of our students do not engage with cultural spaces, leading to double disconnect, first from their own creative practice and second from the cultural sector altogether. Our students expressed their disconnect from the cultural heart of Nottingham was due to the spaces being ‘not for them’ or a worry that they would not ‘understand’ the art. By exploring the city centre as a group, walking from one site to another, we broke down barriers around these prohibited spaces.

    Engagement with Nottingham by Alisha Begum

    Once inside the Nottingham Contemporary, the resident artists told their own stories of fear, worries of judgement, and expressed anxieties of creative practice, thus setting our students free from the myth of the genius artist – untouchable by self-doubt. This realisation allowed our students to relax and engage worry-free into the creative tasks.

    By joining in with these activities, lecturers and students learned alongside each other, tackling our insecurities regarding our creative abilities together as a learning community. Perhaps community was the most important outcome in the project as connection was central. Exposure to the cultural sites created a feeling of connection with the cultural heart of the city. Students also, perhaps more importantly, reported that they became more connected to an understanding of themselves as creatives, becoming more autonomous and engaged in their own learning.

    Digital storytelling: Identity Crisis by Shahnaz Begum

    Perhaps it is most appropriate to end this post with the voice of one of our year-two students—the transcript from a podcast created as part of her larger portfolio. She asserts:

    Art in education is a goldmine of untouched opportunities [and can be] used to foster students’ holistic development, stimulate creative thinking and engagement with social justice. … and to my fellow Artivists, embrace creativity one canvas at a time.

    Katherine Friend is an Associate Professor of Higher Education at Nottingham Trent University. Her work focuses on three themes: the underrepresented student experience on university campuses, the importance of undergraduate engagement in the cultural sector, and reconciling international and academic identities. Threading all three themes together are discussions of one’s ‘place’ and/or ‘space’ in HE and how social and cultural hierarchies contribute to identity, representation, and belonging.

    Aisling Walters is a Senior Lecturer in Secondary Education at Nottingham Trent University whose research focuses on the development of writer identity in trainee English teachers, preservice teachers’ experiences of prescriptive schemes of learning, arts-based pedagogies, and students as writers. 

    Author: SRHE News Blog

    An international learned society, concerned with supporting research and researchers into Higher Education

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  • Possible futures for working environments

    Possible futures for working environments

    by Nic Kipar

    This blog follows an earlier short review of the literature and is based on the author’s experience in a range of universities. It suggests how working environments might change in practice, with illustrations from the author’s own institution, the University of Glasgow.

    Introduction

    In thinking about working environments, the most effective approach is to ask individuals how they work best. This enables them to thrive in the environment most suited to themselves and the particular activity they are undertaking. More importantly, staff should be given the freedom to experiment with different settings, without others imposing judgments based on their own limited perspectives. This openness fosters a supportive and adaptable workplace, enabling everyone to find the spaces that best suit their work and wellbeing.

    Embracing new thinking

    Traditionally, we have not considered whether staff on our campuses are enjoying their work environments and are able to be their most creative and effective selves. This oversight stands in contrast with the University Value of Curiosity and Discovery: “Embracing new thinking and innovation in a spirit of open minded collaboration that positively impacts on ourselves, our University, our city, society and the world.”

    In response, the University of Glasgow has recently begun incorporating a co-design element into its Workspace Futures Programme, starting with a ‘diagnose’ phase. Yet I still wonder: are we thinking boldly enough? Are we exploring possibilities that reach beyond our usual perspectives and assumptions?

    Let me pose a provocation from my colleague Dr Nathalie Tasler (personal communication, November 2024):

    Remember the Disney movie Aladdin? “Phenomenal cosmic powers… itty-bitty living space!” So how can our immensely talented and creative colleagues thrive when their environment is filled with “stop rules” (Runco, 2007)? In social psychology, stop rules are constraints—often invisible—that limit our thinking, stifle creativity, and shut down possibility thinking (Craft, 2005; Lin, 2020) before they even have a chance to take shape. When workplaces impose these restrictions, whether through rigid protocols, uninspiring spaces, or unspoken norms, how can we expect innovation and fresh ideas to flourish? What would it take to create a work environment where potential isn’t confined, but unleashed?Transforming everyone’s spaces

    While we have been focused on transforming student study spaces and creating vibrant, open campuses that attract students and the public alike, we may be neglecting the needs of our own staff. The University of Edinburgh (Bayne, presentation in November 2024) uses the term “buzz” to describe the energy of a thriving campus, drawing inspiration from the University of Warwick’s public events, like World Cup screenings in collaboration with local businesses, that created memorable, widely shared experiences. Edinburgh’s themes of Belonging and buzz; Sanctuary and beauty; Sustainable connections; Mobility, flexibility and flow, and Openness, public co-creation and surfacing resonate with our work on student spaces, but have we fully explored the potential of spaces that could truly empower our staff work best depending on their known, or yet unknown preferences?

    Understanding individual preferences in workspace design is challenging. Environmental needs are deeply personal, shaped by complex and unique factors. This makes it impossible to assume that one person’s ideal workspace will suit everyone. When we project our own preferences onto others, we risk introducing bias and overlooking or misjudging their needs. These hidden barriers are created by a world design with certain people in mind, leaving others feeling excluded. They make aspects of society accessible to some while shutting out others. These mismatches are the building blocks of exclusion, making people feel unwelcome or unable to fully participate (Holmes, 2018).

    It is one thing to offer flexible options for staff to work from home or from a campus office. But we should also look closely at the campus itself, at how we treat these spaces and how they treat us. Typically, we arrive on campus, head into buildings and into offices or meeting rooms, and operate within closed-off spaces that might be limiting our ability to think creatively or envision the future. It makes me wonder: Are we missing something essential?

    An office is an office is an office?

    We expect our staff to innovate and imagine exciting futures, yet how can we foster that kind of thinking when we confine people to uninspiring spaces? A room does not need to have white walls or dull furniture to feel stifling; even a vibrant, biophilic space can feel restrictive if it is still just four walls. What if we reimagined our workplaces so that, rather than feeling like “just another day at the office”, staff actually felt genuinely inspired to be there?

    At present, we do not offer staff the full range of spaces that might suit different types of work or support them in ways they find personally meaningful. Why is it, for example, that a staff member working in an on-campus café among students is often seen as “not really working”? Such assumptions are outdated, belonging to a pre-digital era. Why do we still insist that all staff need traditional offices, all the time?

    Offices have their purpose, of course, but not all office types are effective for all needs. Open-plan offices with cubicles, for instance, combine the worst aspects of every workspace model. Various issues are associated with open office spaces featuring cubicles, which are often regarded as suboptimal work environments. Common problems include lack of privacy, increased noise levels, and the inability to control one’s environment, which can lead to diminished productivity, lower job satisfaction, and elevated stress levels. The systematic literature review by Colenberg et al (2021) finds a link between cramped cubicle setups in open spaces and decreased physical and mental health due to poor environmental control. I recall working in university offices in the early 1990s, when alternative approaches were simply unimaginable. Back then, an office with your name on the door was a status symbol and a sign of belonging. But why are we still behaving as though we are living in the 20th century?

    Spaces designed to fit people, not making people fit

    James McCune Smith Learning Hub (JMS) © UofG

    If someone can concentrate deeply and produce creative, high-quality work in a bustling student study space like the James McCune Smith Learning Hub (JMS,) or in a moderately busy area like the Mazumdar-Shaw Advanced Research Centre (ARC) lobby, who are we to judge? For some, the energy of a café may be the perfect environment to spark ideas and focus, while others need absolute silence and solitude to work through complex problems. Some might prefer a quiet, shared workspace, finding comfort in the presence of others without the noise. Many benefit from working at home, or outside if weather permits, while others feel more motivated and inspired by coming onto campus.

    Ultimately, as long as staff are accessible when needed and are delivering excellent work, there is no “right” way to structure a work environment. What works for one person may not work for another, and that is precisely the point: a truly supportive workplace recognises and respects individual preferences and needs. By allowing each person the freedom to choose the space that best supports their productivity and wellbeing, we create a culture that values flexibility and respects diversity in how we all work best.

    Mazumdar-Shaw Advanced Research Centre (ARC) © UofG

    Welcoming variation and diversity as agents for evolution

    The psychologist Dr Lorna Champion (personal communication, November 2024) summarised this succinctly: “Evolution is based on variation. If a characteristic supports the survival then it is retained and handed on, because of difference, we evolve. If we don’t have variation then we stagnate.” It is time to embrace new thinking, to break from outdated models, and to create environments that truly support and inspire staff to thrive.

    Nic Kipar leads the Academic and Digital Development team at the University of Glasgow. She played an instrumental role in the creation of the James McCune Smith Learning Hub, focusing on inclusive active learning. Nic co-leads the Enhancing Learning & Teaching Practice workstream, contributing to the university’s Learning & Teaching strategy and planning for the upcoming Keystone building, which will feature large interdisciplinary labs. Nic also chairs a working group on Pedagogy in Superlabs, pioneering these innovative spaces for the university.

    Author: SRHE News Blog

    An international learned society, concerned with supporting research and researchers into Higher Education

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