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The really big question, how do we ensure equity? Have students with their own devices bring them. There are more students who have them than we think, and if the case is made that students are benefiting from the learning, more families will invest in the mobile technology for school and home.  If parents can be assured that an investment in Grade 4 will carry their child through for four-to-six years with their learning, many will make this choice.  I am often stunned by families that buy their child a cell phone, but don’t have a computer.  I am also quite comfortable in saying that if they are investing in a cell phone and not a computer there are better options to support their child’s learning.  We need to help guide families with what technology will have the greatest impact in supporting their child’s learning.  Of course, not all students will supply a computer up front, this could range from a few students to the entire class depending on the school or district.  The second option would be a lease-to-own option for students. There are a number of options available with price points around $20 per month.  This picks up on the cell phone argument, and a more affordable device with more value for student learning.  Families could be assured their child would be getting a device that would be ideal for learning for a number of years, and could be used at school and home.  Finally, there are  students that, for many reasons (financial and otherwise) won’t embrace the first two options.  We need to find ways to supply these students with a comparable technology to use at school.  Many schools have class sets of laptops that could be repurposed for this project; in other cases investments will need to be made.  The challenge is that the investments will be uneven (and this is difficult to do) with some schools requiring a greater percentage of investment than others.

The new way of thinking is that the point of school is to facilitate the transition from childhood to adulthood. That means designing schools based on research from the field of human development, not on research on how to raise test scores.

Academic content is important—it’s really important!—and it’s best learned by kids who are pursuing material that interests them, who are surrounded by adults they trust, who are intrinsically motivated to learn, who are mature and responsible, and who have a sense of autonomy over their education.

the first focus of school should be on creating an environment grounded in sound principles of human development. Academic learning then becomes a powerful by-product of that environment.

We were pretty shocked to discover the dominant effect of negative events on inner work life – people’s mostly-hidden emotions, perceptions, and motivations at work. Setbacks have a negative effect on inner work life that’s 2-3 times stronger than the positive effect of progress. When we checked into whether other researchers had found something similar, we learned that it’s a general psychological effect; “bad is stronger than good.” The reason could be evolutionary. Maybe we pay more attention to negatives, and are more affected by them, out of self-preservation. So – because positive inner work life is so important for top performance, leaders should do whatever they can to root out negative forces.

Religiously protect at least 20 minutes – and, ideally, much more – every day, to tackle something in the work that matters most to you. Hide in an empty conference room, if you have to, or sneak out in disguise to a nearby coffee shop. Then make note of any progress you made (even if it was a small win), and decide where to pick up again the next day. The progress, and the mini-celebration of simply noting it, can lift your inner work life.

Bosses can religiously protect at least 5 minutes, every day, to think about the progress and setbacks of their team, and what enabled or inhibited that progress. The daily review should end with a plan to do one thing, the following day, that’s most likely to facilitate progress – even if that progress is only a small win. I think this practice, if used widely, could make a real difference in organizational performance and employee inner work life. And good inner work life isn’t only a matter of employee retention or the bottom line. It’s a matter of human dignity.