Segment 4 (2022) Support the Growth of Others - Georgia LEARNS2024-03-29T10:02:21Zhttp://georgialearnsnow.ning.com/forum/topics/segment-4-2022-support-the-growth-of-others?feed=yes&xn_auth=noExcellent points! There are…tag:georgialearnsnow.ning.com,2022-11-09:6555741:Comment:715702022-11-09T03:21:33.502ZBrent Darnellhttp://georgialearnsnow.ning.com/profile/BrentDarnell
<p>Excellent points! There are many layers to this issue. If the culture supports continual learning and growth of the employees, this scenario can be seen in a different light, as you so aptly articulated. Then, if the employee wants the opportunity for that growth and the company supports them with the right resources and culture, it can work well. </p>
<p>Excellent points! There are many layers to this issue. If the culture supports continual learning and growth of the employees, this scenario can be seen in a different light, as you so aptly articulated. Then, if the employee wants the opportunity for that growth and the company supports them with the right resources and culture, it can work well. </p> Brent D, I like what you've s…tag:georgialearnsnow.ning.com,2022-11-09:6555741:Comment:712572022-11-09T01:50:12.454ZFolden Petersonhttp://georgialearnsnow.ning.com/profile/FoldenPeterson
<p><span style="font-weight: 400;">Brent D, I like what you've started and I agree with you. It also triggers some interesting conversation. </span></p>
<p><span style="font-weight: 400;">Would you also agree that your comment has layers? I see at least two variables here (leader/led) with subsets i.e. mood, motivation, outside pressure, etc. Remember the 'Peter Principle'? For discussion's sake,"..that members of a hierarchy are promoted until they reach the level at which they are no…</span></p>
<p><span style="font-weight: 400;">Brent D, I like what you've started and I agree with you. It also triggers some interesting conversation. </span></p>
<p><span style="font-weight: 400;">Would you also agree that your comment has layers? I see at least two variables here (leader/led) with subsets i.e. mood, motivation, outside pressure, etc. Remember the 'Peter Principle'? For discussion's sake,"..that members of a hierarchy are promoted until they reach the level at which they are no longer competent." </span></p>
<p><span style="font-weight: 400;">(I believe –Worse case)</span></p>
<p><span style="font-weight: 400;">As I define the problem (facade) in my own thinking - Bosses are pressured to stretch goals to meet or exceed stakeholder expectations leaving a clear void in training. If you're one of the unfortunate being led, you're left in the wake of overwhelming complexity, increased production interval and not enough resources (people, training, tools and guidance) to achieve them.</span></p>
<p><span style="font-weight: 400;">(I believe – Best case)</span></p>
<p><span style="font-weight: 400;">If you're lucky enough to be in a learning organization, your leaders understand 1+1 = 11( thanks Paul T), meaning they are skilled, they understand the organization/business unit they are in while possessing the skill to create, acquire, and transfer knowledge. Simply stated, building a culture and climate to modify behaviors that enable reflection of new knowledge and insights.</span></p>
<p><span style="font-weight: 400;">Ultimately, the “led” should not be afraid to ask for help -- conversely – “leaders” should be ready to induce success. Nothing is perfect. To achieve best results, managed expectations and positivity at levels must be in the foundational ready-mix.</span></p>
<p></p> The key here is supporting wh…tag:georgialearnsnow.ning.com,2022-11-09:6555741:Comment:714732022-11-09T00:30:06.530ZBrent Darnellhttp://georgialearnsnow.ning.com/profile/BrentDarnell
<p>The key here is supporting what they want to do concerning their growth. I think too many folks are thrust into roles they aren't comfortable with where bosses impose "stretch goals" that are not likely to be reached. To me, that is setting them up to fail in the guise of business.</p>
<p>The key here is supporting what they want to do concerning their growth. I think too many folks are thrust into roles they aren't comfortable with where bosses impose "stretch goals" that are not likely to be reached. To me, that is setting them up to fail in the guise of business.</p> I believe we know whether any…tag:georgialearnsnow.ning.com,2022-11-08:6555741:Comment:712502022-11-08T03:11:11.055ZFolden Petersonhttp://georgialearnsnow.ning.com/profile/FoldenPeterson
<p>I believe we know whether any of the 4 personas worked through outcomes. These outcomes, actions, determine whether something helped based on achievement of an effort. Most care if they've help because time is such a precious commodity. I also think it matters to the individual filling-in one or all of the 4 personas ---why--- 'helping' triggers 'endorphins'. Whether the person being helped knows doesn't matter much, but I also believe when you learn something or get through a challenge we…</p>
<p>I believe we know whether any of the 4 personas worked through outcomes. These outcomes, actions, determine whether something helped based on achievement of an effort. Most care if they've help because time is such a precious commodity. I also think it matters to the individual filling-in one or all of the 4 personas ---why--- 'helping' triggers 'endorphins'. Whether the person being helped knows doesn't matter much, but I also believe when you learn something or get through a challenge we all remember who was present to help/support/watch-over us. Military examples: Shot 40/40 at my first rifle range (great coach); learned about emotional intelligence (great mentor); wasn't successful in my first training mission (good counselor); suffered from PTSD and experienced death of friends in War - changed my thinking (excellent therapist) = ALL shaped the leader/person I am today. </p>
<p></p> Thank you Lisa. I love our N…tag:georgialearnsnow.ning.com,2022-11-08:6555741:Comment:712492022-11-08T02:07:57.677ZFolden Petersonhttp://georgialearnsnow.ning.com/profile/FoldenPeterson
<p>Thank you Lisa. I love our Nation! </p>
<p>Glad you and others could read through my gobbledygook. As for the breakout session, Segment 4 happens this Wednesday from <span>1:45 to 3:00 PM so 2:30ish---I think.</span></p>
<p><span>As for future opportunities, I endeavor to exploit all the 'positive' leadership skills and knowledge I've learned in the military while gaining knowledge and skill sets from another field. Simply stated, I want to use my leadership superpowers to advance an…</span></p>
<p>Thank you Lisa. I love our Nation! </p>
<p>Glad you and others could read through my gobbledygook. As for the breakout session, Segment 4 happens this Wednesday from <span>1:45 to 3:00 PM so 2:30ish---I think.</span></p>
<p><span>As for future opportunities, I endeavor to exploit all the 'positive' leadership skills and knowledge I've learned in the military while gaining knowledge and skill sets from another field. Simply stated, I want to use my leadership superpowers to advance an organization/team of teams to realize their strategic goals and objectives. I'm passionate about the growth of others. If it hasn't come-out here, it will when we begin to discuss. </span></p>
<p><span>Everything we do as Leaders/Managers starts with Listening (first and foremost) and giving our people a Voice. -- everything else follows.. oops on Soapbox</span></p> The question would be, "Is th…tag:georgialearnsnow.ning.com,2022-11-08:6555741:Comment:712482022-11-08T01:46:35.496ZLisa Bellilehttp://georgialearnsnow.ning.com/profile/LisaBellile
<p>The question would be, "Is the interest for professional development or personal exploration?" </p>
<p>As an employee if you are not given a choice on professional development, I would believe some compensation should be worked out. </p>
<p>If you as an individual are looking to make advancements in your profession then this may be up for discussion with your employer as to who should pay for what (or if you pay for all of it). </p>
<p>If you are looking for a completely different career…</p>
<p>The question would be, "Is the interest for professional development or personal exploration?" </p>
<p>As an employee if you are not given a choice on professional development, I would believe some compensation should be worked out. </p>
<p>If you as an individual are looking to make advancements in your profession then this may be up for discussion with your employer as to who should pay for what (or if you pay for all of it). </p>
<p>If you are looking for a completely different career path or personal interest, then the cost should be on the individual.</p>
<p>As far as another choice, is there a mentorship opportunity within the company to learn on the job skills and techniques that don't require formal education or certification training? </p>
<p></p> What if the professional deve…tag:georgialearnsnow.ning.com,2022-11-08:6555741:Comment:712452022-11-08T01:19:49.753ZPaul Terlemezianhttp://georgialearnsnow.ning.com/profile/34skzl1mtlumh
<p>What if the professional development we desire does not align with the needs of our employer? Do we:</p>
<ul>
<li>abandon our interest?</li>
<li>expect our employer to cover the cost?</li>
<li>make the investment from our pocket?</li>
<li>is there another choice?</li>
</ul>
<p></p>
<p>What if the professional development we desire does not align with the needs of our employer? Do we:</p>
<ul>
<li>abandon our interest?</li>
<li>expect our employer to cover the cost?</li>
<li>make the investment from our pocket?</li>
<li>is there another choice?</li>
</ul>
<p></p> Lisa - well said - Relationsh…tag:georgialearnsnow.ning.com,2022-11-08:6555741:Comment:713432022-11-08T01:15:45.752ZPaul Terlemezianhttp://georgialearnsnow.ning.com/profile/34skzl1mtlumh
<p>Lisa - well said - Relationship and Trust - and then give and take. We all lose when one or both hold back...thank you!</p>
<p></p>
<p>Lisa - well said - Relationship and Trust - and then give and take. We all lose when one or both hold back...thank you!</p>
<p></p> First off, thank you for your…tag:georgialearnsnow.ning.com,2022-11-08:6555741:Comment:712442022-11-08T01:01:53.352ZLisa Bellilehttp://georgialearnsnow.ning.com/profile/LisaBellile
<p>First off, thank you for your service, Folden.</p>
<p>With the thought of a career change or growth opportunities in the future, have you asked yourself, "Am I looking to give back with all I have learned and accomplished" or are you looking to gain knowledge and skill sets in a completely different field?</p>
<p>I'm sorry I was unable to attend the breakout session. I'm sure there were great discussions.</p>
<p>First off, thank you for your service, Folden.</p>
<p>With the thought of a career change or growth opportunities in the future, have you asked yourself, "Am I looking to give back with all I have learned and accomplished" or are you looking to gain knowledge and skill sets in a completely different field?</p>
<p>I'm sorry I was unable to attend the breakout session. I'm sure there were great discussions.</p> The fear of 'mutual growth' c…tag:georgialearnsnow.ning.com,2022-11-08:6555741:Comment:712432022-11-08T00:42:30.770ZLisa Bellilehttp://georgialearnsnow.ning.com/profile/LisaBellile
<p>The fear of 'mutual growth' could be due to a lack of trust in each other or one having a bad experience in this type of approach in the past. I believe it's hard for some to fathom that an individual would want another to succeed without gaining something in return. I think it takes relationship and trust building before this give and take approach is effective. Anytime we feel someone is out to get us, we hold back and don't truly let ourselves learn or be a part of the process.</p>
<p>The fear of 'mutual growth' could be due to a lack of trust in each other or one having a bad experience in this type of approach in the past. I believe it's hard for some to fathom that an individual would want another to succeed without gaining something in return. I think it takes relationship and trust building before this give and take approach is effective. Anytime we feel someone is out to get us, we hold back and don't truly let ourselves learn or be a part of the process.</p>