Segment 7(17) – ALO(sm) Announcement (You are a piece of this puzzle)

[Paul Terlemezian]

The concept of an ALO(sm) - Accountable Learning Organization(sm) Georgia%20LEARNS%28SM%29%20ALO%20Introduction%20-%20With%20Notes.pptx emerged from conversations I had with Martin Pearson https://www.linkedin.com/in/martinpearson1/ as he was accelerating my awareness of how the business of healthcare was changing in the US. These changes were accelerated because of laws that would increase the accountability of healthcare providers for patient outcomes. This lead to the creation of ACO's - Accountable Care Organizations.

During my work with Annette Sibley https://www.linkedin.com/in/annette-sibley-798a9515/ and Gillian Gansler  https://www.linkedin.com/in/gillian-gansler-540215/ of Quality Assist (whom I met via Debra Kline https://www.linkedin.com/in/bwisedeb/ ) I was introduced to Open Minds. This group provides a daily newsletter that includes well-researched articles related to the changes in the business of healthcare in the USA.

Here are links to:

• Open Minds https://www.openminds.com/
• Its CEO Monica Oss https://www.linkedin.com/in/monica-oss-332a2a/
• Its LinkedIn page https://www.linkedin.com/company-beta/76641/

As a result of all the above - my awareness of what is happening in healthcare has accelerated my understanding of the future of learning. My hope is that your understanding will accelerate beyond mine by learning and sharing here - http://ifivealliances.ning.com/group/open-minds.

A leap forward on this work was inspired through conversations with Jeff Ross-Bain https://www.linkedin.com/in/jeff-ross-bain-23409b8/  as he helped me understand more about LEED https://en.wikipedia.org/wiki/Leadership_in_Energy_and_Environmenta...

This helped me understand how an open framework might help unite and accelerate an industry as it innovated collaboratively.

Since then I have had conversations with many of you. The Accountable Learning Organization Adaptable Framework(sm) has emerged from these conversations.

On October 26th, 2017 we announced and "released" this framework - as a free, open and adaptable framework.

With thanks to the following people who have reviewed the model and contributed to enhancing it prior to its announcement and release:

• Erick Allen https://www.linkedin.com/in/erickallen/
• Rich Beaudrie https://www.linkedin.com/in/richbeaudrie/
• Ed Behan https://www.linkedin.com/in/ebehan/
• Robb Bingham https://www.linkedin.com/in/rbingham/
• Eric Bluestein https://www.linkedin.com/in/eric-bluestein-3571484/
• Don Bolen https://www.linkedin.com/in/donbolen/
• Brett Campbell https://www.linkedin.com/in/brettcampbellpa/
• Michael Cufaro https://www.linkedin.com/in/michaelcufaro/
• Rick Darby https://www.linkedin.com/in/rickdarby/
• Douglas Dell https://www.linkedin.com/in/douglasdell/
• Greg Dillon https://www.linkedin.com/in/gregdillon1/
• David Ellis https://www.linkedin.com/in/david-ellis-0768aa3/
• Lisa Fey https://www.linkedin.com/in/lisafeyatlanta/
• Takiyah Gross-Foote https://www.linkedin.com/in/takiyahgross/
• Aysegul Gok https://www.linkedin.com/in/aysegul-gok-265b2160/
• Justin Hackney https://www.linkedin.com/in/jchackney/
• Wayne Hauenstein https://www.linkedin.com/in/wayne-hauenstein/
• Rosalie Hopkins https://www.linkedin.com/in/rosaliebhopkins/
• Art Hughes https://www.linkedin.com/in/arthughes1/
• John Hurlbut https://www.linkedin.com/in/john-hurlbut-0634543/
• Peggy Hutcheson https://www.linkedin.com/in/odysseygroupinc/
• Cynthia Jenkins https://www.linkedin.com/in/cynthiajenkins/
• Eric Knapp https://www.linkedin.com/in/eric-knapp-57393865/
• Mike Law https://www.linkedin.com/in/drmikelaw/
• Imani Mance https://www.linkedin.com/in/imanimance/
• Scott May https://www.linkedin.com/in/mscottmay/
• Amy McClain https://www.linkedin.com/in/amcclain/
• Matt Meador https://www.linkedin.com/in/matt-meador-5b910839/
• Mahim Mishra https://www.linkedin.com/in/mahim-mishra-7b60153/
• Scott Nutter https://www.linkedin.com/in/scott-nutter-b426ba9/
• Jon Revelos https://www.linkedin.com/in/jonrevelos/
• Nathan Rogers https://www.linkedin.com/in/nathan-rogers-4922377/
• Gloria Polard https://www.linkedin.com/in/gloriapolard/
• Paul Terlemezian https://www.linkedin.com/in/paulterlemezian/
• Todd Thurston https://www.linkedin.com/in/toddthurston/
• John Torres https://www.linkedin.com/in/jctorres3/
• Lyn Turknett https://www.linkedin.com/in/lyn-carolyn-turknett-164553/
• Victor Warners https://www.linkedin.com/in/victor-warners-president-and-ceo-9a87627/
• Greg Williams https://www.linkedin.com/in/greg-williams-026960a/
• Mike Woodard https://www.linkedin.com/in/michael-woodard-ma-pte-pi-334ba03/

[Paul Terlemezian]

For the last few months the following three people who are earning their PhD's in Instructional Design have been studying, discussing, influencing and applying the Accountable Learning Organization Adaptable Framework(sm).

Aysegul Gok https://www.linkedin.com/in/aysegul-gok-265b2160/
Matt Meador https://www.linkedin.com/in/matt-meador-5b910839/
Nathan Rogers https://www.linkedin.com/in/nathan-rogers-4922377/

Joining in this process was Imani Mance https://www.linkedin.com/in/imanimance/. She has agreed to work with them on making the announcement of the framework on October 26, 2017 from 4:00 to 5:00 PM.

Lyn Turknett https://www.linkedin.com/in/lyn-carolyn-turknett-164553/ has agreed to be the Remarkable Speaker for this segment.

[Paul Terlemezian]

I had breakfast with Damian Hanft on November 29th and the concept of "Performance Assurance" emerged from our conversation. This is an effective way to describe the purpose of the ALO.

[Paul Terlemezian]

I was asked today to list the "87" components of the ALO Framework. Here is my response:

The 87 is a “guess”  – the components consist of questions, ideas and concepts:

1. Challenge Thinking is 1 concept and 5 questions (6)
2. Business Model is 1 concept and 9 questions (10)
3. Technology is 1 concept and 5 ideas (6)
4. Minimal Viable Product is 1 concept and 6 questions (7)
5. Simplicity is 1 concept and 6 ideas (7)
6. the ALO Organization has 3 concepts
   1. Cultural Frame work has 3 sub-concepts. The cultural model that I use for actual culture has 9 ideas (13)
   2. Change Management has 3 sub-concepts. The Financial Impact model that I use has 8 ideas (12)
   3. The Design Concept (inner section with the 5 rows and 8 columns) has 40 questions. l also have a 9 component model that may accompany this concept. (50)

This actually adds up to 111 (one more than LEED!)

[Paul Terlemezian]

This is our approach to the MVP - Minimal Viable Product.

Our Mindset is to Think Big, Start Small and Decide Fast

Below is the Tool from our Toolset that enables this

Our Skillset allows us to do each stage below so well - that it funds the next step.

1. Crawl – What can be done today to make progress?
2. Walk – What can be done repeatedly to make progress?
3. Run – How do we predictably accelerate progress?
4. Drive – How do we broaden the impact of the progress?
5. Fly – How do we reach what was unattainable?
6. Orbit – How do we sustain a high level of excellence?

[Paul Terlemezian]

The ALO is similar to the alignment process used by a physician.

1. They understand the cardio-vascular system (the “heart”) – Blue Ocean Thinking
2. They understand the central nervous system (the “brain”) – Business Model
3. They collect, analyze and compare data as they make decisions (aided by technology) – Decisionable Data
4. The conceive of a remedy that may have several stages to it (the “art” that supports the “science”) – Continuous Improvement
5. They simplify(sometimes) the prescribed remedy - Simplification
6. They have a variety of methods available to them that may: (Accountable Learning)
   1. Fit within the patient’s culture
   2. Fit within the time and finance constraints of the patient
   3. Address a wide variety of other factors that influence each other (all eleven systems of the body and other factors such as environment, family, work, housing)

And – they have the freedom to determine how they apply the process (the tools and sequence may change) and what methods exist or need to be created. In some cases they may refer us to a specialist.

[Paul Terlemezian]

The ALO Framework continues to guide the purpose of Georgia LEARNS.

After two and a half years of trying to explain the framework we made a decision early in 2020 to apply the framework. The first outcome of the effort to apply the ALO was the E5T5 (Each Five Teach Five) concept and its resulting community of learners (a sub-community within the Georgia LEARNS Community.) Since then E5T5 continues to adapt, create variations and become embraced by others.

While the inner structure of the ALO has remained consistent - it's name has changed from Accountable Learning Organization - Adaptable Framework to simply Adaptable Learning Organization (which carries the risk of being associated with adaptable learning.) The ALO is a mindset and the associated toolset. As we improve our skillset through application of the mindset and toolset - we expect both to adapt.

We are enjoying the ALO discovery and eagerly embrace your participation and guidance.