Global, collaborative, technology-based initiatives across the learning spectrum (Pre-K, K-12, Academic, Work, Personal, Military/Police)
Started by Paul Terlemezian in GLN LearnAbouts Mar 4. 0 Replies 0 Likes
Learner: Dr. Marilyn CarrollLearn with Dr. Carroll and other entrepreneurs interested in raising capital for their EdTech Startup.The format of this session will be:Marilyn will explain what she wishes to learn about - and whyShe will ask each of…Continue
Started by Paul Terlemezian in GLN TeachAbouts Feb 11. 0 Replies 0 Likes
Earlier this year, Glenn responded to the Conscious Capitalism/Georgia LEARNS Pluralism event by sending an email via LinkedIn. His message included:"...the magic lies in an agreed upon process for making the conversation a "fair fight." In my…Continue
Started by Paul Terlemezian in Georgia LEARNS 2023 Nov 26, 2023. 0 Replies 0 Likes
Is it possible or desirable to differentiate purpose from passion?Session Leader: Donald JenkinsThe format of this session will be:Five minutes of welcome and…Continue
Started by Paul Terlemezian in Georgia LEARNS 2023 Nov 25, 2023. 0 Replies 0 Likes
Is humble inquiry real or imagined?Is it desirable? If so - when? If not - why?Session Leader:…Continue
Started by Paul Terlemezian in Georgia LEARNS 2023 Nov 25, 2023. 0 Replies 0 Likes
BYOT = Bring Your Own TopicThese sessions are offered to allow for open forum conversation and/or the opportunistic creation of breakout rooms to allow for self-directed conversations.Breakout rooms will be preset. Participants may:Choose an open…Continue
Started by Paul Terlemezian in Georgia LEARNS 2023 Nov 24, 2023. 0 Replies 1 Like
The Surprisingly Simple Cheat Codes for Happiness, Creativity, and Human Performance.If you are human, there is something in this session for you.We live in a world of algorithms. Relatively simple pieces of logic and actions that govern everything.…Continue
Started by Paul Terlemezian in Georgia LEARNS 2023. Last reply by Paul Terlemezian Nov 27, 2023. 2 Replies 1 Like
What is the opposite of innovation? Might it be stagnation?How do we know something is an innovation?This session will be the traditional Georgia LEARNS Plus-BYOL-Plus format:First 15 minutes: The humorists will share their perspective on the topic…Continue
Started by Paul Terlemezian in Georgia LEARNS 2023 Nov 21, 2023. 0 Replies 0 Likes
Session Leader: Chuck RussellThe Session Format is the following:1. You will be asked to accept the premise that it is possible to know why you are failing to do…Continue
Started by Paul Terlemezian in Georgia LEARNS 2023. Last reply by Paul Terlemezian Nov 30, 2023. 1 Reply 0 Likes
Session Leader: Eric BluesteinThe format of this session will be:1.Eric will explain what he wishes to learn about Simulations - and why.2.He will ask…Continue
Started by Paul Terlemezian in Georgia LEARNS 2023 Nov 21, 2023. 0 Replies 0 Likes
Session Leader: Neicey JohnsonCase Study: How to save a spiraling out-of-control small business.Seeking tips to assist with corporate operational…Continue
Posted by Bill Crose on September 13, 2019 at 11:33am 1 Comment 1 Like
A lifetime ago, my training department colleagues and I were satisfied with training data. We cranked out the requested ILT programs plus the "flavor of the year" content, we kept a busy training schedule, and made sure the coffee was always the right temperature. When accused of not delivering effective training because the learners didn't perform as they were trained, we took refuge in our management support role and not ultimately responsible or accountable for LEARNING or productivity.…
ContinueThis segment will be a workshop that will provide an overview of the ALO Adaptable Framework. Workshop attendees will have the ability to submit a project idea (in advance if they wish) and have the ALO applied to it during the workshop.
Georgia LEARNS 2017 was focused on Accountable Learning. Segment 7 of this event featured the Announcement of the ALO Adaptable Framework.
This half-day workshop will focus on the following aspects of the ALO:
We will emphasize Business Models during the workshop on November 6, 2019.
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“Accountability” is a mindset – supported with a toolset – and realized by applying a skillset.
The mindset, toolset and skillset may not be the same ones we have typically used in the training industry. So – we are being precise in using the ALO(sm) to define them.
We are committed to help business people assure successful outcomes -every time – leveraged by the ALO(sm.)
Today we facilitated the first "public" offering of the Accountable Learning Organization Adaptable Framework Workshop. These are the people who are now considered to be the first ALO(sm) Acknowledged Professionals.
I'm currently stuck on the Culture piece. I know it's popular to warn performance improvement practitioners to mind organizational culture first and foremost, but "fitting" a culture suggests constraining growth to existing allowances. It seems to me that an accountable learning organization should commit to changing the culture to allow full growth opportunities.
The very purpose of a performance consultant is to find stinky things across the full range of performance variables (Knowledge, Skill, Attitude, Policies, Processes, Systems, Hiring, Assignment, Laws, Equipment), then fix them without regard to responsibility silo or restrictive culture. Constraining a performance consultant to a single silo is a certain recipe for failure. For instance, a training program alone rarely fixes anything, but a training program aligned with process & assignment changes could be highly effective. Similarly, a process change without training & assignment change could easily fail.
Culture can protect the stinkiest things including assignments. When the performance problem is caused by a manager who is kept in place by culture, then training, process changes, and virtually every other performance improvement intervention could easily be a waste of time and money.
Bill - thank you for addressing the topic of culture. My thinking is the following:
The framework is adaptable - this allows the practitioner to decide how, when and if to mind culture. The framework is iterative, parallel and complex as well as complicated - it is not sequential - hence culture need not be first.
The framework also offers these four "concepts" related to culture.
It is possble that the ALO(sm) process results in being accountable for a change in culture.
Georgia LEARNS also offers a specific culture framework (without mandating its use) that is designed to understand culture in business terms. As we "mind" culture we may need to integrate or adapt with the following business evidence of culture:
One may conclude that a company may have cultures that vary by department and within a department. Designing a solution that embraces the best aspects of a culture and improves a culture where it needs improvement can be a powerful component of the "performance assurance" that is the intended outcome of an ALO(sm) project.
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