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GLN LearnAbout - Raising Capital for an EdTech Startup - 13 March, 2024 - Noon Eastern

Started by Paul Terlemezian in GLN LearnAbouts Mar 4. 0 Replies

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

GLN TeachAbout - Integrative Debating - Glenn Meier, February 29, 2024, 3:00 - 3:45 PM Eastern USA

Started by Paul Terlemezian in GLN TeachAbouts Feb 11. 0 Replies

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

GLN 2023 - TeachAbout - Purpose

Started by Paul Terlemezian in Georgia LEARNS 2023 Nov 26, 2023. 0 Replies

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

GLN 2023 - Hidden About - Humble Inquiry - Scaling

Started by Paul Terlemezian in Georgia LEARNS 2023 Nov 25, 2023. 0 Replies

Is humble inquiry real or imagined?Is it desirable? If so - when? If not - why?Session Leader:…Continue

GLN 2023 - Open Forum Conversation - BYOT

Started by Paul Terlemezian in Georgia LEARNS 2023 Nov 25, 2023. 0 Replies

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

GLN 2023 - TeachAbout - Cheat Codes for Life

Started by Paul Terlemezian in Georgia LEARNS 2023 Nov 24, 2023. 0 Replies

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

GLN 2023 - Panel Discussion - Innovation

Started by Paul Terlemezian in Georgia LEARNS 2023. Last reply by Paul Terlemezian Nov 27, 2023. 2 Replies

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

GLN 2023 - ExploringPossibilitiesAbout - Hardwiring

Started by Paul Terlemezian in Georgia LEARNS 2023 Nov 21, 2023. 0 Replies

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

GLN 2023 - TeachAbout - Simulations 2024

Started by Paul Terlemezian in Georgia LEARNS 2023. Last reply by Paul Terlemezian Nov 30, 2023. 1 Reply

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

GLN 2023 - CaseStudyAbout - Small Business Revival

Started by Paul Terlemezian in Georgia LEARNS 2023 Nov 21, 2023. 0 Replies

Session Leader: Neicey JohnsonCase Study: How to save a spiraling out-of-control small business.Seeking tips to assist with corporate operational…Continue

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What Are You Measuring?

Posted by Bill Crose on September 13, 2019 at 11:33am 1 Comment

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.…

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2016 Segment 11 - Effectiveness of Initiatives Involving Change

Outcome: All changes will be successful all the time.

Panelists:

"Remarkable" Speaker:   Jennie Rodriguez LinkedIn Profile

Moderator: 

How might we build a solution that results in the stated outcome?

Is the stated outcome desirable? Attainable?

How can you help us achieve it? Or - is there a better outcome that you can suggest?

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Since we have another topic on ROI I will change the suggested outcome to: All changes will be successful all the time (implicit in success is the ROI.)

Respectfully, I would not want to sign up for that outcome.  All changes, all the time - the nature of change is that we must have a feedback loop.  If we do not respond to that feedback, there is no point in collected it.  Sometimes, the feedback is, ... wait.  Or don't do this change.  Or don't do this change now.  Or amend the change in scope, scale, or manner. 

I would sign up for ... the right change at the right time.  Of course, how an ALO determines 'right' will have to do with the priorities and defined values of the desired outcome. 

Stephanie - great response. I agree that we need the feedback loop and that wait or don't do it could be "successful" outcomes. Is there an outcome that we can agree to that allows for these very important feedback activities and yet does not provide "wiggle room" in the outcome that allows for the declaration of success in the defense of procrastination, abdication our outright subversion?

Ok, I'll take a stab, but looking for others to contribute ...

Change creates successful transformation in identified target outcomes or objectives.

An ALO(sm) Accountable Learning Organization model is being defined by a group of volunteers and will be made available to anyone who wishes to learn about it and provide feedback to the definers.

It includes three Critical Components (Outcomes, Financial Impact and Change Management) and one non-optional component (Fit Within the Culture.) There are 80 subcomponents to the model - which are "optional" and likely too many for anyone entity to provide or manage.

We (too) often avoid accountability for outcomes based on our awareness of "all the other factors" that impact outcomes that are "beyond our control." Well - if that is "true" and expected to be "acceptable" might it be interesting to define a framework that allows us to at least make others aware of these factors and help define accountability for them? This is the goal for the ALO(sm) model.

Here are some interesting quotes about change - http://jeroen-de-flander.com/quotes-about-change/

We heard from many of the panelists about the importance of leadership as it relates to change. Today I read this article titled: "Five Tough Questions to Measure Your Character and Competence."

The article was introduced as Five Questions for CEO's - but as you can see - it applies to any leader or any one that chooses or influences leaders - does that leave any of us out? I don't think so!

1. What is your tolerance for candor?

2. Do you learn at or above the speed of change?

​3What level of accountability do you apply?--(1.) task, (2). project/process, or (3). outcome.

4. Do you deflect or auto-correct? deflect = denial, blame, or excuse.

5. What is your mode of influence?--(1). manipulation, (2). coercion, or (3). persuasion? 

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