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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

Blog Posts

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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Segment 2(19) – Accountable Learning Organization Adaptable Framework Workshop

This 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:

  1. Developing the Mindset of an Accountable Learning Organization
  2. An overview of the Toolset associated with designing Accountable Learning
  3. Activities that will develop the Skillset of using these tools

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.

  • The Mindset is that it is our responsibility to design and implement business projects – that produce the intended business outcomes – every time.
  • The Toolset includes a preferred set of business tools (e.g. Blue Ocean Strategy, Business Model Canvas.)
  • The Skillset involves being guided by the Framework to know which of the tools to use (or not), when to use them, how to use them and – most importantly – how to adapt the framework - intentionally.

We are committed to help business people assure successful outcomes -every time – leveraged by the ALO(sm.)

  1. These business people will “challenge” the ALO(sm) for the purpose of enthusiastically embracing it.
  2. They will be able to deliver ALO(sm) workshops as a means of assuring they understand the preferred tools.
  3. They will apply the ALO(sm) to assure they have the skillset to adapt the framework to assure the mindset.

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.

  1. John Adcox - https://www.linkedin.com/in/johnadcox/
  2. Margot Bernstein - https://www.linkedin.com/in/margotbernstein/
  3. Eric Bluestein - https://www.linkedin.com/in/eric-bluestein-3571484/
  4. Bill Crose - https://www.linkedin.com/in/bcrose/
  5. David Gates - https://www.linkedin.com/in/davidbgates/
  6. Chris Kopp - https://www.linkedin.com/in/christiankopp/
  7. Anthony Murph - https://www.linkedin.com/in/anthonymurph/
  8. Barbara Nwahei - https://www.linkedin.com/in/barbara-nwaehi/
  9. Jeff Thrutchley - https://www.linkedin.com/in/jeffthrutchley/
  10. Paul Stallings - https://www.linkedin.com/in/paul-stallings-b119bab/

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.

  1. Apply a culture framework
  2. Understand the "intended" culture
  3. Understand the "actual" culture
  4. Understand the "external" culture - (which may vary by country, industry, season...)

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:

  1. What are the important business processes of the company?
  2. What systems support these processes?
  3. What policies and procedures support these systems?
  4. How do we fulfill the staffing needs?
  5. How do we evolve assignments to roles?
  6. How do we support people when they are performing?
  7. How do we assure that people continue to learn what is needed from them?
  8. How do we observe, manage and reward performance?

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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