Global, collaborative, technology-based initiatives across the learning spectrum (Pre-K, K-12, Academic, Work, Personal, Military/Police)
Started by Paul Terlemezian in GLN Insights Oct 5. 0 Replies 0 Likes
We believe it is important to mobilize our communities to meet the basic needs of each child, youth, and family while promoting the development of their character, faith, and educational potential.How do we assure our children, youth and families…Continue
Started by Paul Terlemezian in GLN Insights. Last reply by Paul Terlemezian Sep 17. 7 Replies 0 Likes
New Leader Development - In a world full of leadership content, it’s easy for an emerging or aspiring manager to get overwhelmed. Companies promote high achieving individuals who are absolute rockstars as individual contributors and wish to…Continue
Started by Paul Terlemezian in GLN - Point-of-View. Last reply by Paul Terlemezian Aug 19. 2 Replies 0 Likes
The Georgia LEARNS Now Point-of-VIew process usually includes the following:A series of informal conversations that reveal something worth having a point-of-view about.A survey intended to learn from others regarding the "something"A GLN event…Continue
Started by Paul Terlemezian in GLN Insights. Last reply by Mayank Nawal Aug 18. 3 Replies 1 Like
“Technology Leadership Playbook is designed to provide practical, contemporary leadership techniques to help navigate current issues facing technology leaders and executives. The course explores current topics using case studies, recent articles and…Continue
Started by Paul Terlemezian in GLN ReachoutAbouts. Last reply by Paul Terlemezian Oct 20. 3 Replies 2 Likes
Topic: GLN ReachOutAbout - A Better WayTime: Jul 16, 2024 12:00 PM Eastern Time (US and Canada)…Continue
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
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.…
ContinueAs desirable as growth may be it it not likely that everyone can achieve the growth they desire.
Humorists:
Panelists:
Moderators:
"Remarkable" Speakers/Listeners:
Tags:
What if the professional development we desire does not align with the needs of our employer? Do we:
The question would be, "Is the interest for professional development or personal exploration?"
As an employee if you are not given a choice on professional development, I would believe some compensation should be worked out.
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).
If you are looking for a completely different career path or personal interest, then the cost should be on the individual.
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?
From the Authors of "Learning as a Way of Leading:
Support the Growth of Others:
"....championing the purposed of co-workers, and staying curious about each other's experiences."
For those unaware, I am an Army Officer near retirement (1 Feb 23), looking learn about different career and growth opportunities. I'm curious to learn about the multitude of opportunities as well as while expanding my network. I'd love to engage in dialogue about how you could make me make the transition smoother, increase opportunities or anything else you might find beneficial in my break-out room discussion. Who'll join me?
First off, thank you for your service, Folden.
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?
I'm sorry I was unable to attend the breakout session. I'm sure there were great discussions.
Thank you Lisa. I love our Nation!
Glad you and others could read through my gobbledygook. As for the breakout session, Segment 4 happens this Wednesday from 1:45 to 3:00 PM so 2:30ish---I think.
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.
Everything we do as Leaders/Managers starts with Listening (first and foremost) and giving our people a Voice. -- everything else follows.. oops on Soapbox
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.
Brent D, I like what you've started and I agree with you. It also triggers some interesting conversation.
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."
(I believe –Worse case)
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.
(I believe – Best case)
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.
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.
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.
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