JOURNEY

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JOURNEY
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tingsgt

• Creating and Building a Learning Culture
• Sue McNab
• PEMCO
  Financial Services
• Seattle, WA - June, 2009

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Characteristics of a Learning Culture

• Tradition
• Evolving
• Collaboration
• Communication
• Course Outlines
• Focus on outcome
• E-Learning
• Evaluation
• Experiment
• Needs Assessment
• Facts and Research
• Trends
• Use Promise and Law
• Listen
• Standards
• Purposeful
• Flexibility
• Optimism
• Girl Led

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MORNING PORTS OF CALL

• Explore Peter Senges definitions of a
• LEARNING CULTURE
• Take an inventory
• Look at our personal Journey
• Have a Skippers meeting
• Get some homework
• Collect a prize

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Luggage to take

• Our work from yesterday on the definition of a
  LEARNING CULTURE
• Our focus on the organization, others and
  ourselves
• Our respect for the Learner
• Our Passion for Girl Scouting

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SETTING COURSE

• Through LEARNING AS A WAY OF LIFE NOT as a
  program
• Through A LEARNING CULTURE that is SUSTAINABLE
• Through our passion as MEMBERS of the Girl Scout
  Movement

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MY PERSONAL JOURNEY Tethys 38 Orca 36,000
miles One engine failure Two pirate encounters 19
tons of fun CONTINOUS LEARNING CULTURE HOME
PORT Seattle, Washington
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CONSIDER.

• The significant problems we face cannot be solved
  at the same level of thinking we were at when we
  created them
• -Albert Einstein

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What exactly is a Learning Culture?

• One is which the organization is consistently
  learning and continuously transforming
• A kind of learning that enhances our capacity to
  create
• Peter Senge

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Model of a Learning organization
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Senge Cliff Notes in Two Slides

• Address the whole and understand the
  interrelationships
• (SYSTEMS THINKING)
• Organizations learn only through individuals who
  learn and who are continuous learners
• (PERSONAL MASTERY)

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And Second Slide

• Foster openness to change
• (MENTAL MODELS)
• Hold a shared picture of the future
• (SHARED VISION)
• Create and develop aligned teams that achieve
  results that members truly desire
• (TEAM LEARNING)

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Learnings in A Learning Culture

• One of the things that may get in the way of
  people being lifelong learners is that theyre
  not in touch with their passion. If youre
  passionate about what it is you do, then youre
  going to be looking for everything you can to get
  better at it.Jack Canfield Mr. Chicken Soup

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SAIL AWAY FROM THE SHORE
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BEHAVIORALLY LOOKING AT A LEARNING CULTURE FROM
AFAR
(Sues Model)
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Vision and Focus.Read rate the first two
statements from the lens of your experience
your councils current state. (Refer to the
assessment sheet)

• First Statement
• Everyone creates, keeps propagates stories
  of the vision of the organization and how it
  lives
• vs
• Everyone believes they know what the
  organization needs to do proceeds on their own
  assumptions

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Vision and Focus.

• Second Statement
• Staff volunteer leaders pay attention to what
  people have learned and ask them to share
• vs
• Staff volunteer leaders focus mainly on what
  has been accomplished factually. i.e. what
  happened?

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Inquiry and Story(third statement)

• Volunteers staff at all levels ask questions
  share stories about successes, failures what
  theyve learned
• vs
• Leaders share information on a need to know
  basis. Volunteers staff keep secrets dont
  share how events really happened.

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Reflection and Feedback

• Fourth Statement
• All members take at least some time to reflect
  on what has happened, what may happen what was
  learned
• vs
• Little time or attention is given to understand
  lessons learned from projects events.
  Scapegoating occurs in evaluation of projects

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Reflection and Feedback
Fifth Statement Member feedback is solicited,
actively examined included in the next
operational or planning cycle vs Member
feedback is not solicited is often ignored when
it shows up
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Trust.

• Sixth Statement
• Staff volunteer leaders encourage continuous
  experimentation within guard rails
• vs
• Members proceed with work only when they
  feel certain of the outcome

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Diversity

• Seventh Statement
• All members are treated as complex, unique
  individuals who have a contribution to make
• vs
• Members are treated like objects or
  resources to be used without attention to their
  individuality

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SPIRIT

• Eighth Statement
• All members engage in the spirit of learning
  through every experience
• vs
• All members engage in learning through
  structure of deliver

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OPENNESS

• Ninth Statement
• All members are willing to explore their
  underlying values, assumptions, beliefs
  expectations
• vs
• Members are defensive unwilling to explore
  their underlying values, assumptions, beliefs
  expectations

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CELEBRATION

• Tenth Statement
• Members celebrate have fun together when
  projects events are complete honor
  Transitions
• vs
• Members recognize individual leaders on
  projects do not honor the team. The impact of
  Transition is ignored

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CELEBRATION

• Do you celebrate successes?
• Do you use aspirin??
• (or is this a spellcheck error for aspiring???)

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JOURNEYS END???

• PASSIONATE LEARNING CULTURE BUILT ON THE
  FOUNDATION OF THE GIRL SCOUT LEARNING EXPERIENCE
• P.S.THERE IS NO END ?

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Your Internal Compass

• How we BE a Learning Culture NOT DO the
  Learning Culture

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Its about

• HEART..HEAD..BELLY

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Its about being the EYE OF THE STORM

• Where the story comes together
• A place of
• authentic leadership
• A place of calm reflection

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HAZARDS AHEAD

• New Pace New Stresses New Tools New Materials
  New Ways of Work etc. etc.
• The Power of THEY
• CHANGE, CHANGE and more CHANGE
• ??????????????

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NAVIGATIONAL TOOLS AND CHARTS

• Joy in Learning
• Open to Outcome
• Understand complexity
• Relationship with all
• Networks that work
• Embrace Change
• YES to every opportunity to achieve your goal

Its a JOURNEY
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POLISHING UP YOUR VESSEL AND SETTING
SAIL

• Grab a JOURNEY card
• Write your DESTINATION
• Consult another Skipper
• Bring it to the Fireplace after lunch
• Get a prize ( p.s. not chocolate )

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Whats the DESTINATION?

• The goal where it all comes together for you as
  the skipper of your councils ship headed to the
  port of a LEARNING CULTURE.
• Use the assessment as a guide to select a place
  where you can make an impact.

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A REMINDERSUITING UP FOR THIS JOURNEY

• Setting your course through your VISION
• Sustain LEARNING in all its forms
• FOCUS on the destination
• Bring HEART and HEAD and BELLY to the journey
• Bring along your CREATIVITY and ENTHUSIASM.

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In summary, the waters ahead are
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Final Thought for the Journey

• Do one thing every
• day that scares you
• Eleanor Roosevelt

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QUESTIONS??????