evolver

During my first blog I commented on how unsure I was about my philosophy of practice. I ended the blog with the comforting thought that even though I didn’t know, there would be time for me to figure it out. Since then, I’ve attended a two day conference on blended learning. My attitude going into the conference was one of excitement and challenge. It was my expectation that I would learn quite a bit, some of which I would be able to apply at work and some of which I wouldn’t. After two days of struggling to find meaning and useful information, it occurred to me that regardless of how much you think you know, you can still get it wrong.

My instructor for the conference is a successful business woman. She spoke of concepts and theories about learning that I have just previously learned about formally. She gave ideas and suggestions for taking theory to practice, and showed much enthusiasm and passion about her work. So why do I think she got it wrong? For the most part, the group of attendees at the conference have been involved in training and education programs at their respective companies for quite a while, so even though they may have had no formal education on adult learning theories, they have been practicing those theories in action for quite some time. Even after repeated suggestions to speed the discussions up or to eliminate some topics, because there was no need to discuss; she continued to strictly follow the agenda anyway. Despite my enthusiasm for the subject, it was hard for me to stay awake. When the morning of day two came, we were clearly short a few people from the day before.  How could this woman who knows so much about how adults learn and the best ways to meet those needs, get it so wrong?

After this grueling two days I wonder – can I have a concrete philosophy of practice? Can my philosophy of practice be to meet my students wherever they need me to however they need me to in order for them to learn; or I am looking at this all wrong?

Thoughts anyone?

As I reflect on the many experiences I have had in my life, I’m not sure that any of them fully meet the definition of transformative learning. I have had experiences that have profoundly broadened my perspective or deepened my understanding to be sure, but transformed a belief, a value, a long held assumption; I can’t be sure. There is only one experience that comes to mind.

I attended first grade in Las Vegas, Nevada at a school called C.C. Ronnow (I have no idea what the two c’s stand for). My teacher’s name was Mrs. Hall. I had many friends both in and outside of my class and never seemed to have a problem getting along with other students. I was a popular student. There were two other students whom I was especially close to; a Caucasian girl named Deborah, and a Caucasian boy named Anthony. The only difference I really ever noted between the three of us was that Anthony was a boy. On one of our many “show and tell” days, a girl named Katie brought in a white princess play set. The set included a tiara, gloves, mirror, brush, comb, and a necklace. I could not wait until recess so we could play with Katie. When recess came and I asked Katie if we could play, she said that everybody else could but I couldn’t because I was black. Of course Anthony and Deborah stood up for me, but I didn’t know what to say for myself. I had no idea what she meant. I didn’t understand why it would matter that I wasn’t the same color she was. Deborah, Anthony, and I played together and we got along just fine. I had never experienced racism before. I had been taught that we are all the same, regardless of color. No one was better or more intelligent, or more or less of anything because of their color. Katie rocked me to my core. I was confused. I felt like something else. I felt different. Since that day I have been keenly aware of the importance or concern people place on racial differences. I am quick to defend and challenge others when they speak of those differences in any way that does not show an appreciation for differences. My belief that color doesn’t matter was turned upside down, and unfortunately it is a belief that is constantly being challenged in today’s society.

If this is not an example of transformative learning, then I’m not sure I have ever experienced it. What I do know is that I remember vividly what I was like before that day, how I felt during that moment, and how I felt afterward. Despite the fact that the incident happened when I was very young, it had enough impact to make me different, to change me.

What I think about transformative learning, is that the learning experience is sharp and defined. The moment does not fade over time and even when you think you’ve moved on; you’ll be surprised to see that many a decision are influenced by that moment.

It’s quite possible that none of us literally scream “mentor me” like the title of this blog does. I think if we all could see the benefits of having one clearly, we wouldn’t resist the idea as much. Some people clearly have a mentor, but for some reason, strongly resist calling them that. Be open. Explore. Take advantage.

I have had several mentors at each stage of my life and most times, more than one at a time. I have thrived in many different ways because of these relationships, and while I may not share everything with each of them; each provide enormous value in their own way. When I think about the advice that has been offered, the perspectives shared, and just the comforting conversations, I can’t imagine not ever having had one.  On further reflection, it may be because my mentors have had such profound impact on my life that I continuously reach out to mentor others. For the past few years, all of my volunteer work has been with young girl groups. I find the time I spend with them to be so rewarding, and when they come to me for advice or show me the positive changes I make in their life, I am overjoyed.

I am a mentor and I enjoy being mentored.

Here I am on both sides of the fence again!

I don’t know!

According to my teaching perspectives profile, I teach from the Appreticeship and Nurturing perspective first, followed closely by the Transmission, Social Reform, and then Developmental. I assume that because my numbers lie so closely together (not much range here) that I have a teaching perspective that is more balanced than not. It would be nice to think I channel all of these perspectives equally as I choose an approach for teaching certain material and levels of  “student.”

The inventory shows that all perspectives fall within the dominnant category for me, and while it would seem that you can’t be dominant in all perspectives, that something must be recessive; it fits the pattern of the rest of my life and my personality. I tend to do nothing halfway. I am passionate about both sides of the fence and usually spend my time working to balance both sides.

What I did find interesting is that the perspectives I scored the highest in, reflect the majority of the teachers I have had and those that I connected with the most. I wonder how my perspectives will change as I start to become more of an influence on others and have less “teachers” in my life?

The good thing about having these questions now is that I don’t have to answer them now. I have a whole program and hopefully years of experience to come before I require a definite answer.

Work can be tremendously stressful at times, even when you think you really like your job. The thing is though, it’s not the actual work that stresses you out, it’s the people and the amount of obstacles, unnecessary layers, useless corporate jargon, and the ever annoying bobble head syndrome that does it. Organization leaders are always talking about and looking for ways to make their workforce more productive. I have a suggestion – let people actually do their jobs! It amazes me how how hard people have to work sometimes to accomplish the simplest things. I could probably right a whole book on the subject, but since that isn’t the purpose of a blog, I’ll just comment on a few things that drive me crazy in the corporate environment- in no particular order.

#1 – Bobble head syndrome and it’s rampant spread: I understand the rationale behind getting other people’s opinions. If done properly, feedback and opinions of others can be very useful and an effective way of getting buy in from your client or vendor. However, you should still have an opinion of your own. It amazes me that I can sit in countless meetings with folks and listen to them talk about all the ideas they have or suggestions for improvements, but the minute someone higher-up walks in and says they think everything is fine, everyone starts bobbing their head and smiling  in agreement as if the last three hours of conversation never happened. When did valuing diversity in thought and people become just a slogan?

#2 – Managers who somehow got the impression they are leaders: We have numerous programs at my company that we use in the hopes of developing leaders. We spend a whole section of one program emphasizing the difference between managers and leaders. We spend time (sometimes days) facilitating meetings between managers and their new employees in order to help them understand each other better personally, their work ethic, their style of communication, etc… Everyone usually leaves feeling very empowered and thinking that old issues have been dealt with. They are looking forward to this brave new world and new manager who swears that they’ll actually be allowed to do their jobs and make their own decisions only for the bubble to be busted almost immediately after. The encouragement to look at things differently has somehow been left by the wayside. Now it’s about keeping time. What time did so and so get in? Are you leaving already? It’s no longer about the team, it’s about them. I know I said we could do it this way since this is what works well for the team, but I think I want to do it my way instead. Please give me your ideas so I can think of new and creative ways to shoot them down. You’re saying the same thing I am but in a different way, but since I can’t see that, I’ll just keep hammering at you until you say it my way. Bobble head syndrome strikes again.

#3 – Just because we work together doesn’t necessarily mean we’re friends: It doesn’t mean that my private life has become open for public debate, and I really don’t want to hear every last detail about your life either. You should not get offended if I don’t invite you over for dinner or to my wedding. Why does it matter if I’m seeing someone or not, as long as I’m not seeing you it’s not open for discussion. I do understand that some people do form genuine friendships with some of the folks they work with – but it should not be considered automatic!

#4 – Back climbers and the crabs in a bucket mentality: Some people succeed by letting others do the heavy lifting and then walking on their backs to the top. Others succeed by pulling folks down beneath them to make themselves look better. We throw around this team concept all of the time, and yet nobody’s playing on the team. The iceberg is melting and we’re throwing each other off as quickly as we can. I believe that when we do better as a team, we do better as individuals.

What is going on in corporate America and will it always be this crazy?

How much are we aware of our surroundings, others, and ourselves? What do we usually pay attention to and what passes by us unnoticed?

I consider myself to be well tuned to who I am as a person. I readily acknowledge my flaws and what I consider to be my strengths, but when asked why I am who I am and where did my influences come from; I paused. I could think of one or two right off hand. Upon closer inspection I found dozens but then found it challenging to articulate why they were important and how, exactly.

In the second meeting of my Adult Learner class, from the reading I identified with a particular type of learner – Learning Oriented. At work my DiSC profile says that I am an Influencer and Dominant. The LSI activity describes me as someone with a Diverging learning stlye.

What does it all mean?

There is so much more to each of us than what meets the eye. For someone who considers herself to be very secure with who she is as a person, I realize that there is so much more to me than even I sometimes realize. What does that mean for my relationships both personal and professional? How does that affect my interactions at work and in class? If I am still discovering myself then surely others are too, right?

There is so much about ourselves, our environment, and others to be aware of. I am beginning to think I am going to learn just as much about myself and who I am as a person as I will about the “adult learner” in pursuit of this degree.

Of the broad external conditions that influence the workplace: technology, globalization, demographics, and societal requirements for accountability – the latter has the greatest influence on my work environment.

            As a company who owns tobacco manufacturers, Altria Group is constantly being pushed to make a safer product. There are some who would like to see the company go out of business all together. As consumers in America become more and more health conscious, the push to ban smoking in public places has reached into many areas including those that are supported almost entirely by the tobacco industry. In addition to the health concerns there is the ever present and important issue of youth smoking prevention. While these are large issues in a specific area, the need to operate with the utmost integrity and to be as transparent as possible in all dealings has reached down to the lowest levels of the organization. So low in fact, that not only are we viewed as company on how well we operate in this manner, it is the way we view each and every employee and their performance, pay, and job stability are dependent on it. We are truly a company that operates from a personal values perspective.

            Technology plays an important role in helping us to meet the requirements that society places on us. Technology assists in the search of a way to create a less harmful product. Technology gives us the tools to create programs and reach millions of people so we may educate them on the harmful effects of smoking and the necessity of youth smoking prevention. It also gives us the tools to monitor those we are in business with to ensure that they are in accord with our policies and are doing their part to help meet societal expectations. However great these tools are, they are of no use to us without the knowledge to use them. As a company we engage in the constant training and development of our employees. Through trial and error we have learned more efficient ways of deploying training throughout the organization and how quickly that training must be reinforced with practical application.

            Changing demographics plays a role in all areas of our business, but specifically in how we train and educate the employees that run our business. As our workforce ages and the gap between the differing generations of employees that work for our company widens, the technology and training needed to assist them becomes more complex. From this we have learned to educate those who do the educating on the changing demographics of our workforce and what that means to the company and specifically the learning environment. All programs are now created with these things in mind.

            Globalization impacts our business more promptly in the professional services arena. There are many areas of our business (including some technology) that we do not provide in-house or even locally. It is not unusual for one to pick up the phone to call the IT Help Desk and speak to someone located in Canada or India. The reach of technology has made traditional boundaries almost nonexistent. On more than one occasion I have held conferences with these individuals and shared the use of my computer as if they were sitting right next to me. What I take away from each experience is patience. The technology may be the same, but the people are not. In order to work together effectively, we must work to understand each other first and the technology second.

            At any given moment, any one of these external conditions can have more or less of an impact on our business in any number of ways. The only sure thing is that they do have an impact whether we realize it in our everyday jobs or not.

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