As a Community, we created the first CHOLearning FOMO series!
Last month, our Community experimented with another form of engagement: two LinkedIn Live conversations. If you missed them, you can find the first one here and the second one here on our LinkedIn page. Event one featured me, Laurin Mooney, alongside James Newman, Chris Soto-Milsaps, Diane Ah-Chan, and Steve Harvey. For event two, I was joined by Brian Hughes, Jon Schmidt, Jody Jahn, Beth Lay, and Andy Barker.
If you don’t have time to watch (but I hope you do…), here is a synopsis of what we learned during our conversations.
So, what happened that impacted our guests?
New things were welcomed. Steve Harvey, who had never performed his stand-up comedy at a conference before, flew across the globe to do it for us! He credits lots of support from Rob Fisher. After his first CHOLearning conference he “...came away saying I have to do this again, and…it was terrifying.” Fortunately, we have a Community where we can try terrifying new things (I know this from experience).
Old things were appreciated. Diane Ah Chan shared how, as HOP is relatively new in New Zealand, she appreciated landing in a pool of decades of expertise ready to help. Connections between the continents are being strengthened. She’s hoping to replicate the conference in her hemisphere. That’s exciting!
The content is increasingly clear, cutting-edge, and helpful!
James Newman wins the “Sponge” award! Even though he is an experienced practitioner, he remains humble. I loved how he created a slide deck to share everything he “hadn’t thought about before” or appreciated being reminded of.
Moving the "where, when, and how" we learn. “Learn from failure, yes, but what if there are not a lot of incidents? Why only look at failure if we want to understand success? How can we learn from success?” Brian Hughes is excited to see how he can Incorporate it even more into his RCA work.
Jon Schmidt sees the value in “...moving from a reporting culture to a questioning culture, a reporting is not enough; introduce a questioning culture.”
We can follow the leaders!
Beth Lay spoke of 2 presentations, one from American Airlines and the other from the front lines of the Las Vegas shooting; with both presentations highlighting what attributes create success in high-risk, dynamic environments. She is excited to see how these models and strategies can be applied across different domains.
During his conference presentation, Nick Peterson shared about the “4 Resilient Potentials” they are developing at American Airlines:
Learning
Planning
Adapting
Coordinating
Learning from success through the lens of the 4 Resilient potentials illuminated that all 4 are used heavily in pre-flight, while taxiing is a short process that relies on robust coordination. I wonder. What would understanding and increasing these 4 Potentials in other dynamic high-risk create?
Another leader in adapting! Dr MacIntyre, the trauma surgeon on duty at Sunrise Hospital, allowed us to understand how natural resilience and specific strategies allowed them to save so many lives the night of the Las Vegas shooting.
The strategies he and his team implemented, in a truly VUCA situation to manage overload, can also be applied across industries.
Adding capacity
Shifting goals
Shifting roles
Shedding workload
Imagine if we were always ready to do that! He credits his mass casualty training for preparing him. Imagine if he was not in charge that evening (or don’t).
Truly a Community.
At lunch, in the bar, out to dinner, on boats, and attending shows, people began new relationships and as they did, they were both giving and receiving.
“It matters for so many who work solo as a program manager. This role can be a lonely place; there is so much value in this Community when you are the only person.” -Jon Schmidt
It seems Chris Soto Millsaps has won the “Super-Connector Award.” She was surprised that even though she was not a speaker, “I had the opportunity to contribute.” She found herself on two separate occasions using her document expertise to help others align their documents with HOP practice.
Enjoy Chris's full discussion. She shared so many insights we thought it was worth highlighting here.
On the receiving side, she loved the 4 D’s and L’s question sets. She went back to work and made a card with them on it. Checking back with the Learning Team folks, they loved it and are using it as well (now giving again) Chris also shared she now has 60 new connections on LinkedIn, and wants to bring more folks from her organization next year. Let’s welcome them!
After everyone shared what impacted them, why, and what they were going to do moving forward, each answered this question:
What are our Biggest Opportunities Moving Forward?
For practice
Acknowledge we each have a part to contribute to the whole
Teach supervisors to have more meaningful interactions
Package success into meaningful stories
Help people move towards being the heroes of their own tales
Understand the impact of employee experience
Be more culture and trust-focused
Move from control to autonomy
Elevate the quality of our conversations
Be willing to “blur the lines” between practices
Don’t let “no blame” mean we don’t talk to people and work to understand their motivations
Use intentional culture design at the front line by working to operationalize values into regular behaviors- translate the “fuzzy” into action
Move from a reporting culture to a questioning culture
Ask productive questions that foster trust and a learning culture
Examples: Courtesy of Jody Jahn
What made sense about the actions that led up to this event?
What options are now open to me as a result of this event?
For the community
Keep the momentum going!
Continue to tell the stories of amazing work
Keep tapping the power of the collective wisdom
Add others to our community Example: HR
Encourage each other
One of my goals was to model Speaking IN. We intentionally invited diverse perspectives, and, for me, what was received far surpassed my imagination.
Thank you everyone for taking the time to fill us in on what we missed!
A big thank you to all who joined online, all participants, the Board of Directors for allowing us to continue the conversations, and Jessica who facilitated the whole process with me.
To practice what I preach I reached out again and asked participants what they were thinking now, after our 2-part FOMO series.
What else…
On a personal note, we discovered that I (Laurin) am not Barbara Walters and should be given minimal leadership in tech-dependent roles.
From Jody
“...HOP is ‘paradigm-shifting,’ the principles operate on different assumptions about hazards and causes of unintended outcomes. Many organizations might find this approach different, and therefore, an uncertain bet.
This is why the CHOLearning community is so valuable—It is a place to share case studies of using a HOP approach, and for people to troubleshoot challenges, learn from successes, and take those learnings back to their home organizations.
One important thing that stood out to me in our FOMO conversation was that some of the folks who attend the conference are the lone HOP experts in their organization. They have the dual challenge of implementing the HOP approach in an operation that might be entrenched in an entirely different perspective on unintended outcomes, while also serving as change agents who must sell the value of the approach to skeptical management teams. It’s like needing to speak three different languages fluently: the mainstream language of compliance, violation, and root cause; the language of HOP; and a persuasive language that speaks to management’s interest in bottom line and value-add.
The Community brings a range of experts and expertise together to help people manage these various types of conversations. I’ve also come to see that, while HOP ideas have gained traction in many organizations and industries, there’s an expanse of “blue ocean” out there that can benefit from what HOP has to offer.”
From Andy
If it’s coming to an end, then what next?
“I was wondering if any of the attendees could talk about what they applied and what worked?”
I like this idea…What about you? Are you an attendee who has something to share?
The Community of Human and Organizational Learning will be continuing our LinkedIn Live discussion format. Laurin has agreed to continue to host these live interactions once a month. We will be renaming these sessions to The Community Fireside.
If you're interested in partaking in one of these sessions, please follow the link below to fill out the form. Recent conference attendees and regular webinar attendees will be the first to participate.
Laurin is on a 2-part mission. First, is to give people an opportunity to re-think our pervasive but failing strategy of telling people to “speak-up.” The second is to offer a new strategy called “speaking IN®”
A former nurse and hospital administrator she believes any organizational performance journey will be blocked by employee silence and leaders not listening, and we should tackle these first. She uses unique models, drawings, and animals to deliver this message in a fast, fun, and actionable way.
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