Tag Archives: social change

RWPS Support: What Can Be

(Preface: if it seems like this jumps all over the place…well, it does. It’s an overview collection of excerpts from several sources, all in support of a community socio-economic improvement initiative titled “Real-world Prep School”. If you’re one of the few I’m having direct conversations with, you have a leg up. If not, see the first two links in “References / Sources” at the end)

Community Objectives

We are vibrant and growing, economically prosperous and emotionally healthy. Our community development model is a magnet for families with children, new employers, and working adults.

  • Whole-life engagement! We have a community-supported education and development system that produces a highly skilled, fully engaged talent pool that is supported and utilized by community-conscious local employers;
  • Community retention and recruiting! “Want In!” New families and businesses stand in line to come here. Young people have a reason to stay, family roots and stability are rejuvenated;
  • Employability of learners and the current workforce is assured by ongoing and meaningful, targeted education and skills updating: timely and relevant preparation to secure a desirable position with an excellent company that is a pillar of the community;
  • Equal opportunity to develop and grow! Each person has the means to reach their full potential along their desired path, maximizing the opportunity for a long, fulfilling life on “my” terms;
  • Strong community-wide relationships! Respect, appreciation and inclusion regardless of gender, ethnicity, nationality, or social / economic stature is the norm and a shared expectation;
  • Well-informed and highly involved community members! The greater good is elevated above individual gain. Community members are fully engaged in civic matters and there is ample opportunity for all to contribute toward community goals regardless of status or position. The community belief: the good of the many outweighs the good of the few…Ubuntu!

What Is “Real-world Prep School”? (RWPS)

RWPS is an application-intensive enhancement to existing grades 5-12 curriculum, balanced between interpersonal skills / social-emotional development, and workplace preparation / hard skills.  Modular topics range from quick-hitter stand-alones to ongoing projects and full-term coursework.

Curriculum is built around topics employers identify as essential foundational skills. Workplace subject matter experts and instructors are utilized when possible. RWPS content is typically unavailable in traditional education; this isn’t meant to compete with education but to complement by collaborating on needs analysis, co-design and delivery to ensures actual workplace needs are met. With all stakeholders pitching in, time and budget burdens are lifted from the over-extended education system.

Workplace Prep and a Whole Lot More. RWPS is the education component of a broad social well-being and economic development initiative in disguise. CAUTION! Some people could be turned off if this is viewed as overwhelmingly big or too weird, or if they think they will be forced to change their nature. So there is little overt attention beyond the primary target of preparing young people for life. But All People is the actual target, including the working adult population and the community’s families. We can only enable systemic change by engaging families, employers, education, legislators, civic leaders…the whole community. We’re all in this together.

A Radical (Unschooling) Lightning Bolt (from 8-2 New Unschooling Two Parter.doc)

It’s widely acknowledged we must do something different in education. We’re zoned in on post-secondary ed availability and attainment and STEM prep, but the real issues are much deeper. Have we elevated the right targets? We can and must do better for the kids, ourselves, the economy, society.

A strange animal called “radical unschooling” (homeschooling on steroids) has incredible potential. But it’s too weird for mainstream, and education establishment would be hesitant to take a chance on adopting even some of the core philosophies that make RU work—not enough research, data or rigor for educators. I’ve been overly critical of what I perceive is the establishment’s conservatism and resulting inability to adapt. Epiphany: is there such a thing as working within the system, is there value in trying to partially win over traditional educators? While it is perceived as such, RU is not an all-or-none, revolutionary replacement of the current, broken system. Coexistence is possible.

What’s Really At Stake?

Personal attainment and life satisfaction, community and social well-being, Improvement, health and prosperity…that’s “all” that is at stake. As social-emotional development of all community members is critical to the greater good, the RWPS model develops adults, not just kids in school. Community-wide vision, goals and action is the key, with a collaborative effort among stakeholders the catalyst: families, education, employers, legislators / local gov’t / civic and community leaders all aligned and involved.

The real drivers are a sub-surface iceberg of human maladies: bullying, harassment, youth (all ages!) suicide; chronic incivility; anemic values and ethics, social and political polarization, hatred, bigotry. Apathy (+) low awareness of civics and issues (+) social disengagement (=) no community involvement.

A key enabler of economic and social stability is the process of norming and socialization, of simply “growing up”. The institutions of family, education and church have lost their influence on young people, there’s too much busyness to accumulate more “stuff”, to give kids a “better life” than what the parent had. We need to redefine “better”. We need, badly, to get to work stitching our social fabric back together. It was once a beautiful quilt, now it’s just a bunch of grease rags on the shop floor.

Tech giant Google studied the relative importance of hard skills and “soft” attributes. It found that “success” has little to do with algorithms, data crunching or search engine optimization. There is a whole arena of “soft” attributes that Google found are even more critical than technical skills. And research shows that priority should be onpeople needs” first: soft before hard skills. We’ve got it backwards! We can do better by at least balancing our attention on both people and process, but we need to acknowledge that people needs are the prerequisite to achieving optimal “thing” results.

Unspeakables (sure hope this doesn’t ruffle feathers, “let me explain….”)

  • The traditional education system is doing too much harm to too many young people. A top cause of the alarming increase in middle school suicide rate is academic pressure to perform and to conform. Add peer bullying to the mix. America sees alarming spike in middle school suicide rate
  • Young people who survive the education system are ill-equipped for college or the workplace, and unprepared emotionally for life. The traditional system isn’t delivering the goods, and the system isn’t designed to respond to pressures to adapt. (Or it won’t change….)
  • Kids cannot perform outside of standard, canned responses, memorized answers. Still, the US is not doing so well by global performance in standard testing.
  • Level of creativity and critical thinking among US youth is plummeting. Peter Gray examines this in As Children’s Freedom Has Declined, So Has Their Creativity, first posted Sep 17, 2012. It’s even more relevant today as the situation has worsened considerably. Creativity and critical thinking are the two most essential new workplace skills, and we’ve lost our edge. US competitiveness and productivity, and economic and social stability are at stake.
  • Our talent pool is shallow and muddy, our ability to compete globally is in serious danger. The private sector guy in me says that’s unacceptable. If it can be resolved why isn’t it a priority?
  • I love my grandkids. If I live long enough to meet them, I’m sure I’d feel the same about their kids. I want to do all I can to ensure they all have a decent world to call home, a safe and fulfilling life. We cannot get there going down the path we’re on. It’s that simple.

     If anything makes Americans stand tall internationally it is creativity.  “American ingenuity” is admired everywhere. We are not the richest country (at least not as measured by smallest percentage in poverty), nor the healthiest (far from it), nor the country whose kids score highest on standardized tests (despite our politicians’ misguided intentions to get us there), but we are the most inventive country.  We are the great innovators, specialists in figuring out new ways of doing things and new things to do.

In the business world as well as in academia and the arts and elsewhere, creativity is our number one asset.  In a recent IBM poll, 1,500 CEOs acknowledged this when they identified creativity as the best predictor of future success. It is sobering, therefore, to read Kyung Hee Kim’s recent research report documenting a continuous decline in creativity among American schoolchildren over the last two or three decades. (Gray blog–above)

(from Kids Bully, Big Kids Harass) Too many young people suffer irreversible long-term harm, even commit suicide because of pressures they can’t handle. Key triggers: education demands, bullying, growing up in a vacuum. Too many adults are in pain too, suffering from isolation, lack of purpose, workplace pressures, big kid bullying a.k.a harassment.

     Stress, anxiety, formally diagnosed mental / emotional illness, self-harm, and suicide are increasing across all ages. Hypothesis: we have no purpose or meaning in our own lives, and we’ve forgotten the importance of treating each other like human beings. We’re far too often killing ourselves and each other. We’ve devalued life. Harsh? Reality usually is.

Future Ready Iowa Alliance: Final Recommendations (Craig’s  comments too)

The most relevant section is #5: Develop a grassroots strategy to engage the business community, sector boards, regional workforce boards, STEM regions and other regional collaborations to align with Alliance recommendations.

A few recommendations have been deleted. (Parenths and italics = RWPS relevant element).

  1. Determine if gaps exist where guidance could be provided to a community or region to assist in the development of a collaborative approach toward workforce initiatives. (RWPS will be a benchmark for FRI participants on how to avoid gaps in the collaborative approach)
  2. (“Sector” focus is too broad)
  3. Ensure playbook includes models and best practices for rural businesses. (define “rural businesses”)
  4. Ensure playbook includes models of best practices to strengthen relationships between businesses and education and build new and expand existing career pathways. (Who “ensures”? Is this work-in-process? How long? RWPS is a benchmark for relationship-building among stakeholders. “Expand career pathways” is integral to RWPS design, and grads have much more flexibility in career capabilities, therefore choices)
  5. Design successful strategies, including:
  6. Identify challenges the business community has in attracting and retaining a qualified workforce, including “soft‐skill” challenges, and engage in collaborative solutions. (Needs analysis and flagging challenges are ongoing, real-time and integrated. RWPS is balanced between soft and hard skills, with emphasis on developing soft skills)

iii. Determine how to best leverage existing solutions such as career pathway development and training, work‐based learning experiences, internships, apprenticeships, and K‐12 career exposure opportunities. (All this is built into the RWPS model)

  1. Utilize local, state, and federal programs that already exist to support challenges identified. (of course! FRI is a valuable benchmarking and occasional as-needed consultation resource)
  2. Support successful work or operations of existing business‐community collaborative. Technical assistance for existing or future sector partnerships and other public private partnerships will be provided by the Department of Education, local workforce investment boards, and other relevant partners depending on the strategy selected. (Support from the FRI system and from RWPS back to FRI, truly symbiotic! The Alliance will be interested in the RWPS model once it starts proving itself!)

Potential types of technical assistance may include: providing private sector with necessary partner to “lead” board; conducting research on solutions/issues at request of sector group; marketing and sharing relevant labor‐market data including local occupational outlook data; recruiting the private sector to participate where gaps exist; inviting supporting entities to participate based on issues identified by employers; sharing statewide best practices and success stories; serving as catalyst or engage a catalyst where public‐private workforce partnerships do not exist. (an eventual endorsement of RWPS from the Alliance would lend credibility to the process. And FRI will benefit from collaborating with RWPS as well)

Where Future Ready Iowa (FRI) Misses the Mark

  1. 70% post-secondary education or training goal by 2025;
  2. Sector or region-based needs are not the most effective education and training design driver. There is a really big, convoluted mashup of agencies and players, yet there is minimal action and results! Culprits besides newness: complexity, overkill, programitis.
  3. STEM and high-paying, targeted industry position targets ignore entry-level jobs, which are the more realistic starting point for a young worker. And it’s dangerous to assume even an advanced degree is a reliable indicator of capability to succeed in a specific position;
  4. Employers are asked to contribute to a broad pool for scholarship / grant funding;
  5. FRI calls for collaboration, but it’s still too silo-oriented with minimal direct collaboration among stakeholders.

Re-calibrating Future Ready Iowa with the RWPS Model (numbers reference above list)

(one) By 2025 68% of Iowa jobs will require post-secondary of some kind. What is the 32%? Goal: 70% of all Iowans with some form of post-secondary academic / trades education / certification by 2025. Education or training in what, to meet which specific needs? College-for-all is too general, isn’t necessary. Too many people spend half a lifetime in debt but still miss the employability mark;

(two) RWPS is locally developed and controlled rather than a not-invented–here program. It’s human nature to more fully support something and commit to its success when you have had front-end input. Future Ready Iowa is a great resource to benchmark, not to blindly embrace and somehow make it fit.

(two) The need is for more local, tighter focus. The RWPS community-based model is scaled down from FRI. It is designed to meet specific needs and directly connects and involves the key players.

(two)  The arm swings the hammer, or thumbs get mashed! Too often, the tool controls the craftsman, if the process is sacred the customers’ and users’ needs become secondary. While it is a good resource, the FRI process / program is complex, and hard to fully embrace without significant assistance;

 

(three) FRI is skewed toward STEM careers in targeted industries. Community colleges are favorable toward trades careers. Iowa’s current core businesses, and greatest immediate and near-term needs, besides agricultural are finance, health, banking…service and information processing. The world economy is shifting. How relevant will mfg be in Iowa by 2025? Service and information may be bigger. STEM is essential to our future, but it isn’t the be-all and we can’t bet the farm on STEM alone.

(three) FRI’s heavy emphasis on post-secondary academic attainment locks learners into a specific area of study, and limits their career options. RWPS develops high-potential people who are socially, emotionally, intellectually prepared for success in a variety of fields.

(three) No academic curriculum can adequately provide job skills for a specific position. Specific job skills are better provided post-placement, by specific employers to meet their specific needs.

 

(four) Business leaders like ROI. FRI asks them to support scholarships / grants for unknown recipients to pursue unknown studies… pretty much throwing money into a dark hole. Contributors may or may not see a direct benefit. RWPS builds relationships with young people in the local community’s talent pool starting in middle school, including early introductions to high potentials. Early exposure increases the likelihood of a better employer-to-candidate cultural fit. Last, high potential learners know they are being “scouted” for a future job, a powerful motivator for learners!

(four) In addition to direct and early interface with their most likely future employees, employers need substantial input to the education / training curriculum and process, and more direct control over their own talent pool preparation. Ongoing input and re-design ensures that needs remain relevant;

 

(five) The workplace must align with coursework, so front-end employer input kick-starts RWPS: defining near-term position skills requirements and realistic expectations for degree attainment.

(five) Employers aren’t done once they provide a list of needs and contribute to funding. Involvement is in-depth and ongoing, from needs assessment to co-design, through co-delivery and determining placements, even internal employer-provided skills training: the handoff must be seamless from academics to workplace, from education to more specific internal training and development;

(five) Education is not well-versed in workplace concepts, tools and techniques. This is not a slam! It’s unrealistic to expect educators to become content and process experts. Easy remedy: Let the Rabbits Run. Leverage strengths, with education and employers collaborating on material design and delivery.

 

SF475 (Omnibus education bill–Iowa): Online Learning

House passed, Senate is assessing. I’m concerned about the online component (see 1 in the bill) There is no successful model to benchmark, even though there’s probably a multitude of vendors hawking their wares…let the buyer beware! Just a hunch from prior experience. See “Diploma Inflation”. 

What’s driving this legislation, why is this being considered? Are we actually headed down this path for HS coursework? From the bill’s language, it appears the legislation is relevant only when online is “the primary” material (?). Pretty gray, need to operationally define: how much is “primary”?

My view: online learning will require substantial up-front investment for system and coursework licensing. The greatest detractor: working online is efficient and convenient, but it eliminates interaction that is so critical to social-emotional development and deeper learning. We don’t need another handy check-box activity to hasten graduation, we need youth development and lasting results.

Efficiency without effectiveness is like straightening deck chairs on the Titanic. (S. Covey)

Defining Preparation and Qualifications

Employers scream and point fingers: “We need better prepared candidates!” But what exactly is “prepared”? System improvement must begin at the front end: what are employers’ real needs, we need better definition and more realistic application of the “degree required” hiring criteria and what learning is provided to whom and when. Goal: provide the right learning to the right people in the right way at the right place and time. Critical first step is to determine needs, at three levels:

  1. Pre-hire attributes and core capabilities: what kind of people are we looking for generally? May be legally touchy as hiring criteria / interviewing questions but should include “soft fit”… culture, vision, values;
  2. Foundational, broad workplace skills that can be provided and practiced pre-hire, in school;
  3. Position-specific skills Training that is much more tightly focused on real needs specific to the position must be provided post-hire and placement. It’s common sense: this type of training will not stick without immediate on-the-job application and reinforcement.

Closing Thoughts This project is my passion. It has evolved for over a decade, it still needs thoughtful, in-depth analysis, needs to make sense to others. It requires the right champions too. I’ve spent considerable time in both education and the workplace. I realize that marrying tradition-bound academians with pragmatic, results-driven managers is an unnatural partnership. I understand both worlds’ issues and needs, and speak both languages. I want to help ensure our sustainable productivity and ethical quality of life, as a shared resource for education, employers, community—a catalyst / liaison who brings the players together for the greater good.


References, Sources

These blogs and articles provide RWPS project background.

 

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Bookends: Early Childhood Development and Diploma Inflation

(Preface)

I’ve been trying mightily to unravel the education -> workplace prep knot one thread at a time, not like any establishment experts will listen to an outsider. But it only takes a little common sense and experience in both sectors to see the disconnects. If you step back and look at the big mess it’s a massive, systemic Gordian Knot. Socio-economic issues, human development ….in my opinion, together these are survival issues as much as environmental concerns.

     This blog addresses the bookends of (1) secondary and post-secondary education and (2) early to middle childhood development. Not separate topics, because they are part of the same systemic mess. We have significant issues in between the bookends too. You have to start somewhere, right? If you’re in a hurry or are only mildly interested, you may not want to even start reading. But if you follow the roadmap of links, a few light bulbs may come on. Please comment: what do you think?

Current State: High School and Post-secondary Education. Young people leave high school woefully unprepared for what awaits them whether it’s college, the workplace or life in general. Employers sing the blues about the skills gap / inadequately prepared talent pool. A college degree is the new high school diploma, with “degree required” stipulated for even entry-level jobs. Young people pile up a lifetime’s worth of student loan debt to earn the ante to the workplace poker game. The kicker for me personally: the education system is proven to cause incredible levels of stress in young learners, leading to mental and emotional problems, drastically increasing levels of self-harm and suicide.

A recent NPR report started with a big “woo-hoo” but went downhill from there. HS graduation rates are nationally the highest they’ve ever been! But there’s a problem: diploma inflation, and it applies to both HS and post-secondary. Simply, a diploma is too easy to get and everybody wants one—employers and learners. A diploma’s real value is diluted, secondary education system upkeep and post-secondary diploma attainment costs are sky-high, and the cost is artificially inflated rather than market-driven, by true demand.

Check-the-Box. In the “good old days” if a student struggled they’d take the dreaded summer school or get extra tutoring. Now, failing students are pulled out of the regular class and are allowed to catch up online at their own pace, typically completing diluted coursework to pass the course and get full credit! It’s not just material issues but the method / system that are also the issue. And the kids know how to work the system.

Here’s a quick example of how online self-paced makeup work goes. Students must spend “x” time in each section before the online course allows them to take that section’s quiz, typically ten multiple-guess questions. More often than not, students can (and do!) goof off for the required time then click through the quiz. After a few rounds, I finally asked “don’t you need to study the material?” Response (laughing): “Why? When you miss a question, they show you the right answer and let you re-take the question.” Each chapter requires 50% to “pass”. Further, if the student has a good enough grade so far in the course some don’t even care if they get the 50% section minimum. Why bother? Just do the time, check the box and move on. No exaggeration, I’ve seen it over and over.

Confession: I’ve taken my share of online re-cert courses. Pricey but at the time it beat the commitment of time to attend the classroom alternative. They were set up the same way…lots of no-brainer material so I’d let the mandatory time clock run while doing more urgent stuff, then take the quiz when allowed. Moral of the story: a “bad” system will tempt good people who are under the gun to short-cut so they can check-the-box when that’s the only expectation that matters.

You get what you pay for…schools get evaluated based on graduation rates. So they’ll graduate people come hell or high water, pushing kids through and out of the system if necessary—we’re done with you, get outta here, ready or not. And under-motivated kids don’t mind the easy checkout express lane either.

You get what you pay for is an old expression in goal-setting and performance management. Measure grad rates, get graduates. I’m not an academically credentialed expert, but I’ve been around performance management most of my professional life. We need new education goals, new metrics, a new definition of “success” beyond Diplomas ‘r’ Us! A few example goals quickly come to mind from this non-expert. Input?

Upon graduation, learners demonstrate their preparedness for:

  1. A post-secondary education in a carefully chosen academic field based on the learner’s goals, which may include a trade or vocational field; or
  2. Entry into the workplace, with a solid foundation of appropriate workplace skills that ensures their employability, then success in an entry-level position where they have the ability to grow within the field.
  3. Most importantly, graduates possess the knowledge, skills and abilities to a make meaningful, positive contribution to society, and to live a successful and satisfying life by their own definition of “success”. Priority!

The real measure of success is assessed two and four years after high school graduation, by tracking:

  1. Enrollment in a post-secondary course of study, two or four year or trade school, with a “C” or better average. Or,
  2. Grads are gainfully employed, measuring ratio of total time / time employed, length of current employment, current hourly earnings and +/- earnings history.

When sufficient data history has been gathered (NOT ten years!), weak points are identified and resolved.

Plenty of Blame to Go Around

Educators and administrators are unintentionally part of the problem.  Most are fully committed to doing all they can and while they may see the issues (they’re living them!) they may be too close to and are swamped with unrealistic expectations, especially given their paltry resources. “But we do that…kind of” and “we do what we can” or other excuses from well-intentioned people, with an occasional admission that stuff is broken and needs fixed. No blame, that’s the reality of the environment.

Employers own a big chunk of the diploma inflation / workforce prep puzzle too–unrealistic “degree required” expectations, abdication of responsibility for the only way true job skills training can happen: at the time and place of need, in the workplace after placement when the skill needs are truly identified and can be immediately applied. Employers abdicating their role is not cost effective, not an efficient means to develop a workforce with the right skills. Alternative: hire high-potentials with the right skills foundation and work ethic. The education system must then shift its goals and efforts accordingly, to produce those outputs.

Diplomas ‘r’ Us. Wherever there’s need, something will fill it…if there’s money to be made. Enter education- for-profit. Lots of degrees wanted / allegedly needed = lots of providers. For a cost a degree can be obtained from the comfort of your home = more diploma inflation: low market value, high cost designer degrees.

Big Picture Impacts, Issues and Actions

Economic Issues: suboptimized productivity, weakened global competitiveness, overwhelming personal indebtedness for student loans used to purchase a worthless product. Social-emotional Issues: stress, anxiety, frustration, hopelessness, lack of purpose. All the above leads to mounting social issues, substance abuse, and harm to self and others from domestic abuse to suicide to mass murders.

 

Goals and Actions, to salt the mine. Comment with your thoughts, please!

Employers:

  • Set realistic “degree required” expectations, especially for entry level jobs.
  • Adjust hiring practices and criteria to value candidates with the right hard and soft foundational skills and who show potential for quickly learning specific skills on-the-job.
  • Assume ownership of fine-tuning your workforce’s capabilities with in-house training at the time and place of need.

Education:

  • Help students find the right fit for either continued education or entry into the workplace, based not just on learners’ aptitude but also based on individuals’ values-based interests.
  • Provide foundational skills development course work based on projected employer needs.
  • Do not side-step social-emotional development!
  • Last, change goals! Graduation rates are meaningless if students are not prepared to “pass” the next phase in their lives, where a failing grade is devastating!

Community: support and collaborate! Education, employers, parents, civic groups all have a vested interest.

Especially daunting is the challenges we face in social-emotional development that must be met with a community wide collaboration. Young people need serious preparation to do battle with life in general….it’s a survival issue for young and old. But for now, here’s a quick look at the other end of the spectrum: early childhood development. Systemic issues impact our economic prosperity and global competitiveness, and more importantly our overall social-emotional well-being.

While this is a huge topic that people are content to leave to educators and other “experts” to resolve, we can’t take a “wait and see” attitude. The need is to minimize noise and weirdness, boost awareness of benefits and minimize confusion, barriers, conflicts….make any effort accessible to John and Mary Everyman.

The Other Bookend: Early Childhood Development

There’s way too much to address in-depth here, so you’ll have to shift into self-discovery mode. Please click and read the links that follow, as I’ve provided only a very high level touch on critical subjects.

(CNN April 18: two links below) After 0-6 the mold is pretty much already cast for life. We are far behind other first world countries in our attentiveness to the needs of those critical years, and guaranteed our short-sighted neglect will catch up to us.

US education system needs help….What needs help the most? The whole system is in disarray. But early childhood development (0-6yrs) is critical.

“Many developed nations now have more than 90% enrollment in pre-K programs, surpassing the US with just 66% enrollment for 4-year-olds. Rising superpowers are making significant commitments to expand access to early education over the next few years, with China promising to have pre-K for every 4-year-old and most 3-year-olds by 2020.”

In the US we choose to mostly ignore early development and, like our STEM obsession, our focus is wrong.

In just a year, New York City had nearly tripled its number of full-day prekindergarten slots. And before they entered their classrooms, Mayor Bill de Blasio crowed about his signature initiative — a key part of a campaign promise to fight inequality, but a goal that has had more than its share of skeptics…one of de Blasio’s comments: The city was planning to use the Common Core curriculum in prekindergarten. A child who’s had the benefit of a full day of rigor, he assured us, would be imbued with a great love of learning.

Rigor for 4-year-olds? What about their social-emotional development, which goes hand-in-hand with cognitive skill-building? What about play, the primary engine of human development?

Unfortunately, it seems like we’re subjecting our young children to a misguided experiment.

See the many articles published in Psychology Today written by Dr. Peter Gray, a psychologist / education expert and long-time proponent of alternative, self-directed education. Here’s your starter: Biological Foundations for Self-Directed Education.

Stuck in the Middle Too

In between the bookends is a plethora of issues and opportunities. See Real-world Prep SchoolThe world is kicking our ass in creativity and critical thinking skills. What happened? It’s not only the how-to job “skills” but our ability to think that is tanked. Read it and weep. US youth’s level of creativity and critical thinking is plummeting as Peter Gray examines in As Children’s Freedom Has Declined, So Has Their Creativity, This was first posted Sep 17, 2012. It’s even more relevant today, and the gap is widening. But education has developed a 21st century skill set, and creativity and critical thinking are well-represented. It’s a start, but there’s a long way to go.

Students can be lost outside of providing canned responses, reciting memorized answers. Creativity and critical thinking are the two most essential new universal workplace skills and by global standards the US is not doing so well. We’ve lost our innovative and economic competitive edge, our ability to even keep up in the global marketplace is in serious danger. The private sector guy in me says that’s unacceptable, it can be resolved. The grandparent in me says it must be resolved.

(from Gray’s blog-above) If anything makes Americans stand tall internationally it is creativity.  “American ingenuity” is admired everywhere. We are not the richest country (at least not as measured by smallest percentage in poverty), nor the healthiest (far from it), nor the country whose kids score highest on standardized tests (despite our politicians’ misguided intentions to get us there), but we are the most inventive country.  We are the great innovators, specialists in figuring out new ways of doing things and new things to do.

In the business world as well as in academia and the arts and elsewhere, creativity is our number one asset.  In a recent IBM poll, 1,500 CEOs acknowledged this when they identified creativity as the best predictor of future success. It is sobering, therefore, to read Kyung Hee Kim’s recent research report documenting a continuous decline in creativity among American schoolchildren over the last two or three decades.

Education is aware of the need for real-world skills development, especially critical thinking, problem-solving and creativity. But those things are outside the academic wheelhouse. Education also seems to be more aware of the power of self-directed learning. Enter project-based learning (PBL). But there are a few hitches, most notably a lack of teamwork skills and project management, among teachers and learners alike. And there is a project management tools and techniques and methods gap between education and the work world. The easiest, most common-sense resolution: enlist subject matter experts from the workplace to work in the class room. Employers need to take ownership of developing their own future talent pool.

Again, reference Real-world Prep School

Early childhood development is a major socio-economic need. It will do no good to focus on secondary and post-secondary improvement without ensuring that our very young learners are being fully developed and are ready. The most important thing we can do is to ensure our children have a fighting chance to survive the challenges of what awaits them, not just workplace skills / employability but social-emotional strength and resilience.

(from Kids Bully, Big Kids Harass) Too many young people suffer irreversible long-term harm, even commit suicide because of pressures they can’t handle. Key triggers: education demands, bullying, growing up in a vacuum. Too many adults are in pain too, suffering from isolation, lack of purpose, workplace pressures, big kid bullying a.k.a harassment. Society is a mess, we’ve forgotten the importance of treating each other like human beings, human life itself is de-valued and there’s a huge void in ethical leadership to help pull us out of our funk. Current social-emotional development efforts in schools aren’t effective–not deep enough, not frequent enough, no ongoing adult coaching. Hit and miss at best. And we need to reach out to the adult population too, in the workplace and at home.

     Stress, anxiety, formally diagnosed mental / emotional illness, self-harm, and suicide are increasing across all ages. We have no purpose or meaning in our own lives,. We’re far too often killing ourselves and each other. Harsh? Reality usually is.

A related CNN story, Are we hurting kids at school?

https://www.cnn.com/2015/10/06/opinions/ochshorn-education-performance/index.html

Leave it to Peter Gray to provide a perfect closing statement:

OUR SCHOOLING SYSTEM was designed for a different age, a time when jobs required rote performance and unquestioning obedience, where innovative thinking was considered to be unnecessary or even a liability for the majority of people. Ironically and tragically, rather than adapt our educational system to the needs of our modern times we have doubled down on the old system, so it is harder today than ever before for young people to retain and build upon their natural curiosity and creativity. For the time being, I think, employers may be well advised to seek out those who have bucked the system rather than those who have kowtowed to it. More and more employers are beginning to do so.

 

Ten. Again. Nothing. Again.

“Why do you drive yourself nuts over all this gloom and doom violence and murder? It is what it is, no matter what you think or say.”

Can’t accept it, can’t buckle under, can’t go numb. My hot buttons revolve around our kids and their future. Bullying, mass murders, apathy, stress, suicide…they deserve better, don’t you think? If I can nudge the needle just a little, I have to try. Move the needle, make a difference. The first step is awareness…help enough people understand and maybe care. A movement requires grass roots, a critical mass. We’re out there, somewhere.

All this nobody can do is drop my little pebbles into this one pond, and hope the ripples reach others. Even if I never know the effects I have to believe I’m making some kind of difference. How about you?

******

(real time) Oh great, another school shooting. I guess another rant is due. A broken record, but can’t get numb. Just had a school break, home long enough to find out about the Santa Fe, TX shooting. Ten more and counting. This time, the weapons of choice were a shotgun and handgun. IED’s too but none set off. Like the shooter was consciously trying to make a second amendment statement.

OK, maybe not by intent but that’s what is happening….”see, NOT an AR. And it’s not guns. It’s people”. Book it. And stay tuned for another lightning round of thoughts, prayers and outrage–an emotional gusher for an appropriate time then…. nothing. Again. (Update: not even two weeks later…this “event” came and went in a huge hurry. Numb)

After break, my classroom will be filling up again with 6th graders, and I can only hope that for now they are blissfully ignorant that more kids have been gunned down. It won’t ever happen here…will it?

Oh, but it could.  The kids in Santa Fe probably thought “never here”. They participated in the last protest.

I know myself well enough that I expect to have a hard time keeping it together every time I look at all the faces, kids I’ve watched get older for several years. What if….?

We’re in a science classroom. A big aquarium with a couple of painted water turtles is 3 feet away. One of them was on their rock sunning, and got startled…thumpity thump, splash. I’m on edge, I jumped. This sucks. If you haven’t been in a classroom lately, if you haven’t been painfully aware of the “what ifs” you can have no idea how this feels. I’m not a badass but I do know how I’d react if some nutjob tried to come after my kids. I think about it every day, first thing in the room it’s recon time, get the plan in place….this sucks.

Do something! Someone please….we all deserve, we all need better.

It won’t kill me to say it…it is NOT just guns, and gun control is not “the” solution—that’s just a band aid, but it’s one we need now. There, I said it OK?! It’s more than laws, policies, regulations. We cannot legislate values and ethics. We CAN use a little common sense to keep the wrong stuff out of the wrong hands. What is so stinking radical about that?

The highest priority is for long-term systemic preventive action, a resolution of this inhuman funk we’re in, starting very young in school and extending into the workplace and community, solidified in the family.

The most shocking issues: mass murders, gun violence especially in schools., followed by youth suicides. But also harassment, abuse, bullying; bias, bigotry, intolerance, hatred, polarization….HOW can we re-boot society’s ethical, values-based respect for each other and for human life?  What can we do to rediscover our humanity? It used to mean something to be an American. Now, we’re the worst of the worst.

We’re not having the right conversations, not exploring lasting solutions. We’re focused on using band-aids to fix things. Typical isn’t it? Is it because the social-emotional issues are too overwhelming? Still. ignoring the real issues is not the appropriate course of action. We need to get started. Somewhere, somehow. No other mission is more critical. And it should be simple, really….

Understand true root cause(s) -> Identify feasible interventions > Implement > Make systemic, coordinated improvements

Hold my beer, right?

People in Peril:  Excerpts from Mojo (itals)

It’s depressing but necessary to call attention to our human shortcomings. They are collectively overwhelming–we’re a mess. But we must more fully understand them. The issues have common roots; they’re one giant Gordian knot. So if we wield the right sword with the right concentrated effort we can slice the knot into pieces. Focus and effort…that’s “all” we need.

Our social, moral, ethical fabric is being torn to shreds, society is imploding. We’ve disconnected from our selves, each other, our environment, our basic human values. We’ve lost our humanity. We’re emotionally confused, socially isolated, ethically directionless. There’s apathy and disengagement at one extreme, and over-engagement, stress and burnout at the other. Both lead to physical health issues and emotional and social baggage. We desperately need realignment and emotional healing.

We need a visionary and ethical compass, we need compassion, we need to be part of a community that cares. But we don’t know where we’re going, and no one seems to have the ability to collectively get us back on track. Identity, community, principles and values, purpose and meaning are among the most powerful universal human drivers, right up there with love, compassion, the need to contribute to something meaningful. We’ve lost touch with those things, which has a lot to do with why society is self-destructing.

Our kids are in trouble, they’re killing themselves and each other…. The same transient blip of caring, same outpouring of thoughts and prayers magically appear every time we have yet another mass murder at a school, every time another child hurts badly enough to take their own life. But they go away. Until next time.

Out of control depression, anxiety, stress impacting kids, teens and adults alike. Death by Lifestyle. Killing ourselves and each other, both slowly and traumatically. It’s even visible….On your next trip to the store do a little people-watching. You’ll see good people soured on life, hopelessness and pain in their eyes or worse, nothing. Spirit drained, their demeanor screaming “I’m tired of this life!” Forgotten dreams, no purpose, no meaning, no fulfillment? Still, we keep isolating our Selves further from others and from being human, starting with how we raise and “teach” children into adulthood, and  the nature of work, the meaning of “success”. We’re in a constant struggle with our core human values, we’re denying our humanness. We self-inflict pain and do irreversible harm to others too. We floor it, stretching to hit 130mph in a broken down Yugo. And we wonder why we’re stressed out, miserable, killing our Selves physically and emotionally.

We’re unknowingly coerced into recklessly pursuing more and more “things” at any cost, while we juggle the demands of an endless list of urgent to-do’s. We’ve forgotten what it means to be human, paying a high price. When values and norms die problems crop up—unethical / illegal behavior, a myriad list of significant social issues, rudeness and other variations of treating each other like crap.

How did we get to such a dark, scary place?

Plenty of reasons, just a couple of starter thoughts….To me, a really big culprit is conspicuous consumption driven by capitalism without conscience. We’re brainwashed to buy, buy, buy well beyond our “needs” and beyond our means. We’re driven by Wall Street’s slick, scientifically perfected marketing onslaught.

The long-standing expectation to make sure our kids have it better is also driven by Wall Street. We take on two, maybe three jobs to deliver the goods. If we don’t we’re failures. In doing so, we rob our kids of what they really need: nurturing and love, freedom to be kids without any strings attached. We load them up with activities > shuffle them off to caregivers so we can get out there and earn, earn, earn > buy, buy, buy.

Adults obsess over STEM, driving kids toward what may be their greatest potential for earnings, but with no regard for what their real life’s passion may be. They are destined to become the hollow stares in the store, terminally miserable, another generation fully engrossed with buy, buy, buy. Will the Circle Be Unbroken?

(More From Mojo)

We’ve Lost Our Humanity. Humans are by nature caring, compassionate, social / tribal. Bad behaviors are learned, and our toxic lifestyle and sick society are artificial creations; they are unnatural and incredibly destructive; Kids (big people too!) need to know they matter, that they make a difference in the world. People need purpose, vision, values and a community built on caring and compassion. Purpose, meaning, values, ethics cannot be legislated or otherwise mandated. All we can do is provide opportunities for discovery of Self.

Poor Information, Polarization. Deep ideological differences have polarized us. Misleading and dis-information have us paralyzed. Combine the two = rabid advocacy of issues / ideologies with positions supported by poor information. Who and what do you believe, who and what do you trust? No wonder we’re at each others’ throats.

So, where to start restoring our humanity? With young people? There’s plenty of rework to do with big kids too. Focus on kids in school, or adults in the workplace? The family unit? One community at a time? Society? Short answer….”Yes, all”. We’re in this together, we all need the same attention at the same time…ASAP.

What if?

I’ve been involved in developing a model of workplace prep for our future workforce, extending through working adults. Needed: systemic intervention, all of a community’s stakeholders playing an active role. “Real-world Prep School”…information is here:

(one) Real-world Prep…Vision or Delusion?

(two) Potholes to Repair—Intersection of Education and Workplace

More critical than “systemic intervention” is the need to focus on the right things: People First, then process. If you don’t take care of people issues you will never, ever, achieve maximum “thing” results. It’s been studied, measured, verified, validated: how well people are socially and emotionally adjusted directly impact results. S-E well-being even affects physical wellness, and not just a little.

Last consideration: there’s a difference between an in-charge authority figure demanding compliance to marching orders, and developing full commitment to vision, mission and goals. One works considerably better than the other—academically, in the workplace, personally, socially….guess which?

Here’s a radical sci-fi epiphany: what if the right values, goals and actions were shared community-wide among education, employers and organizations, community members and even (gasp!) politicians? What if an entire community focused its efforts, all stakeholders on the same page? Synergy, reciprocation, constant reinforcement would kick in. The broader the ownership and collaboration, the greater the sustainable impact becomes. With a big enough lever, we can move the world.


An earlier blog has been referenced a bunch here, as the theme has been with me for some time. Go here, read the whole thing and let me know what you think…. Searching For Our Mojo

While you’re at it, all this social-emotional stuff is well represented in something I’ve been deeply involved in for years, engagement theory. Emotional intelligence, mindfulness, social-emotional development in education, and engagement…they’re all pretty much the same thing, the same basic human motivators and values. We ought to be able to leverage the similarities.  See Engagement and Mojo—Peas and Carrots

 

Real-world Prep…Vision or Delusion?

I Had a Dream Last Night…

….a wickedly delicious dream. My small town had somehow pulled together an all-stakeholder collaboration complete with shared community vision, ethics and goals. We had even taken significant coordinated actions with no infighting, no control freaks, no country clubbing. That alone was strange.

What is this thing called “Real World Prep School”? It looked like education, employers, parents, community, civic leaders—all the players—were doing their part, shifting delivery and budget burden away from the overextended education system. Collaborative needs analysis, co-design and delivery by employers, community leaders and educators ensured actual workplace needs were met. It was working…our town was booming! I saw a banner at City Hall, kind of a vision statement-looking slogan:

We are a vibrant, economically and emotionally prosperous community. Our model of development is a magnet for economic growth, attracting families with children, new employers, and working adults to our community.

A smaller wall chart beside the banner had the header “Shared Community Objectives”. As I read the bullets I said out loud “is this Utopia, or what?” At the very least it seemed to be a great environment for families, employers, the whole community to grow. The objectives:

  • Whole-life engagement! We have a world-class talent pool: highly skilled, fully engaged, fully utilized by local employers;
  • Community retention and recruiting! New families and new businesses standing in line to join us. Our generational roots and stability are rejuvenated as young people have a reason to stay;
  • Employability among learners and the current workforce is assured. Free and meaningful “higher education” and skills updating for adults is provided with targeted, relevant topics leading to a great position with an excellent company that is a pillar of the community.
  • Equal opportunity to develop and grow! Each person can reach their full potential along their desired path, maximizing the probability of a long, fulfilling life on their own terms;
  • Strong relationships community-wide! Mutual respect, appreciation and inclusion are the norm, regardless of gender, ethnicity, nationality, or social / economic stature;
  • Well-informed and highly involved community members! The community’s greater good is held above individual gain, and citizens are fully engaged in civic matters. There is ample opportunity for all to contribute toward community goals, regardless of status or position as long as the willingness is there. The good of the many outweighs the good of the few. Ubuntu!

Can you imagine? Pinch myself…it’s only a dream. I didn’t want to wake up but I did. I grabbed a pad and pen and scribbled down details before they faded. As I wrote, the fuzzy dream became more clear.  And I got to thinking…“why not?”

Hold my beer, right?


Why would I dream all this? Maybe it has something to do with the nasty issues that had been consuming my waking thoughts for too long. I’ve been deeply involved in repairing potholes in the intersection of Workplace and Education. There are many issues in the interface between the two, or more appropriately the lack thereof. While academic and workforce issues are well known, I’ve documented a few here. But first…Potholes to Repair: Intersection of Education and Workplace (go here and come back…will make more sense)

What’s Really At Stake? (from Kids Bully, Big Kids Harass)

Too many young people suffer irreversible long-term harm, even commit suicide because of pressures they can’t handle. Key triggers: education demands, bullying, growing up in a vacuum. Too many adults are in pain too, suffering from isolation, lack of purpose, workplace pressures, big kid bullying a.k.a harassment.

     Stress, anxiety, formally diagnosed mental / emotional illnesses, self-harm, suicide are increasing across all ages. Hypothesis: we’ve turned our backs on the importance of treating each other like human beings, we have no purpose or meaning in our lives and we’re far too often killing ourselves and each other. We’ve devalued our humanity. Harsh? Reality usually is.

“Big” targets are a sub-surface iceberg: bullying, harassment, youth (all ages!) suicide; lack of civility anemic values and ethics, social and political polarization, inability to discuss our differences. Apathy, disengagement, low awareness of civics and issues = no community involvement. We can do better.

Real-world Prep School > Community Growth. RWPS is the education component of a broad social well-being and economic development initiative in disguise. “Whole-person / All-person Development” is the macro focus, and it extends into the working adult population and the community’s families.

The Dream Grows Legs: Details

RWPS is an application-intensive enhancement to existing 5-12 curriculum, balanced between interpersonal / social-emotional development and workplace preparation / hard skills.  Modular design ranges from quick-hitter stand-alone lessons to ongoing projects and full-term coursework, all based on employer needs. Learners are coached on how to increase their employability, building portfolios with specific examples of their work. Lessons provide resume-worthy bullets in lieu of job experience.

Initial focus is on high school students who may be unable to go to college, college students nearing graduation or recently graduated; employed, unemployed or underemployed adults needing an upgrade of workplace knowledge, skills and abilities.

The RWPS curriculum consists of topics employers identify as essential foundational skills, and utilizes private sector subject matter experts as adjunct instructors when possible. RWPS is not in competition with education, providing course content unavailable in a traditional education curriculum, and tapping the private sector for much-needed subject matter expertise and adjunct resources.

STEM + SED: Target = Develop People and Save the World

Teaming and STEM-based project assignments are all that right now. But kids are lost when they are assigned to a project team. They have not had the soft skills development needed to ensure success.

A huge concern is bullying and the growing numbers of youth suicides. And bullying morphs into big kid bad behavior…harassment. Society is a mess, there is general disregard for how to treat each other, human life is de-valued and there’s a huge void in ethical leadership to get us out of our funk. Current social-emotional development efforts in education aren’t effective. They’re not deep enough, are too infrequent, have no ongoing adult coaching. And we need to reach out to the adult population too.

Workforce Prep–More Than Job Skills

RWPS coursework is balanced between (1) social-emotional development and (2) mainstream workplace concepts, methods and skills. People before process:

  1. People: purpose / vision, values, social consciousness. Help people develop emotionally and socially; guide learners in personal branding, and in establishing a meaningful connection to themselves, others and their environment. Only then can skills development truly take hold;
  2. Process: toolbox mastery / workplace skills preparation. Provide hands-on experience with mainstream workplace tools and techniques, including direct interface with employers.

It is essential to balance how we prepare learners for the real world. Technology is here to stay, but so is the need for emotionally grounded people. The two are not a one-or-the-other proposition.

Social-emotional development (SED) is typically provided for elementary age kids, if at all, then it stops. Nothing for teens, even though adolescence is a particularly tough road to navigate, with future blues, social issues, peer pressure, raging hormones. Teen years are high-risk and common sense says there should be more and deeper attention given to their social and emotional development.

Employer WIIFM

Employers are a key stakeholder group, and their commitment and direct participation is essential. But there is plenty to gain for them, a hat trick (three!) of benefits in RWPS involvement: (1) additional internal development resources; (2) community CSR that matters; (3) goodwill and connection into their future talent pool, extending into earn while you learn, a highly effective internship program.

Employers develop a workforce committed to strengthening the company and community. A cohesive, sustainable culture grows, and future employees come on board already aligned with the culture and vision. My community is a good example: three employers are green industry and have high turnover, making productivity levels unsustainable. The Green Movement vision: fight environmental destruction especially atmospheric / climate damage, and health problems from fossil fuel production, transport and usage. Go for the jugular by adding “make the world worth living in for your kids.” This shared Green vision could boost retention and recruitment, but it is under-leveraged. Community-wide awareness is the key.

The long-range community and economic development potential: once RWPS is established, it is a highly marketable economic development magnet for additional employers, younger families with school-age children, and working adults (see “Develop People” model). This is CSR on steroids with substantial employer WIIFM. It’s not just the right thing to do. It’s good business.

Parting Shots

Workforce skills have been a long-time career focus. I saw the immediate need fifteen years ago and was closely involved in skills development. We also addressed demographic projections due to baby boomer retirements. RWPS is the original focus of my “career crowning achievement”. And I have a real passion for social-emotional development (SED) from extensive involvement in the classroom, but especially because I’m a crazy grandparent who wants to leave behind a better world for my grand kids. RWPS and SED are a powerful combination that can re-engineer this broken society and world.

These wild notions have evolved for over a decade, this project is my passion. It still needs thoughtful, in-depth analysis to make sure it makes sense. I’ve spent considerable time in both education and the workplace. It’s not a natural partnership to marry theoretical, research-based eggheads with pragmatic, results-driven managers. I understand the issues and needs, and speak both languages.

Here’s my greatest frustration. There is so much going on out there, huge initiatives and some of them are really, really good. But they may be just a bit off target here and there, and there’s no real concentrated focus driving things. Even more frustrating: with all the shotgun effort and in spite of lots of people with the best intentions, nothing sustainable is happening!

I want to help bring things into focus and make it happen—a catalyst / liaison who brings the players together, a resource that is shared among education, employers, community. Most of all, I want to be a proud grand parent who is reasonably sure we’ve done all we can to make things right for the next generations.

11-2017 New Model

Potholes to Repair— Intersection of Education and Workplace

 (Preface to Real-world Prep…Vision or Delusion?)

While academic and workforce issues are well known, I’ve documented a few heavy hitters here.

People Issues  Poor prep for post high school life: (1) socially / emotionally; (2) for the workplace; (3) for higher education. Hopelessness, lack of direction, apathy…why bother? Increased stress, anxiety, substance abuse, self-harm, suicide; youth bullying, workplace harassment, social polarization.

System Issues  Education budget and school resource cuts, talent pool shortage of the right skills, poorly / unrealistically defined skill needs, unnecessary expectations of “degree required” by employers; higher ed identity crisis, rising cost of higher ed, inaccessibility and irrelevance. Real-world expertise is outside the academic wheel house, and education resources are too thin to change.

 “Our talent pool is a mud puddle. We need job candidates who are better prepared!”

“But we’re doing a-b-c already, and x-y-z too. We’re doing what we can the best we can with what we’ve got to work with.” It’s just not enough. And is it truly the right stuff?

Paradigm Buster! It’s not just education’s responsibility. Why not some front-end partnering and ongoing collaboration, including delivery, among education, employers, and community?

Education and Workplace Prep Issues High school graduation rates are unacceptably low. Grads aren’t ready for college rigor or are unable to attend for various reasons. Our obsession with standard test performance and common core is under fire. The battle cry: “we need a new education model” but academia is painfully slow to change. It’s the nature of the education system.

“College is the new high school.” But college is out of reach for many. The relevance and value of higher education is being challenged too, with over-priced and under-valued degrees. Employers set unrealistic demands for “degree required” even for entry-level jobs when there is no real position-based need. Many positions simply do not require a degree as much as they require job skills training. Degree or not, employers consistently hire what they feel is unprepared workers. But education, parents and counselors still push young people into college-or-bust, especially into STEM fields. The issue may well be our current perception of “well-prepared” and unrealistic expectations of how much an education should do to prepare the workforce.

Real-world Prep School (RWPS) is driven directly by employer-identified needs, so content is relevant and timely. The high school RWPS curriculum may therefore be of more value than a post-secondary academic degree.

Wait…There’s More

Economic, demographic and political issues all point to the need to take a different approach to preparing young people for their post-high school lives, especially how we prepare them for life itself and as future workers able to meet the moving target of workplace expectations.

There is no longer much luster in providing a value-adding service or making things people want and need …“that’s blue collar, not good enough for my kid.” No matter if the work is skilled, pays well and has a huge upside. “Get a degree so you can get a professional position” is the only game in town. No matter if you’re miserable jockeying a desk the rest of your life, if you manage to find a desk. No matter if you end up owing a ton of money for the privilege of being miserable. Each of us deserves fulfillment.

Relevance and affordability are an issue. “Free college” is a sexy initiative, but deeper questions need to be answered. For starters, is a degree even necessary for a field, realistic position and required job skills? A trades program may meet immediate workplace needs better than a STEM education and degree. Mike Rowe isn’t an often- quoted academic expert. But he’s a highly regarded champion of workforce skills development. Mike feels that we’ve created much of the skill gap problem ourselves. He points out that we’re millions of workers short for existing jobs in high-paying occupations:

This is the great, underlying fiction that’s allowed the skills gap to widen. It’s the reason vocational arts have vanished from high school, even as those same vocations now go begging. It’s the reason we now hold 1.3 trillion dollars in student loans. And it’s why we continue to lend money we don’t have to kids who can’t pay it back, educating them for jobs that no longer exist.

The skills gap is real, but it’s not the problem — it’s a symptom of what we value…. we have to stop elevating one form of education over all the others, and begin treating all jobs for what they truly are — opportunities.

Employers are part of the problem, imposing artificial “degree required” stipulations even for low-paying entry level positions. As RWPS is built around employer input, it provides pre-job skills training which could be of more value than a degree. Alignment is needed: collaborate with employers to determine realistic pre-employment job requirements: what knowledge and attributes would most likely ensure a new hire’s rapid assimilation?. While we’re at it, help people redefine “good career choice” (hint: “me” is key, not others’ expectations, and values-based is the key to “me”). We also need to redefine higher ed’s role: when is it of value and for whom / what career paths, and what should it consist of?

It’s wrong to recruit, coerce or mislead students into choosing a STEM career path, turning them away from a more desired career choice. While a STEM degree may be of value, technical skill sets vary too much from employer to employer. Fine-tuning job training may be more ideally provided after a high-potential candidate is placed. And, tech giants are realizing that social-emotional “soft” skills can be a greater indicator of employee success than STEM-related chops. See Google’s Ginormous (Non-technical!) Breakthrough. Google’s Epiphany has nothing to do with algorithms or SEO…surprise!

Case Study: Right Here In River City

A local legislator pointed me toward a state-wide education and workforce prep initiative, and some relevant in-process legislation. My original thinking has been critical and confrontational but as RWPS needs allies not enemies, focus must be “Improve on a Good Effort”! Future Ready Iowa (FRI) is here to stay, it’s established, but it can be better. It’s not that “nothing is getting done”.  FRI is a stellar example of good stuff developed by good people with good intentions. It just needs better focus. I am bound and determined to do what I can to help focus and bring this to meaningful action!  You can see the original here: Future Ready Iowa Alliance’s Final Recommendations. There are a few bumps in the FRI highway…..

FRI is driven by projected workforce skill shortages in STEM fields and for high-paying, targeted industry positions. The resulting goal is 70% post-secondary education or training by 2025. This is my biggest concern. While lofty and noble, the post-secondary goal ignores the entry-level jobs that are a more realistic starting point for grads. And it’s dangerous to assume that even an advanced degree is a reliable indicator of capability to succeed in a specific position. College-for-all is not necessary or even appropriate and in the meantime too many people take on half a lifetime of college debt but still miss the employability mark.

The FRI model is based on industry sector and / or region needs. Not an effective education / training design driver–it’s too broad, too big! And even with a convoluted mashup of agencies and players there is minimal action or results! A terminal case of complexity, overkill, programitis.  The need is for more local, laser-sharp focus. The RWPS / community model is scaled down from FRI, key players  are directly connected and involved so coursework is designed to more tightly meet specific needs. Do what makes sense, when it is necessary to do so. Too many times the tool controls the craftsman, the process is sacred and the users’ real needs become secondary. While it is an amazing resource, the FRI process / program appears to be too overly complex to fully embrace without significant help;

Employers are asked to contribute to a broad pool for scholarship / grant funding: to provide financial support for unknown recipients, unknown studies. Contributors may or may not see a direct benefit. RWPS ensures early relationships / first contact with high potentials. RWPS increases the odds of a better employer-to-candidate fit than FRI. RWPS builds relationships from middle school on, with young people in the local community talent pool. High potentials learners are known to employers early on, and knowing they are being “scouted” for a future job is a powerful motivator for learners!

Along with direct and early interface with their most likely future talent pool—local students—employers need direct input to the local education / training curriculum and process, more control over their talent pool’s preparation.

Front end employer input kick-starts the RWPS model: define actual position skills requirements and realistic requirements to be met with a degree program. And workplace must align with coursework.

Employers aren’t done when they provide a list of needs and contribute to scholarship / grant funds. In-depth involvement is ongoing, from needs assessment to co-design, co-delivery and determining placement. Smooth handoff must be seamless from academia to employer, from education to internal training and development.

The need: a co-designed model that promotes systemic change. All we stand to gain is community prosperity, social well-being, personal attainment and whole life satisfaction. Social-emotional development is critical to the greater good.  Community-level action is the key, with the catalyst or enabler being a collaborative effort among community stakeholders—education, employers, legislators / local gov’t / civic and community leaders, families. Shared vision and goals. The RWPS model includes adults, not just kids in school.

Families, employers, learners, education, legislators, community…we’re all on this together.

Loops

(this article is a high-level summary of an in-process pdf that is (will be!) linked here: Loops . Please take a look when it’s available and comment. Download the pdf if you’d like but if you share it please leave the  contact information intact so people can connect to discuss)

I’ve always been process-focused, a product of an environment in various private sector roles. Focus morphed over the past several years into education and whole-person human development. It was a natural progression to dive into systems thinking, especially causal chains, process interrelationships, reinforcing loops.

Senge took us on a loops deep dive in The Fifth Discipline, exploring all kinds of different archetypes. I was given a copy shortly after its release, and loved it. Systems purists and academics really glammed on to the whole “systems thinking” thing and the resulting gobble dee gook is, in my opinion, a huge roadblock to furthering systems awareness and everyday application.

Loops are closed causal chains: a sequence of events where one thing leads to another, “closed” because the chain eventually links back into itself. Per chaos theory, if you look out far enough any loop is closed. Closed loops are self-perpetuating, or reinforcing: they tighten and gain strength on their own. There are good loops, sometimes called virtuous circles, and there are bad loops-vicious cycles. Bad loops can be straightened out with awareness and action. Good loops can be leveraged and are usually a whole lot more fun!

My big take-away was, simplified here for mortals like me, loops. Add a few key points to go along with those loops. There’s a lot that needs to be learned and accomplished.

  1. People Needs—social-emotional development, well-being etc—rule the roost, validated by decades of study and data on engagement and impacts on academic and workplace performance data. Can’t optimize “doing things” results without first meeting people needs;
  2. Human development, personal satisfaction and maximizing performance are interrelated in one big, lifelong reinforcing loop;
  3. We’ve thrown a monkey wrench into things starting with the way we raise and educate our children, through our adult working lives. Self-imposed authoritarian systems and potential- limiting practices have drastically suboptimized our ability (our right!) to be all we can be.

Big deal, right? Yes it is. We’re causing our own mental and emotional challenges up to and including increased levels of stress, anxiety, depression, suicides even among middle school children. Declining social health and spikes in significant social problems: opioid addiction, violent crime including mass murders, and intense rudeness and insensitivity…terminal redneck behavior. It’s fair to say our social fabric is tattered and torn, locally and globally. Emotional well-being, physical health and economic effects of these problems are profound.

Fall 2017 Impacts Profundity Update

We’ve been on a roll. Nationalism, race supremacy…random and planned lone wolf attacks. Most aren’t terrorists on jihad. ISIS is not the only group radicalizing, recruiting, hating. Newtown still wipes me out. And the Vegas slaughter was a whopper. Where do these people come from? Are there no warning signs? Neighbors and relatives said the shooter and his girlfriend were quiet, normal, stuck to themselves. So…why? My opinion: it comes down to chronic disconnection, self-imposed solitude. We’re social creatures and we must reunite with our tribe, badly. But that’s just part of it…..

Late addition, fall 2017: the huge spike in allegations of sexual harassment (see “Kids Bully, Big Kids Harass”)

Is the species simply dumbing down? From Carl Sagan, The Demon-Haunted World: Science as a Candle in the Dark

“I have a foreboding of an America in my children’s or grandchildren’s time — when the United States is a service and information economy; when nearly all the manufacturing industries have slipped away to other countries; when awesome technological powers are in the hands of a very few, and no one representing the public interest can even grasp the issues; when the people have lost the ability to set their own agendas or knowledgeably question those in authority; when, clutching our crystals and nervously consulting our horoscopes, our critical faculties in decline, unable to distinguish between what feels good and what’s true, we slide, almost without noticing, back into superstition and darkness…

The dumbing down of American is most evident in the slow decay of substantive content in the enormously influential media, the 30 second sound bites (now down to 10 seconds or less), lowest common denominator programming, credulous presentations on pseudoscience and superstition, but especially a kind of celebration of ignorance”

It’s not just poor education or inadequate preparation for the workplace or not becoming an acceptable member of society. Go back to #2 and #3. We’ve become skilled saboteurs of the loop of development > satisfaction > performance that would potentially ensure we realize our potential.

One major monkey wrench: compulsory education and command and control work environment–authoritarian practices, precision amputation of children’s and adults’ ability to think creatively, to freely explore the world around them, to develop and fully utilize their human capabilities. (see School and Work–One Big Prison System.) We’re posing a substantial threat to our selves and doing irreparable harm, making these issues high priority to address. It’s tough to see the subtle relationships behind these issues without a systems thinking view.

A Loopy Vision: make a positive impact on the greater good, improving social well-being through values-based and environmental interventions in all sectors of the general population: home, school, work, community. (1) Build a broad base of grassroots awareness, support and involvement to ensure  across-the-board, all stakeholder engagement. (2) Study, understand and leverage shared motivators, perceptions, attitudes and values that originate with basic human nature. And, (3) realize and leverage the existence of loops to formulate a systemic action plan.

This is nothing but incoherent babbling without first envisioning a systems and loops perspective.

The Greater Good Loop: closed loops connect me and others and connect employers, communities and society. If we are aware of the loops, we can consciously leverage them.

Do you buy into the notion that the Private Self and the Work Self are distinctly separate people? Sorry, it doesn’t even make sense. We’re not two people, we can’t somehow magically switch between them. We’re at work for the lion’s share of our adult lives, so it stands to reason that personal norms and belief systems are impacted by the work environment. And workplace influence does not exist just at work; it carries over to personal, home, social environments. To isolate them is to push any conflict under the surface, but only temporarily. What would really help things is if employers understood the systems relationships and took an interest in making sure there was no opportunity for conflict within its people.

Our work life helps shape our personal lives. A community’s social well-being certainly impacts the workplace, the sustainability of organizations that exist within a community. And a company’s success and results are driven by its internal culture, which is the collective influence of the individuals who work there. These are all two-way streets. Work, society and me: one big reinforcing loop. It may be a virtuous circle, may be a vicious cycle. One leads to prosperity, the other to failure.

https://onepondripples.wordpress.com/2014/10/12/virtuous-circles-aka-reinforcing-loops/

Organizational Loops: People Generate Profit (gasp!)

It’s human nature to search for a connection, to belong to something bigger than “me”. An employer is very probably the most influential force in peoples’ lives, just because of the amount of time we spend at work. Organizations and their leaders are capable of exerting significant influence not just on employees, but on the surrounding community through their employees.

Consider the potential of an organization with a strong values base and principles-centered, ethical leadership that helps people feel a sense of purpose, belonging and stability, people with something to care about. Think about the impact on social issues when employees have a strong sense of community, a purpose larger than “me”, a values-anchored island of safety and sanity in the midst of the turbulence around them.

Oh, the bottom line…a company with a winning sustainability strategy has values and principles-based organizational expectations for leaders and followers alike, and sets its sights on being a normalizing force in the community. Doing so beefs up the local talent pool, and the existing workforce is highly engaged. There is an encyclopedia full of studies that validate the direct relationship between level of engagement and performance.

Teaser: it should go without saying: community activism builds a strong democratic society. Later.

What About “Me” Loops?

My work environment and society both continuously shape me, that’s easy to buy. But the thought that it’s a two-way street is a bit tougher to embrace. You’re telling me my company and even society is impacted by me? Only when I mess up really bad! Truth: balanced, personally aligned individuals impact both the workplace and society. A culture and its norms are depend on people with strong values who, by intent or accidentally, impact others. So collectively, we enable culture to survive and thrive. DANGER: this could instead be a toxic culture. Both are self-sustaining, reinforcing loops.

Individual community members are the foundation of society, therefore culture. As the workplace influences people, employers have a direct and significant influence on community social well-being. Employer impact potential is much broader than an individual’s, impacting an entire region’s or even country’s ethical foundation, economic stability, way of life, quality of life. The collective influence of people undeniably shapes company culture. So no matter how insignificant an individual’s impact may seem, the reality is more than a bit humbling:

My values and integrity have direct influence on society’s norms!

There are three levels of proven payback from social-emotional well-being:

  1. Individuals: less stress and longer, healthier lives with greater personal satisfaction;
  2. Social problems: well-being in general is an amazing antidote and it’s preventive vs reactive;
  3. Companies and the economy overall: a highly engaged workforce is more productive. Oh, and that physical health thing…have you seen the cost impacts of health issues lately?

At least one of these are wildly important things for most of us. They should all be, because of the  Me > Community > Employer loop, but it goes deeper. A closer look…

Social Impact: the Greater Good

The main traditional socializing institutions where norms are established and reinforced—church, education, family—have all lost impact on influencing people. Social development and norming are not good to leave to natural evolution, but there is a huge void in the socializing process.

People need a sense of community, of belonging to something larger than they are. The workplace has a chance to reach people on a regular basis and people will gladly embrace what the workplace offers. But it’s the reciprocating nature of influence within our personal and our employer’s virtuous circle that is the scary proposition:  how can we as individuals and even a large, powerful company, expect to influence society? The real question:

How much are individuals and companies willing to commit to impacting society?

The potential is limitless but there are both risks and rewards. No company can survive long-term without a vibrant community. No community can exist without solid norms. Communities with staying power eventually become the building blocks of culture. Communities, even entire cultures, without a solid base are destined to crumble and fall. I take that back…what risks? A sure bet?

The workplace influences me, I influence my workplace and environment. The workplace and individual both impact social well-being. We need to better understand the interdependencies, whether we have earned calling them virtuous circles or reinforcing loops. Key components: engagement and well-being; satisfaction and contribution, (maybe explored later in greater depth in TWO: Loops and the Greater Good.)

Kids Bully, Big Kids Harass

Too many young people suffer irreversible long-term harm, some are even driven to suicide by pressures they can’t handle. Key triggers: education demands, bullying, growing up in a vacuum. Too many adults are in pain too, suffering from workplace pressures, harassment–a.k.a. big kid bullying, isolation, lack of purpose. Same basic pressures.

     Stress, anxiety, formally diagnosed mental / emotional illnesses, self-harm, suicide are all increasing across all ages. Hypothesis: we’ve forgotten the importance of treating each other and our selves like human beings, and as a result we’re killing ourselves and each other far too often. Harsh? Reality usually is.

Bullying is #1 on my Hit List. There’s no excuse for it, ever. And there’s no excuse for looking the other way, ever. When we get older we call bullying “harassment” because it’s more grown-up sounding. Big kids (“adults”) can be notoriously bad bullies with much the same kind of inexcusable behavior as their young counterparts. The bully is usually someone in a position of power throwing their weight around against a victim of lesser stature or position in the pecking order. Most school districts have zero tolerance policies for bullying, as do organizations. There is not much anti-bullying legislation for education, but employers and employees abide by federal and state laws on harassment and discrimination. Or, at least they’re supposed to.

Because it’s a factor in too many kids’ suicides and due to my involvement in education, young people and bullying is a personal passion. In the current social environment, we’ve just begun to look hard at big kid bullying too. It’s a systemic social issue, we cannot separate harassment from youth bullying.

Workplace bullying impacts well-being, level of engagement, health, productivity, retention / attrition rates and absenteeism, presenteeism (showing up but not really showing up). Some of those effects are harder to measure and assign hard value to, but they all directly affect the bottom line. Harder to measure but more significant is the social-emotional effects and related “soft” costs. And damage to adults is as devastating, lasting and the outcome can be as final as what is inflicted on young people. The worst case outcomes of either form of bullying: violence against others or self-harm including suicide.

If you’re paying attention you know it’s become an epidemic. We’re on our way to total numbness due to the sheer frequency. Reports of unacceptable big kid behavior have become every-day.  While some effects of workplace harassment are immediate and traumatic, others are subtle and take longer to surface. If generally “bad” behavior takes root, it will paralyze and finally choke a society to death. We’re gasping for air.


Update January 25, 2018: the Lid Blows Off

An Olympics team athletic doctor for hundreds of young girls (and now boys?)…many came forward, victims of this predator in power who abused under the guise of medical treatment. This is the most sobering manifestation of the same moral mess. How could this happen right under so many peoples’ noses?

If kids said something to parents or coaches it was to no avail. Decades of abuse, and no one had the balls to come forward against the predator or the institutions. This is a whole lot more damning than bullying and sexual harassment of adults. These are kids for cryin’ out loud, kids doing what they love, kids who put their trust in someone who should have / could have been a very important person in their lives.

Our youngest daughter was a multi-sport athlete and I was a coach for lots of girls’ teams. That was years ago, but ethics were pretty much the same. It was more unspoken: no one would even think about betraying the highest level of trust young people and their parents gave them. Not that I was aware of anyway….

When will the new revelations ever end? How could this happen? Did it happen way back when I was active, but I just wasn’t aware?


Fall 2017

High visibility accusations of harassment exploded in the US and abroad, especially against politicians, top execs, entertainers and other celebs. An entire state legislature (US) signed up for harassment training due to a “pervasive culture of sexual misconduct”. An early November report from the UK is just allegations so far, but there appears to be numerous apparently credible accusations throughout UK government. 

 

Organizations are standing in line for harassment training and vendors are salivating with $$$ signs in their eyes. Their target audience is the rich and the powerful.  Ka-ching—a very lucrative market indeed.

 Right Here in River City?

Majority Republicans in the Iowa legislature have posted a job opening for a Human Resources Director, six weeks after a $1.75 million sexual harassment settlement with a former senate staffer…The job posting seeks a director to “train managers to supervise employees in compliance with state and federal laws and applicable policies and procedures, including anti-discrimination and anti-harassment policies and procedures.”  (November 9, 2017)

Republican legislators own a clear majority in Iowa. The HR hiring move was openly billed as a partisan effort to counter a non-partisan problem. Stop throwing your damned weight around! Try a little democratic process for a change, starting with inclusion. This is political bullying, the alpha dogs peeing on the bush, and it sends a subtle message by design: this is a Republican-only initiative, our Dem peers are so morally bankrupt they’d only be in the way. One, exclusion doesn’t belong in democracy. It only strengthens polarization. Two, exclusion kills buy-in and commitment among those excluded, to the necessary systemic action.

The writing on the wall: “resolution” will surely involve mandatory training sessions. They will do next to nothing to change behaviors. They rarely do. Little will be accomplished except to generate some good political press. With all this heightened awareness it should still be a talking point come the midterm elections, maybe further: see what WE did, without THEIR help.

All that will be accomplished is attendance forms signed, boxes checked, asses covered.

I’ve taught social-emotional development / anti-bullying in schools, and harassment and diversity training in the workplace. Mostly a waste of time and pretty much everyone knew it. No teeth, required check-box CYA compliance stuff so the organization can say “we tried, now it’s all the bully’s fault. See the attendance form, they were here but they’re still jerks”.  No values systems impacted, no behavioral change beyond a wee little temporary smokescreen. Certainly no instant respect for others, no magical transformation of cretins into caring, compassionate people. You can’t legislate ethics, can’t demand decency and respect, can’t write and implement a zero tolerance policy. Can’t just write cool principles, must live by them. Stop the madness.

My cynicism is earned. I wrote “invitations” for HR-mandatory compliance training and I’ve seen the smirks on faces, the resentment and the non-results. Partly at fault: HR is perceived as an enforcement function, the compliance cops, the policy police. With our litigation-happy landscape, they’re forced into the protector role for the business and they’re buried in documentation and record-keeping requirements and the activities that produce those records. Most people don’t see HR as an advocate for employees. Their Job One: protect the company. There is still no champion to ensure people treat each other right, no real recourse if they don’t.

January 12 2018 River City Update

It’s been two months since the original announcement of intent to be “proactive” by Iowa’s Repub legislators. Iowa Senate Republicans on Friday released recommendations made to them to ensure a safe workplace at the Iowa Capitol. The report was commissioned after taxpayers covered a $1.75 million sexual harassment settlement against Senate Republicans in October 2017.

In her report, former Republican state senator Mary Kramer writes, “there is nothing that has changed to prevent additional inappropriate behavior and ensuing problems.” In her opinion, what’s needed is training for all, and a formal reporting and investigation process.

When all you have is a hammer everything looks like a nail. In a past life, Ms. Kramer was in HR and she is now a retired legislator. Her intent is honest, based on her experience.  But I have a few issues with the observations and recommendations in her report.

(1) “…there is no one person accountable for the actions and behaviors…” (each person is responsible, with  reinforcement by peers who hold each other accountable to clear, specific behavioral expectations).

(2) “The first challenge is to make (the stated goal) a shared goal”. (Amen! But the report then recommends public articulation and mandatory training with written acknowledgement of training received. And there’s that partisan Reds-only thing)

(3) When all you have is a hammer, everything gets pounded into compliance. Policies and mandatory training are not the way to get to “shared vision”. Mandatory training and a process for reporting and investigation may ensure a little more compliance and fewer incidents. But no sustainable impact.

This should sound like a broken record by now…the solution is not to fix things with zero tolerance policies and a formal complaint > investigation > resolution process. Real preventive root cause action has very little to do with mandatory check-the-box training. What’s needed is broad commitment to building a community of compassion, a society that values caring, respect, dignity, treating people like people, agreeing that unacceptable treatment of others just isn’t tolerated, truly shared values that become social norms.

A tiny silver lining to the cloud: all this high-profile attention on harassment has triggered broad awareness and possibly support for broad-based action that’s more than lip service. We must become more aware of the deep social, emotional, physical and economic impacts of bullying, harassment, polarization, general incivility. And we must recruit a high-level coalition of celebs, executives, legislators to own a piece of and publicly champion the movement toward greater human respect and dignity for all.

“Sexual” harassment must be addressed as part of the bigger problem: intolerance and sub-human treatment of anyone who is “different than I am” whether it’s ethnicity, religion, nation of origin, people with physical, social-emotional, mental-intellectual challenges. Power is the culprit with formal, positioned power and informal power both subject to abuse. Positional power is a privilege that comes with great responsibilities. It does not include the right to wield that power indiscriminately or unethically. Yes, this is a leadership issue!

It’s nuts, humans suck. And most of us have gotten good and sick of it. It hasn’t magically increased overnight. High-profile harassment is the tip of the iceberg. What about everyday stuff and ordinary people? Bullying and harassment have been around forever, and others besides positioned and powerful men also display unacceptable behavior, expecting to get away with things just because of what they are, hiding behind faux armor, a self-perceived invincibility of power.

Harassers and bullies think they can get away with their crap. They always have. So why the current surge of high-profile allegations and no-longer afraid whistleblowers? As a whole we’re more aware, less tolerant, and victims feel safer coming forward regardless of who the perp may be. Whatever is behind it, it’s high time.

The root cause issue is abuse of power to exert control. Rape isn’t sexual, it’s about power and control. Harassment is a power trip too, different only in severity. It’s a sure bet that men harassing women is more widespread than what we hear about.

And here’s where I’ll probably get into trouble…don’t you suppose women in power positions harass men too? Being a man, it’s a little weird that men are subject to sexual harassment because…well, it just is. But I wonder when those accusations will start flying, and how seriously they’ll be taken?

But harassment is harassment, it’s equal opportunity. It knows no gender, ethnic, or any other bias. A bullying and harassment-free life should be equal opportunity too. Everyone has the right to go to work without fear for how they will be treated, everyone deserves a workplace where they feel respected and are shown the dignity and decency that every human being is entitled to. And young people deserve, and desperately need, a safe and fear-free learning environment where they are treated with dignity, they feel wanted, needed, and are able to excel.

“Zero tolerance for harassment at XYZ! You’ve been trained, you’ve been warned. Now, back to work and behave, or else”

Closing Thoughts

I bet there are plenty of sleepless cads out there right now, transgressors waiting for their accusers to come forward. It’s been a long time coming.

I like to think I mind my manners toward all people. I wouldn’t dream of doing anything inappropriate or harassing, sexual or otherwise. And there are plenty of men like me. Not all of us are drooling, leering cretins with only one thing on our mind that isn’t football or fishing. If good (even good old) boys see bad boys misbehaving, or hear the locker room talk and do nothing, we’re guilty too.

Why does it have to be sexual harassment before it’s wrong?

Why is the perp always a male?

Are all these allegations of unacceptable sexual behavior a signal of a bigger awakening?

I feel we need to more broadly define “bullying” and harassment. Maybe something like unwanted and inappropriate actions of one person toward another.  Period. Bullying and harassment is a gender-free power trip, pure and simple. Unethical or unscrupulous leverage of power is irresponsible, when used in harming or controlling others it is especially despicable and destructive.

Gender doesn’t matter. Neither does ethnicity or nationality or religion. Until we wholeheartedly adopt clear behavioral expectations for all people to respect all others at all times, there will always be harassment. It doesn’t matter how many harassers vehemently deny the accusations, how many are busted, fired or otherwise ostracized. It doesn’t matter how severe the punishment may be for violating laws, rules, regulations, policy. You cannot legislate social norms, values or principles, or ethical behavior. And reacting to a problem or unacceptable behavior does nothing to eliminate the problem, does nothing toward making sure unacceptable behaviors do not happen any more.

Manufacturing taught me a long time ago you can’t sort defects out; you must build quality in. It can be done, and to me the right path is focusing on the community level. More later on Caring Communities. Must bust out a little Aretha….

“R-E-S-P-E-C-T…tell you what it means to me”

What does “respect” mean to you?

See Searching For Our Mojo  for preliminary thoughts on problems and reflections on why I am so committed to making an impact on the human condition. Social Science Fiction (in process) is a thought incubator for preliminary thoughts on what community-level action may look like. Be warned–the bug is contagious. My mission: infect others.

Here is an overview and thumbs of the various posts: Main Mojo Roadmap.