July is a special month to celebrate freedom. It has been said that the public and personal freedom that comes from the formation of the United States of America is an ongoing social experiment of endurance to see how long a group of people can self-govern. It has also been said “a house divided against itself cannot stand” – Abraham Lincoln. Similarly, organizations in a capitalistic society need prudent leadership to foster social equality, which is inclusion regardless of race, ethnicity, religion, gender, age, or sexual orientation. Inclusion means all people are given equal opportunity to achieve their full potential.
Freedom is generally described as the right to act, speak, or think as one chooses without restraint. However, for every actionthere is a reaction – some good and some not so good. Freedom of choice means you have personal power to decide and select what you want. However, decisions have consequences that are not always desirable, and hindsight is always 20/20. Here is where freedom displays its true form in the hearts and minds of people, and where self-governance is a public and personal responsibility. However, people must believe they have the right, duty, and ability to govern themselves, otherwise they will not take personal responsibility to keep freedom. Likewise, organizations need capable workers, who believe it is their personal responsibility to perform well and do their jobs with integrity.
Personal responsibility and decision-making are indispensable to each other. Seasoned talent development (TD) professionals are known for being resolute in personal responsibility and prudent decision-making for self and in helping others build personal capability.
Last month, I asked the question:
What different or more actions should talent development (TD) professionals be taking in their own life, personally and professionally, to impact effective change within organizational workplaces?
This month, I offer suggestions in the spirit of personal freedom to self-govern, self-help, and self-lead in personal responsibility to make and keep organizations great:
1. Be an advocate for building a workplace culture of lifelong learning. For example, use the ATD Capability Model to develop active listening, facilitating dialogue, and developing skills to express thoughts, feelings, and ideas clearly, concisely, and compellingly.
2. Connect talent development to organizational culture and performance goals. For example, include self-reflection activities in all learning activities to process thoughts, emotions, and behaviors in constructive ways to reduce complacent thinking and increase action-oriented thinking “to do what you can, with what you have, and where you are at” – Theodore Roosevelt.
3. Center talent development around how learning occurs and make it inclusive with diverse perspectives. For example, set up a safe space (e.g. webinar, etc.) for candid conversation to foster informal learning. Here is where the TD professional can facilitate authentic discussions coupled with listening strategies to create a psychologically safe learning environment for work staff to hear and understand different perspectives with empathy and acceptance, especially during these unprecedented, emotional times within our nation’s history. Encourage open minds and hearts to be kind, compassionate, and willing to understand differences.
At last month’s event, Betsy Barbour, an expert in intercultural communications, provided a fun and engaging session on how to master proactive learning strategies to anticipate and respond better to changing needs. She emphasized intercultural communications and global community building on how to organize thinking to support employees at work and make their jobs easier by giving them the information and learning they need just when they need it. Also, to become more conversant with the ATD Capability Model in the areas of Cultural Plans and Communication, Strategic Planning and Critical Thinking.
This month, Dr. LauraAnn Migliore (me) will be presenting on decision-making models using the principles of prudence, evidence-based management, and bounded rationality to improve the TD professional’s strategic impact to the organization. Also, I will be facilitating discussion on data and information handling, logic and rationale, and anchoring to core values and beliefs. This participant-centered dialogue will help attendees gain new insights and expand personal and professional perspectives in the decision-making process, including new techniques.
To register, click below:
Together, We Create a Southwest Florida Community that Works better with You!
I look forward to seeing you online for the July 29th TD Event!
In the meantime, stay well, stay positive, and keep pursuing capability for intentional learning and leading! You can personalize the ATD Capability Model for your needs, as you reflect on your current field of practice for today and tomorrow. Access the model and take your self-assessment: https://www.td.org/capability-model/access
LauraAnn Migliore, Ph.D.
ATD – Southwest Florida President