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I hope we honor the process as much as the outcome with respect to this competency. Especially in this spirit of being > doing.

Proactively planning, for example, time and space for reflection in our portfolio. Rather than in 2-3 days stressfully incorporating that into our portfolio. And saying hey, it's okay to not push this through -- while pressing, who are we pressing in the service of our work?

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So much of our self-learning seems to come across as siloed/individual, but like today to much power comes in doing this in community. How can we build opportunities to share/deepen with community?

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Centering growth mindset and opportunity for learning through challenges, failures, etc., is something that is a constant focus AND it's challenging... Also intentionally reflecting on what biases might be held that impact our own abilities to stay in a learning/growth state... this takes vulnerability and effort, but is so critical to us growing as individuals and a collective force for change.

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Feels great to have the expectation named and codified around self driven learning. It also seem like we need the supports/structures/tool to enable everyone to be able to do this in a way that enables all staff members to really do this in a way that allows them to thrive regardless of their position, role, knowledge of the organization, access to $, etc.

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I often reflect on my own practice, and yet sometimes get caught in my own failures, asking myself questions tied to my own self-doubt/imposter syndrome (am I the right person for this? what value am I adding?); in these moments, I wish I had  spaces to reflect and work through these moments of failure in ways that are productive and supportive.

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I'd like an opportunity to continue to grow as a leadership coach. I'm considering pursuing a coaching certification. I'd love some guidance on how to pursue that through Transcend.

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I create space for others to deeply reflect but don't hold as intentional space for myself. If you want to do anything well the space is needed

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One hurdle we encountered pertained to our perception of the term "failure" and the need to transform our perspective on it. We had grown accustomed to striving for perfection and avoiding letting others down with our efforts, which led us to operate with a fear of failure. Consequently, we needed to reshape our mindset to regard feedback as a means of enhancement, to ask pertinent questions, and to recognize that achieving flawlessness in everything is not attainable.

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There is a real tension between where this structure lives and breathe; particularly in a way that empowers folx rather than perpetuates power (identity, role positionality, etc.). A wondering I have is how does this intentionally live in a structure that structures empowering of the individual within a team, rather than perpetuates power dynamics. Co-construction...

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I love the competency of Driving Self Learning and I think there is tension between reflection/perpetual beta and perfectionism.  How do I work to get better while also maintaining a healthy bar of excellence?

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Honestly anything that connects being to doing the way we did today. But one thing that came up specifically in our discussion was the idea of celebrating the diversity of ways of being and noticing when we're treating a subjective way of being as objectively better or worse because that's been reinforced in society and our socialization. And having the antidote of that be awareness + many models of ways of being that can be 'effective' in our collective work here

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There's a part of me that struggles with the idea of aiming at constantly working to develop/grow, because I also want to have space to rest and BE and I wonder if maybe just leaning into my strengths in ways that support our mission/vision (vs. working to constantly improve around growth areas) is the best use of my time.

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Less doing, More Being

The constant energy that we give to the anticipation of barriers, constraints, or potential challenges stiffles creativity, innovation and limits our efforts to push beyond the status quo.

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Taking time to honor and affirm the "ebbs" (of the ebb & flow concept) when we're not feeling like we're in perfect alignment or 'have the right answer' or 'working in our purpose' is so critical and necessary. Almost a foundational part of 'becoming the I am'

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We discussed that the hardest part of this competency is around how our biases, mindsets can impact our teammates. We often think about this in respect to our school partners and those we've supervised but with one another it can often feel like it's not needed when in fact it can help us achieve our goals faster.

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Self-reflection takes time, but so doe learning. An ask is for the time to pursue individual and collective learning.

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Is this competency how we "walk our talk?"

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Is this competency how we "walk our talk?"

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We tell communities that they need to pilot and see "failure" as a pathway for growth. We tell them that they need to reflect on their practice and its impact on learner experiences and outcomes. We tell them to examine their biases, mindsets, and beliefs in LCLL and the design process. If we want them to do those things, we need to be really really good at them ourselves!!!

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There are lots of competencies - and they are all really good - but there a LOT.

How can we prioritize them to allow for focus and growth, without letting go of the whole or de-prioritizing something important? How can we trust that has an org we are holding onto the whole, without each person needing to excel in all of them all the time, to be all things to all people all the time?

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What are the enabling system elements we need to have in place to support self-learning?

The PD fund is one
But how do folks learn about awesome PD opportunities? How can share back learning from those PDs?

How can we build in time into our work schedules to this work?

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YES failure is a rich  opportunity for growth and also SUCH a hard action to put into practice in a truly authentic way.

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A lot of resonance around the importance of reflection. I wonder how we make this indicator much more of an intention in our projects?

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Our group seemed to agree with these statements, AND we feel like there's not currently adequate guidance, structures, spaces and routines to support it. If we want people to drive their own learning (which we do), then we also have the responsibility to support that as much as possible.

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What is our shared schema of " add value to Transcend overall" when thinking of self learning?

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It is so easy to support others/partners in their mindset work and reflections on biases etc., but it's much harder to carve out space to do that myself. I think that this takes space, intentionality, and work to turn into a beneficial practice. Especially when working with the same people repeatedly, it’s easy to take working relationships for granted without stopping to consider these things, even though I know that mindsets, feelings, biases, etc. underly all of my actions and that tapping into them will make all of my collaboration and "do-ing" better. (caitlin, inspired by benita and indi!)

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Creating Intentional Space for Reflection

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Creating Intentional Space for Reflection

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My wonderful group chatted about reactive reflection vs intentional reflection and we realized we all tend to reflect as a reaction. To help this shift we are going to try to calendar time for this to ensure it is a part of our work practice.

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The competencies say we, so how can we make sure we are all really doing this self-learning—individually, as teams, and as an organization.

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Creating the space for self-learning in a way that works for each individual would be such a gift! Intentional time for independent self-reflection for those who prefer processing alone, coaching trios working together on self reflection, etc

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Build in the routine of written self reflection into L&B. Structured with prompts!

Failure learning across the org. But don’t call them failures. Maybe big bets. Like the book Big Bets!

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I often feel a lack of space to do the reflection aspects of this competency based on expected deliverables of a project. I need some help figuring out how to elevate this work to the same level of importance as project work!

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Deep alignment around feeling failures as rich opportunities is right and possible for us to others, but very hard for us to accept as individuals- because of our desire to get the best result for kids the first time.

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I feel a tension around "failure" and the urgency of our work, meeting goals, and showing evidence that our work is having impact. At times I feel like I can't risk making a mistake.

It could be helpful to hear and share more stories of "failure" and what came of it, to really help reinforce that that IS the work, it's not work on the side.

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Directions:

Create a new post and share your response to the prompt below. To add a post, click the plus sign at the bottom of the screen and then select "Publish".

Reflection Prompt: What insights or ideas emerged from your reflections that could shape our future offerings to support your growth and development in the Drives Self-Learning competency?

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