Day Number-Coach's Last Name-Comments

Ex. Day 0-Dimailig-Apprentices are participative.

Day Number-Coach's Last Name-Comments

Ex. Day 0-Dimailig-Airconditioning unit is not working

Day Number-Coach's Last Name-Comments

Ex. Day 0-Dimailig-Please deliver the materials by 6:45 AM.

Cliniquing and Critiquing (C&C) Guide

• What Went Well - refers to highlights of today's training sessions include effective delivery and active participation from all participants, among others

• Areas for Attention - refers to opportunities for improvement in training delivery, such as content, pacing, and engagement, among others

• Actions Needed - refers to specific steps to be taken to enhance training effectiveness, including follow-up actions for the succeeding sessions.

• conversations were very open. a lot of relevant experiences on the ground were shared openly. belief in a safe and brave space is evident.

• for the feedback on the Creed-ACT activity, we encouraged them to express differing opinion or additions, instead of just agreeing. a bit challenging but it encouraged discussion leading to better clarity.

• all were motivated to do the tasks. ii can say that outputs were substantial. some even presented their outputs in a very artistic way

• all admin needs were responded to immediately

• EI Tool- used idioms that are uncommon- e.g., heart on my sleeve, fly off the handle, Action this Day or words such as prevaricate, tick which may not be easily understood by respondents. Good thing, apprentices asked for clarifications.

The afternoon's session guide should clearly state whether the new game will be magic tape or a replay of the traveling tape, as the instructions are for magic tape and the SLE name is "re-play."

In just three days together, Cohort 9 has already manifested a stronger bond as a team.

When comparing the results of the 3M survey between the Cohort 9 apprentices and the coaches' TOT in Linden, we found that both groups identified their strength as Maaasahan. For the challenges, the new breed of leaders identified being Matino as their strength and being Mahusay as their challenge. The coaches' response contradicts this, identifying Matino as a challenge and Mahusay as a strength.

Therefore, the recommendation is to provide continuing technical capacity development programs for the new generation of leaders, and to offer leadership trainings to middle to top managers and senior officers, emphasizing the 3M shared values of the department.

Pwede pa bawasan ang newspaper so it's more challenging

Pre-emption of disempowering me and empowering we.

Disempowering -> Empowering could have been included in the debrief

On Food

To include journal feedbacking tips/techniques for coaches in the ToT

• New support staff easily adjusted.

• Materials for SLEs were prepared and distributed before the schedule of the activity

• TMT (Marvin) is very responsive; he quickly updates slidedeck notes and sends relevant materials for reference

• It was good that the new support staff quickly adjusted. However, it will be of great help if they were oriented thoroughly (e.g., that cohorts have different numbers of pax, toured to the different breakout rooms, etc.)

• On AQ Tool and reference notes, for consideration in the future

  1. put numbers in the items

  2. for the APR computation, put C+O+R+E in parenthesis. just to be clear about how to compute. PEMDAS rule. :))

  3. On CORE, the 2 reference materials share had somewhat different definition or interpretation of the REACH aspect of AQ. should be made consistent

Powerful ang affirmation na inilalagay ng coach sa journal, and eventually pushed them to apply

Could we please possibly process the selection protocols based on what I have harvested from side discussions of the Coaches for possible improvements, to wit;

1. Retain as it was conducted (issue raised: the written exam became an exclusive exercise of not including those who did not make it to the passing mark. There could be potential leaders there who, given the chance to be subjected to the interview may possibly make it through the selection. The downside is efficiency considering the number or would be number of applicants).

2. Make it more inclusive so that those who submitted applications will undergo both the written examination and interview and apply the grading protocol or 35-65 (or was it 30-70). The downside has been discussed already.

3. Each cohort must be enjoined to have a applicat for the positions of RD/ARD/PD so that each will have representation.

The downside to this is that it will become "mandatory" and constricting and may run against the principle of the act of applying for the positions as something voluntary and be based on self-submission.

One thing, does the LGA have the musical scoresheet of Baya't LGOO? I observe we have subtle differences in singing the hymn per batch. It's time to learn from the original piece.

"Ano ba 'tong masking tape na 'to, sinira 'yong trust (na na-build) natin."

I am sensing physical fatigue (and I believe emotional as well).

Is it possible that fatigue may break down the bonds of trust in a group so that one or a few may want to instead undertake the task by themselves?

"Napagod na."

Is this also manifesting in the other cohorts?

There is a need for debriefing for the coaches (i.e. absorbing negative energies)

• 3Cs application on the scenarios. The only instruction in the speaker’s notes is to use 3Cs in analyzing the scenarios. What we did was to use think (reflect using 3Cs and write)-pair-share. And we encouraged them to think of other things they could have done with the scenarios after they’ve used the 3Cs as guide. They generated more ideas and they’re able to identify which objective/s or data gap they were trying to address if they implement actions they have thought of. For those who were reminded about innovations they are currently implementing, they were encouraged to look back at the decision to innovate using the 3Cs

• somebody asked what could be the meaning if they were not able to complete the magic tape activity. coach tico said "you're tired, exhausted. maybe you need to pause." to me, that worked well

Taking off from the observation of PD Moom shared the other day in this conversation platform re: need of going back to the original musical score of Baya't LGOO for want of a unifying standard.

We had the following takeaways which we respectfully recommend:

1. Retrieve the original musical score and lyrics;

2. Identify the composer for proper attribution whenever possible and reflect it in the visual materials for the LGOO Hymn;

3. Revisit the music and lyrics and the gestures (marching, clapping) for possible recalibration for coherence, clarity, updating to the contemporary realities, etc. that will not substantially alter the original in music and thought;

4. The final material will be presented to the top leaders of the Department i.e. RDs, Bureau Chiefs, Asecs, Usecs.

The final musical score and lyrics will be stamped with a Department imprimatur through a Department circular and circulated within the Department and its attached agencies.

This is important to have consistency and standard of the LGOO Hymn especially that it is now being used as a material of the LGOO II/III Apprenticeship Program.

The same process may also be recommended for the LGOO Creed except for the musical part.

Thanks.

There's a need to inform the apprentices to wear comfortable clothing for the Traffic Jam game a day before its conduct