Today on The Jay Allen Show
, we speak with Brent Sutton
, Glynis McCarthy
, & Brent Robinson
authors of The Practice of Learning Teams
. We take a deep dive about the book, where you can enter the contest for the giveaways
, and we talk about the Learning Team Community of Practice
[00:00:02] spk_1: This is what this show is brought to you by safety Streaming safety sm Does Life Well, hello and welcome to the jail in share. Today's Tuesday, August 25th of 2020. I want to let you know that today's conversation takes a deep dive into the book. The Practice of Learning Teams. We're gonna talk about the book. The idea behind the book were also going to talk about a contest about giving away a few copies of the book, and this is not going to be exclusive just in the US, but it's going to be open worldwide. So sit back. Enjoy this conversation that I have today with Brent Sudden Glynis McCarthy in Britain. Robinson. I think you're really going to enjoy what they have to say. Welcome to the G L in June. So I want to do this. And as you guys are aware, you know, wanted definitely have the conversation, but want to take a little bit of some of different a purchase of what Todd had done. If you don't, if you don't mind. But of course, wanted really get into the book as well. I don't know this, and I think the audience might be interested. But how did how did the group get to know each other? How did the whole thing kind of start?
[00:01:29] spk_0: Brent and I, we go back quite a long wait. I wait. Way started. Um, we first met each other in high school. So? So it's a long way long time ago.
[00:01:42] spk_1: So now was who was in Were you in New Zealand or Australia or neither
[00:01:47] spk_0: on New Zealand?
[00:01:48] spk_1: Okay. And so how
[00:01:52] spk_0: the clinic Not So I was just gonna say, you know, it started off in an interesting way, and it's been a friendship that's enjoyed over the years. So it's been good,
[00:02:04] spk_1: but at that at that point, What? What What's the common interest back then is it's not safety at the time. So would what brings you together.
[00:02:13] spk_0: Um, well, back then, I think it was photography that we end up being the thing that we both got into when you say Brent, that would be the common interest back
[00:02:23] spk_3: then. Yeah, and a bit of height. So I think that's to thinking
[00:02:25] spk_0: about a height.
[00:02:27] spk_1: Oh, you have to go further with that. I
[00:02:31] spk_0: can't leave it alone. But you know, But we went there, and that's fun. You know, we started off on either sides of the of the playground, probably at one such. So I end up getting together in the end.
[00:02:45] spk_1: Okay, So this is the PG version that,
[00:02:52] spk_3: uh, brain Robinson with side. He was on the toe grip. I'm on the Colbert. Oh, so somehow one of us were in the core group, but we'll let that one work out at the top.
[00:03:04] spk_1: So then, at what point does Glennis When do you come into the picture?
[00:03:10] spk_2: Blink and I work together before. Before, I really came in a bit of working inclusively and health and safety. French and I worked together at the National Center for Adult Literacy in the Workforce. And a lot of what I did then was supporting companies and governments to think about how they could, um, engage with workers that my head, let's see in language barriers around lots of different conflicts. But a lot of it was around health and safety. So we were working together. I think we'll be working together now. Brent, What is it, six or seven years?
[00:03:46] spk_3: Just easily. The call It seemed points off mood. A Harvard sign. I mean rough today. Yeah. Look, it was a perfectly because J. I had just sold my business to a multinational and I was spinning some time to reflect. And I was really interested to explore this whole notion off what I called safety literacy. And at that point, the organization Glennis was working with was was looking for some assistant or some support around a whole health society component. So I basically felt that it was so left field that it might be worth spending about a time together. And and I have to say it's been very enduring since that time glass.
[00:04:38] spk_1: You chose the word enduring.
[00:04:43] spk_2: Uh, I think a lot about practices being It's really been enhanced by the time that we spent together working it before the National Center that I don't look in the workplace. It simply friends a lot of my own practice, and it really makes you think about some of the barriers that impede really good engagements with working. And given that we, you know, acknowledged that because bring some expertise, a great deal of expertise around work has done, it's really good. Then the head quite assume understanding off what those areas might look like in terms of language, in terms of like a tick in terms of how you have Teoh sometimes present information and a different way because of those various that might be in place.
[00:05:30] spk_1: So let me kind of flipped the script a little bit here. So, Brian Robinson, are you involved at this point to? Are you not involved in this particular sequence?
[00:05:39] spk_0: I'm not involved in that sequence. Britain either, Um, you know, being involved with sort of discussing safety over the probably over God Brent Huntress started. Think part of the last six or seven years and in the business that I've been working and we have used Brent's business quite a few times to get, um, you know, to help us a lot of stuff all the way back to, ah, major incident we had in Auckland in one of their operations in Auckland, and, you know, and then speaking with brain, one of the things that I was getting out of a try came back. I came from a quality background many years ago and, you know, being in operations and then sales and marketing product development. And I was fine with safety that, you know, we're having doing these instant investigations. And, you know, it was it always seemed to end up around the, um, blaming the worker and when and then speaking to Brent, we're having these conversations around. Were, knows, his systems, the systems you got a week on, You know, the workers don't come toe, um, work to be hurt. And, you know, that really sort of aligned with me because that's why I thought about quality and Demming and the way Demming approached quality about, you know, get rid of the checklist. Saand, these numerical goals that you having an And then he introduced me to tarred. And that's when I met you guys last year. You know, really, was that Ah ha moment. You know, if it just makes a whole bunch of since it's it's what some you know, what's new is what's old is new again, and it's aligning with safety Now. I really liked it and really, and that's what we've had this ongoing conversation for a long period time. I've done some work in lean on the two things to me really aligned, and that's sort of where Brennan. I've been discussing how the two things work really well together and then, you know, doing little micro experimentations where we can with different businesses. And I do some mentoring for some small businesses in Australia as well, and we've been trying it out there. It's been really interesting. And so my real interest now is in this construction market and construction safety, and that's very much about lots of forms and lots of picking and flicking. And and I think it's timeto see how we can improve that. Not saying that that's wrong. I think you need that. Some of that you need compliance. You need those compliance tools. But I think you can have much better conversations around safety.
[00:08:09] spk_1: Oh, absolutely, absolutely. And the interesting part is Dimension Demming. And then you mentioned Conklin s. Oh, let me kind of just ask the question. Who discovers Todd Conklin stuff first, and which is it a book? Is it a presentation, or is it the man himself that's discovered?
[00:08:28] spk_3: I, uh, I think I discovered taught. Yeah. Um, if that's what the question is, embarrass. And it was interesting. J a good friend of mine I said, Look, I've got a free complement to take up for the some conference and this is crazy guy talking. What's about to come along?
[00:08:51] spk_1: And not much has changed. He is still crazy, right?
[00:08:54] spk_3: Yeah, my calendar and ahead of free time. And I thought, Well, what's the worst that could happen? I end up getting a free lunch, and I was sitting here listening to us to the sky and in the book, I talk about it, talk, tightening sliders, and I never makes a sleeping, polling Alexis together. And for a reason that resulted with my dark humor. And, you know, it's been a Spicer called a bromance ever since because people what Tom talked about really resonated with my deep underlying principles on value.
[00:09:32] spk_1: So it just to make sure that so some of the people that might have not heard the other episode that you were on here on the show, that was the event where they lost a suitcase before he got there. Correct.
[00:09:43] spk_3: Things always lost when Tommy Federal, I think that was probably one of the cases, absolutely
[00:09:53] spk_1: milk is if I remember correctly you had mentioned on the last time that your ride or the second last time that you're on that that was when he was in short. I believe it was his crocks. And on the stage in in that aspect,
[00:10:04] spk_3: Yes, yes, E right. A few arriving in the Bahamas. He was here in the middle of that one time.
[00:10:12] spk_1: Oh, that's terrible. So and you guys start taking. So you take a look at this. And so do you go into pre accident the book next? Or do you take a look at better questions first? Because I want to get toe. How did you start lining up to get to your book? So, what are you taking a look at? It is work right away, starting from the very beginning.
[00:10:31] spk_3: What? Look, I mean, bitter questions was was the book. I mean, I have read all of Tod's books, but I spies for May putting hop aside because you know that that's its own sort of area. What What drew Probably my attention the most was about this notion of looming teams and the soul concept off looking at thing for my worth sort of component rather than a retributive component. And how learning was important, And I think that reside very strongly with the work that go in us than I had been doing. A swell understanding what they're learning look like. And at the same time, I was completing my certificate in education and it also sort of teaching the deployment and safety. So all these things all sort of molded together. It was just a lot of it was purely coincidental.
[00:11:27] spk_1: So who do you go to first? You go to Glennis first Or do you goto Brett Robinson first to talk about what you've discovered
[00:11:34] spk_3: are both. But I I raved on to buy them like a madman.
[00:11:41] spk_0: Yes, he did. If he was, he was super excited by and it's trying to explain it to me And we, you know, we live about 2000 kilometers apart. So I'm trying to understand and going on to the Web on working out what he's talking about on dumb. You know, those moments that you have, We my ah, youngest is involved in the youth group and they do a lot of outdoor adventure and stuff and they had a major incident where one kid fell and end upping, airlifted and, um it didn't enter an investigation about what happened. Well, the young and the risk profile is slightly different to ours as we get older. And anyway, they came out with all this paperwork, and Brent said to me, Exceed what you should do is get the kids together and getting to do their own risk assessment. You know, you're trying to get 14 year old kids to read 10 pages of risk assessment written by an adult. And we did. We did. We ran Linnington, and it changed the way that that organization, um, looked at it, and it was really, really cool. And it was just like, Wow, here's these kids who are actually doing it saying, Well, these are the risks I can see when we do this in this in this and then we way we got them and that was run by the kids. So the older kids worked with the younger kids, be giving the framework about questions, and then they came up with their mitigation. You know, they had adult help with some of that stuff, but we then took a photo of the sticky notes on the wall on that was there that was a document they went with and very good. It was like, Wow, you know, if we can get young people to do this, You know, we had a couple of crazy things like, you know, could get eaten by dinosaurs, you know, Medio strike or something like that, you know? But the group actually funneled about themselves. I was totally unimpeded and a nice hit. The Brent I seen him a couple of photos and video we had of it. And I said, Well, I see what you're talking about now.
[00:13:46] spk_1: Eso Glynis, let me go to Euro quick. So when you hear this in bird sentence talking to you about everything that's going on, what are you thinking at the time?
[00:13:54] spk_2: I what I thought was that it is an extension off a lot of work that I've done prior about any and purely in adult education space. So for me, the ideas that use control walk meaningful Lee to a group of workers about a situation that they say are facing and that they can bring something to the table that doesn't make sense to me. I think that sometimes we have to change our approach because sometimes of a Fitbit. So which plays the work of my head? Quite dagger spilled so you might not be able to communicate the way that you might do would say many different. He might need to change your approach, but the idea is that, um, talking and a really meaningful way to a group of workers about what they have expertise around. It really does make some things, and it is something that brains and I would do and probably, And it's not any different guys. Um, when we had worked previously together, so is when we started talking about it, and in this instance, and a health and safety things, I thought it was an extension of practice. I thought it was something that really heads of the pit chill to do provide a great deal of insight and values in terms of how organizations married, a difference between how they think work is being done and how it really is being done.
[00:15:14] spk_1: So as the group moves forward, what do you take away from? Better question? What principles would concepts do you say? Okay, we're going to use this to make the book. I mean, the practice of learning teams. What do you decided we're gonna use these key concepts or principles to move forward with?
[00:15:31] spk_3: I don't think it was the easiest sequences that
[00:15:36] spk_1: never is. Of course,
[00:15:37] spk_3: because way really were experimenting Way were taking those those core principles. Well, they could actually get There were core principles because they went to find his core principles. But we took the that I despise what Todd was trying to say, and we wanted to mark our experiment. We wanted to push our boundaries and and when it worked well was amazing. And when it didn't work well, I really struggled to reflect on that because I took it about that. I was sort of lacking some help. And I think the, uh, if we go back to the EPC, enter what made us thin Dr Toe want to go to the next stage was that Ah, by Britain, Robinson myself, we came up to ah went up to Denver for that For that group that I think was we call the big speak all the big
[00:16:31] spk_0: look discussion
[00:16:32] spk_1: with a big discussion. I almost called it the big question, but I was the victim
[00:16:36] spk_3: way we meet A J for the for the first time and I was sitting there and I could just see that this this really group, this group of highly intelligent individuals doing this stuff for a very, very long time still head the's On what item? Wanting questions. And I said to myself, You know, if these guys been doing this for a long time and still, um, questioning themselves in certain areas, that may be what we need to dough is actually to support them or on system by making some of these principles more transparent. And then we were really fortunate that Todd came down to New Zealand just over a year ago now and, uh, did a nationwide tour of our country talking about learning teams and let us and I were RAM made up with Todd. And of course, we met up over lunch because all the best things happened with food. I'm Ed and and that's that's where the challenge came out was, you know, if you want to make a difference, write a book and that that's really weren't steam from Mia.
[00:17:57] spk_1: So what? What is this selling point to you at that time? What does he end up telling you in regards of make a difference? Write a book. What What does he tell you is I know how Todd is. So how does he go about doing this, Guys? Did he come that straight out and say it?
[00:18:12] spk_3: Yes. Yeah, absolutely. I remember what mouthful he was eating at the time because it really was about the whole thing. That, uh, we're having interesting conversation about this whole notion off weaponization. And and, you know, I've seen a lot of systems be given bad names. Um, because people have weaponized them, not not through their own failings, but simply because they knew no better. And I saw that that learning teams in particular could become such a powerful main's off understanding that we we really owed it to the community t to try and support them in together. Some aspires bitter reflection or build about what type of schools did it. The person aid now,
[00:19:16] spk_1: at this point, is this is when you have a conversation with him about actually doing the Ford to the book or does he offer this up to you?
[00:19:24] spk_3: What do you recall, Glennis? I don't think we ever talked about that. I think that we imposed on Todd later on. E.
[00:19:31] spk_2: I think so. I think I'm silly from mine. From my perspective, we have been talking to told a little bit about what we were trialling and what we were, what was working for us, what wasn't working for us. And he said, It's a time this would be a really good thing to put down on Pacer because these are the struggles that everybody else hands when you start to embark on learning things. You know, you just a few moments ago, Brent, you know there's zero times when you take Oh, this is so easy and it'll just comes together and you just come to the end of it. You think, Oh, I'm so great at this. And then there are other times where you think that was really hard work. It was really like pushing the proverbial uphill. And you think, What could I have done differently since? Certainly, early on, we did a lot of discussions between between a sore about what was looting, what wasn't that I members that Todd it kind of goes down. So it's a little questions about practice, and it really made us think about well, what is working for us. What are the times that we feel that we're more successful in terms of that facilitating role? And what are the times when? Actually it's really hard work, water that that we could do differently to really engage with the group of people and to help this group of people do much deeper problems, identification rather than sometimes way had let go of it and a bit trade of problem solution. So the medo, the reason that the book came about was that hold with thankless talking to us about Francis getting us
[00:20:56] spk_3: to
[00:20:56] spk_2: review our own practice, and he was didn't think that's usual. Brought this down.
[00:21:02] spk_1: So, Glennis, do you contact? Bring Robinson to let him know that this is the next idea that's coming up. Or just broaden Sudden do. So
[00:21:11] spk_2: I think I think way only to pay homage to print button. Hey, is the mover and shaker among thistles? Hey, is the fellow is right. This is what's happening on and and he's certainly the sparked between the soul.
[00:21:25] spk_0: I would agree with that,
[00:21:28] spk_1: You know that you guys were putting this on recording, saying that he is the mover in the shaker of the group. Right, It's gonna make sure we're clear here.
[00:21:35] spk_3: I have never won a damn this yet
[00:21:41] spk_0: that he's admitted to at least anything.
[00:21:44] spk_1: Well, the next time you come to the U. S. We might need to make their change on that. Then
[00:21:49] spk_0: there's a little footprint.
[00:21:52] spk_3: Giant is enough flashing lots and you know that we could turn into a dance floor
[00:21:56] spk_1: way could probably do so. So the idea is now presented. You decide to move forward with the book. What do you decide to start using? What is the data said that use that. You say Okay, this is where we're going to move forward with.
[00:22:11] spk_3: Look, from my point of view, he's the irony, and we decided to run a learning team about learning teams.
[00:22:18] spk_1: Oh, that's that's so that's tell hotel. So give me the lay out. How does this work then? How How does the learning Team about learning teams? How do you present it? And who's the Who's? The group consist of
[00:22:30] spk_3: the three of us, and of course I spoke to Todd and into he said Aziz either gonna be the best frickin thing in there is gonna be a total disaster, and we'll let the readers decide on that. But the in the day, it was really important because it allowed us to reflect and and from that reflection, prices, we think that we came up with a structure for the book using some using a mind met we bison credit some structure, and I don't know how the other guys feel, But I'm a lot of ways we actually stuck to the structure.
[00:23:10] spk_0: You know, there's ongoing discussions along the way about what I was looking like and, you know, when we discussed a little different, um, programs out there like, lean and agile in those type of things and then just use some of those experiences that we were having currently on, you know, in the in the in the very recent era. Look at those and go back and look at them again.
[00:23:34] spk_1: So who has the first panic moment of saying? Are we doing the right thing? No. We need to rewrite it. Who's the first one to have that moment? Um,
[00:23:45] spk_0: I think I had a few panic moments.
[00:23:49] spk_2: Yeah, I'm with you. I had lots of panic moments, and a lot of the time I'm Brent Bottom was the one to say, Will it stay focused? I think what what we have tried to do is we're trying to sort of maintains a sort of a story sovereign, see, And what I mean by that is that we have talked about our experiences through our own land. So it very much is about a journey that that's authentic toe to each of us. So we've really tried, not sort of stray away from This is what our experiences magazine. This is how we have done us. And you certainly see a lot of that narrative in the middle of the book. My brains about different, different times. It was used, it was different. Successors was different various that have been put in place. And I think that that's why this book a salute so nicely is that we're not stepped on one another's toes. Weevil brought something quite different. We've all got a slightly different perspective on, um, on learning pains on what it is that we can contribute to the space on. I think that that really wise this has worked really nicely.
[00:24:55] spk_1: Well, I look at this and I'll tell you, I was lucky enough to actually get in early copy of the book, and as I looked at it, I really felt that going over the information, it really expanded a lot on where better questions left off kind of some of the components that was building out. And I have to say, if I had to ward it very shortly, this is going to be the gold standard of learning teams. This is going to be the book that people will need to read to have a better understanding of it. And I know that that's probably a terrible pressure point to put you on as your on the line with me. But as you can see, based on some of some of the things that have happened since you released the book, a lot of people are already getting, you know, the books getting a lot of attention. So there's we'll call it phase one here. What's gonna happen next? Is there another sequence? What? What is your plan? Your next plan and I know we're kind of in the middle of pandemic right now. is we fully are aware but worry Where you taking this next?
[00:25:56] spk_3: Well, the good news day from from some of my perspective, is living the further for this country the world from Everest way used to dealing with distant sometime. So first, the pandemic is something an inconvenience for for a for a period of time. And we wanted to use this azan opportunity to build community because we have always been used to being out to do things remotely. Um, you know, face to face, Aziz. There have been an issue for us from that perspective. Uh, once again, from the very beginning, we talked about the fact that they had to be three books. The these things that there has to be some form of sort of continuum for that. So the practice of learning teams was was really about establishing that, that vice lout. And I have to say from from my point of view, Todd's ah, second to last book around that the principles of liberal press performance really helped because, you know, one of things that way, I think of the very few things that we did was to define. What were the five principles off alluding time because that was the but that Waas the tomb missings not fear that the person, when they read the better question book had to work out for themselves what those core principles were. And we wanted to be slightly more of it than that, and it's no different. Todds book around those five principles has really helped hot move along that direction. So we felt to pay homage, we would do the same thing about learning teams.
[00:27:43] spk_1: Now let's go to go into that for a moment as we kind of go further it a little bit down this path. You also want people to be fully aware that this is a separation of learning teams from hop. Why did you decide to go down with on this particular angle with it?
[00:28:01] spk_3: What for? But from my perspective, this There's two things. There are groups of people that very evangelical, and they love what I call the lightest, shiny toy, and I typically jumped from system to system. You have fit other group, and that will try things out. And if they don't work out, though, blame others. I've certainly seen from a health and safety perspective. That's divide between what we call safety one people on safety, too. And I understand why those divides exist in those divides aren't solvable. But we felt early on that out looming teams was so powerful that learning teams could across any existing system and approach that you know, when you try and put new systems. And we talk about the issues around convincing leadership about creating those champions. Humus groundswell. We felt that looting teams wouldn't Feist those time types of issues because learning and improving its a fundamental concept. What's your thoughts on this?
[00:29:15] spk_2: Yeah, very much so. I think that learning teams, for me at least, is a framework to have meaningful dialogue. And I think sometimes we forget about doing that. I think sometimes we think that we are doing us, but actually what we're doing is very one sided. So I think that this complement an existing system. I don't think it needs to be a system aside from it is something that you can use looking food and deeper understanding about what's really going off and how people are inferring things help. People are translating ideas on how people are doing things so for me. This doesn't have to compete with existing systems that people might use their existing frameworks. This is a framework so that you can get more meaningful dialogue.
[00:30:01] spk_1: Brian Robinson, What do you What do you think? Why I
[00:30:04] spk_0: did it from a lean perspective and then it just it, you know, we've been using five wise and there's nothing wrong with five wise. But when we were applying it to some of the stuff that we were doing, um, we found that, you know, if we opened it up and and didn't put numeric around five or four, we didn't feel that we've done the right job, only getting four wives instead of five. We're doing some of these things, and we just opened it up and and let people have their import and each and each person had a different level of important was really, really good on. And it deepened the conversation and what I liked about it. And, you know, Brent has talked about this quite a bit. You could see the difference between individuals learning together in the organizational learning, and I used a couple of lean tools that we use to try and capture that and say, Well, this is what it looks like so we could share it really relatively easily across, you know, the organization. And it was for me. It was about that deeper learning. And I, you know, a couple of instances that we talk about where, you know, we just got some stuff out of it. We would never have got out with any of the other tools that we were using. And we're still using those tools, and I and I'm I totally agree with Glenn a Senate. It just adds a new level toe what you're doing, and it's incredibly powerful. And now there's a nice framework you can say, Well, we know whereabouts. How you want that on that Learning teams learning, um, journey and and reflection with the other thing that really came out for us as well. You know, lift the guys and and, um, girls go away and think about then come back and getting back together again. And all those things just really started the gel on these on these different areas that we looked at.
[00:31:59] spk_1: So as you take a look at this whole thing across the board So Brent sudden just referenced a few moments ago that there is going to be a book to in three. Now, if people I know that people are gonna get their appetite wed with the book, what if they want to know him or information? Do you have anything that's gonna be coming up really geared towards the practice of learning teams like Is there like a workbook, a companion book, something along those lines to take a deeper dive.
[00:32:25] spk_3: So ultimately but part of the process going forward J. Is the practice of learning Teams really establishes that that framework but that ability and I think one of them. But I just take it back a little bit. What are things that I learned from Blinis? A long time regard was that we can't get practice. It is to improve if we don't show them what God looks like. And part of that whole adult education piece on that I've seen that's been missing a lot, and safety around the world is that if we can't show someone what good looks like and we don't give them the ability to understand where the gaps are, how can I possibly go down a journey off improvement. So what one is about that? But one is about giving those people. That is those those principles. And it is part of that. We will be looking to offer support to community. I'm around that, um by extending that we've included in the book. Ah, whole raft off free resource is And those those resource is can also be found them all the whips on the website are looting teams booked up calm as well. And we a currently looking at How can we offer other top two things to the community to support them? Bitter in terms of things like creating some journal type products are just ongoing support and mentoring. And we're even having that conversation about a book club, that ability for people to get together and simply reflect on what they found from the process.
[00:34:12] spk_2: Yeah, I think the one thing that I would use that we were talking I think the one thing that we should possibly extend on isn't notion of community of practice. And the thing that I really wanted to sort of maybe put across is, But this is how we have developed this book that we hair community apprentice among the three of us, and we're seeing the real value off the tables to pitch their ideas out with one another and used one another is sort of almost like since tickers on. I think that so much of what we're trying to achieve is a bigger notion of community, of practice, with practitioners that really can be from anywhere in the world and that we have opportunities that picks out and talk about what's working for us. What a good practice, what to track some good practice. And how do we make sure that we are canvassing the right information both in terms of really providing booklet with insight about how work is done but also equally is important before organization so that they're able to so use that information and to inform practice.
[00:35:17] spk_1: And now, how soon are you thinking about going to market with something like this?
[00:35:21] spk_3: Ah, within the month, basically.
[00:35:26] spk_1: And then, of course, you know, I'm gonna have to ask a couple questions, cause I'm always curious about this. Are you putting out an audiobook version of this
[00:35:32] spk_3: off course? Um, it once again, the integrate internal conversation is Ah because the book is made up of three people. End the Ford by Todd Conklin. You know, having those four voices across that book will be quite powerful, and you know we're going for that looming experience at the moment on the whole audible side of it. And the good news is that once we've gone through the pain and suffering off the first audible book, the
[00:36:02] spk_1: risk of having a relatively straightforward yeah, I've been told that in the past some guy named Todd Conklin has told me that a couple of times.
[00:36:11] spk_3: Look, even the difference between the printed book on Amazon and the Kindle Book was a fascinating experience for which I conducted by unlearning team on.
[00:36:25] spk_1: So, you know, I'm gonna ask the question because because there's there's people out there that have asked me. We have briefly discussed it, and I think it might be time to let people know if you're okay with it. If not, we're kinda already on the hook. Has already started dogging about it. Can we talk about the podcast?
[00:36:40] spk_3: Absolutely. Would you like to
[00:36:43] spk_1: say about you? Why don't we just why don't we throw it to somebody else? and let's see what they have to say. Let's get their feeling about it. Are you doing a podcast?
[00:36:52] spk_0: Yes, we are.
[00:36:56] spk_1: Now everybody's hard sunk. Now let's move for and eso So give me the reference on how this is going to look. Would have what learning teams Have you done, Teoh to set up the podcast?
[00:37:09] spk_3: Yes, you know, And we've gone full extent. We have done a complete mind map. Almost. Um so the first thing is we wanting to do something that's a little bit different. Uh, and when we say different, we're looking at a podcast series. We're going to all tonight between a practitioners journey with, um with learning teams. And we're gonna alternate that with the ability for community to participate in a podcast as part of my learning team with the three of us. So so that the basic contact off the show and of course, the show was when you called the practice of learning things That sort of makes perfect sense is that when we look at a practitioners journey, what we'll interview a person will look for about five key components from that and then both myself. Glennis m. Brint will get together and will reflect on what that practitioners shared with us and and will provide some of those reflective use to the audience at the same time. What asked the audience to participate on an online survey about what? How they found about it and also the types of things that they're trying to deal with. We're gonna take those thin and then create that into the sick and part of the format for the show where we can take what, what the listeners a grappling with and then run that as a learning tame with the three of us. So
[00:38:46] spk_1: So essentially, this podcast is gonna be heavily driven by your listeners audience members on what they want to hear to move forward, is that correct?
[00:38:55] spk_3: Yes, because they're the experts were not with the facility itis.
[00:39:00] spk_1: And then you had told me separately, and I don't know if I should bring it up Now that Glennis is the main host for the whole thing.
[00:39:06] spk_0: That's that's what we all agreed.
[00:39:08] spk_1: Okay, I'm not gonna say anything. I'm sorry, Glenn is We couldn't hear you. I get, I guess. Well, this you're agreeing to it. Okay, cool.
[00:39:23] spk_0: She's noting it
[00:39:25] spk_2: out. I'm really good at making some really good.
[00:39:30] spk_1: So do you have so all joking aside, Is there a rough date or scheduled date for this to start for, for the for the first episode to come out? What are you looking at? Timeline wise.
[00:39:40] spk_3: Uh, I'm hoping, Jay, that the first there's a plan that will be talking sort of tip timber.
[00:39:47] spk_1: Okay, we can and then just just for us to be 100% open, this particular podcast will also be joining the safety of FM network of podcasts and the radio station aspect. That way, people out there can take a listen on either method off. What's going on? A been very excited about this actually taking place, but I knew I couldn't talk about until we did her interview here. So I'm really excited when what you've done as what the group has done with the book and what you're moving forward with. Is there anything else that you would like to share with the audience or more information on when there can get more info about what's going on with the book
[00:40:25] spk_3: from our perspective, the you know, the podcast is really have become the front end of us that's gonna be about providing that community that ability to participate in and build from it. And, uh, yeah, that that the book is really proud of that learning experience for that for that person. And we will continue Teoh sort of ah, promote at whole building a better community on, I think, from from my point of view, that standby so important. And it may be that we end up with separate strings around safety, quality and operational excellence. And the thing that we haven't really spoken about Jay is that for many of our listeners, they have always thought about learning teams within the perspective, off doing post event investigations or, you know, post post event reviews and this book, Really, I suppose, shatters that view and that that we believe that that looming teams are going to be just as powerful, not just after things have actually happened, but also around the management of change and also around this concept off a everyday looting time which is building that distinction between what workers learn and what the organization learns, and that from an everyday perspective that is the ideal opportunity organizations toe learn by gathering what we call Thea intelligence with it business intelligence that is happening with workers in an everyday environment. So we're really looking to extend that whole notion off. Operational learning, which is to me, is really, really exciting.
[00:42:15] spk_0: Yeah, we feel we see a lot of opportunity in that particular space around the everyday learning and gathering his Brent said, What the workers A learning individually, huh? I I see that, you know, in the construction industry, I see it being really important, and there's gonna be some great value derived from that as we move forward. So, yeah, that's that's a super exciting part of what we're doing at the moment.
[00:42:42] spk_1: So when you first came up with the idea as a group for the everyday Learning team, what sparked it, what was the what was the lead that said Okay, boom. This is what we need to move forward with.
[00:42:56] spk_0: And if I look at it from I was doing some work with, ah, a couple of large construction companies and you know, they have these pre starts every morning, which is a lot of very bored people standing around for, you know, 20 to 30 minutes a day. And so what we do is we flip that round and then started asking the team that was there, you know, what were the issues you're having yesterday? What could we do, toe improve them and then trying to start that conversation off? And we started getting all this really cool feedback. And then it was about capturing it and then on the really important thing was doing something with it after that on dso Brennan. I'd spoken about it a few times because he, you know, he and Clinton had experienced these previous these pre start things they do, Onda, you know, if you've got 100 people standing around on site and you're doing these pre starts all over the place and it's 30 minutes at $90 an hour, you want to make them as valuable as you possibly can, and that's where I really got. I got super excited about about that because that's the stuff that's coming in every day. And how do we capture that? Hell is the business. Derive some value out of that as well as the people doing the work. You know, It's really interesting because it really came back down to that question about, um, you know, workers imagine versus work is done and understand that different.
[00:44:23] spk_1: I still think that a lot of us suffer art understanding exactly what that means. But I'm glad that you bring that up and and I say that sarcastically, almost to an extent as I mentioned that. So if people want to get Maurin Formacion working, they go to get to more info about the book
[00:44:37] spk_3: right now that the website eso learning teams book dot com thats place to God is one of the moment. We're currently busy in the background, getting some platform component boat up and for, you know, for people in the the Europe, North America, South America, Asia markets, the books on Amazon by Thumbprint and Kendall Addition, our for our listeners based on the New Zealand and Australian market. Uh, the Kindle version is available for download straightaway. Obviously, they have to wait for the book version. If not, they could also pre order the book on the same website, and we're shipping that out from here. And, as you know, J. Woods simply waiting for some stock to arrive at the moment.
[00:45:33] spk_1: I thought you're gonna turn around. You're telling me that you're making authors copies where you're doing? All three were signing them. No pressure there to
[00:45:43] spk_3: show how cover nine, right?
[00:45:46] spk_1: Yeah, Probably will not go to, well, people like, don't touch anything right now. Yeah. What do you
[00:45:52] spk_0: think In?
[00:45:54] spk_3: Yeah, and in lots of hand sanitizer on the page afterwards. And look what we We would love to come into a book signing in the US. I'm just not too keen on the two weeks of isolation when I arrive in the two weeks of my selection. My return?
[00:46:10] spk_1: Yeah. I mean, if you're gonna do that, might as well commit to coming here to Florida. I'm sure that you would really enjoy it.
[00:46:18] spk_3: You end Aziz we spoke with the other day. I'll be building my little bubble my little world to
[00:46:24] spk_1: London during that time. I totally understood. Well, Glenn is Brent, Brent ideo Gladys writing Brent, I really do appreciate you coming on.
[00:46:34] spk_0: Thanks very much, Jay. Really. It was fun.
[00:46:37] spk_1: Okay. Safety FM listeners. Ah, lot of information to unpack here, that's for sure. I appreciate your taking a listen to this episode that we have going on today. Well, let's talk about a couple of things that came off the show here. The practice of learning teams is now available on Amazon. If you're interested in taking a look or the book, you go to amazon dot com, Ford's last shop, four slash Safety FM, and we have the book readily available right there for you. Also, the practice of Learning Teams Podcast will be available on Safety FM coming next month, so we'll actually have some more information about that as it stands to start rolling out. Additionally, if you're interested in the chance of winning a free copy of the Practice of Learning teams, go to safety FM dot com board slash contest that safety FM dot com board slash contest. This contest is open world wide, so let's make sure that we're clear on that one. Find out more information about what's going on with the practice of learning teams. The community and the book go to go to learning team books dot com A lot of information right there. We're going toe actually have some mawr information in the notes at the very bottom of the episode anyway, thank you for always being the best part of Safety FM, and that is the listener. I could not tell you how excited I am about this new book. The Practice of Learning Teams with Authors Works Sudden Gladys McCarthy, Inbred Robinson Ford By Todd Conklin. Remember Safety FM is the home of real safety. Talk will be back with another episode of the J. Allen show Before Too long. Goodbye for now. One small of the J. Allen show home
[00:48:46] spk_3: the views and opinions expressed on this podcast or those of the host and its guest and do not necessarily reflect the official policy or position of the company. Examples of analysis discussed within with podcast are only exam. It should not be utilized in the real world that the only solution available as they're based only on very limited in dated open source information assumptions made within this analysis or not reflective of the position of the company. No part of this podcast may be reproduced, stored in a retrieval system or transmitted in any form or by any means mechanical, electronic recording or otherwise without prior written permission of the creator of the podcast, J. Allen