This newsletter covers what happened in January and will give you a heads up on what to look for in February and the months following.

In this issue:

“Imagine so valuing the importance of developing people's capabilities that you design a culture that itself immersively sweeps every member of the organization into an ongoing developmental journey in the course of working every day. Imagine making the organization itself--and not separate, extra benefits—the incubator of capability..."

― Robert Kegan & Lisa Lahey, An Everyone Culture: Becoming a Deliberately Developmental Organization

As we move into this New Year, the Academy is becoming a place that incubates the capability of each member. We are striving to be bold in actualizing the Academy's vision of transformation through performance-based learning and growth. We are elevating our practice as a developmental community and unlocking the self-potential of our members as articulated in the overarching goal of the Academy’s Strategic Plan2020-2025. Under the theme of “Planning for Growth”, the winter meeting activities were designed to take participants out of their comfort zone by integrating developmental principles into each activity. Each day began with a reflection to bring participants together to support both individual and collaborative learning, growth, and performance.

The program provided opportunities for each person to strengthen performance by applying the GROW model (John Whitmore, Coaching for Performance) as part of “Developmental Mentoring/Coaching.” The GROW Model works in concert with coaching skills and behaviors in diverse circumstances. It focuses on unlocking the potential of individuals and teams to maximize their performance. For example, a new supervisor convenes a team to design a peer leadership program, while coaching them in effective teamwork.  The team (1) establishes the Goals (desired results) for the project and then (2) assesses the current Reality (previous actions and outcomes); (3) considers Options (alternatives); and (4) articulates the Will (plan of action) to complete the project. The 4-step process is simple and effective.

From that point, members engaged in multiple activities that integrated the GROW model, beginning with a session on “Intervening in Learning Performance and Becoming a Better Process Educator.” While change is uncomfortable, we know that it is essential for individual and organizational growth. Sometimes, our growth exposes our deficiencies in knowledge, skills, and mindsets, whether we are new or senior level learners and facilitators of learning.

During one luncheon discussion, we explored how Process Education can be a tool for "Eliminating Bias and Injustices.” This created opportunity for us to embrace the moment and "get into good trouble," as articulated by civil rights activist John Robert Lewis. “Good trouble“ means taking a risk to do the right thing, such as speaking up for equity and inclusion or infusing equity into syllabi and activities. We are not divorced from the issues that impact our society. Challenging the status quo is often essential to improve one’s quality of life as a learner, a facilitator of learning, or a leader within their human development space. These things provided an opportunity for us to look deeper into ourselves – “Emerging Leaders – Chosen to Lead; What Now?" and "Strategic Anchor." Both required reflection on our values and how we perform our roles.

The winter meeting also provided the space for strategic planning teams and the annual conference committee to focus on priority tasks to achieve the Academy’s strategic objectives. We invite you to browse the resources from the meeting.

Would you like to share an innovative practice, design a new learning construct, or deliver a presentation that elevates our performance? Let us know your developmental aspirations so that we can support you on your journey. Become an active part of incubating capability so that we collectively shine as Academy 2.0. You are an important part of our learning, growing, and performing at the next level of excellence. You make the difference in nurturing our collective capability as a leader in the transformation of education!

 "Learning is not attained by chance; it must be sought for with ardor and attended to with diligence."

— Abigail Adams, 1780

Recent Board Meetings

Remember, you can find out the Board’s current work by checking the Academy Board Meeting Agendas and Minutes posted on the Academy members’ page:

December 2020 minutes (approved)

January 2021 minutes (not yet approved)

Summary of January Board meeting work:

In January, the Board

• Approved a budget amendment to provide Webmaster stipends

• Received updates of Summer Conference Planning with request for more people to help with assessment, technology support, and program development

• Developed parameters for scheduling 2022 Winter meeting

• Endorsed plans to develop ways to create Process Educator Profiles

The Next Board Meeting is scheduled for Wednesday, February 10, 2021 (noon EST).

All Academy members are welcome to participate. You will be able to find the agenda for the meeting as well as the needed information to attend through Zoom on the Academy Member site.

The Conference Planning Committee continues working to develop the plans for our 2021 virtual Conference on June 24, 25, and 26th. The theme is Experiencing Growth in Times of Change. We strongly encourage Academy members to register for the conference as early as possible so the committee can plan accordingly.  Here are some important things we are working to make the conference valuable for all members.

•  →  The Conference Theme Experiencing Growth in Times of Change and Goals can be found on the PE Conference home page.
•  →  Conference fees are $140 for the full three-day conference, and at $70 daily for members who would prefer to participate for 1 or 2 days only.
•  →  The Registration Process is open now and can take your credit card payment via Pay Pal or by check.
• →  The Call for Proposals is active and we urge all members to consider making a proposal soon. The types of sessions are described on the Call for Proposals page. You can submit preliminary ideas by selecting “Submit a Proposal” and completing the 5 required fields.

      →  Deadline for initial proposals is February 8th

      →  Final Submissions are due by April 1st

•  →  A preliminary Conference schedule will be posted soon so that members can see the general plans for each of the three days. There will be inviting Social Time experiences around provocative topics including highlights and conversation from our Hall of Innovation presenters. The planning committee is working with Academy officers to create Keynote Presentations that will move the Academy Forward. The planning committee is seeking topics and presenters for Plenary Sessions that address critical issues related to the conference theme. There will be a a strong Technology support team for presenters and participants.

Collectively, we all face significant challenges in making higher education more accessible, more meaningful, and more effective in these turbulent times. Get involved as we gather together to bring a Process Education focus to meeting these challenges. Hopefully, you are energized by the theme and goals we have selected and are motivated to share your expertise with our members!

If you have any questions about the registration, submission process or guidelines, please contact Patrick Barlow

When approaching Process Education for the first time there are a few foundational concepts that should be covered first. One of these is the Theory of Performance ToP. To see your life, each of your roles in life, and each meaningful task in those roles as performances is a profound paradigm shift for many. This becomes so central to the ideology of PE that it leads the charge in Learning to Learn: Becoming a Self-Grower and shows up quite early in The Faculty Guidebook.

In module 1.2.1 Theory of Performance, Don Elger treats us with a classic Process Education model that is so useful for dealing with learning that many of us have interwoven it into our regular teaching practice. The selection of this module is courtesy of our current President Joann Horton, Ph.D. who says:

"The Theory of Performance lays out a clear framework for understanding the learning performance of self and others, regardless of role within any context. It is also viable when exploring how to improve my performance and that of others -- college students and staff -- in striving to achieve institutional and personal goals. For example, as I strive to improve my social media performance, I can analyze the barriers to my performance and plan to improve them. The Theory of Performance works in concert with the assessment methodology, which creates an environment for swifter learning and progress in developing social media skills, such as concise writing on broad issues.

The Performance Theory helps students who are at risk of failure based on their academic skills. This theory permits them to observe their performance from a personal perspective and develop strategies for success. It is particularly true when they learn the theory by analyzing a favorite comic strip character. As students improve their level of performance, they become stronger collegiate learners. The Theory of Performance is an essential tool for self-growth and development, regardless of context or role."

For those who are well versed in this theory I would suggest the more contemporary IJPE article Performance Descriptions: A Major Tool for Performance Developmentwhich was awarded Best Article at last year's awards ceremony. If you have a suggestion for Module of the Month then email me at matthew.watts@rrcc.edu

Call for Nominations!

The AoPE Nomination Committee is now accepting nominations for the following Elected Officers:

•    President-Elect

•    Finance Officer

•    Board Members at Large (2 Officers needed)

The President-Elect is a 5-year commitment to Academy leadership. The elected member would serve as President-Elect for two years (2021-23), then the President for two years (2023-25), and finally the Immediate Past President for one year (2025-26).

The Finance Officer serves a two-year term and should possess knowledge of financial planning and budget management.

The Board Members at Large serve two-year terms and lead or contribute to various Academy projects.

All terms would begin after the election at the annual summer conference in June 2021. More detailed descriptions of these offices and their duties can be found in the Academy Bylaws and Performance Criteria for Board Members. Nominations of self and others are welcome.

Please email Ingrid Ulbrich with your nominations!

Systemic Racism and Bias Discussion Series Session 5:
Inclusion in PE Curricula and Practice

February 23, 7pm EST

Part A – What is inclusion?
Part B – How do I incorporate inclusion into my practice?

Inclusion is the “I” in DEI. In this session, we will discuss inclusion: what it means for Process Educators and how we can deliberately incorporate this in our practice, whether our practice is in the classroom as part of a DDO, or in any other context.

Perhaps you have seen images like the one below. This session is intended to share and develop strategies for making sure that everyone knows they are invited, and welcome, to see over the fence.

Academy of Process Educators
www.processeducation.org