Appendix B: Social Learning Journeys

As we've explored, traditional learning journeys, which are approximately 90% content and exercise and 10% interaction and action taking, are not effective. 90% of what is learned is forgotten within 7 days.

What does create the desired learning and behavior outcomes is to flip that script and structure learning experiences that are ~25% content and exercises and ~75% action and interaction. To do this, we utilize two of the most powerful liberating structures:

1. Purpose and values reflection
2. Sustained, substantial (>25% of a population) and safe interaction with a small group of diverse people.

Anyone can create a social learning journey. All you need is a group of people, a way to create small, diverse groups of 4 peers and a curriculum centered in purpose and values reflection. As we've explored the research suggests that programs with 5 small, diverse group discussions are optimal.

To have maximum impact on retention, productivity, innovation, organizational commitment and information transfer, consider making these social learning journeys the centerpiece of your culture, onboarding, leadership development and employee experience, whereby your people embark on 3 journeys a year, build 3 new sets of skills and develop 9 new diverse relationships. This is especially important for new hires, new leaders and employees from newly acquired companies. So what journeys make the most sense to enroll your teams in?

The first two journeys, C3, and VAP, empower your people to activate their purpose and align it with the organization's mission and values. The next two, TCP and EIA,  activate healthy team communication. The last program, PLA, builds the foundation of purpose-driven leadership.
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1. C3 - Clarity, Contribution, Community: Employees activate their purpose on the job.
2. VAP - Values Activation Program: After activating their unique purpose and values,  employees find their unique connection to the organization's mission and values.
3. TCP - Team Communication Program: Once clear on who they are and how their role and contribution at the company is an expression of who they are, they develop critical team and communication skills such as active listening, gratitude, effective apologies and "I" statements.
4. EIA - Emotional Intelligence Accelerator: Now that people are activated, aligned and empowered, they take their team skills to the next level by developing the 5 key EQ skills (self-awareness, self-regulation, motivation, empathy and social atunement).
5. PLA - Purposeful Leader Accelerator: With the skills to express their purpose and atune to their teams, they then are ready to begin a their journey as a leader, developing the 5 key practices of purposeful leadership (A. model their purpose w/ stories + vulnerability, B. activate authentic connection and trust between team members, C. contextualize contribution, D. align learning, contribution and connection goals, and E. sponsor diverse team members).

Once this foundation is complete, there are other power skills to develop using this method, such as integrative self-care, conflict resolution, creative intelligence, cultural intelligence, storytelling, boundary setting and persuasion.