Elizabeth Lane

I was impressed to learn about the ABCD model of learning objectives, which ensures clear training or educational outcomes: Audience (who), Behavior (what they do), Condition (under what circumstances), and Degree (how well/level of mastery). It enables measurable learning goals, defining exactly what learners will do, with what tools, and to what standard.  More follows:

Audience (A): The target learners (e.g., "the student," "new employees").
Behavior (B): Observable action they will perform (e.g., "will write," "will list," "will demonstrate").
Condition (C): The context, tools, or constraints (e.g., "given a calculator," "after inspecting the blood pressure equipment to make sure the… >>>

Comment on Gabriel Rodriguez's post: I agree with your statement referencing the need to know our audience.  When educating students, we need to understand their knowledge base and aim to fill the gaps with new knowledge.

Saying "please" and "thank you" to our students and fosters a culture of appreciation, professionalism, kindness, and trust.  Students should hear instructors say it more frequently to them and colleagues.

Mentioned in this module was Kotter’s central argument, "Managers focus on promoting stability and leaders press for change,” which leads me to realize that managers maintain a prescribed order and consistency in their work, whereas leaders inspire and align people while setting the direction, which may move in a new course in the future.  There is a balance between the two separate entities that reminds me of a performance of the Tango where both partners meld into a well-orchestrated and choreographed movement across the dance floor as they adapt to new environments.

Leaders have their eye on the horizon (future), whereas managers are focused on the here and now (present).  In both instances, leaders and managers may gain insights from the organization's former unfolding events (past) and apply their new-found wisdom for the benefit of the teams and the organization as a whole.

The element of inspiring or influencing others is characteristic in leaders, whereas, managers are intentional in focusing on controlling resources (i.e., employees who are a high-value asset), and managers are on a mission to fulfill the vision set forth by the leader.