1. Book of Proceedings
Open Space | September 14
2010

2. Open Space Exploration Sessions
Meeting Summaries

3. Creating a Receptive Ideas/Issues/Opportunities
Corporate Culture • Q’s value of programs/learning offered. Need to be given to get
buy-in
Area/Room: Foyer
• Learning needs to be accepted/expected
Session Time: 10:15am
• Short term v’s long term return
Initiator: David Hutchins • Matches between what’s important and what’s measured
Scribe: Helen Petrusa • See the value in being involved in development
Participants: Lynova Brooke, Sara • Will take time to grow a culture
Squadrito, Christine Gorberg. • Corporate social responsibility – chances for people to feel they
Patricia Frame, Rhonda Paterson, get personal opportunities for self-development
Ryan Tracey, Danielle Heidtmann, • Opportunities for people to exercise what they learn, need to
Ralph, Sven be provided
• Have key processed aligned across an organisation so there are
shared understanding of the value of learning
• Educational empowerment
• Target key influences, CEO, finance, marketing, HR,
Receptiveness to learning
“Going beyond what we • Should be targeted at middle manager kevel
know – Creating your • Ability to give time and value to learning
business education for the • Get participants to sell your programs based on their
21st Century” experiences
• Balance formal needs with individual wants to get engagement
and buy-in.

4. Creating a receptive Ideas/Issues/Opportunities
corporate culture Continued…
Area/Room: Foyer • Get business involved in the development and delivery of
learning offers
Session Time: 10:15am
• Effective communications
Initiator: David Hutchins • Use concept of change methodology in the learning space to
Scribe: Helen Petrusa influence culture
Participants: Lynova Brooke, Sara • Get feedback from ppts, to find what works.
Squadrito, Christine Gorberg,
Patricia Frame, Rhonda Paterson,
Ryan Tracey, Danielle Heidtmann,
Ralph, Sven
“Going beyond what we
know – Creating your
business education for the
21st Century”

5. Purpose of Business Ideas/Issues/Opportunities
in the 21st Century • Benefit community in general
Area/Room: Upper B • Need to make $ - Hygiene factors
• Do all businesses have to make $? NGO’s, Government –
Session Time: 10:15am
defining business
Initiator: Paul Sparks • Govt = Spenders
Scribe: Suzanne Mercier • Business responsibility and opportunity
Participants: Miriam Joy, • Employee engagement, research sustainable
Malcolm Pearse, Helen Stollery, • A better world for our grandchildren
Rob Wilkins, Lynora Brooke • Organisations competitive – eating each other up.
• Length and existence
• Changing
• Business there to serve humanity or vice versa?
• Is it capable of changing?
• People change things, inside and outside
• Large organisations – anhiliate
• People – Geny Y, Gen X more meaning, looking for more
“Going beyond what we • Values on websites of largest organisations
know – Creating your
• Integrity in value
business education for the
• When do people tip into action?
21st Century”
• Depends on orgs and where they are in the orgs

6. Purpose of Business Ideas/Issues/Opportunities
in the 21st Century Continued…
Area/Room: Upper B • Found principles – used to guide and inspire, conceptual, lots if
interpretations
Session Time: 10:15am
• Hierachies, command and control – drive salaries, not
Initiator: Paul Sparks egalitarian
Scribe: Suzanne Mercier • Technology is the human enabler
Participants: Miriam Joy, • Prefer to be collaborative
Malcolm Pearse, Helen Stollery, • Gladwell tipping point – Copenhagen
Rob Wilkins, Lynora Brooke • Made heaps of $ and went back into welfare, People stood up,
No that’s not right. Imbalance of power
• Re-emergence of tribes
• Iphone – runs on Apps – destruction of browser, then have to
pay. Microsoft loosing it’s power.
• Ipad – all consuming, life in crisis, gave it back.
• When things are hollow, not fulfilling any purpose – decide
differently
“Going beyond what we • Organisations – what are they really responsible for?
Counselling, manners, WIIFM.
know – Creating your
• Noone advocates for the employees
business education for the
21st Century”

7. Selecting the Way to Ideas/Issues/Opportunities
Deliver • Generational differences
Area/Room: Upper A • Different learning styles
• Budget constraints
Session Time: 10:15am
• Regional delivery
Initiator: Rob Dear
• Different technologies
Scribe: Suzanne Mercier • Budget constraints
Participants: Claire Jones, Jo • Cultural considerations
McClaren, Malcolm Dawes, Anne Styles
Knock, Ange Wilcox, Sylvia Ying, • Face to face
Stephen Robinson • 1 to 1 simulation
• Webcast
• Webinar
Experiential/Action based
• Similar to ‘second life’
• E-learning / blended learning
• Net Meeting
“Going beyond what we • Virtual whiteboard
know – Creating your
• Wiki
business education for the
• Self directed
21st Century”
• Multimedia
• Video conferencing

8. Selecting the Way to Ideas/Issues/Opportunities
Deliver Continued…
Area/Room: Upper A • Value of face to face is sharing and giving
• “over sitting at a computer”
Session Time: 10:15am
• Aha moment
Initiator: Rob Dear
• Case studies
Scribe: Suzanne Mercier • Hypothetical
Participants: Claire Jones, Jo • Flexibility
McClaren, Malcolm Dawes, Anne • Business drivers – cost/time/transfer of learing
Knock, Ange Wilcox, Sylvia Ying, • Measures of success/return
Stephen Robinson • Interest based – find personal meaning
• Different ways that we relate – some things can’t be
• Metaphor – can’t buy a coffee online
• Emotional attachment
• Does content type determine how it is delivered?
• If you put Gen Y in a classroom for more than 5 days you will
loose them
“Going beyond what we • Variation, choice of options
know – Creating your
• Marketing the message – engaging participation
business education for the
• How much time do we spend surveying our market?
21st Century”
• Focus groups

9. Selecting the Way to Ideas/Issues/Opportunities
Deliver Continued…
Area/Room: Upper A • Training needs analysis
• Perhaps we are not asking the learners directly
Session Time: 10:15am
• Personal relevance
Initiator: Rob Dear
• Relationship/passion of facilitator
Scribe: Suzanne Mercier • Example: consulting into small to medium orgs, who is your
Participants: Claire Jones, Jo target and how to get CEP buy-in. matching what is being sold
McClaren, Malcolm Dawes, Anne to what is needed.
Knock, Ange Wilcox, Sylvia Ying, • Bums on seats v’s quality of delivery
Stephen Robinson • Feedback group
• Consequence of not learning
• Consolidating generational differences, learning styles,
budgets, technologies
“Going beyond what we
know – Creating your
business education for the
21st Century”

10. Selecting the Way to Ideas/Issues/Opportunities
Deliver Continued…
Area/Room: Upper A • Training needs analysis
• Perhaps we are not asking the learners directly
Session Time: 10:15am
• Personal relevance
Initiator: Rob Dear
• Relationship/passion of facilitator
Scribe: Suzanne Mercier • Example: consulting into small to medium orgs, who is your
Participants: Claire Jones, Jo target and how to get CEP buy-in. matching what is being sold
McClaren, Malcolm Dawes, Anne to what is needed.
Knock, Ange Wilcox, Sylvia Ying, • Bums on seats v’s quality of delivery
Stephen Robinson • Feedback group
• Consequence of not learning
“Going beyond what we
know – Creating your
business education for the
21st Century”

11. Adaptive Mindset for
Change / How do we Ideas/Issues/Opportunities
unlearn? (merged) • Impact of time to absorb the change
• New skill – coach – supply
Area/Room: Ruth A • Adaptive mindset
Session Time: 10:15am • Environment must support this
Initiator: Tanya Harris • Individual must support this
• Switching off idea that learning is about content – about
Scribe: Liz Norris
behavioural change
Participants: John Barraclough, • Study- Children that were praised for hard work took on extra
Dan Byrnes, Liz Norris, Elijah, work, children that were told they were talented/gifted did not
Tania Anderson, Patricia Frame, ask for more work
Christine Gazberb, Adam • Goal of training is to change behaviour not about content
Monaghan, Mandy, Lina • Change is inevitable
Roberton, Chris Alison • How do you get people to have a positive reaction to change?
• What is an individual engagement level
• Adaptive mindset, what are you personally?
• How do you make an adaptive mindset central to the business
“Going beyond what we • If youth knows what a 40 year old does now (e.g. emotional
know – Creating your intelligence), how would their lives be different, how would
business education for the they make better decisions?
21st Century” • Should take change out of the equation, and frame as adaptive
mindset
• Read: The Decisive Moment (Jonah Lehrer)

12. Eradicate “Training” Ideas/Issues/Opportunities
From Learning • Training “hard work” – selling it, promoting it
• Selling in new providers much time spent, more time & $ spent
Area/Room: Ruth B than on content
Session Time: 10:15am • Training = skills, you do not own the outcomes, tick the box
exercise
Initiator: Tiffany Jones
• Learning holistic, you own the outcomes and consequencw
Scribe: Christine Fitzgerald • “we want the learner to be in the room”
Participants: David McGuire, • Commercial language to market training e.g. value proposition
Nicola Blum, Kimberly Bravery, • Law firms – some use “learning” not training language, others
Johanna White, Cassandra “training” using investment language and $ spent on
Brooks, Roz Faulkener, Erin Aria, individuals
Adeline Cheok, Elizabeth Lewis, • Train v’s Learn v’s Competence
Richard Carter, Richard Badham, • Competence = recognition/experience
Malcolm Dawes
• Did you do it right ?
• “It’s a journey”
“Going beyond what we • Create time on agenda for learning
know – Creating your • Structured time away from action activity
business education for the • Face 2 face valuable – collaboration – share best practise
21st Century”

13. Eradicate “Training” Ideas/Issues/Opportunities
From Learning Continued…
• Language very important “explore” leadership, not the
Area/Room: Ruth B leadership program
Session Time: 10:15am • Self-selection/choice – empowers the learner
• Learning occurs in dynamic environment, driven by individual,
Initiator: Tiffany Jones
choice of way you learn, could be fun
Scribe: Christine Fitzgerald • Curriculum choice/method choice – smorgasbord of digital,
Participants: David McGuire, F2F, online, mentor, coach, read.
Nicola Blum, Kimberly Bravery, • Industrial revolution v’s information age
Johanna White, Cassandra • Look at how people learn
Brooks, Roz Faulkener, Erin Aria, • Still program focused
Adeline Cheok, Elizabeth Lewis, • What is it about senior managers that they do not trust their
Richard Carter, Richard Badham, learners to learn?
Malcolm Dawes • Create a “culture of learning”
• Coaching culture
• Responsibility to develop others
“Going beyond what we • Find space to learn
know – Creating your • Learning person in the conversation
business education for the • Embed in organisation / 10% of time of business
21st Century”

14. Benefits to
participants beyond Ideas/Issues/Opportunities
skills learnt • Young and young at heart experience the tension between the
idea of modern organisations and the reality of organisations
Area/Room: Ruth A • The idea of modern organisations is far from the reality of
organisations
Session Time: 10:15am
• What are the personal and professional skills that build people
Initiator: Anne Matheson resilience to this mis-match and what are the personal and
Scribe: Christine Fitzgerald professional skills to allow them to create he change?
Participants: Sandra Triulth, •
Danielle Heidtmann + others • Issue
• Constant reflection on who we are and our contribution to the
world
• Understand that time happens and life changes overtime and
that our roles change over time
• Being happy at work, how can we effect/affect this?
• What is meaningful in my life?
• Being flexible and adaptable in ourselves and our lives
• How does the system actually focus on the learners needs
“Going beyond what we
• ‘How do you get the learner involved to understand/desire
know – Creating your
their own learning
business education for the
• Organisational learning culture – is it really there? Does it really
21st Century” enhance the opportunity for life-long learning?

15. Benefits to
participants beyond Ideas/Issues/Opportunities
skills learnt Continued…
• The need to challenge the “norms” of the organization
Area/Room: Ruth A • Create the space for change
Session Time: 10:15am • Allow people to create their own change
Initiator: Anne Matheson • Learn to
• How do we keep this going?
Scribe: Christine Fitzgerald
• Not work/life balance over your working life and you need to
Participants: Sandra Triulth, cope to manage this
Danielle Heidtmann + others • What does this mean at different times in life and how can you
have this at work
• How can we question ourselves and appreciate our changes
• Individual needs/desires v’s organisational compliance
• How can build resilience and self-motivation
• Depression -> close gap between competence/expectations
and the reality
• How do we build self worth/self esteem and the ability to
“Going beyond what we discern
know – Creating your • Take responsibility for taking/leading change in an organization
business education for the • People skills & confidence & composure
21st Century” • Role model for others
• How do we close the loop on learning?

16. Value Proposition of Ideas/Issues/Opportunities
Management • Do we have examples of shared best practice?
• Having a pipeline of capability
Area/Room: Richard B • Giving back to the individuals
Session Time: 10:15am • Too much myth in university education – how do we make
sense of learning in the real world?
Initiator: Richard Hale
• Getting a metaperspective on their organisation
Scribe: Richard Hale
Participants: Leslie Breackell, • Individual
Ralphe Kerl, Jennifer Woodroe • Organisation
• Society
• Are organisation thinking strategically about their capability
needs?
• Generational maturity
• Hard to be brave in corporate culture!
• Encouraged to express themselves..
“Going beyond what we
know – Creating your
business education for the
21st Century”

17. Engaging Gen Y and Z
in Meaningful Ways Ideas/Issues/Opportunities
(staff & customers) • Is there a real difference between Gen X, Y & Z?
• How do we define these groups?
Area/Room: Richard C • Technology influence – shapes generations
Session Time: 10:15am • Ability to speak open, confidently up the chain
Initiator: Ramanthan Shankar • Use of social media to connect and engage with generations,
need to remain active
Scribe: Philip Andersson
• Flexibility is critical to the basic reality we have right now we
Participants: Vivien Lim, Natasha have no idea what is best methods might be for all generations
Fong, Amy Lee, Jay Kulkarni • Individual differences v’s generational?
• What are we catering to?
• Engagement of Gen Y and Z – not one solution or one size fits
all
• Flexibility and speed of learning opportunities
• New ‘real time’ technology for customers and staff
“Going beyond what we
know – Creating your
business education for the
21st Century”

18. Political Correctness Ideas/Issues/Opportunities
in Training
• If Someone is wrong, say “you’re wrong”
Area/Room: Foyer • 30% mark – how do you find the positive?
Session Time: 11:00am • Cultural – Australian not to give negative feedback
Initiator: Stephen Robinson • Subjective v’s Objective
• Persona point of view
Scribe: Stephen Robinson
• University scores – Pass is 50%
Participants: SR, Viveen, Robyn,
• Value of qualifications if pass? They are useless so why not
Sylvia, makia, Linda, Richard increase the score?
Badham, Sue • Competency and knowledge
“Going beyond what we
know – Creating your
business education for the
21st Century”

19. Transforming
Business through Ideas/Issues/Opportunities
Education Challenges
• Getting people into training and learning
Area/Room: Foyer • Is education, training, individual development seen as core to
Session Time: 11:00am the business?
• Indicators, No. of L&D Staff not reducing
Initiator: Richard Carter, Robin
• Drivers to get soft skills as core amongst all staff
Kramer
• Drives business and individual development
Scribe: Jo McClaren
• BERSIN -> Alignment in personal and organisational
Participants: Kate Hughes, Anita development is good for business growth e.g. retention of staff,
Ko. Anne Matheson, Paul Sparks, profitability
John Barraclough
Companies/firms are:
• Competitive
• Grow Business
• High value clients
• Retention
“Going beyond what we • Profit ROI
know – Creating your
business education for the individuals are:
21st Century” • Employees
• Engaged

20. Wisdom in Corporate Ideas/Issues/Opportunities
Culture • Definition:
• Wisdom = applied learning, continued learning, accumulation
Area/Room: Upper B of experience, capacity to reflect, ability to dialogue,
individual/collective, self-actualising, knowledge of many
Session Time: 11:00am things, Self-awareness, awareness of ego
Initiator: Jennifer Woodrow •
Scribe: Johanna White, Tania • Why important in corporate culture?
Anderson • Need to define to set cultural parameters
Participants: Angela Wilcox, • Recognition
Helen Stollery, Sandra Triulzi, Rob •
Wilkins, Tania Anderson, Lesley • What does it add to corporate culture?
Simmons, Megan Young, Leslie • Collective experience impacts way you do business
Breakwell, Paul Sparks, Miriam • Provides basis for making decisions
Joy, Linn Roberton, Brad Jobe, • Functioning in the best way it can be
Richard Carter • Withstand time for contemplation/reflection
•
“Going beyond what we • Decisions/Traits exhibited
know – Creating your • Observe a wise person
business education for the • “aha” moment
21st Century” • Observational process
• More than giving of knowledge

21. Wisdom in Corporate Ideas/Issues/Opportunities
Culture Continued…
Structures for reflection
Area/Room: Upper B • Information AND experience
Session Time: 11:00am • Critical thinking/doing/reflection
Initiator: Jennifer Woodrow • Move beyond
• Incorporate into everyday learning
Scribe: Johanna White, Tania
Anderson • Organisations/Individuals/Mentors
• Wisdom process is a journey, continuous
Participants: Angela Wilcox,
• Does wisdom require reflective capability?
Helen Stollery, Sandra Triulzi, Rob
• Wisdom is contextual
Wilkins, Tania Anderson, Lesley
Simmons, Megan Young, Leslie • Overcoming adversity
Breakwell, Paul Sparks, Miriam • Collective wisdom (shared) –“wisdom of the crowds”
Joy, Linn Roberton, Brad Jobe, • Culture valuing wisdom
Richard Carter • Encourages the sharing of information
• Mastery v’s Wisdom
• Gen Y & Z – What is wisdom to them?
“Going beyond what we
• Social Media – how does it play a role
know – Creating your
• Wisdom – connecting/linking information
business education for the
21st Century” • Wisdom broader than mastery but different
• Mastery philosophically informed – is it a skill?

22. Wisdom in Corporate Ideas/Issues/Opportunities
Culture Continued…
• Younger generation – want to meet their goals/dreams without
Area/Room: Upper B compromising their integrity and what they want, is this
wisdom?
Session Time: 11:00am
• Business education should develop career paths, develop
Initiator: Jennifer Woodrow wisdom, direct
Scribe: Johanna White, Tania • An example is a forward-thinking company that provides
Anderson employees with 1 week reflective leave – it’s open to how they
Participants: Angela Wilcox, use it but they must be able to provide tangible evidence of a
project/thoughts.
Helen Stollery, Sandra Triulzi, Rob
Wilkins, Tania Anderson, Lesley
Simmons, Megan Young, Leslie
Breakwell, Paul Sparks, Miriam
Joy, Linn Roberton, Brad Jobe,
Richard Carter
“Going beyond what we
know – Creating your
business education for the
21st Century”

23. Misconception of
Failure – the essential Ideas/Issues/Opportunities
element of success • Failure is an emotion, emotional brain is geared to defend our
vulnerabilities and weaknesses
Area/Room: Ruth B • When we are threatened our logical brain shuts down and we
become emotional
Session Time: 11:00am
• Need encouragement and support to overcome weakness
Initiator: Cris Allison
• Don’t blame failure, it is not an issue
Scribe: Tanya Harris • Look at failure as “not yet competent” therefore framed as
Participants: Claire Jones, Sara room to improve
Squadrito, Vanessa Harris, • Asia does not see failure as a toxic word – use it to overcome
Suzanne Mercier, Sylvia Young, challenges
Kate Hughes, Katya, Tanya Harris, • Important to address our emotional side
Elyah Fish, John Barraclough, • Corporate culture rewards success
Cassandra Brooks, Ramantha • Reflection day – groups get together to talk about challenges
Shankar and opportunities
• Setbacks not failures
• About asking for help, not waiting until you have failed
“Going beyond what we • Be sure on what you are willing to risk, and what is the learning
curve?
know – Creating your
• Blaming each other is the biggest mistake of failure, people
business education for the
hiding their mistakes
21st Century”
• Have a process that supports and reflects to learn and share
emotions

24. Misconception of
Failure – the essential Ideas/Issues/Opportunities
element of success Continued…
• Open conversations about how you feel and what you have
Area/Room: Ruth B learnt and the outcome
Session Time: 11:00am • People have to accept responsibility and not blame others to
learn and change
Initiator: Cris Allison
• Environment that is open and supports change
Scribe: Tanya Harris • Use of simulation for failure and create a process to analyse
Participants: Claire Jones, Sara your part of the problem and to correct errors
Squadrito, Vanessa Harris, • (John Gottman) Can read the successes of a marriage by
Suzanne Mercier, Sylvia Young, interviewing couples for 3 minutes based on their emotional
Kate Hughes, Katya, Tanya Harris, investment/facial expressions
Elyah Fish, John Barraclough, • Organisation must understand how to repair failure
Cassandra Brooks, Ramantha • (Darwin) You have to adapt to the culture, need to look around
Shankar and check out the wider community otherwise we can limit our
thinking/ability/etc
• People behave in the way they are rewarded
• Malcolm Bladwell for research
“Going beyond what we • Companies quickly blame rather than learn from mistakes
know – Creating your
• Some culture nuture – comply or leave
business education for the
• People do not like to talk about failure as it attacks our self-
21st Century” esteem

25. Misconception of
Failure – the essential Ideas/Issues/Opportunities
element of success Continued…
• Strong characters apologise and wash out the noise
Area/Room: Ruth B • Team based failure is easier than individual failure
Session Time: 11:00am • They say “we failed” not “I failed”.
Initiator: Cris Allison • There is usually always more than 1 person involved in a failure
• How do you improve without taking risk
Scribe: Tanya Harris
• Look at yourself first. Learn.
Participants: Claire Jones, Sara
• Psycho-Cybernetics book to read (Maltz, 1960)
Squadrito, Vanessa Harris,
Suzanne Mercier, Sylvia Young,
Kate Hughes, Katya, Tanya Harris,
Elyah Fish, John Barraclough,
Cassandra Brooks, Ramantha
Shankar
“Going beyond what we
know – Creating your
business education for the
21st Century”

26. How do we use our
senses to make Ideas/Issues/Opportunities
learning more • Use of different spaces for learning, by forcing changes in the
space we use (e.g. location, room, set-up) we can
meaningful? drive/encourage change within the learning groups
• Explored how we can incorporate sight, sound, touch, smell,
Area/Room: Richard A taste into our learning environment to increase retention
Session Time: 11:00am • Idea of self-directed learning (e.g. museum style) where we can
Initiator: Philip Andersson set up a space to contribute to a range of learning experiences
and allow participants to drive their own learning
Scribe: (not filled in)
• Challenge of catering to all learning styles while remaining
Participants: Yvonne Collier, midway to not upset/make uncomfortable participants with
Adam Monaghan, Suzanne extreme learning preferences
Mercier, Helen Petrusa, Danielle • Discussion of what we need to actually incorporate smell,
Heidtman, Rhonda Paterson touch, taste, sound, to achieve the results
• Can we use linguistics to create these senses enough to achieve
learning retention
“Going beyond what we
know – Creating your
business education for the
21st Century”

27. Enabling a Learning Ideas/Issues/Opportunities
Culture Questions for discussion
• What does a learning culture look like?
Area/Room: Upper A
• Scope and scale
Session Time: 11:00am • Define
Initiator: Kimberly Bravery • How to cultivate
Scribe: Christine Garberg • Collaboration v’s competitive culture
Participants: Cassandra Brooks,
Mandy Varley, Roz Faulkner, Definition: Individual taking responsibility for their own learning in
Adeline Cheok, Patricia Frame, an organisation that supports learning
John Tracey, Malcolm Pearse, • Time and space to learn
Nicole Blum, Tiffany Jones, Amy • Permission to learn
Lee, David McGuire, Belinda • Create expectation of self and others to learn
Essex, Heather Cardin, Katya • Reflective practise
Zhuravleva, Jay Kulkarni, Megan • Individual know what learning is and how to do it
Young, Johanna White • Learning behaviours and learning how to learn
• Recognise when and how you have learned
“Going beyond what we • Learning happens when current experience conflicts with
know – Creating your future experiences
business education for the • Creates a desire and need to learn/change
21st Century” • Systematic nature of learning

28. Enabling a Learning Ideas/Issues/Opportunities
Culture Continued…
How to enable?
Area/Room: Upper A
• Meaningful experience based learning
Session Time: 11:00am • Environment to enable learning
Initiator: Kimberly Bravery • Individuals within a culture/societal influence
Scribe: Christine Garberg • Tap into experiences people have had
Participants: Cassandra Brooks, • Adapt and encourage learning to learn and learning styles
Mandy Varley, Roz Faulkner, • Senior people need to be learning – as an example
Adeline Cheok, Patricia Frame, • Reward learning culture behaviours
John Tracey, Malcolm Pearse, • Leaders need to know that they can learn from anyone
Nicole Blum, Tiffany Jones, Amy • Learning is not a hierarchy
Lee, David McGuire, Belinda • “elders”/”SMES” in each of us it is the opportunity to identify
Essex, Heather Cardin, Katya and use thus knowledge to learn from each other
Zhuravleva, Jay Kulkarni, Megan • Learning from mistakes and failures
Young, Johanna White • Overseas organisations better than Australian organisations as
this
“Going beyond what we • Learning involves moderate risk
know – Creating your
business education for the
21st Century”

29. How do we
effectively educate Ideas/Issues/Opportunities
the importance of
innovation? • Innovation – concept of the deliver
• How do we educate business the concept of innovation
• There is a concept of failure and accepting failure
Area/Room: Richard B • Prepare the fail fast concept
Session Time: 11:00am • Is there a formal innovation process to lessen risk?
Initiator: Steve Trpkovski • How do you sell innovation to business?
Scribe: Cat Dunne • Do you need to be creative?
Participants: Erin Ana, Malcolm • Innovation has currency because if what we give the word
Davies, Cat Dunne, Steve • We need to understand the DNA of an organisation and culture
of an organisation, look at apple as a case study
Trpkvski, Richard Hale
• Innovation is an outcome, it drives creative input
• Experimentation and failure are parameters that are drivers of
creativity
• Organisations are always changing and innovative on a daily
basis
“Going beyond what we • Need to look at it from a microlevel
know – Creating your • Innovation is transformational – iterative
business education for the • Tool – foresight, innovation thinking style
21st Century”

30. How do we
effectively education Ideas/Issues/Opportunities
the importance of Continued…
innovation? • Real ideas occur at iteration “ROI” return in iteration
• Need to have a shared purpose and have a common goal
• How do you develop critical thinking? Create a world view of
Area/Room: Richard B how you define
Session Time: 11:00am • Philosophical and raising on the agenda with the board or
Initiator: Steve Trpkovski leader, enrol them properly
• Cognitive structure – what does innovation mean to them?
Scribe: Cat Dunne (across organisation)
Participants: Erin Ana, Malcolm
Davies, Cat Dunne, Steve
Trpkvski, Richard Hale
“Going beyond what we
know – Creating your
business education for the
21st Century”

31. Where would
money/resources Ideas/Issues/Opportunities
come to make our • Education innovation centre
ideas a reality? • Translate ideas for buy in
• Market failure of innovation
• Cross Industry
Area/Room: Richard B • Do you need money/resources to develop and produce ideas?
Session Time: 11:45am • Start open space
Initiator: Miriam Joy • Developing ideas
Scribe: Miriam Joy • Deep simplicity
Participants: John, Jo, Robyn, • Complex adaptive systems
Cassandra • Pressure test across industry
• Research based (academia)
• What rules of engagement?
• What is the structure?
• Just focused on innovation
• Focus on what we want to achieve and how to do it
• Need an environment
“Going beyond what we
• Evidence based
know – Creating your
• (A group of people want to do it)
business education for the
21st Century”

32. Carnival
Ideas/Issues/Opportunities
• Creating a fun environment for creativity and stress release is
important, e.g. google and some call centres
Area/Room: Richard C
• Not just “fun” playful, freedom not to question everything,
Session Time: 11:45am including fun
Initiator: Richard Badham • Carnival is a public space for satire, ridicule, positive as well as
Scribe: Richard Badham negative
Participants: (not filled out) • To create a physical space; time space; symbolic space;
confidentiality; right people; elimination of fear; recognise
paradox, permission by senior figures being self-critical
• How to create in L&D environment? Mental space; relaxed;
anti-titles/ name badge symbols representing rank – create
yourself
• Key role of art (music, craft, play), comedy (stand-up), allow
option to participate, reversal of roles.
“Going beyond what we
Phronesis Linkedin subgroup:
know – Creating your “Creating a Carnival”
business education for the Owner: Richard Badham/MGSM
21st Century”

33. What makes the 21st
Century different? Ideas/Issues/Opportunities
• When did the millennium begin?
Area/Room: Upper A • Internet –> creates the global worlds
Session Time: 11:45am • -> Gen changes = adaptability to change
• Major competencies – this generation is different
Initiator: Stephen Harris
• Global citizens
Scribe: Anne Knock • Unpredictability of life and circumstances
Participants: Anne Knock, Robin • WW1 and WW2 – losing these generations and identifying the
Kramar, Anne Matheson, legacy
Malcolm Pearse • Babyboomers product of this period
• What is this generation impacted by?
• Immigration
• Changing ideologies – cold war
• Population and demographics
• Every system changed, crumbled or false
• Have we entered a phase with a different narrative?
• Lines between legal and illegal businesses is blurred
“Going beyond what we • Secularisation – ethics
know – Creating your
• Increased in individualism – no concept of life beyond “me” =
business education for the weak concept of citizenship
21st Century” • Changes to funding – personal responsibility to look after self
and look after “own”

34. What makes the 21st
Century different? Ideas/Issues/Opportunities
Continued…
Area/Room: Upper A • From political complacency -> collectivism
Session Time: 11:45am • Diversity of “values group” – diverse fragmented
• Empowering knowledge through internet information
Initiator: Stephen Harris accessing
Scribe: Anne Knock • Media presence
Participants: Anne Knock, Robin • Not such defined loyalty
Kramar, Anne Matheson, • Lack of compliance – over complex in some areas, ability to
Malcolm Pearse choose & question
• Decline of U.S and rise of China and India
• Death of print media control of messages
• Huge consumer control
• Information is pervasive – need for thinking skills
• Opinion thrust as news
“Going beyond what we
know – Creating your
business education for the
21st Century”

35. What makes the 21st
Century different? Ideas/Issues/Opportunities
Continued…
What are key things make 21st context different?
Area/Room: Upper A
• Dependency on media, tv, computer, technology
Session Time: 11:45am • People used to join for life -> commitment and loyal
Initiator: Stephen Harris • Less choices
Scribe: Anne Knock • Commitment to family
Participants: Anne Knock, Robin • Global connectivity
Kramar, Anne Matheson, • Global power shift
Malcolm Pearse • Complexity of community
• Never moved faster
• People more willing to test and challenge – regardless of age
and experience
• People don’t want to be left behind
• Make a difference – leave a legacy
• Stress, anxiety, medication, counselling (Awareness and
acceptance and knowledge of mental health issues)
“Going beyond what we • Change in ‘respect’ – but greater awareness of action
know – Creating your • Paradigm shift in west-transferring responsibility to institution
business education for the • Size of companies / sovereign states
21st Century” • Change in business paradigms
• Power of corporation – from person to organisation
• Transparency

36. If Learning is
constrained by time Ideas/Issues/Opportunities
and delivered through • Ways to share knowledge e.g. story telling, circles
• Can you develop wisdom in isolation?
technology – how can
• If wisdom involves personal reflection and learning from
wisdom be adversity, how do you develop reflection?
developed? • Wisdom requires: reflection, self-discipline and personal
motivation/drive
Area/Room: Ruth A • In some organisations wisdom is about Talent mgmt and
knowledge mgmt.
Session Time: 11:45am • Why do we value wisdom?
Initiator: Helen Stollery & Leslie • What is the organisations intent toward it’s employees?
Breackell • The learning of wisdom can be done on the job – enabled
Scribe: (not filled in) through leadership (and driven by culture)
Participants: Rhonda Paterson , • How do we bring about a wise culture? (it’s about leadership
Anita Ko, Paul Sparks intent)
• Developing wisdom depends on style of leadership (no hope if
leadership is focused on egos and personal gain)
• How do you develop wisdom?
“Going beyond what we
• People have to want it and it has to be desired
know – Creating your
• It needs a more balanced humane environment and it needs a
business education for the
leader who values wisdom
21st Century”
“The courage to change the things I can, the fortitude to accept the
things I cannot change, the wisdom to know the difference”

37. Virtual Classroom Ideas/Issues/Opportunities
• What is technology? -poor cousin of the classroom
• If we just copy /initiate classroom format it will fail
Area/Room: Ruth B e.g video is not the same as attending
• Is classroom actually effective anyway?
Session Time: 11:45am
• Is classroom easier to create energy?
Initiator: Heather Cardin
• Goal of any session – how much is implemented back at base
Scribe: Nicola Blum • How do we define a virtual classroom?
Participants: Richard Carter, • Is it synchronous or asynchronous learning?
Claire Jones, Vanessa Harris, Amy • Is there a difference between online learning?
Lee, Tania Harris, Lina, Tiffany • Is it harder virtually to connect, stay in touch with learners?
Jones, Pat Frame, Stephen • Energy with people and technology
Robinson, Christine Fitzgerald, • Many people still want face to face learning
Cris Allison, Joanne McClaren • Do we even have a choice, the world is changing we have to
use the technology, kids are used to it
• Global chatrooms and classrooms
• How do we make it exciting and interesting?
“Going beyond what we • Great to see how cultures and other worlds ‘live’
know – Creating your
• Take the technology and the action
business education for the
• Has to be visual, sensory
21st Century”
• Not pre filmed but learning can impact the interaction

38. Virtual Classroom Ideas/Issues/Opportunities
Continued…
• Reality TV – cultural interest in others
Area/Room: Ruth B • We are trying to replicate classroom setting, not going back
and redesigning how we teach/use the virtual world
Session Time: 11:45am • Facilitator in motion
Initiator: Heather Cardin • Perhaps we need to experience on the learners behalf
Scribe: Nicola Blum • Participants – video themselves
Participants: Richard Carter, • Interactivity is critical
Claire Jones, Vanessa Harris, Amy • How can a virtual class create a sense of relationship/network
Lee, Tania Harris, Lina, Tiffany • Connections -> share or listen
Jones, Pat Frame, Stephen • Are we missing out on building real connections?
Robinson, Christine Fitzgerald, • Is the word classroom the problem? Virtual classroom
Cris Allison, Joanne McClaren • I want to be famous, who cares about what you are doing all
the time, e.g. twitter
• Growth of USA universities is all online, face to face is flat
• Yet most people in session want to go to a face to face session
“Going beyond what we • How do we structure what learning is for different
know – Creating your environments?
business education for the • Virtual classroom good for systems training
21st Century”

39. Virtual Classroom Ideas/Issues/Opportunities
Continued…
• What are we missing? Is this innovative?
Area/Room: Ruth B • Do the learners/children need to be solving the problem?
• Does the next generation need to be the problem solvers
Session Time: 11:45am
• Learning evolution
Initiator: Heather
• Is it a relative concept?
Scribe: Nicola Blum • What will find in 20 years, what will the effect be on their
Participants: Richard Carter, minds, bodies?
Claire Jones, Vanessa Harris, Amy
Lee, Tania Harris, Lina, Tiffany
Jones, Pat Frame, Stephen
Robinson, Christine Fitzgerald,
Cris Allison, Joanne McClaren
“Going beyond what we
know – Creating your
business education for the
21st Century”

40. Is Australian Business
Education Ideas/Issues/Opportunities
internationally • To be competitive, need to look out for:
• Relevance, commercial quality
competitive? • Know competitors
• Alumni program (strong) and leads to learning opportunities
• Using like industry to promote (e.g. a way we promote sports
overseas)
Area/Room: Richard B
• Learning from countries like sport and it’s competiveness
Session Time: 11:45am internationally
Initiator: Natasha Fong • Link with academia and business is not in Aust, but is in the U.S
Scribe: Vivien Lim for e.g.
• Looking at Australia’s competitive advantage, what is it?
Participants: David Hutchins, Liz Innovation & Creativity
Norris, Ralph Kerle, Sven
• Australians are not so good at commercialisation
• From an international students perspective – Students of MBA
@ MGSM, Aust education is more practical than in Germany,
but in Germany they will question the degree and they will
have to work harder and convince germans that they are just as
“Going beyond what we good
know – Creating your
business education for the
21st Century”

41. Learning is social &
contextual and we Ideas/Issues/Opportunities
should abandon L&D • Social and contextual – No need for L&D departments,
especially in HR
departments (and • HR has a strategic agenda re: talent, recruitment etc
scatter) • But learning and work are fused
• We learnt best in the context of practise
• Social = share ideas, converse, connect w/ people
Area/Room: Upper B
• L&D is seen as a “sacred cow”
Session Time: 11:45am • No need for L&D department, not no need for L&D people
Initiator: Rob Wilkins • Social is more than just oral – twitter etc
Scribe: Ryan Tracey • Social interaction is an enabler
Participants: (not filled out) • User connection with business is important
• Why ban social media?
• Internal social media v’s external.
• Competing agenda with confidentiality
• Risk -> some teams will fail with specialist L&D
• Are L&D people “trainers”? Are they the SME’s?
“Going beyond what we • Anything we do should be social
know – Creating your
business education for the
21st Century”

42. Learning is social &
contextual and we Ideas/Issues/Opportunities
should abandon L&D Continued…
• Barriers to social media – they don’t trust it
departments (and
 Shyness
scatter)  fear of the unknown
 Lack of training
 Too many tools
Area/Room: Upper B
• Context of the organisation can reinforce
Session Time: 11:45am
• Managers and leaders are key to enabling L&D
Initiator: Rob Wilkins • At times (a lot) we just run events – not solutions
Scribe: Ryan Tracey • Knowledge / Doing gap
Participants: (not filled out) • L&D embeds – community, fosters conversation
• Break down rules between L&D, talent, recruitment etc.
• All about people capability
• Learning is work, work is learning
• What is the nature of the work?
• HR can divorce its purpose from local business operations
“Going beyond what we
know – Creating your
business education for the
21st Century”

43. How to manage
performance of Ideas/Issues/Opportunities
managers (who don’t • Sycophants definition: people who flatter / “suck up” to them
• Political environment common
manage performance
• GM relationship with shareholders/mayor
of their sycopants)? • Some people know how to keep their boss happy, but not
managing below/managing those who flatter them
Strategies:
Area/Room: Richard A
• manage them out of the organisation – follow or create policies
Session Time: 11:45am • Safe in knowing good practise/law
Initiator: Jay Kulkam • Start with the executive team, send the message
Scribe: Tania Anderson • Organisations can’t survive without some people? (nor true)
Participants: Tania Anderson, Jay • Be genuine, measure underperformance
Kulkam, Mandy Varley • Draw a line in the sand
• Coaching for poor performance
• Find a business part. – HR or line manager – need their buy-in
• Policy e.g. termination clear
• Fair process even if no policy, clear and consistent for all
“Going beyond what we • Painful but value building skills
know – Creating your
• Manage stakeholders
business education for the
• Create a line of sight to exec team
21st Century”
• Utlise an outsourced organisation to create a “performance
culture”

44. Does Management
education feed or Ideas/Issues/Opportunities
• Delivery of behaviour
breed arrogance?
• Waste of energy on a mask
• Instead of putting energy into a problem resolution
Area/Room: SPE • Discussion of value systems/behaviour about this issue
Session Time: 11:45am • It is an issue – not wanted
Initiator: Richard Hale • Cultural – Australia v’s U.S
Scribe: various • Must have fear
Participants: Lynora Brooke,
Maika Rawolle, Linda M, Phil
Andersson, Eva Lo, Kate Hughes
“Going beyond what we
know – Creating your
business education for the
21st Century”

45. Open Space Action Sessions
Action Plan Summaries

46. Leading Phronesis Forward
• Eva Lo offered her skills as an accountant and
Action Items: process improvement specialist. Phronesis will
• Jennifer Woodrow can be contacted to share be in touch with her
action learning models with Phronesis • Sara, Anne K and Jennifer W offered to
• Linda will begin to use linked in site to start investigate if her organisation would sponsor a
discussions and encourage other phd Phronesis event
students to do that • Christine Fitzgerald offered to lead forward a bi
• Anne knock will create a connection with her monthly social meeting with Phronesis members
blog and linked in site to continue discussions.
• Tania will volunteer to promote phronesis
events and work on a Phronesis event for
Gen Y and Gen Z
• Lucy Fisher will think about how we could
use Phronesis as a development tool
• Jennifer will talk to her HR network about
Phronesis doing a promotion/event with
them in North Ryde Initiator: Miriam Joy
Participants: Christine Fitzgerald, Jennifer Woodrow,
Anne Knock, Linda (MGSM), Tania Anderson, Lucy Fisher, Eva
Lo, Sara Squadrito

47. Innovation Action Research Group
Action Items:
• Expand on definition of groups purpose “a
create a space to pressure test ideas and
encourage peer mentoring for those focused
on education in business across industries”
• Group to meet to discuss, plan and set
agenda for an initial invitation to a meeting
for those interested in joining this space
• Christine Garberg to send through some Phronesis Linkedin subgroup:
information on Peer Mentoring Framework “Innovation Action Research Group”
• Miriam to organise initial meeting Owner: Miriam Joy
Initiator: Miriam Joy
Participants: Robyn Dear, Elyah Fish, Vivien Lim, Johanna
White, Anita Ko, Sandra Triulzi, Kimberly Bravery, Lesley
Symons, Christine Garberg

48. Rebrand L&D to Organisational Readiness
• Admit it is our responsibility to change our
Action Items: behaviours so we become a ‘trusted advisor’
• In every interaction with the business, ask
• Sit in the business and follow their routine – yourself does this add value? How is it relevant?
Secondment • Give contribution in meetings – evidence the
AND value
• Think differently about ourselves – similarities
• Business sits with L&D help them to drive matter, we are not trainers
what is realistic give perspective • It is not a “classroom”
• Change the essence of the experience
• i.e Partners in law, flexibility by
industry
So we understand the business
Initiator: Heather Cardin
Participants: Johanna White, Nicola Blum, Amy Lee,
Vivien Lim, Philip Andersson, Stephen Robinson, Natasha
Fong

49. Value Proposition for Management Education
Action Items:
• Individual in smaller orgs, medium orgs, large
orgs
• Adding values • Why do MSA, promotion, career, org-based
• Creating values in organisations • Last thing I want as a Dean is a 4-yr program – to
• Talent identification match markets
• How to get orgs to recognise value if paying • Successions
• Org budgeting, resources, employee • Business profit
retention, internal structures, retention • Leaders
tools and mechanisms
• Future Proofing
• Competing demands of family
• How can be done
• Intensive program prohibitive, 4 years
• Individual case wants for a degree
• Employer programs
• Individual programs Initiator: Richard Hale
Participants: Helen Stollery, Robert Wilkins, Richard
Hale, David Hutchins, Mandy Varley, Lina Robertson,
Malcolm Pearse, Anne Matheson, Stephen Trpkovski

50. Wisdom
• Wisdom not knowledge management
Action Items: • Collective Wisdom
• Wisdom and Phronesis
• Is wisdom learned?
• Limited discussion in business
• How do people become wise or experienced?
• How is it being used?
• Experience of wisdom & personal perspective
• Futurologists/Strategy
• MGSM to lead and take first cut (Eastern,
• Research conceptions of wisdom – corporate Western)
survey?
• Academic/History/Perspective
• Relevance to business
• Corporate use i.e Knowledge Management
• Connection to Spirituality (Spirituality,
• Measurement
Leadership & Management – Conference
Nov 13th)
• Who uses it, how is it used? Phronesis Linkedin subgroup:
“The Meaning of Wisdom in Business”
• Define a model of wisdom in business
Owner: Richard Carter
• Mastery v’s Wisdom
• Ages & Gender profiles – Wisdom
• Wisdom as the result of a transformation Initiator: Richard Carter
through adversity
• Being of the doing & Reflective space Participants: Elyja Fish, Anne Matheson, Malcolm
Pearse, Lesley Symons, Leslie Breackell, Helen Stollery, Katya
Zhuravleva, Adam Monaghan, Anita Ko, Helen Petruza,
Sandra Triulzi, Yvonne Collier, Tanya Harris, Malcom pearse

51. Key takeaway to share with other L&D professionals
• As a facilitator it is important to let an
Action Items: individual/group know when to lead
• Concept of failure – Learnt from? Action • Shared learning/experience between the group
taken? of L&D professionals confirms we all have similar
• Feedback essential to learn challenges and also different ideas
• Ask the question: “How have you • Know when to let others lead
experienced wisdom at work?” • Many colours of the rainbow
• Challenge the definitions of wisdom • Develop a forum to roadtest ideas
• As L&D professionals we all work at different • Finding right structures to find the right
levels & different aspects/issues that are info/actions
important to us • Understand global / international capabilities
• How do we add value? (also note differences)
• How do we use technology? • Coaching conferences a good idea
• Observation of different facilitation • Identify best practice
techniques to use, e.g open space
• Being authentic when running sessions and Initiator: Phil Andersson
own the space to get group to participate,
look for leadership within Participants: Tania Anderson, Helen Petruza, Catrina
Dame, Adam Monaghue, Cassandra Brooks, Lucy Fisher,
Danielle Heidtman

52. Practical Ideas for Learning Cultures
• Build coaching, facilitating and mentoring into
Action Items: skill set of organisation
What we will do - Including immediate next • Everyone plays a role in learning – behaviour and
steps attitude is important
Categories • Infrastructure to support culture
• Environment and Individual • – through workforce planning
• Info How – Creating physical space e.g • - Comms and marketing plan
libraries, Virtual space
• - Reinforce role of learning in achievement
• Facilitate learning
• Help business leaders teach – make it easier for
• Rewards for sharing learning and info them to share their stories
• Leaders drive learning • 3 up and 3 down – 3 things that went well, 3
• Environment where there is no hierarchy things that didn’t go well
• Individual motives aligned to learning • At the end of the meeting – learning and
• Creating an aspirational culture reflection
Enablers Phronesis Linkedin subgroup:
• Support from top “Creating a Learning Culture”
Owner: Kimberly Bravery
• – Modelling
• Resources Initiator: Kimberly Bravery
• Accountability all the way down the
hierarchy Participants: Tania Anderson, Helen Petruza, Catrina
• Learning strategy must go hand in hand with the Dame, Adam Monaghue, Cassandra Brooks, Lucy Fisher,
business strategy Danielle Heidtman

53. Guidelines for using Technology in Learning/Training
Action Items:
What we will do - Including immediate next
steps
• Develop 10 question survey to understand
current knowledge of usage of technology
• What are the questions?
• More research needed
• Do we need a guide?
• What’s the outcome/target of the guide?
• Robyn to undertake more research around
this topic and update on main Phronesis
linkedin Group/create a subgroup depending
on what is found.
Initiator: Robyn Dear
Participants: Tanya Harris, Natasha Fong, Paul Sparks.

54. Engaging Younger Learners in the Virtual Learning World
Action Items:
• Observe students in the “virtual rooms” and
see how it works and the impact on them • Potential questions for survey
• Survey the kids about the program • How do you learn best?
• As kids – how do you want to learn? • How would you like to learn?
(Remove focus from virtual but leave it • (Set questions, research questions)
open)
• Asking learning professionals who are
introducing new models of engaged learning
• Ask our children how do you want to learn
• Ask random people in respective business Phronesis Linkedin subgroup:
how they would like to learn “Research Youth for Virtual Learning Needs”
• The plans of asking and collating data rely on Owner: Tanya Harris
capturing via Phronesis website (or alternate
suggestions)
Initiator: Tanya Harris
Participants: Nicola Blum, Heather Cardin, Stephen
Robinson, Anne Knock, Amy Lee, Patricia Frame, Roz
Faulkner

55. “Other Action Items”
• Content, challenge and question in formal • Espouse theory, theory in use – need to close the
education gap
• “unprecise” what does this mean? • How to live in difference?
• YR 5,6,7,8 integrated matrix… choice, larger • Process Model – surface the undiscussables,
number of short Q’s and smaller No. interactions, learn more than content, style seen
• Target Q’s, Innovative Research Centre as a as no longer “a-typical” but consistent
School • Need to be consistent across world/system
• Job v’s generating an income • Cross cultural issues
• Education –not necessarily “work” but • How to successfully teach online?
generating income.. plus lifestyle. • Engage me don’t enrage me
• IQ + EQ + Lifestyle • “DO” then “THINK” (reflection)
• Process – people meant to be leading • Proactive model for change
brought by a different model
• “Life is lived forwards and thought backwards,
• Constant change and getting used to it, but there is no place for me to think forwards” –
fluidity Kierkegaard
• World is more complex especially the • 21st Changing complexity - online education,
contexts, but in earlier times based on change from content to process, concept of
survival space/furniture, dealing with complexity.
• Recognizing different stakeholders • Management education in the 21st century
• In a subject you can have boundaries but
also have fluidity Initiator: Richard Badham
• Organisation Management and Education Participants: Stephen Harris, Robin Kramer

56. This is The Hour.
It is time to speak your Truth.
Create your community.
Be good to each other.
And do not look outside yourself for the leader.
This could be a good time!
There is a river flowing now very fast.
It is so great and swift that there are those who will be afraid.
They will try to hold on to the shore.
They will feel like they are being torn apart, and they will suffer greatly.
Know the river has its destination.
The elders say we must let go of the shore, push off toward the middle of the
river,
Keep our eyes open, and our heads above the water.
See who is there with you and celebrate.
At this time in history, we are to take nothing personally, least of all
Ourselves!
For the moment we do, our spiritual growth and journey comes to a halt.
We are the ones we have been waiting for.
The Elders,
Oraibi, Arizona
Hopi Nation 2009