The RGB Way with CapacityWare
2007 Issue 04 - April 16, 2007
Insight - one bite at a time.

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*** Table of Contents ***



QWLC and the medical community share process similarities.
What ails an individual is like what ails an organization. If a
symptom appears, like a fever, it's a good indication that something
else is wrong. Physicians treat the root cause to eliminate the
symptoms and on occasion must also treat the symptoms if they become
life-threatening and the root cause is unknown. That's pretty
straight-forward. As organization developers, we too look for the
root cause behind the symptoms and apply event designs to eliminate
negative impact on organizational performance.

So, what does this have to do with RGB? Plenty. By applying the
right RGB designs we have been able to offer a remedy for both
symptoms and their root cause at the same time. RGB is similar to
the right dose of aspirin - in low dosage it can prevent heart
attacks, and in higher dosage aspirin can treat a heart attack at
the onset before it becomes fatal.

RGB provides a filter for everyone to understand their own workstyle
and its implications on others. Once this is established, it also
works in reverse. People learn that an other's workstyle also has
implications on their own work, their relationships, and on the
tasks people are held accountable for completing. Finally, there
are implications on organization culture at all levels. Knowing
about the implications of workstyle is a foundational gateway to
understanding a whole range of other related issues.

We started this article with CPR - the connection is both medical
and related to RGB. In the medical field CPR is a way to revive
life when it is slipping away. Organizationally, CPR is also a
routine that can help revive capacity in an organization.

C stands for Cue (or Clue in some cases). Something triggers a
thought that something isn't going the way it is supposed to be
going. There is a standard that is being missed - profits are lower
than expected, workload is out of balance, turnover is higher than
normal. There are cues that constantly remind us that things are
not what they ought to be. Cues are RED by nature because they
represent some precise measurable factor. Cues are the symptom,
not necessarily the root cause.

P stands for the Problem at some root level. Discovering the root
problem is likely to resolve many symptoms and in the final analysis
cost less than slugging away at symptoms hoping for a lasting fix.
You'll know when a root problem has been identified because fixing
it will eliminate or relieve multiple symptoms. There is a leverage
to be gained by fixing a root cause. Connecting symptoms and root
causes is often a GREEN strength.

R stands for Remedies. Most often the root problem requires
immediate attention and thoughtful correction. The cultural
patterns that created the root problem also demand attention or the
root problem will return to create more havoc. Because of the
multiple nature of remedies, this is often a BLUE thought process.

Can one person think through all three of these filters to come up
with the best potential solutions - YES they can. Everyone has all
three colors available. But two heads are better than one, three
are better than two (this is NOT an infinite formula, as you might
imagine). Playing to the strengths of a team lays the firm
foundation for implementing solutions across a workforce. The
leverage emerges when involvement in both decision-making and
decision implementation develops ownership deep into the structure.
CPR revives organization capacity by engaging the potentially latent
RGB talents available.

View the companion article that appeared in INSIDE BUSINESS on
March 1, 2007:
( http://www.ltodi.com/IB_2007_03.pdf )


CONFERENCE - March 16, 2007.
QWLC presented the Change Management System on the final morning of
a five-day world-wide safety conference for Navy, Marine Corps, and
Coast Guard attendees. We began the presentation with the RGB as a
way of setting the context for change and understanding the myriad
of dynamics encountered in any change project. The balance of the
time was focused on the Ten-Stage Organization Change System. We
knew that the material was well received when the two breaks were
followed by a swelling of our attendance. The session was hailed
as a conference highlight by many. As a result we were again
asked to consider certifying users via the Internet since travel
funding from Japan, for example, would be constrained. We will be
testing the Internet-only possibilities in the near future since we
have had another inquiry recently from Singapore.

Anthy Hall and Wanda Ferrell completed their Residency in February.
They completed the required online tests with the highest grade
point average to date for the eleven mandatory exams. Their only
remaining hurdle was the practicum. They made arrangements to
complete their "live" practicum with a local company as the focus
of the the clients professional development program. Elizabeth was
on hand to observe their performance and provide a final thumbs-up
recommendation for both candidates - Congratulations! The practicum
is a necessary quality and consistency gateway to be certain that
clients recognize the RGB fingerprint.

Our day-long CWPIN Board meeting resulted in discussions and
decisions around four major topics: Review of the CWPIN Belief Set,
Network Growth Options, Certification and Licensure, and CWPIN
Member Privileges. Minor changes were recommended to the Belief
Set which will add clarity to our Mission Statements. Network
expansion options included a discussion concerning Internet-only
Certification. It was agreed that this is a less-than-ideal
condition but that we should proceed to determine potential
effectiveness using a video taped practicum as an alternative for
partial evaluation. Certification discussions focused on ownership
issues - the certificate holder versus the certificate holders
employer. These discussions will result in clarifying guidance in
the near future. The CWPIN Membership Privileges discussion has
resulted in several options being added to the Privileges list -
among them being the extension of a three-year, tuition free,
refresher training option (limited only by seat availability).

Visit the CWPIN web address for more information on these and
related topics of interest at:
( www.LTODI.com/CWPIN-BoD-2006.htm )


Residency is a five-day interactive event that enables discussion
between people who have an interest in using CapacityWare
Technology autonomously in a variety of situations. The Residency
is RGB Intensive, but can lead to specialties in several other
areas of interest - Ten-Stage Organization Change System,
Facilitation Teams, or CapacityWare Software Administration. Of the
130 hours (minimum) projected for completion of online study
requirements, the Residency completes 40 hours. For complete
information concerning the Residency visit the online address at:
( http://www.ltodi.com/gateway_to_licensure_and_certification_information.htm )

There are lots of courses that teach group facilitation. Most
courses have a concentration on group dynamics. The QWLC three-day
Facilitation Teams course is NOT a typical facilitation curriculum.
Only part of the learning is directed at the group/people being
facilitated. Of equal or greater importance is the focus on the
team efforts that provide facilitation services and the interactive
support they accrue by using a highly developed capacity recovery
and development Technology. This course treats Change Management
in its broadest possible context. We anticipate that in the near
future the Facilitation Teams course will become a prerequisite for
Residency because of its unique preparatory features. For more
information about the three-day course, go to:
( http://www.ltodi.com/2005%20facilitation%20course%20curriculum.htm )


NEW SEARCH STRING CAPABILITY. CapacityWare Software allows the user
to select a variety of drop down filters to isolate the Respondent
Records of those being analyzed. A new feature has been added that
permits the user to identify Respondent Records with an string of
characters in the Notes section of the Respondent Record. Searches
are conducted by applying user-generated strings to bring a high
level of unique searches to any respondent data base. The software
has shifted from ample to unlimited search capability. See the
illustrations in the October 2006 Tab 2 - Managing Respondent Data,
and the December 2006 Tab 6 - Displaying Results, of the
CapacityWare Administration Manual for more information.


STANDARD TWO-HOUR WORKSHOP VIDEO. The need for a video of the
two-hour RGB standard workshop has become apparent and has been
added to our list of priority video productions. With the decision
to explore non-Residency Certification, there is an urgent need for
this product. Those who will complete all requirements online,
must have an acceptable model for what the workshop covers. We
expect this video to be available by mid-Summer 2007.


RGB EVENT OPTIONS. A one-page summary of the types of event designs
for the RGB within specific themes has been posted online as RGB
Event Options - Attachment 3.4.5 to the RGB Administration Manual.
This Attachment means, for example, that within the Leadership
Development Theme, seven design options exist for events that will
recover or develop leadership capacity. Specific design agendas
will be available soon.

Remember your password is embedded in the copyright line of the
version you are holding. Go to:
( http://www.ltodi.com/OCS-Manual-4.htm )


Why are there slight variations in the format of each volume in the
five-volume CapacityWare Client Library?

The current five-volume Client Library has evolved from 26 binders
containing a wide range of classical organization development
research created over 31 years of professional experience. In 2000,
the author began to consolidate the material into a more cohesive
library. Although some care was taken in the consolidation of the
content, the format has only begun to receive the attention
deserved. We anticipate that subtle revisions to a uniform format
will be slow and will occur as other revisions are made to the
materials. We expect format consistency to be achieved by 2010.


Joe Lacroix (son of QWLC founders) is currently a security officer
at the Richmond Federal Reserve Bank, and a student at Virginia
Commonwealth University in Richmond, Virginia. He completed
Residency in February, 2007 and has been on a quadruple-track career
ever since. He is a security professional, a full-time college
student, a part-time Staff Sargent Drill Instructor in the
U.S. Army Reserves, and a part-time employee of QWLC specializing in
online examination management and mentorship. In the virtual world,
this specialty enables him to manage online examination mentorship
whenever his workload permits. He is also undertaking the
Virginia-wide distribution of materials to potential municipal
government and public education users. He can be reached at:
( JNL@LTODI.com )


We're wanting to capture some RGB Task and Talent information.
Please, think about the tasks you customarily avoid doing. Let
us know which of the following is MOST true:

_ I avoid tasks that are NOT my primary RGB color.
_ I avoid tasks that are NOT my supervisor's primary RGB color.

( http://www.qualityofworklife.com/monthly_survey.htm )


ONLINE EXAMINATIONS - Satisfactory completion of the online
examinations are required for a final award of the QWLP

FACILITATOR COURSE - Anyone having completed the basic 3 or 5-day
QWLC Facilitator Course is eligible (available seat basis) to
attend any subsequent course without a second tuition charge.



The RGB Way is a periodic e-production distributed by QWLC to users
of CapacityWare products and services. QWLC offices are located at:
12388 Warwick Boulevard, Suite 109B
Newport News, Virginia 23606

(757) 591-0807 - fax (757) 591-0817 - e-mail: RGB@LTODI.com

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Copyright 2007 Leadagement Technologies, Inc. - All rights reserved.