Updates radical-responsibility.md

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SUMMARY.md

@@ -2,7 +2,7 @@
 
 * [Introduction](README.md)
 * [Program Features](program-features.md)
-  * Guild Program Calendar
+  * [Guild Program Calendar](program-features/guild-program-calendar.md)
 * [Membership](/General/Membership.md)
   * [Learner Expectations](General/Membership/membership-expectations.md)
   * [Transition Guide](General/Membership/membership-cancellation.md)
@@ -18,9 +18,6 @@
   * [Reflection](/Strategies/Reflection.md)
 * [Our Community](commitment-to-our-community.md)
   * [Community Agreements](community-agreements.md)
-    * [Clearing Withholds](clearing-withholds.md)
-    * [Non-Triangulation Agreement](non-triangulation-agreement.md)
-    * [Responsibility & Accountability](radical-responsibility.md)
     * [Requests](requests-and-formal-requests.md)
   * [Conflict Resolution](conflict-resolution.md)
 * [Mental Health Resources](mental-health-resources.md)

Strategies/Individual.md

@@ -80,13 +80,6 @@ Amateurs collect knowledge. Pros develop skills.
 >
 > <cite>Ancient Proverb</cite>
 
-## Don't Sweat the Stats
-
-The stats are a mirror, not a destination. Stay focused on your work and your learning. On time and in team.
-
-> Essentially, all models are wrong, but some are useful.
->
-> <cite>George E.P. Box, Empirical Model-Building and Response Surfaces</cite>
 
 ## Check your Cognitive Biases
 

Strategies/Reflection.md

@@ -1,44 +1,57 @@
 # Strategies for Solo Reflection
 
 ## Blogs, Gitbook, and Old School Analog Notebooks
-Blog as much as possible while you're at the Guild. The benefits are plentiful - just ask [this guy](http://www.programmr.com/blogs/four-reasons-every-programmer-should-write-blog). And then share it with the Guild in the #blogs channel.
 
-Tracking your learning via a gitbook like [this one](https://ethanjstark.gitbooks.io/landscape-of-web/content/roadmaps.html), is a great way to integrate what you're learning each week
+Blog as much as possible while you're at the Guild. The benefits are plentiful - just ask [this guy](http://www.programmr.com/blogs/four-reasons-every-programmer-should-write-blog). And then share it with the Guild in the \#blogs channel.
+
+Tracking your learning via a gitbook like [this one](https://ethanjstark.gitbooks.io/landscape-of-web/content/roadmaps.html), is a great way to integrate what you're learning each week  
  while flexing your markdown muscles to format your notes.
 
 Some of us need to actually write ideas down to process them fully. So, hand us a pen and a moleskine and we're all set. Take good notes. Use or create a system that allows you to quickly access information in your notes. Consider transferring your written notes to a digital format like Evernote for easy searching and indexing.
 
 ## Scaffolding
+
 The idea is to connect the dots between new concepts and current knowledge by looking for relationships between ideas across current and previous projects. This process also surfaces ideas/concepts you may have been exposed to but did not have time to deeply explore during the project cycle.
 
 **Key guiding questions:**
-- How is 'x'related to 'y' if at all?
-- What were concepts/words/aspects of the challenge that I didn't know?
-- Where are the gaps in my knowledge and experience?
+
+* How is 'x'related to 'y' if at all?
+* What were concepts/words/aspects of the challenge that I didn't know?
+* Where are the gaps in my knowledge and experience?
 
 ## New Context Application/Deployment
+
 The idea is to see what one can do with what was just learned by applying the newly acquired skills in a new context. If you have a small side project you might apply new skills to that project. Or, you might return to a completed project and refactor your code or build a new feature.
 
 **Key guiding questions:**
-- What do these new skills enable you to do?
-- How can you apply what you've learned to previous projects?
+
+* What do these new skills enable you to do?
+* How can you apply what you've learned to previous projects?
 
 ## Personal Portfolio Site
-The idea is to build a digital portfolio of your work, kind of like an online resume. Each week create an entry for the project you worked on capturing the skills honed on the project. You can include a link to your project repo, or if the project live, a link to the actual site. This could also be half blog, half resume. Either way, at the end of 40 weeks, you  have a nice, long running artifact that can also be shared with potential employers.
+
+The idea is to build a digital portfolio of your work, kind of like an online resume. Link to your github account and feature your repositories, or if some of the projects are live, link to the actual sites. Your portfolio could also be half blog, half resume. Either way, at the end of your program time you'll have a nice, long running artifact that can be shared with potential employers.
 
 ## Meta-cognition
+
 The idea is to explore how learning happened by intentionally reflecting on the learning process, seize upon approaches that worked, and replicate them.
 
 **Key guiding questions:**
-- What processes supported my learning this week?  (i.e.: did i search for information differently?)
-- Did I get more coaching support?
-- Did I risk trying out more ideas than I did last week?
-- What was most challenging?
-- Where did I make the most mistakes?
+
+* What processes supported my learning this week?  \(i.e.: did i search for information differently?\)
+* Did I get more coaching support?
+* Did I risk trying out more ideas than I did last week?
+* What was most challenging?
+* Where did I make the most mistakes?
 
 ## The Dogeared Parking Lot
+
 The idea is to intentionally return to any ideas, concepts or skills a learner encountered but did not have time to fully understand or explore. The sole purpose of this strategy is to delve deep into a topic.
 
 **Key guiding questions:**
-- Why does 'x' work?
-- What is 'x' really?
+
+* Why does 'x' work?
+* What is 'x' really?
+
+
+

clearing-withholds.md

@@ -1,26 +1,6 @@
-# edit this 
+# edit this
 
-# Clearing: Clear personal tensions swiftly and directly
+# 
 
-_Add a note on power dynamics and How these dynamics influence any given interaction, especially interactions that require some type of interpersonal confrontation_
 
-We are human. Personal conflicts will come up as we work/learn together. When you feel that something personal is beginning to get in the way of you working optimally with someone else,**address it directly with them as soon as you can.**
-
-We call this practice "clearing".
-
-Clearing usually involve sharing anything that I'm "holding" in my mind or heart, that's keeping me from feeling "clear" with you.
-
-Clearings come in many different flavors, these are the main three:
-
-* **A Pinch:**Something someone did, that "pinched" my ego. I could let it go, but it's building a small level of resentment, so I'll just say it. For example: "When you didn't respond to that question I asked in the meeting I felt snubbed". Pinches are quick to resolve, and usually don't need more than a "thank you" in response.
-
-* **A Reality Check:**We make up stories all the time about each other. If you notice a belief forming in your mind about someone else, ask them about it. For example: "I noticed that whenever I talk about anything related to marketing, you seem to zone out. I'm starting to make up a story in my mind that you think I'm shitty at marketing. Is there any truth to that?"
-
-An apology can also be another form of clearing.
-
-Sharing reveals in this way, and being heard, can often diffuse the withhold, and reduce its charge.
-
-If you tried to clear a withhold with someone and failed, consider using a[Formal Request Process](https://github.com/LearnersGuild/cos/blob/master/Processes/Conflict.md)to resolve it.
-
-**It's important not to have hidden**[**requests**](https://github.com/LearnersGuild/cos/blob/master/Practice_Tending_Relationship/Requests.md)**or feedback. The implicit request when clearing is to be heard and to be known in order for the air to clear.**
 

commitment-to-our-community.md

@@ -0,0 +1,24 @@
+# Commitment to Our Community
+
+### Diversity & Inclusion
+
+Making pathways to careers in tech more accessible to nontraditional and underrepresented groups means that the Guild tends to be a very diverse place. In fact, being part of a supportive, empowering, and inclusive community is one of the reasons many Learners choose Learners Guild as their pathway to becoming a web developer.
+
+Choosing a diverse learning community means that Guild Members and Staff have the unique opportunity to be exposed to, and build meaningful relationships with, people from diverse backgrounds and life experiences. For some of us, learning at the Guild provides an opportunity to share our experiences in a community of peers in ways that are often unavailable in other professional settings. While for others, stepping into this community provides eye-opening perspectives on the life experiences of people whose backgrounds, beliefs, and stories differ from our own. 
+
+By joining Learners Guild, you agree to treat everyone in our community — regardless of their race, religion, national origin, ethnicity, disability, sex, gender identity, sexual orientation,  age or other protected characteristic — with respect, and without judgment or bias based on such characteristics. 
+
+Learners Guild firmly supports the rights of everyone in our community to engage in purely private, lawful conduct and to hold differing beliefs - some of which may contradict those of other community members. However, we must keep in mind that when speaking about those beliefs, the impact of what we say may have implications for the Guild community. 
+
+The deep and complex nature of work around diversity and inclusion means that we likely will offend or hurt other people with our lack of awareness or carelessness, despite our best intentions. 
+
+Just as we encourage one another to expose our ignorance around coding, it must be safe for us to expose our ignorance \(knowingly or unknowingly\) in other realms, including in conversations about our diverse identities. At the same time, it is our responsibility, as we learn, to attend to the impact that our actions may have on members of marginalized communities whose experiences are often erased or misunderstood in mainstream spaces but who should have a safe haven at Learners Guild.
+
+While Learners Guild is not in the business of legislating individual beliefs, when it is pointed out to any member of our community that the expression of a belief has in some way caused harm to another member of the community, to protect our community values, we want community members to remain open and receptive to that feedback, and to account for and attend to the impact of our words or actions, regardless of our intent. 
+
+When we are “called in” by other members of the community, we receive such invitations as a gift, an opportunity to shine light on our own blind spots, and to work towards strengthening the safety and inclusivity of our community for _all_ members.
+
+
+
+
+

community-agreements.md

@@ -1,10 +1,52 @@
 # Community Agreements
 
-An agreement is a shared agreement that is non-violable. Unlike practices, they are not aspirational. They present a firm and clear boundary on how we choose to be with each other.
+An agreement is a shared agreement that is non-violable. They present a firm and clear boundary on how we choose to be with each other. Below are our shared agreements:
 
-It's best to strive to keep agreements to a minimum for a few reasons: agreements are the most “expensive” agreements to change, often requiring the most work to revise or scrap. They’re also pretty reactionary and limit our ability to creatively problem solve and respond to new situations, eventually creating more challenges than they solve. Also, we live in a litigious culture that attempt to 'legislate co-operation'. Rule-creep can lead to a culture that externalizes common sense to a set of complicated policies instead of relying on relationships, and a shared vision to work/learn together.
+## Clearing:
 
+##### Clear personal tensions swiftly and directly
 
+We are human. Personal conflicts will come up as we work and learn together. When you feel that something personal is beginning to get in the way of you working optimally with someone else, **address it directly with them as soon as you can.**
+
+We call this practice "clearing".
+
+Clearing usually involves sharing anything that you're "holding" in your mind or heart that's getting in the way of you being able to work with another person. In other words, clearing is a process by which whatever feelings and/or thoughts we're withholding about an experience can come to the foreground and be released.
+
+Clearings come in a couple different flavors, these are the main two:
+
+* **A Pinch: **Something someone did "pinched" your ego. You could let it go, but it's building a small level of resentment, so instead of trying to act like it didn't happen, just speak to it. For example: "When you didn't respond to that question I asked in the meeting I felt snubbed". Pinches are quick to resolve, and usually don't need more than a "thank you" in response.
+
+* **A Reality Check: **We make up stories all the time about each other. If you notice a belief forming in your mind about someone else, ask them about it. For example: "I noticed that whenever I talk about anything related to marketing, you seem to zone out. I'm starting to make up a story in my mind that you think I'm terrible at marketing. Is there any truth to that?"
+
+**An apology **can also be another form of clearing. Sometimes we know we owe someone an apology and for a range of often complicated reasons, we may avoid sharing the apology which leads to avoidance of that person in general. We strongly recommend getting in the practice of apologizing and making amends quickly.
+
+**It's important not to have a hidden **[**request**](https://github.com/LearnersGuild/cos/blob/master/Practice_Tending_Relationship/Requests.md) **or feedback in our clearings. The implicit request when clearing is to be heard and to be known in order for the air to clear.**
+
+## Non Triangulation Agreement
+
+**Purpose:**The intention of this agreement is to support a low-drama, low-politics culture: A team where everyone is confident that they are respected and honored when they're not present.
+
+Essentially it boils down to this: Don't gossip. Don't build political alliances to get work done. If you mention someone's name when they're not present do it in the same way you would if they were present. If you have feedback for someone, the best and only place for this feedback is to give it to them directly. If that's not working, get others to join the conversation.
+
+If you have feedback for supporting staff, or other stakeholders, do your best to give it directly to them. If that's not possible/efficient/effective it's OK to talk about them with someone else.
+
+## Radical Responsibility
+
+Radical Responsibility means we agree to assuming full ownership of our purpose here and the role we play as contributors to this learning environment. We don't blame or avoid. [We own our experience, and our emotions](https://www.youtube.com/watch?v=lk_a2iWWoVQ&feature=youtu.be).
+
+# Accountability
+
+Accountability leads us to accept responsibility for our actions. It's related to Radical Responsibility because it boils down to owning your stuff and staying in your lane.
+
+On another note, accountability gives our agreements potency. They are meaningless if we don't hold ourselves and each other accountable to them. It is crucial that we step up to violated promises, broken commitments and bad behavior. In doing so, we maintain our integrity, and support each other lovingly and firmly in doing the same.
+
+#### Couple Accountability Guidelines
+
+* Only hold people accountable for things they've explicitly agreed to
+* Set good boundaries:
+  [https://www.youtube.com/watch?v=6NxB6c6d39A](https://www.youtube.com/watch?v=6NxB6c6d39A)
+* Don't blame:
+  [https://www.youtube.com/watch?v=RZWf2\_2L2v8](https://www.youtube.com/watch?v=RZWf2_2L2v8)
 
 
 

non-triangulation-agreement.md

@@ -1,10 +1,4 @@
-# Non Triangulation Agreement
+# 
 
-**Purpose:**The intention of this agreement is to support a low-drama, low-politics culture: A team where everyone is confident that they are respected and honored when they're not present.
 
-**Serves Values:**Safety, Being in Relationship
-
-Don't gossip. Don't build political alliances to get work done. If you mention someone's name when they're not present do it in the same way you would if they were present. If you have feedback for someone, the best and only place for this feedback is to give it to them directly. If that's not working, get others to join the conversation.
-
-If you have feedback for supporting staff, or other stakeholders, do your best to give it directly to them. If that's not possible/efficient/effective it's OK to talk about them with someone else.
 

program-features/guild-program-calendar.md

@@ -0,0 +1,24 @@
+# Accessing the Guild Program Calendar
+
+The Guild Program Calendar reflects core program events and optional instruction and community events. The calendar is color coded to help you quickly distinguish between event types. Core instructional time, project time, and house meeting blocks are in blue, checkins and standups are in green. Anything else is in peach \(e.g.: Algonauts, Stress and Anxiety Management Group, Oakland Blockchain Developers Meet-up, etc.\).
+
+#### Follow the steps below to subscribe to the Guild Program Calendar.
+
+1. Open Google Calendar
+
+2. On the left side, find “Other calendars” and click the down arrow
+
+3. Select Add by URL
+
+4. Enter the calendar’s address in the field provided. The address needs to be an ICAL link: 
+
+> https://calendar.google.com/calendar/ical/learnersguild.org\_r2argrccjqlrd6md4shel1lad4%40group.calendar.google.com/public/basic.ics
+
+5. Click Add calendar
+
+
+
+**This calendar is your guide for the learning and support schedule. Please take a moment to add the calendar now. If you have trouble accessing the calendar please reach out to your Learning Facilitator.**
+
+
+

radical-responsibility.md

@@ -1,22 +1,4 @@
-# Radical Responsibility
-
-**Serves Values:**Agency, Engagement
-
-Accountability: Accepting responsibility for my actions. Owning my stuff
-
-Radical Responsibility: We assume full ownership of our collective purpose and our role\(s\) in it. We don't blame or avoid.[We own our experience, and our emotions](https://www.youtube.com/watch?v=lk_a2iWWoVQ&feature=youtu.be).
-
-# Accountability
-
-Our agreements are meaningless if we don't hold ourselves and each other accountable to them. It is crucial that we step up to violated promises, broken commitments and bad behavior. In doing so, we maintain our integrity, and support each other lovingly and firmly in doing the same.
-
-## Accountability Guidelines
-
-* Only hold people accountable for things they've explicitly agreed to
-* Set good boundaries:
-  [https://www.youtube.com/watch?v=6NxB6c6d39A](https://www.youtube.com/watch?v=6NxB6c6d39A)
-* Don't blame:
-  [https://www.youtube.com/watch?v=RZWf2\_2L2v8](https://www.youtube.com/watch?v=RZWf2_2L2v8)
+#