The Learning Organization

Integrating Individual, Team, and Organizational Learning

Learning Domains

Abstract Knowledge involving know what and know why Knowing in practice involving know how and care why

Frames of Reference

Two Domains of Learning:

Instrumental learning to control and manipulate the environment Communicative learning what others mean when they communicate with you

Why Learning is Important

For an organization/system to survive its rate of learning must be equal or greater (L > C) than the rate of change in its environment

Sustaining Performance at the Individual, Group and Organizational Level:

The rate of learning has to equal or exceed the rate of change in the larger environment!
5

In Other Words
When the rate of change in the marketplace exceeds the rate of change in the organization, the end is in sight.
6

Key Concepts

Learning in Organization Members learn on behalf of the organization Learning by Organization When this individual learning in organization has organization level outputchanges that are captured and widely utilized by the organization Organizational learning mechanisms systems and processes operated by organizational members to enable organizational learning.
7

Organisational Learning Mechanism can be:

Integrated the organizational members who generate the learning are responsible for applying it Non integrated the members who generate learning are not the ones who apply it Designated Learning takes place away from task performance Dual purpose Learning is carried out in conjunction with task performance
8

Teams and Groups Integrating Learning in Organization with Learning by Organization

Organization

Individual

Team
Individual Individual

Individual

Team

Individual

Individual

Organisational Learning is Captured in:

Practices, Policies Core Competencies Norms Knowledge management systems Stories Culture

10

Collaborative Team Learning

Through practices that change relationships through exposing the members to the ideas of others, while paving the way for collective learning by creating a mechanism for bridging diversity.
11

Barriers to Organizational Learning

Defensive routines Constraining mental models (i.e. frames of referencepoints of view) Prevailing undiscussables

12

Reflection and Dialogue

Reflection Content, Process, and Premise Dialogue Each person states his or her thoughts, ideas, observations, and feelings and listens to those of others without responding to individuals. The group as a whole system is addressed, not individuals. Purpose is to get the all the thinking out before general conversation.

13

LEARNING WINDOW
K N O W I N G WHAT I KNOW & WHY I WHAT I THINK I KNOW KNOW IT & WHAT I NEED TO DISCOVER IN ORDER What data do I have to TO KNOW IT support my view?
Do

others accept my interpretation?

WHAT I KNOW I DO NOT KNOW

I MUST BE OPEN TO WHAT I DO NOT EXPECT

DISCOVER

14

No problem can be solved from the same level of consciousness that created it. We must learn to see the world anew Albert Einstein
15