In
The Fifth Discipline Fieldbook Peter Senge describes a learning organization as
one that is engaged in "the continuous testing of experience, and the transformation
of that experience into knowledge that is accessible to the whole organisation
and relevant to its core purpose".
In
other words, an organisation where experience matters and feeds into a genuine
commitment towards improving how the organisation delivers its core business.
It is an organisation where learning from mistakes is used constructively to inform
future work practice. In a learning organisation the culture is less about blame
and more about understanding and improving.
The following
tips will help you to develop your organisation as a learning organization
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Do you continuously test and challenge the way your organisation does things?
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Are
you increasing the capacity of the organisation to respond to change and developing
current knowledge and skills sufficiently?
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Is
the learning relevant to your organisation's business?
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Is
new knowledge accessible and do staff know where to look for it?
Encourage staff
to reflect on their work practice. It helps people to avoid unthinking and uncritical
routines. By reflecting on experiences and current knowledge, people will begin
to develop 'tailor made' solutions to problems rather than repeating old and less
successful patterns of behaviour. It can be done in number of different ways:
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Read
- as much as you can around your subject area
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Think - take a thoughtful approach to your work
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Feel - understand your emotional responses
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Watch
- be sensitive to what is happening around you
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Talk
- to others about aspects of your work
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Ask - other people about their practice
Consider
using the concept of an 'Angel Advocate' . When a creative idea is proposed the
person who speaks next must take the role of an Angel's
Advocate and offer support. This protects or insulates innovative thinking against
immediate criticism. The fragile idea has a better chance of survival for further
exploration.
In
learning organisations managers recognise the need to role model behaviours that
will encourage people to be open, receptive and responsive to learning and new
experiences. This requires the following behaviours from the manager:
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Build
trust
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Accentuate
the positive
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Praise
progress
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When mistakes occur, redirect the behaviour and reinforce with praise
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Provide
appropriate timely support
Enhance
effectiveness by encouraging constructive feedback. The following guidelines will
help you to significantly improve the effectiveness of your feedback
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Use
the 'I' word - own what you say
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Leave
the recipient with a choice
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Start with the positive
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Give
specific examples of positive and negative points
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Get a response to your feedback
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Ask
for suggestions to bring about the desired change
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What does the feedback says about YOU!
People
in learning organisations are prepared to listen to others and ask for constructive
feedback. These tips will help you get the best from feedback.
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Listen
to the feedback rather than immediately rejecting or arguing with it
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Be clear about what is being said. Listen and summarise 'So what your saying is…'
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Don't
just concentrate on the negative
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Ask
for examples of both strong and weak areas of performance
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Accept
praise gracefully when it is given
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Respond
assertively where you think the feedback is incorrect
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Decide what you will do as a result of the feedback
People
can improve their competitive capacity by engaging in a process of continuous
learning through
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Risk taking: Willingness to push oneself out of a comfort zone
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Self reflection: Honest self reflection about successes and failures, particularly
the latter
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Seeking opinions of others: Actively seeking views of others
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Careful listening: Propensity to listen to others
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Openness to new ideas: Willingness to view life with an open mind
Sharing
learning - Use a simple idea to encourage staff to share experiences, learning
and successes in meetings
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Beg a favour
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Brag about a success
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What if…explore an idea
Management
Tips
