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Organizational Learning in the Age of Ideas

The Peformance Improvement

Most organizations are “locked in an industrial mindset.” They think of their workers as cogs in the wheels of progress, doing what they’re told, not smart enough to figure out how best to do their jobs or improve their organizations. Managers in these organizations are needed to tell workers what to do and how to do it. Without these qualities, an organization can’t learn.

Assessing Your Organizational Learning Culture

The Peformance Improvement

To what extent does your organization have a learning culture? Look around your organization. Using Edgar Schein ’s definition of organizational culture, you’ll want to know to what extent: Underlying beliefs and assumptions support learning in your organization. Values and principles drive learning in your organization. What do you see?

Cultural Barriers to Organizational Learning

The Peformance Improvement

All organizations have a culture. Some cultures support learning more than others. Some cultures stifle learning by marginalizing the training and development function, by discouraging risk-taking, by not rewarding learning, by not allowing opportunities for informal and social learning, and by undermining performance improvement efforts.

Organizations Don't Learn

The Peformance Improvement

The culture of most organizations prevents them from learning. And without learning they are destined to have disengaged employees, high turnover, low performance teams, unproductive workplaces, inadequate responses to competitive pressures, an inability to keep up with the pace of change, and an unsustainable business. What prevents organizations from learning?

How to Create a Learning Culture in Organizations

The Peformance Improvement

Several excellent blog posts have recently come to my attention that, when combined, provide a how-to for creating a learning culture in organizations. One of these posts appears in Jane Hart’s blog, Learning in the Social Workplace. In this post , she writes that workplace learning is: Structured learning experiences (e.g., communities of practice).

Why Continued Organizational Learning is Critical to your Performance and Culture

WalkMe Training Station

The first article was “ How ‘Learning Organizations’ Beat Natural Selection”  . Organizational learning allows for teams to learn exactly what is relevant to their specific tasks and specialties while other information they do not need is given to the individuals and teams that need it, with some Venn overlap between for cooperation.

Barriers to Learning in Organizations

The Peformance Improvement

whole enterprise is an essential aspect of high performance organizations. However, barriers to this learning are common in organizations. These barriers must be overcome in order for organizations to have long term success. What additional barriers to learning have you observed in organizations?  . individual success but not recognizing team success.

Organization Culture Change

The Peformance Improvement

In the online course that I teach for ASTD on Developing an Organizational Learning Culture , one of the questions I hear most often is, “How can I change the culture in my company when there is little support from management and our unions resist any change that might affect the work rules?” Culture is how an organization does its work.

Learning Organization is Culture, Processes, and Leadership

The Peformance Improvement

Organizational learning” and “learning organization” are terms that continue to be misused. It seems like these days any business, nonprofit, or government agency that provides training and education to its employees calls itself a learning organization. interpret “environment” to mean organizational culture. No more.

Tools of a Learning Organization

The Peformance Improvement

The Adidas Blog asks the question, “What should a true learning organisation look like?” In response to this question, Harold Jarche writes that a learning organization has "shared power." In a learning organization, individuals control their own learning and they share this learning with others. Work and learning must be part of the same process.

Learning to Work in a Time of Digital Disruption

The Peformance Improvement

Workforce management, however, is among the most vexing challenges facing any organization. Informed decision-making – ability to use the collective intelligence of the workforce to make good strategic and operational decisions for the organization. And behavioral change is hard. Leadership Learning Culture Management Organization Culture Organizational Learning Teamwork

Eight Leader Habits of a Learning Culture

The Peformance Improvement

Eight leader habits are essential to a learning culture. These are behaviors ingrained in the routines and rituals of organizations that are continually learning and learning how to learn. Leaders in these organizations do the following: Send the message - Leaders communicate the importance of learning to the organization.

50 Ways to Lever Learning

The Peformance Improvement

In a learning culture , formal training is just one of many methods used to facilitate employee learning. In a learning culture, we start with the performance goal and then select the mix of methods that will help employees acquire and retain the knowledge, skills, attitudes, and beliefs they need in order to achieve those goals. (My apologies to Paul Simon.).

Reprise: How to Create a Learning Culture in Organizations

The Peformance Improvement

Several excellent blog posts have recently come to my attention that, when combined, provide a how-to for creating a learning culture in organizations. One of these posts appears in Jane Hart ’s blog,  Learning in the Social Workplace. In this  post , she writes that workplace learning is: Structured learning experiences (e.g., communities of practice).

How to Create a Learning Culture in Start-Ups and Small Businesses

The Peformance Improvement

In this post, Rich Sheridan, Founder, CEO and Chief Storyteller at Menlo Innovations and author of  Joy, Inc. - How We Built a Workplace People Love , explains what small companies and departments in large organizations can do to create a learning culture. He addresses fear, reward systems, hiring, on-boarding, learning, making mistakes, and experimenting. No learning.

How “Learning Organizations” Beat Natural Selection

WalkMe Training Station

Perhaps no greater factor to determining organizational success in recent years is the ability of an organization to recognize business challenges and adapt, that is, to make the necessary changes to help foster growth and higher performance. Organizational Learning. This all begins with organizational learning, which refers not only to the acquisition of new knowledge, but also an increase in the ability to apply new knowledge to improve performance. The Learning Organization. Pillars of a Learning Organization.

Hiring for a Learning Culture

The Peformance Improvement

One of the keys to creating and sustaining a learning culture is hiring people who are continuous learners and who help others learn continuously. You want people who recognize the learning needs of others and can figure out ways to support their growth as part of the day-to-day work of the organization. Ask about examples of these behaviors in their work.

The Power of Beliefs

The Peformance Improvement

Beliefs shape work behavior and influence the culture of an organization. That   behavior will likely feed the belief   in others that   we have little to o ff er, or perhaps aren’t very   committed to the company’s success. We know from the research of Carol Dweck that what people believe about learning can have a profound effect on employee development.

SCORM and xAPI LMS in a Learning Culture

The Peformance Improvement

A learning management system (LMS) is considered to be a necessary tool in most complex organizations today, especially those industries, like nuclear energy, airlines, and healthcare, where monitoring compliance with government-imposed training requirements is essential. And more importantly, an LMS does not tell us the impact of that learning on the organization.

Games To Gamification

Learnnovators

Then, as man evolved to the agrarian stage, around 12,000 years ago, he learned to domesticate a few animals and, alongside, grow crops. So we know that game based learning and gamification are not new. With so many types of games and sports, there should be no dearth of ideas to gamify the learning of a subject in educational and business settings. References: [link]. link].

Can People Learn and Improve? Yes or No?

The Peformance Improvement

learning culture is an organizational culture in which beliefs, values, and artifacts support employee learning, In terms of beliefs, research is showing us that what people believe about the potential of themselves and others has a profound impact on organizations. They provide opportunities for employees to learn and improve themselves.

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Learning to Learn from Evaluation of Learning

The Peformance Improvement

Each approach to evaluation of training has something to contribute to assessing the impact of formal training on employee learning. The real value is in organizational learning from evaluation. That is, from reflecting on the meaning and significance of those findings for improving performance and achieving the goals of the organization.

Community of Practice and the TorranceLearning Download

The Peformance Improvement

One of many methods of organizational learning is a “community of practice”. This is a term coined by Etienne Wenger to describe “…groups of people who share a concern or a passion for something they do and learn how to do it better as they interact regularly.” We said that evaluation of learning is: Measuring business outcomes. Did you learn it? Did you use it?

Measure Impact If You Want Success

The Peformance Improvement

All organizations, whether business, government, or nonprofit, should be doing more to measure their impact. Many hospitals know that they have a high infection rate post-surgery, but that hasn’t changed the behavior of their doctors and nurses. Measuring something doesn’t guarantee that behavior will change. She helped get the program started and led the evaluation effort.

The Secret to Bold and Gutsy Leadership is Learning

The Peformance Improvement

I don’t know if John Baldoni intended his latest leadership book to be about learning, but that’s exactly what it is about. Through other leaders’ stories and through his own experiences, Baldoni describes what outstanding leaders learn in order to be effective. Opportunity - learning to recognize needs in your environment and how to develop solutions to those needs.

Year in Review - 2014

The Peformance Improvement

The topics ranged from the problems with performance reviews to managing temporary workers to innovation to developing a learning culture in organizations. Here are the links with a short excerpt from each post: Eight Leader Habits of a Learning Culture. Eight leader habits are essential to a learning culture. The World is Fast.And Learning Must Be Faster.

Learning All the Time

The Peformance Improvement

Bernie Donkerbrook, EQMentor, wrote this response to my post : “ Learning all the time ” means making learning part of the culture of an organization. That ‘learning all the time’ is one of the underlying assumptions of the organization…and is discussed, expected, and followed up. That learning is valued and expected at all levels of the organization.

Performance Reviews Are Bad for Learning

The Peformance Improvement

A survey of SHRM members conducted in August indicates that although most organizations say that a performance management system is important to them, few think that their companies are doing a good job managing performance. Performance reviews should be about learning and performance improvement. However, making performance reviews an effective learning tool is very difficult.

The Future of Workplace Training

The Peformance Improvement

Sean Murray and I present a similar argument in our book, “The 5As Framework,” except we go further to say that training, as well as any learning intervention in an organization, should contribute to achieving the strategic goals of that organization. You must make sure that you are maximizing the impact from every performance intervention…This means that rather than a culture of events, you need a culture of learning, one that supports ongoing learning throughout your organization. Why Learn? How to Create a Learning Culture in Organizations.

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Do You Need a CCO and CLO?

The Peformance Improvement

Should your organization have a CCO and CLO? Paul Hebert argues against organizations appointing a Chief Culture Officer. Hebert writes: …as soon as you codify, quantify and assign responsibility to something it ceases to be everyone’s responsibility…Culture is a defined as a set of shared values, behaviors, norms.  Leadership for culture and learning should come from CEOs.

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Learn From Success or Learn From Failure: You Decide

The Peformance Improvement

We learn more from studying successes than we do from studying failure. have become convinced of this from my experience evaluating many change interventions in many different types of organizations. Humans have a strong tendency to gravitate to things-gone-wrong when the best course of action often is to learn from things-gone-right. However, a case can be made for both.

7 Characteristics Of A Digital Mindset

Learnnovators

The word “digital” is on everyone’s lips; however, organizations are stumbling when trying to put in place a holistic strategy and implementation plan that will take into account the mega-shifts heralded by these forces. When organizations comprehend this, they will be able to thrive in a digital world. And in ways we haven’t even begun to envisage. Growth Mindset. Agile Approach.

The Six Hats Of A Community Manager

Learnnovators

Community Management is an evolving role and organizations are beginning to see the need for this role. The premise of this post is that when an organization makes a conscious effort to move towards a more social way of doing business, it usually begins with the introduction of an enterprise collaboration platform. THE HAT OF A CHANGE AGENT. This of course is easier said than done.

Donald L. Kirkpatrick, 1924 - 2014

The Peformance Improvement

They know they can evaluate reaction to training, learning from training, behavior change in the workplace, and results for the organization. Even assessment of “learning” doesn’t tell us much. always had tremendous respect for the man who simply wanted to help individuals and organizations become more effective. Kirkpatrick died. Kirkpatrick

A Year of “The Performance Improvement Blog” in Review

The Peformance Improvement

The topics ranged from creating a learning culture to increasing employee engagement to improving organizational communication to evaluating executive coaching, and more. Here are the links with a short excerpt from each post: How to Create a Learning Culture in Organizations - Organizational learning is not about training.

Hospital Culture Trumps Equipment and Techniques

The Peformance Improvement

If you hire the top people in their professions and have state-of-the-art technology, will that ensure organizational success? Apparently, in complex organizations like hospitals, “ how ” is more important than “what”. Verghese believes that physicians can’t learn bedside skills any other way than by treating patients and receiving feedback from senior physicians who can teach the hands-on skills. However, this kind of learning is dependent on a hospital culture that values and supports the bedside, doctor-patient relationship. He argues that? Chen physician

Deeper eLearning Design: Part 1 – The Starting Point: Good Objectives

Learnnovators

The goal of this series is to build upon good implementations of instructional design, and go deeper into the nuances of what makes learning that really works. For a learning experience design to be truly effective, it has to have a focus. That focus is the outcome that the learning experience is designed to achieve. So, the starting point of a learning design has to be the objective that will achieve the outcome. In short, we need to be sure that a learning experience is indeed the answer. And there are several issues involved. Written by Clark Quinn.