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Organizational Learning Engineering

Clark Quinn

Organizational learning processes – across L&D, Executive Development, Leadership Development, and more of the roles in HR and talent management – are largely still rooted in both industrial era models and myths. We see practices that don’t make sense, and we’re not aligned with what we now know about how we think, work, and learn. Let’s go!

Organizational Learning in the Age of Ideas

The Peformance Improvement

culture of command-and-control is a barrier to organizational learning. Without these qualities, an organization can’t learn. Communication Employee Engagement Leadership Learning Culture Management Organization Culture Organizational Learning Age of Ideas Industrial Era Steam EngineMost organizations are “locked in an industrial mindset.”

Uberizing Organizational Learning – Thinking Beyond Courses

ID Reflections

We have to think agile, instant, accessible, contextual, micro-sized, real time… We need to uberize organizational learning. So, what do I mean when I talk about uberizing workplace learning? Before I delve into some of the characteristics of uberization that we can extrapolate to workplace learning, here’s a few guidelines to keep in mind wrt expectations from L&D.

Cultural Barriers to Organizational Learning

The Peformance Improvement

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. All organizations have a culture.

Whitepaper: When The LMS Isn’t Enough

Learning Retention for Bottom Line Results W H I T E P A P E R 2Table of Contents. Introducing the Axonify Continuous Learning Model.8 Over the past decade, most organizations have invested in Learning Management Systems. Employees aren’t learning more. effectively applying what they’ve learned to their jobs. Learning is still an “event.” learning process.

Organizational Learning Tools

The Peformance Improvement

What are the tools of organizational learning? As I’ve stated in a previous blog post , a high performing organization needs a comprehensive approach to learning and a set of tools to facilitate learning. training program, or an educational event, or even a CEO’s speech about the importance of learning is not enough. Chart of the learning process in organizations.

Technology-aided learning: Changing the game in Organizational Learning

G-Cube

On October 9 th -10 th , G-Cube attended India’s largest and most prestigious Chief Learning Officers’ Summit , which brought together learning leaders from different industries from all over India and the world. The theme of event was – Organizational Learning: Impacting business, Changing the game. This increases the impact of workplace learning by leaps and bounds.

6 Barriers to Organizational Learning

WalkMe Training Station

The first article was titled “How ‘Learning Organizations’ Beat Natural Selection” After detailing the importance of a learning culture within a learning organization, I would like to briefly look at several barriers to organizational learning. Lack of Value for Learning Itself. This is the third and final article in a 3-part series.

Taming the social learning ‘beast’ for organizational learning

G-Cube

Much of the learning in the workplace is now becoming learner-driven – a perfect setting for social and collaborative learning. With a little structure, social learning can be a huge success for organizational learning. How to drive Social Learning strategy in an organization? Identify your social learning champions. Blog e-Learning LMS New Ideas

Disruptive Innovation and Organizational Learning

The Peformance Improvement

Disruptive innovation has become a very popular notion about competition and organizational change. Rather than trying to predict disruptive innovation or create a department for disruptive innovation, executives and employees need to be continually learning so that they can adapt to change quickly, whether that change is external or internal. It’s not more than that.

How to Achieve an Organizational Learning Goal

The Peformance Improvement

You can apply these same principles to organizational learning goals. For individuals, teams, and whole organizations to achieve their learning goals, they need to develop supportive processes and relationships. And it’s not enough to select a method for learning. How has that been going and what can you learn about your own process of learning?

Organizational Learning in the Network Era

Learning and Working on the Web

Edwards Deming, American management visionary, understood that systemic factors account for most organizational problems, and changing these has more potential for improvement than changing any individual’s performance. But the real barrier to systemic change is hierarchical management, as it constrains the sharing of power, a necessary enabler of organizational learning.

Democratization of Organizational Learning

The Peformance Improvement

Organizational learning has, for too long, been owned by consultants and chief training and learning officers. Any effort to learn how to improve leadership, management, team building, communication, planning, or other organizational skills, has started with these external and internal gatekeepers. Maximize organizational learning. Assess culture.

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.

Organizational Learning & Improvement Challenges

The Peformance Improvement

If you need tools and experts to help you, go to Learning to be Great. Communication Employee Engagement Evaluation Leadership Management Organization Culture Organizational Learning challenges improvement learning performance survey What challenges do you face in your organization? Take this survey to identify the most serious ones, the ones you want to work on now. Create your free online surveys with SurveyMonkey , the world''s leading questionnaire tool.

Essentials of Developing an Organizational Learning Culture

The Peformance Improvement

Are employees constantly looking for more opportunities to learn and grow both in your company and in other organizations? Are you not getting the impact on organizational performance that you would like from current training programs? If you answered “yes” to any of these questions, you would benefit from learning how to create and sustain a learning culture in your organization.

Organizational Learning in Colleges and Universities

The Peformance Improvement

In order to change, colleges and universities must first learn; that is, acquire new organizational knowledge and new organizational skills. They must create an organizational routine of feedback, reflection, and active social learning. They need to learn how to examine what they do, compare that to what needs to be done, reflect on what they have learned from their actions, and make the needed changes in the organization. Jeffrey J. And there are other pressures on higher education institutions to change and improve.

Developing a Learning Culture Infographic

The Peformance Improvement

Leadership Learning Culture Management Organization Culture Organizational Learning Training Training Impact infographic

Force Field Analysis of Organizational Learning

The Peformance Improvement

learning) and the factors that block people from achieving that change. The table below lists forces that commonly drive learning in organizations and the factors that block learning in organizations. Work vs. Learning. will help the organization achieve its goals; not being clear about what needs to be learned and why; managers who do not involve themselves in the learning process; no opportunity to apply new learning in the workplace; and no accountability on the part of employees and managers for learning and performance improvement.

Training Culture vs. Learning Culture

The Peformance Improvement

What’s the difference between a “training culture” and a “ learning culture ”? The answer is, “A great deal.” As the chart shows, in a training culture, responsibility for employee learning resides with instructors and training managers. In that kind of culture the assumption is that trainers (under the direction of a CLO) drive learning.

Learning to Work in a Time of Digital Disruption

The Peformance Improvement

These new capabilities, if they are to be sustained, require that workers acquire new knowledge, skills, and beliefs, teams learn how to make good decisions and act quickly, and whole organizations learn how to use their collective intelligence to make good decisions in the face of profound transformation of their industries. What will the workplace be like in an age of disruption ?

Microlearning: Fab or Fad?

Tom Spiglanin

Like its predecessors social learning, mobile learning, and blended learning, it’s being tossed around as the new big thing, something we must all get on board with or face extinction. Generally, the term “microlearning” refers to micro-perspectives in the context of learning, education and training. 1. Mobile Learning: The Time Is Now. 27 Feb.

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., Helping workers learn continuously on the job.

Key Elements of a Learning Culture

The Peformance Improvement

A “learning culture” is a community of workers continuously and collectively seeking performance improvement through new knowledge, new skills, and new applications of knowledge and skills to achieve the goals of the organization. In a learning culture, the pursuit of learning is woven into the fabric of organizational life. Continue to keep them involved.

The State of Instructional Design

Tom Spiglanin

The conversation erupted on social media, as it has before, about the state of affairs in the field of Learning and Development, or L&D. 1 The conversation was generally about how we have all been committed to changing the practice of L&D for years, yet we were having much the same conversation all over again. Less than a week later, Andrew Jacobs wrote very similar thoughts.

Active and Passive Learning in Organizations

The Peformance Improvement

Many of the typical methods of learning in the workplace make the learner a passive recipient of knowledge and skills. Jane Hart has provided us with an excellent list of “passive” ways in which people learn in their workplaces. She includes: Company training  (face-to-face workshops and e-learning). Logs, diaries, and journals (recording reflections and learning as it occurs).

PwC Canada Strives for a Learning Culture

The Peformance Improvement

If you’re looking for examples of companies that are striving to create and sustain a learning culture, PwC ( PricewaterhouseCoopers LLP) of Canada should be on your list. recently had the pleasure of speaking about the importance of a learning culture to the Edmonton meeting of The Conference Board of Canada’s Council for Learning and Leadership Development. The PwC Canada Web site describes the program this way: Promoting Enhanced Working Practices (EWP) and experiential learning Our EWP program empowers our people to learn within the context of their day-to-day work.

Beyond Training: Three Models

The Peformance Improvement

Organizational learning is so much more than training. Three models of learning convey the breadth of options that, depending on what an employee needs to learn, are more effective, cheaper, and easier to implement than formal training programs. One of these models I call “50 Ways to Lever Learning.” Of course, any model is only a representation of the real world.

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What It Takes to Have a Healthy Learning Environment in Your Organization

Origin Learning

sumptuous spread of cerebral and endorphin-inducing fare, the subtext was learning, learning and more learning. That is a strident example of the reach and power of social learning. And online learning, the ubiquitously-used learning at leisure and learning on the move with eLearning and mLearning ? Does it have to be just the one way or the highway?

70:20:10 For Trainers

Learnnovators

Learning & Development Professional has been running a poll on the following question: Is the 70:20:10 model still relevant today? It just refers to the general observation that the majority of learning in the workplace is done on the job, a substantial chunk is done by interacting with others, while a much smaller proportion is done off the job (eg in a classroom).

Personal Learning Networks: For Ongoing Learning in a Connected World

ID Reflections

I have recently joined the open section of #MSLOC 430 - a graduate course in the Master''s Program in Learning and Organizational Change at Northwestern University. This is the first week and I am absolutely looking forward to exploring the topics, learning from the other participants and participating in exciting conversations. Networks have a profound impact on how we learn.

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.).

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. This learning cannot be left to chance.

Isn’t this how organizational learning cultures progress?

Jay Cross

Jane Hart’s post yesterday on The differences between learning in an e-business and learning in a social business  got me thinking about the evolution of learning culture in organizations. Just as bicycles did not eliminate walking and cars did not do away with automobiles, informal learning doesn’t snuff out formal learning. Think of it this way.

Industry Report: Too Much Training; Not Enough Learning

The Peformance Improvement

Instructor-led classroom only” is still reported to be the primary method of employee learning and development. If we include “blended learning”, “virtual classroom/webcast only”, and “online or computer-based methods” in the mix, we see that companies are continuing to invest most in methods of learning that have the least payoff. would expect the margin of error to be high.

INFOGRAPHIC: If Learning Was Water

Learnnovators

Learning 101 with a quick, slightly soggy, metaphor. x—–x—–x—–x—–x. Arun Pradhan  has over 17 years’ experience in digital and blended learning. In his spare time Arun blogs about learning, performance and 70:20:10 solutions at  Design4Performance. x—–x—–x—–x—–x.

Why Your Organization Needs a Learning Culture

The Peformance Improvement

A learning culture is a community of workers continuously and collectively seeking performance improvement through new knowledge, new skills, and new applications of knowledge and skills to achieve the goals of the organization. learning culture is an environment in which learning how to learn is valued and accepted. They want to learn! Not anymore.

Stop Relying on Training for Employee Learning

The Peformance Improvement

Formal training continues to take up too much of organizational resources. Formal, event-based training (courses, workshops, seminars, MOOCs) has a place in corporate learning but only a small place and only for employee learning that can’t be achieved in other, more timely, less costly, and more effective ways. Learning is not applied.

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Social Learning is here to stay!

Origin Learning

Who would have imagined that the rapid pace of technology advancement would transform the learning landscape so dramatically! Let’s dwell for a minute on social learning which has redefined the framework of learning in organizations, big and small! This learning approach can help to create networks and sustain them too. Geographical boundaries no longer matter.

Pull, Don’t Push, Employee Learning

The Peformance Improvement

As the digital revolution continues to fuel the faster rate of change, transforming all aspects of business, from supply chain management to communication, the highest-performing corporations are abandoning traditional “push” training for the “pull” learning model. Estimates of the learning transfer rates from push training programs to the workplace range between a miserly 10 to 20 percent.

16 Signs of a Learning Culture

The Peformance Improvement

How do you know your organization has a learning culture ? How will people be learning? While a learning culture is an environment that’s always being developed, certain signs indicate that you are making progress. In a learning culture…. Leaders are communicating the importance of learning (acquiring new knowledge, skills, and capabilities) and holding managers accountable for learning and applying that learning to making a difference for the organization. What will you see people doing?

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.

Demystifying Working Out Loud

Learnnovators

In this post, I want to demystify working out loud and highlight the organizational as well as personal growth that accrues from the practice. I am a huge believer of the practice because I have experienced the effect first hand. It has helped me to develop my personal learning network (PLN) and enabled my PKM. have been writing about working out loud as a practice for some time now.

Top 10 Questions to Evaluate a Learning Culture

The Peformance Improvement

Are managers helping their direct reports create an individualized learning plan linked to strategic goals of organization? Are managers monitoring learning progress and providing feedback; are they structuring opportunities to apply learning on the job; and holding direct reports accountable for results?

Reprise: Learning to Compete

The Peformance Improvement

The rate at which an organization learns may be the only sustainable competitive advantage. If you are learning more rapidly than the competition, you can get ahead and stay ahead. And if organizations are to respond intelligently, they must make learning a central part of their strategy for survival and growth. Employees tell stories that dramatize what they are learning.

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