Force Field Analysis of Organizational Learning

The Performance Improvement Blog

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. Need for Agility. The usefulness of this force-field analysis of organizational learning is in stimulating action to add and enhance the factors that drive learning and stimulating action to eliminate and reduce the factors that block learning.

LearnTrends: Reinventing Organizational Learning

Experiencing eLearning

These are my live blogged notes from Jay Cross & Clark Quinn’s LearnTrends session on Reinventing Organizational Learning. Article they wrote for CLO mag: “Become a Chief Meta-Learning Officer&#. Need to be more agile & change. If you don’t know the solution & need to network/collaborate to find it, that’s learning. Clark: “we’re the people who’ve retained our love of learning despite our education&#.

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How To Create An Agile Culture In Your eLearning Organization?

eLearning Industry

Everyone has heard of the terminology "agile" before at some moment in time. An agile culture is a flexible culture. A culture that learns and adapts quickly to change all whilst delivering value—something which is specifically valuable to your eLearning organization. Use organizational learning to constantly create or learn new skills and apply new knowledge across the company.

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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. Uberization ” has taken off as the new term that according to me has come to stand for – disruption, innovation, lean operating model, harnessing of the affordances of the sharing economy, and a hyper-connected world driven by imagination and creativity where everything is a mobile-click away – including learning. Learning is no exception.

Search for the Agile Learner

The Performance Improvement Blog

Modern organizations need agile learners. The most successful employees will be those who embrace the change and seek out learning when, where, and how they learn best. In other words, they must be agile learners. As I wrote in a previous blog post, at least three definitions of learning agility are being used in the field. They write that agile learners…. Elliott Masie suggests a third definition of learning agility.

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How to Hire an Agile Learner

The Performance Improvement Blog

How do you find agile learners, people who can curate information for themselves, use a wide variety of learning methods, and quickly apply new learning to their work? In our new book, Minds at Work: Managing for Success in the Knowledge Economy , we explain the importance of having self-directed, agile learners in our modern organizations. Recruit people with the ability to learn a job and adapt as the job changes, which it will. It’s learning ability.

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Hiring for a Learning Culture

The Performance Improvement Blog

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. Edgar Wilson, in a post on e.Mile , writes that a “healthy” learning culture has four features: . It’s learning ability.

Reasons Why You Need to Create a Learning Culture

The Performance Improvement Blog

I have argued in previous blog posts that organizations need a learning culture because training is not sufficient to develop the necessary competencies of 21rst century workers. For one thing, the learning from training events is often not transferred to the workplace. Also, formal training cannot be responsive to the kind of learning agility that is needed in the high tech, competitive world that we live in today.

After Action Review, From Struggle to Swagger

Allen Interactions

Today’s pandemic, covid-19 environment with uncertainty and instability abound, creating, collecting, and sharing organizational knowledge can be a struggle. Organizational learning requires continuous reflection and a willingness to be flexible and agile. Learning organizations have powerful cultures resilient to internal and external chaotic environments.

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This Is What I Believe About Learning in Organizations

The Performance Improvement Blog

This is a future in which workers are smarter, more agile, and more innovative. The Purpose of Business is Learning. But none of this is possible without learning. At its core, any high performing organization is about learning; continually using new information to become smarter, better, and more effective. To survive and thrive today, industries need innovation which is essentially about learning. Training Is Not Learning. It’s the Culture.

Reprise: Learning to Compete

The Performance Improvement Blog

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. Clawson in their chapter in the book, Creating a Learning Culture , write this about competition and learning: Today it seems that organizations need to be able to do more than just adapt: they must become agile in the face of constantly changing conditions.

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Reprise: Learning to Compete

The Performance Improvement Blog

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. Clawson in their chapter in the book, Creating a Learning Culture , write this about competition and learning: Today it seems that organizations need to be able to do more than just adapt: they must become agile in the face of constantly changing conditions.

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The Manager’s Abridged History of Work and Learning

The Performance Improvement Blog

In a post that David Grebow and I wrote for the Association for Talent Development Management Blog, we present an abridged history of work and learning and how work and learning are, necessarily, much different in the 21rst century than they were in the past two centuries. This has profound implications for how we manage workers and how we facilitate learning in the workplace. The 21rst century workplace needs minds that are smart, social, agile, and innovative.

Manager's Role in Learning and Performance Improvement

The Performance Improvement Blog

What should be a manager’s role in employee learning? In answering this question, the first thing managers have to understand is that continuous learning is the modus operandi for all high performance organizations. Individual, team, and enterprise performance can’t improve without learning. Learning isn’t in addition to a manager’s job; it IS a manager’s job. An engineer in a prototype department of a manufacturer learns how to operate a 3D printer.

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Learning Different

The Performance Improvement Blog

What and how people learn is changing dramatically. Digital technology has opened the door to new learning formats and created a demand for new, more fluid types of training and development efforts. The rapidly changing business landscape demands constant learning of new skills and domains, retraining, and applying existing capabilities in new contexts. In this “rapidly changing business landscape”, we need individuals and organizations that know how to learn.

Push Training vs. Pull Learning

The Performance Improvement Blog

In contrast, pull learning is a learner-driven, bottom-up approach that enables people to access the information they need when and where it is needed. The focus is on performance (what you can do), sharing knowledge that leads to better performance (collaborating), and provid­ing two-way feedback about the information that affects what others will learn (communicating). The pull model of learning is performance-based. PUSH TRAINING CULTURE. PULL LEARNING CULTURE.

Employee Learning Should Be About Change, Not Continuity

The Performance Improvement Blog

All of these organizations behave as if organizational DNA is determining their future. Same can be said for employee learning. This traditional training culture perpetuates stability and consistency at the expense of innovation and change. This event-based, just-in-case, buns-on-seats approach to learning does not give employees the learning agility they need to respond to new information, new technology, new goals, and new competitors.

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Learning to Work in a Time of Digital Disruption

The Performance Improvement Blog

The DBT Center says that this will require “digital business agility” and their research suggests that the underlying capabilities are: Hyperawareness – ability to gather and analyze data from employees, contractors, customers, competitors, and the marketplace. Leadership Learning Culture Management Organization Culture Organizational Learning TeamworkWhat will the workplace be like in an age of disruption ?

Learning to Compete

The Performance Improvement Blog

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. Clawson in their chapter in the book, Creating a Learning Culture , write this about competition and learning: Today it seems that organizations need to be able to do more than just adapt: they must become agile in the face of constantly changing conditions.

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Why Management Needs to Change

The Performance Improvement Blog

Your primary responsibility is to lead people into a 21st-century knowledge economy that supports and sustains learning over everything else. Learning is the critical differentiator in the knowledge economy. How you manage that learning is the new competitive advantage. The lesson is clear: Corporations must learn to listen to their customers and employees or face the consequences.

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Push Training vs. Pull Learning

The Performance Improvement Blog

In contrast, pull learning is a learner-driven, bottom-up approach that enables people to access the information they need when and where it is needed. The focus is on performance (what you can do), sharing knowledge that leads to better performance (collaborating), and provid­ing two-way feedback about the information that affects what others will learn (communicating). The pull model of learning is performance-based. PUSH TRAINING CULTURE. PULL LEARNING CULTURE.

Learning to Lead in the Time of Disruption

The Performance Improvement Blog

Organizations must be learning constantly to ensure survival. Annmarie Neal and Daniel Sonsino, in their ATD blog post titled “Challenge Your Assumptions About Learners” argue that the new, digital generation of workers are tech-savvy, collaborative and connected, want flexibility in how they work, learn, and play, and have an “I can do anything” mentality (Sounds a lot like my generation!). Everyone needs to continually learn fast, learn collaboratively, and learn flexibly.

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Managing to Learn, Learning to Manage in the Knowledge Economy

The Performance Improvement Blog

Companies whose roots lay in the industrial economy in which we used our hands to make things learned to “manage hands,” where success was often measured by the number of widgets that can be cranked out in a set amount of time. Most current management practices, principles and methods for learning were developed in response to the needs of that previous economy. Change happens more rapidly than ever before, and companies need to be agile and responsive to be successful.

Reprise: Managing Minds, Winning Hearts

The Performance Improvement Blog

We are now in the "Knowledge Economy" which means that we must learn differently than we have in the past. As I wrote in a previous blog post titled, The Manager's Abridged History of Work and Learning : . This has profound implications for how we manage workers and how we facilitate learning in the workplace. It is a future in which workers will have to be smarter, more agile, and more innovative than ever.

Using Your Head and Your Heart

The Performance Improvement Blog

In a December 6, 2016 blog post titled “ Managing Minds, Winning Hearts ”, I wrote: …workers will have to be smarter, more agile, and more innovative than ever. In the knowledge economy, or, as Friedman calls it, the “human economy”, people need to learn continuously, on the job, in the flow of their work.

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Managing Minds, Winning Hearts

The Performance Improvement Blog

We are now in the "Knowledge Economy" which means that we must learn differently than we have in the past. As I wrote in a previous blog post titled, The Manager's Abridged History of Work and Learning : . This has profound implications for how we manage workers and how we facilitate learning in the workplace. It is a future in which workers will have to be smarter, more agile, and more innovative than ever.

Future of Employee Learning

The Performance Improvement Blog

“if anybody says to you here’s where learning will be in five years, run in the other direction.” This is what Elliott Masie, Founder & President of The MASIE Center, said this week at the beginning of his Keynote session at the Human Capital Media Symposium for Chief Learning Officer. One is personalization of learning. Courses, books, articles, videos, and online practice groups can be accessed according to the learning needs of each employee. Why Learn?

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Community of Practice and the TorranceLearning Download

The Performance Improvement Blog

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.” The Download is a time and place for people to come together to share experiences and ideas, with the intention of everyone learning something new. . Did you learn it? Why learning isn’t happening.

Learning for a Rapidly Changing World

The Performance Improvement Blog

I don’t think we want to subject adults to the kind of learning experiences typical of a 13-year-old’s classroom. But I do agree that all workers today need to be continually learning and our institutions need to recognize and support this learning. In the Knowledge Economy, learning cannot end with school. Learning at the individual, team, and whole organization levels must be continuous. E-learning programs are not sufficient.

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Why Management Needs to Change

The Performance Improvement Blog

Your primary responsibility is to lead people into a 21st-century knowledge economy that supports and sustains learning over everything else. Learning is the critical differentiator in the knowledge economy. How you manage that learning is the new competitive advantage. The lesson is clear: Corporations must learn to listen to their customers and employees or face the consequences.

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DevLearn - Google Wave - Organizational Learning - Best of eLearning Learning

eLearning Learning Posts

Best of eLearning Learning. Social Learning for Management Development: Introducing CoachingOurselves. Put your learners on a diet - consider a pull-based learning approach - Free as in Freedom , November 6, 2009. Blogs – Day 1 – An Introduction - Engaged Learning , November 9, 2009. Open source e-learning development 11: Moodle - The E-Learning Curve , November 9, 2009. Interested in Creating an Alternative Reality Games (ARG) for learning?

How Fostering A Learning Culture Will Help Your Organization Grow!

TalentLMS

We’re talking, of course, about organizational culture. Organizational What? Initially sidelined as a ‘wishy-washy HR concept’, organizational culture has earned its recognition as one of the most influential assets an organization can possess today. And because it’s intangible, organizational culture is one of the few assets that are inimitable. The shape and substance of a culture can both make or break the organization. Learn New Habits.

Emergent Workplaces: Learning In The Networked World

Learnnovators

A recent, very brief conversation with @krishashok triggered a few thoughts related to emergent workplaces and what learning in the networked world will look like. Here are two definitions from Wikipedia that captures the essence of Networked Learning: “ Networked learning is a process of developing and maintaining connections with people and information, and communicating in such a way so as to support one another’s learning. This is my area of passion.

The Changing Face of Work and Workplace Learning

Learnnovators

The rise of mobile computing in the form smartphones, tablets, and wearable devices accompanied by ubiquitous Internet connection is creating unforeseen change–in how we work, learn, communicate, do business, conduct personal tasks, and myriad other aspects. As working professionals and L&D personnel concerned with training and organizational learning, capability building and talent development, we cannot ignore the implications of this changing landscape.

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The Top Six Things Organizations Must Do to Enable Emergent Learning

Learnnovators

What is common across the learning modes and methods mentioned? Social learning via an enterprise collaboration platform. Mobile enabled learning accessible anytime, anywhere, on any device of the user’s choice. MOOCs which straddle the line between social learning and e-learning with learner communities. These are essentially “pull” and collaborative learning modes and cannot be imposed. But first, WHAT IS EMERGENT LEARNING?