The Performance Improvement Blog

DECEMBER 10, 2012

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. This has made learning generally inaccessible to the people with the greatest need. . Facilitate coaching. Maximize organizational learning.

Organizational Learning 158

Organizational Learning Consulting Site Evalution 158

The Performance Improvement Blog

AUGUST 25, 2016

How do we know if an organization has the “DNA” that predisposes it to organizational learning? Gary Neilson and Jaime Estupinan have been studying and writing about "organizational DNA" for the past 10 years. They explain the term this way: We use the term organizational DNA as a metaphor for the underlying organizational and cultural design factors that define an organization’s personality and determine whether it is strong or weak in executing strategy.

Organizational Learning 109

Organizational Learning Behavior Knowledge Coaching 109

The Performance Improvement Blog

MARCH 15, 2016

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. Lack of Leadership Support. Work vs. Learning. What are the factors that drive and block learning in your organization? Leadership Learning Culture Organization Culture Organizational Learning Teamwork Training

Organizational Learning 109

Organizational Learning Analysis Agile Player 109

Experiencing eLearning

NOVEMBER 18, 2009

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&#. If you don’t know the solution & need to network/collaborate to find it, that’s learning. Internet Learning Alliance: They were all working independently, decided to work together and practice what they preach. improve learning process.

LearnTrends 210

LearnTrends Organizational Learning ADDIE Wiki 210

The Performance Improvement Blog

SEPTEMBER 21, 2012

Executive coaching has quickly become a nearly two billion dollar industry. Many companies now rely on coaching for the development of their leaders. Having a coach, once perceived as an admission of failure, is now perceived as a normal part of managing large, complex organizations. And coaching has also become common for entrepreneurs who need help transitioning from leader of a start-up to manager of a rapidly growing company. How did she work with the coach?

Coaching 155

Coaching Evalution Survey Predictions 155

The Performance Improvement Blog

JULY 12, 2016

[This post first appeared on the Learning to be Great Blog.]. Jessica Leitch, David Lancefield, and Mark Dawson, all of PwC UK, have identified “10 Principles of Strategic Leadership” that, when implemented, create the conditions for the development of strategic leaders. According to the authors, to create this learning culture, share responsibility so that employees can experience risk-taking. Accept failure, as long as it results in learning and performance improvement.

Leadership 133

Leadership Develop Simulations Training 133

CLO Magazine

APRIL 11, 2019

An Inclusive Learning Growth Pyramid. Some organizations provide myriad opportunities for learning at different levels of the organizational pyramid. An inclusive learning pyramid would help employees at every level to learn the relevant skills and grow to the next level. Careers are no longer narrowly defined by jobs and skills but through experiences and learning agility.”. Onboarding forms the base of the inclusive learning growth pyramid.

Organizational Learning 43

Organizational Learning Cornerstone Mentoring CLO 43

The Performance Improvement Blog

MARCH 21, 2015

Deloitte has identified “leadership development” as a major challenge for HR leaders in 2015. From this study, they conclude: Organizations around the world are struggling to strengthen their leadership pipelines, yet over the past year businesses fell further behind, particularly in their ability to develop Millennial leaders. Just because you are in a leadership role doesn’t mean you are an effective leader. and then applying that new found learning.

Leadership 170

Leadership Develop Organization Culture 170

The Performance Improvement Blog

OCTOBER 28, 2010

Do you want employees to learn? Do you want them to transfer that learning to the workplace and apply that learning to achieve business goals? Then develop manager-employee relationships that are supportive of learning. From all we know about learning in the workplace it is clear that managers and employees must be allied around learning. According to Roesler, A productive manager-employee coaching relationship includes these elements: Self-Direction.

Coaching 122

Coaching Management Leadership Standards 122

The Performance Improvement Blog

JANUARY 31, 2015

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.

Culture 207

Culture Coaching Mentoring Methods 207

The Performance Improvement Blog

MAY 18, 2012

If you’re not going to evaluate a leadership development program, don’t do the program! I’m talking about a systematic, evidence-based look at why it was done, what was done, how it was done, what happened as a result, how it can be improved, and what the organization learned from the process. Validation that the correct learning solution has been identified and suggestions for programme improvement. I would add: Reinforcement of learning.

Leadership 152

Leadership Program Attitudes Evalution 152

The Performance Improvement Blog

OCTOBER 31, 2013

Culture used to be considered a byproduct of organizational life. So, how do you know what kind of culture you have and, if you want to create a learning culture, how do you know when you have one? Taking a cue from Shah, here are some espoused values (not necessarily values in use) and instinctive reactions that indicate either the presence or absence of a learning culture. Both reactions are reasonable, but one is indicative of a learning culture and the other is not.

Culture 199

Culture Coaching Communication Portfolio 199

The Performance Improvement Blog

FEBRUARY 12, 2015

What’s the difference between a “training culture” and a “ learning culture ”? 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. Whereas in a learning culture, responsibility for learning resides with each employee and each team.

Culture 218

Culture Training Train CLO 218

The Performance Improvement Blog

JANUARY 2, 2013

Throughout last year I used this blog to illuminate important leadership and management issues. 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.

Write Blog 154

Write Blog Blogging Performance Metrics 154

The Performance Improvement Blog

NOVEMBER 3, 2015

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. I 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. Incorporating structured learning routines into our working practices (e.g.

Culture 178

Culture Coaching Trust Organization 178

The Performance Improvement Blog

MARCH 5, 2015

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.

Culture 166

Culture Create Mentoring Agile 166

The Performance Improvement Blog

APRIL 15, 2016

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.” This list fits into the push vs. pull model of learning in organizations. Another model is what Bersin by Deloitte calls the “Learning Technology Stack.”

Training 122

Training Train Culture Digital 122

The Performance Improvement Blog

AUGUST 31, 2015

Imagine a company that, in the face of unprecedented change, is continually learning how to learn fast: managing tremendous amounts of information; creating new products and processes in response to global competition; using new apps to be more efficient and effective; and being responsive to learning preferences of a multi-generational and diverse workforce. Imagine a company in which employees are hired because they are excited about learning and improving themselves.

Culture 152

Culture Teams Project Diversity Training 152

The Performance Improvement Blog

JUNE 25, 2018

A company managing minds maintains a culture in which learning how to learn is valued and accepted, and the pursuit of learning is woven into the fabric of organi­zational life. How do you know if your organization has the DNA that predisposes it to learning? Gary Neilson and Jaime Estupiñán have been studying and writing about organizational DNA for the past 10 years. Learning is aligned with results. Organizational structure facilitates learning.

Culture 118

Culture Create Metrics Behavior 118

The Performance Improvement Blog

JULY 31, 2014

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. Build trust - Employees will invest time and effort in learning if they trust their managers. This learning cannot be left to chance.

Culture 186

Culture Trust Coaching Organization 186

The Performance Improvement Blog

NOVEMBER 4, 2013

In "Part One" of this post, I presented some situations in which espoused values (not necessarily values in use) play a role and examples of instinctive reactions that indicate either the presence or absence of a learning culture. . What did you learn from trying to build the app? What did you learn about developing new products, about collaboration, and about yourself? Both reactions are reasonable, but one is indicative of a learning culture and the other is not.

Culture 160

Culture Sales Director Comparison 160

The Performance Improvement Blog

OCTOBER 15, 2013

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. A learning culture is a culture of inquiry; an environment in which employees feel safe asking tough questions about the purpose and quality of what they are doing for customers, themselves, and other stakeholders.

Culture 202

Culture Trust Performance Support Methods 202

The Performance Improvement Blog

DECEMBER 19, 2013

In an article for T+D titled, A Closer Look: Myths vs. Reality in Training , Pat Galagan presents a number of provocative challenges to popular assumptions about training and learning. I’ve written previously about the importance of creating a learning culture in organizations. Performance management systems that are based on the talent-is-fixed belief are a barrier to creating a learning culture.

Performance 145

Performance Management Brain Authoring 145

The Performance Improvement Blog

JUNE 25, 2018

A company managing minds maintains a culture in which learning how to learn is valued and accepted, and the pursuit of learning is woven into the fabric of organi­zational life. How do you know if your organization has the DNA that predisposes it to learning? Gary Neilson and Jaime Estupiñán have been studying and writing about organizational DNA for the past 10 years. Learning is aligned with results. Organizational structure facilitates learning.

Culture 100

Culture Create Metrics Behavior 100

The Performance Improvement Blog

MARCH 30, 2016

Recently, I conducted a workshop for the leadership team of a company that wants to increase the impact of its training programs. I explained the limitations of formal training and the need for taking an organizational learning perspective. I argued that in order for any kind of learning intervention (training, coaching, mentoring, action learning, etc.) They wanted to know specifically what they could do to facilitate learning.

Mentoring 109

Mentoring Roles Performance Support Learning 109

The Performance Improvement Blog

SEPTEMBER 14, 2018

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. Companies must learn more deeply about their customers and markets. Training Is Not Learning. Work is No Longer Work .

Organization 186

Organization Harassment Training Culture Alternatives 186

The Performance Improvement Blog

MAY 15, 2018

The future of how we learn in our organizations is a popular topic. But unless you are responsible for developing, delivering, managing, and measuring training and learning, keeping up with the latest learning technologies can be overwhelming. The training and learning technology discussions miss the point. Our approach is to suggest new ways of facilitating learning that fit into managing minds. Learning independently. Learning interactively.

Companies 100

Companies Management Portfolio Collaboration 100

The Performance Improvement Blog

MAY 15, 2018

The future of how we learn in our organizations is a popular topic. But unless you are responsible for developing, delivering, managing, and measuring training and learning, keeping up with the latest learning technologies can be overwhelming. The training and learning technology discussions miss the point. Our approach is to suggest new ways of facilitating learning that fit into managing minds. Learning independently. Learning interactively.

Companies 100

Companies Management Portfolio Collaboration 100

The Performance Improvement Blog

APRIL 6, 2016

Having retired from the auto industry, he is now an executive coach focused on improving Emotional Intelligence (EQ) in leaders. I love the sense of understanding, enthusiasm and acceptance the leadership team conveys here regarding their role in learning. As you might expect, based on my input to a previous blog (3/25, Training Isn’t Learning ), I was delighted to see the emphasis on the necessary role of the manager!

Management 109

Management Roles Mentoring Behavior 109

The Performance Improvement Blog

NOVEMBER 29, 2012

We are witnessing the democratization of leadership, making the "servant leader" even more possible. Everyone can become a leader (as well as an effective follower) by learning about leadership when and where it is most convenient and applicable. Masters in Leadership has put together 100 Exemplary Sites for Future Leaders. These include: Leadership Coaching. Business Leadership. Women in Leadership. General Leadership.

Library 152

Library Site Coaching Web 152

The Performance Improvement Blog

DECEMBER 16, 2015

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. Instructor-centered class (fact to face) – traditional classroom in which instructor controls the content and learning process.

Customer Service 109

Customer Service Simulations Wiki Wikipedia 109

The Performance Improvement Blog

JUNE 29, 2012

We lost one of the giants in the study of organizational learning and performance this week. Harry Levinson died at the age of 90 after a long and productive career making organizational leaders aware of the importance of psychological dynamics to their employees and themselves. Levinson was one of the first to speak about the impact of organizational culture on worker performance. Levinson had some strong words for organizational consultants.

Cornerstone 156

Cornerstone Mentoring Cognitive Journal 156

The Performance Improvement Blog

JANUARY 26, 2012

Pay attention to the quality of content and quality of the learning intervention. Keep employee satisfaction high – Involving employees in opportunities to learn is an effective way to increase engagement. Many employees value learning more than a pay increase. To keep engagement high, make continuous learning part of the culture of the organization. This is something that all managers need to keep learning. It’s about learning; it’s not about glitzy programs.

Customer Service 138

Customer Service Training Train ASTD 138

The Performance Improvement Blog

JUNE 17, 2015

In a discussion started by Camilla Keen on LinkedIn, she asks, “In order to find out and evaluate if a company has an effective learning culture, what would be your top ten questions?” I commented: Are leaders 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?

Evalution 164

Evalution Culture Mentoring LinkedIn 164

The Performance Improvement Blog

FEBRUARY 17, 2017

Any company, faced with these kinds of disruptive forces must keep learning. Employees must learn how to use new computers and new apps, how to operate new, high tech machinery, how to be responsive to customer demands, how to create innovative products and services, how to manage a multi-cultural, multi-generational workforce, how to work effectively in cross-functional teams, and how to plan for a future that is constantly in flux. Learning is just-in-time, on-demand.

Culture 152

Culture CLO Diversity Training Mentoring 152

The Performance Improvement Blog

DECEMBER 16, 2010

Clark Quinn writes about mobile learning and also formal social learning and informal social learning as formats that open up tremendous possibilities for providing information where it is needed. Inspire is “…a web-based tool that empowers employees to take ownership of their leadership development by enabling them to build, drive and track their own leadership development plan.” This is where a boss, supervisor, or coach comes in.

eLearning Tools 136

eLearning Tools Web Brain Informal 136

The Performance Improvement Blog

APRIL 7, 2015

During the first session of a workshop I facilitate for ATD, one of the participants asked, “What does a learning culture look like in an electrical power generation plant, where most of the training is for the purpose of meeting industry regulations?” This is an excellent question that got me thinking about learning in a highly regulated work environment. First of all, one-time, or even annual programs, is not how the vast majority of people learn.

Culture 163

Culture Industry Create Simulations 163