Disruptive Innovation and Organizational Learning

The Performance Improvement Blog

Disruptive innovation has become a very popular notion about competition and organizational change. The difference now is that computer technology has dramatically increased the pace and reduced the cost of innovation. 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.

Organizational Learning in Colleges and Universities

The Performance Improvement Blog

He points to the high cost, the high number of non-completers, the proliferation of online courses available anywhere at any time, and a disconnect between what is taught and what employers need. 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.

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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.

Meaningful, Engaging, Workplace Culture

The Performance Improvement Blog

The culture-change bandwagon keeps rolling. In a New York Times column titled “Rethinking Work”, Barry Schwartz writes: We want work that is challenging and engaging, that enables us to exercise some discretion and control over what we do, and that provides us opportunities to learn and grow. Such cases should serve to remind us there is a human cost to routinizing and depersonalizing work. More and more companies are making fundamental alterations to the way they work.

Why Your Organization Needs a Learning Culture

The Performance Improvement Blog

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 challenging the status quo and taking risks to enhance the quality of what they do for customers, themselves, and other stakeholders.

Culture Eats Strategy

The Performance Improvement Blog

To cut costs and boost collaboration, IBM forces some remote workers back into the office ( TechRepublic ). This reminds us of the warning attributed to Peter Drucker : “Culture eats strategy for breakfast.” If these companies are making these changes to compete in today’s market, or cut costs now, or boost their stock price tomorrow, they are likely to be sadly disappointed in long-term results. How do we create a culture that will be sustainable and successful?

Learning Culture & Human Capital: The Reality, the Myth and the Vision

The Performance Improvement Blog

iLearning Forum is the most important learning meeting in Europe. While preparing the Learning technologies France 2018 conference programme, I have been doing research and reading, and in particular looking at L&D trends, Talent Management and Human capital management. and 64% believed people are a cost, not a driver of value). So much for Human Capital Management and Learning Culture!

This Is What I Believe About Learning in Organizations

The Performance Improvement Blog

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. It’s the Culture.

Stop Relying on Training for Employee Learning

The Performance Improvement Blog

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. Learning is not experienced by those who need it most. Most learning happens on-the-job anyway.

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. Health care providers from around the globe are attracting patients with lower cost surgeries and treatments. And if organizations are to respond intelligently, they must make learning a central part of their strategy for survival and growth. Action learning permeates all team activity.

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. Health care providers from around the globe are attracting patients with lower cost surgeries and treatments. And if organizations are to respond intelligently, they must make learning a central part of their strategy for survival and growth. Action learning permeates all team activity.

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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Managing Minds in the Workplace While Big Brother is Watching

The Performance Improvement Blog

In an attempt to increase productivity and lower costs, companies are installing technology that monitors and controls employee behavior. The follow-on message, therefore, is that your learning and development are not a priority for the company. This all contributes to a culture in which hands become more important than minds. This big-brother culture, in addition to being degrading, is not sustainable in the 21rst Century.

Joy to the World of Work

The Performance Improvement Blog

Menlo, by being very public about its culture, is saying to the world that no organization has to have a cheerless, hard-driving workplace. By explaining how Menlo works with clients, estimates costs, organizes work assignments, develops teams and leaders, and ensures quality, Sheridan provides a guidebook for creating joy in any organization. . Everything they do is an opportunity for learning. . It’s fitting, in this holiday season, to be talking about "joy".

Barriers to Learning in Organizations

The Performance Improvement Blog

However, barriers to this learning are common in organizations. Limited resources – learning is not given adequate funding and support, e.g., staff are not given resources to experiment with new ideas before risking large scale implementation. Work-learning dichotomy – producing and selling things is valued whereas learning is merely tolerated, e.g., little involvement of supervisors in the training of their direct-reports.

Employee Learning Should Be About Change, Not Continuity

The Performance Improvement Blog

Colleges and universities cling to their academic traditions at all cost and hospitals adhere to the medical model in the face of stiff economic, political, and social pressure to change. 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.

Aligning Employee Learning with the Organization

The Performance Improvement Blog

Improving employee learning and performance in organizations today means systems change. I wish it were otherwise, but learning is not just a classroom activity anymore, it must be a total system activity that takes into account strategic goals of the organization, the culture of the organization (values, beliefs, artifacts, structure, etc.), and the quality of the learning interventions (formal training, coaching, mentoring, self-directed study, action learning, etc.).

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. Health care providers from around the globe are attracting patients with lower cost surgeries and treatments. And if organizations are to respond intelligently, they must make learning a central part of their strategy for survival and growth. Action learning permeates all team activity.

How Managers Put Up Barriers to Employee Learning

The Performance Improvement Blog

Organizational barriers to learning are often not as obvious as being given no budget for training, or no training facilities, or no LMS. I think I could learn a lot from being on that team. Also, our company’s vision and statement of beliefs say that employee development and learning is our competitive advantage. Boss: Jim, are you saying that you are not learning enough here in Product Support. (This post first appeared on LearningToBeGreat.com ).

Learning to Lead in the Time of Disruption

The Performance Improvement Blog

Ford Motor did assembly-line manufacturing of internal combustion vehicles for over a century), and when entry into a mature market was very difficult and costly, is challenging enough. Organizations must be learning constantly to ensure survival. Everyone needs to continually learn fast, learn collaboratively, and learn flexibly. Leadership Leadership Development Learning Culture Management Organization Culture Organizational Learning Training

The Great Training Robbery Continues

The Performance Improvement Blog

When I ask the training and development leaders who participate in my ATD Essentials of Developing an Organizational Learning Culture workshop to say what percentage of employees who attend training programs actually apply what they’ve learned on the job, the answers range from about 10% to about 50%, with most at the lower end of that range. Then the training must be followed up with more learning on-the-job.

Investing in Culture

Clark Quinn

A recent webinar announcement from i4pc touted how a American Management Association survey concluded: “ one of best ways to avoid becoming victim of the economy is to focus on corporate culture&#. That’s great reinforcement, as culture is one of the components of improving organizational learning infrastructure. Of course, I recommend you take the broader steps, not just culture, but culture is key.

Program Evaluation: A Process for Learning

The Performance Improvement Blog

I believe that the primary purpose of evaluation should be organizational learning. Evaluation of a program, service, or organization should result in stakeholders learning how to achieve success and how to sustain that success over time. cost per person served). on a 5-point scale or that the cost of the adult day care program has gone down 10% in the past year are not particularly useful data for organizational learning.

Build Trust, Not Control

The Performance Improvement Blog

As we come out of the recession and companies prepare for hiring and growth, the level of trust in a company’s culture will have a lot to say about whether that organization will be successful or not. Without trust, employees become what Judy Bardwick, in her article titled "The High Cost of Mistrust," calls actively disengaged. Magazine, writes about a company that had a culture of “trust and track”, lost it, and is now getting it back.

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GM's Culture Ate Its Strategy for Breakfast

The Performance Improvement Blog

Peter Drucker , considered the father of modern management, is famously credited with saying, “Culture eats strategy for breakfast.” The only problem is the company culture has been a barrier to this strategy. Now the culture seems to be changing under the leadership of GM''s new CEO Mary Barra. Prior to her appointment the company was all about no-bad-news, a focus on cost-savings, and maximizing shareholder value at the expense of quality.

Corporate Online Courses and NanoDegrees: Pluses & Minuses

The Performance Improvement Blog

And Udacity has been designing MOOCs for Google and Cloudera to address technical learning needs of their employees and customers. Will the demand for highly skilled workers, the pace of change in technology, and the high cost of four-year institutions cause people to seek a narrow, job-focused, technical education? Will the study of history, social sciences, literature, languages, and the arts be sacrificed for the immediate benefits of learning just enough to get a job. .

Sahana Chattopadhyay – Crystal Balling with Learnnovators

Learnnovators

ABOUT SAHANA CHATTOPADHYAY (Social Learning & Collaboration Strategist, Performance Consultant Exploring Emergent Learning, Blogger). Sahana Chattopadhyay is a performance consultant and an L&D professional with 15 years of experience in the field of academia and organizational learning. Her passion is to help organizations become learning organizations through social and collaborative learning. The focus must be on people, mindset and culture.

What's Better: eLearning or Classroom?

The Performance Improvement Blog

However, they qualify that finding by writing: Despite what appears to be strong support for blended learning applications, the studies in this meta-analysis do not demonstrate that online learning is superior as a medium. In many of the studies showing an advantage for blended learning, the online and classroom conditions differed in terms of time spent, curriculum and pedagogy. I was wrong; e-learning is revolutionizing training. Work and learning are the same. (The

More Examples of Correlation Without Causation

The Performance Improvement Blog

Some individuals will do well and be quite successful at less prestigious colleges and universities…and at a small fraction of the cost. Leadership Organization Culture Organizational Learning causation college correlation Gallup Jim Collins measurement statisticsIn a previous blog post , I wrote about the common misconception that a statistically significant correlation between variables means that one of those variables is causing the other.

Investing in Training in Downturns and Upturns

The Performance Improvement Blog

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 doesn’t have to cost much to develop talent.

Six Obstacles To Building Communities In Organizations

Learnnovators

Rachel Happe begins her latest post, 10 Trends for the Future of Communities , with a comprehensive description of the various intersecting and intermingling streams and characteristics that inform communities, and I am quoting her below: “ Communities sit at the intersection of a number of trends; social media, digital transformation, a generational shift to prioritize purposeful work, the future of work, change management, leadership and social learning.”

The Changing Face of Work and Workplace Learning

Learnnovators

3D-printed, low cost prosthetic limbs will bring the smile back on many faces. 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. While Watson and Siri may seem far removed from our task of designing learning programs, the reality is they are not.

Bob Little – Crystal Balling with Learnnovators

Learnnovators

Bob Little is a writer , commentator and publicist who works globally, specializing in the corporate online learning industry. ABOUT THIS INTERVIEW SERIES: ‘ Crystal Balling with Learnnovators ’ is a thought-provoking interview series that attempts to gaze into the future of e-learning. It comprises stimulating discussions with industry experts and product evangelists on emerging trends in the learning landscape. There’s lots to be learned! Cloud-based learning.

THE CHANGING FACE OF WORK AND WORKPLACE LEARNING

Learnnovators

3D-printed, low cost prosthetic limbs will bring the smile back on many faces. 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. While Watson and Siri may seem far removed from our task of designing learning programs, the reality is they are not.

Workplace Learning in a World “Beyond Automation”

Learnnovators

Consequently, they are indistinguishable from machines and will be replaced by them for reasons of cost-efficiency as soon as technically feasible. The remaining tasks will require individuals who fundamentally think differently about work and learning. The key question we (as L&D/HR) need to think of is how are we going to support workplace learning to build such skills in the workforce? L&D needs to facilitate this for organizations to continually learn.

CLARK QUINN – CRYSTAL BALLING WITH LEARNNOVATORS

Learnnovators

ABOUT CLARK QUINN (Learning Technology Strategist): Clark Quinn, Ph.D., helps organizations align technology with how we think, work, and learn. ABOUT THIS INTERVIEW SERIES: ‘ Crystal Balling with Learnnovators ’ is a thought-provoking interview series that attempts to gaze into the future of e-learning. It comprises stimulating discussions with industry experts and product evangelists on emerging trends in the learning landscape.

Clark Quinn – Crystal Balling with Learnnovators

Learnnovators

ABOUT CLARK QUINN (Learning Technology Strategist): Clark Quinn, Ph.D., helps organizations align technology with how we think, work, and learn. ABOUT THIS INTERVIEW SERIES: ‘ Crystal Balling with Learnnovators ’ is a thought-provoking interview series that attempts to gaze into the future of e-learning. It comprises stimulating discussions with industry experts and product evangelists on emerging trends in the learning landscape.