INDUSTRY INSIGHTS YOUR PEERS ARE READING
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? MORE
The usual culprits are the hapless organizational culture closely followed by hierarchy and leadership lethargy. We have become accustomed to blaming the culture of an organization for the failure of any initiative, and more so when the change calls for redefining and re-imagining how people work and interact. No matter how hard we try to change the culture – and I do believe that leaders and managers are trying – the discourse we use lets us down. MORE
The culture that underpins a managing minds approach must support and encourage an ongoing and collective discovery, sharing, and application of knowledge and skills at the individual, team, and organization levels. A culture that supports managing minds is a culture of inquiry; an environment in which people feel safe challenging the status quo, taking risks, and enhancing the quality of what they do for customers, themselves, shareholders, and other stakeholders. MORE
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. MORE
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. MORE
Recently, I had an experience that, for me, exemplifies the meaning of “situated learning”. With my iPad next to the water heater, I learned how to reset the little computer that regulates the pilot light and gas. This is situated learning in an industrial environment. MORE
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. Managers take responsibility for employee learning. MORE
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?” MORE
The culture that underpins a managing minds approach must support and encourage an ongoing and collective discovery, sharing, and application of knowledge and skills at the individual, team, and organization levels. A culture that supports managing minds is a culture of inquiry; an environment in which people feel safe challenging the status quo, taking risks, and enhancing the quality of what they do for customers, themselves, shareholders, and other stakeholders. MORE
Changing an organization’s culture is not easy. It doesn’t happen simply because of the pronouncements of the CEO, or a reorganization of business units, or by conducting an organizational pulse survey, or by hiring new managers. MORE
That “Steam Engine” mindset, as described by Jonathan Gifford and Mark Powell in their new book, My Steam Engine Is Broken: Taking the organization from the industrial era to the Age of Ideas , creates a command-and-control culture that has become a barrier to success in companies today. MORE
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. MORE
The first article was “ How ‘Learning Organizations’ Beat Natural Selection” . With organizational learning, teams work together to help each other learn, and to ensure that nobody is left behind in the overall progress and achievement of the target goals. MORE
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. MORE
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. This learning cannot be left to chance. MORE
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. Ask them for their thoughts about learning methods. MORE
We have to think agile, instant, accessible, contextual, micro-sized, real time… We need to uberize organizational learning. I am taking uberization more as a concept that encapsulates the characteristics listed above and, IMHO, L&D has a lot to learn from this. MORE
The academy faces extinction unless it learns how to learn. It is a world that is shaking the foundations, values, guiding principles, mores, and customs as well as the very existence of many institutions of higher learning. They need to learn how to plan for an unknown future. MORE
All organizations have a culture. Some cultures support learning more than others. It’s not that managers are sitting around discussing how they can prevent learning; this is rarely consciously intentional. MORE
Disruptive innovation has become a very popular notion about competition and organizational change. For example, they need to learn how to know what’s happening in the marketplace (i.e., Organization Culture Organizational Learning Teamwork Clayton Christensen Drake Bennett Jill Lepor MORE
Organizational learning has, for too long, been owned by consultants and chief training and learning officers. This has made learning generally inaccessible to the people with the greatest need. . This is why Jim Stilwell and I have created Learning to be Great tm. MORE
Imagine a company in which employees are hired because they are excited about learning and improving themselves. They have a history of taking responsibility for their own learning. Continuous learning is expected from senior leadership and everyone else in the organization. MORE
One of the keys to creating and sustaining a learning culture is hiring people who are continuous learners and who help others learn continuously. Edgar Wilson, in a post on e.Mile , writes that a “healthy” learning culture has four features: . MORE
The post BECOMING A SOCIAL BUSINESS – BEYOND CULTURE CHANGE appeared first on Learnnovators. MORE
To what extent does your organization have a learning culture? What is your current culture? 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. MORE
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. They want to learn! MORE
In a blog post titled, "Building a Productive Learning Culture", Thomas Handcock and Jean Martin say that businesses, because of need and demand, are increasing employee participation in training but failing to increase productivity. Even with all of these additional opportunities for learning, most workers are not acquiring the knowledge and skills they need to be successful. The authors believe that a culture change is required. MORE
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. MORE
Any company, faced with these kinds of disruptive forces must keep learning. The only thing holding companies back from learning at the speed of change is their organizational culture which, for many, is a barrier to learning. Learning is just-in-time, on-demand. MORE
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. Chart of the learning process in organizations. MORE
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. MORE
Most companies today have a “training culture”. ATD’s 2016 State of the Industry report concludes: …the traditional, instructor-led, face-to-face classroom continues to play a crucial role, and it was still the delivery mechanism for 51 percent of learning hours used in 2015. MORE
This reminds us of the warning attributed to Peter Drucker : “Culture eats strategy for breakfast.” Strategy is important, but given the kind of transformation that must happen in preparation for the future, creating an organization that fundamentally changes the way people are managed and learn must be the focus. It’s more about developing the right culture than implementing the right strategy. How do we create a culture that will be sustainable and successful? MORE
Smith (author of The Wisdom of Teams ) writes in the Forward to the book, Creating a Learning Culture: Strategy, Technology, and Practice : Today, you cannot avoid human questions like these: What must I learn next? What do I need to be learning in order to be more productive? MORE
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. MORE
Leadership Learning Culture Management Organization Culture Organizational Learning Training Training Impact infographic MORE
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…. Managers are coaching ; they are partnering with direct reports to develop their capacity to achieve organizational goals. What will you see people doing? MORE
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. 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. MORE
The Performance Improvement Blog
AUGUST 21, 2014
All organizations have a culture. Some cultures support learning more than others. It’s not that managers are sitting around discussing how they can prevent learning; this is rarely consciously intentional.
The Performance Improvement Blog
JULY 1, 2016
To what extent does your organization have a learning culture? What is your current culture? 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.
The Performance Improvement Blog
DECEMBER 10, 2012
Organizational learning has, for too long, been owned by consultants and chief training and learning officers. This has made learning generally inaccessible to the people with the greatest need. . This is why Jim Stilwell and I have created Learning to be Great tm.
The Performance Improvement Blog
JANUARY 14, 2016
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?
The Performance Improvement Blog
JUNE 21, 2012
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. Chart of the learning process in organizations.
The Performance Improvement Blog
JUNE 26, 2014
Disruptive innovation has become a very popular notion about competition and organizational change. For example, they need to learn how to know what’s happening in the marketplace (i.e., Organization Culture Organizational Learning Teamwork Clayton Christensen Drake Bennett Jill Lepor
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ID Reflections
JANUARY 6, 2016
We have to think agile, instant, accessible, contextual, micro-sized, real time… We need to uberize organizational learning. I am taking uberization more as a concept that encapsulates the characteristics listed above and, IMHO, L&D has a lot to learn from this.
The Performance Improvement Blog
JUNE 26, 2013
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.
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. Managers take responsibility for employee learning.
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.
The Performance Improvement Blog
JANUARY 21, 2015
Leadership Learning Culture Management Organization Culture Organizational Learning Training Training Impact infographic
|
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.
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. Work vs. Learning. 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.
The Performance Improvement Blog
JULY 11, 2013
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.
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.
WalkMe Training Station
JUNE 19, 2016
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.
The Performance Improvement Blog
NOVEMBER 13, 2015
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.
The Performance Improvement Blog
AUGUST 31, 2015
Imagine a company in which employees are hired because they are excited about learning and improving themselves. They have a history of taking responsibility for their own learning. Continuous learning is expected from senior leadership and everyone else in the organization.
The Performance Improvement Blog
FEBRUARY 21, 2014
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?”
Learnnovators
DECEMBER 13, 2015
The post BECOMING A SOCIAL BUSINESS – BEYOND CULTURE CHANGE appeared first on Learnnovators.
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. Ask them for their thoughts about learning methods.
The Performance Improvement Blog
AUGUST 27, 2014
Changing an organization’s culture is not easy. It doesn’t happen simply because of the pronouncements of the CEO, or a reorganization of business units, or by conducting an organizational pulse survey, or by hiring new managers.
The Performance Improvement Blog
JUNE 25, 2018
The culture that underpins a managing minds approach must support and encourage an ongoing and collective discovery, sharing, and application of knowledge and skills at the individual, team, and organization levels. A culture that supports managing minds is a culture of inquiry; an environment in which people feel safe challenging the status quo, taking risks, and enhancing the quality of what they do for customers, themselves, shareholders, and other stakeholders.
The Performance Improvement Blog
DECEMBER 8, 2014
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. They want to learn!
WalkMe Training Station
MAY 30, 2016
The first article was “ How ‘Learning Organizations’ Beat Natural Selection” . With organizational learning, teams work together to help each other learn, and to ensure that nobody is left behind in the overall progress and achievement of the target goals.
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. This learning cannot be left to chance.
The Performance Improvement Blog
FEBRUARY 17, 2017
Any company, faced with these kinds of disruptive forces must keep learning. The only thing holding companies back from learning at the speed of change is their organizational culture which, for many, is a barrier to learning. Learning is just-in-time, on-demand.
The Performance Improvement Blog
APRIL 24, 2015
One of the keys to creating and sustaining a learning culture is hiring people who are continuous learners and who help others learn continuously. Edgar Wilson, in a post on e.Mile , writes that a “healthy” learning culture has four features: .
The Performance Improvement Blog
AUGUST 3, 2015
Recently, I had an experience that, for me, exemplifies the meaning of “situated learning”. With my iPad next to the water heater, I learned how to reset the little computer that regulates the pilot light and gas. This is situated learning in an industrial environment.
The Performance Improvement Blog
MAY 15, 2015
The academy faces extinction unless it learns how to learn. It is a world that is shaking the foundations, values, guiding principles, mores, and customs as well as the very existence of many institutions of higher learning. They need to learn how to plan for an unknown future.
Learnnovators
DECEMBER 13, 2015
The usual culprits are the hapless organizational culture closely followed by hierarchy and leadership lethargy. We have become accustomed to blaming the culture of an organization for the failure of any initiative, and more so when the change calls for redefining and re-imagining how people work and interact. No matter how hard we try to change the culture – and I do believe that leaders and managers are trying – the discourse we use lets us down.
The Performance Improvement Blog
DECEMBER 19, 2016
Most companies today have a “training culture”. ATD’s 2016 State of the Industry report concludes: …the traditional, instructor-led, face-to-face classroom continues to play a crucial role, and it was still the delivery mechanism for 51 percent of learning hours used in 2015.
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…. Managers are coaching ; they are partnering with direct reports to develop their capacity to achieve organizational goals. What will you see people doing?
The Performance Improvement Blog
JUNE 25, 2018
The culture that underpins a managing minds approach must support and encourage an ongoing and collective discovery, sharing, and application of knowledge and skills at the individual, team, and organization levels. A culture that supports managing minds is a culture of inquiry; an environment in which people feel safe challenging the status quo, taking risks, and enhancing the quality of what they do for customers, themselves, shareholders, and other stakeholders.
The Performance Improvement Blog
MAY 30, 2017
This reminds us of the warning attributed to Peter Drucker : “Culture eats strategy for breakfast.” Strategy is important, but given the kind of transformation that must happen in preparation for the future, creating an organization that fundamentally changes the way people are managed and learn must be the focus. It’s more about developing the right culture than implementing the right strategy. How do we create a culture that will be sustainable and successful?
The Performance Improvement Blog
DECEMBER 19, 2014
In a blog post titled, "Building a Productive Learning Culture", Thomas Handcock and Jean Martin say that businesses, because of need and demand, are increasing employee participation in training but failing to increase productivity. Even with all of these additional opportunities for learning, most workers are not acquiring the knowledge and skills they need to be successful. The authors believe that a culture change is required.
The Performance Improvement Blog
JULY 9, 2014
Smith (author of The Wisdom of Teams ) writes in the Forward to the book, Creating a Learning Culture: Strategy, Technology, and Practice : Today, you cannot avoid human questions like these: What must I learn next? What do I need to be learning in order to be more productive?
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