Democratization of Organizational Learning

The Performance Improvement Blog

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.

Disruptive Innovation and Organizational Learning

The Performance Improvement Blog

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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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. 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.

Organizational Learning Is A Social Act

CLO Magazine

We make many assumptions about organizational learning. On the surface we seem to know what organizational learning is: People attend programs or complete e-learning modules, they learn something new and they somehow become better.

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. 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.

Essentials of Developing an Organizational Learning Culture

The Performance Improvement Blog

Are employees constantly looking for more opportunities to learn and grow both in your company and in other organizations? Is competition in your marketplace accelerating and making it difficult to develop new products and services fast enough?

Customer Satisfaction: Gaming the System

The Performance Improvement Blog

An executive in a central office or a hired survey company might be collecting this data and drawing conclusions about customer service in a location that they may or may not have visited and probably know little. Customer Service Run Amok.

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This Is What I Believe About Learning in Organizations

The Performance Improvement Blog

This world is one in which humans no longer make things or fix things or sell things or provide basic services. The Purpose of Business is Learning. But none of this is possible without learning. Companies must learn more deeply about their customers and markets.

Joy to the World of Work

The Performance Improvement Blog

Everything they do is an opportunity for learning. and visiting the company on several occasions, I believe the key to Menlo’s success is its “learning culture”. The value placed on the joy of learning comes through loud and clear to employees and observers. . .

The Changing World of Work

The Performance Improvement Blog

The 23 notable speakers in this video series emphasize that continuous learning must be a part of this new workplace that is local and global. Instead, it allows the organization to learn, adjust, and adapt automatically. .

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Learning Organization is Culture, Processes, and Leadership

The Performance Improvement Blog

Organizational learning” and “learning organization” are terms that continue to be misused. It seems like these days any business, nonprofit, or government agency that provides training and education to its employees calls itself a learning organization.

70:20:10 For Trainers


Learning & Development Professional has been running a poll on the following question: Is the 70:20:10 model still relevant today? After all, plenty of research can be cited to support the efficacy of on-the-job learning, social learning and formal training.

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. Learning isn’t in addition to a manager’s job; it IS a manager’s job.

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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.

How to Optimize Organizational Learning

The Learning Circuits

Among them I found the following 14 guidelines on How to Optimize Organizational Learning written by Entienne Wenger in the summer of 1996 for the Healthcare Forum Journal. He introduced these guidelines with: Here are the 14 guidelines to help you work with rather than against the inner logic of organizational learning: View learning as work and work as learning. If there is a learning problem, look for patterns of social participation and exclusion.

Laura Overton – Crystal Balling with Learnnovators


Laura Overton is the Founder and Managing Director of Towards Maturity – a not for profit benchmark practice that provides independent research to help organisations deliver improved performance through learning innovation. What are the completion rates of a typical online learning program?

Steps to Developing a Learning Culture

The Performance Improvement Blog

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. For example, Jane Hart has a five-point plan for increasing social learning.

Program Evaluation: A Process for Learning

The Performance Improvement Blog

At the risk of over-simplifying these two approaches to knowing, I would say that the purpose of evaluation is to improve programs, services, and organizations and to be accountable for results. I believe that the primary purpose of evaluation should be organizational learning.

50 Ways to Lever Learning

The Performance Improvement Blog

In a learning culture , formal training is just one of many methods used to facilitate employee learning. Instructor-centered class (fact to face) – traditional classroom in which instructor controls the content and learning process. (My apologies to Paul Simon.).

High Touch vs. High Tech

The Performance Improvement Blog

Technology is putting up barriers to the kind of deep listening that helps two people learn from each other. The work relationship has become automated and digitized, putting more distance between people who should be continuously learning together.

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Bob Little – Crystal Balling with 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.

Becoming a Learning Culture: Competing in an Age of Disruption

The Performance Improvement Blog

Social media allows restaurants, hotels, airlines, and travel services to market directly to us based on our personal interests. Apps give us car services and meals on-demand – no waiting. Any company, faced with these kinds of disruptive forces must keep learning.

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. The U.S.

Evidence-Informed Practice

The Performance Improvement Blog

They are examining practices that have been proven to be effective and applying this experience to their own delivery of services. Formed in 2006, PART is modeled after Research in Practice , a world-renowned partnership of children’s services in the U.K.

Pull, Don’t Push, Employee Learning

The Performance Improvement Blog

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.

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. They want to learn!

Managing to Learn, Learning to Manage in the Knowledge Economy

The Performance Improvement Blog

Although many companies pay lip service to the idea that employees are their most valuable asset, they remain stuck in a 20th century mindset in which employees are a liability. Oberg’s story illustrates the key to this or any major organizational change: it starts at the top.

Older-Worker Learning

The Performance Improvement Blog

What are we doing to support older-worker learning? They want to learn, too! Work is less physically taxing in a service-dominated economy. With 8,000 boomers becoming 65 every month, the implications for workplace learning are staggering.

Meaningful, Engaging, Workplace Culture

The Performance Improvement Blog

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 culture-change bandwagon keeps rolling.

Learning Culture: A Workplace Environment for Success (Part One)

The Performance Improvement Blog

Do you want employees to be creative and innovative and think about new and better products and services? That model of learning was effective for most of the past century. In Part Two, I talk more specifically about what organizations can do to create a learning culture.

Eight Leader Habits of a Learning Culture

The Performance Improvement Blog

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.

Managing the Self-Directed Learner

The Performance Improvement Blog

Plugging in to what she needed to learn was as direct and fast as the screenwriters could imagine…. In a managing minds company, it is critical that employees take responsibility for their own learning, pulling the information they need when and where they need it. Self-directed learners are people who get intrinsic rewards from their ability to locate, curate, share, and communicate what they have learned independently. Hire for ability and motivation to learn.

Employee Learning Should Be About Change, Not Continuity

The Performance Improvement Blog

Companies like Radio Shack, Blackberry, Bethlehem Steel, United States Postal Service, and Sears have faltered badly because, in part, they desperately stayed the course. All of these organizations behave as if organizational DNA is determining their future.

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A Year of “The Performance Improvement Blog” in Review

The Performance Improvement Blog

The topics ranged from creating a learning culture to increasing employee engagement to improving organizational communication to evaluating executive coaching, and more. It’s time to do a little year-end reflecting on my blog posts from 2012.

Learn, Adapt, Innovate

The Performance Improvement Blog

The culture of traditional, hierarchical organizations does not allow for the scope and speed of learning, adaptation, and innovation that is needed to compete and be successful in today’s environment. Organizations will have to learn how to learn and to become self-designing.