Organizational Learning & Improvement Challenges

The Performance Improvement Blog

Take this survey to identify the most serious ones, the ones you want to work on now. If you need tools and experts to help you, go to Learning to be Great. Create your free online surveys with SurveyMonkey , the world''s leading questionnaire tool. Communication Employee Engagement Evaluation Leadership Management Organization Culture Organizational Learning challenges improvement learning performance survey

Organizational Learning Tools

The Performance Improvement Blog

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. A training program, or an educational event, or even a CEO’s speech about the importance of learning is not enough. These categories of learners and tools translate into a four by three matrix of learners and learning tools.

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Assessing Your Organizational Learning Culture

The Performance Improvement Blog

To what extent does your organization have a learning 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. Values and principles drive learning in your organization. Employees and other stakeholders (suppliers, Board of Directors, customers) see the symbols and artifacts of learning and performance improvement.

Survey of Organization Performance Challenges

The Performance Improvement Blog

Fifteen of these problems are listed in a survey of organizational performance challenges. The link to this survey follows this paragraph. Survey of Organization Performance Challenges. If you wish to find resources that can help you with any of the challenges listed in the survey, go to Learning to be Great. . Organizational Learning Tools. Tools of a Learning Organization.

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Employee Survey Data: What's the Secret?

The Performance Improvement Blog

Employee survey data is often collected but not used, at least not in any significant way. It has been my experience with employee surveys that once I have reported my findings to senior management, rarely is anything more done with the data.   They might disseminate a high level summary of the results, but there is little attempt to help employees understand and learn from the data. I believe employee survey data belongs to the respondents.

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The Future of Organizational Learning event

Clark Quinn

At the upcoming DevLearn conference, Jay Cross and I are holding a pre-conference workshop titled: Be the Future of Organizational Learning: Become a Chief Meta-Learning Officer. Based on the principles from our CLO article on the topic, we’re intending to make it a real hands-on, wrestling with the issues, talking about specifics, and bolstering the discussion with data from close to 200 respondents to the survey that was associated with the article.

Employee Surveys: How is as Important as What

The Performance Improvement Blog

An epidemic of employee surveys is killing knowledge and wisdom. Fueling this epidemic are two erroneous beliefs: 1) anyone can design and administer an employee survey effectively; and 2) the results of employee surveys are the property of management. A typical question I get is, “We’re doing a survey; how many points should we have on the scale?”) There is an art and a science to survey design.

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Why Continued Organizational Learning is Critical to your Performance and Culture

WalkMe Training Station

The first article was “ How ‘Learning Organizations’ Beat Natural Selection” . Organizational learning allows for teams to learn exactly what is relevant to their specific tasks and specialties while other information they do not need is given to the individuals and teams that need it, with some Venn overlap between for cooperation. In other words, how can organizations create a business culture that encourages learning and development?

Key Elements of 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 asking tough questions about the purpose and quality of what they are doing for customers, themselves, and other stakeholders.

Why Evaluate Executive Coaching

The Performance Improvement Blog

Studies of coaching tend to rely on surveys of executives who are being coached. For example, an American Management Association survey of coaching found that respondents from organizations that use coaching more than in the past are also more likely to report two kinds of advantages: 1. Survey studies of coaching are problematic in other ways, too. Surveys are helpful for knowing the extent of coaching and the general attitude of employees toward coaching.

Need to Measure Social? Look Down More.

The Simple Shift

According to a recent CLO Magazine article/survey, executives added or supported social tech for 3 very big and very common reasons: increase collaboration (47%), increase engagement (42%) and create a culture of continuous learning (60%). community organizational learning Social Business Social Learning

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Learning to be Great Organizations

The Performance Improvement Blog

In a previous post , I wrote about the importance of democratizing organizational learning. I argued that organizations need to be continuously learning for the purpose of improving performance and achieving business goals. And in another post I wrote that for this to happen, organizational leaders need tools. That is, they need methods for learning from the organization and for learning how to learn from the organization.

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. Culture is the collective beliefs, assumptions, and values of employees (and other stakeholders) and culture affects every aspect of organizational life. As I have argued in previous posts , to be successful in today’s world, companies need to have a culture that values and supports learning.

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. The tendency is to use a survey to measure just about everything. 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.

The Future of Education and Training in an Automated Workplace (Reprise)

The Performance Improvement Blog

The Pew Research Center and Elon University address this question in a survey they did that resulted in responses from just over 1400 experts and highly interested individuals, selected because of their familiarity with the internet and its impact on work and education. But how to do that, and whether training can outpace automation, are open questions…People still need to learn skills, the respondents said, but they will do that continuously over their careers.

Performance Reviews Are Bad for Learning

The Performance Improvement Blog

A survey of SHRM members conducted in August indicates that although most organizations say that a performance management system is important to them, few think that their companies are doing a good job managing performance. If these organizations want to improve their performance management systems, they need to eliminate formal performance reviews and have managers develop a learning alliance with their direct reports.

The Corporate Learning Gap

The Performance Improvement Blog

One major conclusion from this 2015 study is: … more than 8 out of 10 (85 percent) respondents cited learning as “important” or “very important,”—up 21 percent from last year. While we should be cautious about over-interpreting this data (true of any survey), the comparison of findings with previous years does suggest that employee learning has become more of a concern to HR leaders and that they believe they are less able to respond to that need in their organizations.

The Learning Curve and The Pivot Point

The Performance Improvement Blog

When Stephen Gill and I were researching and writing our latest book, Only Smart Companies Win, about what it means to create and work in a “Learning Culture”, we tried to imagine what it would mean to develop training programs in that culture. A typical graph of the forgetting curve purports to show that humans tend to halve their memory of newly learned knowledge in a matter of days or weeks unless they consciously review the learned material. Collaborating around learning.

What Bothers Chief Learning Officers?

The Performance Improvement Blog

Chief Learning Officers who belong to the Linkedin Learning, Education and Training Professionals Group were asked by Jason Silberman to describe their three biggest “pain points”. While not a scientific survey of Learning Officers, the 97 comments (to date) give us an indication of the kinds of issues that trouble learning leaders in organizations. Lack of accountability for what happens before and after training that supports learning.

By the Numbers

The Performance Improvement Blog

In evaluating leadership training managers might look at the results of employee engagement surveys. Reducing costs and increasing revenue are affected by many organizational and environmental factors beyond improved accounting practices. Employee engagement is affected by many organizational and environmental factors beyond leadership practices. What did they learn from the financial management program and how did they apply that learning?

Organization Culture Change

The Performance Improvement Blog

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?” a survey) and confront the behaviors that are preventing the company from being successful. Some think the change must be more targeted at organizational leverage points.

Data is Not Knowledge

The Performance Improvement Blog

Marketing and survey research companies publish mounds of opinion data daily. The key question we must ask ourselves is, “Are we learning anything? Communication Evaluation Organizational Learning data information knowledge listening presentation storytellingI like this quote by the Swedish author Henning Mankell that appeared in a Sunday New York Times op-ed column titled “ The Art of Listening ”: “.

Customer Satisfaction: Gaming the System

The Performance Improvement Blog

They are advising customers to answer survey questions in a way that makes the manager look good, i.e., a rating of 5 on a 5-point scale. 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. Some show their customers a sample survey already ticked off with top marks in every rating category.

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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. 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. Studies tend to rely on surveys of executives who are being coached.

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. So much for Human Capital Management and Learning Culture! I can even affirm that some of the companies in the survey also like to say people are their greatest asset.

Learning in a Managing Minds Company

The Performance Improvement Blog

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.

Learning in a Managing Minds Company

The Performance Improvement Blog

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.

Managers Managing Minds: Their 21rst Century Job

The Performance Improvement Blog

Everywhere brains are learning, sharing information, and providing help to other brains. It also includes what they discover, learn from failure, learn from one another, share, innovate, tell each other, and more. A shrinking Corporate IQ is a function of many forces currently at work: Brains need to learn how to learn — Technology has changed the learning equation. Transferring what you learn is always a problem.

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Industry Report: Too Much Training; Not Enough Learning

The Performance Improvement Blog

Training magazine has published its 34 th annual Industry Report that is based on a survey of its database of organizations with 100 or more employees, asking them questions about training expenditures and activities. Instructor-led classroom only” is still reported to be the primary method of employee learning and development. Organizations might be increasing their investment in “pull” learning through social media, on-the-job training, and action learning.

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Laura Overton – Crystal Balling with Learnnovators

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. Her work is based on 25+ years of practical experience in implementing technology enabled learning strategies for business advantage and is backed by her independent research. What are the completion rates of a typical online learning program?

Curation: Making Sense of Digital Information

The Performance Improvement Blog

Learning to be Great™ is an example of curation of digital objects. Jim Stilwell and I created the site to make high quality orphan, organizational improvement tools available to organizational leaders seeking to influence change. The matrix has three forms of tools: 1) surveys; 2) models; and 3) solutions; and four foci: 1) individuals; 2) teams; 3) whole organizations; and 4) communities. Learning to be Great Organizations. So much information; so little time.

Bad Management Practices

The Performance Improvement Blog

I’m reminded of Chris Argyris’ and Donald Schon’s “double-loop” learning in which we are asked to challenge the underlying beliefs and assumptions of our actions; not simply improve what we are doing but learn from examining the values implicit in what we are doing. Organizations should strive for a culture in which employees are receiving feedback regularly and frequently and are not dependent on an annual or semi-annual survey.

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. 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.

Tools of a Learning Organization

The Performance Improvement Blog

The Adidas Blog asks the question, “What should a true learning organisation look like?” In response to this question, Harold Jarche writes that a learning organization has "shared power." In a learning organization, individuals control their own learning and they share this learning with others. The organization supports learning and sharing of that learning by creating spaces and networks for conversation.

Learning to Learn from Evaluation of Learning

The Performance Improvement Blog

Each approach to evaluation of training has something to contribute to assessing the impact of formal training on employee learning. The real value is in organizational learning from evaluation. Measuring change is part of good evaluation, but unless we can get leaders in an organization to learn from that data and apply that knowledge to improving performance, what’s the point? . Learning from evaluation depends on asking the right questions.

Evaluating Training Through Stories

The Performance Improvement Blog

A “smile sheet”, or even a follow-up survey, is not going to give you this information. That is, we must create a narrative that clearly explains the causal links between what people learned in the training program, how they applied that learning, and what the effect was on business results. In addition, the story should describe what the organization did and did not do to facilitate learning and results (e.g., Participants rated the management training program 4.3

Organizational Training Plans – 5 Key Factors to Consider

WalkMe Training Station

Despite the eroding role of traditional management, there is one critical aspect of management that should not be overlooked: Organizational Training. Creating organizational training plans is overwhelming, so it is important to start with the basics first – here are the most important factors to consider. Organizational Training Plans – 5 Key Factors to Consider. #1 2 Learning Group Size. 5 Match Teaching Methods to Different Learning Styles.

Kirkpatrick's Four Levels of Training Evaluation: A Critique

The Performance Improvement Blog

At the end of Dan McCarthy’s blog post , “How to Evaluate a Training Program”, in which he explains his pre-post, survey approach to applying the Kirkpatrick four levels of training evaluation , he asks: Has anyone used a system like this, or something better? While better than nothing, for many training programs (as well as for coaching, mentoring, simulations, self-directed learning, etc.), Second , self-report surveys produce unreliable performance data.

Grimm Stories

The Performance Improvement Blog

The percentage of employees who indicate on a survey that they are satisfied with their work doesn't tell me how Bill becomes and stays engaged each day. What can we learn from their tales of love and loss, caring and neglect, dispare and joy? Employee Engagement Evaluation Organizational Learning data employee engagement evaluation managers research storiesI heard Lisbeth Schorr once say, "No data without stories and no stories without data."

The Times They Are A’Changin’. What L&D Leaders Should Focus on in 2021.

PDG

Covid has intensified the corporate world’s need to imagine new ways of learning. In 2019, 86% of the respondents to 2019’s Global Human Capital Trends survey believed they must “reinvent their ability to learn.” Another survey , conducted in the early part of 2020, reported that “improving learning and development is a critical initiative for 86% of companies.”. Leverage mechanisms for individualized learning. One method is called “Adaptive Learning.”