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Learning Organizations and You
October 2, 2012
Colleen Wheeler, WheatonD. Grainger Wedaman, Brandeis
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Outline• The Gap Quiz Experiment• The Idea
• Characteristics and Tensions• Learning Organization Academy
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The Gap An Experimental quiz
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QuizThink about thetime in your life
you learned best.What were thedetails of thatexperience? Whatdid it feel like?
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Quiz A.Name the context
in two words(like “chess withmy uncle”) .
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QuizB.Pick a word to
describe how it felt to learn.
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QuizC.Compare your
learningexperience to your general experience
of work. Plot it on a–
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ResultsSafety, trust, risk tolerance, small group,feedback, reflective, intellectually
challenging, motivating, sense of growth,humor, passion, insight, fun . . .
Similarity to work? Uh – oh!
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The Ideaof the LearningOrganization
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“We must become able not only to
transform our institutions, inresponse to changing situationsand requirements; we must inventand develop institutions which are
„learning systems‟, that is to say,systems capable of bringing abouttheir own continuingtransformation. ” Donald Schon, Beyond the Stable
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idea A collectiveenterprise in which
learning is theorganizationalprinciple.
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rather than• Other organizing principles!• Alternating states of change and stability.
• Being disrupted.
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historyRobert Hutchins, The Learning Society,1970
Donald Schon, Beyond the Stable State,1973Peter Senge, The Fifth Discipline, 1990.
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characteristicsandtensions
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problemLearning is in manyways contradictory to
workplace norms.
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balanceYou need consistent activities for identityand coherence. Learning disrupts
consistence.
Learning Orgs balance these.
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anxietyLearning new ways to work causes
a lot of anxieties.
Learning Orgs are open about thisand help manage it.
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competence A primal fear in theworkplace: been seen as a
failure or incompetent.
Learning requires
incompetence.
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talkTo learn, people need
“psychologically safe” places,
to be able to say what theythink, to discuss, to disagree.
Learning Orgs create these.
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motivationYou learn best when “ instrinsically ”
motivated. The workplace uses extrinsic
motivation.
Learning Organizations find ways to let
people explore the things they care about.
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passionPeople learning together experience happiness – joy –
passion. Reluctantly allowed bythe workplace.
Learning Orgs encourage and
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playPlay, experimentation, construction
combine learning, discovery, andfun. They don‟t happen much.
Learning Orgs provide “Duckworth”environments.
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mindfulnessPaying attention to yourself, your feelings,your triggers, your hopes, is crucial to
learning. Workplaces don‟t reinforce self -awareness.
Learning Orgs promote mindfulness
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reflectionFeedback and reflection arenecessary for learning. Most
workplaces avoid theseactivities.
Learning Orgs promote both.
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ideasContinual change requires a flow of
generative ideas. Workplaces don‟t have
ways to create and manage an idea flow.
Learning Orgs are gardeners of ideas.
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sumNo perfect example
We all know of moments
Learning Organization is a goal
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LOALearning Organization Academy
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historyInfamous 2010 Focus Group
LOA Formed 2012
First cohort in session
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modelSummer immersion in learning,mindfulness, joy
Year-long inquiry projects
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examplesBuilding DH community of practiceImplementing “exploration time”
Creating on-boarding programVisual thinking in portfoliomanagement
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examplesRevamping customer relationshipmanagement
Supporting creativity in theworkplaceDeveloping “learning” consultants
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Learning Organizations and YouColleen Wheeler, WheatonD. Grainger Wedaman, Brandeis