From Individual Learning to From Individual Learning to Organizational LearningOrganizational Learning

Based on Chapter 1, Based on Chapter 1,

Learning in Action by David A. GarvinLearning in Action by David A. Garvin

Presented by

Kevin McLogan

MGT 501

www.kevinmclogan.com

ADULT LEARNINGADULT LEARNING

In an average year, an average adult:In an average year, an average adult:Engages in approximately eight learning Engages in approximately eight learning

projectsprojectsDevotes 100 hours annually to each learning Devotes 100 hours annually to each learning

projectprojectFewer than 1% of learning projects are Fewer than 1% of learning projects are

undertaken for creditundertaken for credit

Garvin pp3 Garvin pp3

Well… we’re all here, butWell… we’re all here, but

What about some of the other learning What about some of the other learning projects you have undertaken?projects you have undertaken?

Let’s talk about the different things we have Let’s talk about the different things we have to learn about in the modern world in order to learn about in the modern world in order to grow and thrive.to grow and thrive.

New productsNew products

New ways of doing things

• Maintaining our homes

• Preparing our food

• Shopping

• Detours around construction zones

• Modes of communication

Or maybe just the school of hard Or maybe just the school of hard knocks…knocks…

We know…

That what we do away from work:• Relationships with family and friends• Hobbies• Maintaining our living spaces• Improving our physical beings

Can be improved by learning new things, but why Can be improved by learning new things, but why doesn’t the same apply to our work doesn’t the same apply to our work

environment?environment?

How does that translate into the workplace?

If we have to adapt by learning in our everyday lives, then a reasonable person would assume that the same process must translate to a business environment.

BUT…

Are managers receptive to learning?

No, most managers are ambivalent about leaning.

Ibid p.4Ibid p.4

Look, I can Look, I can either ship the either ship the product or talk product or talk about it, which about it, which do you want do you want me to do?me to do?

Both.Both.

Ibid pp.4-5Ibid pp.4-5

A typical exchange

Why is learning important?

Because if learning is not incorporated into the organization, the organization can be left behind in the marketplace.

The Big DisconnectThe Big Disconnect

Knowing what to do

vs

Doing what we know

Learning in ActionLearning in Action

• Effective implementation of organizational learning in the organization is difficult.

• Start-up periods and new and more efficient technologies can take longer to adopt if organizational learning is not adopted.

• Organizations that deny the importance of learning risk big problems down the road

You can lead a manager to knowledge….

But you can’t make her learn!

Learning Organizations

Lots of definitions, but Garvin boiled it down to this:

A learning organization is an A learning organization is an organization that is skilled at creating, organization that is skilled at creating, acquiring, interpreting, transferring, acquiring, interpreting, transferring,

and retaining knowledge, and at and retaining knowledge, and at purposefully modifying its behavior to purposefully modifying its behavior to reflect new knowledge and insights.reflect new knowledge and insights.

Ibid p.11Ibid p.11

What does a Learning Organization act like?

It’s a process!It’s a process!

• Abundance of knowledge does not ensure a Learning Organization

• The process continues with interpretation; knowledge needs to be shared collectively

• New ideas must be imbedded in the organization’s memory

• And then examined and analyzed.Ibid p.11Ibid p.11

employeesemployees

customerscustomers

managersmanagers

supplierssuppliers The organizationThe organization

Lines of communicationLines of communication

Warning Signs• The organization does not have a defined plan to

continue learning among all the organization’s members.

• The organization is not open to the voices both inside and out that provide criticism of the organization.

• The organization makes the same type of mistakes over and over.

• When senior staff leave, their knowledge base leaves with them.

• The organization does not take advantage of what it has learned and does not modify its behavior based on what it knows.

FIX IT!!SWOT ProcessSWOT Process

•IndentifyIndentify SStrengths, trengths, WWeaknesses, eaknesses, OOpportunities and pportunities and TThreats in each hreats in each unit to find the most pressing unit to find the most pressing challengeschallenges

•What kind of resources do you What kind of resources do you need to overcome these challenges need to overcome these challenges - what is it we need to learn?- what is it we need to learn?

•Where do we need to look to find Where do we need to look to find what we need to know?what we need to know?

Ibid pp.13-14Ibid pp.13-14

In summary…

Ask good questions, question the answers, test the answers, examine your results and proceed again based on what you have learned.

Just like you do at home!Just like you do at home!

Thank you!Thank you!