The Learning The Learning OrganizationOrganization

Integrating Individual, Team, and Integrating Individual, Team, and Organizational Learning Organizational Learning

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Learning DomainsLearning Domains

Abstract Knowledge involving Abstract Knowledge involving know know whatwhat and and know whyknow why

Knowing in practice involving Knowing in practice involving know know howhow and and care whycare why

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Frames of ReferenceFrames of Reference

Two Domains of Learning:Two Domains of Learning: Instrumental – learning to control and Instrumental – learning to control and

manipulate the environmentmanipulate the environmentCommunicative – learning what others Communicative – learning what others

mean when they communicate with youmean when they communicate with you

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Why Learning is ImportantWhy Learning is Important

For an organization/system to survive its For an organization/system to survive its rate of learning must be equal or rate of learning must be equal or greater (L > C) than the rate of change greater (L > C) than the rate of change in its environmentin its environment

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Sustaining Performance at the Sustaining Performance at the Individual, Group and Individual, Group and Organizational Level:Organizational Level:

“The rate of learning has to equal or exceed the rate of change in the larger environment!”

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In Other WordsIn Other Words

“When the rate of change in the marketplace exceeds the rate of change in the organization, the end is in sight.”

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Key ConceptsKey Concepts

Learning in Organization – Members learn on Learning in Organization – Members learn on behalf of the organizationbehalf of the organization

Learning by Organization– When this Learning by Organization– When this individual learning in organization has individual learning in organization has organization level output—changes that are organization level output—changes that are captured and widely utilized by the captured and widely utilized by the organization organization

Organizational learning mechanisms—Organizational learning mechanisms—systems and processes operated by systems and processes operated by organizational members to enable organizational members to enable organizational learning.organizational learning.

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Organisational Learning Organisational Learning Mechanism can be:Mechanism can be:

Integrated Integrated – the organizational members who – the organizational members who generate the learning are responsible for generate the learning are responsible for applying itapplying it

Non integratedNon integrated — the members who generate — the members who generate learning are not the ones who apply itlearning are not the ones who apply it

DesignatedDesignated – Learning takes place away from – Learning takes place away from task performancetask performance

Dual purposeDual purpose – Learning is carried out in – Learning is carried out in conjunction with task performanceconjunction with task performance

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Individual

Individual

Individual

Individual

Individual

Individual Team

Team

Organization

Teams and Groups Integrating Learning in Organization with Learning by Organization

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Organisational Learning is Organisational Learning is Captured in:Captured in:

Practices, PoliciesPractices, PoliciesCore CompetenciesCore CompetenciesNorms Norms Knowledge management systemsKnowledge management systemsStoriesStoriesCultureCulture

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Collaborative Collaborative Team Learning Team Learning

Through practices that change Through practices that change

relationships through exposing relationships through exposing the members to the ideas of the members to the ideas of others, while paving the way for others, while paving the way for collective learning by creating a collective learning by creating a mechanism for bridging diversity.mechanism for bridging diversity.

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Barriers to Organizational LearningBarriers to Organizational Learning

Defensive routinesDefensive routinesConstraining mental models (i.e. Constraining mental models (i.e.

frames of reference—points of view)frames of reference—points of view)Prevailing undiscussablesPrevailing undiscussables

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Reflection and DialogueReflection and Dialogue

ReflectionReflection Content, Process, and Premise Content, Process, and Premise

DialogueDialogue Each person states his or her thoughts, Each person states his or her thoughts,

ideas, observations, and feelings and ideas, observations, and feelings and listens to those of others without listens to those of others without responding to individuals. The group as a responding to individuals. The group as a whole system is addressed, not individuals. whole system is addressed, not individuals. Purpose is to get the all the thinking out Purpose is to get the all the thinking out before general conversation.before general conversation.

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LEARNING WINDOWLEARNING WINDOWWHAT I KNOW & WHY I WHAT I KNOW & WHY I

KNOW ITKNOW ITWhat data do I have to What data do I have to

support my view?support my view?Do others accept my Do others accept my

interpretation?interpretation?

WHAT I THINK I KNOW WHAT I THINK I KNOW & WHAT I NEED TO & WHAT I NEED TO

DISCOVER IN ORDER DISCOVER IN ORDER TO KNOW ITTO KNOW IT

WHAT I KNOW I DO WHAT I KNOW I DO NOT KNOWNOT KNOW

I MUST BE OPEN TO I MUST BE OPEN TO WHAT I DO NOT WHAT I DO NOT

EXPECTEXPECT

DISCOVERDISCOVER

KKNNOOWWIINNGG

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““No problem can be solved from the No problem can be solved from the same level of consciousness that same level of consciousness that created it. We must learn to see the created it. We must learn to see the world anew”world anew”

Albert EinsteinAlbert Einstein

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