How to develop a learning organization?
How to develop a learning organization?
What are learning organizations?
Learning organizations are good at adapting to external environment. They continuously enhance their existing capabilities and acquire new capabilities before it is too late. Individuals in such organizations and the organizations themselves learn all the times. Such organizations put to use what is learned and achieve better results.
Why is their a need to develop a learning organization?
We know that external environment is rapidly changing. Even successful organizations falter and at times collapse when faced with fast changes in markets and technologies. It is no longer enough to have few smart and talented people for sustainable success. A Learning organization is not just an ideal anymore, it is a goal that must be achieved.
Developing a learning organization
Lots of training programs cannot achieve a learning organization -at best, they will provide specific skills. To develop a learning organization, a culture of learning and teaching is a prerequisite. External trainers can impart some knowledge and skills, but they need to be assimilated and disseminated. Teaching a new skill or knowledge to others is the best way of retaining learning.
Secondly, newly learned skills must be tried out and captured for future reuse. This needs a process oriented culture as against a departmental or functional silo structure. Departments or functional silos tend to fragment and lock learning in inaccessible ways. A process culture ensures that there are efficient and supervised interfaces amongst individuals for interaction and learning. A process culture also makes it easy for new entrants to learn the current practices and influence changes based on what knowledge of value they bring.
Thirdly, there must a clearly articulated and practiced set of values. Values provide an assurance to learners to try and embed new things. Values also provide a useful framework and tests for learning and incorporating new things.
Fourthly, people and their organization must be willing to face reality and heed all kinds of signals. This requires openness and courage -another set of values that must be integral to an organization.
Fifthly, an organization must celebrate generation and championing of ideas. Ideas provide that excitement and energy needed for learning and teaching.
All above are in essence, leadership functions. A great leader develops more leaders and builds a learning organization. In order to build a learning organization, a sound leadership development process that starts at the top of the organization -at the board and CEO level – is essential.
How to develop a learning organization - To learn more about this author, visit Hemant Karandikar's Website.
Like this article? Share it with your friends
Before we discuss how to develop a learning organization, let us take a look at what it is and why we need to develop such an organization.
What are learning organizations?
Learning organizations are good at adapting to external environment. They continuously enhance their existing capabilities and acquire new capabilities before it is too late. Individuals in such organizations and the organizations themselves learn all the times. Such organizations put to use what is learned and achieve better results.
Why is their a need to develop a learning organization?
We know that external environment is rapidly changing. Even successful organizations falter and at times collapse when faced with fast changes in markets and technologies. It is no longer enough to have few smart and talented people for sustainable success. A Learning organization is not just an ideal anymore, it is a goal that must be achieved.
Developing a learning organization
Lots of training programs cannot achieve a learning organization -at best, they will provide specific skills. To develop a learning organization, a culture of learning and teaching is a prerequisite. External trainers can impart some knowledge and skills, but they need to be assimilated and disseminated. Teaching a new skill or knowledge to others is the best way of retaining learning.
Secondly, newly learned skills must be tried out and captured for future reuse. This needs a process oriented culture as against a departmental or functional silo structure. Departments or functional silos tend to fragment and lock learning in inaccessible ways. A process culture ensures that there are efficient and supervised interfaces amongst individuals for interaction and learning. A process culture also makes it easy for new entrants to learn the current practices and influence changes based on what knowledge of value they bring.
Thirdly, there must a clearly articulated and practiced set of values. Values provide an assurance to learners to try and embed new things. Values also provide a useful framework and tests for learning and incorporating new things.
Fourthly, people and their organization must be willing to face reality and heed all kinds of signals. This requires openness and courage -another set of values that must be integral to an organization.
Fifthly, an organization must celebrate generation and championing of ideas. Ideas provide that excitement and energy needed for learning and teaching.
All above are in essence, leadership functions. A great leader develops more leaders and builds a learning organization. In order to build a learning organization, a sound leadership development process that starts at the top of the organization -at the board and CEO level – is essential.
How to develop a learning organization - To learn more about this author, visit Hemant Karandikar's Website.
Like this article? Share it with your friends
 | |
 |
No article feedback found. |
| |
Leave Your Feedback |
 | |
| |||
Jeff FosterWebBizIdeas.com is a Minneapolis website design company founded to help people start an internet business by providing them with website, business, and internet resources that help foster the growth of successful online businesses and develop innovative Internet business ideas. We specialize in internet consulting & internet marketing. - Visit Jeff Foster's Website |
|||
John PowerJohn Power, founder of Biltmore Franchise Consulting, has extensive experience developing and marketing franchises and business opportunities. He has been in and around franchising for over twenty years. From 1980 through 1990 he conceptualized, organized, and developed the American Video Association. He grew AVA to 2,000 national members, before selling the company it 1990. It was later merged into another home video marketing company. From 2000 to 2005 he worked as a contract marketing and human resources consultant to several local and national companies. In 2005 Mr. Power began working as a franchise development consultant on a full-time basis. Since that time he has helped more than three dozen companies initiate and develop their franchising program. He notes that there are many companies interested in developing a franchise program, and who need his specialized assistance. Mr. Power is a “hands-on” franchise consultant. He said, “I am the ‘nuts and bolts’ person who tends to the details for my clients.” Mr. Power holds a B.S. degree with a major in Marketing. See: www.biltmorefranchise.com You may contact Mr. Power at: jpower@biltmorefranchise.co - Visit John Power's Website |
|||
|
To learn more about the Evan Elite Author Program please contact us. | |||
 | |
|  |
Subscribe to Hemant's articles
 |
|
Regenerate! - Online Leadership coaching you can learn the "Regenerative Leadership" skills while being on the job.
|
|
 |
 | |
|
| |
 | |||||||
|
 | ||
 |
||
 |
||
 |
||
|
| ||
 |
| Have you written articles that would be of value to entrepreneurs? Become an expert on our site by publishing them! Expose yourself to a wide audience, drive more traffic to your website and get more sales! Click Here for details. |
|
|
 |
| Modeling the Masters: Learn the true secrets behind Walt Disney's business success factors & grow your company! Video produced by Phanta Media |
|
|
 |
"Learn straight from Evan how you can Make a Full Time Income (And More) from a Website"
Click Here To Learn More |
|
|
|
|
Get advice & tips from famous business owners, new articles by entrepreneur experts, my latest website updates, & special sneak peaks at what's to come!
|
|
|
 Instant Classified Advertising Marketing ScoreCard Sale Systems Customer Focus Warning Signs Checklist |
|
 | ||
 |
The Top 10 ProBlogger Posts
Best Posts for Bloggers | |
 |
Top 50 Productivity Blogs
Top Blogs To Watch In 2008 | |
| ||
 | ||||
| ||||
|
| ||||
| ||||
|
|
|
|
|
||||||||||||
|
Email us your ideas on how to make our website more valuable! Thank you Sharon from Toronto Salsa Lessons / Classes for your suggestions to make the newsletter look like the website and profile younger entrepreneurs like Jennifer Lopez and Sean Combs!
|
|
|
