Organization Learning

Learning organizations inspire, encourage and motivate individuals to be continuous learners and, as a result, the organization is a constant and continual learning organization. Learning organizations are flexible, resilient and successful. Learning organizations embody a healthy response to negative external environmental changes rather than a reaction or impulsive response. They first look to sources of untapped potential and capacity within the organization, assess appetite for risk and explore bold moves to increase possibilities of success.

Becoming a learning organization is not an overnight phenomenon. Commitment, practice and effective learning programs and opportunities embedded in the culture are an automatic way of being in the organization. As more individuals become learners, they model the effect for others. Individuals who understand and observe how they learn have a greater capacity and competency to observe how others learn and are able to apply that relevancy to how an organization learns.

Being a learner, as an individual or organization, creates and supports openness to ideas, conversations and diversity. A learning organization consciously creates an environment where individuals can “continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning how to learn together (Senge, 2006).

The world is in dire need of learning organizations with multitudes of individual learners with a commitment to take appropriate action for continuous learning. Corporate organizations are accountable for being learning organizations for the sake of creating a culture of learners in the organization and, by extension, in the communities where their employees live and work.

To be meaningful requires being active learners. Learning organizations can revive the intrinsic learning nature that has fallen asleep in many of us. It is our nature, as humans to learn, and somehow that ability and desire to learn needs reawakening. Let us have a conversation to explore how the learning organization possibilities for you. Together, we will explore the:

  • Current learning programs and effectiveness.
  • Possibility for adding to your current learning programs.
  • Reality of creating an internal Learning Institute.
  • Feasibility of designing an internal coaching program.
  • Value of an active reading group with suggested titles and discussion guides.
  • Scenarios for an internal mentoring program.
  • Advantage of joining the Friday Afternoon Leadership Conversation.
  • Ideas relevant to the success of your own Learning Organization.

We look forward to connecting on this important need. Email Deedee or phone at 800.574.8877 ext 101