Are you part of the learning organization process? At what extend?
First of all, some credits to the concept goes to Peter M. Senge that first published The Fifth Discipline in the 90’s. The result was a transformation in business vision, where employees are made up skilled at creating, acquiring and transferring knowledge.
This article will help you, as an employee, to identify if you are contributing to your firm to be a learning organization.
Cultivate tolerance, foster open discussion, and think holistically and systematically is part of the game.
A learning organization offers a learning environment.
Do you feel comfortable expressing your views at work? Is it easy to disagree with colleagues or authority figures? Do you take any opportunity to explore new ideas?
Learning happens when people become aware and open from opposing ideas. Alternative views increase fresh garlicky thinking!
Are you open for gaining new perspectives on the companys activities or challenges?
Right after a project is completed, the process might call for post-audits or reviews that are then shared with others engaged in similar tasks, this is one way to share knowledge in a defined way. It also involves having the opportunity to look back at mistakes and processes, share & learn from them.
Learning processes involve the generation, collection, interpretation, and dissemination of information. It includes experimentation, for example, to develop and test new products and services;
Do you look at conventional approaches from a different angle? Do you consider alternatives and articulate then openly? Are you motivated to think creatively?
Ok, this point deserves a strong influence behavior from leaders. When people in power demonstrate interest in different point of views, and encourage dialog and discussion of ideas, employees should be able to express themselves and generate an open-minded discussion. Leadership behaviors help create and sustain supportive learning environments.
As you can see, learning processes and practices almost loop in a supportive circle. As an employee you can provide the opportunity for leaders to behave in a way that encourage organizational learning and ultimately, they would influence others towards the same principle.
Knowledge based by David A. Garvin, Amy C. Edmondson and Francesca Gino