Top 5 List - “Best in Class” Learning Organizations

Top 5 List -“Best in Class” Learning Organizations

1-     Organizational learning is “informal” and HR doesn’t own it: Many leaders agree that people learn from their job. That is really true, a lot of customer service people learn by solving problems. Therefore, organizations must create a good environment that supports rapid on-the-job learning and informal learning.

2-     Learning from past experience and allow people to make mistakes: Organizations that review their successes and failures, help their employees and save time. Moreover, organizations’ culture should give people time to reflect, develop and share expertise, stay close to customers, and learn from mistakes.

“Organizational learning is a process of detecting and correcting error.” —Chris Argyris, “Double Loop Learning in Organizations,” Harvard Business Review, September–October 1977.

3-     Learning from others: Origination should look outside and learn from others’ successes.   

4-     Give experts the opportunity to share their information and make them available to others. "Experts are everywhere in originations, so let people share what they’ve learned easily".

5-     Finally, leaders have a role to building a learning organization, “Leaders try to enhance subordinates goal attainment by providing information or rewards in the work environment” (Northouse, 2013, p. 137). Leaders try to satisfy followers whether morally and materially. In the future, they will see great feedback and a good productivity which can satisfy both leaders and subordinates.

 

 

1-Northouse, P. G. (2013). Leadership: Theory and practice (6th ed.).

 

2-http://www.forbes.com/sites/joshbersin/2012/01/18/5-keys-to-building-a-learning-organization/

 

 

Learning checklist for fostering meaningful conversations in teams

One of the most effective ways to learn in the workplace is conversations in teams. Conversation will help employees to share their ideas and thoughts, and accept others’ thoughts. Moreover, conversation can be meaningful if any leader helps her/his team members experience progress at meaningful work. To achieve that, leaders must understand what drives each member, help build connections between each person’s work and the organization’s mission and strategic objectives, and help each person learn and grow. Having conversations is essential to understand our objectives and organizations’ objectives.

In my opinion, there are skills that lead to meaningful conversation, such as listening and understanding others’ point, so we can respond correctly.  In fact, most people do not have these skills to have a good dialogue because of technology. People text or email during corporate board meetings. I remember I watched a talk on TED and it was about the impact of technology on our conversations. In that talk, it said in our real life people do not feel comfortable making conversation, so they would rather text than talk. Most people think that conversations will take place in real time and they can't control what they are going to say. So, here is the main key as the speaker (Sherry Turkle) mentioned “Texting, emailing, posting: all of these things let us present the self we want to be. We get to edit, and that means we get to delete”. So, sometimes technology effect in negative way!

 

 

 

 

Therefore, we need to learn how to make any conversation strong and meaningful. Group members should share their thoughts, ideas, and feeling for successful group work. The first thing is listening to each other, and that will help to come up with good questions to clarify others’ ideas and emotions and develop the conversation to the next level. Finally, as I said in the beginning the main point which is organizations and leaders should open the opportunity, build trust and create a supportive environment allowing participants to share and solve problems without barriers.

Reference:

https://www.ted.com/talks/sherry_turkle_alone_together/transcript?language=en