Replying to LO29761 --
ceoji singh <ceoji2001@yahoo.com> wrote:
> But i would like to hear from people on this list about the fact that
>initiation into organization learning itself is a paradigm shift - a
>massive change in looking at things - how do you manage it. Does
>Organizational learning take care of it as well or this completely lies
>beyond its scope. I would like to point out the concepts of Skilled
>incompetence and defensive routines (Argyris) in this respect. Moreover
>Schien talks about learning to be more of a culture change, if it needs
>to express itself substantially.
> What is your opinion on this.
I share with you my observation and experience as I am more an
"applicator" - testing the various theories in LO.
I wish to analyse deeper when you said
"initiation into organization learning itself is a paradigm shift - a
massive change in looking at things - how do you manage it?"
I would like to ask, from whose perspectives come with the ideas of
needing a major paradigm shift?
In many new intiatives, programs or change management promotion, the
initiators like to advocate the need of open-mindedness, beware of
resistance to change, etc, implying the need for paradigm shift.
Who are these people ?
The CEO, the leader of the special task-fore, HR Manager, External
consultant? or remarks from the participants / organisational members.
But the interesting thing is whoever advocate that very idea, is having
his or her mental models, his or her own interpretation of what is the
paradigm shift that needs to take place. If there is such genunie
dialogue, most of them will see that each sees things differently and each
would like others to agree with their worldviews - about their
organisation, their business, ....and (to quote your words) "defensive
routines" becomes in.
And "Skilled incompetence", well again depends on whose perspectives -
usually by finger-pointing behaviour, it implies "incompetence" of other
parties.
My expereince shows that when such differences occur, this is the most
crucial point to start Collaborative Conversation using the 5 disciplines
of the LO [Personal Mastery] [Shared Visions] [Mental Models] [Team
Learning] and [Systems thinking].
Your further views appreciated.
Regards
Andrew, QuaSyLaTic
http://www.360q.com
--"Andrew, QuaSyLaTic" <andrew@360q.com>
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