I am involved in trying to resurrect the ability to promote continuous
learning within a rigid (by heirarchy and mindset) engineering design
organization. The culture is one of strict adherence to administrative and
design requirements. Efforts to date to integrate knowledge sharing,
collaboration, and mentoring have failed because the systems and processes
do not support change. I'm curious if any of you have examples of positive
changes with respect to "learning organization" applications within
similar organizations. I hear a lot of "we're different" and "it won't
work here" responses to change initiatives. I think that earlier in its
history, the organization did embody many of the concepts discussed within
these discussions. But not now. Thanks.
S. Wilshire
Rensselaer Polytechnic Institute
Troy, NY