Hi Tom:
You do make some interesting comments. I'd have to agree that
organizational learning has existed for a very long time, while learning
organizations are relatively new. Yes organizations have learned or died.
I believe, however, that intentionality separates learning organizations
from organizations that learn.
I think there is lots within the list that does point to a contemplative
approach. Dialogue is a technique where people intentionally slow the
urge to come to a decision to explore. Systems thinking tools like causal
loop diagrams slow people down to consider the variables that feed back on
each other to create an emerging problem. Both of these have been
discussed at some length within the group.
Are corporations prone to taking on fads? Of course they are. It's
tempting to want to spread good ideas we have developed or discovered and
forget about the importance of finding leveraged solutions to our real
problems, and leveraged actions that propel us to our vision. It's hard
to ask what today's magic answer is a solution to.
You raise a very good point about learning organizations and unions. We
have one client, a union, which is becoming a learning organization
itself. Its own employees are organizated by a different union. It's
critical in any unionized context where organization transformation is
undertaken to ensure that unions are included and feel comfortable about
what's taking place. We created a transformation steering committee that
included staff union leaders. It's been very effective.
Organizational purpose and the roles of various groups is an important
question for any organization. It's my belief that organizations exist to
realize their visions. Visions, of course, need to be shared. For me,
that means a wide group of stakeholders -- customers, employees,
shareholders, suppliers -- need to be engaged in a high involvement
process that results in a vision in which everyone can see themselves.
>From there, strategies need to be set to move the organization in the
direction of that vision. The organization needs to be aligning its
structure, culture and skills to meet those strategies. Customers can
play a critical role in defining the services and products the
organization needs to deliver. Employees need to be liberated to figure
out how best to deliver those services and products. Who benefits from a
learning organization? I'd say everyone who comes near it: owners,
customers, employees, suppliers, the community.
----------
Jason Smith
jsmith@quantumsolutions.on.ca (work)
"It's tough to make predictions, especially about the future." - Yogi Berra
--"Jason Smith" <jsmith@quantumsolutions.on.ca>
Learning-org -- Hosted by Rick Karash <rkarash@karash.com> Public Dialog on Learning Organizations -- <http://www.learning-org.com>