First remember culture . We want an organization that learns not a
learning organization. We should be talking about an organization with a
culture that encourages learning by
Promoting effective communication
Actually knowing process results -- SPC is best
Good feed back systems
Candor between managers
Candor between departments
Promotes experiments to improve and accepts failure
"experiences with conflict in the learning organization"
Promotion based on who you know
Meetings that reward the person whose idea is selected rather than
the best idea -- that is when powerful personalities dominate and get
their way consistently
meetings that are one way
Judgement used to decide if things are running ok without good
measures
Boss accepting anecdotes about how good it was with out knowing
Implementing with out knowing how to measure the outcome or good
definition of the expected outcome
When trying results in failure and that is reason to be eliminated
from consideration for promotion
Gene
At 03:22 PM 9/29/98 -0400, you wrote:
>I am curious about your experiences with conflict in the learning
>organization. My assumption is that in order to learn quickly, we need to
>raise conflicts quickly, challenge each other's mental models and be able
>to do that without the defensiveness and posturing that stiffles effective
>dialogue. We have tried many things in our organization to help people
>practice the skills of inquiry and advocacy, but I can't guage whether we
>are making progress. My gut feeling says yes, but I'm wondering how I
>might better measure this. Do you have any ideas? Would love to hear
>them and look forward to participating in this forum:)
Eugene Taurman
interLinx ilx@execpc.com http://www.execpc.com/~ilx
What you are is determined by the thoughts that dominate your mind.
Paraphrase of Proverbs Ch 23 vs 7 KJV
--Eugene Taurman <ilx@execpc.com>
Learning-org -- Hosted by Rick Karash <rkarash@karash.com> Public Dialog on Learning Organizations -- <http://www.learning-org.com>