Organizational Learning

April 2, 2012

Organizational learning is a constant and cannot be made to happen.  That means learning is always happening.  How or what an organization learns however might be chosen.  Organizations have either a propensity for fluid (flexible) or stunted learning styles.  Most exist somewhere along a spectrum bound by these two styles.  Every organization and the related learning style is a reflection of each stakeholder's perception.

 

Organizations with stunted learning styles tend to provide a dramatic and fear-based culture for their employees.  Control becomes the management philosophy and a continuous objective in stunted learning environments. Planning is myopic and "change" is usually seen as frightening.

Fluid learning environments, however, work within a general conceptual understanding of their purpose and see proposed change as opportunity for improvement.  They generally respond, as a collective, with a high degree of cooperative participation. 

 

Regardless of style, the Corporate Facilitator orients an organization towards fluidic learning - that is learning such that adaptive change becomes normalized within the environment.

 

 

 

 

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