Becoming a Learning Organization to Thrive
Peter Senge, named a “Strategist of the Century” by the Journal of Business Strategy, envisioned a learning organization as a group of people who continually enhance their capabilities to create what they want to create. Today, it is a business imperative for all companies to enhance their capabilities to adapt, grow, and thrive. With the rapid advancement of new technologies and the constantly changing business environment, skills must evolve with the times.
Accordingly, corporations spend over $60 billion per year and between $500 and $1,500 per corporate learner to help develop the capabilities required to perform. And research by Deloitte reveals that 80% of global managers understand the importance of learning for today’s organizations.
So What’s the Problem?
Learning needs to evolve from periodic instruction to continuous learning while doing, supplemented by coaching and a wide variety of curated content such as on-line learning, video, blogs, and books.
Stated simply, Learning and Development needs to be more about gaining exposure to different experiences that build new skills.
3 Ways to Begin to Build a Learning Organization
Becoming a learning organization means creating the environment for people to continually learn together. If you are a Learning & Development professional, you know there are many things you can do to build a learning organization.
People with a growth mindset embrace challenge and work hard when faced with obstacles, because they see these situations as a path to personal growth. Growth mindset individuals seek out and embrace all types of feedback as a point of learning. They are inspired by the success of others and seek out people to try to learn from.
For people with a growth mindset, it’s exciting to take on a new challenge or learn something new.
Companies need to develop their own internal strategies for developing their talent from within. It is no longer possible to rely on hiring to solve our skills gaps.
Companies that build a learning organization have a talent strategy advantage; they will be more likely to attract, engage, and retain the top talent required to beat the competition.
The Bottom Line
Organizations need to learn more and learn faster than ever before just to keep up. Just think what could happen if your organization were made up of employees who were able to quickly create, acquire, and transfer the skills and knowledge you require to execute your people and business strategies? Now is the time to develop new leadership behaviors, leverage technology, and invest in your people’s ability to learn and adapt.
To learn more about concrete learning processes and practices to get to the next level, download The Top 5 Training Strategies and Key Mistakes to Avoid
This article was written by Edie L. Goldberg, Ph.D. Edie is a nationally recognized LSA expert in talent management and organizational effectiveness. She is co-author of the newly released book, The Inside Gig: How Sharing Talent Across Boundaries Unleashes Organizational Capacity.
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