Get Your Organization Ready to Learn - Part I


How can an organization become ready to learn?

There are two distinctive parts to learning in an organization.

The first is organizational learning and the second is becoming a learning organization.

Organizational learning is the process of learning. It is defined by the Cambridge dictionary as: a ​process in which ​managers and ​employees within a ​company or ​organization learn to ​deal with new ​situations and problems and so become more ​skilled and ​experienced.

A learning organization considers the systems and processes of an organization that are available to support learning. David Garvin defines a learning organization as an organization skilled at creating, acquiring, and transferring knowledge, and at modifying its behavior to reflect new knowledge and insights.

How can a learning organization and organizational learning work together to help the organization toward success?

Think of it like this - a learning organization is identified as the foundation, the set-up for learning to occur – while organizational learning is the process around it that fuels learning into action.

It has become clear that the success of organizational learning is somewhat dependent on the organization playing a role in the learning – both in the capacity to learn - and in how it supports learning by and between individuals and within and across organizational systems.

This remains true even as we are moving away from planned and scheduled learning, to more informal, learner generated learning.

Get Your Organization Ready to Learn

How does your organization support employee and business needs to ensure learning is readily available and integrated into day-to-day activity?

Even as learning professionals are becoming curators of content and information and learning is shifting to learners themselves, there still is an important role for the organization. There must be a culture of learning. This means processes and systems are in place which allows individuals to find information they need and to work with colleagues in order to support informal learning.

Part II of this post will review some of the components of a learning organization, its value for learners and how both learners and the organization work together toward successful learning.

Featured Posts
Recent Posts
Search By Tags

Knowledge Advantage is nimble and responsive to your needs.
 

With years of experience from working with many clients in diverse industries, our projects fall within a wide spectrum in the learning space. Each project is unique to the specific needs of our clients, their business and their employees.

 

We work with clients to deliver creative, strategic learning solutions that align to organizational goals.  

  • LinkedIn Clean
  • Twitter Clean
  • Google+ Clean

© 2014 Knowledge Advantage. Site by W.A.D.V