A problem is, Organizations consider themselves a "Learning Organizations and omit "Global and Universal Systems Thinking!"
What's the mission Statement. Years ago while attending a Transformational Change Seminar at MIT I heard the CEO of British Shell Petroleum explain how he was implementing a "Learning Organization" and his entire executive Development Staff was spanning the globe spreading the word. When I asked him if he had a clear concise mission statement... well guess what he said?
Interesting description. The "learning organization" role, or tool, is a process to produce results, compared to "systems thinking" which is the overall structure that makes it happen. A comment about metaphors: "pillars" are classical and static. In the Midwest, those would be "silos", which contain various feed products, which are then mixed in proper proportions to feed the animals (for human feed). "Feed mill" works better with "cross-pollination", giving a dynamic character to this message.
Individual and corporate learning should and can be one of the same. The challenge is knowledgeable individuals leave the organization and are limited by their human/tool capacity. Learning Organizations dynamically retain employee/corporate knowledge and never make the same mistake twice. Learning Corporations have a larger learning capacity and efficiently structured to maximize their learning rate. RKS
In addition, Knowledge Management is the dynamic corporate tool used to store, manipulate, manage and retrieve the collective knowledge of its workforce. Thereby not losing the knowledge or learning as individuals leave.
Thanks so much for this clear and concise explanation. The examples were equally great. I'm definitely quoting this guy in at least two of my papers. Ugh! So helpful. Thanks again. Now to figure out the difference between learning organizations and knowledge management.
A problem is, Organizations consider themselves a "Learning Organizations and omit "Global and Universal Systems Thinking!"
What's the mission Statement. Years ago while attending a Transformational Change Seminar at MIT I heard the CEO of British Shell Petroleum explain how he was implementing a "Learning Organization" and his entire executive Development Staff was spanning the globe spreading the word. When I asked him if he had a clear concise mission statement... well guess what he said?
MrRseiler 1 year ago
Interesting description. The "learning organization" role, or tool, is a process to produce results, compared to "systems thinking" which is the overall structure that makes it happen. A comment about metaphors: "pillars" are classical and static. In the Midwest, those would be "silos", which contain various feed products, which are then mixed in proper proportions to feed the animals (for human feed). "Feed mill" works better with "cross-pollination", giving a dynamic character to this message.
bobhhoffmann 1 year ago
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MrRseiler 1 year ago
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MrRseiler 1 year ago
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MrRseiler 1 year ago
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Individual and corporate learning should and can be one of the same. The challenge is knowledgeable individuals leave the organization and are limited by their human/tool capacity. Learning Organizations dynamically retain employee/corporate knowledge and never make the same mistake twice. Learning Corporations have a larger learning capacity and efficiently structured to maximize their learning rate. RKS
MrRseiler 1 year ago
In addition, Knowledge Management is the dynamic corporate tool used to store, manipulate, manage and retrieve the collective knowledge of its workforce. Thereby not losing the knowledge or learning as individuals leave.
dmobley1967 1 year ago
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MrRseiler 1 year ago
Comment removed
MrRseiler 1 year ago
Thanks so much for this clear and concise explanation. The examples were equally great. I'm definitely quoting this guy in at least two of my papers. Ugh! So helpful. Thanks again. Now to figure out the difference between learning organizations and knowledge management.
Justnik05 1 year ago