'Best in Class' Learning Organization Charcteristics

A clear definition of a learning organization doesn't really exist - however most scholars agree the organizational learning is 'a process that unfolds over time and [linked] with knowledge acquisition and improved performance.'

After reading 'Building a Learning Organization' - these are the five activities they list that learning organizations do:

1. Systematic Problem Solving - Using scientific method, getting data, using statistical tools to organize data
2. Experimentation - Search and test new knowledge, use with systematic problem solving
3. Learn from Past Experience - Review past failures AND SUCCESSES, review systematically, record discoveries in a form that will be informative to company employees
4. Learning from Others - Being able to look outside your organization and learn from where others are excelling 
5. Transferring Knowledge - Spread knowledge quickly and efficiently throughout your organization, Ideas carry more weight this way

While I love this list, I think the following items could be added/included as well:

• Adaptability - The way things change in our world, you need to be able to change and you need to be able to do so fast
• Generational/Global Awareness -  Today we work in a time where more generations are working together than ever before and globalization is happening faster than ever, this means that we are working with more different types of norms/behaviors than ever before - being aware of this and knowing how to bridge gaps is an awesome tool
• Tying Learning into Incentive Programs -  If a company provides incentives to those who truly excel in the workplace, it sends a strong message that they value learning, this can help reinforce learning into organizational culture

1. Building a Learning Organization

Fostering Meaningful Conversations in Teams

We have all been part of a team where one person drives the conversation and you can't get your two cents in or maybe a boss who dismisses your idea right after you shared it - what can we as leaders and facilitators do to create an environment where meaningful conversation happens? 

    To successfully communicate with your team - you first need to be able to listen to your team.

Listening is one if those things people don't really think about as a skill - we spend A LOT of time everyday listening to things - how can you possibly be bad at it? There are different degrees of listening and to foster meaningful conversations in teams - active listening is paramount.

To effectively facilitate meaningful conversation in a group - good leaders and facilitators need to have good listening skills. These skills allow you to observe and direct conversation as needed. If people know you are listening to them (really listening to them) that creates an open work environment that encourages the sharing of information.

All of this leads to another important thing in facilitating meaningful conversations - asking the right questions! If you aren't listening, you won't know the right questions to ask to direct the conversation. Focus on open-ended questions that will continue your conversation - why did you.... what caused.... etc.

Meaningful conversations don't happen when one person does all the talking - it comes from collaboration with everyone involved.