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Building a Learning Organization

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allison p

on 12 March 2013

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Transcript of Building a Learning Organization

By: Allison Plasa Building a Learning Organization
LEADER WITH VISION PLAN/METRICS INVENTIVENESS INFORMATION Outside Information Article To help clearly identify and define the elements needed to enhance corporate learning, the authors have developed their own formula for creating a learning organization. The leader must: Plan/Metrics is the ability to develop a plan of action with detailed metrics.
recognition of performance gap between where a company currently is and where it wants to be
customer requirements
reframing the problem
critical process in learning What is a Learning Organization? From Ideas to Action: Creating a
Learning Organization By: Calhoun W. Wick and Lu Stanton Leon LEARNING ORGANIZATION =
Leader with Vision x Plan/Metrics x
Information x Inventiveness x Implementation Retrieved from: EBSCOhost "One that continually improves by rapidly creating and refining the capabilities needed for future success (Wick et al., 1995)". Wikipedia defines a learning organization as: a company that facilitates the learning of its members and continuously transforms itself. Organization that acquires knowledge and innovates fast enough to survive and thrive in a rapidly changing environment (Learning Organization, 2013)". Be committed to learning
what the organization currently achieves vs. what the organization needs to achieve in the future.
Must have a clear vision, deeply held and consistently communicated
Vision enables members of the organization to anticipate what they can contribute to help achieve important results. "To lead a learning organization is to be on a never-ending pilgrimage. The question is always, "What more can we do?" It is never, "Have we done enough?" System of measurement
Work action steps
Timelines "The range of the vision, the detail of the planning, and
the feedback from the metrics drive the inventiveness and implementation in the final factor of the formula." Inside Information 1. Court the Customer
2. Steal Shamelessly
3. Check out Competitors 1. Know Who You Are
2. Information Should Flow Freely
3. Don't Hoard Information for Personal Power A learning organization is hungry for knowledge. Information that flows with speed, honesty, and openness is at the heart of the organization's ability to be quick and canny in any business environment. You may be good, but you can be better. You may be fast, but you must be faster. You may be smart, but you will be smarter. There is no finish line to cross. You simply keep trying to better your best. Motivators for inventiveness: IMPLEMENTATION Take Action! - the risk of trying something new
- caught up in the learning process, forget the purpose
- have an urgency to act
- be excellent at executing Most important part of implementation: Perseverance Why some organizations get stuck at this step: A learning organization will: How will your company achieve what has been identified as the goal?
How will progress be measured? To be uninformed is to be vulnerable to threats lurking outside and missed opportunities inside the company. Summary Creating a learning organization has 5 major
elements: 1. A leader with a clear, defined vision
- must be committed to learning
- vision must be communicated consistently

2. A detailed, measurable action plan
- system of measurement keeps it grounded
- timelines are important to reaching goals

3. Rapid sharing of information
- outside information - external environment
- inside information - working climate

4. Inventiveness
- Problem Solving
- New ideas and approaches

5. The ability to implement
- put the plan into action Each element is mandatory. If one element is missing your organization will either learn the wrong things or learn at a rate less than its full potential. A learning organization is one that continually improves and transforms itself, acquires knowledge, and innovates quickly by rapidly refining the capabilities needed to survive in a changing environment. Once an organization has a leader with a vision, a strong, measurable plan, and accurate information from both inside and outside the company, and they have their creative juices flowing, a plan can be put into action! The #1 goal of a learning organization is to transform the vision into reality. Discussion Aside from what you learned today, what do you think are other important components of a learning organization?
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