Learning Organizations and You (166251448)

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Learning Organizations and You

October 2, 2012

Colleen Wheeler, WheatonD. Grainger Wedaman, Brandeis



Outline• The Gap Quiz Experiment• The Idea

• Characteristics and Tensions• Learning Organization Academy



The Gap An Experimental quiz



QuizThink about thetime in your life

you learned best.What were thedetails of thatexperience? Whatdid it feel like?



Quiz A.Name the context

in two words(like “chess withmy uncle”) .



QuizB.Pick a word to

describe how it felt to learn.



QuizC.Compare your

learningexperience to your general experience

of work. Plot it on a–



ResultsSafety, trust, risk tolerance, small group,feedback, reflective, intellectually

challenging, motivating, sense of growth,humor, passion, insight, fun . . .

Similarity to work? Uh – oh!



The Ideaof the LearningOrganization



“We must become able not only to

transform our institutions, inresponse to changing situationsand requirements; we must inventand develop institutions which are

„learning systems‟, that is to say,systems capable of bringing abouttheir own continuingtransformation. ” Donald Schon, Beyond the Stable



idea A collectiveenterprise in which

learning is theorganizationalprinciple.



rather than• Other organizing principles!• Alternating states of change and stability.

• Being disrupted.



historyRobert Hutchins, The Learning Society,1970

Donald Schon, Beyond the Stable State,1973Peter Senge, The Fifth Discipline, 1990.



characteristicsandtensions



problemLearning is in manyways contradictory to

workplace norms.



balanceYou need consistent activities for identityand coherence. Learning disrupts

consistence.

Learning Orgs balance these.



anxietyLearning new ways to work causes

a lot of anxieties.

Learning Orgs are open about thisand help manage it.



competence A primal fear in theworkplace: been seen as a

failure or incompetent.

Learning requires

incompetence.



talkTo learn, people need

“psychologically safe” places,

to be able to say what theythink, to discuss, to disagree.

Learning Orgs create these.



motivationYou learn best when “ instrinsically ”

motivated. The workplace uses extrinsic

motivation.

Learning Organizations find ways to let

people explore the things they care about.



passionPeople learning together experience happiness – joy –

passion. Reluctantly allowed bythe workplace.

Learning Orgs encourage and



playPlay, experimentation, construction

combine learning, discovery, andfun. They don‟t happen much.

Learning Orgs provide “Duckworth”environments.



mindfulnessPaying attention to yourself, your feelings,your triggers, your hopes, is crucial to

learning. Workplaces don‟t reinforce self -awareness.

Learning Orgs promote mindfulness



reflectionFeedback and reflection arenecessary for learning. Most

workplaces avoid theseactivities.

Learning Orgs promote both.



ideasContinual change requires a flow of

generative ideas. Workplaces don‟t have

ways to create and manage an idea flow.

Learning Orgs are gardeners of ideas.



sumNo perfect example

We all know of moments

Learning Organization is a goal



LOALearning Organization Academy



historyInfamous 2010 Focus Group

LOA Formed 2012

First cohort in session



modelSummer immersion in learning,mindfulness, joy

Year-long inquiry projects



examplesBuilding DH community of practiceImplementing “exploration time”

Creating on-boarding programVisual thinking in portfoliomanagement



examplesRevamping customer relationshipmanagement

Supporting creativity in theworkplaceDeveloping “learning” consultants



Learning Organizations and YouColleen Wheeler, WheatonD. Grainger Wedaman, Brandeis

Learning Organizations and You (166251448)

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