Learning Consultancy Partnership
In This Issue
LCP blogs and tweets
White paper - leading in professional service firms
What makes a learning organisation?
Action learning sets and how they support a learning organisation
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LCP blogs and tweets
 
LCP is taking on social media and we now have a few blogs posted here
 
Also Claire has joined twitter and would be happy to link up with other users twitter

White paper - leading in professional
service firms 
 
We are in the process of writing a white paper on the specific issues related to leading professionals.
 
If you would like us to send you a copy please click here
LCP Newsletter
Greetings! 
 
We hope you enjoyed the Easter break and don't have too many chocolate eggs still left in the fridge?
 
For many organisations April is the beginning of a new financial year and this can be a good time to take a fresh look at your learning and development initiatives.
 
We thought an interesting theme this month would be to look at ways to create and/or embed a learning organisation.
 
One of the clearest definitions we have found of learning organisations is "learning is valuable, continuous, and most effective when shared and that every experience is an opportunity to learn." (Kerka 1995).
 
Our first article looks at the key characteristics associated with learning organisations and our second article looks at the power of action learning sets.
 
 

What makes a learning organisation?  

"Imagine an organisation full of people who come to work enthusiastically, knowing that they will grow and flourish and are intent on fulfilling the vision and goals of the larger organisation" Roberts, 1994
team 
 
The learning organisation concept gained broad recognition when Senge published his bestselling book
The Fifth Discipline in 1990.

Since then a number of authors have proposed ideas as to what constitutes a learning organisation. 
 
The premise is that we are all in a continuous process of transformation and it is important to create an environment where people are able to adapt to their circumstances through both individual and collective learning.
 
So, in essence, learning organisations will...
 

  • provide continuous learning opportunities for both individuals and teams
  • encourage the free exchange of information and knowledge across, as well as within, departments
  • value and reward people's creativity, diversity and innovation
  • promote a climate of openness and trust where individuals are comfortable to challenge the 'status quo' 
  • have processes in place so individuals and teams can  learn from their experiences
  • continually nurture and encourage learning by showing a commitment to personal and team development
  • create a culture where people feel they are doing something that matters
  • help every individual to stretch and grow
  • encourage people to treat each other as colleagues, irrespective of seniority and role
  • build an environment that can adapt to external influences

So what can leadership teams do to build a learning culture?

Develop a sense of shared vision. Start with your vision, values and purpose.  What does your organisation stand for?  What is it you are looking to create? How are you going to get there?
 
Develop strategies for individual and team learning. Discuss current reality, both good and bad, and make plans to move from your current reality to your shared vision. Relate the learning to individuals' own visions of where they want to be.
 
Model behaviours and coach others. Work at developing your own self-knowledge and understanding. Act as role models in meetings and other interactions. Help individuals to explore their current reality and provide support and conditions where they can develop and become a high-quality contributor.
 
Share relevant information and credit.  Keep teams informed of progress and acknowledge and reward learning behaviours.
 
Provide opportunities for discussion. Add a learning element to current processes such as team meetings and project reviews.
 
Measure progress.  Decide and communicate ways of measuring the effectiveness of becoming a learning organisation such as productivity, time to market, customer feedback etc.
 
 
Working to become a learning organistion is challenging and takes time, energy and commitment.  There are many aspects to consider and different tools and techniques available.  If you are interested in reading more about it try the The Fifth Discipline Fieldbook

 

Action learning sets and how they support a learning organisation

setAction learning is about learning by doing as it involves working on real issues and solutions.  It can be used an alternative to traditional classroom training or as an addition to help transfer the learning back into the work environment.

Learning organisations aim to continually grow their knowledge and  action learning can help to support this process.

  

"It is a process of learning and reflection, supported by a small group or set of people with the intention of moving issues forward.  Individuals learn with and from each other by working on their own particular situations and reflecting on their experience".

Action learning process

Each group is different but usually consists of between 4-8 people who meet regularly and each has a dedicated time slot to discuss their issues, challenges or ideas.
 
The meeting is facilitated by an advisor who sets out the process and ensures every member has their 'airtime'.
 
Usually action learning sets develop their own contracts that all members sign up to which includes the importance of confidentiality.
 
A typical meeting will involve:
 
  • The facilitator establishing the ground rules
  • Each member choosing to speak about a particular situation they are currently facing
  • Group members asking questions to help the presenting member to gain a deeper understanding, review the options and decide on an action
  • The group reflecting on its learning and agreeing the next meeting

The benefits of action learning

Action learning  can bring many benefits to both the organisation and individual group members.  In particular it encourages team learning and greater self-awareness.

Group members often feel supported, challenged and motivated and it can be very helpful for senior people who can't discuss sensitive issues with their normal work colleagues.
 

Saying that, action learning isn't for everyone and it is important that group members do not feel pressurised into taking part.

If you would like more information about how you could introduce action learning into your organisation please contact us. 
Learning Consultancy Partnership provides bespoke coaching and development solutions to meet the specific needs across all levels of an organisation.
 
To find out more, please visit our website at http://www.lcp.org.uk.