According to Peter Senge, founder of the Society of Organizational Learning, it means working in an environment where one is encouraged to increase their ability to achieve results, encouraged to think in innovative ways and where individuals learn to see the inter-connectedness of everything. Five key characteristics are present in true Learning Organisations.
1. Thinking in systems: This means understanding how one element of the organisation interconnects with another- such as how a challenge with operations, might impact client relations, or how a change in procedure might influence an employee in another department.
2. Mental Models: In the not- so- distant past, no one questioned the use of single-use plastics. It was just a part of everyday
life. Now, globally we are recognising the negative consequences to the environment and cities are taking steps to encourage people to opt for reusable bags, cutlery and bottles. This shift in our way of understanding the world has created many interesting innovations- from paper straws to insulated tea-infuser mugs.
3. Team learning: Think about any team building retreat you’ve ever been on, where you have been asked to work together to find a solution on a problem. With sticky problems, you may have had to try multiple solutions before finding one that worked. This is what it means to learn together.
4. Building shared vision: Think about a time you worked for someone who was an excellent leader. There’s a strong possibility that the reason this person stands out is because they inspired you in some way to follow them. Effective leaders have a clear vision and share it in a way that entices their team to follow.
5. Personal mastery: Consider this quote by Shunryu Suzuki: “In the beginner’s mind there are many possibilities, but in the expert’s mind there are few”. Personal Mastery is about remaining open and curious in all things.
What roles do the organisation’s leadership need to play to foster learning?
Leaders in Learning Organisations must have an attitude that reflects their connection to purpose greater than themselves. These leaders are not ego driven, rather they concern themselves with a greater goal of developing a high performing organisation.
These leaders must take an active role in designing their organisation to ensure it is conducive to continuous improvement. This means creating structures that support the organisation to persistently innovate to enhance performance. Everything from the mission of the organisation to its governance structures must be in alignment with this goal.
Finally, leaders must work with their staff to gain clarity on how they perceive the world in which they work, coaching them to develop a holistic understanding of challenges and available opportunities in order to find workable solutions.
Do you work for a Learning Organisation? What does it look like? How does your leadership team foster a culture of continuous improvement?
Want to learn more? Check out Knowledge Management System and Practices A Theoretical and Practical Guide for Knowledge Management in Your Organization (Emil Hajric, 2018)