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Design the future through continuous learning
The business environment is ever changing and unpredictable. Continuous learning seems to be the only option to thrive in a dynamic business climate. Every organisation therefore invests in training programmes to update the knowledge levels of its employees. A learning organisation goes beyond merely imparting training to its employees to help them perform better. A fundamental shift in the perspective from process orientation to futuristic thinking distinguishes learning
organisations from the conventional ones.
In the changing business scenario, companies are struggling to achieve significant breakthrough in terms of improved product and service offerings. Latest techniques such as Total Quality Management and Business Process Re-engineering have taken the business world by storm. However, a robust intellectual capital is an essential prerequisite for these new tools to yield the desired results. It is in this connection that the concept of a learning organisation is picking up. Such organisations empower their employees through mechanisms, systems and processes that enhance their capability to continuously adapt to changing parameters.
Change tack:
Say good-bye to traditional methods of training your staff. In order to achieve a true competitive advantage, nurture new patterns of thinking that expand the creative abilities of the employees. A careful analysis of the special features of learning organisations help you pioneer learning transformation.
The chief characteristics of a learning organisation:
Emphasis on knowledge and skill: Different learning methods are used to enhance the competence of the organisation for fast paced innovation. Learning is an on going process wherein knowledge about the processes and procedures is provided to the employees. Expert training is imparted on latest skills to be applied to new situations. An eye for practical application resulting in process improvement is a prime requisite. A distinct feature of a learning organisation is that throughout the learning process employees are given freedom to experiment, challenge existing assumptions and re-define knowledge. Failure is accepted as long as lessons are learnt and mistakes not repeated.
Learning culture: Learning by individuals and teams is encouraged in all areas of the organisation. These organisations lay greater emphasis on understanding the external environment and its likely impact in future. Often subject matter experts and advisers are hired to share their expertise and provide specialist advice. Inputs from customers are valued and best practices are developed to incorporate the changes they suggest.
Top management supports learning at all levels in the organisation through a policy of rewarding learning. People are encouraged to reflect, explore and develop new ideas. They are given freedom to showcase their creativity and challenge existing procedures individually and as teams. Innovative ideas at all levels are listened to, valued and appreciated.
Information management strategy: Free exchange and flow of information is made possible by establishing excellent communication networks. All key factors in the external environment are scrupulously monitored and documented. Critical competitor analysis is carried out to fill gaps in strengths. Sharing of know how, expertise, experience and competence are encouraged across the organisation to harness intellectual capital to the best advantage. These organisations develop systems that transform information into knowledge. This can be successfully applied to every day work to enhance productivity.
Action steps to grow into a learning organisation:
Break free from policies that result in persistent operational fire fighting. Enlist top management support to encourage ‘out of the box thinking’.
Look beyond apparent needs while imparting training.
Allocate resources for research and experimentation.
Organise extensive brain storming sessions and idea generation forums to spur creativity.
Set up information infrastructure such as groupware, computer conferencing, intranet, web chats and knowledge repositories to disseminate information across the organisation.
Dare to design the future through practical application of knowledge gained through continuous learning on all fronts to enhance performance and productivity.
N. PURNIMA SRIKRISHNA
faqs@cnkonline.com
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