Building a Learning Organization. Or how and why learning organizations benefit from a culture of inclusion. I’ve written about the Edison Scale© where we build an inclusion idea generation environment. Part of creating that environment is the reality of learning. Learning is an interesting problem, in and of itself learning has many modes. We learn by hearing, reading and we learn by doing. Mixing and matching the modes of learning is the reality of adults. Many adults as they progress in their learning careers become self-directed learners. As we age we focus more. As we focus on the components of our chosen profession we at times allow side interests to slide away.
· Talk about
· Play with
In building a learning environment it’s important to consider those side interests as well as professional development. The concepts we’ve already started to build out, inclusive idea generation (brain storming) and an inclusive parking lot (when was your last parking lot meeting?) are components of our overall learning system.
There is much more. Traditionally training has been centralized in many organizations. This actually works as long as there is a team of people that integrate the DLM© or Knowledge System, with the training system. Building your side interest collection helps keep people engaged. Having the inclusive system on the other side (ideas and parking lot) shows people the value of thinking. Finally taking into consideration the various modes of training and the various models we can begin to build an inclusive learning system.
· Supporting those that learn by hearing
o Learn by lecture
o Learn by questioning
· Supporting those that learn by talking about something
o Learn by interaction with auctioneer
o Learn by argument/debate/discussion with peers
· Supporting those who learn by doing
o Learn by discovery
o Labs and interactive sessions with what is being taught (application)
· Supporting self-directed learners
o Learn by reading
o Move to the lab or practice areas
We have how people learn. Adult learning theory says humor is important here as well. There are two missing pieces here. Where am I now as a learner, and where do I want to be (goal). In building out an inclusive learning system though we also have to take into account The Edison Scale© or taking into account the ways not to do something. Those “ways” may actually turn into something else. Our system has to not only support the direct path, but also the variations along the way.
This training system has been built several times over the last twenty years. During that evolution of practices, a number of things have been added and evolved to the training system outlined in this book. The most important thing to note, is that this system has evolved. It continues to evolve and it isn’t always seen by traditional training organizations as something they will embrace. The training system works independently of the DLM© knowledge system but they are better together.
Life Long Learner