Competence and learning strategy
Do your magic.
Which organization out there has most awesome competence and learning strategy? Either a combined or two seperate strategies...
I am to build an Academy for Learning in a huge organization where I want to place this academy on solid pillars of competence and learning.
And I wnat to learn from the best - hence you!
So please hit me, dear Rebels.
Thanks for the awesome comment, Henning.
I tend to define learning as either acquisition of skills, knowledge and attitudes, and/or modification of behavior - the latter being my favourite.
But yes, I must also admit that the organization now has a somewhat understanding of learning being training - as you define. But hopefully the two will mix, as I believe both can be beneficial. We need to both exploit and explore to succeed. And it that relation I always try to remember the 70-20-10-rule.
I will definitely have to look into the hbr-article. Thanks!
And yes, culture is so keen. With the words of Peter Senge, I have to build a learning organization. An organization that sees learning in everything. So coming back to my definition of learning, it must be a culture that changes behavior.
How are work outcomes affected by the treatment of those who do it? I have been exploring this question for ~50 years. In that time, one comment stuck with me more than any other. It was made in 1998 when I interviewed a group of men in Indianapolis who had redesigned most of the US city’s waste collection and disposal operations. “We are no longer expected to park our brains at the door when we come to work.”
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