Wednesday, September 18, 2019

The Monthly Learning Summary: Developing a Learning Organization Sep. 2019

At the individual level, learning agility differentiates high potential from mediocre; at the organizational level, learning agility directly impacts on the top line business growth and the strategic competency.

High organizational learning relates to high response in recognizing and addressing system constraints, adapt to the ever-changing environment. With the increasing pace of changes and the cutting-throat competitions, to effectively respond to the digital dynamics, either individually or collectively, continuous learning becomes an important skill for skill building and prerequisite of developing changeability.

                

Developing a Learning Organization 


Five Building Blocks to Shape a Learning Organization With the exponential growth of data and the mixed bag of new information and outdated knowledge, digital organizations and their people must learn through their interactions with the business environment continually, infuse digital into every aspect of the business, and keep information and knowledge flow frictionlessly. High organizational learning relates to high response in recognizing and addressing system constraints, unleashing business potential, improving organizational changeability and innovation capacity. Here are five building blocks to shape a learning organization.

How to Fine Tune a Digital Learning Organization
Digital means the increasing speed of change and hyper-connected, always-on businesses. Change Management in high mature organizations are no longer just a one-time business initiative, but an ongoing business capability. Change Management and Strategy Management need to go hand-in-hand. But more specifically, how to manage change effectively to improve its success rate, and how to fine-tune a digital learning organization?

Closing the Gaps of Enterprise’s Learning Capability Information abundance is one of the most important characteristics of the digital era. Being learning agile becomes one of the most important qualities for today’s digital leaders and professionals due to the abundance of information and shortened knowledge life cycle. In digital leading organizations, the division between 'working' and 'learning' is replaced by combining and integrating 'working, thinking and learning at the operational level, where people do the real work by unifying mind, heart, and hands. At the individual level, learning agility differentiates high potential from mediocre; at the organizational level, learning agility directly impacts on the top line business growth and the strategic capabilities such as change and innovation. So, how to close the gaps for improving the enterprise’s learning capability

Knowledge as the Business Consciousness and Intangible Asset of the Organization Knowledge is power; knowledge is more intangible, complex and dynamic compared to the physical asset. Due to the exponential growth of information, the multitude of information format, and risk/compliance concerns; managing knowledge becomes more challenging but critical for running a smart business. Knowledge Management should take a holistic approach by thinking knowledge as the business consciousness and treating knowledge as an intangible asset of the organization.

Develop Digital Literacy Across the Enterprise With evolutionary digital technologies and overwhelming growth of information, digital literacy is the ability to effectively navigate, create, and evaluate information by leveraging a range of digital technologies for gaining business insight and making leadership influence. From a management perspective, it is a strategic imperative to develop digital literacy across the enterprise, and know how to amplify the multitude of digital effects for making the seamless digital paradigm shift.

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