It’s important to build a set of enterprise learning principles and a series of learning practices for building a learning organization.
Variety, complexity, diversification, and collaboration are the characteristics of the digital ecosystem. High organizational learning relates to high response in recognizing and addressing system constraints. Collective learning is the secret source to foster a culture of innovation and drive a company’s long-term success. High organizational learning relates to high response in recognizing and addressing system constraints. Here are a set of enterprise learning principles.
Have a clear goal: Either individually or collectively, the goal of learning is to sharpen skills and build professional competency. A goal is a driving factor, an ambitious goal setting stretches up the team and boosts employees' energy to learn, comport a vision for a better state. Organizations attach great significance to learning and training go a long way to become the digital leader in their industry. Goals win the game - the end objective. A good learning goal should have a timeline, resources, benefits, and beneficiary. Having a clear learning goal allows the organization to embed learning into the organizational culture, integrate information and knowledge management, and align learning culture with strategic business goals seamlessly.
Encourage active learning: With rapid change and exponential growth of information, be open to learning and sharing new knowledge. Making learning a priority and encouraging active learning help with succession planning and knowledge transfer. In a positive working environment, people focus on the learning opportunities offered by assignment, rather than on the status quo that goes with them. A focus on learning and development reduces attrition and has a great quantitative ROI. Unfortunately, in reality, many organizations still take a very reactive attitude to learn and manage knowledge. Adapting learning and continuous improvement culture involve gathering information, analysis, defining areas to be improved and a measurement scale for the culture improvement.
Enforce reciprocity: More often than not, learning is a collective activity. Learning from each other, listening-hearing model, feedback-forward, etc, are all part of learning scenario. Reciprocity is an important part of building trust, improving learning agility, and allows predictability and stability in the relationship. Reciprocity works because of shared learning goals, which creates less stress on the relationship. Building a creative environment with a learning culture and a trustful relationship means that people can take responsibilities for failures, learn from it, be inclusive, and focus on learning and experimenting with better ways to do things all the time.
Motivate diverse ways of learning and master the full learning cycle: Learning is situational, and learning styles can be rationalized and diverse, it could be multidimensional, dynamic, interactive and integrated. With rapid change, it's critical to manage the full learning cycle - learning, unlearning, and relearning all the time. The emergent digital technologies and platforms provide a flexible way to learn, share and collaborate, with the very goals to groom future leaders or digital professionals, build high performance teams, and foster employee engagement and development. The future of learning will require us to break away from the current one-size-fits-all mold and move to a customized learning platform and diverse ways of learning, to really encourage people in strengthening their strengths and pursuing their interests.
Learn from right resource: For improving learning agility, it’s important to be resourceful and objective. Being resourceful provides one angle to show that you have the ability to learn, know how to learn, and become learning agile. Knowledge assets are a blend of resources, not a single asset. The key to ultimate business success today is intangible knowledge assets. The resourceful people are not those that remember every detail but those that know where to look for knowledge. The effective resource allocation scenario helps to take advantage of resources effectively and improve learning intelligence.
Respect diverse talent: The organization’s learning culture is the basis of the company diversity of staffing. We can learn a lot from different mindsets (thought processes), cultures and positions, so organizations as a whole can be competitive enough to keep surging further. Having an inclusive culture always helps us learn from diverse people. So, the competitive advantage can be created by bringing together diverse groups of people whose mindsets, experiences, preferences, skills, and capabilities are additive to one another. Focus on cognitive differences, skills, abilities and the wealth of ideas since the value lies in the contributions of the individual to the organization.
The emergence of potential opportunities for exploring digital is likely to follow a nonlinear pattern with accelerated speed. It’s important to build a set of enterprise learning principles and a series of learning practices for building a learning organization. Unlike the closed mechanical system, the digital organization keeps growing, generates patterns, tunes organizational structure, initiates business activities, and above all, creates novelty and builds knowledge over time.
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