Wednesday, January 15, 2020

The Monthly Learning Summary: Enterprise Learning Maturity Jan 2020

It's crucial to develop a learning organization that is more comfortable with complexity, uncertainty, ambiguity, and paradox.

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.

              Enterprise Learning Maturity

Three Levels of Learning Maturity With the exponential growth of information and shortened knowledge lifecycle, interdependence, and fierce competition, you simply can't resolve the 21st-century problems with the mindset shaped half-century ago. It's crucial to develop a learning organization that is more comfortable with complexity, uncertainty, ambiguity, and paradox.

Digital Workforce as Learning Master People are often the weakest link but one of the most critical success factors of the organization. Modern digital technologies bring unprecedented convenience for people to learn and collaborate, improve their productivity, learning agility, and innovativeness. The digital workforce is a technology savvy new breed and learning master.

Digital Leader as Learning Champion The rapidly changing business climate makes the digital leaders and professionals today feel like to live in the tropical jungle, facing many attacks, in the danger of getting dismissed. How should they survive and thrive in such a dynamic environment? The spirit comes from the top. Digital leaders today need to be the learning champions who can take initiatives to build a learning organization in which people can learn and develop themselves, build unique competency and encourage mastery.

Develop a Learning Organization and Build Breakthrough Innovation Competency With the increasing pace of changes and cutting throat competitions, to effectively respond to the digital dynamics, companies must begin thinking about ways to build their innovation competency, broaden their ecosystems and revenue streams. In reality, true innovation always spurs certain disruptions otherwise it is not innovation. Nowadays innovation can occur anywhere in the organization, and frankly, it has to occur in every aspect of the organization, information is the most time-intensive piece of digital innovation. How can companies develop a learning organization and take a structural way to manage innovation, especially breakthrough innovations which are disruptive and will change their organizations in many fields? You need new technology, new processes, new knowledge, maybe a new business model. All that makes them very risky but on the other hand, you will get very great chances and opportunities for achieving leapfrog results.

Enterprise’s Learning Capability Information explosion is one of the most important characteristics of the digital era, although DIKW continuum (Data – Information – Knowledge – Wisdom) is human artifacts since the 17th century where modern scientific mindset began to evolve. In the digital age, the knowledge life cycle is significantly shortened now, the digital workforce today has to ‘de-learn’ and ‘re-learn’ all the time, and a collective learning capability is a strategic imperative for the company’s long-term success.

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