Monday, June 22, 2020

The Monthly Learning Summary: The Organizational Learning Maturity June 2020

 High organizational learning relates to high response in recognizing and addressing system constraints and unleashing business potential.

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 capability building and prerequisite of developing changeability.


         The Organizational Learning Maturity

     Three Levels of Learning Maturity With the exponential growth of information and shortened knowledge life-cycle, 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.

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Blocks to Shape a Learning Organization With the exponential growth of data and the mixed bag of new information and outdated knowledge, digital organizations and their people must learn through their interactions with the business environment continually, infuse digital into every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.

The 21st Century Business Transformational Capabilities In today’s business dynamic, the enterprise consists of a set of capabilities that are fundamental building blocks in digital transformations with which companies can transform business models, operational processes, and customer experiences to reach high-level business maturity.

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?

Digital Master Tuning #103: A Learning Organization A learning organization is one in which the majority of the employees at all levels are open to new ideas, experimentation with new ways of doing things, learning from instead of condemning or punishing mistakes, errors and, perhaps most importantly, where knowledge is shared instead of hoarded, thus, expanding power instead of confining it. What Systems Thinking models are called up when organizations "learn"? Can you recognize the interconnectivity between employee learning and organizational learning? What are the characteristics of a learning organization? And does the "Learning" trait differentiate Digital Masters from the digital laggards?

The “Future of CIO” Blog has reached 3 million page views with about 6800+ blog posting in 59+ different categories of leadership, management, strategy, digitalization, change/talent, etc. The content richness is not for its own sake, but to convey the vision and share the wisdom. Blogging is not about writing, but about thinking; it’s not just about WHAT to say, but about WHY to say, and HOW to say it. It reflects the color and shade of your thought patterns, and it indicates the peaks and curves of your thinking waves. Unlike pure entertainment, quality and professional content takes time for digesting, contemplation and engaging, and therefore, it takes time to attract the "hungry minds" and the "deep souls." It’s the journey to amplify your voice, deepen your digital footprints, and match your way for human progression.


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