Keep track of the progress made via learning toward the predefined set of goals in a consistent manner to develop professional capability and organizational competency.
The individual learning indicators involve multidimensional perspectives; the organizational learning indicators include cross-disciplinary management issues. It’s important to measure parameters which encourage learning mindset, form interdisciplinary teams, not teams of specialists, discourage mediocrity, notice and reward awesomeness.
Learning plasticity (fast learning) as one of the indicators to assess the intrinsic capacity of individuals or organizations: Learning agility at both individual and business level is a digital capability and culture shift. Individually, a creative mind with learning plasticity is able to absorb all necessary knowledge and adjust its thinking processes according to changes in its environment, connect wider dots for sparking creativity, applying the acquired knowledge and lessons learned to succeed in new situations, solving problems innovatively.
Collectively, high organizational learning relates to high response in recognizing and addressing knowledge limitation and system constraints. Second, we can measure the results - the 'things' that have been learned. There should be a consideration for a balanced scorecard that keeps people focused, measures learning effects (acquisition, skills, behavior, understanding), examines the learning process that enables you to develop effective learning and teaching approaches, measures the progress of the milestones you want to achieve during the learning scenario.
Cognitive ability & style: Cognition is a perception, sensation, and insight. Cognition, or cognitive processes, can be natural or artificial, conscious, or unconscious. When we explore the mental process of acquiring new knowledge through thoughts, experiences, and senses, cognition involves exploring varieties of meanings/thoughts and abandoning old and establishing new relations. These processes are analyzed from different perspectives within different contexts to improve our cognitive abilities to generate fresh ideas and capture unique insight.
Cognitive gaps will cause the blind spots for either defining the real problem or solving it smoothly. In fact, the cognitive gap is one of the serious problems for both problem-solving and innovation. Cognition reorganizes parts of one’s belief system, and thoughts navigate within one’s present belief system as it is. By understanding cognitive abilities and styles, people can think profoundly, learn promptly, and innovate effortlessly.
Personality (openness to experience, tolerance of ambiguity, personal initiatives) becomes one of the characteristics of individual or organizational learning style: Personality is subjective and personal. The world is perfectly fine to have a diversity of personality such as introverts, extroverts, and ambiverts who interact with the world and learn differently. In face of “VUCA” digital new normal, regardless of your natural personality, you need to keep learning and growing yourself with your personal styles and paces; you have to show the balance of personality traits in order to adapt to the changes smoothly.
Personality comes from one's convictions and value systems not only preferred but also personally practiced. Given these parameters, personality can change over a period of time depending on the consistency of practices. The learning organizational structure and process tuning, learning/training management, performance management, culture management, etc, need to be fine-tuned to improve organizational agility.
The learning indicators need to be “SMART” -what are the relevant metrics and how can they be quantified and validated? People can see what the outcome will look like throughout their learning journey. The effective learning performance measurement approach should enable business managers or professionals to define a set of key performance indicators, keep track of the progress made via learning toward the predefined set of goals in a consistent manner to develop professional capability and organizational competency.
Learning plasticity (fast learning) as one of the indicators to assess the intrinsic capacity of individuals or organizations: Learning agility at both individual and business level is a digital capability and culture shift. Individually, a creative mind with learning plasticity is able to absorb all necessary knowledge and adjust its thinking processes according to changes in its environment, connect wider dots for sparking creativity, applying the acquired knowledge and lessons learned to succeed in new situations, solving problems innovatively.
Collectively, high organizational learning relates to high response in recognizing and addressing knowledge limitation and system constraints. Second, we can measure the results - the 'things' that have been learned. There should be a consideration for a balanced scorecard that keeps people focused, measures learning effects (acquisition, skills, behavior, understanding), examines the learning process that enables you to develop effective learning and teaching approaches, measures the progress of the milestones you want to achieve during the learning scenario.
Cognitive ability & style: Cognition is a perception, sensation, and insight. Cognition, or cognitive processes, can be natural or artificial, conscious, or unconscious. When we explore the mental process of acquiring new knowledge through thoughts, experiences, and senses, cognition involves exploring varieties of meanings/thoughts and abandoning old and establishing new relations. These processes are analyzed from different perspectives within different contexts to improve our cognitive abilities to generate fresh ideas and capture unique insight.
Cognitive gaps will cause the blind spots for either defining the real problem or solving it smoothly. In fact, the cognitive gap is one of the serious problems for both problem-solving and innovation. Cognition reorganizes parts of one’s belief system, and thoughts navigate within one’s present belief system as it is. By understanding cognitive abilities and styles, people can think profoundly, learn promptly, and innovate effortlessly.
Personality comes from one's convictions and value systems not only preferred but also personally practiced. Given these parameters, personality can change over a period of time depending on the consistency of practices. The learning organizational structure and process tuning, learning/training management, performance management, culture management, etc, need to be fine-tuned to improve organizational agility.
The learning indicators need to be “SMART” -what are the relevant metrics and how can they be quantified and validated? People can see what the outcome will look like throughout their learning journey. The effective learning performance measurement approach should enable business managers or professionals to define a set of key performance indicators, keep track of the progress made via learning toward the predefined set of goals in a consistent manner to develop professional capability and organizational competency.
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