A recent Udemy research showed that only 10% of companies have a well cultivated learning culture, which are properly aligned to the strategy and desired business outcomes. Though there are tireless efforts from companies to invest in their talent, strive to better themselves and gain that unmet edge, yet learning mechanism and processes might be stifled and its promising value impeded
, he defined “Learning Organizations” as “where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning how to learn together.” To achieve these ends, Senge suggested the use of these five components “
1- Systems Thinking
2- Personal Mastery
3- Mental Models
4- Shared Vision
5- Team Learning
These components might be addressed as lead catalyst in any organization, and traits that gradually should be developed, shared and implemented. For this to be a meaningful goal, it must be understood first.
- System Thinking promotes that businesses and employees are perceived as systems; thus, every component affects the other elements of the set. It recommends enabling collaborative learning culture to stimulate the exchange of ideas regardless of position in which it yields an improved experience.
- Personal Mastery bpromotes that having lifelong learning mindset is the required stimuli in the corporate world. To constantly embrace, value and understand the importance of growth and how much will be learned.
- Mental Models promotes recognizing the “bigger picture” and how to reach or to serve the “greater good” of the company. That employees should be encouraged to test, assess and evaluate ideas openly. This learning experience will spur new concepts and approaches to face challenges.
- Shared Vision promotes empowering forward-thinking individuals who are committed to the company’s overall” goals, values and missions”. That employees are uplifted and are working collectively towards a larger purpose.
- Team Learning promotes sharing knowledge mantra, where it will have a more effective learning experience. Such experience would resolute if they believe that the group’s combined intelligence is greater than the intelligence of any single individual.
Sounds idyllic? Absolutely. Desirable? Without a question. Is it a myth? No. But this needs enormous and concrete changes in the way that work gets done, whereby the potential of implementing and improving the “learning organization” exists.
We at Lumofy believe that learning organizations are not built overnight, it is a meandering and systematic practices that are experimented, assessed and monitored. They translate the needed knowledge into new ways of behaving and ensure it occurs by integrating them into the fabric of the organizations daily operations.
“By their very nature, organizations that have a learning culture are on a continuous-improvement path. Developing people is simply how they operate. It’s ingrained and integrated in daily processes. It’s how you do things as a firm, as an organization. It’s how you think. And that drives the type of impact you see—you have better market share, increased retention, and employees who want to be there. You have a better opportunity to impact the market and the issues that are top of mind for your clients because you’re focused on bringing the best of the organization to those clients. Leveraging the full power of the organization comes about through optimizing a culture of learning and development.” — Renee Romulus , Booz Allen Hamilton