Learning Organisations
Learning Organisations
LAW EDU
Learning Organisations
Learning Organisations
How do Learning Orgs Improve Productivity?
Learning organizations are productive organizations.
When employees acquire knowledge, they learn to actualize efficient and productive ways of working. When they share the knowledge, they leverage the synergies from teamwork and actualize efficiencies from scale and the economies of collaboration.
The Link between Organizational Learning and Productivity indeed put an end to “Reinventing the Wheel” by ensuring that each iteration or cycle of work does not reinvent the wheel. Instead, they build on the strengths of others and become better in the process.
Organizational Learning therefore can boost productivity & their marriage can measure how mature the organizational capacity actually become, with the following three areas of intervention:
Organizational Learning puts an end to "Mess-Stress" circle
Organizations “Reinventing the Wheel” do the same repetitive iterations of work without learning from past cycles. “The greater the mess, the higher the stress” is what these organizations must learn to stop to deal with the VUCA factors
Organizational Learning hinders team silos & Knowledge Hoarding
Knowledge Hoarding & Team Silos as the result of biased internal competition outweighing
collaboration lead to synergies and efficiencies being lost in the process. Team Learning & Shared Visions as patterns of Learning Organisations can hinder these challenges
Organizational Learning minds the Knowing - Doing Gap
Organizational complacency & inertia often lead to all Talk and No Work. To convert knowing into doing, Double Feedback Loops should be more important than Single Loops, & key metrics to success should not hinge on determining how much learning is recognized & rewarded
How do Learning Orgs make impacts on CSR?
Learning organizations are also can be socially responsible ones if they do the right things right.
When companies reach their financial top lines (total revenues, gross sales, etc.), they tend to work to improve society in some form. CSR - Corporate social responsibility - is often seen in their action plans. However, besides the top lines, most companies seek the bottom lines, which are mainly profit margins or net incomes & especially how to improve these bottom lines in the long term.
Sustainability is referred to as the shortened version of business bottom lines in the long run. However, very few CSR guides are able to explain how CSR efforts should be perceived as part of business bottom lines in a sustainable term.
Organizational Learning within an enabling environment that makes every member learn their best with the following three areas of intervention:
Organizations learn deeply how to make socially recognized CSR impacts
Businesses often see CSR as a high cost other than an investment.
Society often sees CSR as businesses' marketing efforts other than social contributions. Learning Organisations will learn deeply enough to challenge these myths & truly make socially recognised CSR impacts
Org. Learning simplifies rules & standards for better compliance & avoid window dressing
Organizational Learning identifies & promotes "intelligent fast failures" where CSR mistakes or failures are neither avoided nor ignored. Instead, they are studied, reflected & corrected at best in order to not repeated or
Org. Learning promotes equity in poor resource allocation areas
Organizational learning helps businesses prioritize CSR areas of focus given the limited resources. This helps businesses "keep" the promises they make in the long term not just in the short ones. This also avoids quick fixes & window dressing efforts that have been criticised by society.
How do Learning Orgs make impacts
on law education?
Learning organizations are organizations that grow & even become GREAT based on the rich cultures of discipline and ethics of entrepreneurship.
Culture of Discipline is a concept developed in the book Good to Great. Disciplined people who engage in disciplined thought and who take disciplined action—operating with freedom within a framework of responsibilities—this is the cornerstone of a culture that creates greatness.
The Education-Based Discipline should be implemented to focus on providing education and training to disciplined people that make disciplined actions based on educated disciplined thoughts.
Organizational Learning can enhance education-based discipline for the entire Culture of discipline that should be matured to productivity & their marriage can measure how mature the organizational capacity actually become, with the following three areas of interventions:
Organizations learn deeply to help align standard makers, translators & appliers
Businesses often see CSR as a high cost other than an investment.
Society often sees CSR as businesses' marketing efforts other than social contributions. Learning Organisations will learn deeply enough to challenge these myths & truly make socially recognised CSR impacts
Organizational Learning avoids overengineering, bureaucracy & credit mania
Organizational Learning identifies & promotes "intelligent fast failures" where CSR mistakes or failures are neither avoided nor ignored. Instead, they are studied, reflected & corrected at best in order to not repeated or
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Organisational Learning avoids severe policing & promotes proactive committments
Organizational learning helps businesses prioritize CSR areas of focus given the limited resources. This helps businesses "keep" the promises they make in the long term not just in the short ones. This also avoids quick fixes & window dressing efforts that have been criticised by society.
How do Learning Orgs make impacts on youth?
IIn In In Vietnam, every organization is learning yet not all are learning organizations.
Learning organizations are organizations that facilitate the learning of their members and continuously transform themselves, where people continually expand their capacity to create the results they truly desire, and where new and expansive patterns of thinking are nurtured (The Fifth Discipline, Peter Senge).
A number of organizations have been achieving enormous successes following Serge's disciplines. However, many face challenges in applying the disciplines in their daily work.
Studies suggest Senge's work requires a FRAMEWORK OF ACTION, with more practical, concrete & action-driving models to be studied, tested & reflected.
The following video clip is one good example explaining where a learning organization should become:
Learning Organizations (LO) have not been fully studied (Respect Vietnam). Many believe that LO means reading more books & taking more training classes. However, thanks to Covid19, a number of leaders have been realizing that strategic investing in Learning & Development (L&D) is a must for any organization to grow.
Strategic L&D means aligning the learning of the workforce with the continuous transformation of the organizations themselves. This is completely in line with the concept of Learning Organisations in the special context in Vietnam. This also explains why we need to build Learning Organisations in Vietnam.
Organizations learn deeply to make it enabling environments for the youth
Businesses often see CSR as a high cost other than an investment.
Society often sees CSR as businesses' marketing efforts other than social contributions. Learning Organisations will learn deeply enough to challenge these myths & truly make socially recognised CSR impacts
Org. Learning transforms from good to great with young people balancing their working purposes
Organizational Learning identifies & promotes "intelligent fast failures" where CSR mistakes or failures are neither avoided nor ignored. Instead, they are studied, reflected & corrected at best in order to not repeated or
Org. Learning makes learning curves that work
Organizational learning helps businesses prioritize CSR areas of focus given the limited resources. This helps businesses "keep" the promises they make in the long term not just in the short ones. This also avoids quick fixes & window dressing efforts that have been criticised by society.
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... AND BECOME OUR SIGNATURE SPEAKERS!!!
Key points
Let's focus on several leading points:
1. Is your organization a learning one? Which one among the 4 learning organizations is yours (on the left)?
2. Learn to learn or learn to grow?
3. Why don't organizations learn?
4. How do we learn from the "fast intelligent failures"?
5. If Vietnam grows a community of learning organizations, is it possible to influence the learning society & the economy?
Request for White Paper
The first White Paper on Learning Organisations in Vietnam will be published on February 15, 2023
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