Comments on: 10 Strategies for Integrating Learning and Work (part 2) http://gramconsulting.com/2009/06/10-strategies-for-integrating-learning-and-work-part-2/ Performance by Design Fri, 19 Feb 2010 10:30:29 -0400 http://wordpress.org/?v=2.8.4 hourly 1 By: Robert Keough http://gramconsulting.com/2009/06/10-strategies-for-integrating-learning-and-work-part-2/comment-page-1/#comment-545 Robert Keough Sat, 28 Nov 2009 18:58:35 +0000 http://gramconsulting.com/?p=1059#comment-545 Keep up the good work. Best, Bob Keough Keep up the good work.

Best,

Bob Keough

]]> By: John Foster http://gramconsulting.com/2009/06/10-strategies-for-integrating-learning-and-work-part-2/comment-page-1/#comment-170 John Foster Tue, 30 Jun 2009 00:29:10 +0000 http://gramconsulting.com/?p=1059#comment-170 Yes, I totally agree. I was lucky enough to be in a workshop at Harvard recently where Peter Senge, Etienne Wenger, Bob Kegan, and Howard Gardner all served as our anchor facilitators. Amazing to have all of them in the same room... simultaneously looking at individual, team, organization and systemic issues related to learning. I think the web 2.0 technologies are finally helping learning take place in the flow of work and enable really huge leaps forward. Yes, I totally agree. I was lucky enough to be in a workshop at Harvard recently where Peter Senge, Etienne Wenger, Bob Kegan, and Howard Gardner all served as our anchor facilitators. Amazing to have all of them in the same room… simultaneously looking at individual, team, organization and systemic issues related to learning. I think the web 2.0 technologies are finally helping learning take place in the flow of work and enable really huge leaps forward.

]]> By: Tom Gram http://gramconsulting.com/2009/06/10-strategies-for-integrating-learning-and-work-part-2/comment-page-1/#comment-169 Tom Gram Mon, 29 Jun 2009 17:47:55 +0000 http://gramconsulting.com/?p=1059#comment-169 John, Yes organizations can and should be designed to learn. Peter Senge (and others) have a lot to say about that. There are personal and organizational levels to helping an "organization" learn but in the end learning is done by individuals. When mechanisms are established to facilitate individual learning so becomes part of the culture/values of an organization, more collective learning starts to truly shape how well it adapts and changes (i.e. learns) in response to it's environment. btw, I think that a team working together to minimize variation (as you mention) in a production system can be a fantastic example of natural learning. Helping them with the tools and empowerment to do do just that is an excellent way to design learning into organizations. John,
Yes organizations can and should be designed to learn. Peter Senge (and others) have a lot to say about that. There are personal and organizational levels to helping an “organization” learn but in the end learning is done by individuals. When mechanisms are established to facilitate individual learning so becomes part of the culture/values of an organization, more collective learning starts to truly shape how well it adapts and changes (i.e. learns) in response to it’s environment.

btw, I think that a team working together to minimize variation (as you mention) in a production system can be a fantastic example of natural learning. Helping them with the tools and empowerment to do do just that is an excellent way to design learning into organizations.

]]> By: John Foster http://gramconsulting.com/2009/06/10-strategies-for-integrating-learning-and-work-part-2/comment-page-1/#comment-168 John Foster Mon, 29 Jun 2009 16:52:47 +0000 http://gramconsulting.com/?p=1059#comment-168 Tom this is a great topic and I like how you've connected to so many great sources. I agree that tools to support learning should happen where people are learning, but I'd suggest that organizations have to be designed to learn in the first place. And as you point out, most leaders don't consider this learning, they consider it winning. I think that most 20th century organizations were designed NOT to learn because "winning" means that variation from the standard is minimized so that efficiencies from manufacturing can be realized. Adoption of the best learning tools will happen by the organizations that believe working with other people to solve problems and explore issues is critical to them winning. Tom this is a great topic and I like how you’ve connected to so many great sources. I agree that tools to support learning should happen where people are learning, but I’d suggest that organizations have to be designed to learn in the first place. And as you point out, most leaders don’t consider this learning, they consider it winning.

I think that most 20th century organizations were designed NOT to learn because “winning” means that variation from the standard is minimized so that efficiencies from manufacturing can be realized. Adoption of the best learning tools will happen by the organizations that believe working with other people to solve problems and explore issues is critical to them winning.

]]> By: Tom Gram http://gramconsulting.com/2009/06/10-strategies-for-integrating-learning-and-work-part-2/comment-page-1/#comment-166 Tom Gram Thu, 25 Jun 2009 13:39:12 +0000 http://gramconsulting.com/?p=1059#comment-166 Bill; Thanks for the comment. Sometimes communities conduct their work without thinking they are "learning" per se. And that's fine. But if the importance and visibility of knowledge as an outcome and legacy of their work is raised with them, they often give more attention to reflection on how they can capture and structure their "learning" for future project...how they can convert the knowledge they are generating to explicit methods and tools for others. Tom Bill;
Thanks for the comment. Sometimes communities conduct their work without thinking they are “learning” per se. And that’s fine. But if the importance and visibility of knowledge as an outcome and legacy of their work is raised with them, they often give more attention to reflection on how they can capture and structure their “learning” for future project…how they can convert the knowledge they are generating to explicit methods and tools for others.

Tom

]]> By: Bill Sanders http://gramconsulting.com/2009/06/10-strategies-for-integrating-learning-and-work-part-2/comment-page-1/#comment-165 Bill Sanders Thu, 25 Jun 2009 02:54:59 +0000 http://gramconsulting.com/?p=1059#comment-165 Tom; Great follow-on to the last post. The doc links for CoPs were really useful. We have some Communities in our company but I think of them more as project environments than learning environments. This gives me another perspective and some strategies for supporting them from a learning point of view. thx again. look forward to the next one. Bill Tom;
Great follow-on to the last post. The doc links for CoPs were really useful. We have some Communities in our company but I think of them more as project environments than learning environments. This gives me another perspective and some strategies for supporting them from a learning point of view. thx again. look forward to the next one.
Bill

]]>