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Response to Stephen Downes: Organisational Learning model
Learning, Context, Management & Implementation Add commentsI'm having real problems posting comments on people's sites recently. Today it's Stephen Downes' site that won't let me...
Anyway, Stephen made a comment about the diagram I posted yesterday.
Here's what I wanted to add to his post:
Hi Stephen,
Yes, perhaps "Organisational Learning" is a misnomer - but it is very definitely about how organisations can support learning. Part of that is developing a culture that is supportive & expects learning. Part of that is in the performance management systems (not sure where you got "performance standards" from).
I disagree totally that we should call it "managed learning". Just because it's coming from a corporate perspective doesn't mean that the corporation should manage learning. Instead the organisation should be looking at how to provide a direction for learning, and, at the same time, support the individual learning needs of the people in the organisation.
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I tend to agree with you that is should not be called "Managed learning" because the organization canot manage all aspects of learning. As an example, how can we expect an organization to manage informal learning? How can they decide what information individuals will share at lunch time or next to the water cooler?
I do not think they can "manage" informal learning but instead they should "facilitate" it by providing an environment conducive of exchange between the members of the organization. When we know that 70% to 80% of learning in organizations is informal, this is a large chunk of learning that cannot be "managed" per say.
I think that, by default of a better term, "Organizational Learning" is quite acceptable to describe your concept.
Cheers.
GB