Presented by:

Lifelong Learning Development Group

Leroy Almendarez, Eugene Cleland, Marjorie Parks,

Minerva Pinelo, and Rosalia Saldivar

The Learning Organization Handbook: Tools and Strategies

Power

Power

ABOUT THE AUTHORS 100 combined years of experience Areas of Expertise

Education Finance and Accounting Economics Management Customer Services Human Resources Organizational Development Administration Electricity Public Service Health Utility Regulation

Graduate Degrees and Doctoral Candidates in Organizational Leadership & Higher Education

Why the HandbookValue of a learning organization to sustain

competitive advantageConcept of learning organization originated

in 1940Since 1984 few companies have incorporated

the strategiesRadical transformation of the work

environmentRapidly escalating change and organizational

chaosGlobalization and technologyEmergence of knowledge and learning

Handbook Format User-friendlySenge’s (1990) theoretical framework of a

learning organization utilized (Five Disciplines)

Step-by-step guide (Marquardt, 2000) Related learning activitiesIllustrations and learning boxesAssessment of organization using a Learning

Organization Profile (LOP)

Three broad questionsWhat is learning?

What is an organization?

What is a learning organization?

5

Importance of Becoming a Learning OrganizationWorldwide demands on organizationsCritical issues facing today’s corporations

Spiraling need to adapt to changeDoubling of knowledge every 2 to 3 yearsGlobal competitionIncreased skill shortagesReorganization, restructuring, and reengineering for success, not just survival

We need to learn about

7

PeopleOrganization

TechnologyKnowledge

Learning

Passi (2002)

Changing Organizational Paradigms Present Paradigm New Paradigm

Short-term goal Corporate and individual visions

Rigid culture Flexible cultureProduct orientation Learning orientationRegional emphasis Global emphasisManagement direction Employee empowermentProcedure bias Risk biasAnalysis only Analysis, creativity, intuitionCompetition Collaboration and cooperation

Peter Senge’s Five Disciplines

Strategies to Develop a Learning OrganizationFuture-search conference to develop visionSupport from top-level managementCorporate climate of continuous learningReengineer and incorporate policies, procedures

and structuresReward individual and team learningEstablish centers of excellence and

demonstration projectsMeasure financial and non-financial areas as a

learning activityCreate time and space for intentional learning

Steps to Becoming a Learning OrganizationCommit to becoming a learning

organization

From a powerful coalition for change

Connect learning with business

operationsAssess the organization’s capabilities on

each subsystem of the systems learning organizational model

Steps to Becoming a Learning Organization

Communicate the vision of a learning organization

Recognize the importance of systems thinking and action

Leaders demonstrate and model commitment to learning

Transform the organizational culture to one of continuous learning and improvement

Steps to Becoming a Learning Organization

Establish corporate-wide strategies for

learning

Reduce bureaucracy and streamline the

structure

Extend learning to the entire business

chain

Capture learning and release knowledge

Steps to Becoming a Learning OrganizationAcquire and apply the best technology to

the best learning

Create short-term wins

Measure learning and demonstrate

learning success

Adapt, improve, and learn continuously

Success StoriesShell Oil CompanyRoyal Bank of CanadaMotorolaProcter & GambleBoeing

Impact of HandbookCommences the process to becoming a

learning organizationAcquaints employees with concepts and best

practicesExcellent source of referenceSimplifies the process of becoming a learning

organizationPresents opportunity for assessment of your

organization Availability of authors to conduct training

sessions

LLDG - Contact InformationLeroy Almendarez aleroy@nova.eduEugene Cleland ecleland@nova.eduMarjorie Parks mparks@nova.eduMinerva Pinelo pinelo@nova.eduRosalia Saldivar saldivar@nova.edu

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 Marquardt, M. J. (2002). Building the learning organization: Mastering the 5 elements

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ReferencesMason, M. K. (n.d.). What is a learning organization? Retrieved August 5, 2009, from

http://www.moyak.com/papers/learning-organizations.html Ministry of Finance, National Development, and the Public Service. (2008). Prime

Minister Barrow announces his new Cabinet. Press Release of 2008. Belize: Ministry of Finance, National Development and the Public Service.

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Palus, J., & Horth, D. (2004). Exploration for development. In McCauley, C. & Van  Passi, B. K. (2002). Managing organization change. Retrieved on August 3,

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464). San Francisco: Jossey Bass. Rogers, P., & Meehan, P. (2007). Building a winning culture. Business

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   Senge, P. M. (1994). The Fifth discipline: The art & practice of the learning

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Discipline Fieldbook: Strategies and Tools for Building a Learning Organization. Massachusetts, USA: Currency Doubleday.

 Senge, P. M. (1999). Learning organizations. Retrieved July 23, 2009, from

http://www.solonline.org/res/kr/learningorg.html Zemke, R. (1999). Why organizations still aren’t learning. Training, 36(9), 40-

49.