The Learning Organization
Those wanting better accomplishments need a good corporate culture.
Peter Senge introduced the concept of the learning organization and over 30 years after the publication of his standard reference on the topic, colleagues and practitioners alike still admire him for his insights. According to Senge executives cannot know everything. In modern and so-called learning organizations it is strong teams that really count.
Learning Organizations are innovative and able to anticipate future developments through the power of their culture. Their effect of constant motion can only be achieved if the leadership of the internal organizational culture provides regular stimulating impulses.
Numerous examples from the past have taught us that strategic and structural changes are oftentimes initiated way too late and are therefore doomed to failure. Problems are piling up, so that only a fundamental re-organization can bring “the ship back on course”.
The management culture outlined on the left moreover leads to the so called Management-drawback-effect:ompetent executives have long since foreseen the debacle and have left the company. Now those who remain have to implement the changes in strategy, structure and culture. This exponentiates the difficulty of the task and often leads to disappointing results, which is most frequently due to the leadership culture of the middle management remaining unchanged.
The conclusion is simple and concrete:
Prevent re-organizations by creating a learning organization! Create a culture that is in constant motion, renews itself continuously and, most of all, is looking ahead!
There will be only very few executives disagreeing with this conclusion but there will be many who will glance with envy at those companies that have developed a culture of the learning organization.
The Business Performance Academy accompanies and supports professionals and executives in creating learning organizations by transforming your existing business.