This is Part V and also the last part of the Series on Hehsed Digital Human Capital Framework. The focus on Organization Learning will be the adoption of the framework and methodology by the employees, with the support of their organization overall Digital Transformation strategy.
A learning organization knows how to build its future. It understands that learning is the growth engine and DNA required to sustain growth. It allows its employees to grow, adapt, adopt and transform into the future needs and aspiration of its members. In the new economy of Digital Transformation, the urgency to learn and recreate itself is far more urgent as never before.
Here are the 5 pillars of a successful learning organization culture:
1. Leadership and their commitment
Leadership provides the vision and mission of a company while driving execution in full steam. They build the shared vision, both from the company’s DNA but also how each employee finds meaning as part of its organization. Learning structure is a long-term program and therefore requires a consistent and persistent drive, push and commitment to ensure the learning goals are achieved both on an individual as well as an organized entity.
2. Ecosystem and Platform for Learning
The knowledge-based economy is rampant and knowledge is the new currency for success in an organization that strives for growth. The knowledge that resides in every individual in an organization can be harnessed and gather for the greater common good. These experts in their own field are to encourage to share and teach the rest in their areas of expertise so that the knowledge can be shared and transverse. Communities of practice and knowledge-sharing networks will be the outcome to achieve. It creates an ecosystem of experts in a knowledge organization. There should be platforms created for various interests areas so that anyone and everyone can get on to share and learn from others.
3. Integrate Learning into the Business Process
Business processes are critical and pivotal to ensure workflow in any organization but few truly have learning embedded into their business processes. Learning occurs at all levels and knowledge is pervasive throughout the organization, therefore instead of fighting it, embracing learning as part of every process will be an integral part of organizational learning and development.
4. Promote ownership @ every level
Learning does not reside with the managers of the employees or in the traditional L&D department. Everyone has to take on the ownership of themselves to take on the required learning they need at any one stage. With the help of a structured learning management platform, one should be able to provide and develop his own learning roadmap. Curation can be provided by an ecosystem of experts that provides best practices and guidelines for reference.
5. Allow mistakes and failures as Learning pathways
How often have we heard of organizations that celebrate failures and mistakes? More often we hear of mistakes and failures are condemned and at times, even being punished. The system that we have been taught has been skewed towards making every possible way to avoid mistakes. However, has it occurred to anyone that even that system has not minimized mistakes made? We ought to embrace mistakes by learning from them, reflecting and learn how to make success possible. In fact, there are plenty of examples of innovations not made possible without first learning how they have first failed. While we do not encourage more failures, but the attitude towards them has to be benevolent. Once we adopt the attitude of always learning from our mistakes, the worthiness of doing many experiments will always enhance and achieve the ultimate goal – innovation.
Please feel free to provide your comment as your sharing of your thought will be appreciated. If you would like to connect with me, please CLICK HERE
