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  • A learning organization encourages personal mastery

  • and cultivates open feedback

  • to see problems and opportunities on all levels.

  • Some argue that learning organizations

  • attract and retain more talents.

  • Others say that there is a competitive advantage for

  • an organization whose people learn faster

  • than the people of other organizations.

  • Here are 6 characteristics most have in common.

  • They Cherish: An Open Culture.

  • Learning organizations encourage everyone to share information,

  • admit to mistakes and practice

  • giving and taking constructive criticism.

  • Once the problem is found,

  • they try to understand its root cause and fix it.

  • To achieve such a culture: walls are removed,

  • information is shared and leaders show their human sides.

  • They Design and Implement: Feedback Loops

  • Some establish 360 degrees surveys,

  • in which people assess themselves, their peers and their bosses.

  • Employees at 5-star hotels ask guests for their opinions.

  • Top schools may videotape teachers

  • so they can later study themselves.

  • Some even make feedback a team effort.

  • Before any new project, they all get together to kick things off.

  • After the project they meet again to share

  • and reflect on what has happened.

  • They Promote: Personal Mastery

  • Employees try to achieve personal mastery in their fields.

  • Once they become experts,

  • they feel proud of their work,

  • they are motivated intrinsically

  • and they can create positive change wherever they are.

  • For example, a cleaner might come up with an idea on how to save water

  • and an accountant on how to save bank fees.

  • The job of the boss is to connect all experts and give directions.

  • They Plan for: Intelligent Fast Failure.

  • When they build something new,

  • they don't spend time to make assumptions on paper.

  • Instead, they create what's called Minimum Viable Product,

  • a simple prototype with only the core functions.

  • This is then presented to users as early as possible

  • to test what they think.

  • Because it is imperfect,

  • even friends give their honest opinions.

  • The goal: fail fast, but collect intelligent information

  • so you can improve while going forward.

  • They Steal: Best Practices

  • Picasso apparently said that

  • "good artists borrow, great artists steal".

  • Learning organizations study others,

  • steal best practices and then implement them fast.

  • The newspaper The Economists took advice from George Orwell;

  • its editors never use jargon

  • if everyday English works.

  • Printing manufacturers stole the razor-and-blades

  • business model from Gillette,

  • selling printers cheap but ink expensive.

  • They Cultivate: A Common Vision

  • A learning organization prospers when all members share a common vision.

  • That way employees can understand

  • the importance of their role,

  • connect the dots and develop systems thinking.

  • When goals are clear,

  • regulations can be reduced

  • and people can create their own personal benchmarks of success.

  • This reduces bureaucracy, authority and corruption.

  • Salesmen and author Zig Ziglar once wrote:

  • "the only thing worse than training people and having them leave,"

  • "is not training them and having them stay."

  • At a learning organization

  • education happens as a side-product of working together,

  • as everybody learns from each other

  • to adapt to whatever the future might bring.

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A learning organization encourages personal mastery

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B1 learning mastery organization feedback steal personal

The Learning Organization: Is Your Company Ready for the Future?

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    Summer posted on 2021/03/01
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