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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 and cultivates open feedback to see problems and opportunities on all levels.

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B1 learning organization mastery feedback steal personal

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

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    Summer posted on 2021/10/29
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