Dear all,
"In the long run, the only sustainable source of competitive advantage is your organization's ability to learn faster than its competition." - Peter Senge, MIT
Here's an article on understanding the need for learning and identifying the right path for learning and development in your organization.
With gratitude,
Sonali Sharma
Educationist, Trainer, Coach
From India, Bangalore
5"In the long run, the only sustainable source of competitive advantage is your organization's ability to learn faster than its competition." - Peter Senge, MIT
Here's an article on understanding the need for learning and identifying the right path for learning and development in your organization.
With gratitude,
Sonali Sharma
Educationist, Trainer, Coach
From India, Bangalore
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Dear Sonali,
Very sweet and brief but sufficient to arouse curiosity to know more. Well done. I have one question as 80% of Indian companies and 90% of family-owned business houses fall into the two following categories with the lion's share in the first one.
After 30+ years as an HR professional and currently a consultant to some such organizations, I am at a loss as to how to bring upon them the realization and even if successful in that, find it even more difficult to effect the desired change at the required pace. This is mainly because most of these companies, despite being in one of the following categories, have a healthy topline and a comfortable bottom line without investing in trying to change the situation into the third category mentioned by you. Your suggestions please on how to bring about that change without rocking the boat too strongly.
• ORGANIZATIONS WHICH ARE STILL AUTHORITARIAN AND CONTROLLING AND DON'T FEEL THE NEED OF CREATING LEADERSHIP AT ALL LEVELS AND HENCE NO TRAININGS FOR SELF-DEVELOPMENT AND MASTERY. Such organizations will either cease to exist or will just survive, given the current progressive and competitive environment if they don't change.
• ORGANIZATIONS WHICH ASSUME THEY ARE LEARNING ORGANIZATIONS, BUT THEY DON'T UNDERSTAND THE TRUE MEANING OF LEARNING. Such organizations invest a lot of time and money organizing trainings and other learning opportunities but fail to create the desired results. They fail to distinguish between meaningful learning which happens through experiential and scientific trainings that empower your skills and being from traditional trainings which are just about downloading information or temporary motivation. For example, learning how to swim either by reading a manual or swimming, or attending a motivation seminar on swimming, or actually jumping in the pool with proper coaching and mentoring.
Thanks and regards,
UG
From India, Bangalore
Very sweet and brief but sufficient to arouse curiosity to know more. Well done. I have one question as 80% of Indian companies and 90% of family-owned business houses fall into the two following categories with the lion's share in the first one.
After 30+ years as an HR professional and currently a consultant to some such organizations, I am at a loss as to how to bring upon them the realization and even if successful in that, find it even more difficult to effect the desired change at the required pace. This is mainly because most of these companies, despite being in one of the following categories, have a healthy topline and a comfortable bottom line without investing in trying to change the situation into the third category mentioned by you. Your suggestions please on how to bring about that change without rocking the boat too strongly.
• ORGANIZATIONS WHICH ARE STILL AUTHORITARIAN AND CONTROLLING AND DON'T FEEL THE NEED OF CREATING LEADERSHIP AT ALL LEVELS AND HENCE NO TRAININGS FOR SELF-DEVELOPMENT AND MASTERY. Such organizations will either cease to exist or will just survive, given the current progressive and competitive environment if they don't change.
• ORGANIZATIONS WHICH ASSUME THEY ARE LEARNING ORGANIZATIONS, BUT THEY DON'T UNDERSTAND THE TRUE MEANING OF LEARNING. Such organizations invest a lot of time and money organizing trainings and other learning opportunities but fail to create the desired results. They fail to distinguish between meaningful learning which happens through experiential and scientific trainings that empower your skills and being from traditional trainings which are just about downloading information or temporary motivation. For example, learning how to swim either by reading a manual or swimming, or attending a motivation seminar on swimming, or actually jumping in the pool with proper coaching and mentoring.
Thanks and regards,
UG
From India, Bangalore
Dear Ms. Sonali Sharma,
I have read your article, and it sounds really interesting. However, I still feel that organizations are following a traditional old approach and are authoritative while dealing with employees, which is creating disturbances within organizations.
Keep posting information that can help us acquire more knowledge.
With profound regards,
From India, Chennai
I have read your article, and it sounds really interesting. However, I still feel that organizations are following a traditional old approach and are authoritative while dealing with employees, which is creating disturbances within organizations.
Keep posting information that can help us acquire more knowledge.
With profound regards,
From India, Chennai
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