11 May 06 @ 12:02 pm
A Few Thoughts About Learning
While doing a little light reading on systems thinking, I came across a quote I really like—“Nothing inhibits future success like making procedures to formalize what generated a previous success.”
In The Art of Systems Thinking, O’Connor and McDermott remind us that what we often hail as a success was really a break-through—a new way of thinking—which comes from a change in one of our mental models. Once a break-through is formalized and institutionalized it becomes the norm—and we tend not to question it or give it any further thought. This is especially true when our organizations select people who act and think like the existing team. No one questions the norms. The risk? Nothing changes and over time the system runs down.
So, what can we do to avoid organizational decay? O’Connor and McDermott offer thoughts on two types of learning—simple learning and generative learning. Simple learning takes place when we change what we do in response to the results and feedback we get—for example, making changes to your operations based on the results of a satisfaction survey completed by your customers. It’s important to do this—and it’s a good way to get better and/or more efficient at what you already do.
However, if you’re really looking for the change, revitalization, and innovations needed to stave off decay, you need to foster generative learning. Generative learning happens when we let feedback change our mental models—that is, change our deeply rooted assumptions and our way of looking at things—an essential if you need to solve big problems and drive your business toward a changing future.
(Source: The Art of Systems Thinking, Joseph O’Connor & Ian McDermott)
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