Replying to LO24979 --
HI,
Gene I want to disagree with you. Training can change culture if the
training is impactful, real, involved and one understands that stories are
the repository for culture, so the question becomes how can one change a
participants stories which in turn changes one's perspective for doing
things? (Reference Jerome Bruner's work at Harvard) My answer has been
through the creation of my LeadSimm microworld which does exactly as I
described.
Lectures and unrealistic group games won't do it, and that is what
traditional training has been, but realistic microworlds or simulations DO
IT. Additionally, one must train a number of people in the organization
so the newly trained people can create a network for change. Senge says
that large sclale organizations have large innoculation systems that kill
off change, so one has to train enough of the "infectees" so change
overwhelms the body so to speak.
I speak from first hand knowledge because this is exactly what I do.
Thanks for your time.
John D.
John P. Dentico, Ed. D.
LeadSimm
Making the Leadership Experience REAL
P.O. Box 6305
San Diego, CA 92166-0305
Ph. 619-300-3080 Office
Fax. 619-523-3068
>I want to reinforce Nancy's point Training does not change culture.
>Training can not change much if management has not created a need for the
>knowledge and it the teaching is inconsistent consistent with the belief
>and behavior of managers.
--"John P. Dentico, Ed. D." <jdentico@adnc.com>
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