Replying to LO24983 --
John D.
Thanks for your comments because of your note I read my comments about
training and they are a little strong for my beliefs.
The point I was trying to make is that training that is not supported by a
change in mangers behavior is largely a waste. As you point one way to
change is to train large numbers and form a new supportive culture around
the new ideas. That can work. My point is directed to managers who train
and expect that to be enough while they continue to have the same
priorities and ask the same old questions. Even with a support culture if
managers are not changing priorities the change is not likely take root.
Gene
Eugene Taurman
interLinx
http://www.execpc.com/~ilx
>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.
--"Eugene Taurman" <ilx@execpc.com>
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