John Zavacki wrote:
> Vana Prewitt <vprewitt@mail.rdu.bellsouth.net> writes:
>
> >This is a question for anyone who has tried to make a backward, internally
> >focused, lazy organization get interested in becoming a learning
> >organization.
> SNIP
> >My idea is to migrate a L.O. mentality into the company through the
> >energies of the newbies. However, I realize this will widen the gap
> >between the newbies and the oldtimers. It feels like a Catch 22. Any
> >advice from experienced travellers across this road?
>
> Vana, in any efforts of this sort that I've encountered, it is best to use
> the energy you find for change to make that change. If the newbies are
> infectious enough (read charismatic, apostolic, evangelical) and teach by
> example, you'll start the change rolling.
>
> There will always be holdouts in the union. Some people will refuse to
> participate. Unfortunately, when team learning begins to take hold,
> you'll see them as poor performers. They will become statistically
> significant and you may be forced to clean house. That's really one of
> the hardest parts of the equation. It has to balance. Too many grumps
> and you'll be back where you started.
John:
Your point is well taken, and one with which I concur. The organization
is already seeing some of this effect (of the oldtimers being seen as poor
performers). Much of the effort to date has been to move them into
positions where their strengths are used despite their shortcomings. Many
have chosen to "retire early" or transfer to a less demanding position in
the company.
My main worry about the enthusiasm of the newbies is that they need to see
progress, or will become discouraged and leave. It constitutes a
significant loss to the momentum and growth of specific knowledge among
those with business savvy in general.
Vana Prewitt
vprewitt@bellsouth.net
--Vana Prewitt <vprewitt@mail.rdu.bellsouth.net>
Learning-org -- An Internet Dialog on Learning Organizations For info: <rkarash@karash.com> -or- <http://world.std.com/~lo/>