I lead a team of trainers in the operations division of an Australian
airline (Ansett Australia). Our company is re-defining itself after many
years without direction or focus; coupled with an organisational structure
that has proven to be unresponsive to customer needs. We have recently
moved to Teams in our airports in an effort to empower our front line
staff and improve lines of communication.
Similarly, our training function within airports has moved to teams, and
we are currently improving our training systems with the introduction of a
competency based approach. I am sure that CBT will succeed, and that we
will be able to meet the needs of our clients in an effective, efficient
manner. I also think that this is only part of the contribution that we
can make to our organisation, and we have the ability to offer so much
more - learning. At this stage in our own development, our training team
aims broadly to improve the learning ability of teams and individuals
alike (we hope to refine this as we learn!).
We are new to the LO concept and we would be interested in hearing from
anyone with advice generally, and comments specifically on the following:
1) Are learning contracts a useful tool to facilitate learning and increase
the levels of learning self-awareness & responsibility?
2) How can learning contracts be introduced successfully?
Regards
Nick
nicholas_avery@ansett.com.au
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