Stephen Hobbs,
I believe the most important aspect of a learning organization is prompt
accurate feed back.
Organizations I have seen that adapt to new situations and learn to
improve the way they serve there purpose use good measurement methods and
provide that information to the point in the organization that can make
change. These organizations experiment and measure results well usually
with statistics. With out reliable feed back as to what did and id not
make a difference there can be no learning.
The use of data also promotes trust. Trust is an essential for open
dialogue.
If it were my course I would teach measuring methods. It is from knowing
the real result that we learn. Only when we move out of opinion into
results do we find the truth. Opinion is a valid place to start but not he
ending.
Anecdotal evidence is good but when that is all there is the best story
tellers win. Not he right way. Trust suffers when the best story tellers
dominate. Politics abound.
At 09:42 AM 8/3/98 -0600, you wrote:
>Good morning ... as I contemplate the content of a course on learning
>organization to be presented in thirty hours to adult learners
>(Certificate in Adult Learning - university based) ... I thought I might
>find suggestions among listeners and writers of this list.
Eugene Taurman
interLinx ilx@execpc.com http://www.execpc.com/~ilx
What you are is determined by the thoughts that dominate your mind.
Paraphrase of Proverbs Ch 23 vs 7 KJV
--Eugene Taurman <ilx@execpc.com>
Learning-org -- Hosted by Rick Karash <rkarash@karash.com> Public Dialog on Learning Organizations -- <http://www.learning-org.com>