1. "OK Webster, you beat the drum for the "paradigm shift" (from whatever
is happening now to help people improve their performance, to learning):
just WHAT is the difference between 'learning' and 'training - instruction
- teaching'?"
My answer has been, since I figured out this key point about a year ago:
"Learning is each individual's opportunity and responsibility, with the
organization's help and support and encouragement. Training, instruction,
and teaching are organizational activities: design, content selection,
delivery, control, etc." What is your answer?
2. OD (organization development) consultants may or may not value
learning organization (LO) issues, practices and efforts. What
relationships exist between OD and LO issues, practices and efforts?
Thanks for sharing your opinions,
Dick Webster
Richard S. Webster, Ph.D. - President
Personal Resources Management Institute
709 Wesley Court - Worthington OH 43085-3558
e-mail <webster.1@osu.edu>, fax 614-433-71-88, tel 614-433-7144
***
The Institute's R&D projects address the paradigm shift from "training,
instruction, and teaching" to "learning" -- a key change for creating
outstanding companies (and other organizations) with improved leadership,
ideas, processes and quality; more effective use of information and
knowledge; high involvement, improved performance and productivity of
company members and their teams; with increased profits and other desired
results. PRMI is a 501(c)3 non-profit research, development and consulting
company founded in 1978.
***
Thought: "Things are getting better and better and worse and worse faster
and faster" says Tom Atlee. Challenge: Finding and building the "betters,"
in time. Idea: Try learning -- each person's responsibility and
opportunity.
Learning-org -- Hosted by Rick Karash <rkarash@karash.com>
Public Dialog on Learning Organizations -- <http://www.learning-org.com>