COURSE OVERVIEW:
Learning is critical to the survival of organisations in these rapidly changing times. Organisations of the future will not survive without becoming communities of learning.
The learning organisation is no academic fad or consultant’s buzzword. It is absolutely essential for organisations to learn from their environments, to continually adjust to new and changing data, and, just as is the case with the individual, to learn how to learn from an uncertain and unpredictable future.
Organisational learning is the process by which an organisation improves itself over time through gaining experience and using that experience to create knowledge. The knowledge created is then transferred within the organisation.
To define organisational learning is to understand the importance of creating a learning culture within an organisation. This type of learning benefits both individuals, teams, and the organisation as a whole.
Organisational learning is important for all companies, as the creation, retention and transfer of knowledge within the organisation will strengthen the organisation as a whole.
The first part of this course explains the meaning of organisational learning and why it should be important to you including: organisational learning vs individual training, the levels of organisational learning, learning how to learn, the barriers to organisational learning and the principles, rules and conditions of learning.
The second part provides organisational learning strategies, to improve your organisations learning, organised into three levels: individual; small group; and whole organisation learning.
LEARNING OUTCOMES:
By the end of this course, you will be able to understand:
· What is organisational learning?
· What is organisational learning theory?
· Why is organisational learning important?
· How organisations learn?
· What organisational learning is not?
· The five main activities organisations learn through
· Organisational learning vs individual training
· How organisational learning is the result of an ongoing process?
· The principles of organisational learning
· The three levels of organisational learning complexity
· How organisations learn how to learn?
· The barriers to organisational learning
· The principles of individual learning
· The principles of adult learning
· The ground rules for small-group learning
· The conditions for organisational learning
· The core competencies of organisational learning
· The guidelines for using feedback
· Managers as model learners
· Strategies for individual learning including: personal visioning, individualised learning plans, the learning acquisition and transfer process, self-reflection, logs, diaries, and journals, instructor-led classroom seminars and workshops, job rotation, individual coaching and mentoring strategies
· How to create an effective instructional program to build job skills or help people work more effectively with one another?
· The importance of listening effectively in organisational learning and tips for effective listening
· Strategies for small-group learning including: shared vision, self-directed action learning, group action learning , continuous measurement, reflection and dialogue strategies
· How to assess and measure your own team’s progress?
· The difference between debate and dialogue
· The guidelines for small group dialogue
· Strategies for whole-organisation learning including: causal loop, benchmarking and world café strategies
COURSE DURATION:
The typical duration of this course is approximately 2-3 hours to complete. Your enrolment is Valid for 12 Months. Start anytime and study at your own pace.
COURSE REQUIREMENTS:
You must have access to a computer or any mobile device with Adobe Acrobat Reader (free PDF Viewer) installed, to complete this course.
COURSE DELIVERY:
Purchase and download course content.
ASSESSMENT:
A simple 10-question true or false quiz with Unlimited Submission Attempts.
CERTIFICATION:
Upon course completion, you will receive a customised digital “Certificate of Completion”.