Re: Bottom-up introduction of learning?
Dr. Ivan Blanco (BLANCO@BU4090.BARRY.EDU)
Sat, 28 Jan 1995 11:14:00 -0500 (EST)
> From: Eddy Steenbergen <firstname.lastname@example.org>
> Date: Mon, 23 Jan 1995 22:02 AEST
> In a recent post on self-managed teams from Miguel A. Esparza
> (email@example.com) our host noted.
> >Host's Note:
> >I'm delighted to see this topic arise on the learning-org list; I think
> >that self-managed teams have to be learning teams to be successful.
> My question is whether it is in fact possible for a learning team to operate
> effectively inside a non-learning organisation.
> If the answer is yes, how can it be brought about?
> This, in my mind, naturally takes us on to the question: Can the learning
> organisation attitude to life be introduced into an organisation bottom-up
> rather than top-down?
I would say that my observations of the real world, both when I
was a direct part of it, and now as a faculty of business and sporadic
consultant, all indicate that learning teams are always in operation in
all kinds of organizations. There is not need for the organization to be
a learning one for teams to learn, and do it effectively. Learning cannot
be stopped, although it can be (is) ignored by top managers in a
non-learning organization. A lot of the informal socialization that takes
place in many organizations is team learning, without management's
authorization. When team members get together in the down the corner bar
to have a few beers and discuss the day, they are learning from each other
and making adjustments for the next day - this can be very helpful to the
organization because workers make some decisions ("manage" as David Fearon
and I have called this), their own work and associated processes!
BTW, I think that these around the beers conversations are very
interesting for researchers and other interested in organizational
dynamics. I have participated in them as an employee and as "an invited"
How to take advantage of them? WHat I have done is to improve my own
interactions and decisions through the use of what I have learned from
those teams. I have even asked for ideas, impressions, perceptions, etc.
on a specific topic. The feedback is generally great! Back in the
1970's, I did rely on this in several situations. I shared my sources
with the rest of the management team, and we started using those teams in
a more formal way. What convinced them was results! Improvements!
R. IVAN BLANCO, Ph.D. Voice 305 899-3515
Assoc. Prof. & Director Fax 305 892-6412
International Business Programs
Andreas School of Business _________E-Mail Addresses________
Barry University Bitnet: Blanco%bu4090@Barryu
Miami Shores, FL 33161-6695 Internet: Blanco@bu4090.barry.edu
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"Las naciones marchan hacia el termino de su grandeza, con
el mismo paso que camina su educacion." "The nations march
toward their greatness at the same pace as their educational
systems evolve." Simon Bolivar