joe@embanet.com (Joe Katzman) makes a very thorough set of suggestions
regarding the E&Y quest for LO. Thanks, Joe. I wanted to emphasize one
of the points Joe raised:
>...
>Some people respond best to a formal opportunity with speakers, etc. It
>helps them focus and they're comfortable with the structure. Others wither
>in this setting, and need something that lets them learn at their own
>pace. They need personal control and freedom to explore. Some learn from
>other people as they go, relying on stories and transmitted personal
>experiences. Mintzberg accurately notes that this is how many managers
>(not sure about consultants) prefer to get their information, one reason
>formal MIS systems are insufficient.
> So training must include all of these options, or you will select out
>those individuals whose style is not addressed. ....
As an advisor/internal consultant to senior management at a large firm, I
developed an approach to generating management action of presenting
examples of what was going on in the company and/or in the market and then
"suggesting" alternative actions.
The management were not interested in my opinions, but were fascinated by
the "data" that had led to the formation of those opinions so they could
form their own opinions. This is an example of the alternative learning
styles mentioned above. Using this style created a large amount of action
when compared with other forms of proposals that I (and others) had tried.
It is a fundamental element of the successful consulting for action to
current traditional executives IMHO...Keith
--Keith Cowan <72212.51@CompuServe.COM>
Learning-org -- An Internet Dialog on Learning Organizations For info: <rkarash@karash.com> -or- <http://world.std.com/~lo/>