ESIN AKAYESIN AKAYTalent Strategies Leader & Talent Strategies Leader & Capabilities Development Capabilities Development ConsultantConsultant

LEARNING LEARNING ORGANIZATION MODELORGANIZATION MODELRESRESULTSULTS & & APPLICATIONSAPPLICATIONS

Corporate University / Corporate University / AcademyAcademy

Important Highlight & Important Highlight & LO LO ModelModel

Research & OutcomesResearch & Outcomes

RResults & esults & AApplications pplications

CONTENTCONTENT

Its main aim is to structure the learning & development of all Its main aim is to structure the learning & development of all employees and arrange technical , soft and leadership skills employees and arrange technical , soft and leadership skills trainingtraining programsprograms to develop and maintain high-calibre to develop and maintain high-calibre workforce. workforce.

These programsThese programs are usually in the form of;are usually in the form of;

-- classroom trainingclassroom training-- seminars / workshopsseminars / workshops-- online online coursescourses

- - mentoring / coachingmentoring / coaching

They are structured around They are structured around individualindividual learning method. learning method.

Corporate University / Corporate University / AcademyAcademy

Which systems are needed to support learning ?

How about team and (especially) organizational learning ?

In reports of various prominent consultant companiesIn reports of various prominent consultant companies itit is is highligtedhighligted

thatthat “becoming a Learning Organisation”“becoming a Learning Organisation” isis one of the one of the top top HR trends.HR trends.

Why ?Why ?

ItIt’’s more fun to work in s more fun to work in a Learning Organization (LO)a Learning Organization (LO).. LLO O givegivess people hope that things can be better. people hope that things can be better. LLOO provides a playground for creative ideas. provides a playground for creative ideas. LLOO provide providess a safe place to take risks with new ide a safe place to take risks with new ideaas and s and

behaviors and the challenge needed to stretch beyond behaviors and the challenge needed to stretch beyond perceived limits.perceived limits.

In In LOLO everyone’s opinions are valued and the amount that everyone’s opinions are valued and the amount that people canpeople can contribute is not determined by their position.contribute is not determined by their position.

IImportant mportant HHighlightighlight

In their article In their article Learning Organizations Come AliveLearning Organizations Come Alive, , Martha Gephart and Victoria Marsick write that the Martha Gephart and Victoria Marsick write that the American Society for Training and Development American Society for Training and Development – – ASTDASTD (recently renamed as Association for Talent (recently renamed as Association for Talent Development *ATD*) developed Development *ATD*) developed The Learning The Learning Organization Assessment FrameworkOrganization Assessment Framework. .

According to it, there are three levels of LearningAccording to it, there are three levels of Learning::

Individual,Individual,

Team, Team,

Organizational.Organizational.

The ModelThe Model (1/2) (1/2)

Also, there are Also, there are nine nine Organizational Systems that Organizational Systems that support the three levels of Learningsupport the three levels of Learning::

Vision Vision && Strategy, Strategy,

LeadershipLeadership & & Management, Management,

Culture, Culture,

Structure, Structure,

Communication, Communication,

Information SystemsInformation Systems,,

Knowledge SystemsKnowledge Systems,,

Performance ManagementPerformance Management,,

Technology Technology

The ModelThe Model (2/2) (2/2)

Survey conductedSurvey conducted in yearin year 20002000

The FieldThe Field

# of Q&A’s collected # of Q&A’s collected 300 300

The QuestionnaireThe Questionnaire

# o# of Questions f Questions 5353

Research Survey in: 3 BResearch Survey in: 3 Banksanks

TThe Model of Learning Organizations he Model of Learning Organizations is presentis present in the three banks. in the three banks.

ResearchResearch & O& Outcomes - 1utcomes - 1

• CommunicationCommunication is is the most importantthe most important variable variable

in the in the LO LO Model. Model.

• All the othersAll the others, culture, information systems, , culture, information systems, individual learning, leadership & management, individual learning, leadership & management, learning, structure, team learning, technology learning, structure, team learning, technology are are equally importantequally important. .

ResearchResearch & O& Outcomes - 2utcomes - 2

The mThe most effective systems :ost effective systems :

Four of the nine organizational systems:Four of the nine organizational systems: communication, communication, leadership leadership && management, management, performance management, performance management, vision vision && strategy strategy

have have the greatest impact on learning. the greatest impact on learning.

They They explain explain 58.7% change in learning. 58.7% change in learning.

ResearchResearch & O& Outcomes - 3utcomes - 3

Systems that affect the 3 different learning Systems that affect the 3 different learning levelslevels

Communication, organizational learning, team Communication, organizational learning, team learning and vision learning and vision && strategy explain strategy explain 39.8%39.8% change change in in individual learningindividual learning. .

Leadership Leadership && management, performance management, performance management, the number of working years in the management, the number of working years in the bank, individual learning and organizational learning bank, individual learning and organizational learning explain explain 45.2%45.2% change in change in team learningteam learning. .

Information systems, performance management, Information systems, performance management, structure, team learning, technology, structure, team learning, technology, vision & strategy and individual learning explain and individual learning explain 60.8%60.8% change in change in organizational learningorganizational learning . .

ResearchResearch & O& Outcomes - 4utcomes - 4

By structuring and managing the 3 learning levelsBy structuring and managing the 3 learning levels

By improving and fostering the By improving and fostering the organizational organizational learninglearning

By By analyzing the analyzing the structure and management of the 9 structure and management of the 9 organizational systemsorganizational systems

By improving and fostering the 4 most important By improving and fostering the 4 most important systems: systems: communication, communication, leadership leadership && management, management, performance management, performance management, vision vision && strategy strategy

HOWHOW CAN YOUR COMPANY CAN YOUR COMPANY BECOME BECOME A BETTER A BETTER LEARNING LEARNING ORGANIZATON ORGANIZATON ??

Organizational learningOrganizational learning is is the most importantthe most important• The learning variable is the sum of individual learning, team The learning variable is the sum of individual learning, team

learning and organizational learning. learning and organizational learning. • The three levels of learning have around The three levels of learning have around 0.80 influence on 0.80 influence on

learning learning in the Model. in the Model. • The strongest relationship is between organizational learning The strongest relationship is between organizational learning

and learningand learning. . In the LO Model, organizational learning is In the LO Model, organizational learning is the most important for being a learning organizationthe most important for being a learning organization. .

Application for YApplication for Your our Company :Company : Together with the training programs which lead to Together with the training programs which lead to

individual learnindividual learniing some special programs that can ng some special programs that can contribute to the contribute to the organizational learningorganizational learning in in your your companycompany should be included should be included.. Information systems, Information systems, performance management, structure, team learning, performance management, structure, team learning, technology, vision & strategy and individual learning technology, vision & strategy and individual learning should be used to support organizational learning. should be used to support organizational learning.

ResultResults & Applicationss & Applications - 1 - 1

• The lowest correlation is 0.4 which is between learning The lowest correlation is 0.4 which is between learning and technology. and technology.

• RRelationship between learning and culture, elationship between learning and culture, learning and learning and communicationcommunication,, and and learning and learning and knowledge managementknowledge management is is 0.5 for each.0.5 for each.

• 0.6 is the highest correlation 0.6 is the highest correlation and it and it is between is between learning and vision learning and vision & & strategy. strategy.

Application for Your Company :Application for Your Company : Technology was not used for learning Technology was not used for learning which which

exlainsexlains the lowthe low correlation.correlation. Nowadays, technology Nowadays, technology is utilized for learning. Technology is utilized for learning. Technology shouldshould be be even even more more utilized forutilized for learninlearning within g within your your companycompany and CU/and CU/AAcademycademy. Learning should be. Learning should be part of the part of the vision vision && strategy of strategy of your company.your company.

ResultResults & Applicationss & Applications - - 22

The relationship among the systemsThe relationship among the systems are are• The lowest correlation is 0.3 The lowest correlation is 0.3 and it and it is between vision is between vision &&

strategy and technologystrategy and technology..• The relationship between structure and culture is 0.6. The relationship between structure and culture is 0.6. • There is very high correlation between vision There is very high correlation between vision && strategy strategy

and leadership and leadership && management. management. • The highest relationship is between culture and The highest relationship is between culture and

leadership leadership && management. management.

Application for YApplication for Yourour Company : Company : Leadership & management in Leadership & management in your companyyour company

should should supportsupport the foundation the foundation and/or the and/or the operations operations ofof CU/A CU/Academy. The vision cademy. The vision && strategy of strategy of your company your company should be used as the guiding should be used as the guiding principle in structuring principle in structuring the the learning. In the culture learning. In the culture of of your companyyour company,, learning learning should be included . should be included . Usually the Usually the CU/CU/AAcademy helps to create cademy helps to create a a strong strong learning culture. learning culture.

ResultResults & Applicationss & Applications - - 33

There are sThere are similar learning imilar learning structures but dstructures but different ifferent

systemssystems• The three banksThe three banks are similar in terms of learning. are similar in terms of learning. • However, they are different when the correlation However, they are different when the correlation

between systems and learning is examined. between systems and learning is examined. • Different organizational systems support Different organizational systems support the the learning in learning in

these banks. these banks.

Application for YApplication for Yourour Company : Company : Most probably, learning Most probably, learning within your within your company company

is is similar because learning is a common similar because learning is a common human characteristichuman characteristic. . It should be found out It should be found out which systemswhich systems in your in your companycompany can affect can affect learning the most. To start, learning the most. To start, communication, communication, leadershipleadership & & management, performance management, performance management, vision management, vision && strategy can be used. strategy can be used.

ResultResults & Applications s & Applications -- 4 4

EEmployees in your company are involved in mployees in your company are involved in individual learning.individual learning.

Planning, organizing and evaluating Planning, organizing and evaluating individual individual learning programs such as: learning programs such as: Orientation Orientation Training Training (Mandatory and Optional Training (Mandatory and Optional Training

Programs)Programs) Education Education (Seminars / Conferences / (Seminars / Conferences /

Certificate Programs)Certificate Programs) Coaching / MentoringCoaching / Mentoring Career Development Career Development Personal MasteryPersonal Mastery = = Continuous personal Continuous personal

and professional learning & developmentand professional learning & development

SStructuring & Managing tructuring & Managing IIndividual ndividual LLearningearning

Business groupsBusiness groups, departments , departments might be might be accepted as teams and their team learning accepted as teams and their team learning should be enhanced.should be enhanced.

Planning, organizing and evaluating tPlanning, organizing and evaluating team eam learning learning programs programs such as:such as:

classroom trainingclassroom training outdoor trainingoutdoor training

which which should be done couple of timesshould be done couple of times throughoutthroughout the year. the year.

SStructuring & Managing tructuring & Managing TTeam eam LLearningearning

Programs for Programs for

SINGLESINGLE - - LOOPLOOP LEARNINGLEARNING

DOUBLEDOUBLE - - LOOPLOOP LEARNINGLEARNING

DEUTERODEUTERO – – LEARNING:LEARNING: LEARNING TO LEARNLEARNING TO LEARN

Information systems, performance Information systems, performance management, structure, team learning, management, structure, team learning, technology, vision & strategy and individual technology, vision & strategy and individual learning should be used to support learning should be used to support organizational learningorganizational learning within your companywithin your company..

SStructuring & Managing tructuring & Managing OOrganizational rganizational LLearningearning

1. 1. Fast Fast and continuous communication with customers, suppliers and continuous communication with customers, suppliers and competitors.and competitors.

2. Decentralized yet completely connected communication 2. Decentralized yet completely connected communication networks.networks.

3. Communication flows in all directions.3. Communication flows in all directions.

4. Individual and organizational barriers of communication are 4. Individual and organizational barriers of communication are removed.removed.

5. The barriers of the credibility of the source and perceptual 5. The barriers of the credibility of the source and perceptual baises are demolished. baises are demolished.

6. High-tech organizational technology solves the problem of 6. High-tech organizational technology solves the problem of information overload.information overload.

7. Informal communication is free and effective.7. Informal communication is free and effective.

8. Dialogue and discussion are balanced.8. Dialogue and discussion are balanced.

9. Communication leads to learning. 9. Communication leads to learning.

IImproving & Fosteringmproving & Fostering COMMUNICATIONCOMMUNICATION

LLearning should beearning should be part of the vision part of the vision && strategy of strategy of your companyyour company. As a result, this can. As a result, this can also help your also help your CU/ACU/Academy cademy significantlysignificantly..

The vision The vision && strategy of strategy of your companyyour company should should be used as the guiding principle in structuring be used as the guiding principle in structuring the learning the learning in your CU/Ain your CU/Academy. cademy.

Employees’ Employees’ Personal VisionsPersonal Visions Shared Shared VisionVision Strategy Strategy

Learning to LearnLearning to Learn

IImproving & Fostering mproving & Fostering VVision & ision & SStrategytrategy

Leadership and management in Leadership and management in your companyyour company should support should support thethe foundation foundation and/or the operations and/or the operations of of the CU/Athe CU/Academy. cademy.

Management based on Learning from experience:Management based on Learning from experience:   OpennessOpenness   Systematic ThinkingSystematic Thinking   Creativity Creativity    Sense of EfficacySense of Efficacy   Empathy Empathy

LeadershipLeadership - Three types of Leaders - Three types of Leaders   Local Line Leaders Local Line Leaders    Executive LeadersExecutive Leaders   Internal Networkers Internal Networkers   

IImproving & Fostering mproving & Fostering LLeadership & eadership & MManagementanagement

1. 1. Tool for defining Tool for defining llearning needs earning needs

2. Eclectic Approach (360 degrees)2. Eclectic Approach (360 degrees)- supervisor’- supervisor’s s appraisalappraisal- assessment o- assessment of f team members team members - evaluation done by customers- evaluation done by customers- self-appraisal- self-appraisal- assessing supervisors - assessing supervisors

3. Criteria of performance3. Criteria of performance appraisal appraisal - - systems thinkingsystems thinking- - personal masterypersonal mastery- - commitment tocommitment to learning andlearning and personal developmentpersonal development- - willingness to takewillingness to take risks, change andrisks, change and improveimprove- - participation inparticipation in organizationalorganizational dialogues anddialogues and

discussionsdiscussions- - learning fromlearning from mistakesmistakes- contribution to the- contribution to the learning of otherlearning of other employees and the employees and the

organization as aorganization as a wholewhole

IImproving & Fostering mproving & Fostering PPerformance erformance MManagementanagement