The learning organization
Systems thinking means seeing the business as interconnected parts and identifying leverage points for change.
Factors with the greatest added value
A culture in the case of a learning organization helps people in the company to take responsibility for their own learning, to cultivate curiosity and openness and an appetite for continuous learning and improvement.
Growth company culture
The right choice of individual and team learning tools that match the maturity and culture of the company helps to achieve success and the joy of learning.
Effective learning processes and tools
In the context of the state of the world, where change is the new normal, the importance of continuous learning and adaptation comes to the fore as key factors for long-term success.
Peter Senge: "Today, the only possible competitive advantage a company can gain is the ability to learn faster than the competition ."
Let's go into more detail
Customer value: Solving the business questions of what differential value we give customers today and what we want to give them in the future.
Financial performance: How do we ensure that we deliver value to customers in a sustainable way in terms of productivity and profitability?
Factors with the greatest influence: What, if we change it in the company, will bring the most extra value to the customer while maintaining financial performance?
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Organizational factors with the greatest added value
Mission and Values: How are we useful to customers and the world, and by what tribal rules do we want to operate?
Priorities in decision-making and people: In difficult dilemmas about people, when there is no clear choice, which perspective will we prioritize over something else?
Rituals: How do we support and celebrate role models within the company and examples of good practice?
Feedback and psychological safety: How do we get information that illuminates our blind spots and helps us be open with ourselves and not get hurt in the process?
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Growth company culture
New information: We absorb information from the outside (and from the inside), we look beyond traditional boundaries - in the field and outside, we look for what is important that we do not know.
New understanding: We give meaning to information, look at known data from a new perspective, see relationships and trends, discover new solutions to known problems.
New habits: We improve, change the "way of doing things", share successful practices and spread them across the team and the company.
New value: We change and innovate to increase customer value and financial performance, bring innovations to market and evaluate their true benefits.
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Efektivní procesy a nástroje učení se
She cooperated with us
Zita Vačkařová,
EON
HR Business Partner
We worked with humancraft on a project to change the corporate culture. It was a year-long project that was divided into several phases. The goal was to change the mindset of managers of the first management level and the company's top management, to focus on managing changes in the company both on a technical and emotional level, and to strengthen leadership. The cooperation was professional and at a high level, I appreciate the ability to immediately react to changes in the project, the ability to improvise or manage difficult situations when working in groups. Furthermore, the will to move the project forward, even though it was not always easy, to get feedback on my work, even after a while. They approached the project with enthusiasm, came up with suggestions and variants of solutions and, last but not least, excellent preparation.
She cooperated with us
Zita Vačkařová,
EON
HR Business Partner
We worked with humancraft on a project to change the corporate culture. It was a year-long project that was divided into several phases. The goal was to change the mindset of managers of the first management level and the company's top management, to focus on managing changes in the company both on a technical and emotional level, and to strengthen leadership. The cooperation was professional and at a high level, I appreciate the ability to immediately react to changes in the project, the ability to improvise or manage difficult situations when working in groups. Furthermore, the will to move the project forward, even though it was not always easy, to get feedback on my work, even after a while. They approached the project with enthusiasm, came up with suggestions and variants of solutions and, last but not least, excellent preparation.
Why is the learning organization important?
A learning organization offers organizations the ability to continuously adapt and improve, which is key to long-term success. Senge argues that the only lasting competitive advantage is an organization's ability to learn faster than the competition.
By adopting the five disciplines of learning organizations (systems thinking, personal mastery, mental models, shared vision, and team learning), organizations can create an environment that fosters innovation, collaboration, and continuous growth.
Contact us
If you would like to find out more about how we can help your organization become a learning organization and increase the value HR brings to your business, please do not hesitate to contact us. We will help you implement effective processes and learning tools that will lead to the achievement of your strategic goals.