Learning Organisation - main theme adapted from Peter Senge's 5th Discipline. Conveys what a LO is, it's characteristics, 5 drivers required to build, impact of culture and inhibitors to LO.

1. LEARNING ORGANIZATION

2. We know ... that the initiation of such learning rests not upon the teaching skills of the leader, not upon his scholarly knowledge of the field, not upon his curricular planning, not upon his use of audio-visual aids, not upon the programmed learning he utilizes, not upon his lectures and presentations, not upon an abundance of books, although each of these might at one time or another be utilized as an important resource. No, the facilitation of significant learning rests upon certain attitudinal qualities which exist in the personal relationship between the facilitator and the learner - Carl Rogers ( Freedom to Learn, 1969)

3. What is a Learning Organisation

8. Characteristics of a LO and Best Practices

9. Long-term improvement or change; decreased organizational conflict; continuous learning among group members; Revolutionary over evolutionary change 1.Practicing self mastery 2.Possessing consistent mental models 3.Possessing a shared vision 4.Emphasis on team learning Ability to see interrelationships rather than linear cause-effect; to think in context and appreciate the consequences of actions on other parts of the system Systems thinking - group Group self-awareness; heightened collective learning; learning "up and down" the hierarchy; greater cohesiveness; enhanced creativity 1.Participative openness 2.Consensus building 3.Top-down and bottom-up communication flows; 4.Support over blame; 5.Creative thinking Ability of group of individuals to suspend assumptions about each other and engage in "dialogue" and discussion Team learning Commitment over compliance, faster change, greater within group trust; less time spent on aligning interests; more effective communication flows 1.Participative openness 2.Trust 3.Empathy towards others 4.Habit of dissemination 5.Emphasis on cooperation 6.A common language Ability of a group of individuals to hold a shared picture of a mutually desirable future Shared vision - group Less use of defensive routines in work; less reflexivity that leads to dysfunctional patterns of behavior; less avoidance of difficult situations 1.Time for learning 2.Reflective openness 3.Habit of inquiry 4.Forgiveness of oneself 5.Flexibility/adaptability Ability to compare reality or personal vision with perceptions; reconciling both into a coherent understanding Mental models - individual Greater commitment to the organization and work; less rationalization of negative events; ability to face limitations and areas for improvement; ability to deal with change 1.Positive reinforcement from role models/managers 2.Sharing experiences 3.More interaction time between supervisory levels 4.Emphasis on feedback 5.Balance work/non-work life Ability to honestly and openly see reality as it exists; to clarify one's personal vision Self mastery- individual Positive Byproducts Associated Best Practices Definition Characteristic

10. Building a LO

16. Strategies for Becoming a LO

27. Develop a Learning Culture

31. Barriers to LO

33. Conclusion There’s nothing more powerful you can do to encourage others in their quest for personal mastery than to be serious in your own quest. (Peter Senge)