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Let Our People Learn by Andreas von der Heydt

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In the current, rapid changing times of volatility and uncertainty, many organizations are just striving to survive and remain competitive. In order to grow and perform in the long-term, however, enterprises need to adapt and update their knowledge to keep capabilities of innovation. In this respect, Organizational Learning has been regarded as one of the central strategic means of archiving long-term organizational success.

Published in: Leadership & Management

Let Our People Learn by Andreas von der Heydt

  1. 1. Let Our People Learn and Innovate! By Andreas von der Heydt
  2. 2. Andreas von der Heydt Senior Executive, Leadership & Executive Coach, LinkedIn Influencer, Author. In order to grow and perform in the long-term, enterprises need to adapt and update their knowledge to keep capabilities of innovation. Organizational Learning has been regarded as one of the central strategic means of archiving long-term organizational success. I define organizational learning as the process by which the organization develops new knowledge and insights from the common experiences of people in the organization, and with the potential to influence behaviors and improve the organization’s capabilities. © Andreas von der Heydt - Let Our People Learn and Innovate!
  3. 3. Organizational Learning fosters a Culture of Innovation Research shows that Organizational Learning transforms knowledge management into organizational innovation which then leads to a superior organizational performance if well done. Therefore, knowledge is not only an important resource for any organization, but it also serves as a basic source of competitive advantage. The basic assumption is that learning plays a key role in enabling companies to achieve speed and flexibility within the innovation process. Source: Liao & Wu, 2010, Jiménez-Jiménez & Sanz-Valle, 2007 © Andreas von der Heydt - Let Our People Learn and Innovate!
  4. 4. One can conclude that Source: (Weerawardena et al., 2006). The Higher the Learning the Greater the Organizational Innovation. © Andreas von der Heydt - Let Our People Learn and Innovate!
  5. 5. Knowledge Management as Critical Success Factor Knowledge management capabilities consist of three interrelated processes: Knowledge Acquisition Knowledge Conversion Knowledge Application © Andreas von der Heydt - Let Our People Learn and Innovate!
  6. 6. Knowledge acquisition from outside the company depends on the capacity of the firm to absorb new ideas and understand, assimilate & apply the new external knowledge to commercial ends. Knowledge conversion entails the transformation and exploitation of existing knowledge; which requires that employees share information and knowledge. Knowledge application, means that management postulates and lives by a mental model of open-mindedness, experimentation, and the willingness to make mistakes and to fail once in a while; and then to learn from it. © Andreas von der Heydt - Let Our People Learn and Innovate!
  7. 7. How to embrace Organizational Learning – A Roadmap an organization hoping to enhance corporate performance through innovation should improve its organizational learning processes. © Andreas von der Heydt - Let Our People Learn and Innovate!
  8. 8. for example by making employees attend relevant seminars, conferences, fairs etc. regularly, consolidating innovation policies and processes, and fostering the development of new ideas and experimentation within the firm. Organizations should promote the acquisition of new knowledge © Andreas von der Heydt - Let Our People Learn and Innovate!
  9. 9. for example by using formal mechanisms to guarantee the sharing of best practice among different employees and departments, making employees talk to each other, using teamwork, making individuals responsible for collecting, assembling and distributing employee's suggestions internally. Organizations should enhance the knowledge distribution and interpretation within the firm, © Andreas von der Heydt - Let Our People Learn and Innovate!
  10. 10. they should strive at facilitating access to these databases through virtual networks accessible for all relevant stakeholders. Organizations should try to archive critical know-how and knowledge by maintaining and constantly updating comprehensive knowledge databases: © Andreas von der Heydt - Let Our People Learn and Innovate!
  11. 11. Conclusion Employees contribute to learn when they have the knowledge and abilities that the company needs and also have the motivation to learn. Organizational learning could be rooted in extensive employee trainings, adaptive performance management systems, motivational performance appraisal processes, a learning- and performance-based compensation philosophy, authentic employee empowerment, and constant competency development of the whole workforce. Finally, organizational learning and innovation are expensive and risky activities, with positive outcomes on a firm´s performance but also with negative outcomes. To counter-balance and mitigate these risks, any organization is well-adviced in treating its organizational learning initiatives with the highest level of relevance and as a central part of their holistic business strategy and culture. Source: Snell et al. (1996), Simpson et al. (2006) © Andreas von der Heydt - Let Our People Learn and Innovate!
  12. 12. Letting people learn and innovate Promote the acquisition of new knowledge. Knowledge Management as Critical Success Factor How to embrace Organizational Learning – A Roadmap: Enhance knowledge distribution & interpretation. Archive critical knowledge and store knowledge. © Andreas von der Heydt - Let Our People Learn and Innovate! Organizational Learning fosters a Culture of Innovation
  13. 13. USA UK Germany Spain Italy France Japan Canada India USA UK Germany Spain Italy France Japan Canada India Amazon Audible iTunes Ebook Paperback Audio Find more insights and tips on Organizational Learning in my book © Andreas von der Heydt - Let Our People Learn and Innovate!
  14. 14. linkedin.com/in/avonderheydt twitter.com/ConsumGoodsClub slideshare.net/AndreasvonderHeydt facebook.com/ConsumerGoodsClub Let’s stay in touch Andreas von der Heydt Senior Executive, Leadership & Executive Coach, LinkedIn Influencer, Author. © Andreas von der Heydt - Let Our People Learn and Innovate!

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