Developed by Alaa Garad and Jeff Gold the Learning Driven-Organization model answers to the most difficult questions about performance improvement, excellence, resilience and sustainability; the Learning-Driven Organisation Model [LDO] comprises of three subsystems and covers all the three levels of learning: Individual, Team and Organisation-wide. The model caters for 8 stakeholders, offers more than 46 advantages to organisations and their stakeholders and it is informed by evidence from research and builds on a review of an enormous number of documents, records, manuals, emails, and guidelines (over 3,000 artefacts).

1. THE LEARNING-DRIVEN
ORGANISATION: AN
ECOSYSTEM FOR
ORGANISATIONAL LEARNING
Dr. Alaa Garad & Professor Jeff Gold
Introducing The Learning-Driven Organisation Model
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2. PUBLICATIONS ABOUT THE LDO MODEL
 Garad, A. and Gold, J. (2019), "The learning-driven organization: toward an
integrative model for organizational learning", Industrial and Commercial Training,
Vol. 51 No. 6, pp. 329-341. https://doi.org/10.1108/ICT-10-2018-0090
 Garad, A. and Gold, J. (2018), Towards an Integrative Model for
Organisational Learning, Organisational Learning, Knowledge and
Capability Conference, Liverpool University (OLKC2018-paper 209)
 Garad, A. and Gold, J. (2018), The Learning-Driven Organisation: Towards an
Ecosystem for Organisational Learning, Organisational Learning, Knowledge
and Capability Conference, Liverpool University (OLKC2018-paper 164)
Introducing The Learning-Driven Organisation Model
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3. Professor Jeff Gold
P r o f e s s o r o f O r g a n i z a t i o n a l
L e a r n i n g a t Y o r k S t J o h n
U n i v e r s i t y a n d L e e d s B e c k e t t
U n i v e r s i t y
Dr. Alaa Garad
C o u r s e L e a d e r , a n d S e n i o r
L e c t u r e r o f S t r a t e g i c Q u a l i t y
M a n a g e m e n t a t P o r t s m o u t h
B u s i n e s s S c h o o l
AUTHORS
Introducing The Learning-Driven Organisation Model
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4. Ecosystem
A biological community of
interacting organisms and their
physical environment*.
Organisations are ecosystems
that have its own interacting
dynamics
Community
Interaction
Interaction with their physical and
virtual/digital environment
Learning is crucial to facilitate this
ecosystem and helps it to sustain
and grow.
Environment
Growth
© 2018 Garad & Gold

5. How to measure
organisational learning?
HOW
What makes an organisation a
learning-driven organisation?
WHAT
Why and how the learning
ecosystem works organisation-wide?
WHY
To answer 3 key questions about organizational learning:
Aim of the LDO Model:
© 2018 Garad & Gold

6. Why There is a need for an OL Model (1)
FRAMEWORK
LEARNING
INTERACTION
Every day, people in organisations face
problems of various degrees of
complication at all levels.
Learning can help people in
organisation to interact, improve
engagement and gives a platform
for performance improvement.
Without learning,
organisations cannot solve
the big problems and
cannot sustain.
© 2018 Garad & Gold

7. Learning is key to solving development
challenges, and to meeting the World
Bank Group’s twin goals of ending
poverty and Building Shared Prosperity
- World Bank Group, (2017)
A NEED FOR AN OL MODEL (2)
www.ldomodel.orgIntroducing The Learning-Driven Organisation Model
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8. A NEED FOR AN OL MODEL (3)
Unless mankind learns fast, and set its
direction, the humankind will lose its
humanity and intelligence will prevails
over consciousness.
- Harari (2016)
Introducing The Learning-Driven Organisation Model
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9. Literature Review
Frame of
reference
In-Depth
AnalysisData
Gathering
LDO
development
Testing LDO
Research
How LDO was Developed
© 2018 Garad & Gold

10. The LDO Model has been informed by:
44 one-to-one
interviews with
executives,
managers and
employees from
several cultures and
backgrounds.
37 employees
and supervisors
through 10 focus
groups
Enormous
number of
documents,
records,
manuals, emails,
and guidelines
Comprehensive
review by 32
professors,
executives,
consultants and
subject matters
experts
Continuous
reflection over
16 years and still
going
Over 800 hours
of direct
observation and
interaction.
© 2018 Garad & GoldIntroducing The Learning-Driven Organisation Model
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11. DEFINITION OF ORGANIZATIONAL LEARNING
Introducing The Learning-Driven Organisation Model
“The process of modifying
organisational behavior through the
use of different processes, practices,
methods and activities in drawing
lessons learned from within and
outside the organisation for the
purpose of systematically improving
performance and transforming into
a learning-driven organisation”.
- Garad & Gold (2018)
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12. Learning is the most
effective and
sustainable approach in
helping organisations
reaching their strategic
objectives.
Although learning could
be serendipitous
sometimes, however
those are one-off cases
where organisations
cannot rely on co-
incidence as they do not
know when it will occur.
OL has to be structured
therefore and
embedded into the
organization's
ecosystem; in fact it
should be an
ecosystem in itself
LDO Model is not meant to
‘straightjacket’ the
practice of learning
neither it is meant to be a
prescriptive model; it is
meant to be an open
source of guidelines and
building blocks of what
works at the time of
publishing.
LDO is an integrative
ecosystem that
considers the
organisation's culture as
‘software’ and the
organisation typology
and dynamics as
‘hardware’.
ASSUMPTIONS OF THE LDO MODEL
© 2018 Garad & Gold
Introducing The Learning-Driven Organisation Model
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13. Customers
Senior Management
Research Community
Society
Shareholders
Partner
Employees
Regulators
The LDO Model Stakeholders
© 2018 Garad & Gold

14. The LDO model Subsystems
OL Mechanisms
OL Culture
OL
Outcomes
© 2018 Garad & Gold

15. Organisational Learning
Culture - OLC (Why)
Subsystem 1:
Organisational Learning
Outcomes - OLO (What)
Subsystem 3:
Organisational Learning
Mechanisms - OLM
(How)
Subsystem 2:
The Rationale
of The Model
© 2018 Garad & Gold
Introducing The Learning-Driven Organisation Model
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16. THE LDO PYRAMID:
Introducing The Learning-Driven Organisation Model
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What
How
WHY

17. EXAMPLES OF OL MECHANISMS
(HOW)
Introducing The Learning-Driven Organisation Model
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Organization-Wide
Learning
•- Benchmarking
•- Feedback Loops
•- Self-Assessment
•- Quality Awards
•- Suggestion
Schemes
•- Organisational
Dialogue
•- Mystery Shopping
•- Audits
Team Learning
• After Action
Review
• Problem-Solving
teams
• Action Learning
Sets (Quality
Circles)
Individual
Learning
•Reflection
•Coaching
•Mentoring
•Cross Training
© 2018 Garad & Gold

18. OL CULTURE (SUBSYSTEM 1)
Introducing The Learning-Driven Organisation Model
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1.1
1.2
1.3
1.4
Leaders establish and nurture
learning culture organisation-wide.
Leaders are role model for
learning
Trust is organisation wide
Transparency and openness for
learning is in place
1.5
1.6
1.7
1.8
Continuous improvement is
embedded
People are engaged at all levels
Teamwork is encouraged and
rewarded organisation wide
Autonomy and empowerment in
decision making process

19. OL MECHANISMS (SUBSYSTEM 2) – POLICY LEARNING
Introducing The Learning-Driven Organisation Model
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There are various channels where the
organisation can listen to its customers,
partners and other stakeholders.
2.1
Feedback from all stakeholders is
considered and acted upon
2.2
Learning from others is encouraged, and
supported organisation-wide2.3
The organisation participates in knowledge
acquisition and dissemination activities outside
the organisation, nationally and internationally
2.4

20. OL MECHANISMS (SUBSYSTEM 2) – STRATEGIC LEARNING
Introducing The Learning-Driven Organisation Model
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2.5
2.6
2.8
Organisation strategy sets a direction for
learning and responds to the consequences
Budget for organisational learning is secured
and responsibility allocated.
2.7
2.10
2.11
Learning is articulated, shared,
understood and implemented.
Ongoing processes exist to consider critically the
meaning of learning.
2.9
Learning needs are identified, acted upon and
outcome is measured for individuals, teams, and
organisation wide.
Learning outcomes are publicly
acknowledged and published on a regular
basis
Suggestions can flow into and within the
organisation e.g. idea management systems, and
internal blogs.

21. OL MECHANISMS (SUBSYSTEM 2) – OPERATIONAL LEARNING
Introducing The Learning-Driven Organisation Model
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2.12
2.13
2.14
2.15
The organisation is engaged in learning
activities that extends their previous
boundaries
Individuals and team are recognised for
learning.
2.17
2.18
2.19
Appropriate mechanisms such as coaching and
mentoring are employed to engage and involve
at all organisational levels.
Lessons learnt are documented, classified,
communicated and utilised organisation wide.
2.16
2.20
There are various types of activities to help
people understand how they learn.
People at all levels have fair access to
information appropriate to their
needs.
People have fair access to support at
all levels.
People are encouraged and supported to acquire
further academic education and qualifications
where applicable.
Appropriate technology is employed to
support and facilitate learning.

22. OL RESULTS (SUBSYSTEM 3)
Introducing The Learning-Driven Organisation Model
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3.1
3.2
3.3
3.4
Learning is measured throughout
the organisation
People are aware how learning benefits
them at their individual role and at the
organisation level
Strategic and operational decisions are informed by
learning outcomes and organisation’s leaders
are able to give specific examples of strategic
adaption.
Learning enables the organisation to innovate
and develop or improve products and
services.
3.5
3.6
3.7
Learning helps the organisation to
achieve its strategic objectives
Learning enables the organisation to
predict and shape its future.
Employed learning mechanism are
reviewed so that the organisation is fully
aware of what works and what does not.

23. 46+ Expected
Outcomes
35 Leading
Practices
16+ Years of
Work
800+ hours of
Observation
3 Sub-Systems
32+ Reviews
LDO Model in Numbers
© 2018 Garad & Gold

24. NEXT STEPS
 Take a free self-assessment
 This complimentary assessment will result in a dashboard that
depicts the state of organisational learning in your
organisations based on responses to the questions (it should
take less than 5 minutes)
 Alternatively, contact us for more details:
 Hello@LDOmodel.org
 www.LDOmodel.org
Introducing The Learning-Driven Organisation Model
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