As a leader, creating and sustaining a learning organization means creating a culture where learning is valued and people feel that they can make errors, and learn from them. A learning organization has to be flexible, adaptive, and productive in times of change.
Continual Learning: Accesses and recognizes own strengths and weaknesses; Pursues self development.
- Values Learning and takes initiative to build knowledge and skills
- Reflective and learns from mistakes
- Assesses gaps in knowledge and skill in self and others
- Understands the value of knowledge sharing
- Demonstrates knowledge of learning styles and can use this knowledge to strategize ways to close learning gaps
- Understands use and value of an Individual Development Plan
- Coach and Mentor others
- Understands knowledge management and applies to self and others
- Manages expenditures for training as an investment to maximize value of human capital
- Creates an environment that facilitates knowledge sharing, learning, and networking
- Strategically applies learning opportunities to meet current and future needs
Developing Others: Develops ability of others to perform and contribute to the organization by providing ongoing feedback and by providing opportunities to learn through formal and informal methods.
- Establish, implement, and evaluate strategic development plans to include classroom and non-classroom based learning opportunities that enhance capacity of employees to meet changing demands of an ill-defined future.
- Support a “learning organization” culture which supports risk-free exchange of ideas and broadly promotes learning.
- Coach others using effective goal defining, feedback, and follow-through approaches to build others confidence, commitment, skills, and knowledge
- Mentor new and younger employees to support inculturation, career growth, networking, political savvy, and external awareness; Enlighten and inspire.