Learning Again as an Adult – Innovation in the Organization – An Introduction

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Learning Again as an Adult – Innovation in the Organization – An Introduction

Developing innovation in an organization is the new black. Creating a learning organization is the pre-requisite to a creative productive team.

How do we learn?

We learn from formal inquiry (structured classes and lectures) as well as from our peers in informal situations. Learning can take place on different levels of consciousness, from deep subconscious to great self-awareness and can be shown in how we:

  • Make implicit connections with memories in our past and develop expectations for the future
  • Reflect on or note something different in our environment through observation and perhaps see options looking forward
  • Examine past actions and communications, engage actively with the problem and plan for self-development with opportunities in mind

These three growing levels of awareness exist in all of us. Self-efficacy and empowerment come from developing greater self-awareness so that one can decide how they learn rather than react to learning. It is important to be clear of one’s intention both with the learning and the learner to nurture competence and talent.

Using a structured approach to frame the training allows for management and comprehensive coverage for meeting the needs of the learners. Custom adaptation occurs as instructional design characteristics meet particular needs of the workplace and people receiving the learning. 

Steps to Consider

  • Assessing the team who will be participating for current level of comprehension.
  • Designing the materials that communicate well to the learners.
  • Transfer learning through facilitation and an environment of innovation.
  • Create self-learners and independence of workflow utilizing new knowledge.
  • Check outcomes goals and learner feedback against self and team objectives.

Learning is a complex activity and includes many ways of transforming skills, knowledge and attitudes. Coaching is useful when a single learner has patterns of thinking and behaviour that no longer suits the needs of the present. A coach can support clients to change their mental models by shifting prior thinking, respecting past experience, and integrate new meaning-making structures1.

More in the PDF!

Adult Organizational Learning for Innovation

 

About the Author:

Christopher Caldwell is an author and educator in organizational sustainability, leadership and change.

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