subject: Learning Organizational Concepts: Create Flexibility and Foster Creativity for Sustained Organizational Efficiency [print this page] Learning Organizational Concepts: Create Flexibility and Foster Creativity for Sustained Organizational Efficiency
A multitude of different organizational strategies have been successful for decades, however they are quickly becoming obsolete in our extremely competitive "global" economy. Many organizations, providing goods/services, are being lead by the "Y Generation", who expect and require instant gratification of their wants and needs. What changes do organizations need to make, in order to respond to the ever increasing need for organizational effectiveness?
For years, organizations have been structured, based on traditional organizational concepts, strict chains of command, narrow spans of control, and centralized decision making. These strategies have resulted in structures that foster job specialization and segregation of all of the functional disciplines within the organization, resulting in artificial walls and competitiveness among the functional areas within the organization. Often, members within the organization seek personal gain/gratification, rather than using their skills, experience, and tacit knowledge for the benefit of the systemic organization. Based on new demands, organizations must continually reevaluate and develop new organizational strategies to remain competitive. A possible solution might be implementing organizational concepts known as the "Learning Organization".
What are some of the key ingredients of this type of organization?
An important consideration is for an organization to develop creativity and flexibility, so it can react quickly and effectively. Organizations must be able to recognize the critical systemic changes; such as empowerment of the workforce that are necessary for an organization to remain a viable/competitive entity. By empowering workers you enable them to respond quickly to customer needs, but also increase their level of job satisfaction, resulting in greater organizational commitment.
Learning concepts also require organizations to foster improvement in interpersonal relationships, among members throughout the organization. By doing so, it encourages increased communications across departmental and functional boundaries, without the members fearing criticism and reprisals. These improved relationships, result in an increased feeling of safety, ultimately helping people to work more collaboratively.
If all members of the organization are encouraged to be concerned about each other's feelings and to not allow, hard feelings to fester, the result is quite impressive in creating a better working environment for everyone. This sensitivity of how people are feeling and taking responsibility for ones actions will pay tremendous dividends to the systemic organization.
Cultivating organizational knowledge through "creativity" is vital in maintaining a competitive edge. Therefore, the organization must focus on fostering "knowledge transfer", since expertise and tacit knowledge are what differentiates an organization from all others.
Why implement Learning Organizational concepts?
In today's dynamic environment, organizations with bureaucratic structures cannot keep pace with their competition. Many organizations still have narrow spans of control, which create many hierarchical layers within the organization. Management philosophies tend to remain very conservative, thereby encouraging "micromanagement" styles, as well as very centralized decision making environments. These philosophies often result in stagnant thinking and doing "more of the same", since management is obviously satisfied with the status quo.
By creating a learning environment, people are encouraged to think "outside the box" and to make suggestions that will improve the way things are currently being accomplished. How many times in a traditional environment has a tremendous opportunity or idea been lost, because the person was afraid to share their idea? To eliminate this in the future, it is essential to establish a risk free environment, where members are encouraged to make creative suggestions that will result in quantum improvements for any organization.
Another key concept of a Learning Organization is being "responsible". Everyone needs to take responsibility for the outcome of their actions. Unless you are aware of this concept, it is difficult to appreciate how often people are not willing to be held accountable for their actions and automatically blame their failures on someone else. By taking responsibility, you display what is called "self leadership", meaning you are in control of your feelings, enabling you to control your own destiny and in the process you become a mentor and a role model for others to follow.
In order for learning concepts to work within an organization, all judgmental thoughts must be eliminated. There must be a comfort level that allows the participants to be able to voice their opinions and ideas. By creating safety, the level of creativity will increase exponentially.
Key cautions when implementing organizational concepts.
Be sure that top management is on board and supportive of the anticipated changes. Any dissention displayed by management can cause the implementation to fail. Remember, management has to "walk the talk", if the changes are to be successful.
If out consultants will be assisting with the implementation, be sure that they are qualified and that they have the trust and respect of the overall organization. Remember trust and respect is not granted, it is earned.
Be prepared for a lot of "organizational discomfort". Any change that disrupts the organizational "status quo" can be disruptive and difficult to implement. Proper communication with the overall organization is essential, since their buy in is critical to successful change. If they are not part of the success, they may very well be instrumental in seeing that the implementation is a failure.
The benefits of eliminating bureaucratic rigidity and fostering a dynamic/empowered organization can really reinvigorate an organization's overall performance. The benefits of implementing the necessary changes generally far outweigh the risks. However, the implementation plan must have definite goals and a formal deadline for completion. When utilizing external consultants as change agents, be sure they don't become a long term crutch. If the consultants are involved too long, the organization's "managerial authority" will be diluted and many members will not know who is truly leading the organization. It is important to remember that the non-management staff within any organization is very astute as to what is going on, which makes their ideas, input, and support of the changes essential for success.
