Broad Shifts in Organisational Learning

I keep revisiting these ‘broad shifts’ in Organisational Learning, partly in response to my thinking evolving, but largely in search of simplicity. At the most elemental level, what is actually different?

This sketch captures three aspects: a move away from STRUCTURE for everyone towards ADAPTIVE content, a shift away from FORMALISED methodologies and ownership to highly CONTEXTUALISED and divergent ones, and a move from LEGACY structures of work and collaboration towards more EMERGENT ones, emergent according to known needs, or prediction.

All of these shifts are powered, or inhibited, by similar factors: emergent technology with a concomitant shift to diverse ecosystems and distributed structure, ability to conceive the trends, constraints of the ‘now’, choice paralysis, location of safety in legacy, and risk of change, to name but a few.

Also true to all of these it that it is less a case of ‘either – or’, or ‘old – new’, so much as ‘both – and’, but with an emphasis on the ability to navigate the often very real tension between the two.

Structure and the ‘known knowns’ keep us safe, but by doing so they kill us as well.

About julianstodd

Author, Artist, Researcher, and Founder of Sea Salt Learning. My work explores the context of the Social Age and the intersection of formal and social systems.
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1 Response to Broad Shifts in Organisational Learning

  1. Pingback: Broad Shifts in Organisational Learning – #3 Through The Cracks | Julian Stodd's Learning Blog

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