Can departments act purposefully as learning systems? The ENT case…
Can departments act purposefully as learning systems? The ENT case
Who needs to know about this project?
orchestrators/facilitators of change
people in other departments that interact with them
to learn similarly
agree operating principles
(role of ethics)
shared values (identity)
distinguish voice and influence on change
respect people and their ideas
should we be getting feedback/input from somebody else?
(stakeholder identification and management)
assume positive intent in people
use of feedback and learning to adapt the plans
consideration towards people whose ideas are not used
assess whether an idea is suitable for the organisation
assess whether it is the right time for an idea
evaluation process criteria
use of resources to achieve best performance
use of skills > learning
service level agreement-SLA
mid-year/end of year appraisals against goals
adoption/use of learning resources
define/agree time frame
approach- (possible actions for systemic desireable and culturally feasible change)
role of the organisation's
apprenticeship? / internship
un-conferences (peer-to-peer exchange)
career group workshops
encourage feedback culture
training to fill knowledge and "teachable" gaps
purpose of inquiry
can the system take ownership of its own learning needs?
can managers adopt the use of coaching interactions when necessary?
can there be clear assessment processes?
can individual growth/satisfaction be improved?
can performance be increased?
Situation- matters at issue
WHAT IS THE FUTURE OF THE DEPARTMENT?
informal roles- (knowledge brokering)
the department as a system (boundaries)
skills & knowledge needed for work
official job roles