Organization and its development is a continuous process where the learning has to be consistent and effective in order to perform on par with the changing environment of the industry. In such case it will not be enough if only a particular group of individuals within the organization learn new skills. To accomplish an overall development and progress every department of the organization needs to learn and update itself in its own way for a collective achievement of desired goals.
A company that uses organizational learning looks at every problem as an opportunity to identify root causes and develop counter measures and this in turn results in a fortified strategic development and a collective progressive accomplishment. The far-reaching type of organizational learning is undoubtedly the learning which is carried out within the organization, which is the most common method of learning strategy especially in large business houses which have business at multiple locations. This type of learning basically advocates learning in a group especially with the management led learning process.
This methodology emphasises more on a strategy that offers competitive advantage achieved by retaining the elementary and essentially unique knowledge and success formulas of the company while at the same time making sure that the company preferred mandatory operational practices are met. Organizational learning can be achieved and promoted by constantly seeking to discover innovative awareness about the trade, clients and necessarily the environs.
Although this can to some extent be achieved by surveys, analysis, positive interaction with colleagues, sometimes it becomes very necessary to study and learn the advanced concepts through a qualified and experienced trainers. These trainers or institutions often referred to as management a consulting centre, which focuses on the systematic teaching and imparting knowledge that is most essential to the learners so that the awareness they acquire can be fully utilised by the organization for the overall development and progress in a positive way.
EMG Pte Ltd is one such organization that helps organizations to groom their work force by updating and making them familiar with concepts like strategy development, culture building, and bringing about the required change in management.
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The super popular Kubler-Ross model was used to explain the grieving process and later became adopted as a change model.
Kubler-Ross developed this model after observing the emotional transition of terminally ill patients, from shock, denial, anger, depression, acceptance and integration.
Step 5 is about enabling action by removing barriers and friction – anticipating and working on these obstacles will enable change success.Moreover, the language we use in organisational change management tends to be about managing negative incidents.
A key focus we have is about anticipating and managing employee and stakeholder resistance.
restructuring, outsourcing, and system replacement.
However, there is opportunity for us to adopt a more positive approach to inspire change, versus aiming to manage the negative aspects of change.When I was working a psychologist I remember meeting Martin Seligman when he was visiting Sydney, Australia.
