Leading workers in learning organizations is different than leading workers in traditional organizations. Learning organizations require leaders at all levels — workers who can direct the organization through significant changes. This means we all need to be open to change and gaining new skills.
But what does it take to lead knowledge workers? “We must learn to lead in new ways to capture the fullness of a learning organization,” says Peter Senge, author of The Fifth Discipline. Not all companies will ever become true learning organizations, but over time, many will become partial learning organizations.
What Is a Learning Organization?
This is a difficult concept to grasp, but it’s one that’s changing how many organizations relate to employees and customers, making them more competitive and ready for new challenges. At a learning organization, employees at all levels are collectively gaining, learning, growing and systemically sharing their new capacities. It is an organization that is continuously evolving and becoming better, faster and more intelligent. In his book, Senge says, “A learning organization is continuously expanding its capacity to create its future.”
Senge definesfive disciplines that work together to create a holistic environment in which everyone thrives. They are:
1. Systems thinking
2. Personal mastery
3. Mental models
4. Shared vision
5. Team learning
Senge identifies distinct leaders who can make change happen and also says, “Leading in a learning organization requires new and different skills.”
Requirements for Executive Leaders
“Executive leaders in learning organizations are designers, teachers and stewards,” Senge says. CEOs and other executive leaders will be required to design effective systems, teach and share new concepts continuously throughout the organization. They will need to:
- Embrace the vision and share it as it evolves.
- Lead by example.
- Build a sense of community within the organization.
- Create a low-threat, high-challenge environment.
- Provide a constantly healthy, sustainable and nourishing atmosphere.
Requirements for Middle Managers
Middle managers will need to develop specific leadership skills for operating the learning organization and allowing changes to occur. Let’s face it, not much will happen in any organization without the buy-in of middle managers, who spend most of their time making sure things get done. These individuals will need to:
Endorse the tests that must occur before a change in a process is implemented.
Create an open atmosphere for employees to speak freely.
Provide continuous feedback to subordinates and the boss.
Listen very carefully to what employees are saying.
When up against resistance to change, ask why.
Model flexibility.
Know employees and recognize who typically resists change.
Empower employees to make suggestions and decisions that impact the process and potentially the customer.
Requirements for Internal Networkers
Internal networkers are your individual contributors who champion change. These are the individuals who can successfully sell the rest of the employees on an idea. Getting these individuals on board will make change faster and easier. These individuals can easily move through the organization, and they need to:
Use their individual personal power to sell other employees on the change.
Find out who else can help and is open to the change.
Employ their mobility within the organization to link together the individuals focused on making the change happen.
Requirements for All Employees
Every other employee in the organization needs to think and act like a leader. Some of the things they must do include:
Seeking opportunities for continuous learning and professional growth.
Thinking positively about the change and sharing positive comments.
Avoiding negative input from other employees.
Questioning resisters and their motives.
Looking for continuous improvement methods.
Developing leadership skills and modeling them to others.
Being flexible.
Being a good team player.
Building networks and a sense of community
Forging Ahead
Leading in a learning organization is challenging and exciting for every employee. As the concept of learning takes hold, more and more companies and employees will flourish. Build your leadership abilities and help others build theirs as business drives us into this new concept for working.
