Learning Theories
This article presents a different perspective on learning organizations, more focused on the individual and how the organization best serves them. How can an organization avoid "losing out on its learning abilities when members of the organization leave"? What are the six factors related to time? These relate not only to constraints on learning but also to operational and project activities of organizations writ large. Keep these in mind whenever you plan a new project or for your current projects or operational support roles, and make sure they are considerations for defining your scope. Managing up is something analysts do all the time. This happens when you work with your managers to refine requirements, develop your TOR, and define your scope. It is also a key skill for ensuring your analytic findings find a receptive audience, despite expected results. Have any of these tips helped you to effectively "manage up" in the past? How could you apply some of them in the future to communicate more effectively with your decision-makers?
The board of directors as an influence in organizational learning
Another area of influence is the Board of Directors. Tainio, Lilja, and Santalainen suggest, "Boards represent the interests of the firm's shareholders...they have the power to hire, fire, and compensate senior executives and to provide high level counsel.; By performing these tasks, boards can facilitate or limit organizational learning". The insurgence of shareholders involvement is due largely to the mismanagement of many high profile companies in the 1990s, according to Tainio et al. This insurgence in board activity and influence on organizations has prompted significant changes in organizational learning. In turn, the situation has redefined the role of boards in many organizations. Tainio et al. suggest, "There is actually a fine line between managing a company and contributing ideas for managing a company". Boards who have become more active do not manage the nitty-gritty of daily operation, they press organizations to maintain high standards, closely watch goals and planning, and take a more active role in management succession.