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European Consortium for the Learning Organisation in coperation with: KPC Groep
Learning Organisation
The next generation
www.eclo.org
in cooperation with:
KPC Group
www.kpcgroep.nl
s Hertogenbosch - The Netherlands - 2009
1
Much care has been taken in the realisation of this edition. However, the authors,
editors and publisher do not accept responsibility for any incomplete or incorrect
information included. We appreciate any suggestions for corrections or improvements.
Learning Organisation
The next generation
Ton Bruining (editor)
Daniel Belet
Rudolph Bolsius
Richard Dealtry
Andrew Haldane
Ole Hinz
Jane McKenzie
ngela Lacerda Nobre
Hlya ztel
Ulrich Schweiker
Christine van Winkelen
European Consortium for the Learning Organisation & the authors
It is allowed to copy parts of this book for own purposes and for work purposes. In any
case the name of the author who was responsible for the parts copied should be
mentioned together with the reference to the source.
European Consortium for the Learning Organisation
www.eclo.org
KPC Group
Kooikersweg, 2
PO Box 482
5201 AL s-Hertogenbosch
The Netherlands
Tel.: +31 (0)736247517
E-mail: info@kpcgroep.nl
Contents
PREFACE................................................................................................................................8
INTRODUCTION...................................................................................................................14
CHAPTER1DEVELOPMENTSINTHEORGANISATIONALLEARNINGMARKETFROMTHE
PERSPECTIVEOFAPIONEER,ENGAGEDOBSERVERANDCOCREATOR.................................34
1.1INTRODUCTION.......................................................................................................................34
1.2DEVELOPMENT:INCREASINGINTEGRATIONOFOLCONCEPTSANDMETHODSINTO
GENERALMANAGEMENT.................................................................................................................36
1.3DEVELOPMENT:REORGANISATIONOFSOCIETY,ECONOMY,ANDCORPORATIONS..................................39
1.4DEVELOPMENT:INCREASINGSPECIALIZATION................................................................................41
1.5DEVELOPMENT:VARIEDEDUCATIONANDQUALIFICATIONREQUIREMENTS........................................43
1.6DEVELOPMENT:REPOSITIONINGOFCLASSICALMANAGEMENTCONSULTING.......................................46
1.7DEVELOPMENT:OUTSOURCINGOFNONCOREFUNCTIONS..............................................................48
1.8DEVELOPMENT:TURBULENCESINOTHERCONSULTINGMARKETSEGMENTS.........................................50
1.9DEVELOPMENT:CHANGESOFROLEUNDERSTANDINGOFENTREPRENEURS,EXECUTIVES,
MANAGERS,CONSULTANTSANDADVISERS.........................................................................................52
1.10DEVELOPMENT:NEWENTREPRENEURSHIPKNOWLEDGEWORK.....................................................55
1.11SUMMARY...........................................................................................................................57
CHAPTER2ORGANISATIONALLEARNINGANDTHEUNSUSTAINABLE
LIGHTNESSOFBEING..........................................................................................................59
2.1INTRODUCTIONTHERELEVANCEOFORGANISATIONALLEARNING...................................................59
2.2THESUBTLENATUREOFORGANISATIONALLEARNING......................................................................63
2.3EXTRADEMANDSONMANAGEMENTANDEXTRAPOSSIBILITIESONOFFER...........................................65
2.4CHARACTERISINGCURRENTORGANISATIONALCONTEXTS.................................................................67
2.5THEKEYCHALLENGESTHATORGANISATIONALLEARNINGRESPONDSTO.............................................69
2.6OLDANDNEWPERSPECTIVESTHATAREBUILTINTOORGANISATIONALLEARNING..................................73
2.7SCHOOLSOFTHOUGHTANDEPISTEMICINFLUENCES.......................................................................83
2.8KEYINSIGHTSFROMTHESOCIALTRADITIONOFORGANISATIONALLEARNING.......................................94
2.9PHILOSOPHICALUNDERPINNINGSOFASOCIALAPPROACH................................................................99
2.10THESEMIOTICLEARNINGMETHODOLOGYANDFRAMEWORK.......................................................103
2.11CONCLUSIONS....................................................................................................................104
CHAPTER3ANEWLEARNINGORIENTEDLEADERSHIPPARADIGMTOFACILITATETHE
DEVELOPMENTOFASECONDGENERATIONLEARNINGORGANISATION.............................119
3.1INTRODUCTION.....................................................................................................................119
3.2THELEADERSHIPCHALLENGEOFTHESECONDGENERATIONL.O..................................................122
3.3OVERCOMINGTHEDIFFICULTIESTOBUILDTHESECONDGENERATIONL.O...................................127
3.4ADOPTINGANEWLEARNINGORIENTEDLEADERSHIPPARADIGM......................................................130
3.5IMPLEMENTINGANEWLEARNINGBASEDLEADERSHIPCULTURE:ACORERESPONSIBILITYOF
THETOPMANAGEMENT................................................................................................................134
3.6CONCLUSION........................................................................................................................137
BIBLIOGRAPHY............................................................................................................................138
CHAPTER4THECORPORATEUNIVERSITYSROLEINMANAGINGANEPOCH
INLEARNINGORGANISATIONINNOVATION.......................................................................140
4.1MANAGERSANDTHEIRWORKINGCONTEXT...............................................................................140
4.2DEFININGANEPOCHALCONTEXT.............................................................................................141
4.3CONSEQUENCESFORMANAGEMENT.........................................................................................144
4.4CONNECTIONSORCHAOS........................................................................................................146
4.5LEARNINGABOUTACHIEVINGKINETICRESONANCE.......................................................................147
4.6THEKINETICORGANISATION...................................................................................................151
4.7SUMMARY...........................................................................................................................152
BIBLIOGRAPHY:REFERENCESANDFURTHERREADING.........................................................................154
CHAPTER5ONBECOMINGANORGANIZATIONALLEARNINGEXPERT.................................156
5.1INTRODUCTION.....................................................................................................................156
5.2MYFAMILYOFORIGIN...........................................................................................................157
5.3SCHOOLANDTEACHERS.........................................................................................................160
5.4PRIVATELIFE........................................................................................................................164
5.5EDUCATION..........................................................................................................................166
5.6PROFESSIONALLIFE................................................................................................................178
5.7PRIVATELIFERECONSIDERED...............................................................................................199
CHAPTER6THEKNOWLEDGEECOSYSTEM;AMODELFORTHESECONDGENERATION
LEARNINGORGANISATION................................................................................................200
6.1INTRODUCTION.....................................................................................................................200
6.2KNOWLEDGE;ASOURCEOFINFINITELYRENEWABLEENERGY........................................................201
6.3THEULTIMATESUPERFUEL....................................................................................................203
6.4BREAKINGTHERULES;THEMADMATHEMATICSOFKNOWLEDGECREATION....................................206
6.5KNOWLEDGEECOLOGYANDORGANISATIONTHEORY...................................................................209
6.6KNOWLEDGEASSETSANDHUMANCAPITALSTRATEGICPLANNINGISSUES......................................213
6.7JUGGLINGWITHDIFFERENTIMPERATIVES...................................................................................217
6.8LIGHTMYFIRE......................................................................................................................221
6.9INTERACTION=IGNITION........................................................................................................224
6.10ADHOCINTERACTIONS........................................................................................................230
6.12CAPACITYBUILDING.............................................................................................................233
6.13MAYBEYOUSHOULDGETOUTMORE;THEBIGWIDEWORLDOFKNOWLEDGESHARING.....................238
6.14CONCLUSION......................................................................................................................241
CHAPTER7EMBRACINGOPPOSITESENRICHINGLEARNINGBYACKNOWLEDGINGAND
RESOLVINGTENSIONSBETWEENAPPARENTLYCONFLICTINGBUSINESSVALUES................247
7.1INTRODUCTION.....................................................................................................................247
7.2THREEKINDSOFCONFLICTINGCHOICES......................................................................................249
7.3THECONSTRAINTSONEMBRACINGOPPOSITES............................................................................255
7.4WHATISCOGNITIVECOMPLEXITY?...........................................................................................261
7.5WHATDIFFERENCEDOESCOGNITIVECOMPLEXITYMAKE?.............................................................263
7.6CANWEDEVELOPCOGNITIVECOMPLEXITY?................................................................................264
7.7AFACILITATEDPROCESSFORDILEMMASRESOLUTION...................................................................268
7.8POTENTIALLIMITATIONSOFTHISAPPROACH...............................................................................278
7.9CONCLUSION........................................................................................................................279
ACKNOWLEDGEMENTS.................................................................................................................280
BIBLIOGRAPHY............................................................................................................................281
CHAPTER8THEDESIGNANDMANAGEMENTOFANORGANISATIONSLIFELONGLEARNING
CURRICULUM....................................................................................................................292
8.1INTRODUCTION:ENGENDERINGWORKINSPIREDLEARNINGPROCESSDESIGNINNOVATIONS.................292
8.2THEENVIRONMENTFORCURRICULUMDESIGNINNOVATION...........................................................293
8.3CANPROCESSINNOVATIONSBEABRIDGETOOFAR?.....................................................................294
8.4PERSPECTIVESONMANAGINGLEARNINGPROCESSINNOVATIONS....................................................295
8.5MANAGEMENTOFCONTEXTUALINFLUENCES..............................................................................299
8.6COMBININGKEYINFLUENCESFORPROCESSOPTIMISATION.............................................................306
8.7DESIGNISTHECOREDYNAMICOFINNOVATION...........................................................................308
BIBLIOGRAPHY:REFERENCESANDFURTHERREADING.........................................................................311
CHAPTER9COLLABORATIVELEADERSHIPANDORGANISATIONALLEARNING:LESSONS
FROMTHEFRENCHRDT(RSEAUDEDIFFUSIONTECHNOLOGIQUE)INITIATIVE..................313
9.1INTRODUCTION.....................................................................................................................313
9.2LEADERSHIPINCOLLABORATIVEPOLICYMAKING..........................................................................314
9.3PARTNERSHIPLEARNINGANDCOLLABORATIVELEADERSHIP............................................................319
9.4CONTEXTANDFOCUSOFTHESTUDY..........................................................................................326
9.5FINDINGS:INFORMALLEADERSHIPORINSTITUTIONALISEDELITEGOVERNANCE?...............................331
9.6CONCLUSIONS......................................................................................................................342
BIBLIOGRAPHY............................................................................................................................345
CHAPTER10DEVELOPINGBRAINWORKINTHEKNOWLEDGEECONOMY...........................350
10.1INTRODUCTION...................................................................................................................350
10.2DUTCHKNOWLEDGEECONOMYFARBEHIND.............................................................................351
10.3KNOWLEDGEPRODUCTIONTHROUGHBRAINWORK....................................................................352
10.4KNOWINGEMPLOYEESINSTEADOFSHELVEDKNOWLEDGE...........................................................353
10.5MANAGINGTHINKINGLABOUR..............................................................................................354
10.6WHOLEBRAINTHINKING.......................................................................................................355
10.7KNOWLEDGEACTIVITIES........................................................................................................356
10.8SURVEY.............................................................................................................................358
10.9HRDPROFESSIONALS,BRAINPOWERANDKNOWLEDGEPRODUCTIVITY..........................................365
10.10DISCUSSION.....................................................................................................................366
10.11FUTURERESEARCH.............................................................................................................368
BIBLIOGRAPHY............................................................................................................................369
CHAPTER11THEEFFECTIVECHANGELEADER:PILOT,PEDAGOGUEORPOLITICIAN?...........371
PREAMBLE.................................................................................................................................371
11.1INTRODUCTION...................................................................................................................373
11.2DIMENSIONSINTHECHANGELEADERSMEANINGUNIVERSE......................................................374
11.3THEDIMENSIONOFSPACETRANSLATEDINTOIDEALTYPES......................................................376
11.4EMERGENCE,SPACEANDEFFECTIVEIMPLEMENTATION...............................................................381
11.5THETHEORYOUTLINEDASAMODEL........................................................................................382
11.6TWOTYPESOFCHANGELEADERSHIP......................................................................................384
11.7CONGRUENCEANDEMERGENCELEADERSHIPCOMPAREDWITHSITUATIONALLEADERSHIP................392
11.8WHATSNEW?...................................................................................................................394
11.9PRACTICALOUTLOOK...........................................................................................................395
11.10THELEARNINGORGANISATION.ORGANISATIONALANDINDIVIDUALLEARNING.............................400
BIBLIOGRAPHY............................................................................................................................403
ABOUTTHEAUTHORS........................................................................................................406
Preface
ECLO
ECLO was established in 1993 as a not-for-profit organisation based in
Belgium. Its origins were founded in an IBM organised conference
together with the Catholic University of Leuven (KU Leuven), Belgium, on
Instructional Design held in 1991. The success of the conference
generated great interest in the establishment of a network that supported
corporate training and human development. After several meetings,
ECLO was born with IBM, K.U.Leuven, K.U. Nijmegen (NL) and CIMID
becoming prominent members of a small organisation. Led by its then
General Secretary, Pierre De Potter, an ex IBM executive, ECLO
organised its first annual conference in May 1994.
ECLO brings together leading academics, corporate executives and
consultants from different countries, institutions, cultures and
backgrounds, and provides them with unparalleled benchmarking and
networking opportunities. The members, who communicate through the
array of network activities, learn from each other, develop relationships
and use this knowledge to manage more effectively and increase their
competitive edge.
ECLO is dedicated to the promotion and development of the Learning
organisation concept in Europe.
ECLO currently has over 60 members who are actively involved in the
network, and through its network partners, hundreds of others throughout
the world. Among its members you will find universities, corporations,
SMEs, business schools, public organisations and independent
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ECLO is:
Acknowledgements
We, the editors, like to thank everyone who participates in the ECLO
community and contributes to this vital, vibrant and productive
professional network.
We thank:
the members of the ECLO board for keeping the spirit alive.
dr. Ole Hinz, who initiated the book and brought together a lot of
material for this book.
Marc Alen, president of ECLO for his never lasting energy he puts
into the ECLO organisation.
Two more people should be called by name: Jim Jack and Birgitte
Casteur. Together they provide the ECLO network with their
administrative support and event management. Their support has been
indispensible. Thank you both!
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Introduction
14
15
Open systems
Scott 1992 differentiated between rational systems, natural systems, and
open systems. By rational systems he meant: Taylor and Fayol-like
engineer-thinking, the organisation as a machine with cause-effect
relations between its elements. By natural system he meant: the
organisation is an organism, with much more complexity and flexibility,
and striving to uphold itself as an individual creature focussing on the
internal processes of the system. And by open system he finally put the
weight on the dependence of the company on its external relations.
Since Scott, important thinking has been done in the field of the open
systems thinking with its focus on context dependence stressing the
emergent qualities of the dynamism between organisation and context. In
the aftermath of the 2008/2009 credit crunch we are inclined to look at
emergence, non-linearity, uncertainty, risk. We tend to believe that we
cannot invent, define and structure the future. Just as the sculptor cannot
create any sculpture out of a given block of marble. The block may reject
the original plan of the artist forcing him to change goal and plans. This
applies also to the learning organisation. Literature, research and
practice shows that the concept of the learning organisation has
differentiated and is developing as a frame in which many tendencies
grow.
The original concept of the learning organisation may need revitalisation.
This is what this book strives to realise: Learning organisation, the next
generation.
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What will immediately appear when the reader sits down with this book,
is however, that the learning organisation is not anything. What can be
immediately recognised as common qualities, is that they are all
humanistic and they are all searching. We will develop this in the
following.
ECLO
We here give examples of how the learning organisation understanding
has developed since the early nineties. We bring examples from
research, consultancy and business management. We are eagerly, we
hope we have succeeded, strive to bridge the ever-increasing gap
between managers and researchers managers listening only to fellowmanagers, and researchers writing only for other researchers. The
authors all participated in the ECLO network. ECLO is a development
forum for consultants, researchers and practitioners.
In the following there will be a short introduction to the sections and
chapters.
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19
into a true operating LO? In trying to bring about some answers to this
difficult question, his main point is that such a second generation LO,
must first, and above all, be inspired by another kind of leadership
paradigm. One that translates into a new learning oriented leadership
culture as well as specific daily leadership practices, focused on
fostering individual and collective learning dynamics. This leadership
model will have to be based on a spirit of trust and liberty as well as on
individual and team support and service. These are the key factors to
unleash the individual and collective energies and intelligence and to
facilitate more successful cooperation as well as increased efficiency,
innovations and performances of the organisation. In addition to a major
improvement to the present poor quality of the leadership in most
companies and organisations, this second generation LO, would also
permit to much better meet the growing expectations of our western
societies in terms of setting up more sustainable, responsible, ethical and
society friendly business organisations while maintaining the dynamism,
the creativity and the wealth creation process of the free market
economic system.
In the fourth chapter: The Corporate Universitys Role in Managing an
Epoch in Learning Organisation Innovation, the insight that organisations
are continuously on the edge of chaos brings Richard Dealtry to the
assumption that it is a feature of this epoch in learning management
whether that instability is managed effectively to become a force for
good.
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and analysis and he argues that the four different thinking styles can
contribute to different necessary functions of the company.
Together with his research team from KPC Group, Bruining found a
discrepancy between the perception of top managers and frontline
workers regarding the appeal on their brainpower. In comparison,
topmanagers rate the use of their brainpower higher than frontline
workers do. The researchers expect from HRD professionals that they
make serious efforts to bridge that difference and to expand the total
appeal on the brainpower of all the employees, to improve the connection
between top management and frontline personnel and to foster cocreation by top management and frontline employees. From their study
the researchers point at different measures, such as a dialogue about the
pressure of time, the development of work processes, the tuning of
information flows, the improvement of policymaking processes and the
development of state-of-the art Human Resource Development
programs. The research shows that environmental factors influence the
perception of people concerning the deployment of their brainpower.
Bruining thinks that HRD professionals can contribute with the
development of: stimulating working environments, vertical mobility,
challenging jobs, and corporate culture. At a micro level the cooperation
of employees with different thinking styles might be facilitated.
Assessments, training programs, teamwork and personnel coaching can
make people aware of their preferences and aware of the possibilities to
challenge barriers based on differences into complementary thinking
power sources. Using thinking power to boost the knowledge economy.
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In the eleventh and final chapter: The Effective Change Leader: Pilot,
Pedagogue or Politician?, Ole Hinz refers to his PhD study concerning
Leaders Meaning Models related to Successful Implementation of
Management-initiated Change Projects. The goal of this study was to
develop a small theory about the relation between supervisors
subjective meaning models, and the related outcome of the
implementation of management-initiated change projects, the basic
research question being: Which sets of meanings do leaders who
successfully implement management initiated change projects, ascribe to
themselves and their implementation tasks?
The basic theoretical position was phenomenological, the basic universe
being that of Husserl and Alfred Schtz work on the phenomenology of
the social world. Five ideal types of implementing supervisors are
deducted. These ideal types are positioned on the continuum: perceived
room to decide, and act. The case company was a Danish steel shipyard
with approx. 2,000 employees. Managers and 11 supervisors were the
case unit. Hinz shows convincingly that it is possible to identify stable
meaning models related to supervisors successfully implementing
management-initiated change projects. The crucial findings are two.
First, the degree of complexity experienced in a change project task has
to be balanced with a corresponding experience of room to decide and
act. A problem in very complex projects is that neither the manager nor
the supervisor has the answers to the challenges that the employees will
face during the change process. Thus leaders are not able to give people
precise directions. This insight is not covered by contingency theories
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Chapter 1
Developments in the organisational learning market From the perspective of a pioneer, engaged observer
and co-creator
34
longer interim phase there will be both variants, until all latecomer's
industries will have reached this new state.
The amount of OL content in management education has clearly
changed during the past years, in most classical curricula from the basic
education for future executives up to the special services for seasoned
executives. In more and more training centers the classical (past-related)
case study, in which a historical example from the company practice is
reflected and is worked on, has made room for "living cases", futurerelated and oriented to creation and change, in which students work on
actual problems from practice, suggest solutions, and accompany the
change process initiated by their work - well-chosen by the responsible
management team - in real-time; besides, the choice of adequate OL
interventions and their effects are reflected continuously, substantially,
and more intensely. Instead of re-running simulated flights, co-pilots are
trained in the air.
The Corporate University concepts - with an obvious straight connection
to the status quo and strategic positioning of corporations - register rapid
growth for many years now. This is best illlustrated by the recently
launched programme ECUANET, a trans-national corporate academy
action research project intended to initiate and promote learning from
best practices in corporate or organisation learning.
38
39
Size: OL for very small enterprises - where, for instance, for cost
reasons, student management consultancies have a main focus -,
for SME (small to middle-sized companies), for large-scale
enterprises, for international groups;
the second group consists of those who have graduated from one
of the "formal educational ways.
45
53
the same executives and consulting firms protect key positions for
decades in policy and economy and society together.
Even though visible only for short periods and in social and economic
niches, there are more and more "new faces" for which loyalty to ones
own beliefs has a higher value than the adaptation to standard practice of
their "caste". New technologies and the passing internet euphoria have
enabled some to achieve personal independence fast (also in financial
terms) which allows them to remain the way they were - as teenagers
and twens. - For them their clique, their peer group, their smaller inner
circle of friends is more important than other reference frameworks; of
course hierarchy, power, and dependence is coined there quite differently
than in big organisations grown over many generations. This leads to a
natural, intense common approach to cooperation; OL consulting is only
necessary if their organisations grow speedy and situations occur for
which they have not yet generated an appropriate behavioral pattern. To
them, OL consultants are expected to naturally fit into the working teams,
share their insights, and become members of their narrow circles of
friends - of course nevertheless exercising their competence - but an
outside distant facilitating consultant's role is no more conceivable in their
mental model and frame of reference.
There are now such new cells of people who want to move something
together (and have fun together) and for whom those previous border
lines between client and contractor, between entrepreneur and service
provider, between manager and consultant become fluent and obsolete;
also their respective competence profiles become more interchangeable.
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1.11 Summary
If we look at the cited developmental paths in total, we can predict that
there will be a boom in OL-consulting services during the next years.
Indeed, OL consulting will not only be executed in the format as we know
it. We will see excellent OL work detached from so-called OL consultants,
in the hands of entrepreneurs, executives, and managers and, indeed,
every individual, we will experience specialised OL experts, but also
many other consultants and advisers who will have the title OL in their
letterheads, we will see entrepreneurs initiating OL processes without
even using the label - many of them not even knowing the concept and
idea. And we will experience an increasing demand in the area beyond
traditional companies, in the non-commercial, societal, and in the political
sphere.
Large scale projects in which the coping and mastering of complex
transformation is in the focus as well as smaller actions and activities
57
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Chapter 2
Organisational Learning and The Unsustainable
Lightness of Being
59
its key notions and many loose links between organisational learning
theory and practice.
Today, in the first decade of the twenty first century, there are two critical
aspects about organisational learning which make it a fundamental body
of knowledge in contemporary management thinking. The first one is how
organisational learning, together with other recent management research
fields, answers or responds to the paradoxes and challenges raised by
the knowledge economy of the information age. Knowledge
management, communities of practice, and organisational learning
developed in the last quarter of the twentieth century as part of a wider
picture and of a radical change in the understanding of what
organisations are and how they should be managed. Each of these
approaches holds critical perspectives which have a relevant impact on
current management practices, therefore surpassing the brief influence of
pure management fads.
The second aspect related to the importance of organisational learning to
contemporary management thinking, and also to the other parallel
movements of knowledge management and communities of practice, is
how well these recent management theories are able to explain and to
prove to have a productive and effective approach to the context of
complexity, both within organisations and within societies as a whole.
The process of globalisation and the technology revolution present new
opportunities and threats to organisations and to managers. It is the
crucial role of these new management approaches to develop relevant
perspectives in terms of organisational theory and practice. However,
60
product of contextual trends and influences that take the form of schools
of thought. These influences become competing paradigms that co-exist
side by side while the theoretical development of a specific scientific area
takes place. Therefore, it is possible to identify the traces of parallel or
even of conflicting perspectives that have ear-marked different
approaches to the study of the same research object. Acknowledging the
presence of these influences and understanding their inner rationale
enables the identification of the strengths and weaknesses of each
research field and opens new perspectives for further development.
Following this reasoning, the field of organisational learning may explore
the full potential of its explanatory power by interpreting and questioning
these foundational paradigms. More importantly, organisational learning
itself constitutively embodies this inquiring process, the questioning of the
taken for granted assumptions at organisational level, what Argyris and
Schn (1978, 1996, Argyris, 1992) referred to as double-loop learning.
The challenges posed by the knowledge economy of the information age
(Kearmally, 1999) call for an intensification of management procedures
and routines whilst integrating further degrees of flexibility and of
innovation at all levels of an organisation. The context of the modern
world is characterised by the pivotal role of organisations in society.
Therefore, it is not surprising to find organisations in general being the
arenas of turbulent change, of the complexity of post-modern reality and
of the tensions related to the transition from modernity to post-modernity.
Organisation learning theory and practice has a key role to play in this
context: that of bridging the formal and procedural aspects of
62
organisational life with its informal and dynamic processes that make
innovation real, effective and productive.
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2.6 Old and new perspectives that are built into organisational
learning
The knowledge society of the information age has been referred above
as constituting a characterising element of current organisational
contexts. The processes of global competition and the increased pace of
change of market conditions place organisations in challenging
situations. However, that which we are aware of in relation to the so
called knowledge economy is as if the tip of the iceberg of a larger and
more complex whole. One sign of this is the way that the same concept
has simultaneously captured the attention of scholars and researchers, of
politicians and policy makers, and of managers and organisational
practitioners. It is seldom the case that this kind of phenomena occurs
because knowledge does not flow easily across highly territorial spheres
such as research centres, political institutions and market organisations.
In March 2000, when Portugal had the presidency of the European
Union, the later called Lisbons Strategy was defined and launched. The
political objective for the European region was double-fold: to become the
most developed knowledge economy in the world in ten years time, and
to achieve social cohesion at internal level. Nearly at the end of the
period defined as being necessary to achieve the desired goals, there are
not many overwhelming results that may confidently lead to a possible
success.
However, more than objective criteria that can help politicians to fine tune
their policies, it is critical to acknowledge the gigantic step that it means
73
74
76
77
and focusing on the idea of any group of people being in company. They
define it as an organisation that facilitates the learning of all its members
and consciously transforms itself and its context.
Boisot (1998) focuses on the concept of knowledge as an asset that is a
key source of competitive advantages within the context of the
information age. Innovation, learning and knowledge leverage are crucial
for the competitive edge of knowledge-intensive firms (Ojanen, Hallikas,
2009).
De Geus (1997) defines the living company as having a personality that
allows it to evolve harmoniously, knowing who they are, understand how
they fit in the world, value new ideas and new people, and husband their
money in a way that allows them to govern their future.
2.6.3 Five streams of development
Shani and Docherty (2003), have identified four different streams or
schools of thought that have chronologically influenced the field of
organisational learning. The first and second streams go back to the
1940s and 1950s work developed at the Tavistock Institute in London, as
was referred above.
The first stream focused on the design of organisational systems that
would optimise the relationships between the environment, and the
technical and social organisational sub-systems, as was already
explained. Many of the socio-technical system school theorists, such as
F. Emery (Emery, Trist, 1969), E. Trist, B. Pasmore and J. Taylor,
80
Cook and Yanow, 1993; Yanow, 2001, 2004 and 2006; Cook and Brown,
1999; Gherardi et al, 1998; Gherardi and Nicolini, 2001; Elkjaer, 1999,
2003 and 2007; Blackler et al, 2000).
A critical characteristic of these developments in the sociological
perspective of organisational learning is its philosophical and
epistemological standing, that is, (i) the ontological, (ii) the socially
constructed and embodied, and (iii) the practice and experience based
embedded notion of knowledge and learning. These aspects contrast
with the dominant and mainstream perspective of a cognitivist and
individual focused approach to knowledge and learning that is prevalent
both in general management theory and in organisational learning theory.
Easterby-Smith and Arajo (1999) state that the trend within the
development of the field of organisational learning is the strengthening of
the social perspective and the evolution of methodologies that enable it to
be investigated empirically. They assert that there was already a reliance
on qualitative and ethnographic research methods (e.g., Cook and
Yanow, 1993; Gherardi et al, 1998), and that there is a growing interest in
the use of linguistic and narrative methods for researching learning
processes within organisations. This social tradition of organisational
learning represents a major breakthrough in terms of opening up new
possibilities for further development, both at practical and at theoretical
level.
Gherardi and Nicolini (2001) focus on organisational learning from a
sociological perspective and they use reflexivity and participation as two
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85
research. In the same way that each society, and that each organisation,
develops according to the possibilities that it has available, a research
area also follows the same pattern. The rationale is that each
organisation or each society - consists on a specific context that
implicitly determines a particular dynamism, that of the action-possibilities
and thought-possibilities that it has available. When interpreting an
organisation, any organisation, as an organisation process it is possible
to consider the possibility of improving the process itself as a
developmental dynamism, and therefore distending its action- and
thought-possibilities. It is at this process of development that the
objective of promoting a better understanding of organisational reality
aims at. Therefore, identifying the possibilities for development of
organisational learning implies, as well as enables, a better
understanding of organisational reality itself.
2.7.4 The modernity and the post-modern heritage in defining
knowledge and learning
Identifying different schools of thought that influence current
developments in organisation theory, implies acknowledging both the
modernist and post-modern heritage. The influences of modernity are
related to rationalist ideas that interpret rationality in linear and direct
terms, that focus on single level relationships, on cause-effect
mechanisms and that distinctly separate reality in dual forms: subject and
object; body and mind; theory and practice; interior and exterior;
individual and social; formal and informal; etc.. In the modernity school of
thought, there is a prevalence for quantification and measurement, and a
89
disregard for quality and for subjectivity. Finally, there is a strong reliance
on the hypothetical-deductive model of scientific reasoning, and on a
methodology that divides reality into smaller parts that may be analysed
and studied independently. Examples of this epistemological position,
that rose on the third quarter of the twentieth century, are both systems
thinking, that developed in many scientific areas, from population studies,
to information systems and management, and also structuralism, that
developed in anthropological, sociological and philosophical areas. Both
systems thinking and structuralism share the same interest in defining
exact and direct relationships taking into account a single level of
analysis.
To continue this line of reasoning, post-systems thinking (e.g., Staceys,
2001, complex processes of relating) and post-structuralism (e.g.,
Foucaults theory of discursive formations) belong to post-modern
schools of thought. These are characterised by acknowledging the whole
and the complex, thus taking a holistic and a systemic perspective. They
do not divide and partition in order to reach a direct solution but rather
seek a complex approach, one that takes in consideration multiple levels
of analysis, multiple interpretations, and that takes into account questions
of meaning, power, conflict and paradox.
Many of the developments in the sociological perspective of
organisational learning the social tradition of organisational learning can be said to belong to the post-modern school of thought. The
importance of ontology, hermeneutics, and complexity theory in
organisational learning studies witnesses this influence. In
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Hallikas (et al, 2009) argue that innovation is the most knowledge
intensive and complex process in organisations, meaning that it is among
the most challenging and critical processes from the standpoint of new
knowledge creation and effective learning. Several authors have
emphasised the collective nature of learning. If training is to be
personally and organisationally effective, it needs to be part of a
participative process. (Summerfield and Kingsnorth, 2009).
Moynihan et al (2008) focus on learning in networks, defining learning as
the identification and the embedding of practices and behaviours. They
state that learning is shaped by the distribution of power and the
negotiation of bargains. (2008). The recognition of the role of power is
typically from a social theory stance.
According to Pruett and Thomas (2008) complexity approaches are
critical for the development of practice-based organisational knowledge.
Communities of practice critically acknowledge their social nature:
Communities construct their life and social identity through dynamic
processes, embedded in rich social contexts. (Mandelli, 2007).
A social perspective is intrinsically sensitive to power relations:
Organisations need power structures, hierarchies and other sort of
inequalities. However, symmetric relations are also needed, at least for
providing commitment and learning between people. (Puutio et al, 2008).
Antal et al (2001) refer that the intellectual innovativeness of the
organisational learning field was fuelled largely by scholars who were
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2.11 Conclusions
The main message of the current chapter is built on the assertions of
others. Therefore, it agrees with:
Easterby-Smith and Lyles (2003), when they state that the current
diversity of approaches within organisational learning is an advantage
104
and that it exemplifies the fields richness and its capacity to attract the
attention of researchers from different and interdisciplinary backgrounds;
Easterby-Smith and Arajo (1999), when they stress the importance of
qualitative and ethnographic research methodologies and they point to
the intensification of the social perspective on organisational learning
(e.g. Elkjaer, 1999, 2003; Cook and Brown, 1999; Blackler et al, 2000;
Gherardi et al, 1998; Gherardi and Nicolini, 2001; Yanow, 2001);
Cook and Yanow (1993) when they state that organisational learning, in
our view, is tacit, occasioned through experiences of the artefacts of the
organisations culture that are part of its daily work.; and Yanow (2001),
when she defines learning as a social act of sensemaking; they have
inaugurated the social tradition of organisational learning;
Gherardi and Nicolini (2001), when they develop the sociological
perspective on organisational learning, and call attention to the
complexity of the reflexivity process that largely extents the cognitive
dimension and includes the hermeneutic process of interpretation,
intuition and imagination;
Elkjaer (1999, 2003), when she develops an ontological social theory of
learning, and she states that the emergence of organisational learning
literature based upon social learning theory grows out of a critique of the
organisational learning theories based upon individual learning
perspectives;
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Bibliography
Alvesson, M., Skldberg, K. (2000) Reflexive Methodology: New Vistas
for Qualitative Research. London, UK, Sage
Antal, A., Lenhardt, U., Rosenbrock, R. (2001) Barriers to organisational
learning. In: M. Dierkes, A. Antal, J. Child and I. Nonaka (eds.) Handbook
of Organizational Learning & Knowledge. Oxford: Oxford University Press
Argyris, C. (1992) On Organisational Learning. Oxford, UK, Blackwell
Argyris, C., Schn, D. (1978) Organisational Learning: a Theory of Action
Perspective. Reading, MA, USA, Addison-Wesley
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Chapter 3
A new learning oriented leadership paradigm to facilitate
the development of a second generation learning
organisation
first generation approaches were pretty limited, partial and often not very
successful. In fact, they only lead to superficial or cosmetic changes
within the organizations claiming to embrace this change model with
often no significant better business performances nor significant
improvements but rather new management problems So, the L.O.
concept often appeared to top managers only as a management fad
among many others, with a short life cycle, which deserved only a limited
and temporary attention. In addition to this it can be noticed that its real
meaning was generally neither well understood nor correctly and
thouroughly implemented by most top management executives who
claimed their interest for it.
For instance, some special efforts were made by some companies with
individual training / learning, some team learning processes were
developed, some knowledge management tools were implemented, but
very rarely with a global consistency at the corporate level and with
commitments to follow a new learning oriented management and
leadership model as for example, P. Senge advocated in his first well
known book of the early 90s: The Fifth Discipline .
It appears more and more clearly today that becoming a better L.O. is the
only correct answer to the present and to future - challenges of most
business companies in order to produce higher and more sustainable
financial, social and environmental performances within an increasingly
competitive world as well as in an emerging knowledge based economy.
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However, we can notice that the L.O. concept proposed more than 15
year ago, such as the Senges model, despite their strong interest, did
not have the practical impact we could have expected on the
management and leadership world. Therefore, we can wonder why ?
There are three main reasons to this limited success. First this first
generation L.O. model despite its conceptual attraction appears pretty
theoretical and difficult to implement. Second it does not emphasize
enough the in depth transformations of the leadership culture and
practices that it requires within the whole organization. It does mean a
quite new way of leading and managing people from the top
management and the whole hierarchy. Third it involves a new power
sharing scheme within the organization that most top management are
not prepare to adopt because of their own interest
So a major question today is : how to develop a second generation
L.O. which can successfully achieve an in depth transformation of the
whole organization through new people management and leadership
practices in order to turn it progressively into a true operating L.O. ?
In this chapter we will try to bring about some answers to this difficult
question. Our main point is that such a second generation L.O. must
first and above all be inspired by another kind of leadership paradigm.
This should translate into a new learning oriented leadership culture as
well as specific daily leadership practices focused on fostering individual
and collective learning dynamics.This leadership model will have to be
based on a spirit of trust and liberty as well as on individual and team
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support and service. These are the key factors to unleash the individual
and collective energies and intelligence and to facilitate more successful
cooperation as well as increased efficiency, innovations and
performances of the organization.
So, the development of a second generation L.O. is first a major
challenge for the mainstream model of leadership which has to be
transformed into a new learning oriented leadership paradigm aligned
and consistent with the L.O. concept and philosophy. This would imply a
new generation of learning oriented leaders inspired by new values and
who would be capable of implementing other daily leadership practices
which would really reflect a new learning oriented leadership culture
instead of the traditional hierarchical leadership culture.
What could be first viewed as an idealistic change for the future of
organizations will soon likely become a requirement for the mainstream
leadership led organizations if they want to survive and to enjoy a
sustainable development in the fast changing economic and social
business world. Because as de Geus said very smartly : the only
competitive advantage for a company in the future will be its speed of
learning.
can really be called today true L.O. , even if they claim to be inspired
by this innovative management concept. Why ?
Because it implies a deep change in the leadership philosophy and
values as well as very different managerial practices for which most
managers from the top to lower levels usually are not at all prepared
and often not aware of.
Such other kind of leadership and managerial practices are not taught in
the mainstream business schools and universities.
For example, it means moving away from the still very widespread
command and control style of management or from the centralized and
hierarchical decision processes that can still be found in most
organizationsand are still taught in most mainstream business
education programs.
As Senge mentioned very rightly, becoming a L.O. requires a deep
change in the management and leadership mental models. It actually
requires a true mental revolution which has not been enough
understood nor emphasized in most of the L.O. management litterature
which has flourished since the early 90s.
By many aspects one can say that the L.O. paradigm and its learning
oriented leadership philosophy are requiring many opposite management
and leadership principles and behaviours to those exhibited by the
mainstream and most widespread neo-tayloristic leadership
practices.
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For example the distribution of the decision making power within a L.O. is
supposed to be very different from the mainstream organization : instead
of a centralization of the decision making process at the top of the
hierarchy, the L.O. leadership philosophy will emphasize the maximum
decentralization and the empowerment of people (according to the
subsidiarity principle) in order to stimulate their responsibilities, their
learning processes, their motivation and their creativity Today this way
of leading appears as a very good mean to mobilize the individual and
team talents, to increase their energies, to improve their professional
development and therefore to leveradge the individual and collective
performances of most employees.
One can take for example the so much looked after innovation processes
within business companies. It needs to proceed from a specific
management context (featuring trust, liberty, team spirit, possibility of trial
and errors, adequate resources, etc.) to unleash the creativity of people.
It is also closely linked to individual and collective learning processes.
This is why the learning based leadership revolution that we advocate for
the second generation L.O. is not just a fancy management fad
among many others short life management models but a true new
leadership paradigm shift.
It does mean a smart, future oriented and innovative leadership thought
and practices. It permits to better answer most of the present people
management challenges as well as economic challenges of today
business in a fast changing world. It will impinge on the organizational
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125
126
128
129
It would also require the real practice of a new learning leadership culture
focused on developing learning processes both at all hierarchical levels
and for everybody.
The difficulties of operating such a new mental model change must not
be underestimated for several reason and especially for internal politics,
power sharing and short term interest of the hierarchy. This is why a
strong impetus from the top management is needed to get started as well
as an adequate preparation and training of all, especially of all the
managers.
The implementation of such a learning based leadership culture shift will
require in depth changes in leadership practices but also in the
organization schemes, in the ways of operating the day to day tasks, in
the people management and development policies as well as in the
knowledge management processes.
To be successful, such drastic management and leadership changes
must not only be strongly promoted and encouraged by the top
management with exemplary behaviours. It should be understood and
appropriated by the whole hierarchy and all the personnel within the
organization.
Because the very nature of the learning processes it does require the
active commitment and the explicit will of the learner. It is clear that the
hierarchy has to be the main actor of such a leadership paradigm change
to succeed in implementing it. The change process is itself a learning
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most of their top managements are not aware of the very hampering
effects of these practices on their corporate global and sustainable
performances!
3.6 Conclusion
This new learning oriented leadership paradigm would surely lead not
only to a much more humanistic way of managing and developing people
but would surely contribute to the creation of new and powerful
competitive advantages through and by people. Such issues are likely to
become one of the most looked after in the future knowledge and talent
based economy in which we are entering.
This mental leadership model shift is badly needed in order to set up the
future second generation learning organisation that our society
needs, especially in the old Europe , to improve its competitiveness in
the face of new very dynamic emerging countries.
It is based on a new vision of people based on new smart ways of
capturing their intelligence, their confidence, their energies and their
loyalty. Along this paradigm organizations are considered first as human
communities that could produce enhanced collective intelligence and
performances if they are smartly managed and led.
It can easily be assumed that this new learning oriented leadership
paradigm would give a lot of advantages to the competitiveness of the
company. For instance it would bolster the corporate image and therefore
137
Bibliography
Belet, D. (2002) Devenir une vraie entreprise apprenante. Paris:
Editions dOrganisation.
Bennis, W. (1998) Managing people is like herding cats. London : Kogan
Page ltd.
CEDEFOP (2003) Facing up to the Learning Organisation challenge.
Office for the Official Publications of the European Community (2
volumes).
Crozier, M. (1995) LEntreprise lcoute. Paris: InterEditions.
Garratt, B (1990) Learning to lead. London: Harper Collins Publishers.
Geus, A.P. de (1997) The living company. Cambridge: Business School
Press.
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139
Chapter 4
The Corporate Universitys Role in Managing an Epoch in
Learning Organisation Innovation1
140
managers cannot formulate or attempt their own related career epochmaking events.
If managers do not have the necessary understanding to change
themselves it is very unlikely that they will be able to contribute effectively
to the development of organisational effectiveness through more well
directed and purposeful job performance.
The context for this epochal event in learning management evolution is
not understood simply by learning about and applying explicit business
and process improvement methodologies but reaches out far deeper into
new visions of self and the wider context for managerial work in the
organisation.
This article explores some ideas about how this broader context can be
initiated and managed.
141
Bringing about a meaningful insight into that dynamic context for, and for
the future of, management learning and action is the bench-mark starting
point. The context perspective that we develop is the state of the
relationship that exists between an organisation and the realities of its
business environment. Figure 1, Strategic Learning Fit, illustrates the
strategic role of the corporate university in the effective melding of these
two dynamic spheres. The business objective being to achieve a state of
flow between the two spheres with the organisation being shaped
constantly by its journey in time, location and its understanding of the
pace of change and dynamics of its business environment.
Figure 1 Strategic Learning Fit. Learning L => C Change
CU Policy &
Purpose
Q
Business
Change in
Organisational
L < > C
Capability
142
Environment
Change
The challenge for many managers in creating their own career epoch is
that this dynamic context has changed dramatically in recent years and
will continue to evolve due to scientific and technological developments,
globalisation and innovations in products, services and business systems
and lets not forget, the demands of the present era in the field of
knowledge innovation.
We have tried to characterise and give expression to the managerial
dynamics that are inherent in this relationship and have found that from a
managerial viewpoint that the term kinetic management has the capacity
to capture and empathise with these dynamic states. We understand by
this title that managers are faced with the opportunities and problems
resulting from two interlocking sets of dynamics, each one possessing
energy and motion. This is a state of kinesis movement and motion
that is in the well-managed organisation, a continuous state of organic
development to achieve what we have called a relationship of harmonic
resonance.
Perfect fit between the two spheres is unlikely and in the general kinetic
state of organisations they tend to lag behind the kinetics of the external
environment. There are many reasons for this. Sometimes it is arrogance
and hubris on the part of management, often lack of foresight and
slowness in adapting the resources of organisation to change. On the
other hand there are also tectonic scale shifts that result in organisational
impacts which cannot be anticipated.
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144
Low
experience
High
Networks
Low
Organisation
Teams
as a brain
Rate of
Adequacy
Change
of Structural
Hierarchies
Situation
Organisation
Low
High
as a machine
Low
Degree of Behavioral
High
Change Required
146
starting point for achieving this resonant dynamic state illustrating a trawl
of the diverse issues that matter; a profile that can be generated by a
number of business analysis models.
Figure 3 Profile of relational issues
Interface Variables
There are many and diverse variable issues caught-up in this trawl, some
small, some immensely important, but all have meaning and relevance
and as we can never do everything at once they all have to be prioritised
and positioned into different timescales. If we apply shocks to some of
these variables we know that the side effects on other variables will not
be entirely predictable. The model is stochastic in nature and this takes
our strategic learning about kinetic management learning onwards and
upwards into a much more brain led and spiritual capital epochal event
and away from the single strand cause and effect learning paradigm that
emphasises predefined self contained processes.
The question remains, however, who and how should the new learning
implicit in the resolution of the issues be managed for a successful
outcome, i.e. to break-out of the downward spiral of chaos with all its
debilitating effects on motivational thinking and behaviours. One very
149
situations
with policy
Unfamiliar tasks in familiar
situations
150
their abilities and release their potential. It does imply, however, that CPA
style assessments are thorough and interpreted in the form of personal
potential for dealing with strategic and tactical issues at an appropriate
level.
What type of organisation or business community does this epochal
transition imply is an exciting area of research and development in itself.
Interim findings are that the people working in multi disciplinary multi
purpose issue inspired cells need to understand the simulation process
that delivers work to them and be a part of that decision process.
However, achieving a balance between highly motivated issue driven cell
groups and the multi cellular organism which makes up the whole is a
vital part of our ongoing interest.
In practice it works. In terms of theoretical interpretation there is still
much thinking and conceptual analysis to be accomplished as the
solution draws upon and crosses over many intellectual boundaries.
There are very powerful models that are being considered and one
particular area of special interest is how the individual cells signal what
they are doing to the other issue driven management cells and what
influence this has on regulating the development of all the other variables
in a multi cellular cluster.
4.7 Summary
One advantage in the usage of the kinetic energy concept in the context
of organisational dynamics and renewal is that it highlights the idea that
152
organisations are all about being in constant motion and depend upon
continuous pro-active movement to have an effect. How that energy
source is maintained and directed to create movement is all important.
We know that if that energy source created by the momentum of its
employees at all levels, is allowed to atrophy and approaches a state of
standstill the organisation impact becomes inert and it will experience a
reversal of energy in its dynamic state with the resulting chaos.
Organisations are continuously on the edge of chaos and it is a feature of
this epoch in learning management whether that instability is managed
effectively to become a force for good.
To form a management culture and practice that emanates from the
concept of kinetic management requires bold initiatives by top
management around the area of managing self organising cell work that
is driven and re-shaped day-to-day. It implies a revolution in top
management style and capability i.e. a new brand of top management
leadership, servant leaders who hold high values and practice the art of
managing by evolving spiritual capital. It also involves having spiritual
intelligence; a level beyond emotional intelligence.
Putting learning as a major multi part variable into an econometric styled
model is from our experience in organisational regeneration a blessing of
mixed fortunes but generally speaking it gives management an effective
decision support framework for integrated strategic learning
management. The kinetic management model is an extension of the
highly successful corporate university Blueprint Profiler Model and it
works in engendering the bespoke solutions that are essential if
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155
Chapter 5
On Becoming An Organizational Learning Expert
my journey's route - and detours - even though by not doing so the report
seems fragmentary and arbitrary.
experience the world was looking for the aesthetics, to wonder rather
than analyze and interpret. - My grandmother was focussed on our little
family: Our welfare was the most important for her, her world consisted of
our family and the neighbours and ended at the small convenience store
at the corner of our street and the farms close to us to buy fresh eggs;
highlights were rare visits in the region - to farms with old acquaintances
from former times. - I therefore had a rich choice of different views and
behaviours.
Siblings
The constellation in the origin family has an essential influence which
preferences and social competences we develop ourselves. In addition,
there is an effect on our motivation and ultimate goals in life. I was born
three years after my older brother. He reacted to the new family situation
with much jealousy and defiance attacks (exactly how our boy
responded to the arrival of his sister). Later, he always was in the centre
of his circle of friends and organized numerous events in school, then in
his student hostel, during his trainee phase, and finally as a teacher at a
private high-school. The social dimension has always been very
important to him; I was always involved and tolerated as his younger
brother and have assisted him, thus having access to older guys and
their activities. Being with them, but not being considered as a peer by
them, developed and trained my active observation skills and restraint,
attitudes and behavioural patterns needed to become an action research
practitioner later. I surely have learned much from him with regard to
leadership and organization; however, the three years distance were
158
probably the optimum not to imitate and adopt too much and develop an
independent personality. According to the original wishes of my parents I
should have been a daughter; part of my education was probably aiming
at the promotion of my female aspects. - My younger brother was born -eight years after me. I then have experienced his childhood consciously
as his older brother; to take on education, responsibility, pay attention,
give line, orientation, act as example and model; many of my leadership
skills have been developed from this perspective. I continued to be a
guide and an orientation to him, which he denied, of course. Even today,
advice and suggestions are heard from me with acceptance, but never
any instructions. He became very engaged in and dedicated to various
environmental protection programs and peace initiatives. He studied
physics, with his main emphasis becoming programming and the
implementation and usage of information technology. And finally he
turned to become a software implementation consultant, with his career
as a business unit head of a consulting team he has arrived virtually at
stepping into my footprints.
Middle brothers and sisters stand out due to their diplomatic abilities,
their social and emotional competence in general. Corresponding we find
them frequently in educational and social professions as well as in
mediator functions. When we have asked about 450 (systemic) family
therapists from all over the world about their family constellation (at an
international convention opening session), we were surprised by about
96% middle position brothers and sisters.
159
entering the field of management education he did remember our class and me as well.
The second essential influencer was our Latin teacher who accompanied
us from class seven until the end of our school career. Since for him (and
me) Latin was a dead language we learned the essential features of
Roman languages, and we learned basic competence in Italian from him
in a crash course before we carried out a class trip to Italy. Moreover, we
learned about the development and changing of languages: when
rehearsing Latin vocabulary we were trained, which words in English,
French, Italian, Spanish, Portuguese, and in German language have
developed from the root and which changes in meaning have taken place
in the course of centuries; our Latin classes were also our access to the
understanding of culture and civilization; I learned the access to
literature, prose and poetry, empire politics, history and philosophy in the
context of our Latin classes. Every student took on the expert role for two
major subjects. My two areas "education -- from the ancient Rome up to
today's Italy" and "the development of an empire - balancing between the
art of warfare and diplomacy" surely have stamped focus topics which
have employed me again and again later, namely management
education and corporate strategy, in fact the two topics that became the
red thread in my professional career. - We later learned an expansion of
this essential background - by our two Greek teachers; philosophy and
philosophies of life were more important than the ancient language. In
common classes with our physics teacher we compared ideas of the preSocratics with the conception of the world of today's nuclear physics. Our
161
physics teacher who taught us mathematics for a while at the same time,
also had influence on me by the fact that he explained to us the
difference between the two areas mathematics and physics from the
theory of science views of Democritus, Heisenberg, Planck and Einstein:
The divergent approaches - systematization of observations and the
variation of framework conditions by building models of complex
relations. There were my early beginnings of my later work
conceptualizing organisational complexity within a system theory frame of
reference.
Another influencing person was our class teacher of the last three years:
Though she was primarily our German teacher, in regard to German
language and literature there was little impact. She was also the acting
principal or the operative leader of the school since the principal himself
was politically active and most of the work was done by the other
leadership team members. Some students were included in school
management tasks by her: we spent days (including the afternoons)
preparing the new schedules at the end and the beginning of each school
year; little cards with symbols for classes and teachers were moved on a
gigantic blackboard until the interplay of school classes, teachers,
timetables and rooms was able to work in harmony. Since I had the same
ability as some of the mathematics teachers I was usually involved to
overlook very complex processes of simultaneous change, I was sitting in
the back row and "supervised" the feasibility of the variants suggested by
the others. - Another activity which was entrusted to us students was
thinning regularly the immense amount of documents the state
162
stamping years of my (our) puberty with common dreams and life plans.
The relationship lasted more than five years until, directly before my
graduation, the (for me) painful separation happened. While I had taken
our plans serious she had begun to develop alternative ideas which she
did not dare to share with me. When she then joined another partner, she
changed and - from my point of view, she betrayed all common plans
developed with me. She had covered her gradually increasing distance at first cognitively and intellectually, then also actual - to me. For me, this
revelation was shattering when putative dreams and arrangements
turned into "lies" - it has lasted for years before I could develop
confidence in common plans with others again. My following life surely
was influenced by this experience substantially.
From my present view, I have carried out the life plans made at that time
with her most largely anyway, although with some years delay. Many
beliefs about the human nature and its capacity to change were under reconsideration. We both had been anti-smokers, but her new partner was
a smoker and she started smoking. Initially she stated her desire for
alternatives as a reason for the separation but later on she obviously did
not really went on an alternative path away from her family and
background, while I have departed from my roots quite far. A kind of
counter-attitude and defiance was surely part of my response. But I reconceptualized my future path as a (straight) continuation of my previous
development. I surely have developed towards a great extent to personal
independence - after the separation. Independence and distinctive effort
became characteristic to me in many further situations.
165
5.5 Education
5.5.1 Basic Courses of Study
Since I was interested in many areas and my school leaving certificate
gave me all possibilities I had to focus: too many courses of studies
seemed too narrowly focussed to me. Fortunately, the delayed effects of
the 68s revolts gave me the possibility of starting with interdisciplinary
studies. Most of the former courses had been replaced by alternative,
Marxist Leninist, and society-critical contents, so that the courses
required by the formal regulations were no longer offered. Consequently,
for the examination registration only a certain number of basic courses,
methodology courses, and in-depth studies was needed taken from the
whole range of courses available. - I could study an interdisciplinary
social scientific and economic studies program, sharing statistics with the
mathematicians, interview technique with the publicists and journalists,
national economy and science history, sociology, ethnology and could
combine civilization history with legal studies (with main emphasis on
Criminology), and finally complete the intermediate examination
(intermediate exam in psychology) with law and education. Altruism and
Attraction were my basic research and specialization topics (when who
helps whom and why? - and who seems attractive to whom when through
what)? My interest to understand interrelationships got me to accept a
tutor job in my third semester for history and philosophy of science to
support the introductory studies of freshers. The execution of events and
self-reflection workshops was also part of my tasks (why do we study,
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and with regard to their usability for teachers, educators, therapists, and
trainers to improve the professional practice of group dynamics.
We gradually included the organizational context of change. The
arrangement (reengineering) of business processes, the creation of
(appropriate) organizational structures, the wording of guidelines and
agreements, the understanding and the common care of organization
cultures as (informal) basis and prerequisite of common values, attitudes,
behaviour, visions, and goals entered into our field of vision, with an eye
on the diagnosis, recording, documentation, analysis and interpretation
and the creation of a theoretical (orientation) framework and with the
other eye on the influence-ability, changeability, the management of
these areas. For the first time, university seminars were offered for
organization development and change and transformation management.
In this time, there are the roots of my later expertise in "executive
development, executive and (political and business) leadership
development, entrepreneurship" as well as dealing with the economic
and political development of the institutions shaping education, further
education, and societal learning. The first projects to establish those
facilities later called Corporate Universities and the coaching of those
individuals influencing the education policy of countries were initiated.
I chose a general psychological subject area, "Trends and Future
Perspectives of Memory Research", as a field of research of my master
thesis - to enable options of an academic career later. In cooperation with
a co-student I analyzed the influencing factors for memorizing social
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After the end of the community service I had to bridge a half-year before
the start of the academic year in the U.S.; I accepted a 50% position as a
teacher for education and psychology as well as the supervision of the
traineeship places for social education at a professional college. The
educational setting and the environment of social workers and the
teaching activities were familiar to me. The topic of "vocationally
orientated self experience and the development of profession-specific
social emotional competence" remained my red thread.
Development of the organization was a latent topic both for the social
facilities during the community service and at the institutions in which my
trainees were placed; mediation and conflict resolution as well as
clarification with regard to expectations, responsibilities, competences
and goals were on my agenda just as arrangements about desirable
changes of organizational processes.
5.5.4 Visiting Scholarship
I spent an academic year in San Diego, California, at the United States
International University. I had chosen this university because within the
humanistic approach of that private university I was able to study my own
curriculum and teach my own fields of interest. Most other offers gave
just the opportunity to repeat in English what I had already studied in
Germany. At USIU San Diego, personality development and selfactualization were goals and accordingly there was the permanent fight
for the acceptance of degrees. Since I wanted to complete my Ph.D. in
Germany anyway, I didn't have great interest in a formal degree. So I
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adviser, tutor, and mentor), the work with groups (as group dynamics
facilitator, assistant professor, instructor, and lecturer), the work in
different organizational environments (state, non profit) and all this in
combination with a strategic orientation.
On the part of most headhunters I made contact with a change into an
industry job was classified as rather improbable due to my lack of "stable
smell." Within short time, however, I received quite a number of job
offers, mostly by "mavericks" in their respective companies with the
intention to move something anyway.
5.6.2 Volkswagen
I changed to head team and organisation projects in the executive
education centre of the corporate headquarters of the Volkswagen group.
In this centre a basic Volkswagen specific style of management was
trained. A group of almost thirty colleagues carried out an obligatory
training curriculum begun by foremen up to the executive board level with
a high reputation: It was proverbially the "spirit of House Rhode" (the
education and training centre) to be allowed to voice criticism and
improvement suggestions, openness, and direct communication, ignoring
hierarchy limits. Exemplary work in the field of executive education had
been done within the German industrial landscape for years, and a
change of the generations was needed introducing a new style.
This change meant a shift of focus from learning individuals to team and
organizational development and learning. For capacity reasons, only
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projects with strategic relevance for the group were picked up and
accompanied by learning organisation measures. So we dealt with the
cooperation with Karmann for the making of the Corrado, the cooperation
with Toyota for the common pick-ups production, the cooperation with
Ford in South America, the beginning cooperation with Skoda and SEAT
as well as the start-up in China. But also substantial changes in the
production processes (from functional organisation to matrix and project
organisation) were accompanied by the learning coaches. There were
the usual organisational problems concerning the limiting regulations of a
corporate framework and the flexibility and freedom needed by various
daughter companies and the power distribution within the group. We
cooperated with many external advisers who teamed with internal
advisers on the projects. By this we sponsored the development of
organisational learning and the growth of the respective consulting
industry. - There were distinctive ways typical for Volkswagen for most
processes. So there always were VW standards in technology besides
the ISO and (the German) DIN standards; there was also a VW
interpretation of labour laws, rights of unions, and works committees /
employees' representation. And consequently each team and
organisation project involved organisational change and involved the
workers' representatives and had to re-balance the power distribution
between workers and management.
During about three years the department itself passed through a drastic
change: the standard seminars were driven back and almost
disappeared; there remained but a standard seminar supply in a few
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topics. The major part of the work was dealt with in projects instead.
Many colleagues left the executive education and training centre and
took over functions as "bridgeheads" for projects in daughter companies,
subsidiaries, and the production sites as well as in decentralized
functional areas.
My role as primus inter pares during the departments change and
transformation process gave me a lot of learning opportunities; after three
years I had the chance to either take over a typical career position as line
manager or to wait for a vacant job in the educational or training area.
5.6.3 Bilfinger+Berger Construction - Global Headquarter
I changed the company.
The construction industry had an almost ten years' downward trend
behind itself and the turnaround was close. Future oriented work for the
workforce was necessary to conceptualize and to reintroduce human
resource planning and staff development, "on the green meadow", after a
decade of lay-offs and closing sites.
Conceptualizing human resource planning and development to me meant
to jointly develop ideas with the essential key persons in the group.
However, when the vision was developed, the strategy defined, and the
processes planned in detail, there was another round of lay-offs needed,
and further reduction processes lay ahead. Instead of waiting for the
definite valley bottom, I changed once more.
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one of the few cases of a society deciding on its own active dissolution normally societies continue to exist until they "die" for lack of paying
members! I myself shifted my organization development interest on
international fields of work and remained an active member of the
International Organization Development Association as well as an active
personal member of the European Consortium for The Learning, newly
founded in the early Nineties to spread the idea of a systems dynamics
approach. As a personnel manager, I was an active member of the
German Society for Personnel Management and the European
counterpart; due to my international tasks as Human Resources
Executive I also became involved in the international chapters of
associations like the Society for Human Resources Management. Within
the last years I was a founding member and also served on the executive
board of the Association for Knowledge Management.
5.6.6 House of Management
During some years I then have carried out large scale organizational
development projects, together with two core partners and additional
associate partners when needed. Our main emphasis was on
conceptualization -- we have supported many of the renowned enterprise
consultation firms, transforming their theoretical concepts in realizable
change projects. We then have supported the project managers
responsible for those projects by coaching, occasionally also their
customers directly, especially during kick-off of the projects and in
emergency and crisis situations the consultants could not manage.
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Sometimes we were asked for by clients to take a more active role in the
projects, usually as members of the project steering committees.
We were active at many large scale and complex cross-border mergers
and take-overs, with a focus on post merger integration, corporate
restructuring as well as regional or country development programs during
several years.
In most cases we stayed in the background, and the bays were carried
off by the top managers, top advisers and politicians. We got our
satisfaction by experiencing that our concepts and plans were
successfully put into action that our ideas could be filled with lives by
others. And even in the long run the main ideas remained unchanged.
Partially up to this day.
Unsatisfactory to us was the situation when we had discerned
undesirable developments from our point of view but we could not take
the responsibility, especially when consultants preferred not to intervene
in order to make a later profit from the then needed crisis support. These
advisers were paid mostly rates per day so that they could safely wait for
the next crisis then to ask for a prolongation of their mandates or even
special orders at higher rates for mastering the (unpredicted) crisis
situation! To us this wasn't fun - to act against good knowledge - though
our fire department-games were extremely well paid for. Our success
resulted in many career jumps of customers executives - and
responsible managers quite often boasted only for the initiative for a
project and until it came to the successful and completed putting into
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action they were no longer in office, had gone to more important task
assignments. And we had to manage the take-over by new managers,
something most managers do not like (still it is not considered as positive
career contribution to continue someone elses project).
Accordingly my own interest grew to accept the responsibility for a large
scale transformation out of a demanding executive position with a long
term orientation.
5.6.7 Sulzer Metco Joining Forces
The Sulzer group had made it possible for its surface coating technology
division to take over the main global competitor, then the Metco (the
metalizing company) division of the Perkin-Elmer group. Now it was
necessary to fully integrate the other acquisitions from previous years,
and to form a new group of companies from the worldwide more than
forty companies of the previous enterprises, with all new processes,
structures, culture, and spirit.
All organization structures and business processes were defined and
altered globally. It was necessary to create a new (common) corporate
quality and business leadership culture at the same time.
In the management team of the holding which steered this post merger
integration and corporate renewal process I took over the lead of global
TQM and HR. The other team members focussed on plant construction
engineering, machines and parts production, surface coating services as
well as coating materials and marketing and sales. Additional members
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Altogether, almost one hundred million dollars were all in all available for
the project work, invested over a period of about three years.
When this effortful project had most largely progressed, first customer
contacts were made and first pilot projects had been started, a general
reorientation of the partnership hit us. The leadership group changed,
and a strategic U-turn was decided. The strict separation from Arthur
Andersen whose partners had direct access to CFOs, the financial world,
administration and personnel officers at accounting, tax, and legal issues,
led to the consideration that partners of the new Andersen Consulting
partnership would have a more difficult situation to address the
responsible executives for HR processes. By focussing on the IT
implementation of HR software and outsourcing of administrative
processes the area of "strategic Human Capital" became obsolete and
was less integrated within the consulting portfolio.
Most peers from the HR expert area left the partnership again during the
following years. Some changed their role, since within general consulting
as well as all outsourcing projects dealing with so-called soft factors"
became more and more demanded we called this change with a small
c in contrast to Change with a capital C like in large scale mergers,
acquisitions, re-structuring, and strategic projects in which change and
transformation management are key elements.
Temporarily, I still have supported some great global merger projects
myself. These rather selective projects weren't satisfying and didn't
correspond with my accumulated experience any more, though.
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the units and/or stock options and agree to shareholder agreements that
ensure a long term sustainable business under our (co-) governance. We
serve as members of the board of directors or we delegate this role to
associate partners of our network. - We are now confronted with more
and more requests for entrepreneurial partnerships thus filling the gap
between friends and family, strategic, legal, auditing, and general
consultants, and brokers on the one hand and business partners with
their own (hidden) agendas when talking about partnerships or joint
activities.
We are currently in the process of conceptualizing our approach to
become the basis of a private equity fond-like investment vehicle to
enable more partnerships with less financial constraints.
In the tradition of the political-cultural dialogues of past centuries we have
re-created the Deidesheimer Circle, a regular meeting for executives and
entrepreneurs using story-telling to further our understanding of complex
interrelations between individual, group, business, and societal change
and transformation. There is already a similar African version event (in a
culture in which story-telling has been familiar until the sons went to
Business Schools to learn better ways) of the Deidesheimer Circle, and
one of my friends is partnering with one of the leading micro-finance
banks on the African continent, and for sure it will fundamentally change
the power distribution in some countries.
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Chapter 6
The Knowledge Ecosystem;
A model for the Second Generation Learning Organisation
Andrew Haldane
6.1 Introduction
Those who find themselves in a position of strategic influence within a
21st-century organisation might find it slightly disconcerting to reflect on
the fact that one of their key assets, knowledge, is both more or less
immeasurable and of immeasurable importance. Nevertheless, the aim of
this chapter is engage precisely such reflection and to examine
knowledge and its productive utilisation from an alternative perspective;
by viewing it as both a source of energy and a raw material and by
comparing and contrasting its properties with those of physical sources of
energy and physical materials.
That majority of the current managerial work force who are from a digital
immigrant as opposed to a digital native generation should, nevertheless,
have been schooled since their early careers in the effective
management of human resources pivotal to the effective utilisation of
knowledge assets. They will be familiar with, and conscious of, the twin
drivers of human resource management; the societal pressures towards
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echelons of society in Tudor England, and writing at the time when the
issue of the succession to the aging and heir-less Queen Elizabeth
was exercising the minds of power brokers, Francis Bacon would
certainly have mixed with some of the most devious political wheelerdealers in history. He was a gifted intellectual, one of the greatest
philosophers of the medieval world, and is even credited by some as
being the true author of at least some of the work usually attributed to
William Shakespeare. Although inspired originally by alchemy, Bacon
was arguably the first person to develop the processes of deductive
reasoning and scientific experimentation.
Bacon thus had an understanding of knowledge as the driving force of
innovation, and of how insight into the laws of nature was the key to
scientific, economic and societal advancement. In coining his nostrum he
was explaining how the use of logical reasoning, for example cause and
effect, might empower philosophers to express innovative ideas without
being accused of heresy. He was thus not describing the relationship
between knowledge and power purely in the narrow power-political sense
in which Bacon's catchphrase is often used today. Likewise, equating
knowledge and power in the context of social inequity, the gulf between
the information rich and the information poor (Doctor,1991) may be
perfectly valid but is rather more than a simple extrapolation from
Bacon's original context.
The citation here of Bacon s proposition that knowledge is power is
intended to set the scene for an examination of a 21st century variation;
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The use of this analogy to help understand the process of innovation has
previously been explored by a team of ECLO members working in an EUsupported research project (Kelleher et al 2001). This group examined
how knowledge, when thought of as a power source driving 21st century
knowledge-intensive organisations, has some interesting characteristics
when compared to older sources of energy such as coal. The old fuels
and raw materials such as coal are mined at great human cost and
transported at considerable effort and expense. They are messy in use,
they pollute the atmosphere, and solid waste from mining has disfigured
many landscapes. Knowledge, in contrast, is a product of the human
mind that can be transported across the globe at the click of a mouse
without detriment to the environment.
However there is a more fundamental difference between coal and
knowledge as an energy source:
Coal is consumed.
Knowledge is not consumed in use
Knowledge can be used time and time again.
Knowledge actually grows through use as we learn from experience or
share ideas with others.
However, as we shall discuss in more detail later using and interacting
with knowledge may create new knowledge, but the extent to which this
happens depends on the nature and culture of the organisation and the
way in which it is managed. Returning to the fossil fuel analogy above,
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we need to be sure there is a source of ignition and not just hope for
spontaneous combustion.
Nonaka et al (2000a) describe the process of knowledge creation as an
upward spiral. They suggest that an organisation creates knowledge, not
just by confronting and solving problems, but by generating and defining
new problems applying new knowledge to resolve them and then moving
on to a further problem generation and solving cycle. Those whose daily
lives may be characterised by a need to confront problems which they
have not actually generated but which seem to appear from nowhere
may not distinctively empathise with the proposition that problem
generation and definition is the basis of knowledge creation.
However, if we take a positive view that it is the pursuit of opportunity that
leads to innovation then we will encounter a number of hurdles that need
to be surmounted before we achieve our goals. Aiming to achieve the
most desirable outcome by examining a number of possible scenarios is
likely to involve the specification and testing of a number of alternative
hypotheses.
If neither desperation nor inspiration really come at us from out of the
blue then maybe the best new ideas do actually emerge from a
continuous process of defining, analysing and resolving problems.
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The concept of sharing is often used to teach division; if Jane has eight
cakes and shares them equally with three friends than all four children
have two each. However, in the context of knowledge sharing we can
have our cake and eat it. If I pass on some knowledge I still retain it. If
each four people share one unit of knowledge unique to that individual
then each one now possesses four units of knowledge and all are the
wiser for it. To share is to multiply (Kelleher et.al. 2000).
Nonaka et al (ibid) also see knowledge sharing as part of the process of
knowledge creation.
They describe a SECI process involving four modes of knowledge
conversion;
In so much of our daily lives we take it for granted that the process of
sharing involves somebody gaining and somebody else losing.
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Outputs
Semi-
Permeable
Organisation
Products/
Boundaries
Services
Recurrent Throughputs
Stakeholder
Needs
Other
Tangible/
The Innovation
Engine-Room
Intangible
Creativity-New or Modified
Outputs
Organisational
Learning
Transient Corporate
Memory:
Proprietary
Tacit Employee
Corporate
Knowledge
Memory;
Explicit Knowledge
Outputs
(eg. Image
Enhancement
Strategic Vision,
Knowledge
Assets,
Organisational
Enhancement
Stakeholder
Value)
Financial
Assets
Human Capital
Knowledge
Placed in
Public Domain
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Organisation
Action Lines
Action Line One
The Present
Imperative
The Future
Imperative
The Future
Imperative
The Future
Imperative
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******
*************************************
Power of knowledgesharing, Negative Entropy
- Construction
********************************
The Spark;
**************
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Matches or
mismatches
of tacit knowledge
group, by making it
are analysed
Group members
compare this input with
own tacit knowledge
/frames of reference
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kind of new knowledge and ideas that might lead the organisation into
new territory; new activities, new areas of operation, new products or
services it is important to cultivate the unorthodox and to have as much
diversity of perspective within the group as is possible .
This might involve bringing in people from outside the team whose
change agenda may be being pursued . In a multidisciplinary group of
those making a contribution outside their normal area of expertise might
proffer an idea that the expert in that particular discipline might, in other
circumstances, too easily dismiss as nave or "off the wall". It is important
to capture every minor unorthodoxy as quickly as possible without
interrupting the flow of ideas and then later give each one more serious
consideration than some might seem to merit when first mooted. Taking
the group outside its normal environment and bringing in external
facilitation and/or external expertise with a different perspective may also
be helpful.
a) Fuelling the boiler
Directing the power of collective inspiration toward doing what we do only
better involves harnessing the reflective capabilities of the group as a
whole. A common focus for this type of activity is the capturing of lessons
learned by following processes typical of those initiated and implemented
by the U.S. Army.
One such process is conduct of an "after action review in the immediate
aftermath of an important event triggered by questions along the lines of :
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of humans that still dictates the way in which the total knowledge
resource available is utilised.
Our focus thus far has also been on the informal and collaborative
dimensions of learning, that can flourish in a knowledge ecosystem,
aiming to illustrate how within a 21st-century learning organisation, the
whole company is greater than the sum of its parts.
However, this emphasis should not be taken as an indication that the
professional development of each of those individuals contributors to the
continuous development of the ecosystem's accumulating knowledge
through appropriate inputs of formal learning is not to be valued.
The "cycle of ideas" [Figure 4], illustrates that, however formidable the
explicit knowledge base accessible may be, it is the interaction of existing
tacit knowledge with this data within the human mind that enables it to be
processed. The ability to understand, sift, analyse, interpret, learn and
develop new insights from such an interaction is therefore a function of
the currency of the tacit knowledge of each individual concerned.
However, that is not to say that traditional approaches to work-related
formal learning should be immune from some reappraisal as to their
appropriateness.
Traditionally, the formal learning provided in schools and universities has
been defined by the specification of inputs; identifying in some detail
appropriate topics for inclusion within the curriculum, the learning content
that enables each topic to be addressed and indicators of the depth and
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what they wished to specify and a means of assessing how far the
intended outcome had been achieved was also desired.
Pressure from employers for the improved effectiveness of formal
learning inputs through their closer integration with the practical
application of acquired knowledge is not new. In research conducted on
behalf of the UK Professional Associations Research Network Phillips et
al. (2004) found that employers were dissatisfied with "training" provision
defined by learning inputs and often delivered away from the workplace
to a sometimes quite diverse group of individuals assumed to have
learning needs substantially in common.
Employees, on the other hand were relatively satisfied with such
provision and felt that some positive impact on performance would be
likely to be accrued over a period of time. However such employees
found it difficult to identify examples of such performance improvement or
evidence to support such a claim.
There may, of course, sometimes be a very good case for increasing the
domain knowledge of an individual even if there is no obvious and
immediate application of the learning. However, it is perhaps inadvisable
for this to be the default mechanism and, in most instances purposeful
learning can be directled toward and integrated with the application of the
new knowledge acquired.
The definition of that have learning outcomes with a performance
improvements aim is likely to be an important element of Personal
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6.13 Maybe you should get out more; The big wide world of
knowledge sharing
The analogy between an organism and an organisation culled from early
systems thinking has become absorbed into management orthodoxy to
the point where terminology such as "corporate memory" has become
commonplace. We tend to assume that our organisation must function as
an open system because it's transactions with the environment within
which it operates are the central purpose of its existence. Knowledge
intensive organisations need powerful knowledge management systems
if, in terms of the organism metaphor they are to be compared to a
sentient being rather than an amoeba. However the sheer power of the
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corporate intellect can easily mean that, in ideas terms, they are
operating much more like a closed system re-organising and
reprocessing the body of knowledge within the organisational rather than
interacting effectively with the body of knowledge in the wider
environment beyond it.
Chesbrough (2004) has suggested that organisations should enter an era
of "Open Innovation". He draws attention to examples from recent
history of how big companies with impressive investment in R&D have
been unable to outperform agile competitors who are far less well
resourced.
The examples chosen suggest that the element of self-sufficiency which
impressive and well managed knowledge systems plus internal expertise
and knowledge generation capacity could, have its downside.
Organisational introspection and a tendency towards becoming
something of a closed system in terms of ideas and innovation is that
downside.
The model of the knowledge ecosystem as illustrated in figure 1 above
indicates that a learning organisation will have semi-permeable
boundary layers. There are two reasons for this. The first is that a
substantial proportion of the knowledge circulating within the organisation
is likely to form part of the intellectual property that defines competitive
advantage and is therefore consciously retained internally rather than
shared with its environment. A second reason lies in the sheer volume of
information processed within a knowledge intensive organisation. If we
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6.14 Conclusion
This conclusion begins with a statement of the obvious; that interaction
with sources of knowledge new to an individual are a source of fresh
ideas. However what is less obvious is that interpersonal interaction with
the tacit knowledge of individuals who have different outlooks and
perspectives is particularly powerful. Rather than relying on some of the
less structured dialogues regarding problems, opportunities and ways
ahead that might occur by serendipity, leaders within organisations
should consider regularly creating such situations where groups can
interact and look beyond today's first priority .
In the early days of the first Industrial Revolution each factory had its own
powerhouse perhaps a water wheel or maybe a steam engine. In the
current Industrial Revolution the powerhouse of ideas -- the innovation
engine room -- does not exist as such a clearly located entity. Even
where there may be a strong central R&D team, or a high level strategic
planning group actively pursuing new ideas the innovation engine room is
inevitably dispersed throughout the organisation. What is less inevitable
is the extent to which each of these components of the innovation engine
recognises that ;
"the raison d'tre of a firm is to continually create knowledge"
(Nonaka et al 2000b, p1)
Persons occupying "structural holes" (Burt 2004) ; those whose roles
interface with a variety of tasks and functions, and especially those who
interface with the external environment , are often best placed to be a
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focus for new thinking. Such people in the course of their normal duties
interact directly and more frequently with people in a variety of roles and
functions and with different perspectives. Any team is likely to have
sufficient variation of outlook and diversity of tacit knowledge to be able
to function effectively as a think tank, and should from time to time be
tasked so to do. However, opportunities for those who do not occupy an
organisational structural hole to have the opportunity to share knowledge
and ideas within a more diverse group and to be exposed to thinking
external to the organisation should be cultivated.
In much the same way as small particles have a larger surface area than
an equivalent mass of larger particles, so small organisations have a
greater percentage of their employees at. or close to, the boundary layers
of the organisation and subject to that diversity of external thinking that
larger organisations may need to actively seek. While the harvesting of
external explicit knowledge is relatively easy, the stimulus of interacting
with the tacit knowledge of external experts should not be ignored.
All organisations, and perhaps particularly those who are rightly proud of
their internal R&D, their internal knowledge management excellence, and
their internal knowledge creation run the risk, despite the extent of their
transactions with the wider environment, of becoming relatively closed
systems in terms of new knowledge creation. While organisations will
have some ideas and intellectual property which they need to jealously
guard they also need to find opportunities to engage intellectually outside
the organisation. Open innovation may also, from time to time involve
actively seeking opportunities to import new technology or new thinking
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Chapter 7
Embracing opposites Enriching learning by
acknowledging and resolving tensions between
apparently conflicting business values
The test of a first rate intelligence is the ability to hold two opposing
ideas in the mind at the same time and still retain the ability to function
F Scott Fitzgerald.
7.1 Introduction
Learning is a necessary process for businesses seeking to adapt and
thrive in changing conditions. Hampden Turner [1] argues that learning
supports adaptation when it produces a more inclusive response to the
world. For enterprises, an inclusive response is likely to be a solution that
comprehensively addresses the needs and claims of different groups
both inside and outside the organisation. No easy task, when powerful
stakeholder groups value different aspects of organizational activity.
Customers, employees, suppliers, shareholders, the local community, all
have different requirements. Their conflicting priorities create
contradictory pulls upon available time, energy and resources.
Unfortunately in business and society, when individuals and communities
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A dilemmas is an unresolved difference between opposite values. The word dilemma is derived
from the Greek meaning two propositions. In this chapter we use the term interchangeably with
that of paradox or tension.
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Belonging
To further complicate the situation, what is valued singularly and
communally may differ, but both are simultaneously important. The most
obvious example being an individuals desire to be true to their own
beliefs, and to honour the responsibilities and duties as members of
various collectives. For example the organizational profit motive may
come in conflict with an individuals view of what is right. Any change
process creates all sorts of demands when the interests of the individual
who has loyalties to himself, his family and society do not fit with the
objectives of the collective to which he or she belongs. The most difficult
choices arise when the integrity of the individual and their personal
values come into conflict with the way the organisation prioritises its
responsibilities to different external stakeholders, a typical example
being, shareholders versus social responsibilities. In such instances
individuals are faced with dilemmas created by their conflicting loyalties
to themselves and various communities. Lewis calls the tensions created
when individual identity needs conflict with collective expectations
paradoxes of belonging [2].
Learning
Hampden Turner [1] suggests that business value creation lies in the
capacity to acknowledge dilemmas and combine the constructive
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Defining the
problem
Learning
Organizing
Belonging
Learning in itself is an
inherently paradoxical
process. Learning requires
the resolution of conflicts
between dialectically
opposed modes of
adaptation to the world.
Conflict, differences and
disagreement are what
drive the learning process.
[11]
Projection
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Regression
Reaction
Formation
Learning
Organizing
Belonging
Splitting
Ambivalence
Given that learning is the engine for change in the process of organizing
and belonging is the force for stability and continuity in organisations, any
257
Organising
Belonging
Table 2 Factors which reduce tensions so that learning and belonging can support
effective organising.
258
contradictions. The word integrity comes from the Latin integritas which means unity or
wholeness. In that sense individual wholeness or integrity could be interpreted as the
integration of all value propositions within a moral code or worldview.
259
261
262
opinions, it seemed more likely to stimulate reaction formation by reenforcing peoples beliefs in each polarity [40-42]. Perhaps this
assumption will not hold in some cultures. However in Western business
cultures, we felt that people are conditioned to be less inclusive in our
thinking, much more individualistic, competitive, unique, and distinctive,
much less instinctively communal, co-operative, dual and integrative. So
the polarised response is more likely.
High
Polarised
response
Conflicting
pull towards
another
priority
Through process of
Polarised
response
Low
Low
High
Conflicting pull towards one priority
Highlight two or more turning points, which, if they had panned out
differently, would have improved the outcome from their
perspective.
The group should engage in at least two rounds of storytelling, with both
polarities being represented.
The purpose of this stage is to give participants some sense of the good
intentions of all stakeholders, and the potential benefits of their espoused
world view, in a neutral non-conflicting way. The content of these
experiences form the material for the reflection at the next stage.
colour write down what they see as the positive benefits of prioritising
their preferred choice, using words that express the strength of their
feelings about the choice - for example like, loathe, enjoy, fear.
Encouraging the use of emotional language is designed to address the
ambivalence defence. Next they should identify on a second colour of
post it notes the potential negative consequences of their preferred
choice, using equally forceful language. This part of the process is
deliberately designed to encourage individuals to challenge their own
values and assumptions and think more paradoxically. Having completed
this exercise, each person should then identify the negative
consequences of their least preferred choice on another colour post-it
note, and finally the positive benefits of their least preferred choice on the
fourth colour.
The ordering of attention on the positives and negatives of each side of
the dilemma is deliberate. Firstly, it sandwiches negatives between
positives, thus trying to defuse reaction formation, by diverting attention
back to positives at the end. Secondly by choosing their preference first,
people are conditioned to think about BOTH pros and cons in a balanced
manner, before they consider the option to which they might react
negatively. Such balanced evaluation is designed to defuse the potential
for splitting. In practice people find it hard to identify the negatives of
their preferred option and the positives of their least preferred option. It is
worth acknowledging that fact.
271
274
275
SEEK ACCOMMODATION
Sometimes the solution may be an accommodation of the two forces that
make up the dilemma. Separating the opposing ideas in time and space
are the primary routes to accommodation. The implications of each and
when they are generally used are outlined in Table 3, which is developed
from the thinking of Scott Poole and Van de Ven [12].
276
TEMPORAL SEPARATION
SYNTHESIS
A centrally decentralised
organization gets the best of both
worlds. Central co-ordination and
guidance with local
responsiveness through
empowerment.
There is a danger of
oversimplification in the synthesis,
and the loss of conflict can
produce stagnation.
OPPOSITION
SPATIAL SEPARATION
High
Level of
ambiguity
Low
Low
Level of Interaction
High
Table 3- Accommodation and its relationship to ambiguity and the level of connection
277
The process requires skilled facilitators who are familiar with the
issues surrounding dilemmas and can confidently support
participants through the more challenging parts of the eleven step
process.
278
Given the first two limitations, the process may better reserved for
addressing really intractable problems, even though it would be
valuable to cycle through this process repeatedly in order to
develop cognitive complexity and embed the learning into daily
practice. Over time this may happen, but not without significant
repetition.
7.9 Conclusion
In this chapter we have argued that business performance comes from
finding solutions to dilemmas. To do that effectively we should be
279
Acknowledgements
This research project was carried out by a Working Group of Knowledge
Managers from member organisations of the KM Forum based at the
Henley Business School of the University of Reading in the UK. Public
and private sector organisations were included. Particular thanks are
due to Richard Potter from QinetQ who was the practitioner champion of
the research.
280
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CA: Sage.
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283
285
286
Stage
Explanation
SUBJECT/OBJECT *
Underpinning
mental structure
Subjectively we respond to
perceptions, and impulses
with no relative reference
points. We learn to control
movements and sensations
through simple trial and
error
Singular /immediate
Age 0
to 6
Gradually we learn to
Distinguish between
inner sensation and
external stimulation
Distinguish impulses
and perceptions from
oneself or control them
Table 1a
287
Atomistic
Egocentric
Stage
Explanation
SUBJECT/OBJECT *
Underpinning
mental structure
Subjectively we focus on a)
concrete data and simple
cause and effect reasoning,
b) conceptualisation of
roles, and points of view,
responding in a simple tit
for tat manner to others
actions c) our own
perceived needs and
preferences.
Durable Category
Age 6
to teens
In social relationships we
allow for others to have a
point of view, distinct from
our own, and fully
manipulable
Our internal identity is
defined by enduring needs,
and beliefs rather than
impulses. Impulses are
regulated and can be
organized into categories
that produce results.
Delayed gratification
becomes a possibility.
Make generalizations
Discern patterns
Develop hypotheses
Construct ideals
Feel obligations or
maintain relationships
adaptively
Table 1b
288
Stage
Explanation
SUBJECT/OBJECT *
Subjectively we pay
attention to
Teens
onwards
Abstract concepts,
inferences ideals, values
and new propositions.
In relationships we accept
mutuality and are sensitive
to role difference. We
become self consciousness
Objectively we reflect on
Abstract reasoning,
Concrete data
Hypothetical and
deductive thinking,
Distinguishing what is
from what is not,
Seeing relationships as
simultaneously reciprocal
As yet we cannot
Systematically identify
combinations of
relationships,
Internalising anothers
point of view,
Empathising,
Recognising emotions as
internally subjective
states rather than social
transactions
Construct a generalised
approach to regulate
relationships
Table 1c
289
Underpinning
mental structure
Cross categorical
thinking and
association
Stage
Explanation
SUBJECT/OBJECT *
Underpinning
mental structure
Complex system
As a result of
education
between 20
and 40
Develop ideologies by
weaving abstract
concepts into
generalisable theories.
Be innovative.
Collectives of people in
overlapping
communities
Personal value systems,
attitudes and behaviours
Objectively we review
Generate a personal
vision.
Develop expertise in an
area
Conceive of the
organization from
outside in, and
recognise our
relationship to the
whole
Single abstractions
Interpersonal
relationships
Build relationships
between institutions
that have different
orientations or
values
Transform our
identity by
integrating the worth
of others into ones
world view
Table 1d
290
Stage
Explanation
SUBJECT/OBJECT *
Underpinning
mental structure
Trans systemic
Advanced
training
Embrace opposite,
and use the inherent
tension, and
contradiction as a
stimulus to more
integrated
perspectives and
knowledge.
Synthesise complex
theories and reflect
critically on a
discipline from outside
the ideology
Build relationships
across value systems
for the benefit of both
parties
Table 1e
291
Complex adaptive
Chapter 8
The Design and Management of an Organisations
Lifelong Learning Curriculum5
292
learning processes that will lead to world class high return on investment
lifelong learning process design and development and also provide a
developmental framework for every company and institution in shaping
their future process designs.
Achieving a condition of world class learning management performance
in organisations, through our learning process innovations, has always
been our companys de rigueur objective. Our ability to not only innovate
locally, but also to ensure as far as possible, that our processes are
sufficiently flexible to enable recognition at national and in institutional
back-office validation systems, is critically important in a competitive
world.
297
Prioritised
competitive
learning
objectives
Investment,
appreciation
and costing
Personal
learning
aspirations
Global best
practice
Dynamic
Programme
Curriculum
Design
Matched
learning
opportunities
E-learning
technologies
298
Matching
programme
accreditation
Intellectual
capital
statement
These are the mainstream influences for the identification and application
of learning process design parameters, all of which in part influence the
motivation of learners to participate, the quality of the learning journey
itself and its perceived benefits.
Agreeing at the outset on the key influencing factors and developing
specific knowledge of the contribution they make towards the
effectiveness and value of a learning process makes it much easier to
transform businesses aspirations into strands of learning activities. The
danger at this point is devise the way forward in terms of a curriculum
development master plan. This is a vain attempt to impose a totalitarian
order on events which are unlikely to happen in the prescribed way [2]
Be prepared to think and manage along the lines of a people-ware
metaplan, i.e. instill a belief in the dynamics of piecemeal growth,
managing through shared design principles and local control of design by
those people who will occupy the learning space. Abandon mechanistic
project management ideas.
299
300
302
Incremental Learning
Accumulated
useful
knowledge plus
skills and
competencies
Start-up
Knowledge
base
Progressive Assignments
thinking and emergent practice and a mapping point when starting out on
the journey for designing and improving company learning processes.
The right answer for your organisation will prevent creating learner
expectations and having outcome objectives in mind that cannot be
realized.
312
Chapter 9
Collaborative Leadership and Organisational Learning:
Lessons from the French RDT (Rseau de Diffusion
Technologique) Initiative
and rarely display clear hierarchical lines and authority structures. This
context creates unique challenges for partnership managers and raises
questions about the meaning of partnership leadership.
For example, in her study of US based economic development
partnerships, Coe argues that partnership leaders must have a clear
sense of direction, however they do not closely control, but allow others
the latitude to create solutions and make decisions (1988 pp 520). This
stems from the fact that the system is composed of many groups and
individuals, no one organization or individual generally has overall
hierarchical authority. Authority is often unclear or overlapping, and
power is shared. As such lateral influence is more relevant than is
hierarchical authority. (Coe, 1988 pp. 518). A similar point is made by
Huxham and Vangen (2000) who highlight the limitations of the leaderfollower premise that is widely accepted within the leadership literature,
and connect leadership influence with transformation (meaning, here, a
change in partner behaviour as a result of leadership influence) (Huxham
& Vangen, 2000 pp. 1160):
[] there is a problem with the leader-follower presumption. The
implication that there is a formally acknowledged leader with managerial
responsibility and a hierarchical relationship with followers does not apply
in collaborations because the individuals involved come from different
organizations or groups. The leadership challenge [] is concerned with
influencing or transforming individuals only (or at least largely) to the
extent that such transformation may, in turn, affect the behavior of
organizations
315
Therefore, some of the key tasks that Huxham and Vangen (2000)
associate with partnership leadership are about inspiring, nurturing,
supporting and communicating. This is to a large extent very close to the
characteristics that Coe (1988) attached to what she called evocative
leadership and linking communication.
Sullivan and Skelcher (2002) argue that collaborative capability is largely
dependent on the presence of boundary spanners and reticulists (i.e.
people who are skilled communicators and have excellent networking
and negotiating skills enabling them to bring partners together by
identifying areas of common ground). Such individuals can fulfil the need
for leadership in a range of situations, including circumstances where it is
not possible to discern a formal leader. In such cases, leadership needs
to be exercised through the employment of personal skills such as
persuasion, through the application of processes and activities that
nurture and facilitate co-operation between individuals and organisations
and through the use of personal authority to access necessary resources
to contribute to the collaborative effort (Sullivan & Skelcher, 2002 pp.
104). In the case of mandated partnerships, where leaders are
appointed because of their position, or the role of their organisation within
the partnership, there can be a significant learning challenge. Indeed,
individuals find themselves applying their leadership capacity in a new
environment, one where hierarchies have been replaced by networks and
inter-organisational reliance and it is not possible to lead simply by virtue
of ones formal authority in unitary bureaucracy (Sullivan & Skelcher,
2002 pp. 104).
316
The notion that a clearly identifiable individual can determine the strategic
orientation of a partnership formally or informally is close to the concept
of centrality, that emerged from the study of private business networks
(Gnyawali & Madhavan, 2001). These authors define centrality as the
position of an individual actor in the network, it denotes the extent to
which a focal actor occupies a strategic position in the network by virtue
of being involved in many significant ties (Gnyawali & Madhavan, 2001
pp. 434-435). Such a focus on an individuals brokering position in
networks or partnership is characteristic of the partnership management
literature. Individuals are singled out for their ability to act as catalysts or
display cross-cutting behaviour. Overall the emphasis is on the skills
such individuals possess.
Williams work (2002) on boundary spanning is typical of this approach.
He is concerned with the factors that influence the effective collaborative
behaviour and competence of key agents managing within interorganizational theatres (Williams, 2002 pp. 103). Williams argues that
partnerships are characterised by networked forms of governance, and
that networking is the predominant modus operandi of choice of the
boundary spanner. However, he also shows that within the particular
partnership he analysed key decision makers operate in a social network,
which effectively steers the partnership (Williams, 2002 pp. 117):
Within the particular interorganisational domain studied, there is a welldeveloped network of key movers and shakers- primary nodes in the
317
318
322
Kim groups norms and values and labels them using the German term Weltanshaung,
to suggest that these act as filters, and enable individuals and organisations to make
sense of reality.
324
Rgion) are a set of measures periodically agreed between each French region and the
government. They establish the economic and social policy priorities for the region and
set out associated budgets (Lescot & Sinou, 2000).
327
329
We started off with this RDT, which in its operation and goals mirrored
national guidelines. (Senior Conseil Regional Manager, 1999)
It assumes harmonious collaboration amongst institutional players within
the formally created framework of the RDT. On the other hand, the
theory in use assumes decision-making that is informal and conducted
outside formal partnership settings. Such an emphasis on informal
decision-making is largely historical. Before they constituted Prsence
Rhne-Alpes, most of the key partners were involved in the GRITT, the
first collaborative structure to focus on technology and innovation in small
firms in the region. Decision making within the GRITT was mostly
informal.
You see, I lived the history of this partnership. When I joined the
Chamber of Commerce in 1988, the network [the GRITT] was primarily
informal and based on a small number of key people at the time. It was
more of a peoples network. [] At the time the main goal was to
ensure collaboration between institutions, but without formalisation.
(Chamber of Commerce Senior Manager , 1999).
This network [the GRITT] was primarily a gathering of actors who would
generally meet informally. Thats how it started. Then, it evolved. It
evolved because actors realised that while the meetings were useful,
there was a need for shared objectives; there was also a need for
proposals that could be made to businesses. In other words we needed
to move and indeed get results. (ARIST Managing Director, 1999)
332
TENSION
GENERATE SHARED
TECHNOLOGY
TRANSFER
STRATEGY
MINIMIZE INDIVIDUAL
POWER
INFORMAL CONSENSUS
BUILDING
2
At the time, I was not here, but I still experienced it as a member, the
crisis that took place I think that at one point in time, the partnerships
manager, who was leading a business of more than a thousand
employees so not the kind of business we deal with every day - saw
things differently from institutional partners. The manager and the chair
he appointed and institutional partners had diverging points of view.
(RDT Manager, 1999)
Secondly, he [the partnership manager] implemented a large PR
campaign for Prsence. And I think that institutional players did not
agree with that. But, you know, it is always the same thing; when
institutional players have in front of them a manager, they do not dare
risk a confrontation, etc. Often the schism appears, the abyss gets
deeper, nobody talks to anybody. There are misunderstandings; these
get bigger over time It creates an atmosphere where suspicion
prevails and one day divorce is necessary. The reality is that people did
not explain their positions. It is often like that. I must say however that
the PR campaign was particularly ambitious. Heavy communication and
advertisement to raise awareness of Prsence Rhne-Alpes, the logo
etc The advertising budget was very strong. I believe it has had an
impact. But institutional partners do not like that their money is used for
advertising purposes. That is a kind of recurrent problem, one that is
understandable too. They do not like that their money, [] is used in
advertising efforts. No problem with the production of documentation, as
we do now, thats fine. But a strong PR policy they do not like that.
(RDT Manager, 1999)
336
338
At a political level, in Rhne-Alpes, the entire civil service, (so the DRRT,
the DRIRE, the Region, and the ANVAR) shares the same analysis. As a
result, all potential sources of funding for economic development
structures share the same strategies, so these structures are piloted.
This is important for the good operation of the network. I believe that the
political consensus on these issues was in my view critical to the success
of this initiative (Senior Conseil Regional Manager, 1999)
This is a caricature, but it shows well our willingness to work together.
When we meet around the table (This happens frequently between the
ANVAR, the DRIRE, the DRRT and the Region) We do not always
have converging views. Our [ministerial] affiliations are different too. We
also have specific {institutional} objectives. Nonetheless this enables us
to have a debate and a common understanding of key policy
orientations. (Anvar Deputy Chief Executive , 1999)
The open and explicit recognition of this governing elite reaffirmed their
regional leadership and the significance of each member institution,
whilst placing them on a level playing field. The shift of emphasis from
the traditional model where one organisation dominates within its clearly
defined policy field, to a model where a governing elite dominates
regional policy making facilitated these organisations refocus on the
generation of a shared regional technology transfer policy. It also made
their institutional struggle for leadership redundant, replacing it with a
struggle to belong to the governing elite. As a result, partners in
Prsence Rhne-Alpes were able to nurture their tacit norm of informal
339
+
GENERATE SHARED
TECHNOLOGY TRANSFER
STRATEGY
+
3
1
INFORMAL CONSENSUS
BUILDING
INSTITUTIONALISE
GOVERNANCE ELITE
341
9.6 Conclusions
The findings outlined above are in line with the analysis of some French
researchers, who investigated the relationship between informal
networking and formal partnering in order to enhance our understanding
of the reasons why formal partnering seems to be resisted in some
instances. Brachet (1995) argues that the problems organisations (and
their representatives) experience, when working in partnership, do not
result from a lack of skill but from the rigidity that formalisation imposes
upon them. According to Brachet, civil servants, and other economic
development actors, have always relied on networking and partnering
when confronted with issues that can not be tackled through traditional
hierarchical means (Brachet, 1995 pp. 102):
As soon as hierarchical decision-making fails; civil servants at all levels
engage in lateral networking with politicians or professionals. Therefore
partnership is by no means a new phenomenon.
343
344
Bibliography
Anvar Deputy Chief Executive (1999) Interview Reference B5FR010499.
Argyris, C. (1976) Single-loop and double-loop learning in research on
decision-making. Administrative Science Quarterly, 21(3), 363-375.
Argyris, C. (2001) On organizational learning. Malden, Mass.: Blackwell.
Argyris, C. & D.A. Schn (1996) Organizational learning II: Theory
method and practice. Reading, Mass.: Addison-Westley.
Argyris, C. & D.A. Schn (1978) Organizatinal Learning: A theory of
action perspective. Reading (Mass.): Addison-Westley Publishing.
ARIST Managing Director (1999) Interview Reference B1FR310399.
Bandura, A. (1977) Social learning theory. Englewood Cliffs: Prentice
Hall.
Brachet, P. (1995) Problmatique du partenariat de service publique.
Politiques Et Management Public, 13(1), 87-105.
Cangelosi, V. E. & W.R. Dill (1965) Organizational learning: Observations
toward a theory. Administrative Science Quarterly, 10(2), 175-203.
Chamber of Commerce Senior Manager (1999) Interview Reference
B2FR310399.
345
348
349
Chapter 10
Developing brainwork in the knowledge economy
10.1 Introduction
It is a generally accepted idea that the Dutch economy has to change
from an industrial economy into a knowledge economy. But that
metamorphosis is not a matter of course. Until recently their were big
concerns. Evaluations showed that Europe arreared the United States
and that the Netherlands were well down as a knowledge economy in
Europe. This chapter focuses on how the possibilities to wrench the
stagnate knowledge economy with brainwork, and is based on studies
KPC Group did in 2003 and 2005.
First I will discuss the development of the knowledge economy, the
principal recommendations to stimulate the knowledge economy. Next I
will discuss our premises and research design. Then I will present some
of our results with an extra focus on the educational sector. Furthermore I
will elaborate what the challenges are for Human Resources
Development specialists. Finally I will come up with challenges for future
research.
350
354
people are whole brain thinkers and have preference for all four styles. It
is important to note that there is no direct relation between a thinking
style and performance and that there is no right set of preferences.
Nevertheless we presume that organisations, team and individuals
function best when they are able to deploy different thinking styles.
We use the Herrmann model because we found it useful to make
analyses on different levels: macro economically, within organisations
and teams and on a personal level.
Coffield et al. (2004) evaluated thirteen different and influential thinking
style and learning style models. The Herrmann model came out
reasonable well.
356
Production
Reproduction
Researching: analysing
analytical)
problems, engaging in
existing knowledge
challenging experiences,
testing solutions
B-style (organised and Directing: developing
Controlling: explicitate
sequential)
knowledge in instructions
and services
and procedures
C-style (interpersonal
Networking: building
Equiping: making
and emotive)
communities, stimulating
learning in the
workplace, education
and training
intuitive)
the box
employees the
discretional space to use
knowledge in the right
time, the right place and
the right way
357
10.8 Survey
Our research was a sample survey among top management, middle
management and staff in four branches: industry, service firms, public
service and the educational sector. In these sectors work approximately
6.9 million employees, split up to the four branches: industry 21%,
service firms 48%, public service 25% and education 6%.
We developed a questionnaire based on the 1997 research, by Van
Aken, in addition to the 1997 questionnaire we added questions
concerning the eight knowledge activities we have distinguished.
From our databases we drew a sample of 3200 organisations. These
were approached telephonically, using an at random method employees
were asked to cooperate up to the moment the previously defined quota
per branche and per hierarchical level were filled. The telephonic
358
pressure of time
12
Lack of skills
10
Lack of training
thinking shows a considerable rise and that the preference for this
thinking mode no longer falls behind. This figure also shows that despite
a slight increase innovative thinking stays behind and that the preference
for control thinking compared to 1997 is decreased. The lagging behind
of preferences for innovative thinking raises concerns. On the other hand
the growth of the preference for relational thinking looks good. That the
preference for control thinking showed a slight easing is no cause for
concern because an exertive preference for control thinking is probably
incompatible in an era of increased turbulence and complexity.
362
363
10.10 Discussion
We find it worrying that there is a discrepancy between the perception of
topmanagers and frontline workers with respect to the idea these
employees have regarding the appeal on their brainpower. More than the
frontline workers topmanagers have the idea that their brainpower is
used. We expect from HRD professionals that they make serious efforts
to bridge that difference and to expand the total appeal on the brainpower
of all the employees.
366
coaching can make people aware of their preferences and aware of the
possibilities to change barriers based on differences into complementary
power sources. Preceding their efforts to create knowledge intensive
work processes and learning environments we think that it is worthwhile
to make a diagnose of the thinking preferences in the organisation, the
preferences for certain knowledge activities, the connection between
different styles and the occurrence of blind spots. In short, we think that
there is a lot of brainwork to be done to enhance the use of peoples
brain in organisation, to improve the performance of organisations and to
boost the knowledge economy.
368
Bibliography
Bruining, T. (2000) Toegevoegde waarde van corporate universities.
Opleiding & Ontwikkeling, jrg. 13, nr. 9, pp. 7-10.
Bruining, T. & A. Sanders (2005) Haal meer kennis uit je school. sHertogenbosch: KPC Groep
Aken, T. van, Th. Camps & B. Jrgens (1997) Organiseren van
denkwerk, return on thinking; Van Gorcum, Assen.
Aken, T. van, T. Bruining, B. Jrgens & A. Sanders (2003) Kennis maken
met Denkwerk, return on thinking reviseted, Lemma, Utrecht.
Herrmann, N. (1996) The whole brain business book. McGraw-Hill, New
York.
Kok, G., S. Jongedijk & J. Troost (2003) KPMGs European Knowledge
Management Survey 2002/2003. KPMG Knowledge Advisory Services.
Ministerie van Economische Zaken (2002) Toets op het
concurrentievermogen 2002; Den Haag; te bestellen via
www.ez.nl/publicaties
Nauta, F. & J. van den Steenhoven (2003): Tijd om te kiezen,
kennismonitor 2003; Stichting Nederland Kennisland, Amsterdam, te
downloaden/bestellen via www.kennisland.nl/km2003.
369
370
Chapter 11
The Effective Change Leader: Pilot, Pedagogue or
Politician?
371
372
As most of the analysed data have been generated from Odense Steel
Shipyard, a leader will generally be referred to as he. My apologies to
female readers!
11.1 Introduction
In the course of my several years of serving as a consultant of change
management and organisational development in major Danish
businesses I have often been struck by how different results different
leaders of comparable areas have achieved when implementing change
projects. At the same time, it is evident that the ability to implement
change projects successfully is a unique competitive parameter: It is
difficult to copy, and change is becoming more and more common.
Apparently leadership is increasingly turning into change leadership.
I have also been struck by the fact that traditionally, the bulk of leadership
research has focused on leadership actions and leadership style, and
only to a very limited degree on how supervisors perceive the project and
their own role in it, the leaders world of perception, and how important
this is to a successful implementation.
The present chapter offers a model identifying experience- or meaning
patterns that are characteristic of leaders who successfully implement
management-initiated change projects.
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The Pedagogue
I am a pedagogue: Change implies learning. Consequently, my job in
relation to implementation is to facilitate learning processes. My
fundamental belief is that people can and want to learn what you ask of
them, but there is such a thing as difficult and dull students.
Within my area of responsibility and the existing framework of the project
I can dispose freely, i.e. I can decide which means I want to use to make
the implementation a success internally, as long as I get there.
Whereas the postman and the pilot emphasise the hierarchy and the
acting, responsible person respectively, the pedagogue stresses the
interaction between leader and employee. Cooperative skills training and
coping with resistance are some of the themes that will appear in
connection with this perspective. Keywords for the pedagogue are
dialogue and motivation.
The space available to the pedagogue for interpretation, decision and
action is markedly wider than is the case of the postman or the pilot.
In the space dimension this type is characterised by experiencing having
the freedom to choose his own methods within the given, overall
framework.
The Politician
I am a politician. In my experience, I and others have different, often
conflicting, interests that they go far to look after and protect. The tools
378
they use, are mainly a kind of often informal negotiations, coalitionforming, manipulation, pressure and persuasion.
I enjoy a large degree of acceptance from the system to implement
changes the way I find best. If and when I make adjustments to the
concept, I may, however, encounter resistance from others, both
colleagues and superiors. The system does not present me with very
fixed, formal restrictions to my room for manoeuvre, but specific
negotiation results and constellations of power and interests restrict the
options open to me.
For leaders identifying themselves with this ideal type, conflicts among
different agents motives, which may also include other objectives than
the business official objectives, become more visible than is the case of
the preceding types, where such forces are suppressed and handled
primarily within the individual. Keywords for the politician are negotiation
and tactics.
The Poet
I am a poet: Daily life in an organisation undergoing changes is
unpredictable. I do have responsibilities, but I cannot control things. It is
impossible for me to manage in the traditional sense. Deviations from
plans, new opportunities and sudden threats appear out of the blue.
Surprise is an everyday occurrence. One has to be able to cope,
evaluate each situation as it occurs, and revise ones options and
actions. As a leader, I can apparently only do little things in a short-term
379
perspective, but it is part of my world picture that even small events and
actions can have important long-term effects.
All the options of deciding on and finalising the implementation that I can
imagine, are available to me. I can even alter the implementandum and
adapt it to the reality of my department, but of course the reactions of my
head of department and my colleagues would be difficult to predict.
As a leader I am not superfluous. If a system, or a group of workers, is
left to their own devices, development may cease or turn in unpredictable
directions which is not exactly what is needed in the implementation of
changes initiated by senior management. As a poet leader I can
contribute to meeting objectives, even though it may be in unforeseen
ways.
Keywords for the poet are freedom and imagination. And just as many
great classical works of music were composed as urgent orders of
princes, the freedom and imagination of the poet must be applied under
the everyday stressed conditions of the business.
In the space dimension this type is characterised by experiencing
unlimited space.
All of the leaders involved in the study were able to identify with one or
more of the described ideal types.
At the same time, however, they found that employees perceive a given
space in relation to their leader. The above descriptions are thus to be
380
Disorganisation
Anomy
Boredom
Space
narrow
Emergence leadership
Balance
Defensive accomodation
Distorting assimilation
Decoupling
Powerlessness
Congruity leadership
low
Emergence
382
high
On inspiration from Illeris and Piaget, the Northwest and Southeast areas
of the model contain a number of possible but inappropriate
consequences of implementation situations that are situated far from the
line of equilibrium.
The Southeast area shows a situation which is perceived as chaotically
incalculable and unpredictable, but in which the actor is expected to
follow given procedures and instructions to the letter. The risk is that the
actor does not perceive adherence to procedure as leading to the desired
result. Consequently, he may react by taking a defensive position and
use his creativity on defensive measures and sabotage (defensive
accommodation), or he may work to rule, well aware that he will be
hitting the iceberg (distorting assimilation). The third and fourth risks
shown in this area include both a decoupling: that the actor ignores the
expectations and directions of senior management, and powerlessness:
that the actor gives up, lays down his arms, and tries to follow the path of
least resistance.
The Northwest area illustrates a situation which is simple and transparent
and offers predictable consequences of actions, in which the organisation
possesses the necessary knowledge about rational action, the shortest
distance between A and B. However, this knowledge is not being applied.
Instead, the actor is allowed to invent his own solution to the problem.
In addition to the pedagogical purposes that may justify this situation, it
contains evident risks.
383
If several actors each invent their own solutions, there is a risk that the
business processes will be fragmented (disorganisation). Inventing the
wheel all over again implies a lot of wasted time (boredom), and a feeling
of meaninglessness may prevail (anomy).
385
386
The reason why the leader in the emergent situation needs to give the
employee space, is of course that the leader himself is not able to
contribute any knowledge about relevant categorisation of and relations
between perceived phenomena. But how does he then add value to the
process? What do we need him for? What does he do?
One leader in one of the case businesses gives the following description
of his leader role in the emergent situation:
It is very important that you have an extremely good dialogue
with the people on the task, because there are a lot of things to be
taken into consideration all the time, and that we speak the same
language and address the issues that keep turning up, and an
enormous amount of things keep turning up. This is why the main
focus in that situation lies on politician and pedagogue. [].
What the leader in question emphasises in the emergent situation, is
written in italics: dialogue, talking to people all the time, speaking the
same language, giving them space.
The leader continues:
I walk with them to their workplace and look at it and discuss
solutions with them. (The leader used the term brainstorm' here.)
To some extent, I let them make their own suggestions and stay in
the background to let them have ownership. When we have talked
the situation through and have found a proposed solution within
the standard framework, that's OK with me.
388
The leaders description presents him as very active, and he clearly sees
himself as being able to make a difference as a leader.
In reply to the question why people cannot fix things themselves when
they are the ones that come up with the ideas, the leader says:
I have to sort of push them a little. If I dont, there's a risk of things
grinding to a halt. I have to report back to the system and to my
colleagues about the status and the solutions used, have to be
able to defend them towards others.
The interview then turned to the aspect that not everybody found the
situations amusing:
To begin with, we screened out the people that insisted on being
told what to do. The project oriented ones stayed on. People have
to be motivated to do this. For example, some times when theres
an error that needs to be corrected, then they have to pull
everything apart that they have just made. Polishing, painting,
insulating, dismantling correcting the error and then again:
assembling, insulating, masking, painting, polishing etc. they
have to be really motivated!
The question of how the leader motivates his employees has been the
topic of much leadership research for decades. The quote above clearly
shows that the interviewed leader regards motivation as something the
individual employee brings to his workplace, not something that the
leader gives to the employee.
389
391
393
396
If the department head can make sure that these worlds of perception
reflect the theory explained in this chapter, successful implementation will
probably ensue automatically.
This insight can be put to use in the selection, development, and
leadership of leaders involved in change tasks.
This new knowledge constitutes an encouragement to department heads
and top managers to classify their planned change projects according to
the emergence dimension and select key individuals to lead the
implementation, whose worlds of perception correspond to the
emergence of specific change projects to supplement the considerations
that managers most likely always make based on the competency
profiles of project participants. In addition, department heads have to
realise the necessity of loyal disobedience: In other words, the
department head must consider the change project in relation to whether
the leaders CAN, but also in relation to whether they WANT TO, MAY
and DARE.
Furthermore, the management of a business may consider on what
criteria its leaders and change leaders are best selected and trained. Are
they to be trained to become extrovert, business-creating, risk-taking,
enterprising, and creative in order to enable the business to expand
locally with local leaders as engines (high emergence), or should they be
equipped to look after the day-to-day routines of their areas of
responsibility, meticulously follow procedures, and monitor their workers
in all details? (low emergence). Does the business want postmen, pilots,
397
399
This also means that the adoption of one company style or a set of
specific leadership principles, may be quite inappropriate if they are more
specific than general value statements.
Overall, the most relevant way to make use of the recommendations in
the present chapter is probably for top management of a business to
discuss between them how they individually and together can make
use of them in their specific business and their specific change projects.
400
development
Space
Individual and organisational
learning
Emergence
Organisational and personal learning and development imply moving in
two mutually opposite directions. By personal development is often
meant development towards being able to handle tasks of an ever
increasing complexity with increasing degrees of freedom and involving
increasingly complex learning types such as problem identification,
creative problem solving, and creating feasible routines from created
401
often facing questions that nobody inside or outside the business knows
the answer to.
Bibliography
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405
406
He publishes regularly on his work, his ideas and his research. Since
1990 he has been linked to various journals in the field of learning in
organizations. Since 2000 he is editor of a Dutch HRD Training &
Development magazine, Opleiding & Ontwikkeling.
Contact: t.bruining@kpcgroep.nl
Ole Hinz studied Education at rhus University and defended his Phd in
Change Management and Leadership at Copenhagen Business School
(CBS). He was founder and owner of the consultant company KIO Ltd.
from early 1970ies until the new millennium. KIO trained leaders of
409
413
Christine van Winkelen (PhD, MBA MCIPD, CPhys) has worked with
the Knowledge Management Forum at Henley Business School in the UK
since its inception in 2000, project managing and leading research
activities and special interest groups. She was the Director for five years
until early 2009. She is a Visiting Academic Fellow at Henley Business
School and is actively involved in a number of KM-related research
projects there. Her particular research interests include the strategy,
leadership and change management aspects of knowledge-based
enterprises. Her focus is on forming a bridge between academic and
practitioner aspects of the field and her research is carried out in close
partnership with managers from the private and public sector. Recent
research projects have studied knowledge management in relation to
innovation, expertise development and decision making. She has
published extensively in academic and practitioner journals, co-authoring
Understanding the Knowledgeable Organization: Nurturing Knowledge
Competence with Professor Jane McKenzie, published by Thomson
Learning in 2004. As a freelance academic and writer, Christine also
tutors strategy, knowledge management and research methods courses
on MBA programmes at Henley Business School and two other UK
business schools. Previously, she spent fifteen years working in high
technology multi-national companies in a variety of product management,
human resources management and scientific research capacities.
Contact: Christine.vanWinkelen@henley.reading.co.uk
414
Learning Organisation
The next generation
The credit-crunch of 2008/2009 makes painfully clear that our economies,
our organisations, our employees and we ourselves need solid concepts
to develop humane and sustainable organisations. Organisations that will
facilitate people to think and to give them a right of say, that will challenge people to cross borders and explore new frontiers and to connect
with others. Organisations no longer driven by greed, not afflicted with
short-sightedness, nor burdened by bureaucratic stupidity. Learning
organisations that will provide a glimmer of hope for a better future.
This book is written for readers intrigued by the quest for what a learning
organisation is and ways in which learning organisations can be improved. It contains contributions by Daniel Belet (France), Rudolph Bolsius,
Ton Bruining (The Netherlands), Richard Dealtry, Andrew Haldane, Jane
McKenzie, Hlya ztel, Christine van Winkelen (United Kingdom), Ole
Hinz (Danmark), ngela Lacerda Nobre (Portugal) Ulrich Schweiker
(Germany)
With this e-book we celebrate the inspiring efforts of all those practioners,
managers consultants and researchers and others, who concentrated on
an important issue of our modern knowledge dependent society:
Dr. Ton Bruining (1956) is a member of ECLO and works
as researcher and senior consultant for KPC Group,
s-Hertogenbosch, The Netherlands
ISBN: 978-90-6755-139-7
www.eclo.org
KPC Groep
PO box 482
5201 AL s-Hertogenbosch
The Netherlands