Personal and professional success is the accomplishment of a set goal which often leads to a getting on to a higher or a progressive level in ones career. In order to achieve this and arrive at that level, an efficient and consistent access to learning and development opportunities that helps them achieve their aspirations as well as stay updated on the latest trends and technologies should be available.
Organizational learning is the result of an individual attempting to learn new skills in productivity and performance and generally improvise and maximize the benefit to the organization. While on the other hand, if the worker who acquires the new skill does not impart it with others in the organization then that particular skill will not benefit the organization.
Learning new skills together is called as group learning, tis can happen when individuals invest their and time team up with other workers, this coordination enhances to learn as a group. Now this makes each person to perceive himself as a part of the group, and whatever actions the member take up affect the whole group. In which case everyone adds ideas and solutions, and collectively work on the task together, so that the entire team can gain profits from the expertise. This kind of organizational learning can become an excellent learning strategy to ensure a sound knowledge, through the organization.
In other words, these learning groups contribute towards the growth of the organization as a whole. For this kind of total learning, the entire organization as a whole needs to learn and adapt for long-term success. This kind of acquiring skillsets through collective learning gives room for the employees to remain in the same company thereby reducing or eliminating hiring costs. Making use of the new knowledge base, improvised decision-making, increased work efficiency, more disciplined and well planned routines, individuals can transfer their specific knowledge to the organization as a whole.
As the reason organizational learning can be considered and recommended to be practiced as the comprehensive knowledge-sharing structure of an organization, wherein individual employees or a particular group of employees and all the other persons in the company who may be learners can also become great and valuable assets to their respective organizations. Because of the fact that these individuals or groups share their acquired skillsets with the business, which in turn changes its practice and adapt to a changing environment and enhance the businesses to thrive in the long term. EMG is one such institution that guides and undertakes to provide life long learning opportunities to their clients and all who wish to enhance their skill acquiring capacities and prove to become and asset to the company.
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The super popular Kubler-Ross model was used to explain the grieving process and later became adopted as a change model.
Kubler-Ross developed this model after observing the emotional transition of terminally ill patients, from shock, denial, anger, depression, acceptance and integration.
Step 5 is about enabling action by removing barriers and friction – anticipating and working on these obstacles will enable change success.Moreover, the language we use in organisational change management tends to be about managing negative incidents.
A key focus we have is about anticipating and managing employee and stakeholder resistance.
restructuring, outsourcing, and system replacement.
However, there is opportunity for us to adopt a more positive approach to inspire change, versus aiming to manage the negative aspects of change.When I was working a psychologist I remember meeting Martin Seligman when he was visiting Sydney, Australia.
