New PDF release: 500 Tips for Developing a Learning Organization (500 Tips)

By John Peters and Phil Race Abby Day

ISBN-10: 0585378622

ISBN-13: 9780585378626

ISBN-10: 0749429127

ISBN-13: 9780749429126

The good fortune of hugely theoretical and anecdotal books on studying firms has fueled the necessity for a realistic and easy-to-apply consultant to the subject. within the best-selling variety of the five hundred information sequence, this books deals up-to-the minute suggestion for managers eager to advance their association into one who is concentrated on person studying as a path to organizational good fortune. With professional assistance for all sorts of association this inspirational advisor presents a no-nonsense precis of ways to create a studying association.

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Additional info for 500 Tips for Developing a Learning Organization (500 Tips)

Example text

Much of the routine transmission of information to trainees can be achieved using learning resource materials. This gives your staff more time to concentrate on applying high-level human skills to support trainees and to exercise their professional judgement. 7 Flexible learning can make more costcost-effective use of your resources. For example, flexible learning can continue for almost all weeks of the year, making good use of learning resources centres, libraries, computing facilities, as well as of trainers.

Ask everyone to think of their job as being at the centre of a spider-web of people within and outside the organization. What are their most important and regular interfaces? What is good and bad about each of those? How could they be improved? 6 Help everyone to collaborate on improving relationships. Encourage people to form self-help groups to put together these spider-in-the-web analyses and try to address problems with relationships. 7 Develop what Senge called ‘Personal Mastery’. Get to be the best person you know at something about your job.

This can lead to refinements in your face-to-face work with trainees. 6 You can focus your skills and experience on areas where people really need your help. Your role supporting flexible learners moves towards being an expert witness for those questions where they really need your experience to help them. 7 You can move towards being a learning manager. This helps you to have more time and energy to focus on individual trainees’ needs and difficulties, rather than simply delivering the content of the training programme.

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500 Tips for Developing a Learning Organization (500 Tips) by John Peters and Phil Race Abby Day


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