5.Lean as a Learning System

Why Learning The learning organization as on that is characterized by continuous learning for continuous improvement and by the capacity to transform itself.

Why Learning? Adapt to new situations, Innovation, long-term competitive advantages, Change, Efficiency

Learning at Different Levels Individual, Team, Organizational, Global

Individual Level of Learning How people make meaning and the cultural infrastructure that supports the learning

How to learn at Individual Level Create continuous learning opportunities, Promote inquiry and dialogue

Team Level of Learning The mutual construction of new knowledge and the capacity for concentrated action

How to learn at Team Level Encourage collaboration and team learning

Organizational Level of Learning Is what is captured in standard operation procedures and policies and culture and work processes and the information systems that connect virtual teams and maintaining memory of the organization

How to learn at Organizational Level Establish systems to capture and share learning, Empower people towards a collective vision

Global Level of Learning Means crossing boundaries of environmental or social impacts including those that affect the quality of life afforded the organizational members by the organization.

How to learn at Global Level Connect the organization to its environment

High performance learning organizations require The Right People, The Right Environment, The Right Processes

How the mind works: The native scientist We are not simply passive observers of our worlds, we constantly encode and analyze and process social information because it helps us meet two fundamental needs. The first is the need to understand the world and the second is to try to control it

How the mind works: Cognitive Misers (economy) the opposite of native scientists; They’re not systematic and logical. They don’t put lots of effort into thinking and analyzing the world around them. Instead, they rely on time-saving mental shortcuts known as heuristics

How the mind works: Heuristics Rely on time-saving mental shortcuts, A rough-and-ready procedure or rule of thumb for making a decision forming a judgment or solving a problem without the application of an algorithm or an exhaustive comparison of all available options and hence without any guarantee of obtaining a correct or optimal result

Two Levels of thinking System 1 and System 2 thinking

System 1 Thinking operates automatically and quickly, with little or no effort and no sense of voluntary control

System 2 Thinking Allocates attention to the effortful mental activities that demand it including complex computations, The operations of System 2 are associated with the subjective experience of agency and choice and considerations

Fundamental Attribution Error a pervasive tendency to underestimate the importance of external situational pressures and the overestimate the importance of internal motives and dispositions in interpreting the behavior of others

Single Loop Learning (Change Behavior) Actions→Results→Match/Mismatch back to Actions

Double Loop Learning Assumptions Goals and Values→Actions→Results→Match/Mismatch back to Assumptions

Learning Process Tacit and Explicit Knowledge

From Tacit to Explicit Knowledge Externalization

From Tacit to Tacit Knowledge Socialisation

From Explicit to Explicit Knowledge Combination

From Explicit to Tacit Knowledge Internalization

Context good for organizational learning Overlapping meeting places, Electronic database(knowledge is linked), Collaboration with mentors, Systematic training and learning, Decentralization, A culture characterized by trust and consideration

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