2.4.1 Stakeholder analyses

An important aspect, connected to Learning Culture, is the change in focus from shareholder- to stakeholder value. Based on a change of the focus on result to the focus on learning. Not as a goal in itself, but as a means to improve the results for all stakeholders:

The customers: organizations with a learning culture deliver more quality. They learn from their customers more easily and effectively.
The employees: organizations with a learning culture are more attractive to work for. With a 81% score on engagement you can attract and retain good personel.
The shareholders: the owners of the organization will be happy because you achieve a organization that thrives on change and a sustainable business model that is profitable.
The suppliers: the supplying and purchasing parties can prosper on the success of the organization by speeding up their own innovation process and help reducing time to market.
Society: even society can eventually prosper as a whole, because learning organizations make more conscious and sustainable choices.

2.4.1 Stakeholder analyses

1. Introduction

1.1 Target group

1.2 Begin with the end in mind

1.3 Learning Journey Program

1.4 Learning Principles

1.5 What is a Learning Culture?

1.6 The SOL project team

1.7 Three ways to join this Learning Journey

1.8 Reality versus aspirations

1.9 Our goal

2. WHY?

2.1 Introduction

2.2 Why? Long term solution

2.3 Why? Employee engagement

2.4 Why? Multi-stakeholder value

2.5 Why? Divers & inclusive

2.6 Action Plan

3. HOW?

3.1 Introduction

3.2 Learning Organization

3.3 Change from Within®

3.4 SOL Support

3.5 Action Plan

4. WHAT?

4.1 Introduction

4.2 Best Practices

4.3 Action Plan

5. RESULTS

5.1 Notes from the editor

5.2 Action Plan

5.3 SOL certificate

When your organization is based on a culture of learning, the focus is on improvement and renewal, all the time.

Change is part of daily business and is more of a challenge then a burden in a learning culture.

Patrick Bijman

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