sol vision: learning as a means
The Organization Learning Foundation focuses on developing sustainable organizations for the benefit of people, society and the environment. This is not possible without learning. You have to be careful not to see learning as an end in itself, but as a means to achieve this goal.
Everyone is made to learn
Learning is in our nature
Every person becomes happy as he or she develops. From small child to old boy, learning is and remains the positive driver that you will be working with all your life.
But if learning is ingrained in humans. So why is learning in practice often so difficult?
When learning becomes a 'must', the fun quickly wears off. Learning is often only linked to formal learning. While the biggest gain and challenge lies in informal learning, learning in daily practice. However, it is not always clear what the direct learning outcomes are.
However, learning is not an end in itself. The goal is the creation of an agile, living organization that can handle all changes. With employees who find their work fun and challenging and who come to work motivated.
The remedy for this is a culture of learning. The creation of a sustainable breeding ground for change. In which the barriers to change for organizations have disappeared as much as possible. In fact, in which these blockages are converted into drivers for change.
Organization Learning Netherlands (SOL) supports the creation of meaningful learning and working environments.
Participants learn in practice how they can participate sustainably in new (work) situations. With the aim of being able to solve challenging issues in a continuously changing society.
Patrick Bijman ● Chairman SOL
Integrated approach - Change from Within
SOL focuses on the whole, which is more than the sum of its parts.
In order to learn optimally, it is important that we continue to look at the whole. Reality is complex. Organizations are like living organisms that can only survive by continuously adapting to changing circumstances.
We have given shape and substance to this integral approach, supported by a culture of learning, in our Change from Within methodology. This methodology is largely based on the five learning disciplines of Peter Senge (author of "The 5'th Discipline"), with which we make the complexity transparent and somewhat manageable.
Keep it Super Simple
Are you going to start learning as a person, team or organization? Then the most important advice is: Keep it Super Simple (KISS). A simple, recognizable method in which everyone can visibly make his or her contribution can be maintained for a long time.
As a human being, you learn the most when you are consciously engaged in learning from everything you do during the day (intentional learning). This is not difficult to do, it requires attention, discipline and support in the form of simple tools. But especially with and from each other!
As a team you perform optimally by learning from the development process that you go through together. However, there are only a few teams that formulate conscious learning objectives in advance, pay a lot of attention to the underlying problem, involve the entire system in the analysis, continuously ask reflection and learning questions, safeguard what has been learned and pass on the learning method to subsequent teams.
As an organization you can consider working with learning objectives. Performance goals make us want to show what we can already do. Learning objectives lead us to develop our capacities. People put more time and effort into pursuing a learning goal than a performance goal. With a learning objective, we do not experience mistakes as a step backwards, but rather as a step forward in the process. And with a learning objective, you will appreciate feedback from others more and are more likely to ask for it.
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