Our Theory of Change
Individual
A definition of leadership
• Leadership is an influence process; it is
about going somewhere. To go
somewhere one needs to have a goal, a
vision. So leadership is about developing a
vision. A vision is more than just setting a
goal. It involves a picture of the good, an
ideal, and an idea of what the work would
look like if we did it well. Leadership
therefore cannot be aimless. It has to have
direction.
Leadership ethic in a learning
organization
• Commitment to values – Ideals that take us beyond ourselves in the
belief that we can work together to make the world a better place
• Attitudes towards others — respectful and kind; believe that
individuals are honest, and committed towards learning and
becoming better individuals.
• Sensitivity to the needs of others – demands that we not only serve
others but more importantly want to serve others. To develop the
ability to empathize, to place ourselves in others shoes, over come
our prejudices and accept diversity, not impose our ideas on others,
recognize talent and forgive.
Leadership ethic in a learning
organization
• Measuring achievement as development of human
potential – measures achievement and
productivity in terms of added value for developing
human potential.
• Patience and perseverance
• Teamwork
Learning organizations defined
• Learning organizations are organizations
where people continually expand their
capacity to create results they truly desire,
where new and expansive patterns of
thinking are nurtured, where collective
aspirations are set free, and where people
are continually learning together (Senge,
1990:3)
Learning organizations defined
• The learning company is a vision of what
might be possible. It is not brought about
by simply training individuals; it can only
happen as a result of learning at the whole
organization level. A learning company is
an organization that facilitates the learning
of all its members and continuously
transforms itself (Pedler et al. 1991:1)
Learning organizations defined
• Learning organizations are characterized
by total employee involvement in a
process of collaboratively conducted,
collectively accountable change directed
towards shared values or principles
(Watkins & Marsick 1992:118)
Some characteristics of learning
organizations
• Provide continuous learning opportunities
• Use learning to reach their goals
• Link individual performance with
organizational performance
• Foster inquiry & dialogue, making it safe
for people to share openly and take risks
Some characteristics of learning
organizations
• Structures that are not rigid or bureaucratic but
non-hierarchical
• Commit resources to support learning
• Systems that support learning
–
–
–
–
–
–
Flexibility/adaptability
Coordination/facilitation
Empowering others
Participatory/non-authoritarian
Culturally sensitive
Linking local, national, regional and global
Some characteristics of learning
organizations
• Embrace creative tension as a source of energy
and renewal
• Continuously aware of and interact with their
context
• Committed to a shared vision of challenging the
visible, invisible and hidden powers
• Stated policy commitment to learning
• Learning teams having ability to learn,
willingness to learn and willingness to change
Further reading
• Senge,P et al. (1994) The Firth Discipline
Fieldbook: Strategies and Tools for Building a
Learning Organization
• Pedler,M., Burgoyne,J & Boydel,T. (1996) The
Learning Company. A Strategy for Sustainable
Development, London: McGraw-Hill
• Watkins,K. & Marsick, V. (eds.) (1993) Sculpting
the learning Organization. Lessons in the art and
science of systematic change, San Francisco:
Jossey-Bass