The torrential flow of learning is disorientating, confusing and renders us less capable of informed action. An effective learning infrastructure enables organisations to balance learning flows with a stock of learning. All flow and no stock makes organisations stupid!
Posts Categorized: leadership
Learning cultures have the capacity to agree to everything – that does not mean they must agree with everything. Change flows and when everything is seen. Once difficult perspectives are aired and respected they lose their grip on the agenda and learning grows.
Craft goals in the language and worldview of the prevailing culture while enabling people to make sense of those goals in their own terms. This is the work of the bi-culturalist.
Conflicts cannot be fully resolved without regard to the organisational context that gave rise to them. The opportunity is not so much to resolve the issue you are fighting over but to understand how you got stuck in the first place and what you can learn from that.
Or perhaps you may fear that by going deeper everything could change including how you define yourself, your opponent, and the issues. It is dangerous to be honest because that gives the other person the right to be equally honest with you.
Just as learning’s greatest enemy is not ignorance, but what your are sure you are already know; the greatest challenge to listening is letting go of what you are certain of so that you can allow another person’s experience lead you to a higher, more integrated, and composite truth.