Organisations that value their reputation, their legacy and that want to be on the right side of history need a story about how they are contributing a positive impact. They need a story that they can tell with a sense of pride and that can bear external scrutiny.
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.
Controlled and linear organisational learning may have worked in less turbulent times. A learning culture that is fit-for-purpose in today’s world requires learning to emerge in real time. Tune into what is happening at the periphery of our organisation. The ripe issues are more likely to emerge there.
Creating a reflective space through emergent dialogue brings a richer set of perspectives to the surface. This enables agility; valuable in turbulent times. A valuable reflective practice is After Action Reviews. They are used by the military and many police forces around the world to learn from serious incidents.