The Forum Blog

But perhaps not the other way round. ‘Those who do not remember their history are condemmed to repeat it’ . Change is often viewed as a process not as an outcome, it is of course both. Though we could simplify this by suggesting that learning is the process and change is the outcome. Most people I know are less likely to be resistant to learning as it is more involving and engaging than change. Learning is open and continuous whereas change is often decided elsewhere so appears closed and discrete. Senge’s ‘learning organisation’ continually changes as learning is applied at all levels.

To change and not learn may mean that your strategy is reactive and short sighted and you will find that when you do want your people to start learning again (and if you survive the change) you will have to overcome momentum as people start to ‘turn on’ to learning again. We are born, we learn, we change, we die. These are the fundamentals, and no one has control over the first and the last, but whenever I have the opportunity to discuss change with clients, I also make sure that we include a discussion about learning.

This entry was posted on Thursday, August 28th, 2008 at 9:08 am and is filed under learning, behavior change, behaviour change. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.