Learning organisation is an organisation that “facilitates the learning of all its members and transforms itself. The purpose of a learning organisation is to create value by doing things better than it has ever done before them. Such improvement requires both disciplined reflection on past performance and new knowledge gained from continuous experimentation with alternative approaches.

Being a learning organisation is about more than just training your employees. It is about organisational structure and management. Developing a culture that encourages learning, experimentation and innovation is what it is about. It’s about building a team of people who can learn from their mistakes and share what they’ve learned with others.

Organizations operate in dynamic environments that throw up new challenges and opportunities for organisations. They must change to survive or face elimination by competitors who can respond faster and better to the changes in their environment. Organizations need to learn in order to adapt.

The key to developing a learning organisation is to train, support and empower your workforce so they can all become agents of change.

  • Train your workforce: The most common method of training is classroom-based learning. However, this isn’t the only way to develop your employees, and it isn’t the best or most cost-effective solution. You could also consider using eLearning courses, or on-the-job training, which is the most effective form of employee training. This is because it allows them to learn new skills by doing their job alongside more experienced staff members who can advise and guidance when needed. It also means that you don’t need as much downtime for training sessions because they’re carried out at a time which suits both parties best.
  • Support your employees: It’s important for any organisation, but especially those who want their workers to be agents of change that employees feel supported in their roles; if an employee doesn’t feel supported by his/her manager, then there will be no incentive for trying something new with their job responsibilities.
  • Empower your workforce: A learning organisation empowers its people with knowledge so that they can make informed decisions about how best to tackle problems or improve processes in different departments within the company. This leads to better performance on behalf of those individuals but also benefiting everyone else working there too! This empowerment comes from giving each individual employee access.

To be a learning organisation, your company must develop a culture of learning that encourages people to learn new processes and develop new skills. This means creating a learning environment and embracing it within the company as part of the culture.

Learning from the past is one of the best practices that can help you create an effective learning organisation. A great way to do this is through an after-action review (AAR). An AAR provides valuable insight into how you can learn from your failures and successes so you can improve on them.

Learning from others: If you want to succeed in today’s competitive business world, it’s important that you’re always looking for ways to get better at what you do and learn from those around you who have achieved success in their fields. One way companies can accomplish this goal is by creating “learning partnerships” with other organisations that are similar or have similar goals as your own firm does.

Learning from mistakes: The ability to recognise your mistakes is an essential skill for any leader who wants to succeed at leading change within their organisation or industry. One way companies can learn from these arguments, however, is through failure analysis meetings where employees discuss what went wrong so they don’t repeat those same choices in future projects or initiatives in the future.