Organizational and Personal Learning

Organizational and Personal Learning - Baldrige Core Value

(Click on any blue word below to link to its definition)

Organizational and Personal Learning

Achieving the highest levels of organizational performance requires a well-executed approach to organizational and personal learning that requires sharing knowledge via systematic processes. Organizational learning includes both continuous improvement of existing approaches and significant change or  innovation, leading to new goals and approaches. Learning needs to be embedded in the way your organization operates. This means that learning (1) is a regular part of daily work; (2) is practiced at personal, work unit, and organizational levels; (3) results in solving problems at their source (“root cause”); (4) is focused on building and sharing knowledge throughout your organization; and (5) is driven by opportunities to effect significant, meaningful change and to  innovate. Sources for learning include employees’ and volunteers' ideas, research and development (R&D), customers’ input, best practice sharing, and benchmarking.

Organizational learning can result in (1) enhancing value to customers through new and improved products and customer services; (2) developing new business opportunities; (3) developing new and improved processes or business models; (4) reducing errors, defects, waste, and related costs; (5) improving responsiveness and cycle time performance; (6) increasing productivity and effectiveness in the use of all your resources; and (7) enhancing your organization’s performance in fulfilling its societal responsibilities.

The success of the members of your workforce depends increasingly on having opportunities for personal learning and on practicing new skills. Leaders' success depends on access to these kind of opportunities, as well. In organizations that rely on volunteers, the volunteer personal learning also is important, and their learning and skill development should be considered with employees'.  Organizations invest in personal learning through education, training, and other opportunities for continuing growth and development. Such opportunities might include job rotation and increased pay for demonstrated knowledge and skills. On-the-job training offers a cost-effective way to train and to better link training to your organizational needs and priorities. Education and training programs may have multiple modes, including computer- and Web-based learning and distance learning.

Personal learning can result in (1) more engaged, satisfied and versatile workforce that stays with your organization, (2) organizational cross-functional learning, (3) the building of your organization’s knowledge assets, and (4) an improved environment for innovation.

Thus, learning is directed not only toward better products but also toward being more responsive, adaptive, innovative, and efficient—giving your organization marketplace sustainability and performance advantages and giving your workforce satisfaction and the motivation to excel.

Note: Blue words above are links to other Baldrige Business, Government (Public Sector) including Military and other Nonprofit Core Values or Baldrige Glossary terms

BALDRIGE CORE VALUES

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Thank you for using the only truly integrated version of the Baldrige Core Values available anywhere.  Paul Steel

 

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Baldrige Core Values - Organizational and Personal Learning