Organizational and Personal Learning

Organizational and Personal Learning - Baldrige Education Core Value

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Organizational and Personal Learning

Achieving the highest levels of business performance requires a well-executed approach to organizational and personal learning that includes 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, department, 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 ideas from faculty and staff, education and learning research findings, students', stakeholders' input, best practice sharing, and benchmarking.

Organizational learning can result in (1) enhancing value to students and stakeholders through new and improved programs, offerings, and services; (2) developing new educational opportunities; (3) developing new and improved processes and, as appropriate, business models; (4) reducing errors, variability, 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 and its service to your community.

The success of members of your workforce depends increasingly on having opportunities for personal learning and on practicing new skills. Leaders’ success depends on access to these kinds of opportunities, as well. In organizations that rely on volunteers, the volunteers’ personal learning also is important, and their learning and skill development should be considered with that of the faculty and staff. Organizations invest in personal learning/span> 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. Education and training programs may benefit from advanced technologies, such as 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 educational programs, offerings, and services but also toward being more adaptive, innovative, flexible, and responsive to the needs of students, stakeholders, and the market. Learning is also directed toward giving your workforce satisfaction and the motivation to excel.

  

 

BALDRIGE CORE VALUES

Core Values

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

 

The Baldrige Award has stunningly been suspended mid-cycle in 2022 while the EFQM Award is growing!

 

Baldrige Award Program's total failure is summarized in the chart below: More at Breaking Badrige.

Baldrige Program Failure 2022

Dr. Deming was not a Baldrige 'Fan-Boy'. For example: "Nothing could be worse", "Evil", and "Nonsense" - are just a few of my favorite Dr. Deming's Baldrige-critical quotes.