Capability Conversation - Organizational Learning

Organizational Learning

Convert Feedback and Experience into Organizational Learning 

What this capability means: Convert experience, feedback, inquiry, and reflection into improved shared understanding, capability, adaptive practices, organizational memory, and changes to the Current Operating Model. 

Working well when...

  1. Results are compared with expectations and competing explanations.
  2. Practices, policies, incentives, and models change when evidencewarrants. 
  3. Learning isretained where people can retrieve it at the point of need. 
  4. Capability isdemonstrated through application, adaptation, and transfer. 

First-pass conversation

  • What did we expect, and what actually happened? 
  • What explanation and competing explanation fit the evidence? 
  • What should change in the practice, policy, incentive, or Current Operating Model? 
  • Where will the learning be retained and superseded? 
  • Can another person or group apply and adapt it? 

Warning signs to discuss

  • Training completion or information exposure is treated as capability.
  • Retrospectives create observations but no changed action or model.
  • The same failures recur while lessonsremain in documents. 
  • Local learning is not transferred across teams or time.

Facilitator reminder

Related areas: Feedback, Learning Dynamics, Candor, Inquiry & Safety, Product & Service Improvement