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Author here! I didn’t even think about it from an organizational learning perspective - this was written with individual learning in mind. I run a product team
by goopthink 5y ago
Author here! I didn’t even think about it from an organizational learning perspective - this was written with individual learning in mind. I run a product team and this is a challenge we have as well - I think that requires a balance between building processes, ownership, and visibility efforts that keep organizational learning growing. All together that creates a culture - it’s not the processes themselves, but shared enforcement and encouragement that keeps organizational learning going. Ben Horowitz’a book “What you do is who you are” is good on that as well. Worth a deeper dive :)
- solarmist 5y agoI don’t think it’s limited to organizational learning. Goals and planning are vital as well. In the article, it's lumped into mentoring and coaching. Still, as a primarily self-taught learner/builder of teaching tools, this is often the most challenging part of effective learning and the most valuable part of mentoring/coaching. Knowing or finding a way to learn what to spend time on or not arguably makes a more significant difference than all the other pieces together. Because if you're learning the wrong things, or sometimes just in the wrong order, you'll never achieve the results you desire. This is exactly what makes research difficult. There is no way to know what is the next best step.