Most organizations are chronically deficient at learning and it’s easy to see why. Learning takes time, patience, and healthy dose of curiosity – all qualities that are in short supply at probably 95% of all companies and non-profit institutions. When there is learning, it’s cloaked with best intentions in workshops and other professional development events. Don’t get me wrong…these ought to be a part of one’s plan to build a learning organization, but they are simply not enough. Without building the capacity to learn into an organization’s DNA, these events will barely penetrate the surface of how your people approach their work. What to do if you’re a manager or charged with leading your organization’s learning operations?
One action is to start a learning circle. Google learning circle and you’ll get a slew of resources. However, drill down a little further and you’ll find there are relatively few that address learning circles within an organization…particularly a for-profit company. Don’t let that stop you, though. If you recognize the importance of developing a learning culture in your workplace, here’s a framework to experiment with:
Rules? We Don’t Need No Stinking Rules!
Well, that’s only partly true. There should be no hard rules to the circle. It should be free to evolve as the needs of the group evolve. However, don’t take the “no rules” mantra as an invitation to anarchy. A successful circle needs a basic structure that provides a purpose for the group to exist.
Pack a Problem and a Yippee!
Each person in the circle must be prepared to bring two items to each meeting. The first is a problem. Even better than a problem is a mistake, but this takes some comfort with the group so don’t expect this at the outset. The second item is a Yippee!, which is an example of something that went well. It’s important that learning be a balanced process where both good and bad are reviewed and then celebrated.
Play 20 Questions.
Most people will want to instantly solve problems often without bothering to dig deeper into the actual issues behind the problems. Don’t let the natural tendency to problem-solve get in the way of the actual learning. Instead, put a question threshold into place. Insist that no less than 20 questions get asked before a statement can be made. This will spark curiosity and instill an investigative mindset that – done consistently – will begin to form a habit.
Spread the Learning Love.
Encourage the group to constantly share their learning outside the circle. Give them the tools and resources to create a wiki and a blog. By further emphasizing the importance of knowledge sharing to the whole organization, the circle will be more likely to build the discipline for recording what it knows (which can be so easily forgotten) and disseminating it to a broader audience of colleagues.
Cloning for Success.
While there may be a temptation to immediately initiate several circles throughout your organization, I’d encourage you to start small. Start with one group of four to five individuals and allow it to evolve for a few months. Then when the time is right, charge each pilot group member with starting another learning group with new individuals. This replicating strategy ensures that subsequent groups have a firm understanding of the circle’s purpose and get a jumpstart on the process.
If you’ve previously created learning circles in an organization, I’d love to hear about your experience. Any additional tips or advice to share?