The Foundation of a Great Learning Organization
We talked about the importance of an organization being a learning and teaching vehicle for our people in a past post on Drucker. This time we'll look at a simple aspect of teaching and learning that can cut through the majority of problems and get the most out of our initiaties.
Drucker said it this way: "All it requires (learning how to learn) is to make learners achieve ... to focus on the strengths and talents of learners so that they excel in whatever it is they do well ... schools do not do this. They instead focus on a learner's weaknesses.
Think of how advantageous this would be to our training initiatives if we used this as the foundation we worked from.
Rather then try to work on something a worker will never be really good at, take the skill they do have and hone and shape them to even greater levels.
Even the psychological aspect of this is important. After a ton of hard work and effort, someone that's not wired for something, will fell exhaustion, burnout and fatigue ... rather than success, accomplishment and satisfaction.
When considering which way of looking at things will work better, it's the one that takes what's already strong in someone and guiding and building it even stronger.
If we really want a truly powerful training organization, its success will depend more on what we've talked about here, than any type of secondary training manuals or programs. The foundation is more important than the training itself. Get people into what they're good at and they'll get even better.
Try to put a round peg into a square hole and all you'll get is friction and frustration. Make this the center from which your training builds from, no matter what secondary tools or programs you use.
Other Peter Drucker Resources:
The Man Who Invented Management
Beyond the Information Revolution
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