Cheryl Christensen WednesdaySep 29 at 5:29amManage Discussion Entry Organizational Learning Leaders In Chapter 17, Schein identifies 10 dimensions of a Learning Culture and the leadership...

Cheryl Christensen

Organizational Learning Leaders

In Chapter 17, Schein identifies 10 dimensions of a Learning Culture and the leadership characteristics and skills corresponding to each. Which of these 10 characteristics, in your opinion, is the most important for a Change Leader to possess, and why?

Out of the 10 dimensions explained by (Schein, 2016) the one that resonates the most for me as the most important for a change leader to possess is Commitment to Cultural Diversity. In many associations, variety and incorporation is best drawn nearer with a hierarchical, base up technique. While it's basic that D&I endeavors are upheld by the president and effectively connects with pioneers, one can't limit the effect of representative association. Connecting with workers at all levels is the best method to arrive at minimum amount and impart the import of variety and incorporation. Frequently representatives are anxious to participate simultaneously however do not have the expertise and certainty to make a move. Tell representatives that there are numerous approaches to contribute and uphold D&I endeavors and doesn't really need ability in the field. According to Schein (2016) “A central task for the learning leader is to ensure good cross-cultural communication and understanding.” As state by Warrick (2017) creating authoritative culture needs undeniably more than talk about culture and accentuation on its significance. To accomplish the best outcomes, culture improvement requires pioneers who consider it to be one of their critical assignments and who comprehend the significance of adjusting association procedures and dynamic with social beliefs. A good leader should know the variety objectives and vision of your association and its association with the general business goals. Focus on the cycle by seeing what variety means for the job, and what the job means for the accomplishment of the variety drive.

Resources:

Warrick, D. D. (2017). What leaders need to know about organizational culture. Business Horizons, Volume 60 (3), May–June, pp 395-404.

Schein, E. H. (2016). Organizational culture and leadership (5th ed.). San Francisco: Jossey-Bass:

Mary Price

Hello everyone!

The title of chapter 17, “The Change Leader as Learner”, sets the framework for the ten dimensions od a learning culture and the leadership characteristics that are correlated to one another. Schein reflects on the important concept that the world is every evolving as it enters uncharted territory. Due to this, it is essential that leaders reinforce and grow personally with the following ten characteristics:

1. Proactivity


2. Commitment to “Learning to Learn”


3. Positive Assumptions about Human Nature


4. Belief that the Environment Can Be Managed


5. Commitment to Truth through Inquiry and Dialogue


6. Positive Orientation toward the Future


7. Commitment to Full and Open Task-Relevant Communication


8. Commitment to Cultural Diversity


9. Commitment to Systemic Thinking


10. Belief in the Value of Internal Cultural Analysis

I believe that the second characteristic, “Commitment to ‘Learning to Learn’” is the most fundamental characteristic for a leader to adapt. A leader is in their position for a reason, however it does not mean that they have all the answers. When leaders are able and willing to learn about their organization(s) as well as their external environment, I believe that they are more equipped to manage change and unexpected circumstances. Growth and learning are not linear, and this is essential for leaders to pass on. “Other research has shown that culture can be malleable, much like a growth mindset, and that employees and prospective employees view malleable cultures more positively.” (Chatman, 2021) I strongly believe that organization culture and the success of an organization has the ability to be formed or shaped. However, the ability for this to occur begins with a leaders commitment to continued learning and growth. If a leader is rigid an inflexible, this may result in a precedent being set for other individuals as well. Schein reiterates this concept by stating “In a rapidly changing world, the learning leader or founder must not only have vision but must be able both to impose it and to evolve it further as eternal circumstance change.” (Schein, 2016, pg. 351)

References:

CHATMAN, J. A. (2021). Behavioral Norms, Not Personality, is How Cultures Change. Organization Development Review, 53(1), 60–62.

Schein, E. H. (2016). Organizational culture and leadership (5th ed.). San Francisco