Contributions of the learning organization to cope with change and crises

Contributions of the learning organization to cope with change and crises. In 2009, we are facing a global crisis, many have become aware. Organizations are no exception ... and within them, has led to the crisis of learning. The crisis we refer to changes and opportunities, so it is open to learning which enables us to capitalize on moments like this. The most advanced management techniques have not achieved, especially for its fragmentation. And instead, they have destroyed many people in the education industry, services, agriculture and public administration.

By contrast, in learning organizations, with the coaching of their teams with systemic perspective, people find their motivation, self-esteem and joy of learning. They are able to face difficulties, recognizing opportunities and, above all, achieve personal goals aligned with the organization's shared. The personal learning is necessary but not sufficient for organizational learning. Individuals can learn constantly and yet there is no organizational learning. This requires them to learn the equipment. If teams are learning as microorganisms that transfer learning across the organization. In this way organizations become agents of their own changes and are able to manage any kind of crisis, recognize threats, discover new shared opportunities, better manage both their job security and flexibility and make them more sustainable. This will require an increase in permanent recruitment and higher quality contracts for the benefit of workers, businesses, organizations and society in general. This is one of the important contributions of the learning organization. Joan Palomeras. President of Coaching Lab Barcelona 12.05.2009