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on Learning Organizations
Where will the "special
kind of leadership" come from, that will carry the Community Youth Development
movement into the next millennium? It will rise from within organizations that value
collective leadership, codevelopment of organization and staff, and formal learning
as a means toward the organizational end. Such organizations are learning organizations.
This paradigm is not just a theory. Many organizations are in various stages of becoming
learning organizations, and a lot is known about how to do just that. The FOCUS articles
below contribute theoretical and practical information, ideas and approaches.
Some general assumptions follow.
The learning organization paradigm accepts change as a given, transformation as a
destination, and vision as a compass. Transformation is a change process whereby
organizations pursuing their vision reach new ways of learning about--and responding
to--internal and external realities.
A learning organization is:
- Vision driven. It has
a coherent unifying practical vision (a new reality) that serves to guide its development.
- Intentional. It moves
toward its vision or new reality via a thoughtful action process.
- Evolutionary. It acknowledges
that the movement toward the new reality is developmental.
From
the Publisher: Leading Organizations
by Della Hughes
Winter 1999, v15-1
The
Journey of the Institute of Cultural Affairs
by John Oyler
Summer 1997, v13-3
How
Organizations Learn
by John Terry
and Anne Dosher
Spring 1997, v13-2
Community
Youth Development Practice Fields
by Anne Dosher
Summer 1996, v12-3
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