Why Organisations Don't Learn

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Why Organisations Don't Learn by Mind Map: Why Organisations Don't Learn

1. Bias Towards Action(P2)

1.1. Exhaustion(P2.1)

1.1.1. Building breaks into schedule(S2.1)

1.1.2. Taking time to think(S2.2)

1.2. Lack of reflection(P2.2)

1.2.1. Taking time to think(S2.2)

1.2.2. Encourage Reflection(S2.3)

2. Bias Towards Experts(P4)

2.1. Overly narrow view of expertise(P4.1)

2.1.1. Giving workers different experiences(S4.2)

2.1.2. Empowering employees to use experiences(S4.3)

2.2. Inadequate frontline involvement(P4.2)

2.2.1. Encourage workers to own problems that affect them(S4.1)

2.2.2. Giving workers different experiences(S4.2)

2.2.3. Empowering employees to use experiences(S4.3)

3. Bias Towards Success(P1)

3.1. Fear of failure(P1.1)

3.1.1. Destigmatise failure(S1.1)

3.1.2. Growth Mindset(S1.2)

3.2. Fixed mindset(P1.2)

3.2.1. Growth Mindset(S1.2)

3.3. Overreliance on past performance(P1.3)

3.3.1. Assess potential of employees(P1.3)

3.4. Attribution Bias(P1.4)

3.4.1. Destigmatise failure(S1.1)

3.4.2. Data-driven approach(S1.4)

4. Bias Towards Fitting In(P3)

4.1. Conformity(P3.1)

4.1.1. Increase awareness and engage workers(S3.2)

4.1.2. Modelling good behaviour(S3.3)

4.2. Failure to use one's strengths(P3.2)

4.2.1. Cultivate strengths(S3.1)

5. Goals Gap(P5)

5.1. Inability to effectively deploy resources(P5.1)

5.1.1. Strengthening communities of practice(P5.1)

5.2. Inability to measure progress(P5.2)

5.2.1. Strengthening communities of practice(P5.1)

6. Incentives Gap(P6)

6.1. Lack of motivation(P6.1)

6.1.1. Delegate responsibilities(S6.1)

6.1.2. Using knowledge sharing in recruiting and performance rating(S6.2)

6.1.3. Reward contribution to firm's intellectual capital(S6.3)

7. Process Gap(P7)

7.1. Inability to capture, share and use knowledge(P7.1)

7.1.1. Identify who needs knowledge(S7.1)

7.1.2. Optimal areas for learning(S7.2)

7.1.3. Finding systems that best fit(S7.3)