Organizational Learning Systems

Your Team’s Brain is Leaking. Here’s How to Stop It Your company’s intelligence is leaking every single day. You’re hiring great people, they’re learning on the job, making decisions, solving problems… and then? That knowledge evaporates into thin air the moment they move on, switch roles, or simply forget. Meanwhile, you’re constantly asking, Why are we solving the same problems over and over? The truth is, most organisations treat knowledge like a one-time transaction instead of a strategic asset. → Training programs? Already outdated by the time they’re implemented. → Standard knowledge management? Too rigid. → SOPs? Too static. What we need is 'corporate collective intelligence'. An evolving, self-scaling system that captures, refines, and distributes knowledge seamlessly, so our team gets smarter as it grows. Here’s how you start: - Turn conversations into intelligence. Your best insights happen in Slack threads, meetings, and problem-solving sessions. Capture and refine them as they happen. - Make tacit knowledge explicit. The way your best performers make decisions? That’s gold. Codify it before it disappears. - Use AI and automation wisely. Stop treating AI as a gimmick. It should be actively structuring, indexing, and surfacing knowledge, not just summarising documents. - Create a feedback loop. Your organisation should be learning from itself in real-time. No more one-and-done knowledge drops, continuous refinement is key. → Teams that scale without bottlenecks. → Faster decision-making with fewer mistakes. → Institutional knowledge that doesn’t walk out the door. The companies that master this won’t just scale - they compound. Those that don’t? They will keep reinventing the wheel. Which one do you want to be? Found this useful? Repost ♻️ to help your network.

𝗛𝗼𝘄 𝘁𝗼 𝗖𝗿𝗲𝗮𝘁𝗲 𝗮 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗘𝗰𝗼𝘀𝘆𝘀𝘁𝗲𝗺 🌐 Struggling with disconnected learning platforms and resources? I get it—fragmented learning experiences can derail your L&D programs, making them less efficient and effective. When your team has to juggle multiple systems, it hampers their ability to learn and grow seamlessly. Here’s how you can build an integrated learning ecosystem to connect all your platforms, resources, and tools for a smooth, unified learning experience: 📌 Centralize Your Resources: Start by consolidating all learning materials into a single, accessible repository. This can be a Learning Management System (LMS) or a centralized digital library where employees can easily find what they need. 📌 Integrate Platforms: Use APIs and integration tools to link your LMS with other systems like HR software, productivity tools, and communication platforms. This ensures a cohesive experience where data flows seamlessly between platforms. 📌 Standardize Processes: Develop standardized protocols for content creation, curation, and deployment. This includes using consistent formats and templates, which help maintain quality and uniformity across all learning materials. 📌 Personalize Learning Paths: Leverage data analytics to create personalized learning paths for employees. Tailored content keeps learners engaged and ensures they acquire the skills most relevant to their roles. 📌 Foster Collaboration: Encourage peer-to-peer learning and knowledge sharing through forums, social learning platforms, and collaborative projects. This builds a community of continuous learning and support. 📌 Track Progress and Feedback: Implement tools to monitor learning progress and gather feedback. Use this data to continuously improve your L&D programs, ensuring they remain relevant and effective. By developing an integrated learning ecosystem, you’ll transform fragmented experiences into a cohesive journey that enhances learning efficiency and effectiveness. Your team will thank you for making their learning process smoother and more intuitive. What strategies have you used to create a seamless learning ecosystem? Share your insights below! ⬇️ #LearningAndDevelopment #TrainingInnovation #OnlineLearning #EdTech #LMS #EmployeeEngagement

Your organisation is losing critical knowledge every day... and your reports and database won’t save it. This knowledge drain isn’t just about efficiency. It’s eroding institutional memory which slows down decision-making, and weakens programme impact. This guide uncovers the hidden knowledge gaps that keep development organisations reinventing the wheel and shows how to turn scattered insights into a lasting, shared asset. Key Takeaways from the guide include: ➤ Beyond Reports The most valuable lessons from projects and programs aren’t always written down. How do you capture insights from field staff, communities, and partners before they’re lost? ➤ From Information Overload to Strategic Knowledge Development organisations generate countless reports, evaluations, and studies. But are they used for decision-making or just archived? This guide shows how to turn data into actionable knowledge. ➤ Preventing Knowledge Loss During Transitions What happens when key staff leave? Without structured knowledge management, lessons, partnerships, and institutional memory disappear. Learn strategies to retain and transfer knowledge across teams and leadership changes. ➤ Breaking Down Silos Between Teams and Programmes Lessons from one project could be game-changing for another—but only if they are shared. This guide outlines how to bridge gaps between departments, sectors, and country offices. ➤ Leveraging Technology Without Losing Human Insights Digital platforms are essential, but technology alone isn’t enough. Learn how to balance tech-driven knowledge systems with people-centered learning. Impact relies on more than funding. It depends on how well we manage, share, and apply knowledge. Ready to stop the drain? Start here. #KnowledgementManagement 🔔 Follow Me ♻️ Sharing is Caring

The secret to building a "Learning Machine" company isn't what you think... Most corporate learning is broken. It's top-down, disconnected, and fails to inspire real change. I discovered this the hard way when members of my own team started leaving. That crisis forced me to completely rethink how great companies learn. What emerged was the Learning Culture Lotus - a framework that transformed clients like Pinterest, Bolt, and Brex: 1️⃣ Individual Curiosity - Learning begins when people WANT to learn 2️⃣ Human Connection - Knowledge spreads through peer relationships 3️⃣ Continuous Learning - One-off trainings fail; learning journeys succeed 4️⃣ Company Mission - Learning must align with purpose The magic happens when you implement the VASE framework: • Shared Vision - A collective picture of the future • Shared Assumptions - The unwritten rules that define your culture • Shared Stories - Emotional vehicles that spread excellence • Shared Experiences - Cohort Learning Experiences that bring it all together Remember: Great companies don't just have great cultures. They have great LEARNING cultures. Stop pushing information down. Start building systems that pull curiosity up. Full framework in the original article in comments. What's one assumption about learning at your company that needs challenging?

Organizations that prioritize continuous learning don’t just keep up—they set the pace. Shelley Osborne’s book (📕 The Upskilling Imperative) makes a compelling case for why organizations must embed learning into their culture—not as a perk, but as a strategic necessity. Osborne outlines a five-step method for building a learning culture that works, emphasizing: ✅ Making learning accessible and relevant to all employees ✅ Encouraging feedback as a growth tool, not a performance weapon ✅ Integrating learning into everyday workflows ✅ Helping employees become comfortable with constant adaptation ✅ Investing in L&D as a core business priority Traditional training programs often fall short because they’re rigid, one-size-fits-all, or lack clear objectives. To truly future-proof a workforce, organizations must foster an environment where learning is dynamic, encouraged, and seamlessly woven into daily work. The payoff? Closing skill gaps, attracting top talent, boosting innovation, and increasing resilience in an uncertain world. At LEK Consulting, we talk about solving for a better future—and a culture of learning is at the heart of that. The ability to adapt, grow, and challenge assumptions isn’t just good for employees; it’s critical for delivering impact to clients and staying ahead in an evolving world. The best organizations don’t just react to change—they equip their people to drive it. “Every day is a learning day”, a truer statement has seldom been written!

Execution gets you through the day… But if you want long-term, sustainable growth, you need structured systems that evolve with your team and business model. This week on The Systematic Leader, I sat down with Jason Bryll of Parable Associates to unpack how systems, automation, and structured learning can transform how a business operates. Here are 4 key ideas from our conversation: 1. Build a Learning Culture That Scales: From SQL workshops to internal “Show & Tell” sessions, Jason’s team turns learning into a business advantage. Takeaway: A smarter team builds smarter systems. 2. Automate the Repetitive: Robotic Process Automation (RPA) helped automate insurance follow-ups, freeing up staff for real impact. Takeaway: Automate to elevate your team. 3. Let Data Steer the Ship: Monthly executive meetings + employee pulse surveys = real-time course correction. Takeaway: Data without systems is just noise. 4. Turn Content into a Strategic Asset: Training videos and performance-driven content aren’t just marketing, they’re operational tools. Takeaway: The best systems turn knowledge into assets. If you want to explore how your company can adopt smarter systems like these, DM me and I’ll point you in the right direction. #systems #leadership #business #strategy #ProcessImprovement

A learning organization is one where learning is BUILT INTO how people work, solve problems, share knowledge, and improve. Many companies claim to be learning organizations, but in reality, they often confuse training with true learning. They focus on courses and workshops but neglect the daily habits that drive growth... like reflection, feedback, knowledge-sharing, and collaborative problem-solving. Sound familiar? If so... Here are some ways to move toward becoming a true learning organization: 💡 Make learning visible. Start weekly team meetings with one question: What did we learn this week? Whether it’s from success or failure, small experiments or major projects-capture it, name it, and make it part of the conversation. 📢 Encourage challenges. Let people respectfully question the way things are done. Leaders need to show that it’s not only okay to ask “why?”- it’s welcomed. This is a great approach to build into your daily Gemba Walk! ⚠️ Use problems as lessons. Don’t jump to blame when something goes wrong. Instead, ask, What can we learn from this? What will we do differently next time? Make this a habit, not a once-off response in your 1:1's and everyday interactions. 📋 Make reflection routine. At the end of a project or during quality meetings, take 10 minutes as a team to ask: What went well? What didn’t? What did we learn? What should we change? 🗣️ Share learning across teams. Too often, learning stays stuck in silos. Create simple ways to pass it on like learning libraries, book clubs or monthly learning huddles across departments. ✨ Lead by example. Leaders who regularly admit they’re still learning create a culture where learning is normal. Asking questions instead of always having the answers is a key behaviour to set the tone. Do you agree it's more important than ever to create learning organizations? Any tips on creating a learning organization? Share them below and let's chat!

In my latest Fortune column, together with my co-authors from BCG and MIT, we explore how leading companies are using AI to revolutionize organizational learning. Our research, spanning 3,400+ managers across 120+ countries, reveals that organizations combining robust learning practices with AI – what we call "Augmented Learners" – are 60-80% more effective at managing external uncertainties and 40% more likely to create business value. Yet surprisingly, only 15% of companies qualify as Augmented Learners. The implications are profound: as AI accelerates market dynamics, the ability to learn and adapt becomes critical for competitive advantage. Organizations that master AI-powered learning across knowledge capture, synthesis, and dissemination will be better positioned to navigate technological disruption, regulatory changes, and talent challenges. This is something, I experience it every day with our portfolio companies at #Seven2! https://lnkd.in/eJeqYYg4   #OrganizationalLearning #ArtificialIntelligence #AI #Innovation #Leadership #BCG #MITSMR #BCGX #Seven2 Michael Chu, Shervin Khodabandeh, David Kiron, Namrata Rajagopal, Sam Ransbotham, Leonid Zhukov, Ph.D

Here's a thought - what if we reallocated our traditional L&D budget toward investing in knowledge management and social learning? Just those two... Rather than pouring resources into static training programs, we could create a culture where learning happens continuously—through conversations, collaboration, and knowledge sharing. Imagine a work environment where employees solve problems in real-time, tap into the expertise of their peers, and are empowered to take ownership of their growth. By investing in social learning systems and open knowledge-sharing networks, we can make learning a natural part of work, foster innovation, and build more agile, resilient organizations. The technology is there! The experts are available! It’s time to rethink learning and development; no longer as being a department, but as an organizational design feature for continuous learning—where every interaction is an opportunity for growth. #SocialLearning #KnowledgeManagement #OrganizationalDesign #ContinuousLearning #Learning