Bernd schmid integrated learning culture qualifying individuals and systems in an integrated way_systemic research conference heidelberg 2017

CC-by-Lizenz, Author: Bernd Schmidfor isb-w.euSystemische Professionalität

2015

www.isb-w.eu

Integrated Learning culture -qualifying individuals and systems

in an integrated way

Dr. Bernd Schmid

http://www.isb-w.eu/


2015

Isb-GmbH Wiesloch - Schlosshof



2015

Culture emerges from culture and examples set the stage. www.isb-i.eu



2015

Culture is an „umbrella term“ for how reality is shaped consciously and unconsciously – habitually or creatively.

Culture = the “personality” of a system

Culture is needed to manage complex organizations.

Culture is complex and powerful, because supported by a complex interplay mostly without awareness.

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Culture



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If you want Quick Results, Start with Culture.



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Why is it so difficult to reach sustainable positive change in systems?Because we are unaware of or misjudge stabilizing factorsUnderestimated the most: habits and interplay of habits.Overestimated the most: knowledge on content level and individual enthusiasm for changes

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Stability of Culture



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1. introduction of new elements on many levels and in an coordinated way.

2. integrated learning and exercising of those who share work and responsibility

3. sustainable exercise until new culture becomes habitually stronger than old culture.

4. connection with tradition, change should be experienced as progress of actual reality

5. realistic judgment on conditions like maturity, resources, time, power support etc. available

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Changing the Culture of a system requires …



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Typical areas of organizational Learning

1. Workplace learning2. Project learning 3. OD learning4. Strategic personnel development



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When learning should create learning culture…

Achieving more competence as interplay of roles in a shared contextShared learning directed to shared tasks and responsibilities.Learning by experimenting and evaluating togetherBuilding up a self directed learning culture (shared approaches, concepts, metaphors)



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For new learning culture we need different settings, roles, processes, concepts and methodsisb-Resources http://isb-i.eu/about/about-isb-wiesloch/

Different mindset and approachof the provider of education

Our usual education programs are insufficient,to create effective learning systems

To better run a system together individuals should learn together


http://isb-i.eu/about/about-isb-wiesloch/




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Supporting integrativeLearning culture

Examples for isb-concepts



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The isb Formula ICompetence for individuals

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Professional competence

Role-competenc

e

context-kompetenc

e Matching



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The isb Formula II Competence for systems

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Systems competence

Coordinated

Competence of single

players

Shared learning culture

Matching +

Imbedding in

Business & OD



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How much individual?How much organization?

CC-by-Lizenz, Autor: Bernd Schmidfür isb-w.euSystemische Professionalität

2013




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2013

1. Developing role competences2. organizing ones roles and 3. relating from role to role4. thus referring to context5. and content

Isb-perspective on the acting individuals and their communication




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2013The role-model and communication

Role areas and communication




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Isb-perspective on Team -learning Team:Those who share responsibilityTeam development is horizontal and vertical

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isb-perspective on leadership-learningLeadership:Leading someone means successfully inviting him/her into performing within a play (theatre metaphor) or helping to create a new one. Leadership is an issue of relationships. This is why partners of such real relationships should learn together!

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Isb-perspective on Coaching as an Organization-learning-ToolWork/OD- Focused Coaching-program for individuals:- Clarifying when starting- Help specific controlling problems during work/OD- Support for shared learning within teamsCooperation with work/HR/OD organizers

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Step by step strategy in changing systems

• develop a prototype• roll out step by step (when it works)• have a strategy for acting complementary with other sub-systems and their culture• For companies: make visible which use

-for partners -for costumers

of your client system



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Responsibility as Response-ability

With reference to their positions at work, people: want to respond (are dedicated) to:

question of values are able to respond:

question of being qualified to respond are allowed and have the resources to respond: question

of being sufficiently equipped have to respond: question of obligation

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The four Dimensions of a Responsibility System

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Complementary Responsibility in Organizations

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Dysfunctional symbiosis

Dysfunctional symbiotic relationships

Responsibility is not taken or Responsibility is shifted or Discomfort from missing responsibility is shifted or potentials for better responsibility are

not activated or not developed

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Responsibilities in Organizations

1. Organization as a system of complementary responsibilities

2. Each role and relationship is part of a whole system of responsibilities

3. To be cultured through dialogue, day-by-day4. Contracted behavior, attitude and competence

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Leadership & Management

Bernd schmid integrated learning culture qualifying individuals and systems in an integrated way_systemic research conference heidelberg 2017