I’m finding it hard today to be positive after listening to a couple of well-reasoned analyses of our economic crisis.   One analyzes the current economic crisis, explaining the complex economic structures created and unregulated (admittedly a US perspective).   The other is an “Inconvenient Truth” on the larger economic picture here in the US.   If you have to watch one, however, I’ll recommend the latter as more important.   Our childrens’, and our country’s future are at stake.   So let’s see if I can spin some gold out of this mess.

I’ve already talked about investing in culture, and I want to reiterate and elaborate on that message.   I listened to a free webinar the other day via the Institute for Corporate Productivity, where they’d done a survey on companies and asked about their culture. There was good news in their results: there was a significant correlation between the assessment of cultural elements surveyed and the success of the company.   And bad: not many companies scored highly on all eight.   A couple of factors stood out; areas for improvement included: generating trust among employees, encouraging innovation, nimbleness of the organization, and empowering workers to do their best.

Actually, I take it as good news; first that culture matters, as it’s an area a learning person can have a role in, and second that there is room for improvement, so you can have an impact.   The important issue is to become aware that culture matters, and take positive steps to improve the situation.

And there are concrete steps you can take.   You need to identify what your culture should be, and currently is, and address the delta.   In this post about making an innovative ecosystem (part of a performance ecosystem; pointed to on Twitter, btw I’m @Quinnovator), there are a number of prescriptions.   Diversity is to be supported, small experiments are valuable, nimbleness rules.   In support of that you need people to feel safe to experiment, collaborate to success (innovations typically are not the output of an individual but of a group, as Keith Sawyer tells us), etc.

So, organizations that focus on positive cultures succeed better.   I reckon that’s going to be even more true in truly rough times.   What are you doing to increase your contribution to organizational success?

After my post on Improving Organizational Learning Infrastructure, Daan Assen suggested that it was too limited in reference to the broader Learning Organization picture.   That’s valuable feedback, because I really mean it to be the learning organization culture and the technology infrastructure, the latter of which isn’t included traditionally in the learning organization work.   Clearly the label has some issues, as Stacy Doolittle also opined, suggesting architecture may be a better word than infrastructure.   Still, I’m not convinced that infrastructure isn’t the most inclusive term. Anyone have an opinion?

The reason I mention this, however, is that Daan pointed me to some work by Garvin & Edmondson that provides some nice characteristics of a learning organization.   It starts with three factors, a supportive environment, concrete processes and practices, and a leadership that reinforces learning.   I think this is a nice breakdown.

These components break up further, so for instance, a supportive learning environment is composed of: psychological safety, openness to new ideas, appreciation of differences, and time for reflection.   That latter one really strikes a chord with me, as that was a major barrier back when we were trying to get traction on meta-learning (and we’re not giving up!).

Concrete processes and practices breaks up into experimentation, information collection and analysis, and education and training.   I note that it doesn’t seem to capture more about informal learning than just providing the environment, and no mention is made of tools or infrastructure.   They may well have reasons for that, but it’s important to me to consider not only the environment, policies, and leadership, but also the channels.

Still, the particular focus on the supportive learning environment is a nice characterization.   You need safety, openness, appreciation, and reflection.   And your social networking tools will make very concrete any gaps in those.   When you see folks not sharing, not tolerating, and not having time, you know you’ve got a barrier.   It’s a mirror to see your organization.   So, what do you see looking back at you?

These are uncertain times, and people are curious how to cope.   A recent webinar announcement from i4pc touted how a American Management Association survey concluded: “one of best ways to avoid becoming victim of the economy is to focus on corporate culture”.   That’s great reinforcement, as culture is one of the components of improving organizational learning infrastructure.   Of course, I recommend you take the broader steps, not just culture, but culture is key.

Marcia Conner’s presentation for the Corporate Learning Trends conference was on steps you could take even without a   budget.   Steps were to be more open, get more experts presenting, and more people contributing value.   It’s all about leveraging the existing corporate capabilities in opportunistic new ways.   Lightweight, high value. But it takes a culture where people value contributions, feel safe to share, trust one another’s opinions and values.

And one of the things social networking does is surface your learning culture.   When you provide the opportunity to share, (see the Social Learning Question Of The Day responses, great ideas about the benefits of social learning), you’ll see whether your culture is really supportive.   Of course, you’ll also have the opportunity to address it.   And social networking is one of the lowest cost investments you can make!

Shutting down capability by laying off divisions means you’ll be lagging when things pick up.   Those who invest in internal capability now will be those poised to capitalize when opportunity resurfaces. Don’t you want that to be your organization?