#cck08 Three steps toward a connective organization - PERSONAL LEARNING NODES #6 (Originally posted to Twitwall on Dec. 01, 2008)

I browsed presentations of the Ground Handling International Conference (in Dublin Nov. 18-19, 2008) - nicely available through GHI website. I bookmarked two of them my Diigo.

1) Acc. to the presentation of Emirates SkyCargo: It's necessary to ask whether the current business model thrives on chaos. Focus should be towards tripartite engagement in which THE AIRLINE, THE HANDLER AND THE CUSTOMER are equal, bring a stable input to the cooperation process => the cooperation process forms an iterative circle and vice versa.

2) University of Bath School of Management has completed a research on development requirements of the ground handling industry. In brief - one core focus area includes: Investing in IT, training and increasing competences of the staff. A quote: "Senior managers should identify and build core competencies, with inputs from lower levels of the organisation (McIvor, 1997)".

@cristinacost tweeted the link to: Radiowaves reporters interviewed Sir Ken Robinson at the Liverpool ICT Conference. He says that the most important thing in developing (schools) is finding out what works. It very very seldom happens the first time. The most important skill of the teachers (and managers! I add here) is to learn to encourage the students (everyone in an organization!) to get their ideas through.

This all leads me into a conclusion that the key ideas covered during the #cck08 are more than suitable to be taken into immediate practice in organizational development and training. The key issues are:

1) Learning from successes instead of failures

2) Starting to test, do, accomplish, walk, explore new virtual networks => create, share, get help, increase understanding of self => increase competence on communication and cooperation - all this instead of learning new theories by reading, listening to lectures and completing tests or exams only. And especially not - only the management level performing and only the latter.

3) Paying a huge attention to setting personal goals and common organizational goals => following, sharing and re-evaluating => setting adapted new personal goals and common organizational goals. This process iterates in circles of time and in circles of the process phases.

Prior to #cck08 I wrote: "I consider this course a success when I’m able to define how randomness in learning is created in practice. I’m perceiving that process in the following picture "Innovative Leadership and Learning towards 2020". I've been testing that process through my own learning throughout the #cck08. I start to be quite positive that it works! If it worked for me - why not for a whole organization!!!