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The relationship between Organisational Culture and Organisational Effectiveness.

This article has an OD perspective to multi-skilling

Why multi-skilling?

The excessive influences on productivity (whether internal / external) in a South African context demands a situational and flexible approach to ensure that work can continue.

Arnold Palmer once described golf as “deceptively simple and endlessly complicated”. The same can be said about developing managers in a South African context.

Empowerment through appointing and developing managers is becoming a prerequisite to doing business in our context. Learning is the key to empowering not only the individual, but also impacting the organisation.  

If you are a facilitator of learning, the following points could help give you more confidence in facilitating learning sessions:

Be transparent/open and honest with the group about why you’re doing particular activities, or that you’re experimenting with something new – this makes you more part of the group and helps them learn about facilitation as well.
Have clear goals, as mentioned earlier – don’t learn for the sake of learning. Know what you want to say and what you want out of a particular session.

The term “Learning organisation” could be seen as complex and difficult to understand and the applicability of such theories / models could be challenging. In this article, Dr Stefan Fourie sets out to facilitate a better understanding and implementation of learning organisations in a South African context.

The term “learning organisation” is sometimes sold as a competitive advantage

On 6 November my new book was launched at the University of Stellenbosch. In my introduction, I gave the attendees new perspectives on the elusive concept of a “Learning Organisation”. The book explores the learning process within a uniquely South …

Book launch well attended Read more »