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Learn or Die: Using Science to Build a…
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Learn or Die: Using Science to Build a Leading-Edge Learning Organization…

by Edward D. Hess

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A good reminder from Edward Hess that learning begins with the self and in an organization it starts at the top. Learning requires a tremendous amount of humility, which is a more challenging state to find yourself in if success has always come easy. Hess identifies three mindsets that enhance the learning process: (1) accept the magnitude of our ignorance, (2) realize everything we think we know is conditional and subject to change based on new evidence, and (3) we have to define our self-worth by striving to be the best learner we can be, not by what we believe or think we know. He defines three important meta skills for learning: (1) metacognition, (2) meta-communicating, and (3) meta-emotions. We need to be able to step outside ourselves and our organizations and understand how we perceive and process information, how we communicate, and how it plays on our emotions. In order for all of this to occur, leaders need to promote an open, transparent learning environment that invites questions, honesty, and brutal criticism. Without being able to identify weakness and failure in ourselves and others, we can't improve, we can't learn, we can't grow, we can't progress. Hess pulls in some great examples for large organizations where these cultures have been cultivated to varied degrees and in different manners. ( )
  traumleben | Jan 11, 2015 |
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Amazon.com Product Description (ISBN 0231170246, Hardcover)

To compete with today's increasing globalization and rapidly evolving technologies, individuals and organizations must take their ability to learn -- the foundation for continuous improvement, operational excellence, and innovation -- to a much higher level. In Learn or Die, Edward D. Hess combines recent advances in neuroscience, psychology, behavioral economics, and education with key research on high-performance businesses to create an actionable blueprint for becoming a leading-edge learning organization.

Learn or Die examines the process of learning from an individual and an organizational standpoint. From an individual perspective, the book discusses the cognitive, emotional, motivational, attitudinal, and behavioral factors that promote better learning. Organizationally, Learn or Die focuses on the kinds of structures, culture, leadership, employee learning behaviors, and human resource policies that are necessary to create an environment that enables critical and innovative thinking, learning conversations, and collaboration. The volume also provides strategies to mitigate the reality that humans can be reflexive, lazy thinkers who seek confirmation of what they believe to be true and affirmation of their self-image. Exemplar learning organizations discussed include the secretive Bridgewater Associates, LP; Intuit, Inc.; United Parcel Service (UPS); W. L. Gore & Associates; and IDEO.

(retrieved from Amazon Thu, 12 Mar 2015 18:17:36 -0400)

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