Organisational Learning as Culture

Einstein has left us with some of the most insightful quotes on change and learning. “Insanity is doing the same things over again and expecting different results” and “we cannot solve our problems with the same thinking that we used when we created them”. Many of us can relate the logic behind the wisdom, especially if you have witnessed or experienced challenging situations. For example, take a moment to reflect what Peter Drucker had said, “Culture eats Strategy for Breakfast”. 

                  

There is ample empirical research that reveals why companies are unable to execute their strategic. Kaplan & Norton, in their book "The Execution Premium" cite 90% of companies fail. Some companies spend money to engage external consultants to help formulate the strategic road-map; yet it’s implementation stops dead on track. We know exactly why it has failed yet conveniently generalize it as culture. By culture, we are obviously referring to people, not some technology or process, right?. So, how do you resolve people issues like  ‘disengaged workforce”?. Do we solve it at the level it was created?. Do we confront the root causes and learn objectively?. Or we ignore the elephant in the room and adopt the Dogbert approach.

How many companies culture seriously enough to make it a key strategic imperative and take concerted initiatives to trun it around/. Let's look problem solving. Below are two possible ways to solving problems. Which one resonates with your organizational culture?

This write up is not about culture nor strategy. Instead, it’s about the very foundation that enables people to change - organizational learning (OL)? It's easy for individuals to claim they observe continuous learning but what about across the organization. How do organisations promote OL at workplace. Are there specific outcomes or performance indicators to prove it actively prevails . Does splashing unlimited budget on trainings be sufficient evidence? How about 100% employees 60 hours of training or having a dedicated training unit/manager?.

I do not believe training necessarily guarantees learning. Do you honestly think soft topics like leadership and motivation can be lectured in classrooms?. Do you expect to fix strategic management in 2 days training workshop when there exist serious disconnect in culture. The 70/20/10 Model lends further support that most effective learning occurs on the job at workplace. 

What is OL?. According to Chris Argrys and Donald Schon organizational-learning it's a product of organizational inquiry. Whenever expected outcome differs from actual outcome, an individual (or group) will engage in inquiry to understand and, if necessary, solve this inconsistency. In the process of organizational inquiry, the individual will interact with other members of the organization and learning will take place. Learning is therefore a direct product of this interaction. My interpretation of OL is the continuous search for improvement by human capital in sustaining the organization’s survival. It concerns with the collective and cumulative thinking, behaviour and actions to bring change and improvement to the organization. OL can help companies to drive it's business and stay competitive in the VUCA environment. Through OL, management can take a strategic, multi-pronged approach in facing up to changing internal and external challenges. Therefore, OL needs to be both a formally supported strategy and an integral part of the organization's corporate culture.

What does it take to implement OL in companies? - 3 things:

1.   Corporate/Business Strategy. Organizational learning needs to be both a formally supported strategy and an integral part of the organization's corporate culture. It has to be aligned to how the organization conducts it’s business operations. If you are familiar with balance scorecard you will appreciate the significance of the learning perspective. When aligned to the strategy and tactics, OL is treated with priority of cultural transformation. Only then can culture support (not eat) strategy in execution. 

2.   Leadership Support. As with all change initiatives, this is the number one critical success factor. Employees look up to their bosses/managers for cues and inspiration. If leaders can demonstrate humility in acknowledging their glass is also half empty, it would set the tone for OL success. Most importantly, they must lead the way by setting a good example. Their participation and support reinforces into the culture.

3.   Passion for Improvement. Whether it is somebody or something you must develop a intense passion for them or it. Likewise, you must have an insatiable passion to bring improvement to your workplace, not just towards the easy “hard” stuff - system, structures, process, etc but also the sensitive “soft” elements hidden underneath the iceberg – culture.

Self learning is one of the levels involved in OL, i.e sending employees to training or seminars and sponsoring educational programs. However, it is does not have the same impact as group learning. Actual workplace is a social setting, not silos of individualism. Group learning is the largest and best way to inculcate and promote OL. When individuals within a group "acquire, share, and combine knowledge through experience with one another, insights to solutions develop. Double loop learning takes places and, over time, employees attain unconscious competence and OL becomes embedded as best practice. Not only will employees have the capability to solve problems but also prevent it from repeat. The best example of group learning is After Action Review (AAR) sessions, used by the military. I have personally experienced it's full impact with troops on the ground. The learning outcome is immediate, effective and evidence based. The feedback loop is channeled through to tweaking and improving throughout organisational eco-system. No excuses or blame on culture or leadership. The interest of the team and organisation reigns supreme. Unfortunately, I find the journey to imprint this difficult in the corporate setting. Too many prima donnas with self serving agendas and egoistic arrogance. The leadership want others to change, but not them. OL can't thrive in places where humility is replaced with hubris.

Over the years, I have push the OL agenda in all the organisation I served in, including the current one. I have actively promoted group learning, albeit informal sharing sessions with staffs. In one previous company it used to be 2 hours on working Saturday’s. Now, it’s weekly 30 minutes session on Wednesdays. The duration and timing is critical to buy-in and measure how far people are willing to spend discretionary time to the learning cause. To date, I have moderated more than 100 topics on supervisory, employee and management areas. The video clips are archived as future referrals in the organization library.

OL is buy-in from leadership orm actually driving and manifesting it, using all forms of opportunities, platform and resources. True OL can only evolve in transition from individual to group culture - beliefs, perspectives and attitudes. Knowledge accumulation without application is not OL. It must foster and contribute to improvement in results and outcomes. Change and innovation requires new learning. One of the effective ways to evolve new thinking is to inquire into status quo and outdated processes. We must think outside the box; but communicate within the box. When there is genuine learning in people, both leadership and employee, there is causality for change. When the spirit feeds and repeats in a cycle, it becomes embedded in culture. Trust and confidence builds up. In the end, improvement to systems, structures and processes leads to reinforced organisational growth and success.

“The illiterate of the 21st Century are not those who cannot read and write but those who cannot learn, unlearn and relearn.” - Alvin Toffler

Want Diversity? Defeat Racism!

“Racism, because it favours color over talent, is bad for business” - Steven Pinker

Today, I want to discuss about the elephant in the room – racism vis a vis diversity. It’s something we witness or experience in our lives daily. Both operate at the same level but on opposite sides of the continuum. One is considered sensitive and always denied, the other sought and embraced. Racism rears it’s ugly head. We also know that it takes many shapes and forms. Sometimes, it operates covertly and subtly, whilst in some places like it is openly pursued. No kidding, Malaysians are well accustomed to it as part and parcel of life. I have faced it for as long as I can remember and  continue to do so. Catch my 2012 post on the "inconvenient truth" https://hrronin.blogspot.com/2012/11/inconvenient-truth.html?m=1. 

I am truly dumbfounded on this subject. People, both in government and corporate sectors, talk of diversity in the very presence of racism. I hear leaders champion diversity as a critical necessity in order to be inclusive, productive and innovative in a VUCA environment. Hence, the devil’s advocate in me is asking, “can you have the cake and eat it?”. Can diversity thrive amidst racism?. Are there genuine, purpose driven and intentional initiatives at the highest levels to defeating racism?. We even have corporate events to dish out diversity awards. Seriously, does this really remove the seeds that germinates racism?.

The-Prime-Minister-of-Malaysia said, “In spite of the huge diversity in Malaysia in terms of religion, culture, race, ethnicity and so forth, we've really gone very far in developing this country”. And here, I was under the impression that the development of a nation relies upon "because" instead of "in spite" of diversity!. Indeed, we have come a long way. We are blessed and proud of our multiracial success. But, can we sustain it given the current situation and challenges ahead. Is there reason to worry over the fragile nature of our winning formulae? Let me share my perspective, one that scans the horizon so that we don’t miss the forest for the trees.

On 23 Sept 16, I had a epiphany reading an article on the plane (when you are elevated at 30,000 ft on a MH flight, your mind steers into deep reflections and exchanges with your maker. You begin to wonder, “what’s wrong with humanity below, at least, on my side of mother earth”. I stumbled upon salute-to-chinese-army-veterans and my thoughts drifted, “where are we heading towards?. Did you know that we have an Indian Veteran Association and even Sikh Veteran Association ! So, you begin to ask, what’s wrong with the current platform of MAF Veterans Association? Is it a failed platform or ineffective organisation? I can swallow the creation of race based triads, gangs and sports associations in 20th century. But, does it have merit in this day and age, more so as Malaysia aspires to become a developed nation?. These noble defenders of our nation have now offered to help recruit their kinship into the Armed Forces to balance the lop sided racial mix!. 

It’s one thing to hide one’s racial bias and prejudice but to see it institutionalized and overtly pursued is rather, to say the least, shocking. Thank god, we now have a committed saviour in Patriot Kebangsaanhttp://www.patriotkebangsaan.org.my/index.php. An association of retired soldiers and policemen with the aim to " To help unite Malaysians in harmony and to see the return of the kinder and happier Malaysia". I am indeed impressed by their bold statements in voicing out, without fear or favour, against anyone, be they in government, political parties, NGOs or even perpetrators of rumour mills, who disrupt racial unity and harmony. Now, that's what I call courage and integrity of leadership in standing up for the altruistic purpose and values that societies and nation should be built and thrive upon. This augers well for Malaysians, especially for young leaders who can make a difference in shaping how they want to live "their" future.           

“Any attempts to disrupt the country’s diversity should be opposed to the end and there should not be any grounds for ambiguity”, said the deputy Minister of Education. I couldn’t agree more. The truth always hurts. And, it hurts even more when you witness oxymoron behavior ad contradictory actions that goes against the very grain of diversity. Simply put, people don’t walk the talk. I mean, how can we ever embrace diversity if we don’t eliminate racism at it's core - from our  and expressed actions. Leave aside the pessimist who claims it’s wishful thinking to defeat racism. There will be people out there who aren't listening...or don't care. Racism isn't some minor irritation. It’s a systemic sickness and social malaise that erodes the fabric of civil societies. Some leaders like to live in bubbles. They are unaware of the gravity of towing the racist agenda. Or maybe, they are fully aware and boldly pursue it intentionally and even defiantly. If one tries to burst their bubble to wake them up to the fact that “they” are part of the problem, they either turn deaf or defensive.

Jacqueline Woodson once said, “Diversity is about all of us, and about us having to figure out how to walk through this world together”. Obviously, you can’t think of “us and together” in a narrow racist context. You know, everything happens in our brain before it becomes actions. So, do we even perceive and consider racism as the antithesis of diversity. Can we ever build a talented and dynamic workforce if the society practices racism. Why is there a brain drain?. Do we have diversity and inclusiveness in the government sector?. Can we plug up the leak?.

We speak of national unity and integration, which entails adhering to the fundamentals, i.e assimilation, amalgamation and pluralism. That said, how do we champion it?. How do  guard and fight against counter forces and elements that sabotage the efforts of  government machinery.? How do we weed out racism in society, as the wellspring supplier of talent pool?. Tell me, “do we understand what diversity means?”. Is it a noun or verb?.”

Pause for a moment and watch sam_richards radical_experiment_in_empathy.  Believe me, you will better understand and resonate, where I am coming from and leading to. To think diversity is to remove all forms of biases and discrimination, especially racial. You can’t accommodate a paradigm shift in embracing diversity without empathy and willingness to be in another’s shoes.

Did you know, the Women, Family and Community Development Ministry has done a fantastic job in addressing gender biasness. As at end 2015, 54% of the workforce are women versus national KPI of 55%). Further, they have joined the worldwide "30% club", to get women on corporate boards. (The Malaysian chapter is the seventh after Ireland, the United States, South Africa, Hong Kong and Australia). Our lady minister deserves special commendation and I recommend we have more women representation in the cabinet!    

Now, what about the accomplishments of the Ministry of National Unity, Culture, Arts and Heritage?. The creation of this Ministry was one of the 8 strategies designed to address racial integration. Yes, we have seen culture and arts promotions, but do we know of any progress on visions schools and unity kindergartens?. Does anyone know what’s the lag indicators on national unity?.

Whilst we are happy on the gender equality, the progress on unity and racial integration has been waning. My personal opinion, as a matter of brutal truth, we are drifting further apart, in many respects. We talk of racial unity in pseudo context - name not substance?. Do we walk the talk?. We brand the slogan of one Malaysia but our actions make it seem hollow. We still wear the racism lens in workforce employment and human capital development. Do we take a macro view of the root causalities or scratch the surface to serve political rhetoric?. I applaud the creation of Talent Corp to help retain talent and encourage diversity. But, why stop with gender biases, not racial biases?. Why is there no  similar structure set up to redress racial diversity, especially in the government?. Why is there no similar strategic commitment and dedicated efforts on racial equality. Why is this elephant not on PEMANDU’s plate.

It belies logic and rationale thinking. Unity and racial integration is the pillar and force multiplier of the nation building. We can’t take it for granted or forsake it with low level communal politics and mentality. It calls for matured thinking of national intellects in tearing down the polarities that have and continues to rot the fruits of diversity. We can’t effort to endorse systemic structures and manifestations of racism in society. Do you think we are doing enough?. I mean, look around.

Once again, can we build diversity when we display and demonstrate acts that reveal the true person we are - racist (if you are offended, call it ethnic centered!). We are seeing it daily, filled with potential flashpoint, threading along racial undertones - governmental bashing, political innuendos, streets demonstrations.etc. If you think I am overblowing or exaggerating, read nazir-repeats-call-national-consultative-council and race-based-assemblies-not-good-for-unity/. To know how perceptions impact our global competiveness, read malaysians-comments-affected-rankings/. 

Einstein once said, “racism is the disease of the white man”. But, I think the disease cuts across colours. We have all endured the dark side of race based divisional prejudices. But, have we done enough to confront it boldly and diligently?. We blame the British colonialist for introducing the ideological concept of divide and rule. After 58 years, are we any different? Complacently and conveniently, we pacify Malaysia as an infant nation, but in this modern era of informational technology, we need to ask, “Is racism relevant and productive to the pursuits of unity and nation building?. We should be thinking of making a new mold in leveraging the richness of diversity for economic and national development.

Today, as we steer towards the vision of developed nation, we are besieged with more questions than answers, such as:  

• Why do we prefer to say, “peaceful coexistence” instead of unity, when relating to how we live together?.
• What does the slogan “1 Malaysia” mean or encompasse?
• Is combating racism too idealistic and distant impossibility to achieve?.
• Do we have a more palatable and realistic version of diversity – that’s racism proof?  
• How Is diversity viewed in the two main working domain – government and corporate?.
• To what extend does institutionalized race-based politics and polemics stifle the appreciation, belief, growth and benefits of diversity.
• To what extend do the race based “structures and policies” influence the mindset of  millennial generation?.
• Why is eradication of racism (as transformation of national culture) a priority initiative on PEMANDU’s list of NKRA?.
• Is anyone even bothered to track and tackle this “elephant” – using big data for improvement?.
• Why is there no dedicated think tank or collaborative efforts between government & corporate machinery in addressing the racial biasness in employment?. What are the professional bodies (HR Ministry, PEMANDU, MEF, MTUC, MIHRM, MICG, MIM, Academics, NGO’s, etc) doing to move the needle?.     

Reality is a matter of choice and so is dreaming the ideal and working passionately towards it, one step a time. Racism versus diversity is a choice on opposite ends of a continuum. We need to fight racism like the way we fight corruption, through dedicated structures and legislation. It all depends on whether you want to walk down the same path or take a different one that leads to that dream goals. To those who think I am being naively unrealistic, I urge you to listen to Issaac_lidsky, He says, reality isn’t something you perceive, it’s something you create in your mind. He challenges us to let go of excuses, assumptions and fears, and accept the awesome responsibility of being the creators of our own reality.

    

Racism can be defeated if we dream big of diversity. The problem is we have allowed it to breed far too long and wide. We seem to have forgotten the lessons that let to the 1969 racial riots.  We are seeing racism on the rise again to the point of rearing it’s ugly head. We can’t fill a glass that’s full !. We can’t make someone to accept something fresh if the person occupies the comfortable position of infinite arrogance and resistance. To fight racism, people must have humility and humanity. They must be willing to let go of old, outdated and irrelevant perceptions and thinking patterns!. As intrinsic value, diversity give birth to divergent thinking, ever so critical for creativity, innovation and sustainability. So, why choose birds of the same feathers when other species can enhance your talent and survival?. To me, diversity is a god given opportunity to become a better person. It means being colour blind and exploring the gifted “differences” in a safe, positive, and nurturing environment. It is about understanding each other and moving beyond simple tolerance to embracing and celebrating the rich dimensions of diversity contained within each individual.

Roselinde Torres, in her ted talk what_it_takes_to_be_a_great_leader, said that the characteristics that make a great leader in the 21^st century is defined and evidenced by 3 questions:
  

1.    Where are you looking to anticipate change?

2.    What is the diversity measure of your network?.

3.    Are you courageous enough to abandon the past?.                

Change demands that we challenge status quo for a reason. This means, people in particular top leadership must pluck the courage to challenge the cognitive dissonance between racism and diversity. Are we ready to even talk about the elephant?. It takes strength in character to operate outside the box and at a different level of maturity and altruism. That’s why I like dangerous minds like Ghandi, Mandela, Malala Yousafzai, Dr King, etc, They are the few outliers who would step out of the comfort zone or closet to confront racial biases and discrimination. They believed in a dream and pursued it despite the pain and suffering. Their suffering inspired others to challenge the falsehood of those in power to create a just world. They sacrificed their convenience and lives for the greater good of society. It’s a deep and powerful calling, one that would have played in the minds for so long until it reaches the tipping point to spill over.

Each and every employee - from government & corporate, individual & groups, private & public, men & women; adult & children, leaders & followers – can and have to play an active part in confronting racism in the ecosystem, not forgetting that society and workplace is a composition and extension of that diversity. We don’t need to wage a war for talent. Confront racism and diversity shall prevail. If we want to develop talent in diversity then we must initiate a massive change, first individually from inside out and then collectively spread to become ethnic blind. The world is different and changing. We must consciously and conscientiously rid all forms of racist underpinnings - legislatures, structures, systems and development programs of and for society. We must become ethnic blind to ascend from human to humanity and master empathy. The demand is even more so when you are in the position of power, wealth and majority. ESPN anchor, the late Stuart Scott said, “diversity means understanding”. And, if you want to understand diversity, you need to feel for other fellow humans. You need to be in their shoes. You will understand humanity better. Remember, humans are different but humanity is the same.

The final nail I want to hammer in is, “race based structures and exhortations only processes the same output. Why is it so difficult to comprehend that?. You reap what you sow. You can’t expect to get pure orange juice by blending different fruits. It’s ridiculously insane. But, we still do it. The worse part is we pretend to call it orange juice, hoping to fool our taste buds and mindset. We behave like lab mice put through operant conditioning. 

To those who think I am being overly or obsessively paranoid with this racism, go read http://www.freemalaysiatoday.com/category/nation/2018/03/21/report-muslims-only-chinese-only-show-malaysias-growing-racism/. And, if you think I am naively unrealistic, I suggest you listen to Issaac_lidsky, He says, reality isn’t something you perceive, it’s something you create in your mind. He challenges us to let go of excuses, assumptions and fears, and accept the awesome responsibility of being the creators of our own reality. As citizens of this great nation, we have an accountability to our children in making it a better place for them to thrive without being marginalized or victimized because of their colour. People can keep blaming the political makeup and governance as the main cause, but it is the citizens who decide who comes into power. I remain apolitical and don’t care who comes into power at the next election. I want to see a change, even if it is small step. If gender has got the attention in breaking the glass ceiling, then it’s time to smash the racism card, starting with institutionalized discrimination. There no point of value indulging in slogans and rhetorical speeches, if racism continues to occupy every walk of our societal life.

I call out to all Malaysian children of the future. Only you have the power to alter the fate of racism and how it negatively impacts the quality of life – personally and professionally. Given the current trend of where it is heading, you are better off in ignoring the wisdom of the elders who are spewing the racist rants. Follow you heart and consciously to fight racism. You need to see people in the true and holistic context, without which diversity is hollow and fictional.
  
So, where do we go from here?. Are you someone who don't care and indirectly lend support to  the race card by being voiceless and helpless?. Do you have the courage to say enough is enough and prepared to throw down the gauntlet, in defeating racism?. The way to address an ugly problem is to deal with it head on. It's time to have real conversation about racism. Watch this video on why talking about racism is the smart thing to do if your want to leverage on diversity.https://www.ted.com/talks/mellody_hobson_color_blind_or_color_brave?referrer=playlist-talks_to_help_you_find_the_ide

What role do you, as an empowered Malaysian citizen, NEED and WANT to play to reverse the course of future destiny, one free of racism and reflecting a united and harmonise Malaysia. Share your thoughts, concerns and ideas how we can go forward?. In the meantime, watch the following video if you are still not convinced racism is bad...

       
                   

“Be the change you want to see” - Ghandi