Creating a Learning Organization - Essay Example

Creating a learning organization The role of leadership in creating a learning organization Introduction Leadership is critical in creating learning organizations since it facilitates the creation and articulation of a shared vision and empowerment of the subordinates in order to attain common organizational objectives (Mello, 2014). Leaders who focus on developing knowledge-focused organizational systems and structures will position their organization to attain sustainable competitive edge due to the ability to respond to changes in the market.

Learning organizations are characterized by employment engagement and constant innovation that facilitates attainment of shared values and goals. The learning organizations have flatter organizational structures, cross-functional teams, supportive organizational culture and commitment to excellence (Belasen, 2000). Proper leadership will facilitate a learning culture that enables the employees to remain creative and innovative thus facilitating the implementation of new ideas and suggestions in the organization (Belasen, 2000).

Leadership is essential in encouraging creative learning through intellectual stimulation and encouraging innovativeness of their followers. Leadership enables the employees to continuously expand their knowledge and skills in creating desirable results for the organization. Employees are capable of attaining personal mastery of their skills and assist their workmates in meeting their job performance expectations (Mello, 2014). Leaders act as motivators by communicating optimism and addressing the concerns of employees in creating a learning organization.

The leader is capable of communicating the shared vision powerfully and managing any obstacles that may hinder the attainment of the vision (Achua & Lussier, 2010). Leadership plays a role on implementing mechanisms of nurturing creative ideas for innovation through providing an environment whereby employees can learn from their past mistake and implement new perspectives in solving problems. Leadership builds the confidence and capacity of the employees to adapt to changes in the organization.

Leaders are expected to provide their followers with opportunities to solve problems within their business units in order to build their confidence and develop pride for their success (Lussier, 2012). The familiarity with the change and learning process enables the organization to respond to threats and opportunities and appreciate the importance of flexibility and adaptation in the organization. The leaders encourage experimentation whereby all subordinates are expected to contribute ideas. The leadership is critical in sustaining learning through offering incentives for innovative ideas (Belasen, 2000).

Leadership facilitates the creation of flatter organizational structures that facilitate learning by enhancing team formation and collaboration, facilitating efficient communication and delegation of work to the subordinates (Achua & Lussier, 2010). Leadership will play a critical role in disseminating information and creating knowledge links that facilitate group learning within the organization. Creating efficient knowledge databases and removing barriers to knowledge sharing such as resistance by some employees results to flexible organizations that are capable to continuous learning (Lussier, 2012).

Conclusion Learning organization is part of organization culture and creating learning organization requires strong leadership, employee empowerment, open information sharing, team-based and flatter organizational structures, and adaptive culture. The role of a leader is to articulate a shared vision, motivate the subordinates, and instill trust in order to facilitate the formation of cross-functional teams. The leader should create a learning environment that encourages sharing of information and ideas, participation of all employees and nurturing of creative ideas.

References:Achua, C.F & Lussier, R.N. (2010). Leadership: theory, application, and skills development. Sydney: Cengage Learning. Belasen, A.T (2000). Leading the learning organization: communication and competencies of managing change. New York: SUNY Press.Lussier, R.N. (2012). Management fundamentals: concepts, applications, and skills development. Mason: South-Western Cengage Learning.Mello, J. (2014). Strategic human resource management. New York: Cengage Learning.