Thc - Learning Organisation Initiative : Sep 30, 2015

Learning Organisation

[First meeting on Wed Sep 30, 2015 at 13:30-14:30
 participants :

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What is Learning Organization ?
(Please see the animation clip )

[ script :

Throughout our lives, we collect tidbits of information

Knowledge through our experience, we try to apply the lessons from these experiences as we grow

We are curious by nature and adventurous. We are learners.

For many of us, the process of learning never stops.

Learning can be a critical building block for any organization

An effective sport team, for instance, continually feeds on research, and intelligence about the next team it’s facing 

Statistics about shots, penalties, goals and assists, reflection,VDO replays, anecdotal information, observations from players, coaches and trainers go back into its planning for the next game. And over the course of the season or two, the team is able to make  both small and major decisions based on the fact that it is constantly learning and the fact that it places enormous value on that learning. For a sport team, it is about being able to compete, have fun and learning 

In child and youth mental healths, continuous learning is tied to stronger outcome for youth and families. 

Let’s take a couple of minutes to talk about learning as a core component of how you think and work, about being a learner and being a part of a learning organization

In a day to day rhythm of the child and youth mental health agency, there are components of learning virtually everywhere : research findings, outputs from evaluations, conferences and workshops, conversation we have with each other and with children, youth and families  

The problem is that, for lots of reasons, this critically important pieces of learning are not integrated into how the organization and its people think and act. we maybe too busy, short on funds, or overwhelming by the growing number of families knocking on our doors.  Whatever the reason, we often miss the opportunities to address some of those challenges by using what we have learned to be more effective, efficient and responsive. and that is ashamed because if these things were collected, captured and integrated into our services and processes, the result would be better service and better outcomes.  When learning is embraced and celebrated and knowledge is shared and valued, everyone  benefits.    

Clinical practitioners are more motivated and fulfilled, sharing their knowledge and experiences as they take in new ideas that contribute to a dynamic process of growth     

Manager and leader make better decisions and are able to respond to emerging challenges with the latest evidences   

Your organization contributes to and benefits from the kind of organisational learning  that can radically improve communications and systems 

Most importantly  children, youth and families come to the table with important things to share  and come away with the sense of empowerment and involvement.

So what is the key component of being a true learning organization? 

Learning from evaluation : embracing the wealth of the crucial data that the evaluation provides and sharing what it brings forth across the organization     

Committing to evidence- informed practice : drawing on research findings and giving them value as well as including 

the lessons, clinical wisdom and client voice in the dialogue

Making good ideas a reality through thoughtful implementation practices as you make changes to the way you do things

At the end of the day, remember these three things.

First, the impact of becoming a learning organization  means better decisions, better services, better planning and better outcomes because you stay connected to your environment, learn from it, and  adapt  to meet changes it needs

Second, think about this from a personal point of view. Learning is an energising and empowering experience

Multiply that across the entire team and the affect on culture can be astonishing and positive

Finally, this is not complicated . Embarking on a learning journey is a professional  and, as a organization,  

it is within your grasp.  It does not need a radical reconstruction of your way of working   

In fact, you may be already doing it in one way or another  ]

Thaicom Learning Organisation Initiative 

Project Plan

Group Meeting Schedule
[ From the group discussion, it was agreed that weekly meeting will take place in a one 3 hours session. And it will be scheduled on a weekly basis.]


Homework : 
[ Members were asked to read a story in the learning fable series : Outlearning the Wolves and try to think about the answers the guiding questions below for the discussions in the next meeting, Wed Oct 14, 2015  9:00-12:00 at room 305 ]
                

Outlearning the Wolves

Surviving and Thriving in a Learning Organisation

Questions for Reflection and Discussion

นิทานที่ท่าน ได้อ่านไปนั้น ได้พูดถึงและแนะนำถึงความรู้ที่เกี่ยวข้องกับการเกิดขึ้นของ วัฒนธรรมการเรียนรู้

คำถามต่อไปนี้ จะสามารถใช้เป็นแนวทางในการ คิดและทำความเข้าใจถึง หลักการที่ถูกกล่าวถึงนี้ เพื่อทำให้ท่านได้เข้าใจกับหลักการที่เกี่ยวกับองค์กรแห่งการเรียนรู้ได้มากขึ้น

1. จากประสบการณ์ส่วนตัวของท่าน   ให้ท่านคิดถึงช่วงเวลาที่ท่านรู้สึกว่า ท่านทำงานเข้ากับสมาชิกอื่นๆในทีม, ครอบครัว หรือ กลุ่มอื่นๆในสังคมได้เป็นอย่างดี   ซึ่งเป็นช่วงเวลาที่เกิดพลังจากการทำงานหรือการใช้ความคิดร่วมกันของคนในกลุ่ม และส่งผลให้ในที่สุดได้ผลจากการทำงานที่ยอดเยี่ยม    จากประสบการณ์นี้ ท่านคิดว่าอะไรเป็นสาเหตุที่ทำให้เกิดพลังที่ว่านี้ ขึ้นกับสมาชิกของคนในกลุ่ม

2. ให้ท่านลองพิจารณาพื้นฐานความคิดของท่าน   อะไรจากประสบการณ์หรือความคิดของท่าน ที่ คล้ายกับเหตุการณ์ ที่อธิบายได้จากประโยคนี้ “The wolves cannot be stopped”

 3.ให้ท่านลองคิดดูจากการอ่านนิทานนี้ว่า   ในนิทานที่ท่านอ่านนี้ อะไรที่ท่านคิดว่าเป็นสิ่งที่น่าสนใจ หรือกระตุ้นในท่านเกิดความคิดเกี่ยวกับเรื่องที่เกี่ยวข้องมากที่สุด

[ Members' definition of Learning Organisation based on each own basic understanding :
Knowledge sharing
The learning involving the process and not necessarily relating to normal work/ responsibility
Knowledge sharing

Facilitator Reflection :
Starting the VDO clip might not be appropriate because the members do not seem to get messages from the clip. After asking what they though about the Learning Organisation discussed in the clip, members seemed to answer from each person's old understandings, not coming much from the new information watched from the clip.

Next time, it would be better to start slower by some other methods.



For the characteristic of each member, On, Tarn, and Nong do not seem to have much expectation from this project. On the other hand, Cheewin is the only one that seems like coming with some expectation.  It is interesting to see how he would respond to the techniques we will introduce to them in this project. 


Fear and Concern : Team seemed to be concerned about the failure or success of the project. They would feel some expectation from the management. Additionally they concern about how to select the project that would lead to a success at the end and how to select the project that would be meaningful to everyone.

Facilitator concerns : We tried to make the members feel that the work in project would not become the added work that is not totally irrelevant to their normal responsibility.  However our expression could be too obvious and could it be that this expression could give more concern to the members instead? 


Plan for the next meeting :

Reflection and discussion about the contents in the Outlearning the wolves

Systems Thinking workshop

HW : Second learning fable story : Systems Thinking


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