Outlines the nature of the learning organization and describes how action technologies can be used to build learning organizations. Outlines the strategies and dilemmas of consultants who use this approach to build learning organizations. (Author)

This study examined the role of facilitators in nine virtual action learning groups. A qualitative analysis of the facilitators' interventions across all groups resulted in a typology that included group management, group process, and support interventions. A model showing the relationship among these categories proposes that effective…

A learning organization supports learning at three levels: (1) individual, through continuous opportunities, inquiry, and dialog; (2) team, through action learning and collaboration; and (3) organizational, through systems that capture learning, empower participants, and link to the environment. Leaders who model and support learning at all three…

Action science can play a role in virtual team development. Participants write action science cases of problematic interactions in their work and discuss them in small groups. (JOW)

Human resource development practice extends beyond training to the broader and more visionary role of facilitating learning for individuals, teams, and organizations. Designers of learning organizations seek to increase overall learning capacity, create ongoing adaptive capacity, and build autonomy and empowerment. (SK)

This research describes efforts to develop and validate a multidimensional measure of the learning organization. An instrument was developed based on a critical review of both the conceptualization and practice of this construct. Supporting validity evidence for the instrument was obtained from several sources, including best model-data fit among…

This book offers advice to facilitators and change agents who wish to build systems-level learning to create knowledge that can be used to gain a competitive advantage. Chapter 1 describes forces driving companies to build, sustain, and effectively use systems-level learning and presents and links a working definition of the learning organization…

This book describes a learning organization and reports on experiments carried out at four levels--individual, team, organizational, and societal--illustrating the action imperatives for creating a learning organization. Part 1 (chapters 1-3) explores the shifts that are leading companies to become learning organizations. It offers a framework for…

The concept of the free agent learner, which has roots in self-directed and informal learning theory, has recently emerged as a factor important to attracting, developing, and keeping knowledge workers. The literature on free agent learning holds important lessons for today's free agent learners, human resource developers, and work organizations.…