Change always catalyzes organizational members to challenge, reframe, and revisit the assumptions that preside over the work they do. But how do recent changes affect individual and collective organizational transformations? More fundamentally, how can we think about learning and transformation in an organizational environment in perpetual…

The authors describe research aimed at developing a more comprehensive framework for project-based learning in work contexts. This grows out of a cross-cultural reanalysis of data from two previous studies using two different frameworks: actor-centered learning network theory and a critical pragmatist lens on action reflection learning. Findings…

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…

The learning organization learns continually and has the capacity to transform itself. This article presents a model addressing three levels of interrelated learning (individual, team, and organizational) and discusses seven action imperatives. Creating continuous learning opportunities, promoting dialog and inquiry, and building teams are vital…

Reflective practice through continuous learning in the workplace involves viewing experiences as potential learning and reexamining assumptions, values, methods, policies, and practices. Steps in continuous work/learning are as follows: clarify thinking, be open to questions, notice context, test hunches, investigate, name and rename the problem,…

This document reports the proceedings of a 50-person resource group meeting that included leaders from business and industry, government, unions, universities, the media, foundations, and schools. The group explored the implications of a Carnegie Foundation-sponsored study reported in "Corporate Classrooms: The Learning Business," prepared by Dr.…

A model on learning that occurs in the workplace is discussed. Two theoretical frameworks are explored: multiple learning domains and action science. Four examples that reflect some of the characteristics of the new paradigm for learning in the workplace are included. The examples concern management development in a large business, a staff…

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.…