Getting involved in organisational development and training management; I thought I had better read up on the basics of learning organisations. So I pulled a copy of Ten Steps to a Learning Organization out of my bookcase to help me to learn the process – then I need to apply in the workplace.

While I work in training, our organisation is pretty regressive, failing to embrace and adapt to current technologies and practices. The book, while a less than exciting read allowed me to reflect on what we do and how bad we are at it, the ten steps are pretty mundane and are:

1. Assess your learning culture. 
2. Promote the positive. 
3. Make the workplace safe for thinking. 
4. Reward risk-taking. 
5. Help people become resources for each other. 
6. Put learning power to work. 
7. Map out the vision. 
8. Bring the vision to life. 
9. Connect the systems. 
10. Get the show on the road.

Ok, so accessing your learning culture is the first step in pretty much a training needs analysis is required. For me, Chapter 6 Putting learning power to work contained the best information with the sub-section Why most training doesn’t work reviewing current training methodology failures. Keeping up with current practices is paramount to maintaining professional practice and remaining relevant – I hope this increases my future opportunities after a decade in the job. Professional development is an important aspect of maintaining a professional standard.