Development agencies have not always provided an enabling
environment for organisational learning. Learning is often seen as less
valuable than ‘doing’. It is difficult to find donors who will
recognise the value of, and fund, adequate time, space and resources
for learning. This paper argues that organisational learning is a
developmental process that integrates thinking and doing at both
individual and collective levels. Ultimately, organisations
need to decide on, and take responsibility for, their own learning.
Putting organisational learning into practice may seem daunting.
However, with supportive leadership, taking small steps and changing
daily practices can contribute towards a gradual process of
strengthening an organisation’s culture of learning. There are useful tools and methods which larger organisations might want to adopt.
Go to http://www.intrac.org/pages/PraxisPaper17.html and at the bottom of the page click on PraxisPaper17.pdf (716Kb).
Published by Working Together Project
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