Challenges of Individual Learning

The seventh chapter entitled “Challenges of Individual Learning” from the second part of the book Managing Learning Enterprises entitled “Challenges of Implementing a Learning Enterprise” begins with the identification of individual learning as the basis of organizational learning. It, therefore, requires the acquisition of knowledge and skills, but also a new understanding, insight, conviction, and attitude. The challenges of individual learning lie in the flood of information, but also in the difficulty of filtering information and determining the credibility of the source. For this reason, individual learning in a learning organization involves dialog and critical reflection on one’s own experiences and those of others. Individuals in a learning organization must not only learn new manifestations of reality but also learn how to learn and achieve their full potential and how to achieve their goals through collaboration with others by learning the underlying assumptions of all systems involved. Different types of individual learning are discussed next, e.g., action learning and workplace learning such as formal, informal and incidental learning, training, and mentoring. The focus of the chapter is on the importance of critical thinking and whether we can do things differently, whether we should revise our mental models, and how we can collaborate more effectively.