Overcoming the “Learning Paradox” in Change Management
December 18, 2020
Learning and change are inextricably linked. The purpose of learning is to bring about change in knowledge, mindsets or behaviors. Conversely, change — whether imposed by external or internal forces — triggers processes of learning that lead to adaptation and innovation.
However, the seemingly complementary nature of learning and change is undermined by what Edgar Schein calls the “learning paradox” in his book “Organizational Leadership and Culture.” At the heart of the paradox is the idea that the more we learn to do new things and stabilize that learning, the more unwilling we are to change, even when changing circumstances demand it. The resulting dilemma for organizations is how to develop strong, stable cultures that — at the same time — can innovate, adapt and grow.
Rishad Tobaccowala discussed his new book, Restoring the Soul of Business: Staying Human in the Age of Data, and stories from his career as former Global Strategist and Chief Growth Officer of Publicis Groupe in this Book Club recording.
The NovoEd Video Practice feature empowers administrators and learning experience designers to create interactive scenarios with video- and/or text-based prompts that learners must respond to in the moment by recording their response with their webcam or phone. After their session, learners can continue their immersive experience by exploring others' work.