The learning organisation (the key to management training)

This article uses the term management training as a generic expression for learning.

The fact the world is changing and that the change is accelerating is not new. What is new, however, is that predictability of change is becoming more and more difficult. Consequently approaches to management training must also change.

Even those organisations which are used to change will have to adapt faster to change, or change with environmental changes simultaneously, or - even better - foresee change and change before the environmental changes if they are to succeed in continuously producing positive organisational change, personal and management training programmes. Continuous improvement needs continuous management training. This is best achieved by cultivating an empowered management training culture with self-assessment, performance appraisal, personal development portfolios (PDP's) with two way linkage to the organisation's business plans and strategies. The future of management training is within a culture of organisational change and not the historic academic vacuum.

All individuals should identify what is needed, what they are capable of, what their ability is, what gaps exist, how best gaps can be closed and how to secure the means to achieve gap reduction. However self realisation and self determination although essential in the pursuit of modern management training initiatives cannot in itself sustain growth without the organisation having a learning culture.