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Learn or DieUsing Science to Build a Leading-Edge Learning Organization$
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Edward Hess

Print publication date: 2014

Print ISBN-13: 9780231170246

Published to Columbia Scholarship Online: November 2015

DOI: 10.7312/columbia/9780231170246.001.0001

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Epilogue

Epilogue

Chapter:
(p.193) Epilogue
Source:
Learn or Die
Author(s):

Edward D. Hess

Publisher:
Columbia University Press
DOI:10.7312/columbia/9780231170246.003.0012

This book concludes by reviewing some of the foundational points to keep in mind as you strive to build a learning organization. Learning basically is the process by which each one of us creates meaningful stories about our world—with the aim of making these stories ever more accurate so that we can act ever more effectively. That process is enhanced by three mindsets. First, we have to accept the magnitude of our ignorance. Second, we must realize that everything we think we know is conditional and subject to change based on new evidence. Third, we have to define our self-worth by striving to be the best learner we can be—not by what we believe or think we know. Learning requires three good meta self-management skills: metacognition, metacommunication, and metaemotions. All of this applies both to individual and organizational learning. Finally, consistent high performance requires both high employee accountability and high employee emotional engagement.

Keywords:   learning organization, self-management, metacognition, metacommunication, metaemotion, organizational learning, high performance, employee accountability, emotional engagement, learning

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