Re: The Learning Organization Structure

Ragnvald Sannes (IRS@HHS.SE)
Mon, 14 Nov 1994 10:29:10 +0100

>One of the techniques for unlearning in individuals preached by Tony
>Robbins is Neuro-Associative Conditioning and its involves three steps:
>1) Get leverage - the organization as a whole and its individuals
> must want to change, in fact recognize that change is survival
>2) Break the paradigm - convince them that the current ways no longer work
>3) Install a new paradigm - what new beliefs and behaviours will replace
> the old ones
>Although Tony's focus is the individual, I believe that treating an org
>as an evolving "being" has merit.
>Keith Cowan Phone: (416)565-6253 FAX: (905)764-9604
>Toronto Internet: Compuserve: 72212,51

These levels seem to be identical with Kurt Lewin's model of organizational
change. Lewin wrote about three stages, Unfreeze, Change, and Refreeze.
See, for example: Lewin, K. (1947). Group Decisions and Social Change. In
T. N. Newcombe & E. L. Hartley (Eds.), Readings in Social Psychology Troy,
MO.: Holt, Rinehart & Winston.

The organizational psychologist Edgar Schein has detailed the model
further, commonly recognized as Lewin-Schein's model of organizational
change. See, for example: Schein, E. H. (1987). Process Consultation,
Volume II: Lessons for Managers and Consultants. Reading, MA.:

Ragnvald Sannes
Dept. of Information Management, Institute for Management of
Stockholm School of Economics, Innovation and Technology (IMIT)
Box 6501, S-113 83 Stockholm Box 6501, S-113 83 Stockholm
Internet: Tel.: +46 8736 9451 Fax: +46 8 30 47 62