I thought the idea of a learning contract wasn't such a bad idea -
until I read John's extensive work on it. What began to overcome me
was increasing boredom and wondering why I was losing interest in
what was a well formulated approach. Then it hit me.
I couldn't put myself in the system and like it. I couldn't imagine
that I'd get the value of learning or the joy of learning inside such
a system. I can't imagine it in any place but a huge bureaucratic
nightmare that needs such a system - and where it wouldn't work any
better than the miserably failed "management by objectives".
What I'm interested in is dialogue where people share what they want
and how they might get it. What I'm interested in is creating
processes, structures and practices where the kind of thing that we
want happens over time.
What it looks like we need in these bureaucratic nightmares that
we're trying to get a bit better at/in is some development. If
managers can't or won't do what's required to engage in dialogue that
works, why not invite them to develop the ability - or to leave?
It keeps coming down to development, to education, to learning - and
there's no way out of that except the authority and control that I am
crusading against.
Frredom works. Or, if it doesn't, I'm committed to finding out by
trying it.
Michael McMaster
Michael@kbddean.demon.co.uk