The Unlearning Organisation LO9632

Keith Cowan (72212.51@CompuServe.COM)
30 Aug 96 17:56:18 EDT

Replying to LO9597 --

Cherry Vanderbeke <CKV@wang.co.nz> captures the essence of this topic:
"I said I'd taught him to whistle, not that he had learned to whistle"
in that this topic is one of semantics. But first a response to the
substance of the thread. Unlearning means changing from what we were doing
(even though it is a non-word). Let's start discussing "unprogressing" next
but first an anecdote on change:

"How many pyschiatrists does it take to change a lightbulb?"

"Just ONE ... BUT the lightbulb must WANT to change!"

Our semantics have us confusing training with learning,
and techniques with knowledge,
and habit with paradigm ...
but let's not carry on with the semantics debate.

Change will require the individual to decide that change is finally needed.
This is the "unfreezing" step which involves them accepting that something
better for them may result from their action. At that point new knowledge
or habit can be installed because they are open to it. Then repeated
practice and affirmation can make it into the new
Habit
Paradigm
Technique
depending on our context.

So the essence of this discussion might centre on what it is that
constitutes the impetus for the change to happpen. To cause this
unfreezing take take place amoung the INDIVIDUALS that make up any
organization? For the fun of it ... Keith

-- 

Keith Cowan <72212.51@CompuServe.COM>

Learning-org -- An Internet Dialog on Learning Organizations For info: <rkarash@karash.com> -or- <http://world.std.com/~lo/>