The Art and Practice of Team Learning

Submitted By: Michael Parkin, Principle, PeopleFirst

How can organizational teams continually enhance their ability to work together more effectively to achieve desired results? This is certainly a worthy proposition, however it’s also not trivial to accomplish. For example, just consider our natural tendency to look good rigorously defend our proposals. Also consider how we often don’t give feedback to others because it’s not politically correct, polite or comfortable. If a team is going to learn then members must change the way they think, behave and interact. Simply put, “Team Learning” is a discipline of group interaction.

The practice of collective learning requires moving from information as a protected asset to information as a resource to be distributed. A sense of privilege and power is replaced with a sense of collaboration and creativity. The team moves from performing to thinking, from being problem-driven to vision-driven, from fragmentation to holism and from analysis to synthesis. The team realizes they are part of a system and as such they have a “Systems Thinking” approach as they strive to understand and influence the system. Team members challenge assumptions, values, policies and “the way things are.”

Individual members value learning and improving “Personal Mastery” so that they can contribute to the team and move closer to their vision. Members may be skeptical but they are not cynical. They are flexible and open to other points of view and they are willing to take risks, as failure is honored as a growth experience. The team learns about various tools, methods and practices of interacting more effectively. Individuals practice courageous communication, dialogue to expand their creativity and constructive dissonance as they provide feedback. They learn to engage in skillful conversation, balancing advocacy versus inquiry. Rigorous self-scrutiny is practiced to seek improvement. Team members have high energy, a vivacious appetite for learning and passion for what they create.

The collective IQ of a high performance team is greater than the individual IQ’s as they move from individual intelligence to collective intelligence. They have a “Shared Vision” focus building on new ideas rather than defeating them. Members strive to be non-defensive and non-judgmental with a “no limitation” attitude as they open themselves up to a world of infinite possibilities. “Mental Models” are challenged and new paradigms are invented with the operative question being “Why not?” There is mutual respect and support.

Are you a member of a high performance team? Do you practice the discipline of Team Learning? It’s called a discipline because it’s not easy to practice and it’s not trivial to achieve. Yet we suggest, it can be achieved. Just ask yourself “Why not?”

PeopleFirst helps teams and organizations continually enhance their ability to work together more effectively to achieve desired results. They offer dynamic performance based interactive Workshops, Consulting and Organizational Development. Register for their free “Leadership and Learning” workshop on May 14th at the Chamber. For additional insight, please visit www.YourPeopleFirst.com or contact Michael directly at 610-517-2567.