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Building and Leading Resilient Teams: Module 6


Module 6: Enhance the organization’s ability to change and compete by supporting organizational learning (part 1).

Module 6: Enhance the organization’s ability to change and compete by supporting organizational learning (part 1).

Organizations that cannot learn are doomed to repeat the same mistakes. Gaining a competitive advantage is hard. Maintaining a competitive advantage is even harder. To survive and compete over time, organizations must be willing and able to learn and change. In fact, without learning, there can be no change. This is true for individuals, teams, and organizations of all types. And just like individuals and teams, when an organization bounces back from adversity, learning is how it adapts and grows. Resilient organizations are learning organizations. In learning organizations, leaders at all levels build and lead resilient teams.

Why build and lead resilient teams?

In any organization, getting the work done can be hard. Resilient teams thrive in challenging environments because they can overcome adversity, and then adapt and grow together. Leaders build resilient teams by creating a positive climate, developing cohesion, and providing purpose. Building resilient teams makes team learning possible. Team learning is the foundation of organizational learning and change.


Learning Objectives for Modules 6 and 7: Enhance the organization’s ability to change and compete by supporting organizational learning (parts 1 and 2).

Assignment 1. Learn the following key terms and ideas. Knowing these key terms and ideas is essential to understanding the concepts that support each leader task in this module. (0.5 hours)

Key Terms and Ideas


Assignment 2. Reflect on your unique leader/follower experience with each of the leader tasks and concepts below. Consider ALL the reflection questions in detail. The articles are provided to prompt critical thinking about the topics. (5.5 hours)

Leader Tasks and Concepts

1. Analyze organizational learning capacity.

Organizational learning is the process of continuously improving and innovating to gain and maintain competitive advantage. Learning organizations must be good at both continuous improvement and innovation. Organizational learning starts at the team level.

Continuous improvement is making a product, service, or process better (knowledge exploitation). Innovation is creating a new product, service, or process (knowledge exploration).

Competitive advantage is anything that puts an organization in a favorable position as compared to competitors. The surest way for an organization to gain and maintain a competitive advantage is to learn and change faster than the competition.

Organizational change is the transition of an organization from its current state to some desired future state. For an organization to change, it must be willing and able to learn. Change is not possible without learning.

Reading:

Organizational Change is Never Easy – Some Tips to Help

5 Ways to Create More Positive Workplace Changes

Taking Process Improvement Further

Business Process Improvement: Identifying What Needs to be Fixed

Leadership and the Psychology of Culture Change

The Cultural Life Cycle of Organizations


2. Promote a shared vision.

Mission is what individuals, teams, and companies do day-to-day to accomplish goals and objectives. Vision describes what an organization wants to be in the future. A bold and aspirational vision will drive learning and change in an organization.

Promoting a shared vision helps to align the efforts of people and teams across the organization. Shared vision helps keep people and teams in the organization headed in the same direction.

Promoting a shared vision includes explaining the purpose or “why” behind the vision. Organizations are better at learning and change when people believe in the organization’s purpose and “buy into” the vision. The daily actions of leaders, especially senior leaders, must be consistent with the organization’s vision.

Organizations realize their visions by building a great culture and executing on sound strategy. Culture is the shared assumptions, values, and beliefs that govern how people behave across the organization.

Culture sets the conditions for strategy to be effective. Strategy is a roadmap of plans and policies for accomplishing the long-term goals and objectives of an organization.

The plans and policies developed to achieve long-term goals and objectives (strategy) are more likely to succeed when people in the organization collectively value learning and believe that change is possible (culture).

Reading:

Vision and Mission

Shared Vision: A Development Tool for Organizational Learning

4 Steps to Creating a Shared Vision that Will Energize Your Team

New CEO Study Describes “Culture” as Fundamental to Success

The Links Between Organizational Culture and Effectiveness

Establishing an Organizational Culture Through the Net


Assignment 3: Group discussion of the leader tasks and supporting concepts is a key element of the learning experience. Group discussion (with classmates, friends, or colleagues) of the factual (what), conceptual (why), and procedural (how) knowledge relevant to each leader task ensures that you are well-prepared for the RBLP, RBLP-C, or RBLP-T leader certification exam. (1-3 hours)

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Our mission at Resilience-Building Leader Program (RBLP®) is to certify leaders on building and leading resilient teams in the workplace. We have issued thousands of leader certifications to supervisors, managers, and senior managers since our founding in 2018.

Why? Because in any organization, getting the work done can be hard. Sometimes, it can be really hard. Resilient teams thrive in challenging environments because they can overcome adversity, and then adapt and grow together.

Leaders build resilient teams by creating a positive climate, developing cohesion, and providing purpose. Building resilient teams makes team learning possible. Team learning is the foundation of organizational learning and change.


Get RBLP Certification

RBLP is our core leader certification. Supervisors and above are eligible.

Curriculum modules 1-3

1.5-hour oral exam

Get RBLP-C Certification

RBLP-C is our Coach certification. Managers and above are eligible.

Curriculum modules 1-5

2.5-hour oral exam

Get RBLP-T Certification

RBLP-T is our Trainer certification. Senior managers are eligible.

Curriculum modules 1-7

3.5-hour oral exam