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Support Organizational Learning Competency Domain


Organizations that cannot learn are doomed to repeat the same mistakes. To compete over time, organizations must be willing and able to learn and to change. In fact, without learning, there can be no change. This is true for individuals, teams, and organizations. And just like individuals and teams, when an organization bounces back from adversity, learning is how it adapts and grows. Learning makes the organization more resilient. In a learning organization, leaders at all levels have significant roles to play.



During a certification exam, applicants are required to show competence of factual (what), conceptual (why), and procedural (how) knowledge for each leader task in the competency domains applicable to their level of certification.


Factual knowledge is about the key terms and ideas relevant to each leader task. Candidates show competence in this knowledge dimension by knowing definitions, meanings, and specific details about applicable key terms and ideas.

Conceptual knowledge is about the interrelationships among key terms and ideas within concepts relevant to each leader task. Candidates show competence in this knowledge dimension by knowing how key terms and ideas function together to form a concept; by knowing classifications, categories, and principles; and by knowing theories, models, and structures.

Procedural knowledge is about implementing processes and carrying out procedures specific to each leader task. Candidates show competence in this knowledge dimension by knowing subject-specific skills, techniques, and methods; by knowing of criteria for determining when to use appropriate procedures; by discovering or revealing something through detailed examination; and by making judgments and decisions based on given criteria and standards.

Support Organizational Learning Leader Tasks:

Task 1: Analyze organizational learning capacity.

Task 2: Promote a shared vision.

Task 3: Foster knowledge emergence.

Task 4: Ensure knowledge diffusion.

Supporting Knowledge:

  • Know the relationship between organizational learning and organizational change.
  • Know the relationship between organizational learning and competitive advantage.
  • Know the relationship between knowledge exploitation and knowledge exploration.
  • Know why promoting a shared vision supports organizational learning.
  • Know how to promote a shared vision.
  • Know the relationship between an organization’s vision and strategy.
  • Know the relationship between an organization’s strategy and culture.
  • Know why fostering knowledge emergence supports organizational learning.
  • Know how to foster knowledge emergence.
  • Know the relationship between knowledge catalysts and knowledge emergence.
  • Know why ensuring knowledge diffusion supports organizational learning.
  • Know how to ensure knowledge diffusion.
  • Know the relationship between knowledge networks and knowledge diffusion.
  • Know the relationship between communities of practice and knowledge networks.

Updated 8/17/2020