Drawing a clear distinction between the characteristics of a traditional organization and the learning organization allows managers and new members to understand the concepts clearly.
This can be devised through mastery of traditional tasks and the application within a learning organization, such as utility becoming excellence and mastery (Skunčikienė et al., 2009).
Identification of the learning organization characteristics is critical to understanding the cohesive operation of this organization.
Excellence and mastery, assistance, learning plan, flat structure, people who learn, generative learning, financial and non-financial performance measures and cross-functional teams are all characteristics of a learning organization. (Skunčikienė et al., 2009).
A leader is required to inspire those around them to drive towards a successful goal. The leader also takes these characteristics and molds the team and inspires the team along the lines of each characteristic to achieve the most successful functions possible.
Although stuck in an organization with little to no learning organization status at all, my manager developed and led a team with that level of drive.
The position of manager was given to him by the company but he was a true leader. He took the initiative to take employee ideas and implement them in an effort to modernize the archaic way of doing business at this company.
Furthermore, this leader allowed collaborative operations to problem solve situations leading to excellent development during his tenure.
