Survey Part 2. “Enabling Conditions” – current barriers and areas with development potential

By | November 5, 2018
Survey: INL – The Learning Organisation
Part 1. Value PropositionSurvey Question: What do you see as INL’s exact value proposition(s) so to stand out in comparison to others?
Part 2. Enabling Conditions
Survey Question: What are the barriers and enablers for the above conditions to come in place?
Part 3. Means of getting there
Question 1: What are the most valued skills and tools that currently support you in your work environment?
Question 2: How could such skills and tools become part of an INL Learning Model?

On Wednesday 31.10 at 12.30 we have been conducting 2nd survey evaluation session next to the Cafeteria at the foyer . The second week grouped the survey responses along currently existing bottlenecks and catalysts that prevent INL from acting as a dynamic, agile and networked organisation. As previously noted, this was a triggering question that fuelled in some critical and reflective responses.

Two areas that apparently supports INL already well was seen to lay in the multidisciplinary character of INL staff and their existing skills.

This is reassuring since those are conditions that one likely won’t manage to change in the short or medium term. And it connects well with the excellent facilities that were mentioned in week 1 as one of the clear value propositions that INL has to offer.

Areas with development potential, and / or that were seen as posing barriers, related to:

The hierarchy: which was seen as a clear barrier preventing communication, collaboration, networking and working across groups or departments. With this it was highlighted that there seems to be a difference in the interpretations and perceptions of line superiors about the actual meaning of the terms and concepts (e.g. communication, collaboration, networking and working across groups or departments). A question therefore could be, what is the desirable best practice that we could attempt to follow and to establish as an “INL best practice”?

Culture: which was seen as an enabler that still has some development potential and namely with regards to being “dynamic, agile and networked” and thus to fully embrace actions geared as this, including physical space and opportunities that foster interactions based on shared grounds.

Communication and interaction: this appeared to be a translation of the higher level “Hierarchy” barrier” into the day-to-day symptoms that hinder collaboration, networking and working across groups or departments. Symptoms ranged from simple and easy to resolve skills gaps, such as lack of communication skills, towards more profound and cultural diverging believes and attitudes that actively discourage collaboration, networking and working across groups or departments. Teaching and learning one from another were mentioned in this regard as an area that holds a development potential. At a more general organisational level an area with development potential was seen to optimize the INL organizational model itself.

Bureaucracy: which seemed to be another lens for some of the stated limitations wrt hierarchy, culture, and communication and interaction. 

Visibility: or a lack thereof, and applying internally as well as externally. 

Motivation: or a lack thereof, and being both, a catalyst and a barrier

Leadership: as an area with development potential by improving leadership abilities in one-self as well as in others, but also in aligning leadership so to be compatible and supportive with the attempt to be an dynamic, agile and networked organisation. An example put forward here was that the management of human resources would need to be flexible and dynamic, if we want to act flexible and dynamic.

The above findings provide a good basis to look more closely into such outlined areas to identify concrete actions for the development of existing potentials and to resolve the current barriers. For those that want to read what stands on the Post-Its, please take a look here.

With this, you can find the week two groupings, analogue to the week one groupings, at the Cafeteria and we invite all of you for your further contributions and to express your perceived importance on the above groupings, or to add some further thoughts to them. To allow for this, you will find pencils, further Post-Its and voting forms next to the groupings.

With this we hope to see you this Wednesday 05.11 at 12.30 at the foyer for our third session!

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