Learning phase

The main purpose of this stage is to master ideas, create an atmosphere and unify understanding.

This stage is divided into two levels. The first level focuses on popularizing basic concepts, such as teaching the basic theories and methods of learning organizations and five disciplines; Distribute relevant books and teaching materials; Promote learning organizations in various forms; Organize discussions, etc. The second level is in-depth study and research. For example, we should set up a research and promotion institution for the theory and practice of learning organization, study the extended knowledge of learning organization mode, learning organization and China culture, learning organization and new role of leaders, learning organization and information management, and actively organize relevant members to carry out in-depth learning exchange activities.

design phase

The main purpose of this stage is to make plans, establish organizations, form systems and start in an all-round way.

(1) system design. In the design process, all team members should be organized to participate, brainstorm, hire experts and technical guidance, and the team leader should make overall planning and choose the scheme.

(2) Organize the implementation. For example, establish a learning system, establish a vision system, form a system, combine points and surfaces, and integrate systems.

Exercise stage

Learning operation is the main purpose of this stage.

In the drill stage, we should combine the actual situation of the team, compile handouts, design drill plans and carry out various forms of drill activities. During this period, as far as possible, mobilize employees to set up publicity publications, exchange and guide the experience of creating a learning team. For qualified teams, you can also enjoy experience and supplement knowledge through effect display and network platform.

Propulsion stage

The main purpose of this stage is to shape the appearance, expand the results, improve the level and enhance confidence. In the promotion stage, team leaders should study promotion methods, actively consult and plan, combine with reality and innovate themselves. Generally speaking, if it is the first time to create a learning team, at this stage, we should also sum up the pilot and make steady progress. The main process includes the following aspects:

(1) Determine the pilot unit.

(2) Develop a pilot program.

(3) Training the backbone according to the system design.

(4) Training all employees of the pilot unit.

(5) Carry out all-round creation activities in the pilot units.

(6) The pilot unit introduced the experience of creation.

(7) Training all employees.

(8) According to the system design, create activities among all employees.

Three tendencies should be prevented when creating a learning team.

Peter. Shengji once expounded the view that no matter what kind of change movement-including the creation of learning organizations-will stop after growing up for a period of time, maybe it will stop completely. Looking at the reality of China's creation of learning organization, as revealed by Sheng Ji, after waves of excitement, all kinds of exploration of learning organization have met with obstacles, or become a mere formality, or stopped. Some people are afraid, some people are shaken, some people are confused, and the fire of enthusiasm begins to go out. We must attach great importance to these negative factors. In order to carry out the practice of learning team building deeply, efficiently and for a long time, we should pay special attention to prevent the following three tendencies.

(1) Prevent it from flowing on the surface. Learning organization takes learning as its core, and its essence is to implement five disciplines, that is, through self-transcendence, improving mental model, * * sharing vision, team learning and systematic thinking, individuals and organizations can acquire * * * knowledge and realize harmonious development. In order to realize the same development vision, we must emphasize the spirit of serious study, in-depth study, repeated study, all-round study and whole-process study, as well as the combination of learning organization theory with psychology, management, economics, sociology and many other theoretical disciplines. At the same time, for the learning organization theory, we must read the original work intensively and master it systematically. In learning, we must not be eager for quick success and instant benefit, stay at a superficial level, or even pursue ostensibly vigorous. Learning is a step-by-step process and must not be impetuous.

(2) prevent mystification. In the process of study and creation, on the one hand, we should correct the style of study, on the other hand, we should dare to get rid of superstition. For example, some enterprises think that learning organization theory is a panacea for modern management, and creating learning teams and groups can solve all the problems faced by enterprises. This idea is neither scientific nor practical.

Learning organization theory allows us to re-understand ourselves and the world from a brand-new perspective, and let us find a way to improve ourselves and the whole team. In recent years, quite a few enterprises have implemented many effective management methods, such as cohesion project, trade union theory suggestion activity, magnitude management, mass economic and technological innovation project and so on. And most enterprise training has formed a relatively mature system, which conforms to the practice of * * * sharing vision, team learning and self-transcendence to varying degrees, laying a good theoretical and practical foundation for effectively building a learning team.

(3) prevent patterning. Learning organization theory itself advocates personality theory, and learning organization also emphasizes personality. Therefore, in the process of creating a learning team, it is forbidden to use a model to copy mechanically and to imitate and repeat others stiffly. There is no fixed model for the establishment of a learning organization, and it will never form a model. Every enterprise team should insist on independent innovation and self-design. Self-contained and characteristic-oriented.