How does change learning come about ?
My take on change learning is that it has two dynamics and four dimensions. Learning and change both have inside-out and outside-in dimensions. There are ouside-in interactions and relationships with others to consider alongside the inside-out aspects driven by emotions and intuition. Both dimensions have to be balanced to secure the commitment and energy that's needed from individuals.

Learning also has a top-down, bottom-up dynamic. It requires a strength of will and purpose to make it happen from the top-down and an ability to communicate honestly and get the cooperation of others to stimulate it from the bottom-up. Both aspects need to be carefully balanced, otherwise there will be no alignment between, group and corporate goals.

How can change learning be developed ?
Mastery, it seems is no longer fashionable. Speed is now the name of the game. Learning new behaviours and challenging assumptions is hard work, it requires the suspension of long held beliefs and taking of risks.

So where does the energy and motivation for learning and change come from ? You have to really want it to happen - now. You have to move out of your comfort zone - now. While you contemplate change it isn't happening. When you plan change it isn't happening. You have to convert a desirable future into present action. For example, to become fit you behave as if you are fit.

"Pay attention to your intention"
Deepak Chopra in 'The Seven Spiritual Laws of Success

There are therefore two questions to answer.

What is it you want to become ?
What are you going to do NOW to achieve it ?

If you are prepared to learn and change the way you think and do things now, real improvements are possible. All you need is a lot of commitment and a little imagination. Changing structures and systems can help, but that's only part of what's needed. In the same way that Real Change Leaders need to recognise that value the four dimensions of change, they must also value the four dimensions of learning.

Some believe you must first win the hearts and minds of people. In other words to start from the inside-out. Others believe that an inspiring vision and clear goals must be cascaded from the top-down. Some believe employees and processes need to be energised from the bottom-up, or should be exposed to the outside-in demands of customers. Clearly all four dimensions need to be properly addressed and co-ordinated.

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