It’s a fact, we are living in the ever increase complexity times, as “change agents”, we still want organizations and their leaders to change their mindset so they can better perform within such circumstances. Now, think about it, if change and learning walk hand in hand, in order to enable organizations to achieve that goal, shouldn’t we radically change the way we’re educating and advising those organizations and their members?
In this conversation, I want to “provoke” us to understand that in order to embrace and succeed in complex systems, the existent models for knowledge development will have to change, and a lot! Books, lectures, training courses, consultative approaches are not enough anymore. The new era requires organizations to construct knowledge, not acquire it, and the best way to do that is by learning from peers (other organizations) and not from proxies (consultants). A learning process based in dialogue (not lectures); free flow of ideas; filled with multiple perspectives and with no expert-based solutions.