Queen's University IRC

Organizational Learning

Team Effectiveness: From Pandemic To Promise In The Learning Organization (Executive Summary)

Team Effectiveness: From Pandemic to Promise in the Learning Organization (Executive Summary)

This research on the effectiveness of teams was conducted in the early fall of 2020. It is largely supportive of, and consistent with, much of the thinking of others who were paying close attention to the experience of teams and leaders in a virtual environment. And the focus on teams also highlights the important relationship between teams and organization leadership and their interdependencies. The research also highlights a number of important insights and ‘learnings’ that will serve us well in the coming months; while it is difficult to predict with any certainty, it is possible that new habits will emerge as teams continue to focus on their overall effectiveness in support of organization priorities.

Team Effectiveness: From Pandemic To Promise In The Learning Organization (Research Report)

Team Effectiveness: From Pandemic to Promise in the Learning Organization (Research Report)

This research captures how organizations are re-thinking the role of teams, the work they do and how they approach and carry out that work. This report is based on a survey of team leaders, organization consultants and leadership coaches, as well as research in the field. The survey on the effectiveness of teams was conducted in the fall of 2020 with a goal to examine the following: What we have learned at the team level of the organization from the experience and challenges of moving through a pandemic? What has taken on greater clarity for leaders, managers and supervisors in terms of priority areas as teams strive for sustained effectiveness over the next period of uncertainty?

Creating a Mentoring Culture for Organizational Success

Creating a Mentoring Culture for Organizational Success

Mentoring is a management practice that can assist organizations in building a desired corporate culture, while enabling the careers of those who are already motivated to pursue one. It is an efficient and effective method of shortening the learning curve of new executives and providing more knowledgeable employees with broader perspectives. New executives with a mentor have a sounding board, as well as the benefit of their mentor’s experience as they navigate through situations that may be unfamiliar to them.

A Model for the New World of Work

Is Your Workplace in Motion?

Do you encourage collaboration between departments? Are you ready for a changing demographic in your workforce? Do you know how technology will change your organization in the future? This past spring, Queen’s IRC hosted a summit to explore our workplaces in motion. We invited people to come together to reflect, share and re-imagine how their workplaces could become more transparent, integrated and inspiring. Through an old world – new world lens, we explored how four inter-related trends, are shaping the new employee, the new work, and the new workplace.

Brenda Barker Scott, Queen's IRC Facilitator

Enabling Fruitful Learning in Organizations

Take this challenge. Ask fellow employees if they have ample opportunity to learn and apply what they learn at work. Chances are their answers will be varied, with many answering with a sometimes or it depends. This is a conundrum. One does not have to look far to find support for the notion that learning in organizations is a critical capability.

Organizational Learning: A Literature Review

While a comprehensive model for organizational learning (OL) remains elusory, the wide web of scholarly conversation and debate has spurred rich insight into the central questions of how and what people learn in organizational settings. This paper is aimed at exploring some of those debates, with a view to identifying a complementary set of factors …

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Energizing Organizational Readiness

At its core, facilitating organizational change is about energizing the right people to design and execute smart strategies. As sociologist Philip Selznik says: “Strategies take on value only as committed people infuse them with energy.” Simply put, all organizational change is envisioned and enacted by committed, engaged, and at times, adventurous people. While energized people …

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Building a Learning Organization

Françoise Morissette is an Queen’s IRC Facilitator, accredited coach, and Organizational Development consultant. In the following Q & A she discusses how executives who sponsor education for their employees can ensure that valuable knowledge actually gets applied in the workplace. Do executive sponsors typically get good returns on their educational investments in employees? A lot …

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