A student of Harvard College anger: "Why are you so strict? Do you know that I am your customer!" Old economists looked at their students, slow Russen Answers: "NO, NO, You are not my customers, you are my product. "The above-mentioned white is a classic case of Harvard University, which is implied with a question: Since the students are the product, who is the real customer? We all know that "customers are God", but who is the customer in learning activities? Here, I will try to make a discussion in combination with the "learning organization" theory.
Let's take a look at what is a learning organization. Peter Saint Ji's learning organization is that under the premise of having a clear common goal, through learning, communication, so that you can continue to purify, self-improvement until the organization is reached. We know that the behavior of learning organizations is learning, communicating through learning, through learning to complete the unity and improvement of team qualities. Please note that this "learning" is a broad learning, not simple reading, reading information, open workshop, etc., learning, including three aspects, namely, upper and lower interactions, peer interactions and internal and external interactions process.
Up and down, it is a "push" force to ensure that the learning organization can continue to learn. In the learning organization, the team's leader played the role of "coaches" and "spirit leaders", rather than "supervision" in the traditional sense. As a team's coach, the leader is responsible for helping each member of the team to clarify its goals and correct it in time when the team deviates from their own direction. Learning organization emphasizes team leaders should be a "leader", not a "manager", the leader has followers, the manager owns the subordinate, the team leader should know every member, and positive to them Study, and also teach your experience to team members and improve. Interaction with the same level is to ensure that the learning organization can continue to learn, it is a "pull" force. Learning organizations require every member to be clear and profoundly cognitive team goals, and in-depth understanding of each partner. The study between team members can promote the understanding between members, on the one hand, they can cultivate the tacit understanding between team members; such teams have a special cohesiveness, members of members, trust, and support each other. It is possible to work hard for a common goal, and the "human part" called "Jelly Team". Internal and external interactions, is a learning process of learning organizations. Under the leadership of the team leader, a team that has a clear goal will be able to absorb the knowledge useful for achieving its own goals, while the knowledge of the absorbed knowledge will also be quickly and absorbed by each team member, which is used to work. An ideal state of a learning organization.
Back to the previous topic, why do the mentor think that students are not "customers" but "products"? We pay attention to the operation process of learning organizations: the leader as the coach, lead the team members to clear the direction, then the team absorbs useful knowledge from the outside and quickly digested, thereby reaching the goals, and finally reached the goal. Obviously, this is a process of common awareness, self-transformation, in fact, this is the famous "fifth cultural practice" - Systems thinking. Seeing this, the answer is already obvious, the learning process of learning organizations is actually a team of self-improvement, self-creation process, team members create a "organization that can achieve goals", and serve The final goal of the team. Team members themselves are actually a product of learning activities, and team goals are real "customers"!
Finally let us see a case: excellent Team Work is the characteristics of the blue giant IBM, how are they doing? Every IBM employee, before starting formal work, it is necessary for three month training. During the training process, the students are divided into several groups to complete the task, and each task is completed, all people have to disperse, then After another task, team scores are personal achievements, this is to say that the whole is not good, and individuals do well. Under such training, each IBM staff deeply clears the importance of Team Work, which is called "blue brand". It is precisely because each IBM employee has a good team awareness, so matrix management can be smoothly carried out, so that IBM "respect personal, service customer" is continuing. Here, we see continuing corporate culture, reaching corporate goals, is the end customers of IBM training, while employees are training products! In summary, whether it is learning organization construction or personal self-training and improvement, it should be carried out in a "creative product" mentality, and it is clear that the team or its own goals, because of this goal is the truly learning behavior Customers to serve.
