Thread by @LouRodrigues_QI

Thanks to Andy Crosbie @CIACIC1 for a fab talk on The Role of Learning & Emotions in Systems & Systems Change.

He talked about how much of the learning that takes place, is Training in Best Practice. And whilst this is important it is not enough for a healthy system & employees

Andy says, the 3️⃣ key roles of Learning in Human Learning Systems (HLS) are:

🔸️Adaptive (sense-making & Improvement)
🔸️Social (trust building)
🔸️Motivational

We also have 3️⃣ INTRINSIC MOTIVATIONAL needs (@DanielPink)

🔸️Autonomy
🔸️Mastery (learning)
🔸️Purpose

Andy comments that...

"Learning is an essential component of a healthy system"

&

"Any system that acts as if learning is a luxury is actively stagnating"

He questions whether "a love of learning" (by a system's people) could be a marker of system health

What do you think?

Andy suggested some ideas for adapting our learning systems and shares the emotional element of learning, and the intrinsic need of people to share & reflect.

For me this links to the human need of belonging and ability to build trusting relationships

He draws on the idea that often at work, to be emotional is to be seen as being unprofessional so we adapt our behaviour.

He challenges that our behaviour acts as evidence for how others around us choose to behave. It reaffirms the 'social norm' rather than recognising problems

Andy ends by focusing on how we think change happens by analysing/thinking but in actuality change occurs through seeing/feeling which connects to @simonsinek "Start with Why" which says our decisions are made upon feelings in response to values, in the limbic part of the brain.

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