WEBVTT
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(gentle music)
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Collective learning is being powerfully enabled
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by today's digital technologies,
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which augment human intuition with important data
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that leaders can share,
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like how customers needs are changing.
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The resulting learning within and between teams
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can deliver valuable benefits for organizations.
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But to reap those benefits,
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organizations need leaders who can excel on two fronts,
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creating the conditions conducive to collective learning,
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but also removing common roadblocks to learning
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that often arise as organizations grow.
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This digital transformation revolution
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is gonna change the way that we have leadership,
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but it's not gonna completely erase intuition.
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It's gonna enrich that intuition
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with better data driven experiences.
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You can now have tools that you may be able to provide
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for your branch managers,
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or for the people that are operating in your establishment
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on a large organization.
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They can understand better
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where the customers are coming from,
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they can understand better what are the cycles
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that are driving your business,
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what are the characteristics of the customers
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that drive any of the purchasing decisions
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that they're interested on trying to convert
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more people on and so forth.
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And that will allow them to experiment, to learn,
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and hopefully also to input those lessons back into a system
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so other people in a similar position will learn.
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So the most important ability anybody needs to learn,
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is the ability to learn.
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(upbeat music)
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The best leaders know how to enable
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collective learning in their teams.
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A few simple but powerful tactics can help.
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Not all learning happens in formal settings
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like in courses and seminars.
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One type of learning that I do like a lot,
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is the one that happens when experienced people collaborate
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with less experienced people in a task.
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In that context, leadership emerge more naturally,
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people are more inclined to listen and to understand
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the ones that have been there before and to rely on them.
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The transfer of knowledge is happening in a context
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that is relevant, so therefore is more memorable.
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As companies grow, sometimes they change in ways
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in which learning becomes counterproductive.
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[Pensive orchestration]
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Even with savvy leaders at the helm,
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collective learning can run into some serious roadblocks
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as a company grows.
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That's because the interpersonal and team dynamics
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that most influence learning change dramatically
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as an enterprise expands.
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How can you avoid the most common roadblocks
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to collective learning in a growing company?
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Start by understanding what they are and why they arise.
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Sometimes as companies get bigger,
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loyalty matters more than talent.
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There are alliances,
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there's people sometimes
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that would not wanna share information.
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And sometimes individuals or even groups of individuals
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within a company start behaving in a way that is very useful
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to them, for their career goals,
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but very counterproductive for the organization.
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So, to improve, it's important that companies
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can use their mistakes as learning opportunities.
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Now, to learn from your mistakes,
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you need to be in an environment in which people can accept,
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and recognize those mistakes.
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But also, you have to be in an environment
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in which once those mistakes are acknowledged and accepted,
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the people can act in a way that is constructive.
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Because a lot of the times if you're in an environment
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that is too political or a little bit hostile,
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if a mistake happens,
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people can become too accountable to them,
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and therefore, they're going to start hiding the mistakes
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and if they hide the mistakes,
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they're gonna be hiding the learning opportunities.
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[Upbeat music]
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Growth can pose some obstacles
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to collective learning.
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But companies can still take action
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to break those obstacles down.
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Keeping employees with the right skills
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and knowledge on board is a great first step.
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But don't adopt a one size fits all strategy
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for preventing brain drain.
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The right strategy will depend a lot
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on the industry you're in.
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So to sustain knowledge in an organization,
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it's really important to keep the people
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that have that knowledge
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and the teams that sustain that knowledge.
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So, turnover of employees is really damaging,
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there's never a general answer because
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there's a lot of heterogeneity across industries.
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So the winning strategy for copper mining
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might not be the winning strategy
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for software manufacturing.
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For example, in a mining operation,
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discipline is extremely important.
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Reliability is important.
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Abiding by safety procedures is extremely important.
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Software manufacturing is quite different.
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You don't care if the software manufacturer
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or the software developer shows up at 9:00am,
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or maybe at 10, or 11.
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You care that they have the great idea
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that he's gonna help that piece of code run faster
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and be more scalable.
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You care about them working with others.
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You care also about them being creative,
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and maybe coming up with new products
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that you haven't thought about.
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So how can leaders unleash the power
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of collective learning in their organizations?
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Pair experienced people with less experienced ones
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to tackle tasks, so they can learn from each other
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in an informal natural setting.
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Anticipate how collective learning can break down
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as your company grows.
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For example, if people stop sharing information,
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or start caring more about their career
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than the organization.
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Help people learn from mistakes
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and fine tune your company's culture
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so people who have the most valuable knowledge
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and skills stay on board.
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(upbeat music)