Organizations and Leadership

Some learning corrects performance while preserving existing goals and rules. Deeper learning questions whether those goals, rules, and assumptions remain appropriate.

Organizations do not learn merely because individuals attend training. Learning requires feedback that reaches decision-makers, time to interpret it, psychological safety to challenge assumptions, and mechanisms that change routines.

Organizational silos persist because structures make local optimization rational, not simply because people lack a collaborative mindset.

When a measure becomes a high-stakes target, people adapt to the measure and can break its relationship with the outcome it represented.