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Transforming FET Colleges: A Learning Organisation Management Model Overview

This presentation by Corrie Strydom, delivered on June 5-6, 2006, in Cape Town, delves into the Learning Organisation Management Model specific to FET colleges. It covers essential concepts such as the definition and principles of learning organizations, findings on effective management, and strategies for building a supportive environment. Emphasizing change processes, knowledge management, and performance measurement, the model aims to foster a culture of continuous improvement and responsiveness within educational institutions, aligned with government initiatives.

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Transforming FET Colleges: A Learning Organisation Management Model Overview

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  1. Learning Organisation Management Model for FET CollegesPresented by: Corrie Strydom 5 & 6 June 2006 Cape Town

  2. Overview • Background • Definition • Principles • Findings • Management Model • Outcomes • Conclusion

  3. Background • Early Post Merger Stages • CEO’s Vision • Gert Sibande College • Change Processes, Human Behaviour, Knowledge management & Performance measurement • OCA - College • LOPP – Campuses • Learning Organisation Management Model

  4. “The illiterate of the 21st century will not be those who cannot read and write, but those who cannot learn, unlearn and relearn.” - Alvin Toffler

  5. Definition Learning Organisation Characteristics: Systematic problem solving Experimentation with new approaches Learning from own experiences & history Benchmarking Transfer knowledge efficiently & effectively throughout the organisation

  6. Principles (P. Senge) • Shared Vision – building a sense of commitment in a group • Mental Models – reflecting upon & improving internal pictures of the world • Personal Mastery – learning to expand personal capacity to create desired results • Team Learning – conversational & collective thinking skills • System Thinking – understand forces that shape the behaviour of systems

  7. Findings

  8. Establish QMS Policies & Procedures Develop Leadership’s Emotional Literacy Encourage Trust, Openness, & Communication Develop Communication System Empower Employees Develop TeamDynamics Implement Human Resource Model Vision Mission Strategy Performance measurement Mentor & Coaching Programme Value Knowledge Assets & Recognise Excellence Market Research Encourage & Reward Risk-taking & Innovation Create Learning Environment Integrate Learning & Work Reward Learning Operational Effectiveness

  9. Man is a goal seeking animal. His life only has meaning if he is reaching out and striving for his goals. - Aristotle

  10. Outcomes • Reputation as a haven for talent & leadership • Authentic employment value proposition (talented workforce) • Continuous individual & workforce development • Enrichment of the organisational culture • Successful implementation of re-capitalisation process • Responsive & pro-active alignment to the new FET Act • FET landscape aligned with Government Expectations & Initiatives

  11. Conclusion • “Tempora mutantur, nos et mutamur in illis” • “The Times are changing, and we are changing with them”

  12. It is not the strongest of the species that survive, nor the most intelligent, but the one most responsive to change. Charles Darwin

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