transformational value based leadership would be a powerful approach in trying to change the health of an organisation. where the leadership style focuses on relationships as a way to maximize performance. Such an approach is where the leader(s) endeavor to inspire, motivate and stir learner(s) and the insitution members to work to their highest desired potential. I doubt this will require major changes in the policies and leadership styles.

transformational value based leadership would be a powerful approach in trying to change the health of an organisation. where the leadership style focuses on relationships as a way to maximize performance. Such an approach is where the leader(s) endeavor to inspire, motivate and stir learner(s) and the insitution members to work to their highest desired potential. I doubt this will require major changes in the policies and leadership styles.

transformational value based leadership would be a powerful approach in trying to change the health of an organisation. where the leadership style focuses on relationships as a way to maximize performance. Such an approach is where the leader(s) endeavor to inspire, motivate and stir learner(s) and the insitution members to work to their highest desired potential. I doubt this will require major changes in the policies and leadership styles other than idealised influence, inpired motivation, individualised mentorship and stimulation of creativity.

transformational value based leadership would be a powerful approach in trying to change the health of an organisation. where the leadership style focuses on relationships as a way to maximize performance. Such an approach is where the leader(s) endeavor to inspire, motivate and stir learner(s) and the insitution members to work to their highest desired potential. I doubt this will require major changes in the policies and leadership styles other than idealised influence, inpired motivation, individualised mentorship and stimulation of creativity.

transformational value based leadership would be a powerful approach in trying to change the health of an organisation. where the leadership style focuses on relationships as a way to maximize performance. Such an approach is where the leader(s) endeavor to inspire, motivate and stir learner(s) and the insitution members to work to their highest desired potential. I doubt this will require major changes in the policies and leadership styles other than idealised influence, inpired motivation, individualised mentorship and stimulation of creativity.

transformational value based leadership would be a powerful approach in trying to change the health of an organisation. where the leadership style focuses on relationships as a way to maximize performance. Such an approach is where the leader(s) endeavor to inspire, motivate and stir learner(s) and the insitution members to work to their highest desired potential. I doubt this will require major changes in the policies and leadership styles other than idealised influence, inpired motivation, individualised mentorship and stimulation of creativity.

transformational value based leadership would be a powerful approach in trying to change the health of an organisation. where the leadership style focuses on relationships as a way to maximize performance. Such an approach is where the leader(s) endeavor to inspire, motivate and stir learner(s) and the insitution members to work to their highest desired potential. I doubt this will require major changes in the policies and leadership styles other than idealised influence, inpired motivation, individualised mentorship and stimulation of creativity.

transformational value based leadership would be a powerful approach in trying to change the health of an organisation. where the leadership style focuses on relationships as a way to maximize performance. Such an approach is where the leader(s) endeavor to inspire, motivate and stir learner(s) and the insitution members to work to their highest desired potential. I doubt this will require major changes in the policies and leadership styles other than idealised influence, inpired motivation, individualised mentorship and stimulation of creativity.

transformational value based leadership would be a powerful approach in trying to change the health of an organisation. where the leadership style focuses on relationships as a way to maximize performance. Such an approach is where the leader(s) endeavor to inspire, motivate and stir learner(s) and the insitution members to work to their highest desired potential. I doubt this will require major changes in the policies and leadership styles other than idealised influence, inpired motivation, individualised mentorship and stimulation of creativity.

transformational value based leadership would be a powerful approach in trying to change the health of an organisation. where the leadership style focuses on relationships as a way to maximize performance. Such an approach is where the leader(s) endeavor to inspire, motivate and stir learner(s) and the insitution members to work to their highest desired potential. I doubt this will require major changes in the policies and leadership styles other than idealised influence, inpired motivation, individualised mentorship and stimulation of creativity.

transformational value based leadership would be a powerful approach in trying to change the health of an organisation. where the leadership style focuses on relationships as a way to maximize performance. Such an approach is where the leader(s) endeavor to inspire, motivate and stir learner(s) and the insitution members to work to their highest desired potential. I doubt this will require major changes in the policies and leadership styles other than idealised influence, inpired motivation, individualised mentorship and stimulation of creativity.

transformational value based leadership would be a powerful approach in trying to change the health of an organisation. where the leadership style focuses on relationships as a way to maximize performance. Such an approach is where the leader(s) endeavor to inspire, motivate and stir learner(s) and the insitution members to work to their highest desired potential. I doubt this will require major changes in the policies and leadership styles other than idealised influence, inpired motivation, individualised mentorship and stimulation of creativity.

transformational value based leadership would be a powerful approach in trying to change the health of an organisation. where the leadership style focuses on relationships as a way to maximize performance. Such an approach is where the leader(s) endeavor to inspire, motivate and stir learner(s) and the insitution members to work to their highest desired potential. I doubt this will require major changes in the policies and leadership styles other than idealised influence, inpired motivation, individualised mentorship and stimulation of creativity.

transformational value based leadership would be a powerful approach in trying to change the health of an organisation. where the leadership style focuses on relationships as a way to maximize performance. Such an approach is where the leader(s) endeavor to inspire, motivate and stir learner(s) and the insitution members to work to their highest desired potential. I doubt this will require major changes in the policies and leadership styles other than idealised influence, inpired motivation, individualised mentorship and stimulation of creativity.

transformational value based leadership would be a powerful approach in trying to change the health of an organisation. where the leadership style focuses on relationships as a way to maximize performance. Such an approach is where the leader(s) endeavor to inspire, motivate and stir learner(s) and the insitution members to work to their highest desired potential. I doubt this will require major changes in the policies and leadership styles other than idealised influence, inpired motivation, individualised mentorship and stimulation of creativity.

transformational value based leadership would be a powerful approach in trying to change the health of an organisation. where the leadership style focuses on relationships as a way to maximize performance. Such an approach is where the leader(s) endeavor to inspire, motivate and stir learner(s) and the insitution members to work to their highest desired potential. I doubt this will require major changes in the policies and leadership styles other than idealised influence, inpired motivation, individualised mentorship and stimulation of creativity.

transformational value based leadership would be a powerful approach in trying to change the health of an organisation. where the leadership style focuses on relationships as a way to maximize performance. Such an approach is where the leader(s) endeavor to inspire, motivate and stir learner(s) and the insitution members to work to their highest desired potential. I doubt this will require major changes in the policies and leadership styles other than idealised influence, inpired motivation, individualised mentorship and stimulation of creativity.

transformational value based leadership would be a powerful approach in trying to change the health of an organisation. where the leadership style focuses on relationships as a way to maximize performance. Such an approach is where the leader(s) endeavor to inspire, motivate and stir learner(s) and the insitution members to work to their highest desired potential. I doubt this will require major changes in the policies and leadership styles other than idealised influence, inpired motivation, individualised mentorship and stimulation of creativity.

transformational value based leadership would be a powerful approach in trying to change the health of an organisation. where the leadership style focuses on relationships as a way to maximize performance. Such an approach is where the leader(s) endeavor to inspire, motivate and stir learner(s) and the insitution members to work to their highest desired potential. I doubt this will require major changes in the policies and leadership styles other than idealised influence, inpired motivation, individualised mentorship and stimulation of creativity.

transformational value based leadership would be a powerful approach in trying to change the health of an organisation. where the leadership style focuses on relationships as a way to maximize performance. Such an approach is where the leader(s) endeavor to inspire, motivate and stir learner(s) and the insitution members to work to their highest desired potential. I doubt this will require major changes in the policies and leadership styles other than idealised influence, inpired motivation, individualised mentorship and stimulation of creativity.

transformational value based leadership would be a powerful approach in trying to change the health of an organisation. where the leadership style focuses on relationships as a way to maximize performance. Such an approach is where the leader(s) endeavor to inspire, motivate and stir learner(s) and the insitution members to work to their highest desired potential. I doubt this will require major changes in the policies and leadership styles other than idealised influence, inpired motivation, individualised mentorship and stimulation of creativity.

transformational value based leadership would be a powerful approach in trying to change the health of an organisation. where the leadership style focuses on relationships as a way to maximize performance. Such an approach is where the leader(s) endeavor to inspire, motivate and stir learner(s) and the insitution members to work to their highest desired potential. I doubt this will require major changes in the policies and leadership styles other than idealised influence, inpired motivation, individualised mentorship and stimulation of creativity.

transformational value based leadership would be a powerful approach in trying to change the health of an organisation. where the leadership style focuses on relationships as a way to maximize performance. Such an approach is where the leader(s) endeavor to inspire, motivate and stir learner(s) and the insitution members to work to their highest desired potential. I doubt this will require major changes in the policies and leadership styles other than idealised influence, inpired motivation, individualised mentorship and stimulation of creativity.

transformational value based leadership would be a powerful approach in trying to change the health of an organisation. where the leadership style focuses on relationships as a way to maximize performance. Such an approach is where the leader(s) endeavor to inspire, motivate and stir learner(s) and the insitution members to work to their highest desired potential. I doubt this will require major changes in the policies and leadership styles other than idealised influence, inpired motivation, individualised mentorship and stimulation of creativity.

transformational value based leadership would be a powerful approach in trying to change the health of an organisation. where the leadership style focuses on relationships as a way to maximize performance. Such an approach is where the leader(s) endeavor to inspire, motivate and stir learner(s) and the insitution members to work to their highest desired potential. I doubt this will require major changes in the policies and leadership styles other than idealised influence, inpired motivation, individualised mentorship and stimulation of creativity.

transformational value based leadership would be a powerful approach in trying to change the health of an organisation. where the leadership style focuses on relationships as a way to maximize performance. Such an approach is where the leader(s) endeavor to inspire, motivate and stir learner(s) and the insitution members to work to their highest desired potential. I doubt this will require major changes in the policies and leadership styles other than idealised influence, inpired motivation, individualised mentorship and stimulation of creativity.

transformational value based leadership would be a powerful approach in trying to change the health of an organisation. where the leadership style focuses on relationships as a way to maximize performance. Such an approach is where the leader(s) endeavor to inspire, motivate and stir learner(s) and the insitution members to work to their highest desired potential. I doubt this will require major changes in the policies and leadership styles other than idealised influence, inpired motivation, individualised mentorship and stimulation of creativity.

transformational value based leadership would be a powerful approach in trying to change the health of an organisation. where the leadership style focuses on relationships as a way to maximize performance. Such an approach is where the leader(s) endeavor to inspire, motivate and stir learner(s) and the insitution members to work to their highest desired potential. I doubt this will require major changes in the policies and leadership styles other than idealised influence, inpired motivation, individualised mentorship and stimulation of creativity.

transformational value based leadership would be a powerful approach in trying to change the health of an organisation. where the leadership style focuses on relationships as a way to maximize performance. Such an approach is where the leader(s) endeavor to inspire, motivate and stir learner(s) and the insitution members to work to their highest desired potential. I doubt this will require major changes in the policies and leadership styles other than idealised influence, inpired motivation, individualised mentorship and stimulation of creativity.

transformational value based leadership would be a powerful approach in trying to change the health of an organisation. where the leadership style focuses on relationships as a way to maximize performance. Such an approach is where the leader(s) endeavor to inspire, motivate and stir learner(s) and the insitution members to work to their highest desired potential. I doubt this will require major changes in the policies and leadership styles other than idealised influence, inpired motivation, individualised mentorship and stimulation of creativity.

Thanks for the answer, Mark, which appears to have been posted 30 times!

No, I don't think the learning culture can be changed without buy-in from the stakeholders. In order to effect change in an institution, you have to be the change agent. Let everyone know the change to expect and what it will look like. Then describe the benefit they will get from this change. Model the change you want to see. Address all the nay-sayers with specifics about the change. And meet with stakeholders frequently to update them as to the progress of the change.

I think leaders can't change the learning culture of their institutions without making widespread changes to policies, leadership styles and practices. In order to make change I think the first important step is to spreadout your vision regarding your institution, then encourage others to be with you in this vision (dreams together). Communicate with stakeholders to translate the vision to goals and objectives you can achieve, this step demands meetings and meetings to prepare "Action Plan" for change to "New Era" for the institution.

Are we referring to collective or individualistic societies and work cultures? Individualistic work cultures need to learn more about how collective societies function. However, both types need to improve signalling and learning by doing or learning through the actions of others--including leaders.

I am from the USA but have worked in a dozen different countries and find that widespread assumptions about what sort of change and is possible and which procedures are inherent in a particular culture or work environment are in the end negotiable--despite a tendency to bow to status quo when it comes to decision making processes and in carrying out decisions or reforms.

The more cross-cultural the workers or leaders are in the situation, the more important is the usage of proper signalling for change. For example, in the country, I work in now, the ministries change their heads at least every two years, so there is a tendency for people to dig their feet in for a while and wait and sea whether the sea change forecasted is really the signal or just a short-term ill-thought out point of advocacy. This is a collectivist society.

Other collectivist society's, like Japan, still expect to make changes over a glacial pace in some sectors of society and economy. However, the signals for change are constant and go in all directions. Eventually, the aircraft carrier switches direction--with everyone still on board.

I could add more. What do you think about looking at change and signalling change a bit more in this discussion?

To paraphrase Albert Einstein, it takes a different mindset to solve a problem than the mindset which created the original problem in the first place. You cannot change the learning culture of an institution without widespread change to policies, leadership styles and practices.

No amount of leadership style change will succeed without followers seeing the light and following--or agreeing to work as valued stakeholders in transformative processes. So, forces for change affecting the entire community need to be at work. The leader can signal change but the internalization for change comes with others and other forces to a great degree. Transformation comes from a willingness to cross lines and work at face-to-face levels by the leadership and cross-leadership at various levels of administration. Resistance to change or inertia is present and will be brought in line most smoothly by proper and sometimes prolonged discussion and signalling.

Kevin~ I would like to talk a bit more about signalling change. In your experience, what is the best way to signal change?

In the West historically, in terms of leadership, signalling has been top-down for most institutions. This is somewhat true in the East, but taking Japan, for example, we constantly use the metaphor of the Aircraft Carrier--which takes up to about 14 nautical miles to undertake directional change, when it is running at normal to high speed.

In Japanese corporations one needs to let an idea float and go up and down the line being discussed for quite some time--even as feedback is gathered by leaders at various level. For example, two years of back and forth signalling was a minimum when we looked at implementation of new ideas at the national level from ministry of education. Often, further discussion and signalling back and forth had to go on much longer than that in terms of implementing major changes.

In Eastern countries where ministerial heads may be replaced every 1 to 3 years, this means that the signalling of change may need to proceed the appointment and actually continue after the leadership has been replaced to some degree. In short, over a period of years the various stakeholders up and down the line must buy in and support (and contribute suggestions and ideas to smooth out the reform or changes).

One way of answering the question is to look at Senge's learning organization five pillars which are interdependent since the pillars cover the hierarchy starting with the organization, the group and the individual. Learning versus change are cross-related among the three aforementioned dimensions. One cannot separate leadership, processes and learning styles and practices.