“If you don’t reinvent yourself, change your organization structure; if you don’t talk about speed of innovation – you’re going to get disrupted. And it’ll be a brutal disruption, where the majority of companies will not exist in a meaningful way ten to fifteen years from now.” -John Chambers, Executive Chairman of CISCO
We live in a world that has always had to deal with change, a world that is constantly evolving. Yet, it is in recent times, that these cycles of change have begun to accelerate at an astonishing rate, pushing us into new and often unknown environments that are becoming much more turbulent, much more volatile, and much more uncertain towards this new pace of change. And it is not just the speed of change that is evolving, but the level of connection through our many networks and platforms that is allowing change to infiltrate, disperse and diffuse at such a heightened and rapid rate across our individual, organizational, and societal ecosystems.
Unfortunately, especially in the face of today’s modern pace of change, that we find our organizations struggling, as they are still learning how to engage effectively to these connections, platforms and networks; learning how to create the environments and spaces where the novel and new have opportunity to percolate, incubate, and exist. Which means that many of our organizations are not only struggling to parallel pace the new speed of change, but find themselves spinning into irrelevance as they struggle to unentrench themselves from the command and control, hierarchical structures and systems that have mired them in continual sameness, often inhibiting their ability to stretch beyond their current level of the known.
Rather, it is those organizations that have created environments and spaces where the novel and new, where creative and innovative thinking and doing can actually infuse from the edges into the core of the organization, that are actually able to create some semblance of relevance through the creation and support of networks that enhance organizational idea flows and provide the platform to diffuse those new ideas and new knowledge across the organizational learning ecosystem.
These organizations are moving from static and solid structures towards more fluid and integrated systems. Organizations that are able to take advantage of experimentation and discovery learning in response to what is captured from their internal and external networks, creating the learning and knowledge that expands their organizational boundaries farther and farther into the unknown, in more confident, effective and relevant manner.
It is in this work, that our individuals and organizations learn to become much more agile and adaptable towards change. It is in their ability and willingness to engage in “deeper learning” that our individuals and organizations will learn to access the knowledge and learning that will enable them to better approach and solve the problems we are facing in not only more effective, novel and new ways…but to move to a place where we are connecting the disparate and disconnected dots that will be needed as we move farther away from those technical problems and more towards the adaptive challenges that truly shaping our modern times.
While continuously curating new knowledge and skills and working towards the idea of lifelong learning is now a necessity and requirement for today’s individuals and organizations, it is also not enough. It is imperative that we are developing that knowledge, learning and skills in a way that it is also transferable. Where we are consistently building up our fluency towards that knowledge, learning and skills in ways that it becomes automatic and easily transfers towards helping us solve the problems and challenges we are facing. We engage in deeper learning in an effort to create more fluidity to applying our knowledge and skills, building more comfort and automaticity to transferring that knowledge to new situations, which will become more and more imperative to our work as individuals and organizations as the complexity and chaos of a world in the throes of constant, relentless and accelerated change pressing down upon us. As the National Research Council’s Education for Life and Work puts forth, “Part of deeper learning is that the knowledge of the learner is organized and stored in a way that is easily retrievable and useful. It is efficiently coded and stored. And it is not just stored, but it is accessible and useful towards solving new and or unknown problems.”
For which Mehta and Fine add from In Search of Deeper Learning, “The generation of students coming of age today will be asked to navigate, survive, and, if they can, help to heal the world they have inherited. Schools will need to do their part to develop skilled, creative, educated, informed, and empathetic citizens and leaders – the kind of people that our economy, society, and democracy demand.”
If we are going to become much more effective in not only dealing with the accelerated and turbulent pace of change and this definitive shift from technical problems to adaptive challenges, we are going to need to push into deeper learning, not only for the future of our students, but for the future of our individuals, leaders, and organizations. Especially as we work to build up the knowledge, the capacity, and the competencies that will allow our individuals and organizations to move more effectively into this very uncertain and non-obvious future we are all facing.
“The new social contract is different: Only people who have the knowledge and skills to negotiate constant change and reinvent themselves for new situations will succeed. Competency in twenty-first century skills gives people the ability to keep learning and adjusting to change.” -Ken Kay, Chief Executive Officer EdLeader21