Table 1 Definitions of constructs for the dimensions of the learning organization questionnaire

Create continuous learning opportunities

Learning is designed into work so that people can learn on the job; opportunities are provided for ongoing education and growth.

Promote inquiry and dialogue

People gain productive reasoning skills to express their views and the capacity to listen and inquire into the views of others; the culture is changed to support questioning, feedback, and experimentation.

Encourage collaboration and team learning

Work is designed to use groups to access different modes of thinking; groups are expected to learn together and work together; collaboration is valued by the culture and rewarded.

Create systems to capture and share learning

Both high- and low-technology systems to share learning are created and integrated with work; access is provided; systems are maintained.

Empower people toward a collective vision

People are involved in setting, owning, and implementing a joint vision; responsibility is distributed close to decision making so that people are motivated to learn toward what they are held accountable to do.

Connect the organization to its environment

People are helped to see the effect of their work on the entire enterprise; people scan the environment and use information to adjust work practices; the organization is linked to its communities.

Provide strategic leadership for learning

Leaders model, champion, and support learning: leadership uses learning strategically for business results.

Key results

Financial performance

State of financial health and resources available.

Knowledge performance

Enhancement of products and services because of learning and knowledge capacity (lead indicators of intellectual capital).