Some argue that learning organizations attract and retain more talents.

有人認為，學習型組織能吸引和留住更多的人才。

Others say that there is a competitive advantage for an organization whose people learn faster than the people of other organizations.

也有人說，組織內的人才若能更快地學習新知，便能在面對其他組織時具有競爭優勢。

Here are 6 characteristics most have in common.

以下是學習型組織所擁有的六大共通特點。

They cherish an open culture.

他們珍惜開放的文化。

Learning organizations encourage everyone to share information, admit to mistakes and practice giving and taking constructive criticism.

學習型組織鼓勵大家分享資訊、認錯改過並給予和接受具有建設性的批評。

Once the problem is found, they try to understand its root cause and fix it.

一旦發現問題，他們便會試圖瞭解其根本原因並加以解決。

To achieve such a culture: walls are removed, information is shared and leaders show their human sides.

為了要實現這樣的文化：人與人之間的圍籬被拆除、資訊被共享，而領導者們則展現出具人性的一面。

They design and implement feedback loops.

他們設計和實施能夠循環運作的反饋機制。

Some establish 360 degrees surveys, in which people assess themselves, their peers and their bosses.

有些組織會進行 360 度問卷調查，讓人們評估自己、同儕與上司的表現。

Employees at 5-star hotels ask guests for their opinions.

五星級酒店的員工會詢問客人的意見。

Top schools may videotape teachers so they can later study themselves.

頂級學校可能會對教師的課程進行錄影，以便他們之後能夠自行研究。

Some even make feedback a team effort.

有的組織甚至將反饋視為團隊工作的一部分。

Before any new project, they all get together to kick things off.

在任何一個新計畫開始之前，他們會聚在一起開工。

After the project they meet again to share and reflect on what has happened.

項目結束後，他們會再次開會，並分享和反思所發生的一切。

They promote personal mastery.

它們會促進個人技能提升。

Employees try to achieve personal mastery in their fields.

員工會努力實現個人在該領域的掌握。

Once they become experts, they feel proud of their work, they are motivated intrinsically and they can create positive change wherever they are.

一旦他們成為專家便會為自己的工作感到自豪，並使他們有了不論身處何方都能創造出積極變化的內在動力。

For example, a cleaner might come up with an idea on how to save water and an accountant on how to save bank fees.

例如，清潔工可能會想出如何節水的點子，而會計師則能想出如何節省銀行費用。

The job of the boss is to connect all experts and give directions.

老闆的工作是要將所有專家串聯起來，並給團隊指示。

They plan for intelligent fast failure.

它們會為規畫過的短期失敗做好準備。

When they build something new, they don't spend time to make assumptions on paper.

當想建立新的東西時，他們不會花時間紙上談兵。

Instead, they create what's called Minimum Viable Product, a simple prototype with only the core functions.

相反的，他們會創造一種只有核心功能的簡單原型，稱為最簡可行產品。

This is then presented to users as early as possible to test what they think.

接著這個產品會儘早呈現在用戶面前，藉此測試他們對產品的想法。

Because it is imperfect, even friends give their honest opinions.

因為它顯然並不完美，因此即使是親朋好友也會提出自己的真實意見。

The goal: fail fast, but collect intelligent information so you can improve while going forward.

目標是要快速失敗，但收集到具有智慧的資訊，讓你在繼續研發的過程中可以進行改良。

They steal best practices.

它們會偷竊別人的最佳實務方法。

Picasso apparently said that "good artists borrow, great artists steal".

畢卡索曾這樣說過：「好的藝術家借鑒，偉大的藝術家偷竊。」

Learning organizations study others, steal best practices and then implement them fast.

學習型組織會從他人身上學習，竊取最佳實務方法，然後快速地實施。

The newspaper The Economists took advice from George Orwell; its editors never use jargon if everyday English works.

《經濟學人》報接受了喬治·奧威爾的建議。如果日常用語可以表達出來的話，他們的編輯從不使用專業術語。

Printing manufacturers stole the razor-and-blades business model from Gillette, selling printers cheap but ink expensive.

印表機廠商則竊取了刮鬍刀廠商吉列的商業模式：印表機賣得很便宜，但墨水卻相當昂貴。

They cultivate a common vision.

它們會培養共同的願景。

A learning organization prospers when all members share a common vision.

當所有成員都擁有共同的願景時，學習型組織便能蓬勃發展。

That way employees can understand the importance of their role, connect the dots and develop systems thinking.

如此一來員工就可以理解自己職位的重要性、與其他員工人建立聯繫並培養出系統性思維。

When goals are clear, regulations can be reduced and people can create their own personal benchmarks of success.

只要目標明確，組織便能減少規章制度，而員工們則能用自己的標準去衡量成果是否成功。

This reduces bureaucracy, authority and corruption.

這樣便能減少官僚主義、權力和腐敗的狀況。

Salesmen and author Zig Ziglar once wrote: "the only thing worse than training people and having them leave, is not training them and having them stay."

銷售員兼作家吉格・金克拉曾經寫道：「唯一比培訓人員之後讓他們離開更糟糕的事情，是不培訓他們卻把他們留下來。」

At a learning organization education happens as a side-product of working together, as everybody learns from each other to adapt to whatever the future might bring.

在學習型組織中，教育是共同合作之下的副產品，在所有人相互學習以適應未來可能發生的一切的過程中培養出來。

If you like our videos and want to support our channel, visit us at Patreon.com/Sprouts and see if you want to donate just one dollar.

如果你喜歡我們的影片並想支持我們的頻道，請訪問我們的 Patreon.com/Sprouts 贊助網頁，最低僅需一美元即能贊助我們。

With your support, we plan to create many more MinuteVideos about learning and education.

有了各位的支持，我們正計畫著要做出更多有關學習與教育的數分鐘短片。