Edward D. Hess

Learn or Die: Using Science to Build a Leading-Edge Learning Organization

 

Overview

Learn or Die, written by Edward D. Hess, focuses on the importance of continuous learning in today's rapidly changing business environment. Drawing on extensive research and real-world examples, Hess argues that organizations must adopt a learning mindset to thrive in the face of uncertainty and disruption. Through a scientific approach, he provides insights and strategies to help organizations build a culture of continuous learning, adaptability, and innovation.

 

Key Points / Ideas

1. Evolution from a "know-it-all" to a "learn-it-all" mindset is crucial for organizations:

Hess emphasizes that organizations must abandon the belief of having all the answers. Instead, they should embrace a curiosity-based learning mindset, viewing every interaction and challenge as an opportunity to learn and grow. Examples of companies like Google and IDEO illustrate the power of fostering a culture that encourages experimentation, collaboration, and reflection.

2. Encourage psychological safety and humility:

To drive learning, organizations need to create an environment where individuals feel safe to take risks, share ideas, and admit mistakes without fear of judgment or retribution. Hess highlights the importance of leaders demonstrating vulnerability and encouraging employees to learn from failures and setbacks, promoting continuous improvement and growth.

- Example: Pixar's culture of openness, where candid feedback and constructive criticism are valued, leads to continuous learning and innovation.

 

3. Continuous learning is a systematic process:

Hess argues that learning should be approached systematically rather than as a one-time event. He introduces the "ASPIRE" learning model, which stands for Aspiring, Self-Awareness, Pivoting, Innovating, Risking, and Executing. By following this model and engaging in deliberate practice, organizations can consistently improve their learning capabilities and adaptability.

- Example: General Electric's shift from traditional performance reviews to continuous learning conversations demonstrates the value of ongoing feedback and growth-oriented conversations.

 

4. Balancing exploration and exploitation:

Organizations must strike a balance between exploration (innovation and creativity) and exploitation (efficiency and optimization) to foster learning and sustain success. Hess explores strategies to encourage both exploration and exploitation, such as creating cross-functional teams, leveraging diverse perspectives, and allocating time and resources for experimentation and innovation.

- Example: Amazon's "Day 1" culture encourages employees to embrace a startup mindset, experiment with new ideas, and disrupt themselves before others can.

 

Conclusion

In Learn or Die, Edward D. Hess drives home the importance of building a learning organization in today's fast-paced and uncertain business landscape. By adopting a learn-it-all mindset, fostering psychological safety, implementing a systematic approach to learning, and balancing exploration and exploitation, organizations can increase their adaptability, innovation, and long-term success. Through numerous real-world examples, Hess reinforces his arguments and provides actionable strategies for individuals, teams, and leaders to embrace continuous learning. This book is a valuable resource for anyone interested in building a leading-edge learning organization.