- Roger Lee
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How do we create organizational structures (resource distribution) where failure is not penalized but turn into an innovative resource?
Most of the military style command-and-control corporation structure still uses the yardstick of failure and success to distribute resources. Rather than relying on small number of thinkers like David to champion learning from failure, can we structure failure learning into an organizational structure (not just culture). Can we formalize a value system that overrides the humanity's aversion to failure? Knowledge management, outcome measurement vs. process measurement.
Can you have a truly learning organization without a structural focus on failure as learning and not as the eye of a blamestorm?