Russell Ackoff discusses organizational learning, understanding change, and participative management in U.S. Navy training sessions.
Key Takeaways
- Understanding is more valuable than knowledge or information and should be the focus of education and training.
- Participative management can help create a positive organizational climate and improve decision-making.
- Societal and organizational change requires a shift in worldview to effectively cope with new realities.
- Most educational efforts overemphasize information transmission and underemphasize understanding.
- Historical eras are defined by shared cultural worldviews that shape how people perceive reality.
Summary
- Russell Ackoff, from Wharton School, leads U.S. Navy training on thinking, understanding, and learning.
- The training emphasizes participative management and creating a positive organizational climate.
- Ackoff distinguishes between information, knowledge, and understanding, highlighting their educational importance.
- Most education focuses on information (90%), less on knowledge (9%), and very little on understanding (1%).
- Understanding is conveyed through explanations answering 'why' questions, which are the most valuable and difficult.
- Ackoff reverses traditional education by focusing first on understanding, then knowledge, and finally information.
- He discusses the accelerating rate and profound nature of societal change, referencing Toffler’s 'Future Shock'.
- The concept of historical eras is introduced, defined by a shared worldview or 'Weltanschauung'.
- Ackoff highlights the transition from the Machine Age to a new historical era, emphasizing the need to understand this change.
- The training aims to develop the ability to cope with change through joint understanding rather than just information.











