Leadership Report: Developing Individuals, Teams and Organisations

This report delves into the concept of inclusive learning and development cultures within organizations, specifically examining how Hightown Housing can foster such an environment. It defines an inclusive learning organization and explores strategies for its development, including identifying workforce needs and encouraging collective learning. The report further identifies key factors for implementing an inclusive learning culture, such as assessing current learning practices and aligning with organizational goals. It then analyzes the distinctions between organizational and individual learning, highlighting differences in context, objectives, and scope. Finally, the report contrasts training and development, emphasizing their differing focuses on current and future job requirements, and their varying durations. The report concludes by underscoring the importance of organizational learning in ensuring employees remain relevant and knowledgeable.

Developing Individual, Teams
and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................3
a) Explain what is meant by the term ‘an inclusive learning and development culture..............3
b) How might Hightown Housing develop an inclusive learning and development culture?.....3
c) Identify the factors which should be considered when implementing an inclusive learning
and development culture in Hightown Housing?........................................................................3
d) Analyse the differences between organisational learning and individual learning.................4
e) Analyse the differences between training and development...................................................4
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................5

INTRODUCTION
Developing individual team and organisation is a process in which learning and training
is specially focused. In this organisation is developed by developing individuals and teams
within organisation.
a) Explain what is meant by the term ‘an inclusive learning and development culture
An learning organisation can be defined as an group of people working together
collectively so that they can enhance their capacities and create results they really are willing to
achieve (Thomas, 2016). An inclusive learning organisation related to this is an organisation in
which organisation undertake practices through which they can facilitate learning of members in
the organisation based on their proficiencies and abilities of its diverse workforce and their
different needs across different jobs in the organisation. In a inclusive learning and development
culture of the organisation learning and development remains at centre.
b) How might Hightown Housing develop an inclusive learning and development culture?
Hightown Housing can develop an inclusive learning and development culture by
identifying different needs of the diversified workforce in different job roles across the
organisation.
Other than this it is important that learning and development for members across different job
roles is facilitated by different means and practices of the Hightown Housing.
Hightown Housing can also create an inclusive learning and development culture by motivating
and encouraging teams and groups to work collectively and share their learning and learn (Gill
and Singh, 2019).
c) Identify the factors which should be considered when implementing an inclusive learning and
development culture in Hightown Housing?
Factors to be considered while implementing the inclusive learning and development culture at
Hightown Housing are-
 Current state of learning and development within organisation

 Capabilities and competencies required in organisation
 Requirements that motivate learning and development in organisation
 Sustainability goals and objectives of the organisation
 Differences in workforce and its characteristics
d) Analyse the differences between organisational learning and individual learning
Individual learning is the one in which individuals undertake all learning practices at
personal level. Whereas organisational learning is the one in which leaning of the individual is
undertaken at organisational level (Cunningham and Lambert, 2020). There are several elements
that create difference in organisational learning and individual learning and these are context of
the learning, objectives behind learning, scope of learning and relation of learning with job role
and requirement of the job role. this means that organisational learning is focused on
requirements of the current job individual is placed at however in personal learning individual
interest and choices are centre of the learning.
e) Analyse the differences between training and development
Training and development are two different concepts even when both these are related to
enhancing and increasing knowledge. The different in training and development lies in their
nature and personnel involved in the training and development. Training focuses in current job
requirements and development practices future job requirements that individual will be placed at
(Fletcher, Alfes and Robinson, 2018). Training and development also differs in their duration,
this means training is short term whereas development is long term.
CONCLUSION
On the basis of above discussion it can be concluded that organisational learning is
important to ensure employees are relevant with their job requirements and latest updated
knowledge.

REFERENCES
Books and Journals
Cunningham, S. and Lambert, N., 2020. Inclusive Learning, Diversity and Nurse Education.
In Dimensions on Nursing Teaching and Learning (pp. 65-81). Springer, Cham.
Fletcher, L., Alfes, K. and Robinson, D., 2018. The relationship between perceived training and
development and employee retention: the mediating role of work attitudes. The
International Journal of Human Resource Management. 29(18). pp.2701-2728.
Gill, S. and Singh, G., 2019. Developing inclusive and quality learning environments in
HEIs. International Journal of Educational Management.
Thomas, L., 2016. Developing inclusive learning to improve the engagement, belonging,
retention, and success of students from diverse groups. In Widening higher education
participation (pp. 135-159). Chandos Publishing.