From a lively debate from passionate people who believe nt he benefit of online conversational spaces, what is emerging is a 4-step criterion that increasingly could be used by HRD/HRM professionals and transparently seen by every learner and manager within an organisation who participates in overall doing, learning and communicating. This type of approach could not only build goodwill but also lead to the so-called holy grail of the ‘learning organisation’ and a culture built upon trust and openness

The 4-step goodwill system (developed by Chris Macrae http://www.valuetrue.com with wider background discussion on http://www.knowledgeboard.com/cgi-bin/item.cgi?id=123852&d=1&h=417&f=418&dateformat=%o%20%B%20%Y

The 4 steps:
STEP 1 Govern conflict/truth so you never lose your greatest human purpose
STEP 2 Govern functions so they always integrate (including knowledge sharing-doing-learning), and never spin off on their own isolated directions (IT hijacks KM; ad agencies hijack brand; accountants hijack global transparency of metrics...)
STEP 3 Govern win-win exchange between stakeholders demanding value
STEP 4 Govern the subsystems of "learning to leading" so that they are openly win-win - eg subsystems include self- or communal organising bottom-up, hierarchy top-down, networked across organisational boundaries

In presenting this approach, I would like to ask 2 questions:

1. If you were developing an HR function would you include or dispense with any of the 4 steps?
2. Do you have methods that would sit within or underpin these 4 steps that you feel are currently undervalued in your organisation – something that you wish could be practiced more - ie because it could help strengthen the learning that is going on

VERBAL NOTE
For clarification 'method' can be anything from a tool or practice that encourages learning and emotional flow such as trust, happiness, openness, collaboration etc to an architecture for governing or monitoring practice

Jozefa Fawcett