Publisher
University of Tennessee at Chattanooga
Place of Publication
Chattanooga (Tenn.)
Abstract
I/O psychology practitioners frequently serve important roles to facilitate, promote, and lead initiatives to address organizational issues and improve overall employee performance. These roles usually involve the use of assessments to identify problems, gaps, drivers, and improvement actions to achieve the desired results. An important premise to these assessments is that we must learn from their resulting data and our experiences to achieve continuous improvement in individual, team, leadership, and organizational performance. A continuous learning culture where learning is embraced and applied brings about a continuous improvement culture. “Learning Teams” is a tool to facilitate learning about the context and drivers behind performance problems, safety or human performance events, and organizational issues. It is used extensively to assess Human & Organizational Performance (HOP) issues. Learning Teams can also be used to assess strengths and successes to capitalize on them and expand their applications. They engage employee peer teams to create sharing, consensus, alignment, and involvement in solutions. I/O practitioners can facilitate the learning teams in an environment of psychological safety and open communication. These forums produce rich data collection, analysis, and synthesis that lead to targeted action planning. The methodology can be applied to address interpersonal and intragroup conflict in work environments. This presentation will discuss the various applications of learning teams. We will address the best practices to apply and the parameters to follow to optimize their results. The session will be interactive and allow participants to apply some of the techniques used in learning teams.
Date
11-7-2026
Subject
Industrial and organizational psychology
Document Type
presentations
Language
English
Rights
http://rightsstatements.org/vocab/InC/1.0/
License
http://creativecommons.org/licenses/by/4.0/
Included in
Using Learning Teams as an Organizational Assessment & Improvement Tool
I/O psychology practitioners frequently serve important roles to facilitate, promote, and lead initiatives to address organizational issues and improve overall employee performance. These roles usually involve the use of assessments to identify problems, gaps, drivers, and improvement actions to achieve the desired results. An important premise to these assessments is that we must learn from their resulting data and our experiences to achieve continuous improvement in individual, team, leadership, and organizational performance. A continuous learning culture where learning is embraced and applied brings about a continuous improvement culture. “Learning Teams” is a tool to facilitate learning about the context and drivers behind performance problems, safety or human performance events, and organizational issues. It is used extensively to assess Human & Organizational Performance (HOP) issues. Learning Teams can also be used to assess strengths and successes to capitalize on them and expand their applications. They engage employee peer teams to create sharing, consensus, alignment, and involvement in solutions. I/O practitioners can facilitate the learning teams in an environment of psychological safety and open communication. These forums produce rich data collection, analysis, and synthesis that lead to targeted action planning. The methodology can be applied to address interpersonal and intragroup conflict in work environments. This presentation will discuss the various applications of learning teams. We will address the best practices to apply and the parameters to follow to optimize their results. The session will be interactive and allow participants to apply some of the techniques used in learning teams.
Department
University of Tennessee at Chattanooga. Dept. of Psychology